Code Of Conduct

Code Of Conduct

This Code of Conduct refers to the behaviour that is expected of all employees and volunteers of the Organisation. It is a requirement that all understand and adhere to the below.

Please note that this Code of Conduct directly aligns with the NDIS Code of Conduct.

  1. Act with respect for individual rights to freedom of expression, self-determination and decision making in accordance with applicable laws and conventions.

          For example, at Accessability WA this means:

  • Understanding and demonstrating adherence to the principles of the NDIS and the values, mission, goals and vision of Accessability WA in all interactions with NDIS Participants, families, colleagues and other service providers.
  • Ensuring that our Participants are always at the heart of, and in control of, their NDIS Plan, and have continual opportunities to be heard, listened to and their wishes, wherever possible, followed.

 

  1. Respect the privacy of people with disability.

          For example, at Accessability WA this means:

  • All Participant information is kept confidential.
  • Consent is obtained from a Participant before sharing/obtaining personal information related to them, the services they receive or their NDIS Plan.
 
  1. Provide supports and services in a safe and competent manner with care and skill.

          For example, at Accessability WA this means:

  • Fulfilling all professional responsibilities as outlined on relevant JDFs/Volunteer Position Descriptions.
  • Maintaining and supplying current relevant clearances and licences including Driver’s License, Working with Children Card and National Police Clearance and Worker Screening.
  • Completing the NDIS Worker Orientation Module and demonstrating this knowledge through professional practice.
  • Working co-operatively with Participants, families, Accessability WA staff and other service providers with a focus on ensuring quality service in line with a Participant’s NDIS goals.
  • Understanding and effectively using all records management, client tracking and human resource systems including maintaining accurate, timely and comprehensive case notes and (where required) incident reports.
  • Ensuring any leave (scheduled or unscheduled) is promptly requested when required, following Accessability WA Leave procedure protocols.
  • All staff engage in regular performance conversations with their line manager aimed at performance reflection and improvement, and ensure any concerns or difficulties are communicated.
  • Appropriate work attire is to be worn when supporting Accessability WA clients at all times.
    • e.g., no miniskirts, tank tops, two-piece swimwear etc.
    • Closed in shoes are to be worn unless undertaking recreational activities where this is not appropriate (e.g. swimming etc).
  • All staff are aware of WHS regulations relevant to their role and report any hazards as per Accessability WA’s WHS policy and procedure.

  1. Act with integrity, honesty and transparency

          For example, at Accessability WA this means:

  • Ensure any actual, potential or perceived conflict of interest is transparently declared to the Participant and (where appropriate) family.
  • Staff do not accept gifts from Participants or their families, including the exchange of money or personal property (e.g., borrowing, lending and selling).
  • Staff understand and follow Accessability WA’s Computer and IT policy, advising against downloading non work-related material from any employer supplied devices or that of the Participant.
  • Staff do not smoke, use drugs, or consume alcohol while on Accessability WA premises, in Accessability WA’s vehicles, in Participant’s homes or whilst providing direct support to a Participant at any time whilst on shift.
  • Staff ensure their own personal life/concerns are not discussed with a Participant or their family.
  • Refraining from any discriminatory, bullying, or harassing behaviour toward Participants or their family, co-workers, Accessability WA management and the general public.
  • Staff do not engage in conduct, whether during or after work hours, that causes damage or potential damage to the property or reputation of Accessability WA.
 
  1. Promptly take steps to raise and act on concerns about matters that may impact on the safety and quality of supports and services provided to people with disability.

          For example, at Accessability WA this means:

  • Ensuring that any concerns raised by Participants, families or other parties are responded to in a timely and objective manner, in line with NDIS requirements and Accessability WA policy and
  • All staff understand what constitutes a ‘notifiable incident’ in the context of their role, and any incidents are responded to in accordance with the principles and guidelines of the NDIS Quality and Safeguarding Commission and Accessability WA policy and procedures.
 
  1. Take all reasonable steps to prevent and respond to all forms of violence against, and exploitation, neglect and abuse of, people with disability.

          For example, at Accessability WA this means:

  • Accessability WA has a zero-tolerance approach to abuse, neglect and exploitation, adopting strategies to intervene early and respond to and prevent these practices.
  • Immediately report suspicions, complaints and/or accusations of violence, abuse, neglect or exploitation to your appropriate line manager and complete an incident report with details that will be submitted to the NDIS Quality and Safeguarding Commission.
  • Every effort should be made to reduce and eliminate restrictive practices including behaviours involving seclusion, chemical, mechanical, physical or environmental restraint.
 
  1. Take all reasonable steps to prevent and respond to sexual misconduct.

          For example, at Accessability WA this means:

  • Accessability WA have clear guidelines in place for reporting sexual misconduct. Please refer to Accessability WA Policies and Procedures– Abuse, Neglect and Exploitation. A breach of the code can have significant consequences from and including:
  • An internal investigation by Accessability WA and the NDIS Quality and Safeguarding Commission
  • Attending court and receiving civil penalties as well as
    • bans from working
    • possible imprisonment
  • All sexual misconduct claims and behaviours must be reported immediately to the employee’s appropriate line manager and a detailed incident report completed for submission to the NDIS Quality and Safeguarding Commission.