Code Of Conduct Policy

1. PURPOSE

The purpose of this Policy is to establish clear standards of behaviour for DCIRS Community Care (“DCIRS”) workers and stakeholders. It is also designed to assist staff to understand the definitions of acceptable and unacceptable behaviour in the workplace.

This Policy will commence from 10 August 2026. It replaces all other code of conduct policies of DCIRS (whether written or not).

2. APPLICATION

This Policy applies to employees of DCIRS. Agents, key stakeholders, visitors, and contractors (including temporary contractors) of DCIRS are expected to abide by this policy for the duration of their visit, work, or contract and for any defined activities post work or contract periods.

For the purposes of the Policy, all individuals are collectively referred to as “worker”. The Policy includes work that is undertaken away from the usual workplace.

3. DEFINITIONS

For Bullying, Harassment, Sexual Harassment, Victimisation, and Discrimination definitions, see Bullying, Harassment, and Discrimination Policy.

4. POLICY

DCIRS expects appropriate workplace behaviour that foster a positive work environment where everyone’s rights are respected and maintained.

Workers of DCIRS must adhere to the following acceptable behaviours:

• Act in accordance with Australian legislation, including state or territory laws;

• Act in accordance with company policies and procedures;

• Follow lawful and reasonable directives from management;

• Promote the interest of the business;

• Be aware of and align with the company’s mission, vision, and values;

• Treat everyone you come into contact with during the course of your work duties respectfully and courteously;

• Maintain the confidentiality of DCIRS, its intellectual property, and its clients;

• Perform the role with professionalism, care, and responsibility;

• Ensure that personal grooming and uniform professionally represents DCIRS;

• Take reasonable steps to avoid a conflict of interest and to disclose details of potential instances to the Operations Coordinator or Managing Director;

• Be accountable for your own actions and decisions;

• Refrain from acting in any way that could harm the reputation of DCIRS or one of its workers or participants;

• Use DCIRS property for the purpose it was created and do so responsibly; and

• Adhere to work health and safety policies and procedures within your workspace and maintain a personal focus on duty of care to self and others.
  

Workers of DCIRS will not participate in any of the following behaviours:

• Bullying, harassment, sexual harassment, or victimisation;

• Discrimination or anti-social behaviour including any anti-social behaviour towards a DCIRS participant or worker on social media;

• Tolerating misconduct or inappropriate behaviour (such behaviour must be reported to management promptly);

• Unlawful practices including, but not limited to, theft, fraud, and breaches to privacy law;

• Intentional misuse of participant information;

• Attending work with illicit drugs in your system or bring illegal drugs onto workplace premises;

• Aggressive behaviours, including physical or verbal assault;

• Use of offensive language or offensive jokes;

• Sharing of offensive images, text or materials using any workplace property and/or whilst at work, including social media, personal messaging or by any other means;

• Using workplace equipment or property, or work time, for personal gain;

• Making unauthorised statements about DCIRS, its participants or its business to the media, including any comments on social media; and

• Using DCIRS’s intellectual property including, but not limited to, participant lists, company information, supplier lists and/or financial information, for personal or business gain.

Participant expectations

• Treat all participants with dignity, courtesy, and respect with sensitivity to their rights;

• Always act honestly, in good faith, being respectful of the trust that participants place in DCIRS’ workers;

• Respect participant privacy, confidentiality, and dignity across all digital, in-person, and physical forms;

• Always adhere to DCIRS's policies governing data, cyber, and communication responsibilities to appropriately store, use, and discuss participant information;

• Never release any participant information, including on social media, whether text, audio, video or photographic images;

• Never provide your personal contact information to participants and always maintain professional boundaries when communicating with individual participants;

• Perform duties conscientiously in the best interests of participants and DCIRS;

• Always maintain the health and safety of yourself, your participants and other workers;

• Do not request gifts or money from participants; and

• Support participant choice, control and supported decision-making in accordance with organisational policies and individual participant preferences.

If a worker's conduct gives rise to participant safety concerns, abuse, neglect, exploitation, safeguarding concerns or reportable incidents, DCIRS's reporting and safeguarding processes will be followed. It is unacceptable not to report participant incidents promptly.

Issues for supervisors and managers

• Act with integrity and professionalism, and role model DCIRS’s values and expectations;

• Promote a positive workplace culture;

• Adhere to fairness, impartiality, and DCIRS’s policies when making decisions that impact employees;

• Support workers in their work;

• Provide training and refreshers to workers on expected behaviours; and

• Retain confidentiality of personal and sensitive information.

Breach of Code of Conduct Policy

Workers must comply with the terms and conditions contained in this Policy. Any breach of DCIRS’s policy may result in disciplinary action.

In the case of employees of DCIRS who are found to have breached this Policy, they may be subject to disciplinary action. The type and severity of the disciplinary action will depend upon the circumstances of the case and the seriousness of the breach. Disciplinary action may include termination of employment.

Contractors or agents of DCIRS who are found to have breached this Policy may have their contracts with DCIRS terminated or not renewed. Visitors and other stakeholders may be requested to leave the workplace.

5. ASSOCIATED DOCUMENTS

• Bullying, Harassment, and Discrimination Policy

• Conflict-of-Interest Policy

• Cyber Security Policy

• Data Security Policy

• NDIS Choice and Control Policy

• NDIS Eliminating Restrictive Practices Policy

• NDIS Safeguarding Policy

• Performance and Misconduct Policy

• Workplace Health and Safety Policy

6. VERSION AND REVIEW INFORMATION

DCIRS reserves the right to amend and vary this policy from time to time.

Version 1.0: 30 September 2020

Version 1.1: 30 October 2020

Version 1.2: 23 November 2020 | Review date: 23 November 2023

Version 1.3: 24 March 2023 | Review date: 24 March 2026

Version 1.5: 12 February 2024 | Review date: 12 February 2027

Version 2.0: 27 March 2025 | Review date: 12 February 2027

Version 2.1: 18 March 2026 | Review date: 12 February 2027 Version 2.5: 10 August 2026 | Review date: 10 August 2028

© 2026 DCIRS Community Care Pty. Ltd. All rights reserved.

This policy is the intellectual property of DCIRS Community Care. No part of this document may be reproduced, distributed, copied, or transmitted in any form or by any means, including photocopying, digital scraping, or other electronic methods, without the prior written permission of the copyright owner.