MINPAA Code of Conduct
The Melbourne Inner North Performing Arts Academy (MINPAA) Code of Ethics provides the expected and appropriate behaviour of teachers and volunteers.
It is designed especially for music educators to be informed about how to conduct themselves courteously, respectfully and ethically at all times. All members of MINPAA are required to ensure that all dealings with students and families of students are done with respect, fairness and honesty.
All members have equal access to inclusive and participatory activities and to ensure an environment free from unlawful discrimination. Any alleged breaches should be reported to the Director.
MINPAA is a workplace free from harassment, bullying and all members are required to actively work towards ensuring this continues at all time.
PURPOSE
The purpose of this Code of Conduct is to:
Honesty and Integrity
MINPAA expects all workers to:
MINPAA required workers to comply with their statutory and legal obligations including duties to:
Confidentiality
All workers must comply with the Privacy Act 1968 and Australian Privacy Principles including maintaining confidentiality and ensuring the security of all commercial or proprietary information that is confidential to MINPAA is not made improper use or disclosed, and that confidential information to third parties is not divulged unless given explicit permission in writing by MINPAA, as required by law.
Workplace Behaviour
MINPAA expects high standards of honesty, integrity, ethical and legal behaviour in order to sustain a productive and harmonious working environment. MINPAAis to prevent and minimise behaviour which may adversely affect the harmony of the workplace. Behaviour or conduct which is not consistent with the MINPAA Code of Conduct is unacceptable and will not be tolerated. These behaviours include (but are not limited to): •
Any suspected incidents or breaches (on reasonable grounds) of any aspect described in this document should be reported to the Director immediately for investigation. Any report made will be treated confidentially and any person making allegations, unless the allegation proves to be vexatious, will be treated fairly and discreetly. Investigation into any matter will be undertaken confidentially and provide all individuals involved with procedural fairness. Procedural fairness is concerned with the processes used by a decision-maker, rather than the actual outcome reached. It requires a fair and proper procedure be used when making a decision. The Ombudsman considers it highly likely that a decision-maker who follows a fair procedure will reach a fair and correct decision. Any breach of these guidelines may result in dismissal/termination of contract. MINPAA reserves the right to vary, replace or terminate this policy from time to time.
Version No.1
Approval: Director
Reviewed: 23/04/2018
Reviewed 26/08/2019
Owner: Director
The Melbourne Inner North Performing Arts Academy (MINPAA) Code of Ethics provides the expected and appropriate behaviour of teachers and volunteers.
It is designed especially for music educators to be informed about how to conduct themselves courteously, respectfully and ethically at all times. All members of MINPAA are required to ensure that all dealings with students and families of students are done with respect, fairness and honesty.
All members have equal access to inclusive and participatory activities and to ensure an environment free from unlawful discrimination. Any alleged breaches should be reported to the Director.
MINPAA is a workplace free from harassment, bullying and all members are required to actively work towards ensuring this continues at all time.
PURPOSE
The purpose of this Code of Conduct is to:
- Articulate the highest levels of courtesy, respect, honestly, legal and ethical behaviour at all times
- Articulate expected workplace behaviours
- Provide detailed reporting of all classes immediately following completion of classes
- Ensure the confidentiality of all students and families at all times
Honesty and Integrity
MINPAA expects all workers to:
- Deal fairly, honestly, courteously and respectfully without harassment, bullying or discrimination
- Not engage in unlawful, corrupt of fraudulent behaviour. All workers will refuse all incentives and payments from third parties which may adversely affect judgments, compromise decisions or result in conflicts of interest.
MINPAA required workers to comply with their statutory and legal obligations including duties to:
- Act in the best interests and good faith of MINPAA and act with diligence and due care during the course of engagement
- Act for proper purposes and bona fide reasons and not divulge any enrolment information to third parties or share outside MINPAA at any time
- Avoid conflicts of interest and refrain from:
- Making improper use of information gained during engagement
- Take improper advantage of the worker’s position
- Making improper use of power of authority to gain or seek benefit for the worker or any other person
- Soliciting benefits from other parties
- Ensure the good reputation of MINPAA is up held at all times
Confidentiality
All workers must comply with the Privacy Act 1968 and Australian Privacy Principles including maintaining confidentiality and ensuring the security of all commercial or proprietary information that is confidential to MINPAA is not made improper use or disclosed, and that confidential information to third parties is not divulged unless given explicit permission in writing by MINPAA, as required by law.
Workplace Behaviour
MINPAA expects high standards of honesty, integrity, ethical and legal behaviour in order to sustain a productive and harmonious working environment. MINPAAis to prevent and minimise behaviour which may adversely affect the harmony of the workplace. Behaviour or conduct which is not consistent with the MINPAA Code of Conduct is unacceptable and will not be tolerated. These behaviours include (but are not limited to): •
- Gross disobedience in carrying out reasonable requests or directions of managers, or sustained failure to follow reasonable management directions
- Abuse, rudeness or other behaviour which is in the opinion of MINPAA unacceptable to clients or other workers and which is likely to injure the reputation, business or standing of MINPAAA
- Sexual harassment, harassment, bullying, discrimination, victimisation on prohibited grounds (as protected and defined under the relevant State and Commonwealth legislations) against any worker, client or supplier of MINPAA
- Serious breaches of health and safety rules and unsafe work practices or behaviour which may harm or cause injury to others including aggressive or abusive behaviour including physical, verbal, fighting, or other indecent behaviour in the workplace
- Accepting or offering bribes
- Serious breaches of the IT
- Acts of dishonesty in relation to BMS and its workers, including fraud or theft
- Breach of confidentiality of information pertaining to MINPAA or a student of MINPAAwhich in the opinion of BMS is likely to injure or tend to injure the reputation, business or standing of MINPAA
- Being consistently under the influence of illicit drugs and alcohol and/or distributing illicit drugs in the workplace
Any suspected incidents or breaches (on reasonable grounds) of any aspect described in this document should be reported to the Director immediately for investigation. Any report made will be treated confidentially and any person making allegations, unless the allegation proves to be vexatious, will be treated fairly and discreetly. Investigation into any matter will be undertaken confidentially and provide all individuals involved with procedural fairness. Procedural fairness is concerned with the processes used by a decision-maker, rather than the actual outcome reached. It requires a fair and proper procedure be used when making a decision. The Ombudsman considers it highly likely that a decision-maker who follows a fair procedure will reach a fair and correct decision. Any breach of these guidelines may result in dismissal/termination of contract. MINPAA reserves the right to vary, replace or terminate this policy from time to time.
Version No.1
Approval: Director
Reviewed: 23/04/2018
Reviewed 26/08/2019
Owner: Director
