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You are here: University Policies > Human Resources > Behaviour and Conduct Policy

Behaviour and Conduct Policy

Overview

The University of Adelaide aims to encourage a working environment of respect, transparency and integrity through appropriate behaviour and conduct and through compliance with relevant legislation.

Scope and Application

This Policy applies to all staff and titleholders at the University of Adelaide, and persons who have entered into a relationship with the University involving work for, with or at the University, including volunteers, contractors and consultants i.e. members of the University community for the purposes of the Policy. Some of the associated procedures under this policy have specific exclusions.

This Policy sets out the behaviour and conduct standards expected of members of the University community whilst on University grounds or engaged in University-related activities. These behavioural standards are in addition to any professional code of conduct that may apply to a particular profession or arising from membership of a professional organisation.

This Policy is intended to operate in conjunction with the University of Adelaide's Code of Conduct, Enterprise Agreement (as amended), related policies, procedures, consultancy or services contracts, and the relevant legislation.

Policy Principles

The University aims to encourage a working environment of respect, transparency and integrity through the following principles:

1. Members of the University community may reasonably expect to pursue their work and study in a fair, safe, productive and positive working environment.

2. Members of the University community will maintain a high standard of behaviour and conduct themselves with courtesy, fairness and professionalism when dealing with their colleagues, students and members of the public.

3. Members of the University community will demonstrate that their primary commitment of time and intellectual energy is to the University's research, teaching and enabling activities.

4. The University will not tolerate or condone any form of unlawful unfair treatment including harassment, bullying, vilification, racial vilification and racist behaviour, sexual harassment, discrimination, victimisation, intimidating behaviour or violence.

5. The University strongly encourages members of the University community to report instances of unlawful unfair treatment and aims to take all reasonable and practicable steps to protect people who make such reports from any detrimental action or reprisals.

6. Members of the University community will avoid, disclose and manage conflicts of interest.

7. Members of the University community will only accept or offer gifts in accordance with the Conflict of Interest Procedure.

8. Members of the University community will maintain confidentiality in the course of, or in connection with their engagement with the University.

9. Members of the University's academic and professional staff will only engage in the practice of a discipline outside the University (academic staff) or outside work (professional staff) in accordance with the relevant procedures.

10. Members of the University community will not commit the University to a third party, whether an individual or organisation, by their verbal representations on any matter or create the impression that their verbal representations or actions represent the University's views unless they have obtained prior approval.

11. Members of the University community will comply with relevant State and Commonwealth legislation, the University of Adelaide Enterprise Agreement (as amended), the Code of Conduct and related policies and procedures.

12. Where the conduct of a member of the University community does not meet the standards stipulated in this policy and the related procedures, the University may take disciplinary action in accordance the University of Adelaide Enterprise Agreement (as amended), relevant policies, procedures or consultancy or services contracts.

13. The University supports the right of any staff member to make a legitimate complaint without suffering victimisation, harassment, recrimination, or detriment as a result.

14. Complainants and respondents involved in the staff complaints process may have a support person involved at any stage of the complaints process, but may not have a representative make or pursue a complaint on their behalf.

15. The University aims to respond to complaints promptly, confidentially and according to the principles of natural justice to establish whether the individual may have a legitimate complaint.

16. The University aims to resolve complaints by staff locally, informally and with the fewest people possible involved in order to protect the reputations of the individuals involved and to assist with the return to productive working relationships.

17. The University aims to resolve complaints by staff through discussion, raising awareness, facilitation and mediation in order to minimise detriment to ongoing relationships.

Authorities

Key

Authority Category

Authority

Delegation Holder

Limits

Human Resources

Outside Earnings

Approval (or revocation) of engagement in outside earnings activities by professional staff.

Vice-Chancellor and President

Deputy Vice-Chancellor and Vice-President (Academic)

Deputy Vice-Chancellor and Vice-President (Research)

Chief Operating Officer and Vice-President (Services and Resources)

Executive Dean

Human Resources

Practice of a Discipline Outside the University

Permission for receipt of fee for teaching, acting in a consulting capacity for another School/Branch of the University or acceptance of fees for private coaching of students of the University, otherwise than as a tutor in one of the affiliated Residential Colleges of the University.

Vice-Chancellor and President or nominee

Human Resources

Practice of a Discipline Outside the University

Approval to engage in the external practice of a discipline - up to 52 days in a calendar year.

Head of School

Branch Head

Human Resources

Practice of a Discipline Outside the University

Approval to engage in the external practice of a discipline - greater than 52 days in a calendar year.

Vice-Chancellor and President

Human Resources

Speaking on behalf of the University

Convey or publish the University's views to individuals or external organisations.

Vice-Chancellor and President

Not transferable

Human Resources

Unsatisfactory Performance/

Misconduct

Dispute Resolution - receive and act on request to establish Review and Appeal Committee

Deputy Vice-Chancellor and Vice-President (Academic)

In accordance with the Enterprise Agreement (as amended)

Human Resources

Unsatisfactory Performance/

Misconduct

Dispute Resolution - receive and act on request to establish Review and Appeal Committee

Deputy Vice-Chancellor and Vice-President (Research)

In accordance with the Enterprise Agreement (as amended)

Human Resources

Unsatisfactory Performance/

Misconduct

Dispute Resolution - receive and act on request to establish Review and Appeal Committee

Chief Operating Officer and Vice-President (Services and Resources)

In accordance with the Enterprise Agreement (as amended)

Human Resources

Unsatisfactory Performance/

Misconduct

Dispute Resolution - manage the formal complaint resolution process

Area Manager

In accordance with the Enterprise Agreement (as amended)

Human Resources

Unsatisfactory Performance/

Misconduct

Dispute Resolution - resolve complaints and take all reasonable steps to prevent unlawful unfair treatment

Supervisor

In accordance with the Enterprise Agreement (as amended)

Human Resources

Unsatisfactory Performance/

Misconduct

Dispute Resolution -

make final decision on outcome of Review and Appeal Committee

Vice-Chancellor and President

In accordance with the Enterprise Agreement (as amended)

Procedures

1. Fair Treatment Procedure

2. Conflict of Interest Procedure

3. Practice of a Discipline Outside the University by Academic Staff Procedure

4. Outside Work Procedure (Professional Staff)

5. Staff Complaints Procedure

Definitions

Refer to the University Policy and Procedures: Glossary of Terms.

RMO File No. 2016/450
Policy custodian Chief Operating Officer
Responsible policy officer Director, Human Resources
Approved by Vice-Chancellor and President on 17 March 2016
Related Policies Recruitment Policy

Remuneration and Employment Benefits Policy

Staff Development, Performance and Promotion Policy

Workforce Management Policy

Health, Safety and Wellbeing Policy

Preventing and Responding to Workplace Bullying

Responsible Conduct of Research Policy

University of Adelaide Enterprise Agreement (as amended)

Code of Conduct

By-Laws of the University of Adelaide

Statutes of the University of Adelaide

Information Sheet: Staff Complaints Procedure

Related legislation Age Discrimination Act 2004 (Cth)

Disability Discrimination Act 1992 (Cth)

Equal Opportunity Act 1984 (SA)

Fair Work Act 2009 (Cth)

Australian Human Rights Commission Act 1986 (Cth)

Racial Discrimination Act 1975 (Cth)

Racial Vilification Act 1996 (SA)

Sex Discrimination Act 1984 (Cth)

Work Health and Safety Act 2012 (SA)

Work Health and Safety Regulations 2012 (SA)

Superceded Policies Complaints by Staff Policy and Guidelines

Fair Treatment Policy and Guidelines

Conflict of Interest Policy and Guidelines

Close Personal Relationships Policy

Academic Staff Involved with Outside Organisations

Work Outside the University (Professional Staff) Policy

Rules Relating to the Practice of a Discipline by Academic Staff

Effective from 17 March 2016
Review Date 17 March 2019
Contact for queries about the policy Associate Director, HR People and Performance

Enclosed documents

Title Version Date uploaded
Behaviour and Conduct Policy d2016/64243 18 Mar 2016
Conflict of Interest Procedure d2016/134731 1 Jul 2016
Practice of a Discipline Outside the University by Academic Staff d2014/279873 13 Nov 2014
Fair Treatment Procedure D2015/62453 21 Mar 2016
Outside Work Procedure (Professional Staff) d2014/279868 13 Nov 2014
Staff Complaints Procedure d2016/64268 18 Mar 2016
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