The Code of Conduct (the Code) outlines the standard of behaviour expected of employees of the University. It is designed to assist staff to understand their responsibilities and obligations and provide guidance on expected behaviour in the workplace, or  if faced with an ethical dilemma or conflict of interest in their work involving colleagues, students, the University and the local, national and international communities.

The Code does not seek to encompass all possible scenarios arising in employment with the University however, it provides a set of principles to guide staff on acceptable and unacceptable behaviour.

The Code should be read in conjunction with University legislation, policies, procedures and workplace agreements.

This policy applies to all employees of the University, members of Council and other University committees, and persons holding an honorary, visiting or adjunct appointment with the University.

Volunteers, contractors and sub-contractors are expected to comply with the Code as a condition of their engagement with the University.

Federation University Australia Act 2010

Commonwealth Human Rights and Equal Opportunity Commission Act 1986

Equal Opportunity for Women in the Workplace Amendment Act 2012

Commonwealth Disability Discrimination Act 1992

Commonwealth Crimes Act 1914

Commonwealth Fair Work Act 2009

Commonwealth Racial Hatred Act 1995

Commonwealth Copyright Act 1968

Commonwealth Age Discrimination Act 2004

Victorian Public Administration Act 2004

Victorian Education and Training Reform Act 2006

Victorian Equal Opportunity Act 2010 (from 1 August 2011)

Victorian Financial Management Act 1994  

Victorian Freedom of Information Act 1982

Victorian Information Privacy Act 2000

Victorian Occupational Health and Safety Act 2004

Victorian Health Records Act 2001

Victorian Racial and Religious Tolerance Act 2001

Victorian Protected Disclosures Act 2012

Victorian Public Records Act 1973

The University’s principles of:

underpin the Code of Conduct.

Federation University Australia’s values guide how we behave towards our students, and the wider community. These principles are what we stand for and we will bring these principles to life in everything we do.

This Code of Conduct confirms that commitment and outlines the expectations of all staff members of the University and is designed to promote a culture of fair, respectful and ethical behaviour and to ensure the University meets its obligations under state and commonwealth legislation.

The Code will assist the University safeguard public trust and confidence in the integrity and professionalism of its staff by ensuring that all staff:

Staff can expect that members of the University Council and senior management will lead by example in actively promoting and complying with the Code.

All staff are expected to act with integrity, which includes being aware of and acting within the laws that apply to their conduct.

Essentially the Code is a public statement about how the University expects to be perceived and, ultimately, judged.  All staff are required to comply with the Code.

a)            Fair, Safe and Ethical Environment

An ethical environment relies upon individuals having responsibility for their own professional behaviour. The University has a responsibility to provide a safe, encouraging and supportive work environment that recognises and values staff diversity, abilities and contributions. All members of staff are entitled to be treated with respect and work in an environment free from discrimination, harassment, bullying, violence (or threats of violence) or vilification. Equally, staff have a responsibility to act with integrity, honesty, transparency and impartiality in their dealings with colleagues, students and members of the wider community.

Staff members are required to perform their duties in a safe and competent manner in accordance with relevant Occupational Health and Safety legislation and University policies and procedures. Staff must take care not to put themselves or other members of the University community at risk or reduce their ability to carry out their duties through unsafe practices, inappropriate behaviours or the misuse of alcohol or drugs. Every effort should be made to ensure that students (particularly those under 18 years of age) are safe and secure on campus or at external University functions or activities.

b)            Personal and Professional Behaviour

Staff members are to perform any duties associated with their position diligently, impartially and conscientiously, to the best of their ability.

In the performance of their duties, staff members are to:

c)            Equity, Diversity and Social Inclusion

Staff will be instrumental in creating a work and study environment where all members of the University community are able to participate fully, find a sense of belonging, and have opportunity to engage meaningfully with the broader community.

Staff will act to create a fair, respectful, inclusive and safe University environment, where diversity is valued and where unlawful discrimination, violence (or threats of violence), bullying, harassment and victimisation in any form are considered unacceptable.

Staff will seek to understand their rights and responsibilities in relation to State and Federal anti-discrimination legislation and integrate the principles of equality of opportunity, natural justice and inclusivity into their day-to-day practices and behaviours.

d)            Conflict of Interest

The potential for a conflict of interest arises when a staff member has private interests that could influence or appear to influence judgements made during the course of their professional duty.  Staff members must ensure that there are no real or apparent conflicts of interest with respect to:

Staff must not solicit gifts or benefits that might in any way compromise or influence them in their capacity as employees of the University. In accordance with the Managing Conflicts of Interest Procedure, a staff member may give or receive a gift which is offered as part of a social, cultural or ceremonial practice.

Should a staff member have a financial interest in a company that is in a position to influence a contract for business between that company and the University, this interest should be declared to their supervisor before acting for the University in matters with the company.

Where staff are working with family members or with persons with whom they develop a close personal relation- ships or such relationships exist with prospective staff they must be aware that this has the potential to create a conflict of interest if one staff member is:

In such cases the staff member must bring the matter to the attention of their supervisor and take immediate steps to resolve the conflict.

When conducting research, conflicts of interest may occur when a staff members responsibilities conflict with their private or personal interests which may raise questions of objectivity and/or improper gain. Staff members should advise their supervisor immediately.  Most conflicts can be successfully resolved without impeding research activity.

Any staff member who is unsure if a conflict of interest exists must seek advice from a more senior member of staff.

In some cases, only the individual staff member will be aware of the potential for conflict of interest. If so, or if in doubt, the onus is on the staff member to declare any possible conflict to their supervisor in writing. Where there is a potential or real conflict of interest, staff must act in accordance with the Managing Conflicts of Interest Procedure.

Staff members found to be in breach of the Managing Conflicts of Interest Procedure may face disciplinary action.

e)            Gifts, Benefits and Hospitality

Staff members have a responsibility to behave with integrity and impartiality. This includes responding appropriately to offers of gifts, benefits and hospitality, including when travelling overseas on University business.

Staff must not seek or accept gifts that could be reasonably perceived as influencing them, particularly from people or organisations about whom they are likely to make decisions involving:

The principles relating to the acceptance and preferring of gifts and other benefits are set out in the Gifts, Benefits, Hospitality, Foods and Beverage Procedure and must be strictly adhered to. See also the Managing of Conflicts of Interest Procedure.

The University’s Conflict of Interest Policy and Conflict of Interest Procedure, stipulates that a staff member may give or receive a gift that is offered as part of a social, cultural or ceremonial practice. Such gifts will remain the property of the University (not the individual staff member).If the gift could be construed as an inducement to act in a certain way, the staff member should not accept the gift.

f)             Outside Activities, Employment and Private Practice

The University encourages staff to contribute and engage with the community by providing assistance to government, community agencies, the professions and industry through a range of activities including consulting work, collaborative research and participation on committees. In undertaking these activities, staff must observe the following requirements:

g)           Intellectual/Academic Freedom

The University will promote and protect academic freedom as defined in the Academic Freedom and Freedom of Speech Policy 2021 and definitions above.

h)            Public Comment

Staff are encouraged to speak to the media about issues relating to their area of specialisation in teaching and/or research, as well as contribute to public debate about political and social issues. If commenting on matters outside of their discipline or area of professional expertise or on political or social issues staff may do so on their own be- half and must not claim such views represent the University. On matters of University policy or management decisions, only the Vice-Chancellor (or nominee) can speak on behalf of the University as its official spokesperson.

Staff should refer to the Media Relations Guidelines and must consult the Communications Manager, Corporate Communications and Government Relations when planning to speak to the media.

The University will promote a culture of freedom of speech as defined in the Academic Freedom and Freedom of Speech Policy 2021 and definitions above.

i)             Use of Social Media

Staff members must be mindful of their use of social media and ensure their interactions are respectful to the University and members of the University community and in accordance with University legislation, policies and procedures. Staff members are required to comply with the University's Social Media Guidelines and a breach of the Social Media Guidelines may result in disciplinary action.

j)             Intellectual Property and Copyright

Staff members are required to comply with Part 7 of the Federation University Australia Statute 2021, Part 4 of the Part 7 of the Federation University Australia (Operations) Regulations 2022, the Intellectual Property Policy, the Copyright Policy and the Copyright and Takedown Procedure.

k)            Research

In the first instance, any cases of research misconduct or breaches as outlined in the Australian Code for the Responsible Conduct of Research will be dealt with under the Research Integrity Policy and the Research Integrity and Misconduct Procedure.

l)             Confidential Information and Privacy

Students and staff are entitled to confidentiality and privacy with respect to information relating to them. Staff should ensure they are aware of the legal and ethical requirements set out in the Information Privacy Policy including its Policy Statement including the University’s Information Privacy Statement and the use of commercially sensitive and confidential information.

m)            Records Management

The University is legally bound to adhere to proper records management practices and procedures. All documents that form part of the University’s public record must be placed on official files. Employees must not damage, dispose of, or in any other manner interfere with official documents or files. The destruction of records may only take place in accordance with a disposal and retention schedule that has been approved by the Victorian Public Records Office. For further information staff should refer to the Records Management Policy and associated guide- lines.

n)             University Resources

All members of the University are accountable for the efficient and effective use of funds and must only act within delegated authority and in accordance with the University’s Delegations – Contract, Financial, Staffing and Tender Policy. Staff are expected to maintain proper documentation and records of financial transactions, report instances of misuse or misappropriation of University funds, and not use University funds or credit cards for personal use or benefit. If there is any confusion about delegation or expenditure, staff should seek clarification from their supervisor.

All University facilities, equipment or vehicles must be used efficiently and in accordance with University policy. Staff must report damaged or defective equipment and facilities to the appropriate University officer and ensure that where the damage or defect is a danger to health and safety, action is taken to protect the staff member and others from danger.

All staff are required to observe University policies and procedures for the use of information technology, including the University’s Use of Computing and Communication Facilities Policy. Staff must not allow any unauthorised access to the University’s information systems.

Failure to comply will result in disciplinary action.

o)          Demonstrating Leadership

University staff members should model their behaviour based on the University’s values and this Code of Conduct and at all times act in an ethical manner. Leadership is about positive influence, inspiring and empowering others.

Breaches/Complaints Provision

Any person, whether or not a member of the University, who on reasonable grounds believes that the University has breached this Policy may complain in writing to the Director, People and Culture (or nominee)specifying details of the alleged breach.

Breaches of the Code may result in disciplinary action. Complaints will be dealt with in accordance with relevant University policy and procedure.

Failure to behave in the ways described in the Code may lead to action under the University Collective Agreement- Academic and General Staff Employees, Managing Under Performance; Managing Unsatisfactory Performance; or Disciplinary Action for Misconduct/Serious Misconduct provisions, or action under the relevant policy, procedure or guidelines.  Allegations of serious misconduct will be dealt with in accordance with University legislation.

Where breaches of this Code occur and the staff members employment conditions are affected by the Public Administration Act 2004, the Code of Conduct for the Victorian Public Sector will take precedence to the extent of any inconsistency.

Council is responsible for the review and on-going audit maintenance of the Code to ensure ensuring the Code reflects current good practice in ethical behaviour and complies with relevant legislation.

The Director, People and Culture is responsible for the on-going maintenance of the Code.

The Vice-Chancellor is responsible for the effective implementation of the Code.

All University Staff are responsible for complying with the Code.

The Staff Code of Conduct Policy will be communicated throughout the University via:

The Staff Code of Conduct Policy will be implemented throughout the University via: