Code of Conduct

Mamre expects staff members to behave in an ethical and lawful manner and provides a Code of Conduct to outline these expectations.

  1. Respect for the Law
    1. Legislation
      1. Staff members will have an understanding of the legislation relevant to the operation of Mamre, and their obligations within the legislation.
      2. Staff members will respect the law in the general sense, including but not limited to:
        • being responsible for the property and money of individuals and families they support and Mamre; and
        • abiding by driving regulations and road rules.
      3. Mamre will report to the police any alleged illegal activity in regard to any person who carries out the duties of Mamre.
    2. Following instructions
      1. Staff members will carry out all reasonable and lawful instructions related to their work.
      2. Where the instruction is, or appears to be, unlawful, staff members may refuse to comply and report the matter to the Team Leader.
      3. Where the instruction appears to be unreasonable, staff members should communicate this to the person giving the instruction.
      4. Where the matter cannot be resolved through discussion, staff members may raise the issue through the Grievance Procedure.
    3. Workplace Health and Safety
      • Staff members will comply with Mamre's Policy and Procedures on Workplace Health and Safety and other instructions as issued. Staff members will not wilfully place themselves and others at risk.
    4. Criminal Charges and Convictions
      • Staff members will disclose to the Administration Officer (Human Resources) if
        1. they have acquired a criminal history; or
        2. their criminal history has changed.
      • Mamre will not engage or continue to engage the employee, until the employee has received the necessary Advice of a Positive Notice from Disability Services Queensland and/or Issue of a Blue Card and Positive Notice Letter from Commission for Children and Young People, in this event.
  2. Respect for Mamre's values
    • Staff members will respect Mamre's Charter, Values and Principles of Service as outlined in the Policy and Procedures.
  3. Respect for Persons
    1. Staff members will respect the rights, dignity and views of others. This will extend from individuals with a disability and their families to colleagues and members of the public. Staff members will demonstrate their respect for the individual they are supporting and others by:
      1. wearing appropriate clothing for the task and is, in the opinion of their supervisor, clean and tidy, modest and dignified;
      2. always being punctual;
      3. not smoking in preparation for or while providing personal care or family support;
      4. not swearing or using any form of inappropriate language;
      5. respecting and acting within the culture of the family; and not using subtle forms of coercion, for example, hurrying in assisting a person to eat, refusing to make eye contact if annoyed, emotional blackmail.
    2. Mamre will not tolerate any abuse, neglect or assault of any person. These are defined below:
      • Abuse - The infliction of injury, unreasonable confinement, intimidation or cruel punishment with resulting physical harm, pain, mental anguish, or death; sexual abuse or exploitation; or the wilful deprivation of essential needs.
      • Neglect - An act or omission that threatens a person's health or welfare by placing the person at risk of physical or mental injury or impairment, deprivation of essential needs or lack of protection from these.
      • Assault - A violent attack of any sort, attempt or threat to do physical, emotional or sexual violence to another.
    3. Staff members comply with the Policy and Procedures regarding the privacy and confidentiality of the families and individuals with a disability whom they assist.
  4. Personal Integrity
    1. Staff members have a responsibility when supporting a family or individual to:
      1. ensure the interests, choices and personal requirements of that individual and family are prioritised above their own interests; which means:
        1. having no personal responsibilities (e.g. minding children, personal shopping) which could conflict with or compromise their responsibilities to the individual or family they are supporting; and
        2. supporting the individual to choose activities that reflect the individuals personal choice; not influencing the individual to choose activities to suit the employee (e.g. early bedtime, movie choice);
      2. ensure they act fairly, equitably and without discrimination with co-workers and supervisors when negotiating work rosters and the employment and rostering of other people known or not known to them;
      3. report immediately any abuse or neglect of any person by another; including stealing money or property, instances of an employee using 'community access' for their own needs, or fraudulent recording of activities; and
      4. perform a 'fair day's work'.
  5. Diligence, Care and Attention
    • Staff members have a duty to apply themselves consistently to the Policy and Procedures of Mamre, their job description and their employment contract.
    1. Duty of Care
      • Staff members will:
      1. exercise a high level of care, diligence and professional competency;
      2. avoid willfully placing the individual, themselves and others at risk of injury, assault, abuse or neglect;
      3. avoid negligent conduct by giving sufficient consideration to their actions and decisions, and by obtaining direction and advice from their supervisor; and
      4. be familiar with all current and relevant policy and procedures, manuals, guidelines and practice frameworks and ensure they follow these in carrying out their duties.
      • Mamre will ensure that staff members are made aware of all current and relevant manuals, procedures, guidelines and practice frameworks.
    2. Alcohol and Drug Use
      • Alcohol is any alcoholic drink, whether purchased or home-made. Illegal drugs are those drugs defined as illegal under federal or state laws which include, but are not limited to:
        1. Marijuana; Heroin; Hashish;
        2. Amphetamines; Cocaine; Hallucinogens; and
        3. Depressants and stimulants not prescribed for current personal treatment by an accredited medical practitioner.
      • Direct support staff will:
        1. be completely free of the effects of alcohol and drugs in preparation for or while providing personal care or family support; and
        2. avoid any involvement with or transaction of alcohol or illegal drugs while supporting the individual and the family.
    3. Mamre will:
      1. not tolerate alcohol or drug use if it threatens the well-being and security of individuals, their families, other staff members, or could cause damage to the organisation's reputation, liability exposure, and community standing;
      2. not tolerate any "off-the-job" illegal drug activity or alcohol abuse which could have an adverse effect on an employee's job performance or could jeopardise the safety of individuals and their families, other staff members, the public, or Mamre's relations with the public; and
      3. consider alcoholism and other drug addictions to be treatable illnesses. Mamre will accept absences directly or indirectly caused by the use of alcohol or drugs for the specific purpose of treatment approved by the Team Leader or an accredited medical practitioner.
  6. Economy and Efficiency
    • Staff members will:
      1. assist individuals and their families to use their funding as efficiently and effectively as possible; and
      2. work towards positive outcomes for individuals and their families over and above employment satisfaction.
  7. Media Statements/Publicity
    • Staff members will ensure:
      1. all media statements have been endorsed by the Director;
      2. all publicity events have been authorized by the Director; and
      3. any individual being photographed whilst being supported by Mamre has given consent or had the consent of his or her family beforehand. (If the individual is aged over 18 or over and is unable to give consent, with or without support, consent can only be given by a legally appointed guardian.)
    • Mamre will not engage or continue to engage the employee, until the employee has received the necessary Advice of a Positive Notice from Disability Services Queensland and/or Issue of a Blue Card and Positive Notice Letter from Commission for Children and Young People, in this event.

Click here for Policy and Procedures

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