The Salvation Army Eastern Territory

HANDBOOK for VOLUNTEERS

2011-2014

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TABLE OF CONTENTS

Introduction to Volunteering in The Salvation Army (TSA) 3 Our Mission 3 Glossary of Terms 4

1. Introduction to the Handbook for Volunteers 5

1.1 Purpose of this Handbook 5

2. Territorial Volunteer Program 5

2.1 Aims of the Territorial Volunteer Program 5

2.2 Aims of the Territorial Volunteer Policy & Procedures Manual 5

2.3 Volunteer Agreement 5

2.4 Commencing Voluntary Work 6

2.4.1 Orientation 6

2.4.2 Training 6

2.4.3. The Role of a Volunteer 6

2.5 Information for Volunteers 7

2.5.1 Absences from Voluntary Work 7

2.5.2 Change of Personal Details 7

2.5.3. Police Checks 7

2.5.4. Working with Children Declaration 8

2.5.5. Communication Skills 8

2.5.6 Emergency Procedures 9

2.5.7 Hours of Attendance 9

2.5.8 Incident & Accident Reporting 9

2.5.9 Infection Control 10

2.5.10 Hepatitis Immunisation 10

2.5.11 Insurance Protection 10

2.5.12 Motor Vehicles 11

2.5.13 Reimbursement 11

2.5.14 Termination / separation 11

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Appendix Organisational Code of Conduct 12

INTRODUCTION TO VOLUNTEERING IN THE SALVATION ARMY (TSA) The Salvation Army Australia Eastern Territory Volunteer Program wants you to know that you are appreciated and that your contribution is important. This manual is for your assistance and information. We hope it will answer some of the questions you may have and provide you with sufficient information to equip you in your volunteer position with us. Please feel free to approach your Corps Officer or Centre Manager if you have any queries or need further information or clarification of any points.

Our Mission: All volunteers are expected to demonstrate empathy towards the Army’s mission, which is to: ! Save Souls: to reach an ever increasing number of people with

the Gospel and lead them to faith in Jesus Christ. ! Grow Saints: to develop our people more towards spiritual

maturity, community and involvement in service. ! Serve Suffering Humanity: to invest a greater percentage of

our lives, knowledge and resources locally and globally. Volunteers are required to ensure their performance and behaviour enhances and aligns with the principles of the Army’s mission.

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GLOSSARY of TERMS

Corps

This is the title we give to our church

Corps Officer (C.O.) The title given to the ministers responsible for the Corps. Pro Bono A professional service given freely for no charge. Corporate Volunteer An individual or a group of individuals from a workplace where they are employees, offering their services to The Salvation Army for no charge, either as a one-off or an ongoing commitment. Client Refers to anyone who comes to us for help and/or we provide a service to and/or uses our services. Clients may also known as residents or customers. THQ Territorial Headquarters – the head office of a Salvation Army Territory. The Australia Eastern Territory covers NSW, Queensland and ACT. Its THQ is in Sydney. DHQ Divisional Headquarters – the head office of a Division of the Salvation Army. The Salvation Army Eastern Territory is divided into seven Divisions. They are:

• A.C.T. & south NSW • Central & North Queensland • Newcastle & Central NSW • North NSW • South Queensland

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• Sydney East & Illawarra • The Greater West

1. Introduction to the Handbook for Volunteers

1.1. Purpose of the Handbook The purpose of this handbook is to provide you, as a volunteer in The Salvation Army Eastern Territory, with information relating to your role in the church/centre of your choice. The handbook will include: • The rights & responsibilities of the volunteer and the manager • The aims of the Territorial Volunteer Program • The provision of essential forms and processes (these are available on

line). Further information on some topics covered in this Handbook may be found in the Official Minutes of The Salvation Army.

2. Territorial Volunteer Program

2.1 Aims of the Territorial Volunteer Program The Territorial Volunteer Program aims to:

• Provide an opportunity for people who are looking for voluntary work with The Salvation Army

• Maximise The Salvation Army’s capacity for service to the community • Promote and sustain effective volunteering • Make the community more aware of the needs of the marginalised

2.2 Aims of the Territorial Volunteer Policy & Procedures

Manual The Volunteer policy and procedures will ensure that legislative requirements and Salvation Army policies and procedures are adhered to in a consistent way across the Territory. 2.3 Volunteer Agreement It is mandatory that all volunteers sign the Volunteer Agreement and Insurance Agreement Form to ensure appropriate insurance coverage. The Volunteer Agreement requires the volunteer to agree with the Volunteer Code of Conduct (Appendix). The Volunteer Agreement also contains information on a number of processes: • Complaints/Grievance • Confidentiality

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• Duty of Care • Equal Opportunity • General Conduct • Risk Management • Sexual Harassment • Smoke Free Environment. 2.4 Commencing Voluntary Work 2.4.1 Orientation

• The aim of orientation is to ensure all volunteers are familiar with the mission of The Salvation Army. You will also be familiarised with your work site and service policies & procedures.

• Your manager will offer you orientation to the service/program prior to or at commencement. Please do not hesitate to ask questions about anything you do not understand.

• It is the Manager’s responsibility to ensure that you are introduced to staff, other volunteers, shown service amenities, have your role statement and emergency procedures explained and possibly be assigned a `peer’ support person (who may be on staff or another volunteer).

2.4.2 Training

• Additional training, specific to your role as a volunteer, may be offered if it is felt necessary.

• If you identify any gaps in your training which you feel should be addressed, do not hesitate to advise your manager.

• Education seminars may be held from time to time and you are encouraged to attend if they are applicable to your duties.

• We believe an informed volunteer is a committed and dedicated volunteer. It is therefore in our best interests to invest in your training.

2.4.3 The Role of a Volunteer A volunteer is a person who:

• Provides a service that benefits the community, either as an individual or as part of a corporate group;

• Assists in the process of integration between the client, the service and the community;

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• Offers his/her services to undertake work and the provision of their time freely without any financial reward.

The role of a volunteer can include varied activities such as:

• The provision of direct care • Administrative support • Recreation/leisure activities • The sale of goods • Assistance in a management role (provided they have the relevant

skills and have received appropriate training) • Offering professional services on a pro bono basis.

2.5 Information for Volunteers There are a number of policies in the Volunteer Code of Conduct (Appendix) which we require you to read. There are a number of other issues and processes for your information. These are listed below. 2.5.1 Absences from Voluntary Work If you are unable to attend your voluntary position, could you please advise the Corps Officer or Manager as early as possible, preferably before the time you are due to start work. 2.5.2 Change of Personal Details Please ensure that the Corps Office or Centre Manager is informed of any change in your contact details, such as address or telephone number, so that we may maintain contact with you. 2.5.3 Police Checks Some of our centres require a police check, especially if you will be working with vulnerable people, for example, in aged care centres. This is a legal requirement – please don’t see this as casting doubt on your character. A police certificate discloses evidence of whether a person:

! Has no recorded convictions; or ! Has been convicted of an offence; or ! Has been charged with, and found guilty of, an offence but discharged

without conviction; or ! Is the subject of any criminal charge still pending before a Court.

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A criminal history may preclude a volunteer from working in particular programs or centres of The Salvation Army. 2.5.4 Working with Children Declaration If your voluntary work involves work with children (aged under 18), you will be required to sign a Prohibited Employment Declaration saying that you are not a person prohibited from working with children (N.S.W.) In Queensland you might be required to hold a Working with Children card, and in the A.C.T. you will need to comply with current Territory legislation. Please ask your manager if you unsure of the required procedures. 2.5.5. Communication Skills Part of your role may be to have contact with clients of the corps/centre. It is important when communicating with clients of The Salvation Army services that you keep the following points in mind:

• A positive attitude is important • Remain polite at all times • Remain calm if a client seems upset • Be re-assuring; make a client know they are important; include them in

making decisions and choosing activities that are appropriate • Avoid false optimism but be realistic; most clients are aware of their

limitations and may need to be allowed to show distress • Over-protection is counter productive: encourage independence

whenever & wherever possible

• Be patient and flexible in your response to clients; some clients may need extra time to formulate a response; others will need to be asked to slow down and talk more clearly; don’t be tempted to finish sentences for them

• Some clients we deal with may not be totally in control and may not be aware of what they are saying, so try not to react, especially to swearing and never repeat the swear words used

• Encourage the use of all means of communication available; use gestures, miming or sketching

• If you are experiencing difficulties being understood, try not to get flustered or embarrassed, speak in short clear sentences and slow down your speech; try to resist the inclination to raise your voice

• Please feel free to talk with your supervisor about anything that has happened during your volunteering. We all need to talk sometimes about our experiences.

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2.5.6 Emergency Procedures Make sure you are aware of all emergency procedures specific to the location you are working in before you start your duties. These will be explained to you by your manager. You must be aware of what you can and cannot do and what is your level of responsibility. Make sure you read specific instructions contained in your centre’s policy and procedure documents for more detailed information; your manager will point these out to you but it is your responsibility to read them and be thoroughly familiar with them. The following are deemed to be policies you should be familiar with: • Evacuation of the building • Fire procedures • Bomb threat/explosion • Armed or potentially threatening intruders/clients • Emergency telephone numbers • Infection control. 2.5.7 Hours of Attendance The normal hours of work will be by mutual agreement between you and the Corps Officer/Centre Manager and will vary from centre to centre. As a general guide, a volunteer should not work more than 16 hours per week. This is in keeping with guidelines provided by Volunteering Australia. 2.5.8 Incident & Accident Reporting The Salvation Army seeks your help in making our equipment, buildings and grounds as safe as possible for the people who use them.

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Should an incident, injury or near injury occur, please complete an ‘Incident Report Form’, available from your manager and return it to him/her. 2.5.9 Infection Control Normal health and hygiene procedures must be followed to decrease any risk of the spread of infection. Care must be taken to avoid injuries from sharp objects such as needles, scissors or broken glass. Refer to your centre manager for more detailed policies on infection control. (Official Minute ICP 1203) 2.5.10 Hepatitis Immunisation Volunteers who work in areas with an identifiable risk of infection from AIDS and other blood-borne pathogens are strongly advised to undergo Hepatitis immunisation if they do not know their immunity status. Volunteers who refuse this .Hepatitis B vaccine must complete documentation to acknowledge this refusal. Refer to your centre manager for more detailed policies on infection control. Please be aware that a volunteer who refuses this vaccine is responsible for any personal injury arising from an incident associated with blood-borne pathogens. (Official Minute ICP 1203)

2.5.11 Insurance Protection The Salvation Army Territorial Headquarters maintains a Personal Accident Policy which will provide limited benefits to any volunteer injured within the course of their authorised duties. An Agreement Form for Insurance of Volunteers must be signed by all volunteers PRIOR to commencing work. All volunteers offering pro-bono professional services to The Salvation Army programs are required to hold Professional Indemnity Insurance. This insurance is to be sighted before the service commences and reviewed on an annual basis to ensure currency. A copy of the certificate of currency should be given to the manager, who will forward it to TSA Insurance Department. Corporate Volunteers should provide TSA with a Certificate of Currency of their Workers Compensation and Public Liability Insurance with minimum coverage of $10m.

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2.5.12 Motor Vehicles If using your own motor vehicle in the course of carrying out duties assigned by the manager, your own Insurance policy would cover you for compulsory third party obligations. Use of your own private vehicle on Salvation Army business is not covered by The Salvation Army. 2.5.13 Reimbursement Volunteers give their time and services without receiving payment. Reimbursement may be given for such things as travel, meals or other expenses incurred directly in the role of a volunteer with The Salvation Army, but may be claimed ONLY if the Corps Officer/Centre Manager has agreed to this BEFORE the expense is incurred. Expenses must be verified by the presentation of receipts when reimbursement is being sought. 2.5.14 Termination / Separation The Salvation Army reserves the right to terminate a volunteer’s services for any reason, but will endeavour to discuss the issues with the volunteer before any action is taken. There are certain behaviours (serious breaches of confidentiality; unlawful acts) which are not acceptable to The Salvation Army, and will result in the immediate termination of the volunteer’s services.

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Appendix: Organisational Code of Conduct

The Salvation Army Eastern Territory

THE SALVATION ARMY

AUSTRALIA EASTERN TERRITORY

ORGANISATIONAL CODE OF CONDUCT

Human Resources 140 Elizabeth Street, Sydney NSW 2000 (PO Box A435, Sydney South NSW 1235) T 02 9266 9648 Fax 02 9266 9651 salvos.org.au

William  Booth,  Founder  |  Linda  Bond,  General

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Table of Contents

Our Mission: ........................................................................................................................................... 3  

GLOSSARY of TERMS ......................................................................................................................... 4  

Corps ........................................................................................................................................................ 4  

This is the title we give to our church ................................................................................................... 4  

1.   Introduction to the Handbook for Volunteers ....................................................................... 5  1.1. Purpose of the Handbook ................................................................ 5

2.   Territorial Volunteer Program ................................................................................................... 5  2.1 Aims of the Territorial Volunteer Program ........................................ 5 2.2 Aims of the Territorial Volunteer Policy & Procedures ..................... 5 Manual ...................................................................................................... 5 2.3 Volunteer Agreement ....................................................................... 5

PART I – INTRODUCTION ............................................................................ 16  

Who does it apply to? ............................................................................................................................ 16  

Why have a Code of Conduct? ............................................................................................................. 16  

How can it be accessed? ........................................................................................................................ 16  

What are the responsibilities of Territorial Leadership and Cabinet? ............................................ 16  

What are the responsibilities of the Divisional Commander/Departmental Head/Manager/Supervisor? .................................................................................................................. 16  

What are the responsibilities of an Officer, Employee, Volunteer or person involved in the operation of a Corps/Centre of TSA? .................................................................................................. 17  

What happens if the Code is breached? .............................................................................................. 17  PART II - PERSONAL CONDUCT ................................................................. 17  

Attendance and Punctuality ................................................................................................................. 18  

Dress and Appearance ........................................................................................................................... 18  

Officer, Employee/Client Boundaries .................................................................................................. 19  

Gambling ................................................................................................................................................ 19  

Personal Behaviour ................................................................................................................................ 19  

Smoking .................................................................................................................................................. 20  PART III - POLICIES AND LAWS .................................................................. 21  

Alcohol & Substance Abuse/Misuse ..................................................................................................... 21  

Equal Employment Opportunity ......................................................................................................... 22  

Discrimination ........................................................................................................................................ 22  

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Harassment ............................................................................................................................................. 23  

Bullying ................................................................................................................................................... 23  

Racial and Religious Vilification .......................................................................................................... 24  

Occupational Health & Safety .............................................................................................................. 24  

Ownership & Copyright ....................................................................................................................... 24  

Privacy .................................................................................................................................................... 25  

Public Conduct & Media Contact ........................................................................................................ 25  

Telephone, Email & Internet Usage ..................................................................................................... 26  

Use of Salvation Army Equipment, Assets and Services ................................................................... 26  

Conflict of Interest ................................................................................................................................. 26  

Gifts and hospitality .............................................................................................................................. 27  

Relatives and Close friends ................................................................................................................... 28  

Confidentiality ....................................................................................................................................... 28  

Outside Employment/Directorship ...................................................................................................... 28  

Representation of TSA .......................................................................................................................... 29  

Terms and Definitions ........................................................................................................................... 29  

PART I – INTRODUCTION  

Who  does  it  apply  to?  This policy applies to all Officers, employees, volunteers and anyone involved in the operation of a Salvation Army Corps or Centre.

Why  have  a  Code  of  Conduct?  The Code of Conduct provides clear guidelines and standards for the appropriate behaviour expected of anyone involved in the work of The Salvation Army. It is not intended to provide an exhaustive list but to strengthen TSA Mission and Values. TSA is committed to the standards set out in the Code of Conduct.

How  can  it  be  accessed?  The Code of Conduct policy is made available to employees and volunteers as part of the induction process. The Code and all references within the Code can be accessed via HR portal database. It is the responsibil ity of all Officers, employees, volunteers and anyone involved in the operation of a Salvation Army Corps or Centre to be familiar with the contents of this Code of Conduct.

What   are   the   responsibilities   of   Territorial   Leadership  and  Cabinet?  

The Territorial Leadership and Cabinet are responsible and accountable for: 1. Providing the Code of Conduct, ensuring that the Code is consistent

with the Mission and Values of TSA 2. Periodically reviewing the effectiveness of the Code so that it continues

to benefit the organisation

What   are   the   responsibilities   of   the   Divisional  Commander/Departmental  Head/Manager/Supervisor?  

They are responsible and accountable for: 1. Undertaking their duties and behaving in a manner that is consistent

with the provisions of the Code of Conduct

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2. Informing all stakeholders about the Code of Conduct, relevant policies, procedures and minutes

3. Providing appropriate training and/or performance counselling to ensure the required standard is met

4. Reporting any departure from the Code of Conduct by themselves or others

5. Acting consistently and fairly in dealing with behaviour that breaches this code

What   are   the   responsibilities   of   an   Officer,   Employee,  Volunteer   or   person   involved   in   the   operation   of   a  Corps/Centre  of  TSA?  All stakeholders have a responsibility to:

1. Be personally responsible and accountable for their own performance, behaviour and attendance

2. Undertake their duties and behave in a manner that is consistent with the provisions of the Code of Conduct

3. Report any departure from the Code of Conduct by themselves or others

4. Comply with organisational policies and procedures 5. Promote a positive, healthy and safe environment

What  happens  if  the  Code  is  breached?  TSA is committed to the standards set out in the Code of Conduct. Where TSA has identified a breach of the Code, a response to the breach may result in:

1. Counselling 2. Disciplinary action 3. Termination of Commission/employment/agreement

TSA will investigate a complaint or allegation of behaviour that is contrary to these standards. Investigations will be carried out with sensitivity and fairness. Confidentiality is to be maintained by all parties. Further information: Employee Performance Management System (EPM)

PART II - PERSONAL CONDUCT

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Attendance  and  Punctuality  You are expected to be punctual and regular in your attendance. Should you be unavoidably absent from duty due to sickness or any other reason, you should notify your manager (or appropriate delegate) promptly (preferably before your normal starting time) and indicate your likely return to work. Managers may exercise their responsibility to contact you directly within a reasonable timeframe to ascertain the reasons for your absence.

Dress  and  Appearance  TSA is a well-recognised and respected organisation that projects a particular image to its clients and the community it serves. You are to ensure that your appearance is neat, clean and appropriate for your particular area of work. A high standard of personal hygiene is expected at all times. Where a uniform is provided, it must be worn in accordance with TSA requirements. When wearing a uniform to and from work, you are expected to conduct yourself in a responsible and professional manner. The manager is responsible for determining the dress code appropriate to the environment. For example, in the THQ/DHQ environment, the general expectation is casual business wear or appropriate TSA uniform. The Manager can make exceptions for medical purposes. Casual Business Wear: Includes: • Trousers, pants, skirts

• Modest shirts, blouses, jumpers, cardigans, sports jackets (does not include sports wear with large brand names or motifs)

Does not include: • Denim jeans or leggings • Any form of sports shoes (including joggers or

runners), thongs, slippers or dilapidated footwear • Athletic wear • Torn or ripped clothing (even if ‘designer’ tears) • Unsuitably revealing clothing (including backless tops

or dresses, or garments that reveal the midriff) • Any clothing displaying offensive messages of any

nature

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Officer,  Employee/Client  Boundaries The term ‘Officer, employee/client boundaries’ identifies the importance of the trust inherent in the relationship between employees and their clients. From the seemingly harmless giving/accepting of a gift/s, to the establishment of an economic relationship, through to the feelings of sexual attraction to or from a client, employees are frequently challenged by, and need to remain aware of, the limits or boundaries of the employee/client relationship. Officer, employee/client boundaries are interpersonal in their construction and for many employees represent sources of continual struggle and reflection as they seek to do good for the client and at the same time not cause harm. Breaching of boundaries is going outside the limits of the Officer, employee/client relationship. These breaches occur when establishing a social, economic or personal relationship with the client, and may include, but are not limited to physical, verbal or psychological abuse. Economic, personal or sexual relationships between an Officer/employee and client are unacceptable, as there is an exploitation of power, knowledge or influence gained by the relationship. This applies to both current and former clients. Some workplaces may have specific policies that go beyond these minimum standards. You are expected to make yourself aware of any workplace and/or program-specific policies/guidelines in this area.

Gambling  

Official sanction and public acceptance of this practice is, in the opinion of TSA, contrary to the Christian principles to which we subscribe. Gambling is seeking gain at the expense of others, solely on the basis of chance. TSA is acutely aware of the suffering and deprivation experienced by many people as the result of this practice. Since gambling is motivated by selfishness, it runs counter to the Christian expression of love, respect and concern for others. In keeping with the Christian Mission and Values of TSA, you are not to participate in raffles, sweeps or any other activity associated with gambling on TSA premises and/or when representing TSA.

Personal  Behaviour  You are required to undertake your duties in a professional, responsible, conscientious and ethical manner and to act in the best interests of TSA. You are expected to act honestly in all of your duties. When dealing with clients,

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suppliers, contractors, volunteers, employees and Officers, you are expected to be courteous, respectful and patient. In keeping with the Christian Mission and Values of TSA, you are to refrain from the following:

• General: Engaging in such other practices as may be inconsistent with the ordinary, reasonable, common sense rules of conduct necessary to the mutual welfare of TSA and its employees, officers, volunteers and members

• Blasphemous language or actions: Using words or actions showing disrespect for God or sacred things

• Abusive or obscene language: Using uncivil, insulting vile or obscene language in addressing colleagues, clients or members of the public

• Non-compliance with safety rules: Non-compliance with safety guidelines or PPE requirements

• Failure to make accident reports: Failure to report immediately any accident or injury

• Horseplay and fighting: Engaging in horseplay, such as scuffling, tussling, pushing or similar conduct. Fighting within TSA property

• Dishonesty: Stealing property belonging to TSA or people within the workplace, Corps, Centre or TSA facility

• Inappropriate use of a computer/internet: Accessing inappropriate material or email on the internet or abuse of password access

• Improper absence from work: Unauthorised late starting and early ending of work periods. Failing to be ready to start work, or leaving work before the authorised time.

• Insubordination: Refusing or failing to follow lawful instructions or perform designated work

• Offensive material: Offensive material is not permitted in TSA premises. Offensive materials may be magazines, calendars pictures or screensavers.

Smoking  Passive smoking can impact on others. TSA does not promote or encourage smoking. It is not permitted in TSA vehicles (owned or leased), buildings or in the immediate vicinity or entrances to TSA buildings. You may not smoke while wearing any form of TSA attire, including T-shirts which have on them any form of TSA branding. You may only smoke in your own time or during authorised breaks which can only be authorised by managers.

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TSA encourages anyone who smokes to quit smoking. If you demonstrate an intention to quit you can approach your manager for assistance if needed. Further information: Non-Smoking Policy (NSP)

PART III - POLICIES AND LAWS You have a responsibility to implement and administer TSA policies and procedures and comply with legislation. It is acknowledged that some personal views, on particular matters, may differ from that of TSA. However, such views must not either interfere with the performance of your duty or prevent you from supporting TSA Mission and Values.

Alcohol  &  Substance  Abuse/Misuse  In keeping with TSA Values, human dignity and respecting the sanctity of human life, TSA seeks to value individuals and provide a positive and safe environment so that everyone can deliver competent performance with their role. You must also ensure that the health and safety of everyone who come in contact with TSA is not endangered by any misuse. TSA expects you to perform your role with skill, care and diligence. You should not do or fail to do anything that is likely to have a detrimental effect on your work performance and that of others. If anyone is found to be under the influence of alcohol or an illegal substance while performing any task associated with their role immediate suspension will result and an investigation carried out according to TSA policies and procedures. While driving a motor vehicle owned by TSA, if a driver is involved in an accident and found to be under the influence of alcohol or drugs (as evidenced by conviction under traffic laws) TSA’s insurer reserves the right to recover all accident costs from the driver. Possession, use or trafficking illegal drugs on TSA premises is not permitted. TSA premises include but are not limited to all buildings, vehicles, car parks, meetings rooms and open spaces. Consuming alcohol within six (6) hours of commencing duties and whilst on duty or at meal breaks is also not permitted. Any such activities may be immediately referred to the police and TSA will take disciplinary action. This can include termination of employment where applicable. You must notify your manager if the taking of, or failure to take, prescribed medication is likely to affect your performance and/or affect the safety of anyone within TSA. It is your responsibility to follow the

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directions/precautions for any drugs prescribed by a health professional for individual use and/or commercially available preparations that may impact their capacity. Further information: Drug and Alcohol Policy (ALC)

Equal  Employment  Opportunity  Equal Employment Opportunity (EEO) means fair practices in the workplace. All employees have fair and equal access to employment opportunities and benefits. Employees are not inhibited or prevented from taking up those opportunities and benefits through the operation of barriers such as bias, prejudice or discriminatory polices and practices. TSA is committed to equal employment opportunity and will take all reports of unfair or discriminatory employment practices seriously. No employee is to be victimised because they made a complaint, or supported or not supported someone else’s complaint. Where incidents are reported, all parties are to maintain strict confidentiality at all stages of the investigation and resolution process. Any complaints that are found, on investigation, to be vexatious may be subject to disciplinary action. All Officers and Managers at TSA must do their best to prevent discrimination from happening. If suspected or observed discrimination is not dealt with or if discrimination is found to be encouraged, disciplinary action will be taken.

Discrimination  Anti-discrimination laws provide guidelines on respecting personal differences. Treating people differently, and to their disadvantage on the basis of personal characteristics (protected attributes) is unlawful. The following are examples of protected attributes under the law (which may vary from state to state):

• Age • Industrial activity • Parental status • Political belief • Personal association • Race • Ethnic background • Carer status • Marital status • Pregnancy/potential pregnancy • Lawful sexual activity • Unrelated criminal record

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• Impairment • Religious belief/activity • Physical features • Gender identity • Disability • Sex

Harassment  Harassment is any type of behaviour that:

• The other person does not want and does not return • Offends, embarrasses or scares them, and may be either sexual or non

sexual in nature • Targets them because of their race, sex, pregnancy, or other protected

attributes under the law • Constitutes a form of bullying

Harassment does not have to be a series of incidents or an ongoing pattern of behaviour. Neither does harassment need to be intentional to attract disciplinary action. Harassment can occur in any part of TSA, whether workplace, Corps, Centre, facility or anywhere that a TSA activity is carried out. Harassment and discrimination can form part of a continuum of unacceptable behaviour that can include sexual assault, stalking and harassing phone calls, some of which are also against criminal law, which means the police may prosecute anyone who commits such acts. Fair discipline, performance counselling or workplace control practices based only on performance issues do not, in themselves, constitute harassment. Further information: Harassment in the Workplace (HWP)

Bullying  Bullying is unreasonable behaviour that is directed against an individual or group by another individual or group and is derived from the misuse of power over the target of the behaviour this may include:

• Verbal abuse, shouting • Excluding or isolating behaviour • Deliberately withholding information vital for effective work

performance • Giving impossible assignments • Physical abuse

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It is the responsibility of everyone within TSA to ensure that all workplaces, Corps and Centres and anywhere that TSA activity takes place are free from harassment and bullying. If you are in a management role you have a particular and clear responsibility to meet this requirement. If you become aware of serious breaches of policy with TSA it must be immediately reported to the Divisional Commander, Cabinet Secretary or Head of Department.

Racial  and  Religious  Vilification  Racial and religious vilification is conduct that incites hatred against, serious contempt for, or revulsion or severe ridicule against a person or group on the grounds of racial identification or religious belief or activity. Racial and religious vilification, a form of harassment and discrimination is unacceptable conduct within TSA.

Occupational  Health  &  Safety  TSA is committed to providing a healthy and safe environment within the workplace, Corps and Centre facilities and in all places where Salvation Army activities take place. It is important that you are familiar with the standards or procedures in your particular area. For employees these will form part of the induction process. You are responsible for:

• Knowing and complying with TSA OHS requirements • Ensuring that you or any other person is not endangered by any act or

omission • Using and following instructions, training or other information provided

with regard to OHS • Reporting all incident, accidents, injuries and hazards to the appropriate

person for action Further information: Occupational Health & Safety Policy (OHS)

Ownership  &  Copyright  

All products, literary, dramatic, musical, cinematographic and artistic works, computer programs, material in written or other format, discoveries, inventions and improvements in relation to such matters, together with all copyright and intellectual property created, authored, discovered, developed or produced for use within TSA will remain the property of TSA and will not be used for any other purposes.

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Unless otherwise agreed, TSA retains the copyright of work produced within TSA. For employees: on termination of employment all correspondence, documents, data, information, equipment and things, including copies thereof, belonging to TSA which may be in your possession, custody or control should be returned to TSA.

Privacy  TSA is committed to ensuring the privacy entitlements of all people are protected. Personal information (information which could be used to identify the person) about clients, members of a Corps and/or those working within the organisation must be appropriately:

• Collected • Stored securely • Distributed carefully • Used appropriately • Protected from damage and unauthorised access.

Information may only be used for the stated purpose for which it was gathered and provision of information to any person or organisation without the original person’s authorisation is prohibited. Further information: Privacy Policy (PPI)

Public  Conduct  &  Media  Contact  In making comments in a public forum on any matter relating to TSA, you must act in a way that is in keeping with the Mission and Values and protects the reputation of TSA. Only authorised personnel may speak with the media on behalf of TSA and this must only be done on the authority of the Communications & Public Relations Secretary. The following needs to be approved by the CPR Department:

• All policy decisions of TSA to be conveyed to the public • In the case of major state emergencies or disasters a public relations

representative will be the only spokesperson for TSA • Approaches to or from the electronic media or major newspapers should

be made with the relevant state PR Dept • Any promotion of a specific TSA centre or activity in the electronic

media and major newspapers and magazines is the direct responsibility of the PR Dept

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Any person visibly identifiable as being representatives of TSA shall not conduct themselves in their private capacity in a manner that would reflect seriously and adversely on the organisation or people within the organisation.

Telephone,  Email  &  Internet  Usage  

Telephone (including mobile phone), email and internet facilities may only be used for the purposes of TSA. If a mobile phone is issued for work purposes its use for personal calls must be clarified. Personal calls are acceptable if kept to a minimum. Emergency international calls can be made with permission. Further information: Internet & Email Use Policy (IEP)

Use  of  Salvation  Army  Equipment,  Assets  and  Services  TSA resources are to be used effectively and economically. You should be scrupulous in your use of TSA equipment, assets and services and act according to the authorities/delegation provided in appropriate policies and procedures. You must not deliberately misuse TSA equipment, assets or the services of other TSA personnel. When using TSA equipment you are required to follow the instructions provided in order to avoid personal injury and/or maintenance and replacement costs. Examples of misuse include:

• Copying computer software programs regardless of whether or not the programs are protected by copyright

• Use of TSA letterhead paper or postage when corresponding on personal or other matters not directly related to TSA

• Unauthorised use of TSA logos • Falsifying, manipulating Corps, Centre or any other business records or

destroying them without specific authorisation • Using TSA equipment for personal and/or commercial gain

Anyone provided with a TSA motor vehicle is responsible to use that vehicle in accordance with TSA policy and guidelines.

Conflict  of  Interest  You must ensure that there is no conflict or incompatibility between your personal interests, whether pecuniary (i.e. relates to money) or non-pecuniary and the impartial fulfilment of your duties.

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It is not possible to define all potential areas of conflict of interest but a number of situations are referred to below. If you are in doubt as to whether a conflict exists, you must raise the issue with the appropriate person, i.e. manager, Corps Officer or Divisional Commander. Examples of areas of conflict of interest include:

• Gifts and hospitality offered where there is an expectation of a return favour (which may or may not be to the detriment of TSA)

• Additional employment which prevents or hinders the performance of a person in their role

• Decisions regarding purchase of Corps or Centre material which may benefit your personal company or that of your immediate family

• Promotion of, or soliciting for clients for private business and/or personal gain

All potential conflicts of interest must be notified to the appropriate person. Wherever possible, employees should disqualify themselves from situations of conflict of interest.

Gifts  and  hospitality  You are obliged to notify your manager of any gift, reward or benefit you are offered as a stakeholder of TSA. You should not accept any gift where there is, or where there may be the perception of, a conflict of interest with past, present or future duties or where the object of the gift is to maintain or return a favour. Under no circumstances is cash money to be accepted as a gift. A simple test to ascertain whether a gift should be accepted is to question whether its acceptance could stand the test of openness, i.e. whether full disclosure of the gift would be embarrassing or damaging to TSA. Gifts of an appropriately modest nature may be considered acceptable in certain circumstances and in deciding such, managers are required to exercise reasonable judgement and consider the implications of the offer. Participating in business related functions, including accepting meals with a supplier or competitor, customer or contractor is permissible business practice. However, care should be exercised to ensure that these functions have an underlying business purpose and that their value and frequency is not excessive. Particular care should be exercised to ensure any such function falls within the limits of socially acceptable behaviour and that your presence does not reflect

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badly on TSA. You are required to ensure participation in functions does not influence their behaviour or decision-making in respect to the sponsor of the function.

Relatives  and  Close  friends  

A conflict of interest may arise when you make or participate in a decision affecting another person with whom you have a personal relationship (such as relative, spouse, close friend or personal associate). Examples of such situations include:

• The selection, appointment or promotion of staff or member of a Corps • Purchasing of goods or services • The enforcement of regulations

In cases where a conflict may arise, you must advise the appropriate person in the first instance. Wherever possible you should disqualify yourself from dealing with those persons in such situations.

Confidentiality  

You may, via the conduct of your duties, have access to personal or commercial information relating to individuals, the public, or the financial or other operations of TSA. This information is to be used for TSA purposes only and should remain secure and confidential. It is important that the community has confidence that information acquired by TSA is only used for the stated purposes for which it was collected. You must not discuss or release to any person inside or outside of the organisation, any confidential or sensitive information relating to TSA and/or its operations unless the person is duly authorised. Further information: Privacy Policy (PPI)

Outside  Employment/Directorship  You are permitted to perform work outside of TSA provided it does not conflict or interfere with the performance of your duties. For example, your employment or business or Directorship you undertake must not be undertaken while on TSA duty, involve confidential information or resources obtained through you work with TSA, discredit or disadvantage TSA or interfere with TSA’s business practices. If conducting your own business, any work associated with this must not be done during TSA working time and TSA resources must not be used.

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If there could be a conflict, or there may be a perception that there could be a conflict, you must advise and seek prior written consent from you Divisional Commander, Cabinet Secretary or Head of Department through your direct line of management. Failure to do so may result in disciplinary action.

Representation  of  TSA  You may be asked to be part of an external Committee, Board or forum, or public speaking engagements as a representative of TSA. You are expected to be professional, apolitical and objective. You are also asked to be mindful of TSA mission, values and official statements and that as a representative of TSA, your action cannot obstruct the mission of the Army. You must obtain prior written consent from your Divisional Commander, Cabinet Secretary through your Head of Dept. Any payment received from an external body whilst representing TSA shall be paid to TSA.

Terms  and  Definitions   Clients Refers to anyone who comes to us for help and/or we provide a service to and/or uses our services. Clients may also be known as patients, residents or customers. Directorship Refers to being a director (whether executive, working or otherwise) of a company or partnership (whether as an active partner or otherwise). Outside employment Refers to employment by an employer other than TSA, self-employment, and contract work. Examples or outside employment include but are not limited: tutoring, taxi driving, cleaning, working in a restaurant and running a business (including role of Landlord). Col Wayne Maxwell February 2011 Chief Secretary

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Volunteer Signatory I have read and understood the contents of The Salvation Army Australia Eastern Territory Organisational Code of Conduct (Version 2). I agree to uphold and abide by the Code of Conduct. Signature ---------------------------------------------------------- ------------------------------------- Name Date

Volunteer Copy

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Volunteer Signatory I have read and understood the contents of The Salvation Army Australia Eastern Territory Organisational Code of Conduct (Version 2). I agree to uphold and abide by the Code of Conduct. Signature ---------------------------------------------------------- ------------------------------------- Name Date

The Salvation Army Copy