Subject:
Code of Conduct
Policy Number :
GS-1
Date of Issue:
22 August 2008
Reviewed Date: 1 July 2013
This Code of Conduct sets out the actions, behaviours and conduct expected of employees in
their dealings with all other persons with whom they interact in the course of carrying out their
work duties (including children, parents and care-givers, fellow employees, regulatory bodies,
Government Department officials and suppliers).
Purpose:
Scope:
All Goodstart Employees, Board Members, Committee Members
Policy
Policy Contents
1.
Policy Statement and Purpose ......................................................................................................... 1
2.
Vision, Mission, Guiding Principles and Values .................................................................................. 2
3.
Responsibilities and Expectations ..................................................................................................... 3
4.
Business Standards and Quality ....................................................................................................... 4
5.
Communication – All Mediums......................................................................................................... 4
6.
Professionalism .............................................................................................................................. 5
7.
Conflict of Interest and Misconduct .................................................................................................. 5
8.
Company Property and Confidentiality .............................................................................................. 6
1.
Policy Statement and Purpose
Goodstart Early Learning Limited (the Company) is committed to the provision of the highest possible standards of
early childhood education and care. The key to the Company’s success is to maintain a reputation for the highest
possible quality standards in all of the Company’s work-related activities and business dealings.
This Code of Conduct sets out the actions, behaviours and conduct expected of employe es, officers, volunteers,
directors and other (Company Representatives) acting on behalf of the Company in any capacity in their dealings
with all other persons with whom they interact in the course of carrying out their duties (including in relation to,
but not limited to, children, parents and care-givers, fellow employees, regulatory bodies, Government Department
officials and suppliers).
The Company’s reputation and standing in the community is largely determined by public perception of the
Company Representatives. Who are expected to maintain the highest standards of integrity, discretion and ethical
conduct when performing their duties or representing the Company in any way.
Company Representatives are required to be familiar with this Code of Conduct and how it relates to the
performance of their duties. This Code of Conduct must be addressed during induction and orientation and, where
appropriate, integrated through the various Company staff training and development programs, leadership
development programs and other forms of professional development. This Code of Conduct is to be used as a
familiar reference document for Company Representatives, including being utilised as a document which managers
can refer to, and rely on, during Performance Excellence Program (PEP) appraisal and review processes.
Where it is established that a Company Representative has wilfully breached the Code of Conduct or related
Company policies, they may be subject to disciplinary action, which depending on the circumstanc es may result in
termination of employment or retainer.
This Code of Conduct is to be read in conjunction with all other Company policies and procedures, employment
contracts and relevant industrial instruments.
Print Date : 26/07/2013
Page : 1
2.
Vision and Values
2.1 Vision and Mission
Our Vision is for Australia’s children to have the best possible start in life.
Our Mission is to provide high-quality, accessible, affordable, community-connected early learning in our centres,
as well as partner and openly collaborate with the sector to drive change for the benefit of all children.
2.2 Guiding Principles
Children are central to everything we do.
Families are our primary partner.
Being a valued part of each unique community
2.3 Values
The Company’s values underpin how we act, think and behave as Company Representatives. To ensure that the
Company continues to provide a high standard of care for children; Company Representatives are expected to
demonstrate the Goodstart values and behaviours as outlined below:
Goodstart
Company
Values
INTEGRITY
EXCELLENCE
RESPECT
Value Statements
“Always tell the
truth”
“Be better every day”
“Treat others as we
would like to be
treated”
Behaviours that model our Values

We are open and honest in all we do

We will never let each other down

We mirror the trust parents place in us every day

We provide a safe and welcoming environment

We empower employees to make decisions

We pride ourselves on high quality

We care to go above and beyond

We challenge the status quo

We set challenging but realistic goals and take
personal accountability to achieve them

We provide opportunity for learning and growth

We celebrate our achievements and success

We accept others

We encourage inclusion and diversity

We have an environment where it is encouraged to
share views and ideas

We allow everyone to have a voice - actively
listening not just hearing

We show regard and appreciation for the
environment
2.4 Looking after our Children
The Company exists to provide a high standard of quality early childhood education and care to the children
entrusted to its care. Everything Company Representatives do – that is, how they act, think and behave – must
reflect and sustain the Company’s high standard of quality care towards the children entrusted to the Company for
learning and education.
At all times, Company Representatives are required to act in accordance to the Company’s values and cultures in
pursuit of the Company’s business goals.
3.
Responsibilit ies and Expectations
3.1 Responsibilit ies of Managers/Centre Directors
The Company’s Manager/Centre Director responsibilities include, but are not limited to:

setting an example to other staff in their own observance of this Code of Conduct.

ensuring that staff have access to copies of this Code of Conduct and other relevant documents and
policies.

ensuring that the requirements of this Code of Conduct are reflected in the day to day management and
leadership of staff.

ensuring staff at all times maintain high standards of conduct in the workplace.

investigating inappropriate conduct and ensuring that staff who disclose information regarding
inappropriate conduct are supported.

Represent the Company positively and professionally when interacting with the Company’s employees.

As a Centre Director, take final responsibility for the quality of care given and the work performed and the
actions and the decisions of employees at the centre.
3.2 General Expectations of all Company Representatives
All Company Representative’s are expected to exercise good judgement to determine what action, behaviou r or
conduct to take in any given situation. Any such action needs to be able to withstand scrutiny, from internal and
external parties, if necessary.
As a Company Representative, you are expected to:

be honest and act with integrity in all aspects of your employment including with regard to undertaking
assigned duties, work attendance and use of personal sick leave etc.

respect the rights of other persons by:

o
treating other persons fairly, courteously and without discrimination or harassment.
o
upholding the rights of children and their parents and caregivers.
o
being respectful of, and responsive to, persons of all ethnicities, cultures, values and beliefs.
o
promoting the principles of equal opportunity in the Company’s workplaces.
perform your duties as required to the best of your ability by: Showing commitment to a high quality of
work performed in a manner consistent with
o
complying with the Code of any professional body that you are registered or affiliated with, where
this impacts upon the Company.
o
making decisions appropriate to the position held and being responsible for those decisions and the
actions that result from them.
o
being supportive of changes made by the Company, as change is necessary to the Company’s ongoing business success and the provision of high standards of childcare and education.
o
being supportive of work colleagues and accepting job responsibilities as a team member or
Company Representative, including following the lawful and reasonable instructions and directions
of Team Leaders, Centre Directors and Managers.
o
uphold the reputation and standing of the Company by Being responsible for the security and
confidentiality of all information that is gained during the course of employment with the Company.
Use financial and non-financial information gathered by the Company and personal knowledge of
the Company’s systems and processes only to perform the Company’s business.
o
treating all company property and assets with care and respect.
o
4.
acting within the bounds of all relevant legislation, rules and regulations at all times.
Business Standards and Quality
4.1 Looking after our Quality
At Goodstart, we provide a wide range of learning and educational services and support to the children in the
Company’s care. Whilst the Company’s primary focus is on providing quality early childhood education and care
services through its network of Centres, Company Representatives who do not work in a Centre have a very
important role to play too. The principal role of “non-centre employees and other persons” is to support those
employees providing care for the children in Goodstart’s Centres.
The Company takes a zero tolerance approach to any breaches to its Code of Conduct, regardless of the Company
Representative’s status. Appropriate disciplinary action will be taken by the Company and depending on the nature
of the breach, such disciplinary action could include immediate dismissal.
4.2 Looking after our Children
The Company recognises the importance of fostering positive interactions between employees and the children
they care for. Company Representatives are to interact and communicate with children in a professional and
ethical manner – befitting the highest possible standards of care - at all times. Employees who have contact with
children at our centres will respond and guide children in positive and meaningful interactions and will show respect
for each child as an individual.
All Company Representatives who have contact with the children at our centres must ensure that they:

interact with children, frequently showing them respect and affection;

adhere to the Photographic images policy (OP-40) in respect of any photographic or video images of
children;

respect each child’s individuality and attend to each child’s needs;

treat all children equally without bias whilst recognising cultural awareness needs;

encourage and support children during their learning and development experiences;

use positive guidance and behaviour management strategies in accordance with our Behaviour
Management Policy (Refer to Behaviour Management Policy OP-5 which can be found on the
Intranet). Behaviour management techniques must not include physical, verbal or emotional harm;

seek to develop positive learning outcomes for our children;

provide a pleasant, safe and nurturing environment for all children;

be available and respond to children in a friendly and courteous manner;

role-model appropriate behaviours to children;

foster positive self-concept, self-esteem and harmony;

actively listen and interact with children by “getting down to their level” and understanding issues and
concerns from their perspective; and

at all times, handle children in an appropriate manner.
Employees must never:
5.
5.1

handle children roughly, not even through play;

pull or grab children, particularly by their arms, legs or neck;

swing or pick up children by the arms; or

discipline children using physical force.
Communication – All Mediums
Communication
The Company recognises the importance of effective communication being necessary to ensure it achieves its
goals. With the size of the Company and the distances between many physical locations it is important that
communications are received, and shared, in a timely and effective manner.
All Company Representatives are reminded when communicating that they are representing the Company and they
should uphold the Company’s values and policies relevant to how, and what, they are communicating, particularly
in regard to the strict maintenance of confidentiality, privacy and professionalism at all times.
5.2
Language
To ensure a high standard of professionalism in our work, employees must not use inappropriate language or
words of a derogatory nature whilst working, travelling for business, at business functions or on company property,
or in the presence of other employees, parents, guardians, suppliers, contractors or children.
5.3
Use of “Social Networking” Sites (Blogs, Chat Rooms, My Space, Facebook and similar)
Company Representatives are advised that it is inappropriate, and is unacceptable for them to make insulting,
intimidating or otherwise offensive remarks about current, or past employees, or about any aspect of the
Company’s operations (including in relation to parents, families and children or any aspect of the Co mpany’s
operations) on social networking sites, including but not limited to blogs, chat rooms, My Space, Twitter, Facebook
and similar, or in any other forum or medium, electronic or otherwise, in any form.
Company Representatives breaching this policy requirement will be subject to disciplinary action and depending on
circumstances may be subject to termination of employment and/or legal defamation or other proceedings.
The Company does not condone, in any way at all, Company Representatives using “public forums” of the type
listed above to make inappropriate or offensive comments.
6.
Professionalism
All persons acting on behalf of the Company, in any capacity are to act professionally and with integrity at all times.
Company Representatives are to perform their duties to the best of their ability with care, competence and
efficiency and are to avoid situations where their actions, behaviours or conduct could reflect badly on the
Company or impact negatively on them.
Professionalism includes:

Personal grooming and presentation (that is, being clean, tidy and appropriate for the employee’s position
and in accordance with health and safety requirements and any other company policy related to personal
presentation);

Upholding the reputation of the Company at every opportunity;

Striving to ensure a high standard of work in everything employees do;

Respecting all other persons they come into contact with in the course of completing the Company’s duties;

Valuing and respecting equality and diversity, across all areas of the Company’s operations;

Using appropriate channels to address and resolve any problems or issues of concern;

Complying with all applicable company policies, procedures and processes;
7.
Conflict of Interest and Misconduct
7.1
Conflicts of Interest
Company Representatives must disclose in writing to the Company or to the Board of Directors the existence of any
potential or actual conflicts of interest that may impact on their Goodstart-related duties.
Examples of conflicts of interest, or circumstances, which may lead to a conflict of interest arising include (but are
not limited to):

doing business with, or being employed by, a company that is in the same or similar business as the
Company; or a competitor of the Company; or

undertaking secondary employment for families who attend a Goodstart centre in the form of “babysitting”
or child care ; or

doing business with a supplier because they have given the Company or one of its employees a gift or
benefit; or

working alongside, or in a manager/employee relationship with a close relative (for example, spouse,
parent, child, brother, sister, uncle, aunt, niece, nephew, grandparent or the parent of their spouse); or

working in the immediate area/room as a child attending the Centre who is a close rela tive (for example,
child, step-child, foster-child, niece, nephew grandchild or a child in respect of whom the Company
Representative acts as guardian or primary care giver); or

being involved in a decision relating to the selection, appointment or promotion of a close relative; or

seeking to run for, or, hold, a public office that may impact the Company.
7.2
Gifts, Benefits and Hospitality
All gifts over $100 must be declared quarterly on the ‘Gifts, benefits and hospitality declaration form’.
Some additional rules apply to gifts worth more than $200:
7.3

Gifts worth more than $200 but less than $350 can only be accepted after consultation with, and verbal
approval from, your immediate manager/supervisor

Gifts worth more than $350 but less than $500 can be accepted if there is significant relationship or
commercial value for the company in doing so, but must be verbally approved by the relevant general
manager or head of department (the CEO for direct reports). These gifts will usually be in the form of
hospitality.

Gifts worth more than $500 must not be accepted, as a general rule, but the CEO may consider and
approve their acceptance in some circumstances – for example, this might include sponsored travel
relevant to the company, or attendance at industry/corporate events that are high cost and often involve
invitations that include partners.
Employee Relations
The Company is committed to promoting positive working relations between all employees, including between
those employees who have management and leadership responsibilities and their employees.
Employees are directed to talk to their Centre Director or Manager if they have any concerns about what might be
considered unacceptable actions or behaviours or even to seek the Company’s assurance that a certain
decision/action/behaviour or conduct falls within the bounds of “acceptability”.
Centre Directors and Managers expected to immediately escalate, to their own Manager, any concerns that they
may have about Code of Conduct-related issues raised by their employees.
An employee can also choose to report any concern or suspicion about an inappropriate behaviour, action or
situation of conflict of interest by making contact with Goodstart’s General Manager Human Resources or General
Counsel/Company Secretary (whom are contactable in the national Centre Support Office in Brisbane) or via their
own external adviser.
7.3
Whistle Blower Policy
The Company has a Whistle Blower Policy (located in the Policies and Procedures section of the Intranet), which
exists to provide a reporting framework for employees to report suspected unlawful or unacceptable behaviour,
including serious breaches of this Code of Conduct.
Those employees who have spoken out about another employee’s misconduct, inappropriate or fraudule nt
behaviour, will be protected by the Whistle Blower Policy. Please refer to the policy for further details.
8.
8.1
Company Property and Confidentiality
Copyright and Intellectual Property
All company-related documents, materials and tools (including its policies, procedures and learning and educational
programs) belong to the Company and cannot be copied or reproduced, in any way, for use outside of the
Company.
8.2
Privacy and Confidentiality
During the normal course of running the business, employees may be trusted with private and confidential
documents and information that belongs to (for example):

the Company;

the children in Goodstart’s care and their families;

Government Agencies;

the Company’s suppliers; and

other persons and organisations which the Company Representatives interact with in the course of
managing or conducting the Company’s business affairs.
Company Representatives must not discuss nor disclose private or confidential information with other employees or
any other person, unless such discussion and disclosure is required to perform their duties or to comply with a legal
requirement.
Company Representatives must not share such private and confidential information either during their employment
or following their departure from the Company’s employment.
Company Representatives must endeavour to prevent the improper and unauthorised use and/or disclosure of
private and confidential information and documents to, or by, third parties and are to inform their Centre
Director/Manager if they become aware of anyone who does, or attempts to, release such private and confidential
information.
All Company information and documents must be kept in an appropriate storage area. This means that some
documents and information are to be kept under lock and key (including, at least, employee-related information,
children and family information, company records including financial records).
Company Representatives must ensure that they adhere to the company’s approved photographic images policy in
respect of the prevention of children being photographed in any circumstances unless prior consent is given by the
parent or guardian.
Sharing information deemed “sensitive” by the Company without permission is a serious issue. The Company will
take every precaution to protect information and employees are to use such information only in accordance with
the requirements of the employee’s job. If any employee is ever unsure as to the need to use/disclose/discuss any
information or document, they are to err on the side of caution, not use/disclose/discuss the information and seek
advice and direction from their Centre Director or Manager immediately.
8.3
Use of the Company’s Property and Resources
The Company provides a number of property and resource items to enable employees to carry out their jobs
(including physical property, cash, equipment, motor vehicles, company information, telephones, internet and
intranet systems, computer hardware, technology systems and associated software).
These property items are provided by the Company to enable its business activities to be undertaken and business
goals to be achieved. Whilst there may be some approved usage of these items by employees on a ‘personal use’
basis, such usage is at the discretion of the Company and employees are required to obtain permission from their
Centre Director or Manager before using any company property (of any sort whatsoever) for personal/non-business
use.
It is the responsibility of all employees to ensure that the Company’s logo, letterhead and company stationery
entrusted to them are used carefully, lawfully, honestly and not misappropriated. Unless proper authorisation has
been granted, the Company resources are not to be used for private purposes.
In addition, the Company’s property and resources are not allowed to be removed from company premises without
the express permission of the employee’s Manager/Centre Director.
8.4
Telephones and Mobiles
Company telephones are to be used for business purposes only. When receiving or making calls, employees are to
remember they are representing the company and should speak in a professional manner upholding the Company’s
values. Centre employees are to ask their Centre Director if they wish to make a personal call whilst on duty.
Personal mobile phones are to be switched off during work hours. Personal mobile phones may be used during
work breaks.
Definitions
Associated Documents








HR-4 Disciplinary Management
CO-3 Child Protection and Risk Management
OP-27 Parent Grievances and complaints
HR-25 Preventing and dealing with workplace bullying
OP-23 Media
OP-40 Photographic Images
GS-1.1a Gifts, Benefits and Hospitality Guidelines,
GS-1.1b Gifts, benefits and hospitality declaration form
Sources