Code of Conduct (Board Policy)
Policy statement
Goodstart Early Learning Ltd (Goodstart) is committed to providing 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.
What is the Code of Conduct?
The Code of Conduct outlines the standards for the way we work, as well as the actions, behaviours and conduct expected
at Goodstart.
Who does the Code apply to?
This Code applies to anyone who is employed by or works at Goodstart including employees (permanent, temporary and
casual), independent contractors (i.e non- employees), volunteers, directors and others acting on behalf of Goodstart
(collectively referred to as Goodstart Representatives in this document).
When does the Code apply?
The Code applies to you whenever you are or could be identified as a representative of Goodstart, including but not limited
to, your dealings with children, families and care givers, fellow employees, regulatory bodies, Government Department
officials and suppliers and in social media.
What will happen if I breach the Code?
Failure to comply with the principles or the spirit of the Code will be considered a breach of Goodstart policy, and may
trigger an investigation, where necessary and appropriate. Breaches of the Code may result in disciplinary action, ranging
from a first warning through to the termination of your employment and/ or legal proceedings for serious breaches.
How does Goodstart ensure the Code is effective?
This Code must be reviewed by all Goodstart representatives during induction and orientation and, where appropriate,
integrated through the various Goodstart staff training and development programs, leadership development programs and
other forms of professional development. This Code is to be used as a familiar reference document for Goodstart
Representatives, including being referred to and relied uponby managers during Performance Excellence Program (PEP)
appraisal and review processes.
On commencement of employment and every twelve months after that, everyone who is employed by or works at
Goodstart must complete a Code of Conduct declaration to show that they understand the principles of the Code, confirm
that they have complied with them in the previous 12 months and agree to comply with them going forward. This Code is to
DOCUMENT NUMBER & TITLE
CONTENT OWNER
Goodstart Board
DATE PUBLISHED
28/06/2016
BM1 Code of Conduct POLICY
DOCUMENT VERSION
DOCUMENT AUTHOR/s
V13.0
Anne Crowley, General Manager, People
and Culture; Stan Coulter, General
Manager Goveranance and Risk;
REVISION DUE DATE
28/06/2017
Ensure you are using the latest version of this policy. You can find it at
http://policies.goodstart.org.au/PoliciesandProcedures/BM1%20Code%20of%20Conduct%20POLICY.docx
Warning – uncontrolled when printed. This document is current at the time of printing and may be subject to change without notice.
be read in conjunction with all other Goodstart policies, procedures, requirements, guidelines or appendices, employment
contracts and relevant industrial instruments.
What you must do:
Goodstart Representatives are required to be familiar with this Code and how it relates to the performance of their duties.
A note for managers including Centre Directors
You play an integral role to model and promote this Code, as managerial behaviour sets the tone for the conduct of all
employees.
You have the fortunate ability to influence others by fostering an ethical culture and demonstrating this by way of
performing your duties and making decisions in line with the Code, therefore leading by example.
Your responsibilities also include ensuring Goodstart employees are aware of the content of this Code, along with policies,
procedures, guidelines and appendices that apply to this Code and their role. Along with this is the responsibility for
ensuring that appropriate development and training is provided to allow employees to perform their duties .
What does this policy apply to?








Vision, Purpose and Guiding Principles
Responsiblities and expectations
Looking after children in our care
Communication - all media
Professionalism
Conflict of interest and misconduct
Gifts, benefits and hospitality
Goodstart property and confidentiality
Vision, Purpose and Guiding Principles
Vision and purpose
Our Vision is for Australia’s children to have the best possible start in life.
Our Purpose is to ensure children have the learning, development and wellbeing outcomes they need for school life.
Guiding principles
Children are central to everything we do. Their safety and well- being comes first in all of our plans, decisions and
actions.
Families are our primary partner. We listen to families, we respond to their needs, and we include them in all decisions
about their child’s learning and care.
Being a valued part of each unique community. We connect with local schools, businesses, health and community
services and cultural groups to help children and families thrive.
Quality
Goodstart exists to provide a high standard of quality early childhood education and care to the children entrusted to its
care. Everything Goodstart Representatives do – that is, how they act, through engagement with families, children,
DOCUMENT NUMBER & TITLE
CONTENT OWNER
Goodstart Board
DATE PUBLISHED
28/06/2016
BM1 Code of Conduct POLICY
DOCUMENT VERSION
DOCUMENT AUTHORS
v13.0
Anne Crowley, General Manager, People
and Culture; Stan Coulter, General
Manager Goveranance and Risk
REVISION DUE DATE
28/06/2017
Ensure you are using the latest version of this policy. You can find it at
http://policies.goodstart.org.au/PoliciesandProcedures/BM1%20Code%20of%20Conduct%20POLICY.docx
Warning – uncontrolled when printed. This document is current at the time of printing and may be subject to change without notice.
employees and the community, and how they behave – must reflect and sustain the Company’s high standard of quality
care towards the children entrusted to Goodstart for learning and education.
Goodstart Early Learning is regulated by the Early Childhood Education and Care National Quality Framework (the NQF)
and guided by our Goodstart Practice Guide.
The NQF is designed to give children the best possible start in life and is a national system designed to provide
transparency and accountability to the Australian community. The NQF operates under the Education and Care Services
National Law and the Education and Care Services National Regulations and is assessed through the National Quality
Standard, a national benchmark for quality aspects of early childhood education and care, and outside school hours care
services in Australia.
At all times, Goodstart Representatives are required to act in accordance with Goodstart’s principles and policies in pursuit
of Goodstart’s oganisational goals.
Related documents: Children’s Health and Safety Policy; Educational Program and Practice Policy; Image and Media
Consent Procedure; Management for Peformance Requirement; Prevention of Bullying, Harassment and Discrimination
Requirement; Staffing Arrangements Policy.
Ask yourself this question: how can I make Goodstart’s guiding principles come alive every day in my role?
Examples of a breach of the Code: not complying with the NQF
Safety Responsibilities
Goodstart is committed to providing and maintaining safe workplaces. All Goodstart Representatives are required to take
all reasonably practicable steps to ensure their safety and health and that of others, including following all safety and health
policies, requirements and procedures and reporting all known or observed hazards, incidents and injuries to the Safe
Work and Wellbeing Team or to their line manager.
Related documents: BM10 Workplace Health and Safety Policy;
Responsibilities and expectations
General expectations of all Goodstart representatives
All Goodstart Representatives are expected to exercise good judgement to determine what action, behaviour 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 Goodstart Representative, you are expected to:



hold and maintain the current working with children clearance as required for your role with Goodstart.
be honest and act with integrity in all aspects of your employment including but not limited to undertaking assigned
duties, work attendance, use of personal sick leave and reporting others for breaches etc.
maintain high standards of conduct whenever you are representing Goodstart (including whenever you are wearing
Goodstart uniform outside of work hours). respect the rights of other persons by:
o treating other persons fairly, courteously and without discrimination, harassment or bullying.
o upholding the rights of children as set out in the United Nations Convention on the Rights of the Child and
the Education and Care Services National Law and Regulation.
DOCUMENT NUMBER & TITLE
CONTENT OWNER
Goodstart Board
DATE PUBLISHED
28/06/2016
BM1 Code of Conduct POLICY
DOCUMENT VERSION
DOCUMENT AUTHORS
v13.0
Anne Crowley, General Manager, People
and Culture; Stan Coulter, General
Manager Goveranance and Risk
REVISION DUE DATE
28/06/2017
Ensure you are using the latest version of this policy. You can find it at
http://policies.goodstart.org.au/PoliciesandProcedures/BM1%20Code%20of%20Conduct%20POLICY.docx
Warning – uncontrolled when printed. This document is current at the time of printing and may be subject to change without notice.
o


upholding the rights and responsibilities of families and caregivers as set out in Goodstart Families Rights
and Responsibilities
o being respectful of, and responsive to, persons of all ethnicities, cultures, values and beliefs.
o promoting the principles of equal opportunity in Goodstart’s workplaces.
perform your duties as required to the best of your ability,showing commitment to a high quality of work by acting
within the bounds of all relevant legislation, rules and regulations at all times including:
o complying with the Code of any professional body that you are registered or affiliated with, where this
impacts upon Goodstart.
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 Goodstart, as change is necessary to Goodstart’s ongoing
organisational success and the provision of high standards of early childhood care and education.
o being supportive of work colleagues and accepting job responsibilities as a team member or Goodstart
Representative, including following the lawful and reasonable instructions and directions of supervisors.
o upholding the reputation and standing of Goodstart by ensuring the security and confidentiality of all
information that is gained during the course of employment with Goodstart.
o Using financial and non-financial information gathered by Goodstart and personal knowledge of
Goodstart’s systems and processes only to perform Goodstart’s functions .
o treating all Goodstart property and assets with care and respect.
be mindful that content published on social media sites is publically available, and as such an individual who
chooses to engage in such activity must not bring Goodstart into disrepute.
Additional Responsibilities of Managers including Centre Directors
Goodstart’s Manager, including Centre Director, responsibilities include, but are not limited to:








set an example to other staff by your own observance of this Code of Conduct.
ensure that all employees have access to copies of this Code of Conduct and other relevant documents and
policies.
ensure that the requirements of this Code of Conduct are reflected in the day to day management and leadership
of staff.
ensure employees at all times maintain high standards of conduct in the workplace.
where necessary and appropriate, investigate unacceptable conduct, including serious misconduct, and ensuring
that employees who appropriately disclose information regarding unacceptable conduct are supported.
represent Goodstart positively and professionally when interacting with Goodstart’s employees, clients, families
and stakeholders.
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.
ensure that all staff working in the centre hold relevant working with children clearances and required qualifications
related to their appointed position.
Related documents: Disciplinary Management Guideline; Management for Performance Requirement; Prevention of
Bullying, Harassment and Discrimination Requirement.
Ask yourself this question: could my behaviour at work withstand scrutiny from internal or external parties?
Examples of a breach of the Code: working on the floor in a centre and not holding a current working with children
clearance; intentional damage to Goodstart property or reputation.
DOCUMENT NUMBER & TITLE
CONTENT OWNER
Goodstart Board
DATE PUBLISHED
28/06/2016
BM1 Code of Conduct POLICY
DOCUMENT VERSION
DOCUMENT AUTHORS
v13.0
Anne Crowley, General Manager, People
and Culture; Stan Coulter, General
Manager Goveranance and Risk
REVISION DUE DATE
28/06/2017
Ensure you are using the latest version of this policy. You can find it at
http://policies.goodstart.org.au/PoliciesandProcedures/BM1%20Code%20of%20Conduct%20POLICY.docx
Warning – uncontrolled when printed. This document is current at the time of printing and may be subject to change without notice.
Looking after children in our care
Goodstart recognises the importance of fostering positive interactions between employees and the children they work with.
Goodstart 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
to and guide children through positive and meaningful interactions and will show respect for each child as an individual.
All Goodstart Representatives in their relationships with children, are required to ensure that the physical and emotional
wellbeing of children is safeguarded, and that their own behaviour is guided by a duty of care both within and beyond the
education and care setting to provide children with an adequate level of protection against harm. Goodstart
Representatives will recognise that they have an obligation to report any suspicion that the physical or emotional wellbeing
of a child is at risk or has been compromised or that a child has been harmed, regardless of whether the suspicion relates
to the safety of the child while in the care of Goodstart or in the child's household.
All Goodstart Representatives in their relationships with children must ensure that they:










ensure children are central to everything they do.
are aware of and adhere to section 166 of the Education and Care Services National Law (2010) and the United
Nations Convention on the Rights of the Child, including that no child will be subjected to any form of corporal
punishment or unreasonable discipline, and the right to respect for the views of the child.
are aware of and adhere to Regulation 155 and 156 of the Education and Care Services National Regulations
(2011) relating to ‘interaction with children’ which states that educators must provide education and care services
to children in a way that:
o encourages children to express themselves and their opinions;
o allows children to undertake experiences that develop self-reliance and self-esteem;
o maintains at all times the dignity and rights of each child;
o gives each child positive guidance and encouragement toward acceptable behaviour; and
o has regard to the family and cultural values, age, and physical and intellectual development; and abilities of
each child being educated and cared for by the service.
are aware of Regulation 86 of the Education and Care Services National Regulations (2011) and maintain
awareness of the existence of current child protection law and any obligations educators and other employees
have under that law in their state or territory.
use positive guidance and behaviour management strategies and work with children in an appropriate manner.
in accordance with NQS5 Behaviour Guidance Procedure and Safe Practices for Positively Guiding Children’s
Behaviour Requirement . Behaviour management techniques must not include physical, verbal or
emotional harm or the deprivation of liberty;
seek to develop positive learning outcomes for all children;
provide a pleasant, safe and nurturing environment for all children free from harm or any hazard likely to cause
harm in accordance with section 167 of the Education and Care Services National Law (2010);
adhere to the NQS6 Image and Media Consent Procedure in respect of any photographic or video images of
children;
report any observation or suspicion of inappropriate interactions with children or their families by employees to their
line supervisor or the next level up of supervision if the person suspected to be engaging in inappropriate
interactions is the line supervisor.
Employees must never:





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
communicate inappropriately (i.e. swear, yell, scream, scold, intimidate);
discipline children using corporal punishment, physical force or unreasonable discipline;
DOCUMENT NUMBER & TITLE
CONTENT OWNER
Goodstart Board
DATE PUBLISHED
28/06/2016
BM1 Code of Conduct POLICY
DOCUMENT VERSION
DOCUMENT AUTHORS
v13.0
Anne Crowley, General Manager, People
and Culture; Stan Coulter, General
Manager Goveranance and Risk
REVISION DUE DATE
28/06/2017
Ensure you are using the latest version of this policy. You can find it at
http://policies.goodstart.org.au/PoliciesandProcedures/BM1%20Code%20of%20Conduct%20POLICY.docx
Warning – uncontrolled when printed. This document is current at the time of printing and may be subject to change without notice.


engage in inappropriate or unprofessional relationships with children or their families; or
subject children to physical, emotional or sexual abuse or neglect or grooming behaviour
Related documents: Children’s Health and Safety Policy; Disciplinary Management Requirement; Behaviour Guidance
Procedure; Safe Practices for Positivley Guiding Children’s Behaviour Requirement. Image and Media Consent Procedure;
Workplace Misconduct Involving Child Harm Procedure; Protecting Children from Significant Harm (External) Procedure;
Social Media Requirement.
Ask yourself this question: are children central to everything you do, and do your interactions with children comply with
relevant legislation and regulations?
Example of a breach of the Code: when playing with a child, swinging the child by the arms.
Fraud
Goodstart is committed to the provision of the highest possible standards of early childhood education and care. We have a
responsibility to guard against attempts by any person to gain-by deceit- money, assets, information or other inappropriate
benefit or advantage. Fraud prevention and control is the responsibility of all staff and all levels of management. Goodstart
has a ‘zero tolerence’ to proven incidents of fraud. Where any person suspects there may be a case of fraud within their
workplace, they must report it to their line manager, General Manager, any member of the Executive Committee or through
the Goodstart Wistleblowers’ Hotline.
Ask yourself this question: are you aware of incidents of fraud and not reported it to the appropriate person?
Example of a breach of the Code: employee diverting company funds to buy goods or services on their own behalf e.g.
groceries for the Centre and then keeping the groceries for their own personal use.
Communication - all media
Communication
Goodstart recognises the importance of effective communication to ensure it achieves its goals. With the size of Goodstart
and the distances between many physical locations it is important that communications are received, and shared, in a
timely and effective manner.
All Goodstart Representatives are reminded when communicating that they are representing Goodstart and they should
uphold Goodstart’s guiding principles 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.
Language
To ensure a high standard of professionalism in our work, employees must not use inappropriate language or words of a
derogatory nature whilst representing Goodstart, or in the presence of other employees, families, guardians, suppliers,
contractors or children.
Participation in mainstream media and social media
Goodstart Representatives are advised that it is inappropriate, and is unacceptable for them to make insulting, intimidating
or otherwise offensive remarks of any kind or make any criticism or disrespectful comment about current, or past
employees, or about any aspect of Goodstart’s operations (including in relation to, children, families and carers) in
mainstream media or on social media, including but not limited to blogs, chat rooms, My Space, Twitter, Facebook and
similar, or in any other public forum or medium, electronic or otherwise, in any form.
Related Documents: Use of ICT Facilities and Devices Requirement; Communication with Families Requirement; Social
Media Requirement.
DOCUMENT NUMBER & TITLE
CONTENT OWNER
Goodstart Board
DATE PUBLISHED
28/06/2016
BM1 Code of Conduct POLICY
DOCUMENT VERSION
DOCUMENT AUTHORS
v13.0
Anne Crowley, General Manager, People
and Culture; Stan Coulter, General
Manager Goveranance and Risk
REVISION DUE DATE
28/06/2017
Ensure you are using the latest version of this policy. You can find it at
http://policies.goodstart.org.au/PoliciesandProcedures/BM1%20Code%20of%20Conduct%20POLICY.docx
Warning – uncontrolled when printed. This document is current at the time of printing and may be subject to change without notice.
Ask yourself this question: would you like your personal affairs to be shared with others? We should treat confidential
business information with at least the same level of confidentiality as we do our own most personal information.
Examples of a breach of the Code: making derogatory comments on social media about a child at a centre ora colleague
or your boss; telling a parent of a child at the centre about the confidential personal circumstances of an employee at the
centre, without their consent.
Professionalism
All persons acting on behalf of Goodstart, in any capacity are to act professionally and with integrity at all times. Goodstart
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 adversely on Goodstart or impact negatively on them.
When dressed in uniform, whether during or after working hours, Goodstart Representatives are considered by the general
community to be acting on behalf of Goodstart and this Code of Conduct applies.
Professionalism includes:













understanding the significant influence Representatives have in the lives of children because the relationship
involves regular contact over relatively long periods of time. These features of education and care settings make it
extremely important for Representatives in direct contact with children to understand how to foster positive
relationships and conduct their behaviours in ways that do not compromise children's wellbeing.
being guided by the Early Childhood Australian Code of Ethics.
awareness that staff who have engaged in substantiated cases of reportable conduct may face criminal charges.
personal grooming and presentation (that is, being clean, tidy and dressed appropriately for the employee’s
position and in accordance with health and safety requirements and any other Goodstart policy related to personal
presentation);
upholding the reputation of Goodstart 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 Goodstart’s duties;
valuing and respecting equality and diversity, across all areas of Goodstart’s operations;
using appropriate channels to address and resolve any problems or issues of concern;
complying with all applicable Goodstart policies, procedures, requirements and appendicies.;
not accessing personal information about employees, children or families for non professional reasons;
not being under the influence of alcohol or non prescription drugs at work, and not smoking on Goodstart premises
or while using Goodstart vehicles;
not sharing confidential information about Goodstart employees or families with your spouse or friends and thus
enabling their divulging this in public forums
Related documents: Dress and Appearance Requirement; Alcohol, Tobacco and Other Drugs Requirement; Alcohol,
Tobacco and Other Drugs Procedure
Ask yourself this question: would you be proud to tell your manager about your behaviour?
Example of a breach of the Code: while dressed in uniform, you are observed yelling and screaming at a child at the
local shops.
Conflict of interest and misconduct
Conflicts of Interest
Goodstart Representatives must disclose in writing to their manager the existence of any potential or actual conflicts of
interest that may impact on their Goodstart-related duties. Managers can seek advice from the Company Secretary
regarding the conflict of interest and possible ways to mitigate the risk. Where a reasonable risk of conflict of interest is
DOCUMENT NUMBER & TITLE
CONTENT OWNER
Goodstart Board
DATE PUBLISHED
28/06/2016
BM1 Code of Conduct POLICY
DOCUMENT VERSION
DOCUMENT AUTHORS
v13.0
Anne Crowley, General Manager, People
and Culture; Stan Coulter, General
Manager Goveranance and Risk
REVISION DUE DATE
28/06/2017
Ensure you are using the latest version of this policy. You can find it at
http://policies.goodstart.org.au/PoliciesandProcedures/BM1%20Code%20of%20Conduct%20POLICY.docx
Warning – uncontrolled when printed. This document is current at the time of printing and may be subject to change without notice.
determined to exist, Goodstart representatives will comply with instructions to resolve the conflict e.g. to desist from the
activity in question or how to effectively manage the relationship.
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, an organisation that is in the same or similar business as Goodstart; or
a competitor of Goodstart; 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 Goodstart 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 relative (for example, child,
step-child, foster-child, niece, nephew grandchild or a child in respect of whom the Goodstart 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 associate; or
seeking to run for, or, hold, a public office that may impact Goodstart.
Ask yourself this question: do you have any conflicts of interest that you need to disclose?
Example of a breach of the Code: babysitting (either for payment or free) for a family who attends a Goodstart centre;
engaging a relative to perform the cleaning duties at a centre.
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:



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 Goodstart 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 Goodstart, or
attendance at industry/corporate events that are high cost and often involve invitations that include partners.
Refuse all offers of gifts, benefits or hospitality from people or organizations that decisions are to be made about – for
example, tender processes, procurement, recruitment, discounts or enrollments.
Seek advice from their manager if in doubt about any particular offer of a gift, benefit or hospitality.
Related documents: Gifts, Benefits and Hospitality Guideline; Gift Test Appendix; Gifts, Benefits and Hospitality Declaration
Form Appendix.
Employee Relations
Goodstart is committed to promoting positive working relations among employees, including between those employees
who have management and leadership responsibilities and their employees.
DOCUMENT NUMBER & TITLE
CONTENT OWNER
Goodstart Board
DATE PUBLISHED
28/06/2016
BM1 Code of Conduct POLICY
DOCUMENT VERSION
DOCUMENT AUTHORS
v13.0
Anne Crowley, General Manager, People
and Culture; Stan Coulter, General
Manager Goveranance and Risk
REVISION DUE DATE
28/06/2017
Ensure you are using the latest version of this policy. You can find it at
http://policies.goodstart.org.au/PoliciesandProcedures/BM1%20Code%20of%20Conduct%20POLICY.docx
Warning – uncontrolled when printed. This document is current at the time of printing and may be subject to change without notice.
Employees are directed to talk to their Centre Director or Manager if they have any concerns about what might be
considered unacceptable conduct or behaviour.
Managers, including Centre Directors, are expected to immediately report 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, People and Culture or General Counsel (who are
contactable in the national Centre Support Office in Brisbane) or via their own external adviser.
Grievance Procedure
Matters in relation to the employee’s work environment, and issues with the behaviour of other employees should be raised
through the Grievance Procedure.
Whistle Blower Policy
The Whistleblower Policy is the avenue for reporting serious issues (such as activities that are illegal, fraudulent or risk
significant financial loss to the organisation.
Those employees who have spoken out about another employee’s misconduct, inappropriate or fraudulent behaviour, will
be protected by the Whistle Blower Policy. Please refer to the policy for further details.
Related documents: Whistleblower Policy. Employee Grievance and Complaints Handling Procedure.
Ask yourself this question: have you received a gift valued at over $100 that you have not declared?
Example of a breach of the Code: a family at a centre, whose last child is going to school next year gives the Centre
Director a box of chocolates, perfume and charm bracelet valued at approximately $250 to say thank you, this was not
declared and permission to accept the gift from the direct manager was not sought.
Goodstart property and confidentiality
Copyright and Intellectual Property
All Goodstart-related documents, materials and tools (including its policies, procedures and learning and educational
programs) belong to Goodstart and cannot be copied or reproduced, in any way, for use outside of Goodstart.
Privacy and Confidentiality
During the normal course of running the organisation, employees may be trusted with personal and confidential documents
and information that belongs to (for example):






Goodstart;
the children in Goodstart’s care and their families and carers;
employees;
Government Agencies;
Goodstart’s suppliers; and
other persons and organisations which the Goodstart Representatives interact with in the course of managing or
conducting Goodstart’s affairs.
Goodstart Representatives must not discuss nor disclose personal, 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. If any employee is ever unsure as to the need to use/disclose/discuss any information or document, they are
, not to disclose the information but rather, seek advice and direction from their Centre Director or Manager immediately.
DOCUMENT NUMBER & TITLE
CONTENT OWNER
Goodstart Board
DATE PUBLISHED
28/06/2016
BM1 Code of Conduct POLICY
DOCUMENT VERSION
DOCUMENT AUTHORS
v13.0
Anne Crowley, General Manager, People
and Culture; Stan Coulter, General
Manager Goveranance and Risk
REVISION DUE DATE
28/06/2017
Ensure you are using the latest version of this policy. You can find it at
http://policies.goodstart.org.au/PoliciesandProcedures/BM1%20Code%20of%20Conduct%20POLICY.docx
Warning – uncontrolled when printed. This document is current at the time of printing and may be subject to change without notice.
Goodstart Representatives must not share such personal or confidential information either during their employment or
following their departure from Goodstart’s employment, any breaches of this may result in external civil / criminal
proceedings.
Goodstart Representatives must endeavour to prevent the improper and unauthorised use and/or disclosure of personal or
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 personal or confidential information.
All Goodstart information and documents must be kept in an appropriate storage area. This means that some documents
and information are to be kept in a locked and secure location (including, employee-related information, children and family
information, Goodstart records including financial records).
Use of Goodstart’s Property and Resources
Goodstart provides a number of property and resource items to enable employees to carry out their jobs (including physical
property, cash, equipment, motor vehicles, Goodstart information, telephones, internet and intranet systems, computer
hardware, technology systems and associated software).
These property items are provided by Goodstart to enable its organisational activities to be undertaken and organisation’s
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 Goodstart and employees are required to obtain permission from their Centre Director or
Manager before using any Goodstart property (of any sort whatsoever) for personal/non-organisational use.
It is the responsibility of all employees to ensure that Goodstart’s logo, letterhead and Goodstart stationery entrusted to
them are used carefully, lawfully, honestly and not misappropriated. Unless proper authorisation has been granted,
Goodstart resources are not to be used for private purposes.
In addition, Goodstart’s property and resources are not allowed to be removed from Goodstart premises without the
express permission of the employee’s Manager/Centre Director.
Telephones and Mobiles and Internet usage
Goodstart telephones are to be used for organisational purposes only. When receiving or making calls, employees are to
remember they are representing Goodstart and should speak in a professional manner upholding Goodstart’s vision,
purpose and guiding principles. Centre employees are to ask their Centre Director, if they wish to make a personal call
whilst on duty, Mobile phones should not be kept in pockets or on desks within Centres..
Personal mobile phones are only to be used for private purposes during work hours in emergency situations. Personal
mobile phones may be used during work breaks.
At no time should inappropriate material, including but not limited to pornographic material, offensive material (such as
racist, sexist) be viewed at any Goodstart premises whether on Goodstart or personal devices nor transmitted nor received
via Goodstart telecommunications or computer technology.
Related documents: Use of ICT Facilities and Devices Requirement.
Photography at Work
Strict conditions apply to Goodstart Representatives photographing children and families at Goodstart:

photographs may only be taken of children by Goodstart Representatives with the express consent of the child’s
parent or guardian, granted when completing the Family Enrolment Form or separately through the Image and
Media Consent Form.

photographs of children and families may only be used for the purposes listed in the consent.
DOCUMENT NUMBER & TITLE
CONTENT OWNER
Goodstart Board
DATE PUBLISHED
28/06/2016
BM1 Code of Conduct POLICY
DOCUMENT VERSION
DOCUMENT AUTHORS
v13.0
Anne Crowley, General Manager, People
and Culture; Stan Coulter, General
Manager Goveranance and Risk
REVISION DUE DATE
28/06/2017
Ensure you are using the latest version of this policy. You can find it at
http://policies.goodstart.org.au/PoliciesandProcedures/BM1%20Code%20of%20Conduct%20POLICY.docx
Warning – uncontrolled when printed. This document is current at the time of printing and may be subject to change without notice.

photographs of children and families are only to be taken, transmitted or saved by Goodstart Representatives on
Goodstart owned cameras, devices or computers.

Goodstart Representatives are never to take, transmit or save photographs of children or families on personal
cameras, devices or computers.
Related documents: Enrolment Form Appendix; Image and Media Consent Appendix
Ask yourself this question: when did you last familiarise yourself with the related requirement and appendices that relate
to the use of property and resources, telephones, mobiles, internet use and photography at work?
Example of a breach of the Code: using Goodstart computers or devices (such as mobile phone or ipads) to view
offensive or pornographic material, using your own phone to take photos of children and sending these to your home or
friends or posting them on social media.
Responsibilities
This policy is to be implemented by: All Staff.
Content Owner: Goodstart Board.
Document Authors: Anne Crowley, General Manager, People and Culture; Stan Coulter, General Manager, Governance
and Risk; Lois Aumuller, Company Secretary; Jeff Harvie, Chief Financial Officer
Acknowledgement
I acknowledge that I have read and understood my obligations as outlined in the Goodstart Early Learning Code of
Conduct.
_______________________________________
Signed
_______________________________________
Print name
____________________
Date
DOCUMENT NUMBER & TITLE
CONTENT OWNER
Goodstart Board
DATE PUBLISHED
28/06/2016
BM1 Code of Conduct POLICY
DOCUMENT VERSION
DOCUMENT AUTHORS
v13.0
Anne Crowley, General Manager, People
and Culture; Stan Coulter, General
Manager Goveranance and Risk
REVISION DUE DATE
28/06/2017
Ensure you are using the latest version of this policy. You can find it at
http://policies.goodstart.org.au/PoliciesandProcedures/BM1%20Code%20of%20Conduct%20POLICY.docx
Warning – uncontrolled when printed. This document is current at the time of printing and may be subject to change without notice.