Code of Conduct
The National Trust SA’s Code of Conduct is aligned to our values and has been developed to guide our behaviour as we interact with the broader community.
It provides a guide to behaviours that are expected and those that are unacceptable and applies to all employees, volunteers, contractors, student placements and others representing National Trust SA.
Information in the Code of Conduct will be particularly helpful when starting as a new volunteer and dealing with unfamiliar situations as it provides guidance on confidentiality and information sharing and a range of conflict-of-interest issues.
The Code of Conduct also outlines the ethical standards and behaviours expected of all of us at National Trust SA.
It is important to be aware that suspected breaches of the Code of Conduct will be treated on a case-by-case basis and all relevant circumstances will be considered.
A breach of the Code of Conduct may lead to disciplinary action which may include termination.
Policies and procedures
The following are excerpts from various policies and procedures and describe the expected standards of behaviour at National Trust SA and should be read in full along with all other policies and procedures.
Bullying and Harassment
The National Trust of SA is an equal opportunity employer and is committed to providing a safe, healthy, and supportive work environment that is free from discrimination, harassment, and bullying; and a workplace where all individuals associated with the National Trust SA treat each other with respect, dignity, and courtesy.
National Trust SA will take all reasonable and proportionate measures to prevent and eliminate discrimination, harassment, and bullying.
Bullying is defined as persistent and repeated negative behaviour directed at an individual that creates a risk to health and safety.
Harassment is defined as unwelcome behaviour or conduct which has no legitimate workplace function, which intimidates, humiliates, or offends another person or persons and is based on a protected attribute.
Discrimination is defined as unfavourable treatment of a person on the basis of a protected attribute.
Protected attributes include but are not limited to age, gender identity, impairment (also know as ‘disability’), parental status or status as a carer, physical features, race, religious belief or activity, sex, and sexual orientation.
The full list of protected attributes and further information on bullying, harassment, and different forms of discrimination along with guidance on reporting ‘inappropriate behaviour’ is provided in the appropriate OHS Policy.
Fairness, equity, diversity, and inclusion
The National Trust SA is an equal opportunity employer and is committed to providing a safe and supportive environment that is free from discrimination and harassment and where all individuals associated with the National Trust SA treat each other with respect, dignity and courtesy.
The National Trust SA will take reasonable and proportionate measures to present and eliminate discrimination, harassment and victimization.
All volunteers are encouraged to feel confident that the diversity of their experiences will be valued and supported, regardless of their gender, age, language, ethnicity, cultural background, disability, religious belief, working style, educational level, work and life experiences, socio-economic background, job functions, geographical location, marital status or family responsibilities or their identification as gay, lesbian, bisexual, transgender, or intersex.
Sexual Harassment
Sexual harassment is unlawful and will not be tolerated in the workplace or beyond the workplace where there is a link to employment or volunteering, including from third parties.
The National Trust SA recognises that comments and behaviours that do not offend one person can offend another. All National Trust employees and volunteers are required to treat others with dignity, courtesy, respect and professionalism and must not engage in unlawful conduct, including sexual harassment.
Sexual harassment means an unwelcome sexual advance, unwelcome request for sexual favours or other unwelcome conduct of a sexual nature which makes a person feel offended, humiliated and/or intimidated, where a reasonable person would anticipate that reaction in the circumstances.
For information and guidance on how to respond refer to the Policy and Procedure on sexual harassment.
Drug and Alcohol
The National Trust SA has a drug and alcohol policy. This policy applies to all employees, volunteers or contractors engaged by National Trust SA when conducting and or representing the National Trust SA in working hours as defined under the definitions of this policy.
Individuals who are under the influence of Drugs or Alcohol during work hours present a potential risk to the safety of themselves, other individuals, and members of the public.
Individuals have a responsibility to not be under the influence of Drugs or Alcohol during work hours.
For further information refer to the Policy and Procedure on Drug and Alcohol.
Internet usage
The internet provides access to a wide range of useful information, assisting staff and volunteers in performing their duties and to remain informed on relevant topics and issues.
There is also risk associated with internet use including hacking and identify theft. By following the internet policy, users will reduce the risk of such incidents and their unfortunately consequences.
Refer to the Information Technology policy and procedures for further information.
Interacting with children and young people
A Police Check and a Working with Children Check are an important part of the assessment of a person’s suitability for engagement at National Trust SA.
The purpose of this practise is to assist the National Trust SA to meet its regulatory requirements and duty of care to children, clients, employees, volunteers, and the public and its assets by ensuring that relevant employees and volunteers do not have a criminal record which may adversely affect these obligations.
The National Trust SA has a policy that sets out how it manages the requirement for employees and volunteers, and potential volunteers to have police checks conducted prior to, and while undertaking their role.
Full details are available in the Child Safe Environment Policy and procedures.
Uniform and dress standards
Volunteers are required to dress in a manner which is suitable for their daily activities, taking into consideration OH&S guidelines.
If a uniform and name tag is provided, they must be worn in accordance with your local area dress code.
No items of clothing or accessories are to be worn whilst representing the National Trust of SA that may be offensive to any client/customer/tourist or other member of the organisation.
There is an expectation to keep your National Trust SA uniform neat, clean and presentable. All uniforms remain National Trust’s property and must be returned upon completion of your voluntary role.
If your program doesn’t require a uniform, make sure what you’re wearing is fit for purpose, comfortable and presentable. Dress standards should always respect OH&S requirements.
Privacy and confidentiality
All volunteers must comply with the Privacy and Data Protection Act 2014 to protect the personal information of National Trust SA clients/customers, volunteers, employees, and contractors.
Disclosure of criminal offences
Volunteers are required to advise the Volunteer Coordinator if they are charged with a criminal offence which is punishable by imprisonment, or if found guilty, could reasonably be seen to affect their ability to meet the inherent requirements of the duties they are performing.
Conflict of interest
Volunteers and employees must declare and avoid conflicts of interest (perceived or actual) to help maintain confidence and trust and as a volunteer or employee you must never use your position to serve your own or someone else’s private interests.
All volunteers and employees are expected to comply with the conflict-of-interest policy and any guidelines provided by National Trust SA.
