Code of conduct
Code of Conduct
Type: Policy
HDSS Certification Standard 1.2.7
Issued by: Wairarapa DHB; Hutt DHB; Capital and
Version: 1
Coast DHB Applicable to: Organisation wide
Contact person: Manager, Human Resources
Lead DHB: 3DHB People and Culture Directorate
Purpose
This Code of Conduct (the
Code) describes the DHBs' expectations about conduct.
Employees and others working for the DHBs are in a position of trust. Employees and the
DHBs have rights and responsibilities. One of the DHBs' responsibilities as good employers
is to inform employees about what is expected and to ensure employees are treated fairly
and with courtesy and respect. Employees are responsible for reading and understanding
the Code, and meeting the standards of conduct it describes.
A copy of the Code will be made available to all employees. New employees will receive a
copy of the Code with their offer of employment and will be asked to confirm they have
read and understood it.
Scope
This Code applies to:
the Wairarapa, Hutt Valley and Capital and Coast DHBs (individually a
DHB, together,
the
DHBs);
under the Official Information Act
all employees of the DHBs; and
those volunteers, contractors, individuals covered by special staff status, and others
where a DHB has advised them this Code will apply.
For ease of reference, this Code refers only to employees but applies equally to the other
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people referred to.
Roles and responsibilities
Managers are expected to:
Provide leadership and model the expected standards of conduct.
Be aware of, identify and take appropriate steps to deal with conduct issues in the
workplace.
Document author: Director Human Resource Services 3DHB
Authorised by EMT Wairarapa Hutt and CCDHB/ELT
Issue date: 19 October 2015
Review date: 19 October 2017
Date first issued: 19 October 2015
Document ID: Final Version 1
Page 1 of 10
CONTROLLED DOCUMENT – The electronic version is the most up to date version. The DHB accepts no
responsibility for the consequences that may arise from using out of date printed copies of this
document.
Code of conduct
Challenge inappropriate behaviour and make it clear the DHB will not tolerate
behaviour that is not in line with this Code or expected standards of conduct.
All DHB employees are expected to:
Adhere to the expected standards of conduct.
Take responsibility and accountability for their behaviour and actions.
Policy content
Good faith
Employers, employees and unions or employee representatives must at all times deal with
each other in 'good faith'. Good faith obligations are mutual and mean that the parties
must (among other things):
engage openly, honestly and respectfully;
be responsive and communicative;
be active and constructive in maintaining a productive employment relationship; and
be committed to patient safety and developing, maintaining and providing high
quality public health services.
State Sector Standards of Integrity and Conduct
The DHBs and those working for them are required to act with a spirit of service to the
community and meet high standards of integrity and conduct as set out in the State Sector
Standards of Integrity and Conduct (a code of conduct issued by the State Services
Commissioner under the State Sector Act 1988). The code of conduct issued by the State
Services Commissioner requires DHBs and employees to abide by the following standards.
under the Official Information Act
Fairness
treat everyone fairly and with respect
be professional and responsive
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work to make government services accessible and effective
strive to make a difference to the well-being of New Zealand and all its people
Impartiality
maintain neutrality as required to enable us to work with current and future
governments
carry out the functions of our organisation, unaffected by our personal beliefs
Document author: Director Human Resource Services 3DHB
Authorised by EMT Wairarapa Hutt and CCDHB/ELT
Issue date: 19 October 2015
Review date: 19 October 2017
Date first issued: 19 October 2015
Document ID: Final Version 1
Page 2 of 10
CONTROLLED DOCUMENT – The electronic version is the most up to date version. The DHB accepts no
responsibility for the consequences that may arise from using out of date printed copies of this
document.
Code of conduct
support our organisation to provide robust and unbiased advice
respect the authority of the government of the day
Responsibility
act lawfully and objectively
use our organisation’s resources carefully and only for intended purposes
treat information with care and use it only for proper purposes
work to improve the performance and efficiency of our organisation
Trustworthiness
be honest
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work to the best of our abilities
ensure our actions are not affected by our personal interest or relationships
never misuse our position for personal gain
decline gifts or benefits that place us under any obligation or perceived influence
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avoid any activities, work or non-work, that may harm the reputation of our
organisation or of the State Services Official
What is expected from you?
the
The DHBs expect employees to act honestly, conscientiously, reasonably and in good faith at
all times, and to have regard to the interests of the DHBs, their colleagues, the DHBs'
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patients and the wider community.
In line with this, employees are expected to:
Be present at work as required unless there is an agreed reason for absence or an
unexpected situation has
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Carry out their duties in an efficient and competent manner and maintain
satisfactory standards of performance.
Comply with lawful and reasonable instructions and all DHB policies, procedures, and
standards.
Neither use, nor allow the use of DHB property, resources or funds for other than
authorised purposes.
Maintain all qualifications (including registration and annual practising certificates)
necessary for the performance of their duties.
Document author: Director Human Resource Services 3DHB
Authorised by EMT Wairarapa Hutt and CCDHB/ELT
Issue date: 19 October 2015
Review date: 19 October 2017
Date first issued: 19 October 2015
Document ID: Final Version 1
Page 3 of 10
CONTROLLED DOCUMENT – The electronic version is the most up to date version. The DHB accepts no
responsibility for the consequences that may arise from using out of date printed copies of this
document.
Code of conduct
Declare any potential conflicts of interest that their activities or relationships outside
of the DHBs may have with the business or activities of the DHBs.
Ensure that they do not bring the DHBs into disrepute through their conduct and
actions either as employees or private individuals.
Conduct themselves professionally at all times, respect the rights, interests and
diversity of their colleagues, and work harmoniously and courteously with others.
Honesty and Integrity
Take responsibility for their own actions and decisions, and appropriately raise any
incidents of unethical or unprofessional workplace behaviour.
Avoid any activities, either work or non work related, that may in any way bring the
DHBs into disrepute.
Advise their manager immediately if they are charged or being investigated either
criminally or professionally.
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Loyalty, Good Faith and Professionalism
Abide by the provisions of all New Zealand legislation (and the DHB's policies and
procedures).
Abide by the code of ethics and conduct of their profession (if applicable).
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Avoid conduct which may or does impair work performance, including the use of
alcohol and other drugs or substances.
Conduct all employment related communications in good faith, in an open, truthful
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and respectful manner.
Be professional when posting any information online, either personal or work
the
related, and take responsibility for what they write.
Respect people and property.
Be fair in carrying out their duties, irrespective of their personal beliefs and values.
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Avoid any behaviour within the workplace that may cause unreasonable distress to
colleagues or patients and their families.
Take care to prevent inappropriate use, loss or damage to property and have regard
for the safety of others in the use of DHB property.
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Confidentiality
Not access or use confidential, personal, or sensitive information for personal
purposes or advantage, or divulge such information to another person outside
official duties, unless required by law.
Take appropriate care while handling patient and employee information.
Document author: Director Human Resource Services 3DHB
Authorised by EMT Wairarapa Hutt and CCDHB/ELT
Issue date: 19 October 2015
Review date: 19 October 2017
Date first issued: 19 October 2015
Document ID: Final Version 1
Page 4 of 10
CONTROLLED DOCUMENT – The electronic version is the most up to date version. The DHB accepts no
responsibility for the consequences that may arise from using out of date printed copies of this
document.
Code of conduct
What can you expect from the DHBs?
Employees can expect the DHBs to:
Comply with all relevant legislative and contractual requirements, including
employment agreements, and the policies and procedures.
Act honestly, conscientiously, reasonably and in good faith.
Ensure that bullying, harassment, discrimination and victimisation are not tolerated
within the working environment.
Provide an environment conducive to the development and effectiveness of all
employees.
Recognise the need to balance work with personal interests and commitments.
Supply the resources necessary to fulfil work obligations.
Provide a safe and healthy workplace.
Offer opportunities for the enhancement of the abilities of individual employees.
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Rules of Conduct
All employees are expected to be aware of the standards of performance and
conduct expected of them. They are also expected to perform well, conduct
themselves professionally and overcome minor problems without the need for
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formal intervention.
This Code of Conduct provides examples of conduct the DHBs consider are not
acceptable and could give rise to disciplinary action. Please refer to the Disciplinary
Official
Policy for further information. The examples provided in this Code are not
exhaustive.
the
The DHBs will consider any relevant policy or procedure in determining whether
there has been a breach of this Code.
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Misconduct
Misconduct is unacceptable conduct that does not meet the DHBs' expectations as
set out in this Code or elsewhere, such as in another relevant policy or procedure.
Generally speaking, misconduct will justify disciplinary action.
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Examples of misconduct are listed below, although this list is not exhaustive.
Depending on the seriousness of the particular conduct, it could be considered
serious misconduct.
Misconduct includes situations where an employee:
Does not act according to the expectations noted above (e.g. with honesty, integrity,
professionalism, with respect for individuals and property, and in good faith).
Is negligent or careless in the performance of duties.
Document author: Director Human Resource Services 3DHB
Authorised by EMT Wairarapa Hutt and CCDHB/ELT
Issue date: 19 October 2015
Review date: 19 October 2017
Date first issued: 19 October 2015
Document ID: Final Version 1
Page 5 of 10
CONTROLLED DOCUMENT – The electronic version is the most up to date version. The DHB accepts no
responsibility for the consequences that may arise from using out of date printed copies of this
document.
Code of conduct
Is abusive or uses obscene, offensive or threatening language.
Behaves in a way that is likely to cause offence or distress.
Does not promptly report a work-related accident or incident.
Does not record hours of work, or records hours inaccurately, or fails to notify the
DHB of absence in a timely way.
Is persistently late or absent.
Is absent from the workplace without authorisation.
Misuses DHB resources, wastes time or materials.
Uses computer systems and computer devices, with access to the DHB computer
networks, in an unauthorised or improper manner.
Fails to abide by DHB policies and procedures.
Fails to follow a reasonable and lawful instruction.
Is involved in unauthorised gambling activity on DHB premises or on any premises
where DHB employees work.
Consumes alcohol on DHB premises (or any other premises, including DHB vehicles,
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where our employees work) without appropriate prior approval.
Reports for work intoxicated and unable to perform their required duties in a safe
and proper manner.
Behaves in a disruptive manner.
Bullies or harasses others.
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Does not follow DHB health and safety instructions (including non-smoking rules).
Breaches of their Code of Conduct/ethics for their profession
Fails to observe safety rules, or works in an unsafe manner, or fails to make proper
use of safety equipment.
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Prevents or interferes with another employee carrying out his or her duties.
the
Fails to meet professional standards.
Any conduct which falls within the category of serious misconduct, but falls short of
serious misconduct in the circumstances.
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Serious Misconduct
Serious misconduct is unacceptable conduct that seriously breaches the DHBs'
expectations as set out in this Code or elsewhere, such as in another relevant policy
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or procedure. Generally speaking, serious misconduct will justify dismissal because
the conduct undermines the trust and confidence the DHB has in the employee and
calls into question whether the employment relationship can continue. Examples of
serious misconduct are listed below, although this list is not exhaustive. Serious
misconduct may result in summary dismissal (i.e. dismissal without notice).
Document author: Director Human Resource Services 3DHB
Authorised by EMT Wairarapa Hutt and CCDHB/ELT
Issue date: 19 October 2015
Review date: 19 October 2017
Date first issued: 19 October 2015
Document ID: Final Version 1
Page 6 of 10
CONTROLLED DOCUMENT – The electronic version is the most up to date version. The DHB accepts no
responsibility for the consequences that may arise from using out of date printed copies of this
document.
Code of conduct
Serious misconduct includes situations where an employee:
Knowingly falsifies a document or record or makes a false declaration or statement,
(including making an incorrect record of attendance, giving a false explanation of
absence or failing to notify a police charge and/or conviction).
Admits, or is convicted of any offence which brings the employee’s suitability for
continued employment into question.
Sends highly inappropriate or offensive communications (including emails, texts, and
attachments), or uses the internet, or social media sites or DHB computer systems in
serious breach of DHB policies.
Wilfully or recklessly damages any DHB property.
Is physically or verbally violent towards any person on DHB premises or on DHB
business.
Behaves in a manner that constitutes bullying, sexual, racial or other harassment,
discrimination, victimisation or constitutes unwelcome behaviour towards DHB
patients, visitors or employees.
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Reports for work under the influence of alcohol or drugs such that they are unable to
perform their required duties in a safe and proper manner.
Uses or is in unauthorised possession of restricted or illegal drugs on DHB premises
or while working
Commits a serious breach of their professional code of conduct or ethics.
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Seriously breaches The Code of Health and Disability Services Consumers' Rights.
Practices without a current practising certificate or other certificate required by law
or a responsible authority.
Fails to notify their manager of any condition
Official s or constraints imposed on their
professional practice by a responsible authority.
the
Has unauthorised possession of, removes or misuses DHB property (including
information), or the property of DHB patients, visitors or employees.
Breaches patient privacy. under
Intentionally fails to declare a conflict of interest.
Behaves in a manner which brings the DHB into disrepute.
Misuses or discloses personal or confidential information, or accesses personal or
confidential information without authorisation or for personal reasons.
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Blatantly disregards hygiene, health or safety.
Signs any document or makes any statement on behalf of the DHB without
authorisation.
Misrepresents or withholds criminal charges or convictions or employment history,
qualifications or other information pertinent to the DHB's decision to hire or
promote the employee.
Seeks or accepts any personal gift, fee, reward, gratuity or subsidy outside of the
policy to declare such gifts, fees, rewards, gratuities or subsidies.
Gross or deliberate failure to perform work to the required standards.
Document author: Director Human Resource Services 3DHB
Authorised by EMT Wairarapa Hutt and CCDHB/ELT
Issue date: 19 October 2015
Review date: 19 October 2017
Date first issued: 19 October 2015
Document ID: Final Version 1
Page 7 of 10
CONTROLLED DOCUMENT – The electronic version is the most up to date version. The DHB accepts no
responsibility for the consequences that may arise from using out of date printed copies of this
document.
Code of conduct
Any misconduct of sufficient seriousness in the circumstances to be considered
serious misconduct.
Disciplinary outcomes
Examples of disciplinary outcomes that may result for breaches of the Code include
(but are not limited to) issuing a warning, dismissal (summary or on notice) and
demotion. Please refer to the Disciplinary Policy.
A copy of this Code will be made available to all employees. All new employees will
receive a copy of this policy with their offer of employment and will be asked to
confirm they have read and understood the policy and agree to comply with it.
Related documents
Disciplinary Policy guidance
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Disclosure of a Serious Wrongdoing (Whistle Blowing) Policy
Disclosure of a Serious Wrongdoing (Whistle Blowing) Policy Guidance
All other DHB Policies and Procedures, Rules and Regulations
State Sector Act 1988
Human Rights Act 1993
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The Code of Health and Disability Services Consumers' Rights 1996
Employment Relations Act 2000
Health and Safety in Employment Act 1992
Official
Crown Entities Act 2004
The New Zealand Public Health and Disability Act 2000
the
The Health Practitioners Competence Assurance Act 2003
Privacy Act 1993
Health Information Privacy Code 1994
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Keywords for searching
Misconduct Released
Disciplinary processes
Staff behaviour
Disclaimer: This document has been developed by the Wairarapa District Health Board, Hutt District
Health Board and Capital & Coast District Health Board, specifically for their own use. Use of this
document and any reliance on the information contained therein by any third party is at their own
risk and the DHBs assume no responsibility whatsoever.
Document author: Director Human Resource Services 3DHB
Authorised by EMT Wairarapa Hutt and CCDHB/ELT
Issue date: 19 October 2015
Review date: 19 October 2017
Date first issued: 19 October 2015
Document ID: Final Version 1
Page 8 of 10
CONTROLLED DOCUMENT – The electronic version is the most up to date version. The DHB accepts no
responsibility for the consequences that may arise from using out of date printed copies of this
document.
Code of conduct
CHIEF EXECUTIVE OFFICER (CEO) COMMENT
As health professionals and others working in the health sector we are required to
demonstrate the highest standards of professionalism and integrity.
To ensure the ongoing confidence of the wider community we serve, we must all be
fair, impartial, responsible, and hold ourselves accountable for our behaviour.
By upholding the standards outlined in this Code of Conduct, we not only make a
commitment to the people we serve but also our colleagues as we embed a positive
staff culture for the three District Health Boards of mutual respect, trust and
integrity.
With the ongoing integration of roles across the sub-region it is important to have a
standardised Code of Conduct as we develop a culture that places a high value on
the people we serve as well as providing all staff with the necessary tools to provide
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the best care for our communities. This Code is one of those tools.
We all must comply with the standards of integrity and conduct set out in this Code
and with your continued support and commitment we are sure we will continue to
deliver a first rate health service to our population.
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It is our privilege to work alongside you all.
Official
Adri Isbister
Ashley Bloomfield
the
Chief Executive Officer
Chief Executive Officer
under
Wairarapa DHB
Hutt Valley DHB
__________________________
__________________________
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Debbie Chin
Chief Executive Officer
Capital and Coast DHB
Document author: Director Human Resource Services 3DHB
Authorised by EMT Wairarapa Hutt and CCDHB/ELT
Issue date: 19 October 2015
Review date: 19 October 2017
Date first issued: 19 October 2015
Document ID: Final Version 1
Page 9 of 10
CONTROLLED DOCUMENT – The electronic version is the most up to date version. The DHB accepts no
responsibility for the consequences that may arise from using out of date printed copies of this
document.
Code of conduct
DECLARATION
I have read and understand the Standards of Conduct expected by the Wairarapa District
Health Board and I agree to comply with the principles, procedures and legislation outlined
in these Standards as a condition of my employment.
I further confirm my understanding that any violation of the Code of Conduct Principles may
subject me to appropriate disciplinary action, which may include termination of my position.
I acknowledge that from time to time it may be necessary to update the Code of Conduct
and understand that a current copy of the Code of Conduct can be found on the WDHB’s
intranet at all times.
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Please sign here:
_________________________________
Date:
_________________________________
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Please print your name:
_________________________________
This signed and completed form must be returned within 30 days of receiving this
Official
information to your Human Resources representative. Failure to do so will not affect the
applicability of this Code of Conduct or any of
the
its provisions to you.
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Document author: Director Human Resource Services 3DHB
Authorised by EMT Wairarapa Hutt and CCDHB/ELT
Issue date: 19 October 2015
Review date: 19 October 2017
Date first issued: 19 October 2015
Document ID: Final Version 1
Page 10 of 10
CONTROLLED DOCUMENT – The electronic version is the most up to date version. The DHB accepts no
responsibility for the consequences that may arise from using out of date printed copies of this
document.