Code of Conduct
Safety
Responsive
Good faith tegrity Productive employment relationship
Efficient Fair
Enhancement Professionalism
In
Ethics Best care
Safe and healthy workplace
Accountable Balance ty Confidentiality
Courteous
Loyal Competent
2015
Contents
Message from the Chief Executives 3
State Services - Standards of Integrity and Conduct 4
» Fairness
» Impartiality
» Responsibility
» Trustworthiness
What is expected from you? 5
» Honesty and integrity
» Loyalty, good faith and professionalism
» Confidentiality
What can you expect from the DHBs? 7
Rules of conduct 8
» Misconduct
» Serious misconduct
» Disciplinary outcomes
Good faith 11
Related documents 12
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.
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Message from the Chief Executives
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 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.
It is our privilege to work alongside you all.
Wairarapa, Hutt Valley and Capital & Coast DHB Chief Executives
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State Services - 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 Services - 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.
Fairness
▪ treat everyone fairly and with respect
▪ be professional and responsive
▪ work to make government services accessible and effective
▪ strive to make a difference to the wellbeing 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
▪ 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
▪ 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
▪ avoid any activities, work or non-work, that may harm the reputation of our
organisation or of the State Services
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What is expected from you?
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' 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 arisen that prevents them from attending
work.
▪ 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.
▪ 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 your profession (if applicable).
▪ 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 and respectful manner.
▪ Be professional when posting any information online, either personal or work
related, and take responsibility for what you write.
▪ Respect people and property.
▪ Be fair in carrying out your duties, irrespective of your personal beliefs and
values.
▪ 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.
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.
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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 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 Policy for further information. The examples provided in this
Code are not exhaustive.
▪ The DHBs will consider any relevant policy or procedure in determining
whether there has been a breach of this Code.
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.
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.
▪ 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.
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▪ 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, where our employees work) without appropriate prior approval.
▪ Behaves in a disruptive manner.
▪ Bullies or harasses others.
▪ 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.
▪ Prevents or interferes with another employee carrying out his or her duties.
▪ Fails to meet professional standards.
▪ Any conduct which falls within the category of serious misconduct, but falls
short of serious misconduct in the circumstances.
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 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).
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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.
▪ 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.
▪ 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 conditions or constraints imposed on their
professional practice by a responsible authority.
▪ Has unauthorised possession of, removes or misuses DHB property (including
information), or the property of DHB patients, visitors or employees.
▪ Breaches patient privacy.
▪ Intentionally fails to declare a conflict of interest.
▪ Behaves in a manner which brings the DHB into disrepute.
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▪ Misuses or discloses personal or confidential information, or accesses
personal or confidential information without authorisation or for personal
reasons
▪ 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.
▪ Grossly or deliberately fails to perform work to the required standards.
▪ Commits 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.
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.
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Related documents
▪ Disciplinary Policy guidance
▪ 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
▪ The Code of Health and Disability Services Consumers' Rights 1996
▪ Employment Relations Act 2000
▪ Health and Safety in Employment Act 1992
▪ Crown Entities Act 2004
▪ The New Zealand Public Health and Disability Act 2000
▪ The Health Practitioners Competence Assurance Act 2003
▪ Privacy Act 1993
▪ Health Information Privacy Code 1994
Contact details:
Wairarapa DHB
Phone: (06) 946 9800
www.huttvalleydhb.org.nz
Hutt Valley DHB
Phone: (04) 566 6999
www.huttvalleydhb.org.nz
Capital & Coast DHB
Phone: (04) 385 5999
www.ccdhb.org.nz
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CapitalDocs ID 1.102557 Issued November 2019 Review date: November 2022
