This is an HTML version of an attachment to the Official Information request 'External Medical Panel Code of Conduct, Process, Obligations and Independence'.

ACCCode of conduct
The Code of Conduct applies to all 
ACC employees and contractors
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Everyone who works 
for ACC has an 
important role to play 
in making sure we 
achieve our vision of 
‘leading the world in 
injury prevention, care 
and recovery.’
This updated version of the 
Code of Conduct took effect 
from 30 November 2012.
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Everyone who works for ACC has an important role to play in 
making sure we achieve our vision of ‘leading the world in injury 
prevention, care and recovery’.
How we go about our business is as important as what we 
deliver. As a Crown entity, ACC is part of the State Sector and 
contributes to building the trust and confidence of citizens in 
the institutions of government. All State Sector organisations 
are expected to work with a spirit of service to the community, 
to make our services accessible and effective to those who 
need them, and to strive to make a positive difference to the 
wellbeing of New Zealanders. Our actions and behaviours must 
be consistent with these expectations at all times.
ACC is charged with the implementation of the Accident 
Compensation Act 2001. The Corporation’s reputation and 
standing is largely determined by public perception of employee 
conduct. All ACC employees and contractors are expected to 
maintain the highest standards of integrity, discretion and 
ethical conduct when performing duties or representing the 
Corporation in any way.
This Code of Conduct sets the required standards of conduct for 
all ACC employees, to enable us to meet the expectations placed 
upon us as a Crown Entity. These standards are based on the 
standards that apply to all State Servants, detailed in the State 
Services Standard of Integrity and Conduct.
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The Code of Conduct:
Can be used to provide coaching on appropriate conduct
Enables recognition of those who model the desired 
standard of conduct
Reflects and reinforces the ACC values. In particular, the 
Code elaborates on the standards of integrity required
Outlines inappropriate behaviour and its consequences 
(misconduct and serious misconduct)
Will be used as part of an employee’s annual Performance 
Review to help determine the extent to which ACC values 
have been demonstrated during the performance year.
Everyone who works for ACC must read, understand and follow 
our Code of Conduct. All employees are required to undertake 
a Code of Conduct eLearning module when they join ACC 
and annually thereafter. Talk to your manager if you have 
any concerns about what might be considered unacceptable 
behaviour or before you take a course of action that you are not 
entirely sure falls within the bounds of acceptable behaviour.
If you believe someone in ACC is acting unethically or has 
been involved in serious wrongdoing you should report 
this confidentially by calling 0800 403 478. Please refer to 
the ‘Disclosing serious wrongdoing under the Protected 
Disclosure Act 2000’ pages on The Sauce for more information 
about serious wrongdoing and the process we follow to 
investigate this.
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Expectations of all employees
You are expected to exercise good judgement to determine 
what action to take in a given situation. Your actions need to be 
able to withstand scrutiny from internal and external parties. 
Our behaviour and actions must be seen to be fair, impartial, 
responsible and trustworthy at all times.
In order to achieve the high standards of behaviour expected of 
us, as an employee or contractor you must:
1.  Be honest and act with integrity in all aspects of your 
employment (e.g. in your work with clients and levy payers, 
with regard to work attendance, requests for financial 
reimbursement, use of sick leave etc.)
2.  Respect the rights of others by:
treating others fairly, courteously and without 
discrimination or harassment
upholding the rights of clients, as specified in the Code 
of ACC Claimants’ Rights
being respectful of and responsive to all cultures, values 
and beliefs, particularly Maori and those of ethnic or 
minority groups
promoting the principles of Equal Employment 
Refer to the Equal Opportunities in Employment Policy, Bullying 
and Harassment Policy, and Code of ACC Claimant’s Rights
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3.  Perform your duties to the best of your ability by:
ensuring your primary role as an ACC employee takes 
precedent over any secondary interests, commitments, 
values or beliefs you personally hold, and declare any 
potential for a conflict of interest immediately
showing commitment to a high quality of work 
performed in a manner consistent with the ACC 
WorkSAFE policies
complying with all ACC policies, processes and 
model and demonstrate our values of:

honouring people as people

freedom to succeed

pride in what we do
these organisational values underpin decisions about 
what we do, how we operate and behave
complying with the Code of any professional body that 
you are registered or affiliated with, where this impacts 
upon your work with ACC
showing initiative and being creative in resolving 
problems, seeking improved productivity and identifying 
opportunities for improvement
making decisions appropriate to your role and being 
responsible for those decisions and the actions that 
result from them
being supportive of changes made by the Corporation, 
as change is necessary for ACC’s success
being supportive of your colleagues and accepting your 
responsibilities as a team member
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making sure you manage your personal and workplace 
relationships appropriately so they do not adversely 
affect the way you do your work.
Refer to the Conflict of Interest Policy, Health, Safety and Security 
Policy, Delegations Manual, and taking leave policies.
4.  Uphold the reputation and standing of ACC by:
acting with integrity in any personal dealings you may 
have with ACC as a claimant
obtaining your manager’s approval before commencing 
any activity, business interest or employment that has 
the potential to conflict with ACC business (e.g. acting 
as an advocate for a client, undertaking secondary 
employment or volunteering for a political party)
ensuring your behaviour in relation to gifts and 
gratuities and managing contracts and purchasing 
does not compromise (or appear to compromise) your 
personal integrity or the Corporation
maintaining the same standard of behaviour as if you 
were at work, when travelling on Corporation business 
or in situations where you could be perceived as a 
representative of ACC
having a professional standard of dress
forwarding any media enquiries to the Media Unit, who 
will advise you on how the query is to be handled
behaving in a manner that will not bring ACC into 
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advising your manager if convictions or charges are laid 
against you whilst working for ACC
maintain appropriate boundaries and relationships with 
clients and the people that you work with.
Refer to the Dress Code, Conflict of Interest Policy, Procurement 
Policy, Gifts And Gratuities Policy, Media Policy, and Social 
Media Policy.
5.  Act in a politically neutral manner by:
ensuring that your behaviour maintains Ministerial and 
public confidence in the impartiality of advice given and 
actions taken
ensuring your individual comments do not compromise 
either the Corporation or the Minister (e.g. stating 
or implying your personal view on an issue is the 
Corporation’s view)
ensuring your participation in political matters does not 
bring you into conflict or the appearance of conflict with 
your duty to act in a politically neutral manner.
Refer to the State Services Standard of Integrity and Conduct.
Conflict of Interest Policy, and Social Media Policy.
6.  Use ACC information and property appropriately by:
being responsible for the security and confidentiality 
of all information that you deal with during your 
employment with ACC
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use financial and non-financial information gathered 
by ACC and your knowledge of ACC’s systems and 
processes only to perform the Corporation’s business
treating all ACC assets with care and respect
taking all reasonable steps to protect client privacy
reporting any actual or potential privacy breach 
immediately to your Privacy Champion.
Refer to the Privacy Policy, Social Media Policy, information 
security policies, Fraud Policy, and Internet Access, Email and 
Instant Messaging Policy.
7.  Act within the law (in particular Accident Compensation Act 
2001, Official Information Act 1982, Privacy Act 1993, Health 
Information Privacy Code 1994, Human Rights Act 1993, 
Employment Relations Act 2000 but including any other 
relevant legislation).
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Additional expectations 
for managers
Managers are representatives of ACC both when dealing with 
external customers or stakeholders, and when dealing with 
internal employees and contractors. Managers have a lead 
role in establishing and promoting our expected standards of 
behaviour and integrity. Managers are expected to consider their 
behaviour, actions and decisions in terms of the expectation to 
be fair, impartial, trustworthy and responsible at all times.
As a manager you are expected to:
manage employees in line with the Code of Conduct, and 
other ACC policies, processes, standards and systems 
in place to support you as a manager (e.g. coaching 
programme, performance management processes).
lead, model and promote the expected standards of 
behaviour and integrity within the Code of Conduct and 
other internal policies and processes, providing employees 
with education on these where needed.
represent ACC positively when interacting with your staff 
and deliver its policies, changes, initiatives or decisions in a 
manner consistent with ACC’s intentions.
take ultimate responsibility for work quality and the actions 
and decisions of employees in your team.
manage within your capabilities and take ownership of your 
own development and that of your team.
manage within the delegated authorities framework as 
specified in the Delegations Manual.
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Misconduct and Serious 
Behaviour or actions that are investigated and found to be 
in breach of the Code of Conduct may result in disciplinary 
action. In all instances, the discipline and dismissal procedures 
available on the Intranet will be followed and the employee will 
have an opportunity to provide an explanation for their actions 
or behaviours and have the right of representation.
The action taken will depend on the severity of the breach:
Breaches of the Code of Conduct that are deemed 
Misconduct may lead to disciplinary action up to and 
including a final warning.
Breaches of the Code of Conduct that are deemed 
Serious Misconduct may lead to disciplinary action up to 
and including summary dismissal. Summary dismissal 
is termination of employment without notice or prior 
If any breaches normally considered to be misconduct are 
very serious or repeated, these may be deemed serious 
misconduct and could result in disciplinary action up to and 
including summary dismissal.
The lists below of actions considered to be misconduct or 
serious misconduct are intended as a guide for employees, 
and are examples only. They do not constitute an exhaustive 
list of breaches of the Code of Conduct. Talk to your manager 
if you have any concerns about what might be considered 
unacceptable behaviour or before you take a course of action 
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that you are not entirely sure falls within the bounds of 
acceptable behaviour.
Examples of Misconduct include:
any act of negligence injuring the Corporation
disobeying a lawful and reasonable instruction from a 
failure to meet the standards of performance and behaviour 
expected of ACC employees
inappropriate behaviour or relationships
any action which may in any way damage the relationship 
of trust and confidence between ACC and Government, 
other agencies or the community
allowing unauthorised access to, or disclosure of, any 
matter or information in relation to ACC business
misuse of ACC internet and/or email systems
absence from duty or place of work without proper reason 
or authorisation, repeated lateness for work, or repeated 
absenteeism without just cause
failure to comply with any ACC policy or procedural 
any behaviour of a similar type.
Serious Misconduct
Examples of Serious Misconduct include:
dishonesty of any kind
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fraud against ACC or a claimant
handling a claim relating to oneself, a relative, acquaintance 
or friend without the express approval of the manager, or 
taking a role as an advocate for a claimant without approval
corruption – accepting a bribe, inducement, reward or gift, 
or complying with a request or threat to use your position to 
provide a benefit to any person or third party, which has the 
effect of allowing inappropriate activity or compromising 
the impartial performance of your duties
failure to declare any activity, business interest or 
employment that has the potential to conflict with ACC 
accessing ACC information relating to family, friends, 
acquaintances or clients without legitimate cause
criminal conviction, leading to imprisonment or adversely 
affecting the employee’s ability to carry out their work. 
Offences generally considered unacceptable are outlined 
in the Screening for Criminal Convictions policy but will be 
determined according to the nature of the employee’s role
misuse or unauthorised possession or sharing of ACC 
property and/or information (e.g. misuse of financial 
information or client information)
harassment of anyone you work with (eg. client, employee, 
abusive or discriminatory statements or practices
fighting with, assaulting or abusing another person
drug, alcohol or substance abuse during working hours or 
work performance affected by drug, alcohol or substance 
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dangerous or unsafe work practices, including non-
compliance with ACC WorkSAFE and health and safety 
any act that has the potential to bring ACC into disrepute
significant failure to comply with any ACC policy or 
procedural requirements
any behaviour of a similar type.
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Related policies
The following related policies are referenced within the Code of 
Conduct. Each one provides further information on the particular 
aspect of the Code of Conduct it relates to:
Equal Employment Opportunities
Bullying and Harassment
Conflict of Interest
Delegations Manual
Disclosing Serious Wrongdoing under the PDA 2000
Dress Code
Health, Safety and Security
Information Security
Internet Access, Email and Instant Messaging
Gifts and Gratuities
Social Media
taking leave policies
Code of ACC Claimant’s Rights.
These policies are provided on The Sauce. You must read, understand 
and follow these in addition to the Code of Conduct.
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ACC480  November 2012
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