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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Introduction
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
Opportunities.
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
standards
•
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
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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
disrepute
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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
Misconduct
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
warnings.
•
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.
Misconduct
Examples of Misconduct include:
•
any act of negligence injuring the Corporation
•
disobeying a lawful and reasonable instruction from a
manager
•
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
requirements
•
any behaviour of a similar type.
Serious Misconduct
Examples of Serious Misconduct include:
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•
dishonesty of any kind
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•
theft
•
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
business
•
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,
contractor)
•
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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abuse
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•
dangerous or unsafe work practices, including non-
compliance with ACC WorkSAFE and health and safety
legislation
•
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
•
Fraud
•
Health, Safety and Security
•
Information Security
•
Internet Access, Email and Instant Messaging
•
Media
•
Privacy
•
Procurement
•
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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www.acc.co.nz
ACC480 November 2012
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