To promote and maintain a community where older people and people with dementia can “dwell at ease” with confidence of their self-worth and supported to live as independently as possible in the manner which enhances their sense of self
Residents can be “all that they want to be”.
Our values underpin all that we do and are demonstrated through our everyday actions, giving our mission life.
The Millmerran Centenary Retirement Village Inc. (MCRV) sets out the behaviours expected of all our employees including all those who provide services for, or on behalf of, Millmerran Centenary Retirement Village Inc. including but not limited to volunteers, independent contractors, visiting medical practitioners, agency staff and students.
The Code gives expression to the MCRV values.
The Code helps us understand our obligations and responsibilities to each other and to the organisation.
MCRV’s mission and vision can be achieved only if we hold each other to the highest standards of behaviour in all that we do.
The Code comprises two sections:
- Overview of our values, including the behaviours that demonstrate what it means to uphold our values, and
- Policies and expectations in relation to workplace conduct.
The Code also forms part of our employment contracts/terms of engagement with MCRV. It is important that, as well as committing to the Code, each person who works within our facility assumes responsibility for demonstrating the behaviours articulated in the Code.
The MCRV Code of Conduct seeks to provide the basis for developing a positive, engaging workplace culture – a culture which reflects our values. This can only be achieved when each of us is accountable, both individually and collectively, for the way in which we conduct ourselves in the workplace and how we interact with our stakeholders.
Application of the Code
This Code applies to anyone who is employed by, works with, or represents MCRV (in any capacity) including employees, visiting medical practitioners, contractors, agency employees, students, volunteers and consultants.
Employees should read this Code in conjunction with any Code of Conduct specific to the completion of their duties and provision of aged care services.
Compliance with the Code
It is the responsibility of all employees to understand and uphold the standards and principles prescribed in this Code and all relevant policies. Our duty also extends to supporting others to do the same, continually observe the Code, and report any known or suspected breaches of which we may become aware. Behaviours that breach the spirit or the stated requirements of the Code may result in disciplinary action, which may include termination of employment /engagement.
Our values are evident in the ways in which we behave, care for our patients and residents and interact with others. Some examples of our values in action include:
- Hospitality: We welcome all people to our services and facilities
- Human Dignity: We recognise the dignity and worth of every person, treating them fairly and without being judgemental
- Respect: We treat others as we would wish to be treated ourselves
- Honesty: We are truthful and principled, with ourselves and with others, in all we say and do
- Reflective Practice: We consider our actions, behaviour and decisions in light of our mission
- Innovation: We embrace learning and we are open to change
- Accountability: We take responsibility for our actions and exercise good stewardship of the resources entrusted to us
- Safety: We create a climate of confidence and trust ensuring that we act in a manner that prevents harm
Our care is:
- Provided in an environment underpinned by our mission and values
- Holistic and centred on the needs of each resident
- High quality, safe, and continuously improved to ensure best practice
- Innovative and informed by current research using contemporary techniques and technology
- Delivered by a team of dedicated people who are supported in a continuing development of their skills and knowledge
All individuals are expected to act professionally and ethically, demonstrating an understanding and commitment to the Code in carrying out their duties at MCRV.
The Code is not intended to be read as a set of rules and it cannot address all possible situations an individual may encounter. As a member of MCRV staff each of us has a personal responsibility and accountability to exercise good judgement and obtain guidance when we are in doubt.
We believe our professionalism and personal commitment has a great impact on the quality of our care, as well as resident satisfaction.
MCRV requires all employees to be punctual and attend work as required by their terms of engagement or employment with individual breaks taken in accordance with their respective work or engagement arrangements. It is important that individuals demonstrate accountability for their attendance by following protocols for recording attendance on arriving and leaving work, as well as, reporting and accounting for all absence(s) as soon as practicable.
Complaints and issues resolution
At MCRV, we respect the views and opinions of all individuals. We regard all issues and complaints as important and entitled to be handled promptly, fairly, consistently and in a professional manner. As a general principle, and as appropriate to do so, employees are encouraged to resolve an issue at the local level either by discussing the matter directly with the person involved or with their manager or supervisor.
Compliance with the law
As an organisation we are subject to laws and regulations in all the locations within which we operate and commit to informing and educating employees of their obligations in a timely manner. As a member of MCRV, you are expected, as a condition of your engagement with the organisation, to understand the legislation applicable to you in undertaking your duties with, or for, MCRV. Employees are required to abide by MCRV policies and procedures, instructions and/or lawful directions that relate to their work at, or with, MCRV.
Confidential information includes all non-public information about MCRV or its stakeholders (for example: records relating to residents, employees, our operations, our suppliers etc.).
As a member of MCRV, we have an obligation to ensure confidentiality of all information, materials, dealings accessed or acquired during the course of our work is maintained (unless specifically authorised) and that information is not misused.
Some ways of maintaining confidentiality include ensuring that information that is confidential is only shared with authorised recipients, information is not used for any purposes other than for performing work at MCRV, or complying with laws that govern the use and disclosure of information, including privacy laws.
It is very important that we understand that our obligation to protect the confidentiality of information continues to take effect even after the cessation of our work/contract/employment with MCRV.
Conflict of interest
A conflict of interest exists when it is likely, or could be perceived, that an employee could be influenced by a professional and/or personal interest whilst undertaking their role with MCRV.
As employees of MCRV, we must act in good faith, subscribe to the course of highest integrity and act in the best interest of the public. It is therefore important for us not to participate in activities that involve a conflict between our duties and responsibilities, or which are prejudicial to MCRV.
Any individual employed by MCRV must make decisions in the best interests of MCRV, as conflicts of interest that lead to biased decision making may constitute unethical and/or (in some instances) fraudulent conduct.
Criminal history reporting
An employee or any individual, as required as a condition of employment, shall immediately inform their manager if charged or convicted with a criminal offence. All new employees will be subject to a national criminal history check prior to starting employment with MCRV.
Environment and sustainability
We have an obligation and commitment to behave in a way that takes into account our responsibilities to the broader community and the environment we share by ensuring the environmental impact of our facilities is well managed and, where possible, reduced. There is a strong connection between observing our mission and treading lightly upon the earth. As individuals and as an organisation we need to be aware of the impact our operations have and what we can do to minimise this.
Equal Employment Opportunities and non-discriminatory practices
MCRV values and takes pride in diversity and continually strives to build an inclusive workforce that remains respectful and appreciative of each other’s differences.
We are an equal opportunity employer and do not tolerate any form of unlawful discrimination, harassment, treating someone less favourably, bullying, victimisation, other unacceptable or offensive conduct whether made directly (e.g. in person) or indirectly (through another medium e.g. making derogatory comments about a person to another, posting comments on social networking forums, etc.).
As employees of MCRV, we shall work cooperatively, support and learn from each other and accept and respect the differences in our opinions and our personal styles of interaction. We each have a personal responsibility to contribute to a work environment that is fair, transparent in its operations, impartial, and to ensure individuals are treated with dignity, courtesy and respect.
Fraud, theft and corruption
MCRV promotes an organisational culture that does not tolerate acts of fraud, theft or corruption by its employees. All employees have a responsibility for the proper management of MCRV resources.
Fraud can take many forms, but it always involves deceit. Theft is an act of stealing or taking something that does not belong to you without permission from its rightful owner or manager. Regardless of who benefits, any act that involves fraud, theft or misappropriation of property, money, resources or services of MCRV, including that of its employees, residents, clients or suppliers is strictly prohibited and will not be tolerated.
Fundraisers and sponsored/facility organised functions
As fundraising is governed by legislation, appropriate approval is required prior to conducting any fundraising activities. Employees attending any sponsored or facility organised event are expected to represent the organisation in accordance with the Code of Conduct.
Gifts and hospitality
Both the giving and receiving of gifts and/or hospitality have the potential to impact our operations. In all circumstances where gifts are offered, the values of integrity and fairness must be upheld, and the receipt of gifts should not alter the manner in which residents, suppliers, employees and/or other stakeholders are treated. The acceptance (or giving) of gifts, services and hospitality is related to the issue of conflicts of interest and can leave MCRV vulnerable to accusations of unfairness or partiality. The giving and receiving of gifts and hospitality in relation to work are governed by the relevant policies on gifts and benefits.
Unless governed by law or agreed in writing, any intellectual property developed by an employee during, or as a result of, their employment or engagement with the company is the sole property of MCRV. An employee may retain the copyright of work produced only if approved by the MCRV Board or their delegate.
Media and public representation
MCRV Australia respects an individual’s freedom of expression and the right to share insight and express one’s opinion. In so doing, employees must exercise personal responsibility and care during or outside of work (including comments made online, through social networks and/or other media) to ensure that any information, casual comment or actions by an individual does not reveal any private or confidential information, or contravene our values, misrepresent or cause reputational damage to MCRV or its stakeholders.
Only authorised employees/spokespersons nominated by the MCRV Board or their delegate may speak or make representations (via public comment on news/media networks) on behalf of MCRV. Any request for an interview or public comment by media representatives must be referred to the Board or their delegate.
Other employment (outside MCRV)
Full time employees may engage in outside employment or in the conduct of a business, trade or profession following approval from the Facility Manager.
Consideration of requests to engage in outside employment would principally be concerned to establish whether the outside employment would interfere with the proper performance of official duties without risks to an individual’s health and safety or whether it would give rise to a conflict of interest.
Part time employees who engage in employment outside of MCRV must notify their manager that they are employed by another organisation and take all reasonable steps to ensure employment outside of MCRV does not pose a risk to their health and safety or interfere with the full and proper performance of their MCRV duties.
Employees who participate in political activities shall ensure this involvement does not conflict with their responsibility to serve the organisation in a politically neutral manner when engaging in their work duties.
All employees are required to maintain a professional image through high standards of grooming and personal presentation. The requirement to be appropriately groomed and well-presented also extends to contractors and subcontractors who attend MCRV services/facilities. Employees are to wear a full issue of uniform where one is provided. While on duty, dress and appearance shall be neat, clean and appropriate to the nature of the work to be undertaken and in compliance with relevant organisational policy (e.g. uniform, PPE and infection control).
MCRV offers a smoke free workplace within its premises. Smoking is only permitted in designated smoking areas and during designated breaks.
For the comfort of all, employees are asked to minimise residual odour of tobacco prior to returning to the work area as the smell of cigarette smoke on your person may be offensive to non-smokers and residents who are generally vulnerable and unwell.
The consumption, distribution or possession of alcohol and other (illicit or illegal) drugs, which may adversely affect performance or conduct and therefore jeopardise the safety and welfare of oneself or others including residents, is not permitted during or prior to attending work or work related activities. It is the responsibility of individuals to notify their manager or supervisor if they are consuming medications/prescription drugs that may affect their ability to perform their work.
MCRV recognises that there may be occasions when alcohol is provided as part of an official work function or event. It is a shared responsibility MCRV and individual employees that the consumption of alcohol during such occasions is reasonable such that it does not affect anyone’s health, safety, wellbeing and/or enjoyment of oneself and others.
Use of official resources
Having due regard for the resources we use in our work and using them efficiently and appropriately is the personal responsibility of each employee. Resources in this instance include, but are not limited to, materials (or equipment) or funds that are available to an individual to carry out their work.
All such resources must be used effectively, economically and solely for legal and authorised purposes. Requests to use resources outside of MCRV work shall be pre-approved by the manager or supervisor.
MCRV may obtain corporate (i.e. discounted) rates on some services and/or supplies (e.g. travel, accommodation, stationery). It should be noted that such services and supplies have been made available for the purpose of carrying out work related activities only.
MCRV recognises that employees, from time to time, may need to access or use company resources for private use to enable them to better manage their balance between work and other personal commitments.
Employees who wish to make, or expect to receive; personal telephone calls should take care to ensure these are kept to a minimum (and only during authorised breaks) whilst at work and it does not impact on the operations of their work area or their work.
We must avoid the personal use of telephones or other company resources (e.g. computers) that are located in public areas to ensure our standard of service delivery is not compromised and is in compliance with relevant policies. It is vital we understand that the availability of such resources is not an entitlement but a privilege and any abuse or misuse of resources may result in withdrawal of access to such privilege.
Work Health and Safety (WHS)
MCRV is committed to providing a work environment that is safe, appropriate for work, mitigates risk to one’s health and that promotes wellbeing of its employees. We aim to achieve this through an effective WHS system that is fully integrated into our daily activities. Working safely is a condition of employment and everyone is accountable for meeting health and safety requirements. All employees are expected to comply with the Health and Safety Policy and take reasonable care in ensuring:
- Their own safety and that of others
- Compliance with relevant legislation, organisational policies and work practices, and
- Active participation in WHS training and reporting any WHS matters
We do not tolerate improper conduct by employees or officers, or the taking of reprisals against those who come forward to disclose such conduct or a related breach. MCRV supports the making of disclosures and encourages employees to maintain awareness. While we are encouraged to report and express our concerns, it is crucial that this is done in a fair, honest and respectful manner. If you make a report in good faith, you will not be disadvantaged in any way, even if the reported conduct is later found not to be in breach of the Code.
Bullying – Bullying is repeated unreasonable behaviour that could reasonably be considered to be humiliating, intimidating, threatening or demeaning to a person, or group of persons, which creates a risk to health and safety.
Discernment – the act or process of exhibiting keen insight and good judgment.
Disciplinary action – action taken as a result of the disciplinary process and is always the outcome of a substantiated allegation or assessment which may involve warnings, expectation of performance and/or termination.
Discrimination – when a person is treated unfavourably because of a particular protected attribute (e.g. sex, marital status, pregnancy, parental status, breastfeeding, age, race, impairment, sexual orientation, religion, medical history, political belief, trade union activity, lawful sexual activity; or association with, or relation to, a person identified on the basis of any of the above attributes).
Employee – including engagements as a director, employee, visiting medical practitioner, contractor, subcontractor, labour hire company, outworker, apprentice, trainee, student, facilitator or volunteer.
Fraud – the intentional use of false representations or deception to avoid an obligation, or gain unjust advantage.
Gift – includes entertainment, hospitality, travel or other benefit or an item of property, whether of a personal nature or otherwise.
Harassment – repeated behaviour by an individual, that is directed at an individual or group of individuals; and is offensive, intimidating, humiliating or threatening; and is unwelcome and unsolicited; and a reasonable person would consider being offensive, intimidating, humiliating or threatening for the individual or group of individuals in all the circumstances.
Intellectual property – an invention, original work, the results of scientific research or a product development, which can be protected under legislation and common law depending on the type of intellectual property involved. Examples include: computer software, illustrations, written documentation.
Lawful – warranted or authorised by the law, or alternatively, neither contrary to nor forbidden by the law.
Manager – a general term meaning a person with supervisory or resource management responsibilities at any level.
Misconduct – behaviour that does not conform to the required standards of workplace conduct that could, if proved to be a criminal offence or a disciplinary breach, provide reasonable grounds for terminating an individual’s services, if the individual is or were the holder of an appointment.
Professional – standards of conduct established by organisations representing professions that apply to individuals in their professional capacity.
- Fair Work Act 2009 (Cwth)
- Privacy Act 1988 (Cwth) Privacy Amendment (Enhancing Privacy Protection) Act 2012 (Cwth),
- Anti-Discrimination Act 1991 (Qld)
- Racial Discrimination Act 1975 (Cwth)
- Sex Discrimination Act 1984 (Cwth)
- Disability Discrimination Act 1992 (Cwth)
- Tobacco and Other Smoking Products Amendment Act 2004 and Amendments
Work Health and Safety Act 2011