Code of Ethics & Code of Conduct

A Code of Ethics and a Code of Conduct

for all University Staff and Students

CONTENTS

Vice-Chancellor’s Address

Code of Ethics

Code of Conduct

VICE-CHANCELLOR’S ADDRESS

Members of The University of Western Australia

This Code of Ethics and Code of Conduct forms part of the University’s accountability framework and provides direction to you on a range of ethical issues that you may confront in your day-to-day work or study. Agreement to abide by these Codes is an integral component of the University’s contract of employment with its employees. The University of Western Australia is committed to complying with all applicable laws and standards, promoting a culture of fair and ethical behaviour and encouraging the reporting of corrupt practices, breaches of the law and matters detrimental to the University or its reputation.

The University Senate fully supports the principles and related practices espoused by the Code of Ethics and Code of Conduct.

The Codes are part of a three-tiered package. The Code of Ethics is a set of broad-based statements centred around three key principles:

• equity and justice;
• respect for people; and
• personal and professional responsibility.

The Code of Conduct then identifies a number of specific ethical issues likely to emerge in a University setting relating to these three principles and provides further direction. It does not and cannot cover every possible situation.

The third level is that of University Policy. The University of Western Australia has a well-developed policy framework in regard to the items identified in the Code of Conduct. Rather than restate these in full in this document, reference is made to the website addresses where further information and policy direction can be obtained.

Professor Alan Robson
Vice-Chancellor

March 2011

CODE OF ETHICS

This Code of Ethics is a statement of the ethical principles, values and behaviours expected of staff and students at The University of Western Australia. It flows from the following statement in the University’s Strategic Plan:

The Code of Ethics is intended to assist staff and students to identify and resolve ethical issues that might arise during their employment or in the course of their studies. It is designed to guide them in their dealings with colleagues, students, the University, and local, national and international communities. The Code of Ethics puts forward a set of general principles rather than detailed prescriptions. It stands beside, but does not exclude or replace, the rights and obligations of staff and students under common law or legislation. The Code of Conduct then provides more specific information about the University’s policies, rules and expectations based on these principles.

The University is a complex organisation comprising diverse groups that have different relationships to one another. These may be relations of power and/or status. It is essential in such a community that all members recognise and respect not only their own rights and responsibilities, but also the rights and responsibilities of other members of the community and those of the University itself.

The University recognises that many of its staff are also bound by codes of conduct or ethics defined by learned or professional societies or groups. Staff may have multiple allegiances: to their disciplines or profession at national and international levels (the invisible colleges), to the academic profession, to the community at large and to the University. Staff and students may also have allegiances to particular religious or cultural traditions. It is recognised that these allegiances are not always in harmony. It is an obligation of a staff member or student to weigh the importance of these allegiances in each particular set of circumstances and to notify an appropriate officer of the University where such conflict does or may arise.

The Code of Ethics is based on three universal ethical principles. These are:

Equity and Justice

People are to be treated fairly – not discriminated against, abused or exploited. Justice is concerned with power sharing and preventing the abuse of power. In a just community all members can access opportunities that allow for their full participation in that community.

Respect for People

People should be treated as individuals with rights to be honoured and defended. Respect empowers others to claim their rights and to achieve their potential. Respect for the rights of other people is the basis on which individuals become members of a community and accept their social responsibilities to behave with integrity.

Membership of a community means that individuals not only have rights but also duties and responsibilities to others to act openly and honestly. Demonstrating respect for persons requires, for example, dealing with disagreements by reasoned argument rather than by using language (words, style and tone) that have the effect of inappropriately attacking or demeaning the listener.

Personal and Professional Responsibility

The principle of taking personal and professional responsibility requires not only that people avoid doing harm to others but that they exhibit courteous behaviour upholding the standards expected of all members of the University community as part of achieving a common good. In so doing they are expected to protect the rights of others and respect the diversity of cultures and peoples. Those well-positioned to assert their rights have a reciprocal duty to exercise care towards those who depend on them for their well-being. This principle involves stewardship of assets, resources and the environment.

When a conflict arises between a staff member’s or student’s self-interest and duty to the University, the issue should be disclosed to an appropriate officer of the University. Wherever feasible the staff member or student should not play a role in decision-making that might be associated with that issue.

The Code of Ethics underpins a Code of Conduct that outlines the actions or procedures applicable to employees and students at The University of Western Australia for a range of specific ethical issues.

CODE OF CONDUCT

The Code of Conduct is based on principles, values and behaviours outlined in the Code of Ethics. This Code applies to all staff and students of the University. Contractors, their employees and representatives, and visitors engaging in any University-related activity are expected to conduct themselves in a manner consistent with this Code.

The Code of Conduct underlines:

• The rights of employees to be treated fairly and equitably in the workplace;
• Avenues for resolving complaints or breaches of policies and Codes; and
• The legal and ethical obligations and expectations of all students and staff to act in accordance with the expressed standards of conduct, integrity and accountability contained in relevant legislation, University policies and Agreements.

The objectives of the Code are to:

• Provide direction to staff and students around expected conduct whilst affiliated with the University;
• Assist staff and students in dealing with ethical issues in ways that reflect the University’s values and standards;
• Promote professionalism and excellence;
• Express shared assumptions and organisational values;
• Provide staff and students with direction in ethically ambiguous situations;
• Detail the University’s social responsibilities; and
• Provide a statement on public accountability and corporate governance.

The Code does not supersede other policies or agreements that The University of Western Australia has in place. Appendix 1 contains a list of Acts relevant to the Code of Conduct, and reference is made to relevant University policies and agreements throughout this document. Appendix 2 provides a list of contact positions for further information on specific matters contained in the Code of Ethics and Code of Conduct.

The Code of Conduct does not and cannot cover every possible situation. You can, however, test yourself on whether your behaviour is ethical by asking yourself three questions:

• Would I be happy to have what I am saying or doing appear on the front page of the newspaper?
• Does what I am saying or doing serve a purpose beyond self-interest?
• Would I like to be spoken to or treated in this way?

Members of this University should be aware that any breach of this Code may result in disciplinary action being taken.

1.   Equity and Justice

The University has adopted the following Equal Opportunity Policy Statement:

Equal Opportunity and Affirmative Action Policy Statement

1.1   Equity of access to employment and programs

The University is committed to providing an environment of equal opportunity, free from discrimination, for existing and prospective staff and students in the pursuit of their academic and professional goals and the realisation of their potential to contribute to the achievement of the University’s mission. This objective is supported by an employment philosophy of providing job security through ongoing employment where possible, and encouraging flexible work practices that accommodate a range of needs in a diverse workforce. The University seeks to remove any barriers that may impede full access to the benefits and conditions of employment and the delivery of University services.

Flexible Work and Leave Practices Policy

The UWA Disability Access and Inclusion Action Plan 2011-2016

Mental Health Policy

Policy and Procedures for Dealing with Equity Enquiries and Grievances

1.2   Harassment

UWA is committed to maintaining an environment where students and staff are valued, respected and able to realise their full potential. Harassment and discrimination of any form such as sexism, racism or bullying has no place in such a culture. All forms of harassment and discrimination are serious issues that undermine morale and can adversely affect the ability of staff and students to feel included within the University. Such behaviour is unacceptable and all complaints will be dealt with fairly and promptly. In particular, the University will not tolerate bullying, disability harassment, racial harassment, or sexual harassment. Disciplinary action will apply to any staff member or student who is found to have harassed another member of the University community.

Harassment and discrimination are contrary to the principles developed in the University’s Code of Conduct and Equal Opportunity policy. In addition to University policies, the University is bound by legislation which makes harassment and discrimination unlawful.

Discrimination
Under Equal Opportunity legislation, discrimination occurs when a person, or a group of people, are treated less favourably than another person or group, in the same or similar circumstances, because of irrelevant attributes such as their age; race (including colour, descent, national or ethnic origin); sex; marital status, pregnancy, or family responsibilities; disability; political or religious conviction; and sexual orientation or gender history.

Indirect discrimination occurs when an apparently neutral requirement, condition or rule unfairly impacts on people with a particular attribute or characteristic (e.g. disability, gender or race) compared to people without that attribute, and the rule or requirement is not reasonable in the circumstances. For example, providing a service on the first floor of a building where the only access is by stairs could be considered indirect discrimination against a person with impaired mobility.

Equal Opportunity and Affirmative Action Policy Statement

Policy and Procedures for Dealing with Equity Enquiries and Grievances

Equity and Diversity Lectopia: Workplace Discrimination Series

Bullying
The University acknowledges that all employees have the right to dignity at work in an environment free from bullying. The University has a duty of care to all members of its community and violence, aggression and bullying are unacceptable.

The UWA Collective Agreements define workplace bullying as:

The general 'duty of care' provisions embedded in legislation apply to all staff, and every employee must be aware of their duty not to place the safety and health of others at risk by engaging in violence, aggression or bullying behaviour. The University encourages all employees to report workplace bullying.

UWA Collective Workplace Agreements

Conduct in the Workplace Policy

Statute 17 Student Discipline and Regulations for Student Conduct and Discipline

Equity and Diversity Lectopia: Workplace Bullying Prevention Series (DVD)

Disability Harassment
Disability harassment is any verbal, physical or written act taken in relation to a person with a disability that is reasonably likely to humiliate, offend or distress the person, or an associate of the person with a disability, such as a relative or carer. The University is required to take reasonable steps to ensure staff are aware of their obligations under the Disability Standards for Education 2005 and know what action to take if harassment occurs.

The UWA Disability Access and Inclusion Action Plan 2011-16

Mental Health Policy

Disability Standards for Education 2005

Racial Harassment
Racial harassment is any verbal, physical or written act which is based on a person’s colour, physical characteristics, descent, country of origin, ethnic background or nationality, and is unwanted, unacceptable and offensive to the person, or those related to, or closely associated with, that person. The WA Equal Opportunity Act and Commonwealth Racial Discrimination Act make racial harassment in employment and education unlawful. Racial harassment conflicts with the University’s Equal Opportunity and Affirmative Action Policy and with the rights of all staff and students to receive fair and equitable treatment.

Racial Harassment

Sexual Harassment
Sexual harassment is unwelcome, unsolicited and unreciprocated conduct with a sexual component which offends, intimidates, embarrasses or humiliates a person. It has nothing to do with mutual attraction, consensual romantic involvement or friendship. Such conduct can be in the form of words or actions, including circulating or displaying written or pictorial material that is sexually offensive or belittling in any form, including print, email, text messaging and, where specifically directed toward a person, on social networking websites.

Sexual harassment involving a physically violent and/or coercive component such as physical molestation or assault, persistent following or stalking, indecent exposure, and obscene communications in any media, may be considered sexual assault and possibly a criminal offence.

Established cases of sexual harassment will be considered serious misconduct.

Sexual Harassment

Charter of Student Rights and Responsibilities

Equity and Diversity Lectopia: Introduction to Sexual Harassment in the Workplace

1.3   Academic Freedom

Academic freedom is recognised and protected by this University as essential to the proper conduct of teaching, research and scholarship. Freedom of intellectual thought and enquiry and the open exchange of ideas and evidence are a UWA core value. All academic and research staff should be guided by a commitment to freedom of inquiry and exercise their traditional rights to examine social values and to criticise and challenge the belief structures of society in the spirit of a responsible and honest search for knowledge and its dissemination. In this context students have the right to participate in political activities on campus. (See also 3.8 Public Comment)

1.4   Union Membership

University staff and students have the right to choose whether or not to join a trade union or association. Similarly, those who choose to join may also choose whether or not to participate in union activities.

1.5   Lawful Obedience

All members of the University must act lawfully, comply with all relevant legislative and industrial requirements, act within their delegations of authority, and comply with University policies. See the list of the relevant Acts at Appendix 1.

2.   Respect for People

2.1   Confidentiality

Staff members who have access to official University documentation and information must take care to maintain the integrity, confidentiality and privacy of such information to protect any individual concerned. Members of the University should also undertake to maintain the privacy of oral communications where that has been requested.

Staff files are highly confidential records relating to staff members. It is essential that staff members feel confident that information relating to them is treated in an appropriate manner, with due attention paid to the need for non-disclosure of file contents outside normal University business transactions. Staff must take care to respect the confidentiality and privacy of students and only provide information when authorised by the Registrar’s Office or for legitimate purposes.

Access to and Use of Staff Files

Professional and Consultative Work: Policy Requirements

About the Freedom of Information Act

Privacy of Electronic Material Policy

2.2   Complaints

Staff and students of this University are entitled to fair and equitable complaint procedures. The University has a number of avenues for assistance with complaints and disputes, depending on their nature. These include the Equity and Diversity Adviser Scheme, Employee Relations and Management Services, Equity and Diversity, Complaints Resolution, and the UWA Student Guild. Contact details are listed in Appendix 2.

The University is bound by the WA Public Interest Disclosure Act which permits complaints about University staff to be investigated on a protected and, if necessary, anonymous basis. In some circumstances, or if you are afraid of repercussions, it may be necessary to raise an issue directly with one of the University’s Public Interest Disclosure Officers to discuss the matter. See 3.2 ‘Public Interest Disclosure’ for further information and Appendix 2 for contact details.

Complaints Policy and Procedures

Dispute, Grievance and Review Procedures (Academic Staff)

Dispute and Grievance Procedures (Professional and General Staff)

Dispute Settling and Grievance Procedures (ELICOS Teachers)

Disputes and Grievances (Childcare Employees)

Policy and Procedures for Dealing with Equity and Diversity Enquiries and Grievances

Code of Good Practice for Graduate Research Supervision

Charter of Student Rights and Responsibilities

2.3   Intellectual Property

Intellectual Property is recognised by this University and stipulates that the benefits should provide equitable returns to the originators of intellectual property, both as an incentive and reward, as well as to the University. Regulations provide for the ownership of intellectual property created by students and staff of the University. Intellectual Property includes inventions and copyright in various types of work.

University Policy on: Intellectual Property

Intellectual Property Regulations

3.   Personal and Professional Responsibility

3.1   Fraud and Corruption

The University Policy on Fraud and Corruption, in conjunction with the Guidelines for Dealing with Fraud and Corruption at UWA, clarifies the responsibilities of all University staff in creating an honest, ethical and professional workplace, and outlines the requirements and protocols for raising issues of suspected fraud and corruption and the conducting of investigations, including referral to the Corruption and Crime Commission of Western Australia.

Fraudulent and corrupt conduct generally involves behaviour that is deliberately dishonest or deceitful and involves the abuse of trust which leads to a person gaining a benefit from these types of actions. The Guidelines for Dealing with Fraud and Corruption at UWA may assist in identifying activities considered as fraudulent or corrupt conduct within the University. Examples include unauthorised use of University property, undeclared conflicts of interest, falsifying or manipulating research data, misrepresenting a person’s involvement in research/projects, or making false claims of expenses or leave entitlements.

Employees at all levels within the University have a duty to report any act or situation that may be suspected as fraudulent or corrupt as soon as they are aware of these circumstances. If you believe that a person is involved in fraudulent or corrupt activities, you should follow the University’s normal channels for reporting misconduct. However in some circumstances, or if you are afraid of repercussions, it may be necessary to raise an issue directly with a senior manager, or one of the University’s Public Interest Disclosure Officers to discuss the matter. See 3.2 below for further information and Appendix 2 for contact details.

University Policy on: Fraud and Corruption

3.2   Public Interest Disclosure

The University is bound by the WA Public Interest Disclosure Act which permits complaints about University staff to be investigated on a protected and, if necessary, anonymous basis. Because the University falls under this Act, staff and students who report such behaviour to one of the University’s Public Interest Disclosure Officers are provided with protection for doing so. Those who are alleged to have committed corrupt or other improper behaviour are also protected by the Act’s provisions on confidentiality. The UWA Public Interest Disclosure Officers are the Director of Legal Services, Director of Human Resources, and Manager, Complaints Resolution. Contact details are in Appendix 2.

3.3   Safety and Health

The University is committed to providing and maintaining safe workplaces, plant and systems of work as far as reasonably practicable. All activities are required to be properly planned and conducted in accordance with legislative, industry and relevant standards to ensure the safety, health and welfare of all participants and others.

All persons who organise or conduct activities for or on behalf of the University are responsible for acquiring and keeping up to date knowledge of safety and health matters and ensuring that appropriate resources and processes for eliminating or minimising risks from hazards are in place. Effective communications and compliance through documentation, inspection and reviewing of activities is required in order to demonstrate due diligence.

All staff and students are required to take reasonable care of their safety and health and that of others, follow all safety and health policies and procedures and report all known or observed hazards, incidents and injuries.

Safety and Health

3.4   Sustainability

A world-class organisation is recognised by its capacity to develop and harness the capabilities of its staff and resources through effective management with a commitment to sustainability principles and practices. The University embraces this direction. The UWA Operational Priorities Plan for 2009-2013 establishes objectives for a sustainable future for the University. The University aims to:

• Minimise the University’s impact on world climate change;
• Minimise use of finite resources;
• Better manage and reduce overall resource use;
• Identify and address service problems highlighted by energy and water conservation projects;
• Set an example for leadership in sustainability and responsibility toward the environment;
• Provide a healthier workplace; and,
• Record and promulgate all sustainability achievements.

Under the direction of the Vice Chancellor’s Committee for Sustainable Development, environmental sustainability becomes the responsibility of all managers, staff and students. This includes the management and planning in areas of energy, recycling, water, transport, built form, landscape, communication, and engagement and opportunities to engage with teaching and research.

Sustainability Operation Action and Policy

3.5   Use of University Facilities and Equipment

Members of the University are expected to use all University facilities and equipment efficiently, carefully and honestly. Resources should be used economically, secured against theft or misuse and waste avoided. These resources should not be used for personal purposes unless express permission has been granted in accordance with University policy.

University Finance Manual, Equipment Management

Professional and Consultative Work: Policy Requirements

University Information Technology and Communications Policies

3.6   Information Technology

The University places a high value on integrity, professionalism and respect for others. While the University does permit moderate use of UWA IT facilities for private use, members of the University must be particularly conscious of these values when accessing the internet, sending and receiving email, and using social networking sites. Inappropriate use of information technology, in particular, accessing or disseminating offensive material via the internet or email contravenes University Regulations and may be unlawful. The University has formally adopted a number of IT Policies and, unless otherwise indicated, they are binding upon all members of and visitors to the University. Disciplinary action may apply to staff or students found in breach of the University’s IT Policies and the Computer and Software Use Regulations.

University Information Technology and Communications Policies and Regulations

Email Policy

3.7   Social Media

The University recognises that social media is a term which encompasses the various activities that integrate technology, social interaction, and the construction of words, pictures, videos and audio. For many people, participation in social media technologies is an integral aspect of their professional and social lives, which may lead to a blurring of the public face and private identity of employees.

The University has a particular concern regarding the ease with which professional distance and personal use can be blurred. Employees’ use of social media, either in a professional or personal capacity, can challenge the privacy, security and reputations of other employees, students and/or The University. Therefore, individual employees of the University are obliged to:

• be responsible for what they write;
• respect their audience, both visible and invisible; and
• respect copyright.

Any activity which represents a failure to meet these obligations may be determined as misconduct or serious misconduct, resulting in disciplinary action including termination of employment.

The authorised use of media forums, including social media, in any authorised capacity on behalf of the University to announce achievements and public comments within an area of expertise, is outlined in 3.9 ‘Public Comment’ below.

The Social Media policy outlines appropriate participation in social media communication, examples of social media technology, and of situations that may be considered misuse. Employees have a responsibility to familiarise themselves with this and other related IT policies.

Social Media Policy

3.8   Public Comment

Public comment includes public speaking engagements, comments on radio or television, and expressing views in letters to newspapers or in books, journals or notices, or where it might be expected that the publication or circulation of the comment may spread to the community at large, such as through social networking websites.

Staff members are encouraged to comment publicly in relation to their area of professional expertise. When staff members are representing the University the highest ethical and professional standards are expected of them primarily due to the sensitivity of some issues within the community.

Staff members in their capacity as private citizens have a right to make public comments. If a staff member is publicly commenting on an issue not within their professional expertise, the staff member must make it clear that the comment is being made in a private capacity.

Guidelines on Public Comment by University Staff

3.9   Risk Management

Risk Management is a formal process for identifying, analysing, evaluating and treating the uncertainty associated with any activity, process, function or service undertaken by the University. Formal Risk Management aids decision-making by taking account of uncertainty and the effect this may have on achieving the University’s objectives. It is an integral part of day to day operations and is an important element of effective internal control. Managers and staff at all levels are responsible for developing an understanding of and becoming competent in the implementation of risk management principles and practices in their work areas. ISO 31000 is the international standard which guides the University’s approach to risk management.

Risk Management Division

3.10   Ethical Conduct of Research

The University expects all those engaged in research to observe high ethical standards in the conduct of that research and, when relevant, to comply with the obligations imposed by the codes of practice as outlined by the University and other relevant funding bodies. Ethical clearances must be gained where appropriate.

Guidelines on Research Ethics and Research Conduct

Australian Code for the Responsible Conduct of Research

3.11   Conflicts of Interest

A conflict of interest includes any circumstance, whether actual or perceived, arising from conflict between the performance of public duty and private or personal interests. It arises where there is a reasonable expectation of direct or indirect benefit or loss for an individual employee with a particular personal interest that could be influenced in favour of that interest, in the performance of their duties. The benefit or loss may be financial or non-financial.

Staff members should take suitable measures to avoid, or appropriately deal with, any situation or relationship in which they may have, or be seen to have, a conflict of interest that could, directly or indirectly, compromise the performance of their duties. When staff members become aware of such a situation they should take appropriate steps to disclose the conflict or potential conflict. Failure to do so and continuation of such a conflict of interest will lead to disciplinary action.

The following questions may assist in identifying whether a situation or relationship is potentially a conflict of interest:

• Do I have personal or private interests that may conflict, or be perceived to conflict, with my public duty?
• Could there be benefits for me now, or in the future, that could cast doubt on my objectivity?
• How will my involvement in the decision or action be viewed by others?
• Does my involvement appear fair and reasonable in all the circumstances?

Research Conduct
Disclosure of any potential conflict of interest is essential for the responsible conduct of research. Researchers have an obligation to disclose any affiliation with, or financial involvement in, any organisation or entity with a direct interest in the subject matter or materials of researchers. A conflict of interest may also arise if any organisation or entity with a direct interest in the subject matter provides direct benefits to the researchers such as sponsorship of the investigation, or indirect benefits such as the provision of materials or facilities, or the support of individuals such as provision of travel or accommodation expenses to attend conferences.

Guidelines on Research Ethics and Research Conduct

Australian Code for the Responsible Conduct of Research

Professional and Personal Relationships
Examples of relationships that may cause conflicts of interest are: family relationships, positive and negative emotional relationships (including all sexual relationships, antagonisms, close friendships), and financial relationships, including sponsorships.

Professional Relationships in the University of Western Australia: Workplace Policy

Employment of Close Relatives
The employment of relatives is only acceptable when the appointment is made in line with University policy regarding appointment of new employees. Prior approval must be sought from the Dean, or Executive Director where a staff member is required to directly supervise a relative. A member of staff should not take any direct part in the selection process for an appointment for which a family member is a candidate. The relationship to which this policy applies includes those of parent and child, wife and husband, including de-facto relationships, same sex partners and siblings.

Employment of Close Relatives

Outside Employment and Private Practice
Professional and consultative work carried out by members of staff in their area of expertise may be of benefit to the University, the individual and the community, provided certain conditions are met. Professional and consultative work should be related to the work of the University and should not conflict with the interests of the University. Consulting is a privilege not a right and requires approval by the Head of School or equivalent.

Professional and Consultative Work: Policy Requirements

Private Practice

Procurement
It is the responsibility of every staff member of the University involved in the supply of goods or services, to or for the University, to declare in writing all relevant interest that the staff member may have in any proposed transaction.

In particular, those staff who deal directly with suppliers must:

• Ensure that their processes are open and transparent;
• Not engage in misleading or deceptive conduct;
• Not transact with suppliers for private or unauthorised use; and
• Not compromise the University’s standing or integrity of its purchasing activities through the acceptance of gifts or hospitality.

All Business Units should ensure that employees and their agents are aware of the requirements to not disclose confidential information and to properly manage the information they receive as part of the procurement process.

In the event of doubt or perceptions of conflict, further advice should be sought from Strategic Procurement. (See also Gifts or Benefits and Hospitality below).

University Finance Manual, Expenditure Policy

Conflicts of Interest in University Business

Professional and Consultative Work: Policy Requirements

Gifts or Benefits
Staff members should not solicit, encourage or accept gifts or benefits if it could be reasonably seen as an inducement to act in a particular way, or to place a staff member under an obligation that may either directly or indirectly compromise or influence them in their official capacity. In particular, University employees should indicate to the prospective givers that gifts cannot be accepted from those with whom the University has, or potentially has, commercial dealings.

Gifts of a nominal value (under $100) used for promotional purposes by the donor, or ones in accordance with social or cultural practice are acceptable. Staff members who receive small gifts or tokens of appreciation may retain those items as personal property or donate them to the University. Substantial gifts and benefits received by staff members should be declared to the relevant Dean or Executive Director.

As a general guide, expenditure may be authorised on floral tributes, small gifts and other tokens of appreciation for guest speakers and important official visitors; on retirement or resignation of a staff member; and in the event of serious illness or death of a staff member, or other person with an identifiable relationship with the University.

University Finance Manual, Floral Tributes, Small Gifts and Tokens of Appreciation

Hospitality
The University recognises that the provision of hospitality can result in significant benefits to the institution through promoting its activities. The extension of hospitality by University staff in the furtherance of University objectives is therefore regarded as a legitimate professional activity. Hospitality is defined as the provision of meals or refreshments to persons who are visiting the University for business reasons, tourist activities and entertainment events which relate to the activities of the University, and light refreshments for internal meetings, conferences, workshops and seminars.

Appropriate occasions for the provision of hospitality at functions attended only by University staff include celebration of a notable achievement by a staff member or a group of staff, farewells to retiring staff, training programmes, and recognised festivals such as Christmas. Hospitality may only be authorised by Deans, Heads of School and equivalent staff with delegated authority. It is their responsibility to determine the nature and extent of hospitality provided. In all cases there is an expectation of ‘reasonableness’ which is established in the University Finance Manual.

University Finance Manual, Hospitality Expenditure Policy

3.12   Professional Development

All staff must maintain and develop knowledge and understanding of their area of expertise or professional field. They should continuously seek to improve work performance with an emphasis on quality skills. All staff should actively seek out ways to bring about improvements in their workplaces. Students should endeavour to take full value of their learning opportunities while at The University of Western Australia.

Staff Development Policy Statement

Staff Development Grants for Professional Staff

Leave for Staff Development Purposes

Student Contribution Amount - Payment of Fees for University Staff

Code of Good Practice for Graduate Research Supervision

For the annual OSDS Development Program, see: Events Calendar

APPENDIX 1

Relevant Acts

There are a number of Commonwealth and State Acts relevant to members of this University. While the University has policies, guidelines, awards and agreements that reflect this legislation, such Acts take precedence over any internal policies or practices (including this Code). Relevant examples of this legislation are:

This list of legislation is current as of March 2011. Please note that this list is not exhaustive and other Acts may apply in some circumstances.

APPENDIX 2

For further information regarding specific areas within the Code of Conduct, contact:

The Code of Ethics and Code of Conduct is maintained and updated by Equity and Diversity in Human Resources. Should there be any changes to law or policy in your area which may need to be altered, amended or included in the Codes, please contact Equity and Diversity on 6488 3873.