BLUE LIGHT VENTURES

Please read over the Blue Light Code of Conduct below and complete the acknowledgement as part of your onboarding. Make sure you take your time to read and understand its contents

You will receive a signed PDF version of the Code following your submission. 

If you have any questions, feel free to get in touch with us at bluelight@corehr.co.nz 

Thanks!

Blue Light HR Team

Blue Light expectations of staff

Blue Light expects you to:

• work within the law with honesty and integrity
• comply with all lawful and reasonable instructions
• comply with the policies of the Blue Light
• work diligently and meet the requirements of your employment agreement
• respect the rights of colleagues, young people and the organisation community.

Obligations of Blue Light to staff

As a good employer, we are committed to meeting the following staff expectations:

• a commitment to the spirit and principles of the Treaty of Waitangi
• opportunities for equal employment, including recognition of:

1. the aims and aspirations of Maori and ethnic or minority groups
2. the employment needs of Maori, Pacific Island, ethnic or minority groups, women, and people with disabilities
   
   

• impartial and open selection and appointment procedures
• fair rates of remuneration for skills, responsibilities and performance
• an up-to-date job description that provides clear statements of your duties and your employer's expectations of you
• adequate training and equipment to perform your duties
• regular and appropriate feedback and communication on your work performance
• effective communication of information
• good and safe working conditions
• opportunity for the enhancement of your abilities
• freedom from harassment or discrimination in the workplace
• appropriate disciplinary and dispute procedures, and the opportunity for redress against unfair or unreasonable treatment by the employer.

Codes of Behaviour

If you have any prior criminal convictions, you are required to inform Blue Light about them before accepting employment with the organisation. If you do not disclose this information or are not truthful about it, disciplinary action could be taken against you which could lead to dismissal.

You are to avoid any activity, either work-related or private, which could reflect badly on Blue Light in its relationships with the organisation community. This means that you are to inform your manager in writing if:

• you apply for bankruptcy or become bankrupt
• any criminal charges or convictions that may occur while you are employed by Blue Light are of such a nature that it would be inappropriate for you to continue to be employed in the same capacity by the National Executive. This may include, for example, charges that involve loss of trust between you andhe National Executive, or charges that damage the reputation of the organisation.

Performance of duties

Employees are expected to carry out their duties in an efficient and competent manner.

This means that you are expected to:

• comply with the law
• comply with all lawful and reasonable instructions and work as directed by your employer or their duly delegated representative
• perform your duties according to the legislation, policies and procedures of Blue Light
• comply with any other code of ethics or practice that may apply to your profession e.g. Counselling, Youth work.
• perform your work to an agreed standard
• show proper and reasonable care when using National Executive property, resources or funds
• contact your employer (within 30 minutes of your normal starting) if you are to be absent from work due to sickness or an emergency.

You are also expected to obtain permission from your employer to:

• be absent from your workplace during work hours
  
  enter into any contract or agreement on behalf of Blue Light.
• The National Executive will not accept responsibility for any unauthorised action.

Unacceptable behaviour

Failure to observe these standards of conduct by a staff member may result in disciplinary action, which could include termination of employment.

Unacceptable Behaviour (2)

Examples of behaviour that would be considered unacceptable by the National Executive include:

• ignoring lawful and reasonable instructions from your employer
• being under the influence of alcohol, drugs or solvents impeding your performance during working hours
• giving false information (e.g. stating you have a driver’s licence when you don’t; making a false claim for expenses)
• failing to declare information that is requested when you apply for employment with Blue Light (e.g. having a revoked driver’s licence or a criminal conviction).
  
  

Appropriate relationships with young people

You should recognise the sensitivity of the situation of young people under Blue Light care and control and show respect for and protect their dignity.

No employee is to have a sexual relationship with any person under the age of 16 or any young person involved in any way with Blue Light.

No employee is to have a sexual, familial or financial relationship with a young person with whom they have a professional relationship arising from their employment with Blue Light.

You must inform your employer if a person to whom you are related, or with whom you are having or previously had any personal, sexual or financial relationship, comes within the domain of your professional responsibilities.

Respect for the rights of others

While you are employed by Blue Light you have a duty to treat your colleagues, young people and the public with courtesy and respect. This means that you are expected to:

• Avoid behaviour that might distress other employees or disrupt the workplace.
• Ensure that any workplace relationships do not have a negative effect on your work performance.
• Respect the privacy of individuals when dealing with personal information.
• Be non-judgmental by not harassing or discriminating against your colleagues or young people on the basis of their gender, age, disability, marital status, ethnicity, religious or ethical beliefs or sexual orientation.

You must not have or bring into the workplace any material that may be viewed as racist or sexist, that is pornographic, or that is otherwise offensive to the National Executive or its staff.

Unacceptable behaviour (3)

Failure to observe these standards of conduct by a staff member may result in disciplinary action, which could include termination of employment.

Examples of behaviour that would be considered unacceptable by the National Executive include:

• the use of abusive, obscene or threatening language or behaviour to your colleagues or the public
• misuse, abuse or improper use of your position, or of any statutory authorities or powers that may be delegated to you.

Conflicts of interest and integrity

You are expected to be honest, fair and impartial when you perform your duties. This means that:

• You should not show bias to an individual young person. Everyone should be treated fairly.
• In general, you are not to approve anything that will result in expenditure in respect to yourself (e.g. increased salary, travel expenses, a training course, your own overtime).
• You are not to lend money to, borrow money, or otherwise enter into financial relationships with staff or young people. The amount of money lent or borrowed could imply indebtedness that could lead to a conflict of interest in formal work relationships.
• You must inform Blue Light if you are involved in or have a personal or financial interest or commitment to, any activity that may conflict, or could be seen by others to conflict, with the performance of your duties and the goals of the organisation.

This includes situations such as:

• having a close family member, relation or partner working with you
• when a member of your family or a person that you know enters into a professional relationship with the organisation. Under no circumstances are you to in any way try to influence that relationship or obstruct staff in performing their duties.

A financial interest or commitment includes:

• company directorships
• shareholdings
• offers of additional employment outside the organisation.
  
  

• You must inform Blue Light if you are a member of (or plan to become a member of) or have a family involvement in a trust or community organisation which is funded by or otherwise linked to the organisation.
• Some employees, such as counsellor, are required to abide by a professional code of ethics. These employees must inform Blue Light if there are any conflicts between their professional codes of ethics and the duties they are directed to perform.
• You should consult with your employer before taking up other paid employment where that other paid employment could conflict with the performance of your duties at Blue Light.

You should speak to your employer if you are unsure whether or not a particular situation is, or could be seen to be, a conflict of interest.

Gifts and rewards

You may not seek any form of reward (including gifts, favours, prizes or fees) for performing your duties as an employee. Gifts or rewards can be seen as bribes or inducements that put you under an obligation to someone other than Blue Light . While it is acceptable to receive a gift of a low value, if you are offered any form of reward or gift valued at $50.00 or more, you should inform your employer who will decide the appropriate response.

Participation in public bodies or voluntary associations

You must inform your employer if you are participating in a public or voluntary organisation (or intend to) and there are actual or potential conflicts between your responsibilities and duties as a staff member of Blue Light, and your responsibilities and duties to the other organisation. Where it is considered there is a potential conflict of interest, appropriate arrangements will need to be made to avoid or resolve the conflict.

For example:

• It could be interpreted as a conflict of interest if you are a member of (or plan to become a member of) or have a family involvement in a trust or community organisation which is funded by or otherwise linked to Blue Light.
• If you intend to stand for Parliament you must discuss this with your employer, to arrange leave. (This will commence at an agreed date, as per the Electoral Act 1993.)

Unacceptable behaviour (4)
Failure to observe these standards of conduct by a staff member may result in disciplinary action, which could include termination of employment.

Examples of behaviour that would be considered unacceptable by the Blue Light include:

• approving expenditure for yourself, a family member, or a business that you have an interest in
• failing to declare activities that you are involved in that could be seen to be in conflict with your work
• soliciting, and / or accepting gifts or rewards, or using National Executive services/resources for personal advantage or gain
• failing to disclose a personal relationship with a student or their family when you have a professional relationship with that person.

Security/confidentiality

You are expected to maintain the highest standards of confidentiality and security in the workplace.

This means that you are not to:

• use the National Executive’s computer systems in any way that may corrupt or disrupt their normal function
• access, or attempt to access, computers or networks by unauthorised means
• use information related to the National Executive’s systems for anything other than authorised purposes
• bring into the workplace via the email or Internet system, or by any other means, any material that is pornographic, or that may be viewed as racist or sexist
• give your computer password to any other members of staff without good and justifiable reason
• leave a record of your password anywhere obvious so that someone else may see it.

Ownership of information

Blue Light owns all data stored on computer systems. Management has the right to access and view this information at any time.

Computer software

Only software authorised by the National Executive can be loaded onto Blue Light computer systems. Any software loaded onto any Blue Light equipment must have a valid licence with proof of ownership.

Use of the email system

The email system is for organisation purposes and must not be misused. While it is acceptable to send or receive business messages from outside the organisation, users should be aware that this information might not be secure outside the organisation. This needs to be considered before you send email. Personal information, such as documents, spreadsheets, databases, games, jokes and other non-business-specific email must not be circulated via the email system.

Internet

Use of the Internet is for organisation purposes only. You are not to retrieve, distribute or store unapproved or non-business-related material from the Internet. You must have approved access and this is provided on an individual basis.

Retention of data

Blue Light is required to retain information in accordance with the Archives Act 1957. This means that you cannot delete business-critical data from the computer system without permission.

Unacceptable behaviour

Failure to observe these standards of conduct by a staff member may result in disciplinary action, which could include termination of employment.

Examples of behaviour that would be considered unacceptable include:

• misuse, abuse or unauthorised use of National Executive funds, resources or property (including telephones, fax machines, Internet, email, photocopiers, computers, credit cards, taxi cards and vehicles)
• falsifying National Executive records (e.g. inaccurate or false recording of your time sheet).

Official information

The disclosure or release of official information is subject to the Official Information Act 1982. Information related to Blue Light, its suppliers or the users of its services is to be treated at all times as confidential to the National Executive and is to be used by employees for official purposes only.

Employees of Blue Light are also subject to the provisions of the Privacy Act 1993. The main object of this Act is to promote and protect personal information and it seeks to give individuals some measure of control over personal information about themselves.

Release of official information

Official information must only be released by authorised employees, and only in accordance with the procedures as stated in the Official Information Act. National Executive instructions about the release of official information must also be followed.

Official information is not to be released to the media or the public without the proper authorisation. For example, staff may not remove or copy departmental documents or records for external use without approval from their manager.

Official Information should never be used for personal motives.

Unacceptable behaviour

Failure to observe these standards of conduct by a staff member may result in disciplinary action, which could include termination of employment.

Examples of behaviour that would be considered unacceptable by Blue Light include:

• providing information outside Blue Light without proper authority
• using National Executive information for unauthorised purposes
• using organisation information to support personal motives
• breaching the Privacy Act in respect of employees, suppliers or users of National Executive services.

Public Comment

Staff members should not respond to requests from the media for comment on matters relating to the organisation. Only authorised staff members should respond to media requests for comment on such matters. If the media makes an approach to you, inform your principal/National Executive so that they can respond to the media request.

Unacceptable behaviour

Failure to observe these standards of conduct by a staff member may result in disciplinary action, which could include termination of employment.

Examples of behaviour that would be considered unacceptable by the National Executive include:

• publicly commenting on matters relating to individual young people
• giving the impression that you are expressing the views of Blue Light when you are actually stating your own personal views
• making a personal attack on a fellow staff member.

Breaches of the Code of Conduct

This Code of Conduct describes the standards of behaviour expected of staff. As outlined in the Code, behaviour or actions that are considered unacceptable by Blue Light may result in disciplinary action against the employee concerned, which could include termination of employment.

Disciplinary action

Disciplinary action is about problem solving. Blue Light is concerned to identify problems associated with performance or behaviour, and to make sure that the process for fixing those problems is prompt, consistent and fair. In general, disciplinary procedures include informal or formal disciplinary action along the following lines:

 1. Informal disciplinary action

• discussion of the problem
• assistance to help overcome the problem
• referral to counselling, if appropriate
• temporary transfer to other duties.

2. Formal disciplinary action

• oral warning
• written warning
• removal of discretionary conditions of employment (i.e. delegations, flexible working hours, etc.)
• transfer to another position at existing salary
• transfer to another position with reduced pay (but not below the minimum rate for that position)
• suspension (with or without pay)
• dismissal with notice
• instant dismissal.

Other options may be considered, depending on the circumstances of the case.

Whether disciplinary action is informal or formal, the Blue Light will make sure that the disciplinary procedures are fair. This means that:

1. You must be told of your right to request legal or other assistance and/or representation.
2. You must be told of the specific behaviour or performance that is causing concern and given a reasonable opportunity to provide an explanation.
3. You must be told, where appropriate, of the action that is required to amend or improve your behaviour or performance and be given a reasonable opportunity to do so.
4. The Management must undertake an appropriate investigation before any substantive disciplinary action is taken.
5. If the offence is sufficiently serious, an employee is to be placed on suspension pending investigation.
6. An oral warning would usually precede a written warning, depending on the seriousness of the misconduct.
7. It is a requirement that the process and result of any disciplinary action are recorded in writing, read and signed by you (the employee), and then placed on your personal file.

In general terms, no disciplinary papers will go on your file unless you have seen them or have been given a genuine opportunity to see them. If you are not satisfied with the disciplinary action taken, you have the right to pursue a personal grievance. This procedure is outlined in your employment agreement.