Amberley O.S.H.C.

Children are our future, We are dedicated to their success!

8.9 Employee Code of Conduct

Amberley OSHC expects that all employees conduct themselves in such a way that is professional and in accordance with the philosophy and goals of Amberley OSHC.  Employees are expected to actively demonstrate a positive attitude towards their work, Amberley OSHC and Amberley OSHC’s clients. Amberley OSHC requires that all employees abide by the code of conduct at all times during their interactions with children, families, community members, management and other employees.

Relevant Laws and other Provisions

The laws and other provisions affecting this policy include:

  • Education and Care Services National Law Act, 2010 and Regulations 2011
  • Family and Child Commission Act 2014
  • Anti-Discrimination Act 1991 (QLD)
  • NQS Area: 4.2; 7.1.2, 7.1.3, 7.1.4, 7.1.5; 7.2.1, 7.2.2; 7.3.2, 7.3.3, 7.3.4, 7.3.5.
  • Policies: 8.1 – Role and Expectations of Educators , 8.3 – Recruitment and Employment of Educators, 8.5 – Volunteers, 8.10 – Employee Orientation and Induction.


This policy applies to all employees while in the workplace or off site, at work-related functions (including social functions and celebrations), while on excursions or attending work-related training and conferences.

Amberley O.S.H.C believes that all employees should be able to work in an environment free from discrimination, victimisation, sexual harassment, vilification and the seeking of unnecessary information on which discrimination might be based.  We consider these behaviours unacceptable and they will not be tolerated.

Employees are expected to conduct themselves in a manner which respects the rights and welfare of other employees, volunteers, families and children and to show competence, care, good faith and compliance with instructions and policies and procedures in the performance of their duties.

Employees shall be provided with a copy of the service’s code of conduct/code of practice or code of ethics prior to commencing employment.

Employees shall be expected to read the document and indicate that they have understood all of the conduct requirements by signing the agreement.

Educators shall be expected to consistently uphold the agreement during their employment with the service, contributing to the creation of a discrimination free and inclusive workplace and a healthy workplace culture.

Breaches to the agreement shall be taken seriously which may result in appropriate action taken on behalf of the employer/service.  Action will be appropriate to the breach and may include:

  • Counselling;
  • An official warning and note on the employee’s file;
  • A formal apology;
  • Demotion; or
  • Dismissal for serious misconduct.

A code of conduct has been developed by the management of Amberley OSHC.

The code of conduct shall be contained in the staff handbook.

Modifications to the code of conduct may be suggested by staff, however management will at all times maintain the rights regarding the content.


Community Management Solutions. (2013). Workplace Bullying and Harrassment Toolkit guide. Discrimination and Sexual Harrassment Policy Policy. Queensland, Australia.

Policy updated May 2014, 12 May 2015

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