Trust Culture
Code of Conduct
1. Policy Statement
1.1. At Trust Culture, we hold our health and safety training consultants to the highest standards of professionalism and integrity. This version of our Code of Conduct specifically addresses the expectations for trainers when interacting with clients. Our goal is to foster respectful, collaborative, and ethical interactions that reflect positively on our organisation while ensuring the best outcomes for those we serve. By adhering to this Code, trainers not only uphold our values but also contribute to a safe and supportive environment for all stakeholders.
2. Purpose
2.1 This Code of Conduct sets out the expectations for all employees, workers, and health and safety training consultants representing Ergomazing Pty Ltd trading as Trust Culture (referred to as “we,” “us,” “our,” or “the organisation”).
2.2 By adhering to this Code, we ensure a professional, respectful, and legally compliant workplace environment. This includes fostering a trauma-informed, inclusive culture where all individuals feel supported to perform at their best without compromising the organisation’s reputation or breaching the Code of Conduct.
3. Scope
3.1 This Code applies to all health and safety trainers (referred to as workers) representing Trust Culture, including:
a) Employees under a contract of employment.
b) Independent contractors engaged under a contract of service with their own ABN, public liability, and indemnity insurance.
c) Subcontractors and volunteers, where applicable.
3.2 The Code applies to all workplaces where Trust Culture operates, as well as any external locations or virtual environments where workers perform work-related duties or represent the organisation.
4. Applicability
4.1 All health and safety trainers are required to comply with this Code, including adherence to organisational policies, professional conduct standards, and legal obligations relevant to their role and contractual agreements.
4.2 Breaches of the Code will be addressed using a triaged approach, with potential outcomes including:
- Informal coaching or guidance conversations.
- Formal investigations to assess and address the breach.
- Termination of employment, where appropriate, in compliance with the Fair Work Act 2009.
- Termination of contracts for independent contractors, as governed by applicable Victorian laws and the terms of the contract.
- No further action if the breach is not substantiated.
5. Serious Misconduct
5.1 Employees may be dismissed, and contracts for independent contractors may be terminated without notice for serious misconduct. Examples include:
- Theft.
- Fraud.
- Violence.
- Sexual harassment.
- Serious breaches of occupational health and safety (OHS) procedures.
5.2 When formal investigations are required, Trust Culture follows the Fair Work Commission’s Guidelines for Reporting and Handling Breaches of the Code of Conduct (Misconduct)
6. Rights and Responsibilities
6.1 Worker Rights
Workers have the right to:
- Be spoken to politely and treated with respect.
- Be treated fairly and courteously by colleagues, clients, and external parties.
- Be treated fairly in recruitment, training, and promotion processes.
- Have their private life and commitments outside work respected.
- Have their point of view listened to and considered.
- Expect a workplace free from harassment or intimidation based on race, gender, ethnicity, religion, disability, marital status, age, or sexuality.
- Report bullying, harassment, or intimidation and have complaints investigated in a timely and fair manner.
- Request reasonable adjustments to support their work if they have disabilities, as aligned with anti-discrimination laws.
6.2 Worker Responsibilities
Workers are responsible for:
- Acting professionally in all dealings with colleagues and clients, as well as training participants.
- Treating others with respect and consideration.
- Resolving disagreements constructively.
- Taking responsibility for their actions and behaviour.
- Reporting improper conduct, including harassment or discrimination.
- Avoiding discrimination based on race, gender, ethnicity, religion, disability, marital status, age, or sexuality.
- Refraining from pressuring others to discriminate unlawfully.
- Ensuring their behaviour and appearance do not harm Trust Culture’s reputation.
- Adhering to all Trust Culture policies and procedures, including policies relevant to their role and contractual agreements.
- Reporting potential conflicts of interest, such as delivering training to organisations where they have personal or financial ties.
7. Positive Behaviours
7.1 Examples of Positive Behaviours
Workers are encouraged to exhibit positive behaviours that align with the organisation’s values and professional standards, including but not limited to:
- Collaboration: Actively engaging with team members to share knowledge, support project goals, and contribute to a positive and productive work environment.
- Proactivity: Identify potential risks or issues during training sessions and take prompt action to mitigate these risks safely and effectively.
- Inclusivity: Demonstrating cultural sensitivity and fostering an inclusive atmosphere by respecting and valuing diverse perspectives.
- Professionalism: Maintain punctuality, be well-prepared for training sessions, and communicate clearly and effectively with all stakeholders.
- Empathy: Displaying understanding and compassion towards clients and colleagues, particularly when addressing sensitive topics or challenges in the workplace.
- Trauma-Informed Engagement: Seeking understanding and context before making assumptions about colleagues’ or clients’ behaviours, recognising the impact of past experiences.
8. Social Media and Online Conduct
8.1 Workers must adhere to the following guidelines to mitigate risks associated with social media and virtual training environments:
- Maintain professionalism in all digital and virtual interactions, including emails, messaging platforms, and social media posts related to Trust Culture.
- Ensure that online content shared during training is accurate, respectful, and aligned with Trust Culture's values.
- Avoid posting content that could harm Trust Culture's reputation or breach confidentiality agreements.
- Report any inappropriate behaviour or breaches of conduct observed in virtual environments promptly.
- Use approved communication tools and platforms to deliver virtual training sessions.
9. Reporting and Handling Breaches
9.1 Worker Reporting
Workers can start the reporting process by confidentially talking with the Managing Director, Victoria Beresford, via phone, in person, or by email. The details of the conversation will be formally recorded, and the process outlined in 3.2 will commence.
9.2 Client Reporting
Clients may report breaches of this Code of Conduct in writing to the Managing Director, Victoria Beresford, at [email protected]. Upon receipt of the email, an acknowledgment will be sent, and a confidential conversation will be arranged within 48 hours. Reports will be handled using the same process outlined above to ensure a fair and transparent resolution.
9.3 Confidentiality Measures
All reports will be treated with strict confidentiality, and an acknowledgment of receipt will be provided within two business days. Information will only be shared as necessary to conduct a fair investigation.
9.4 Dispute Resolution for Independent Contractors
In the event of a dispute involving independent contractors, Trust Culture will refer to the terms outlined in the contractor’s service agreement. If necessary, disputes may be escalated to mediation or arbitration, as appropriate, to ensure a fair and legally compliant resolution process.
10. Zero Tolerance Policy
10.1 Trust Culture uphold a trauma-informed zero-tolerance policy. This approach acknowledges that past experiences, trauma, and life stresses may influence behaviour; our goal is to work collaboratively with individuals to help them feel supported and reach their full potential without compromising the organisation’s reputation or breaching this Code of Conduct.
10.2 While Trust Culture is committed to fostering growth and understanding, there is zero tolerance for inaction when addressing reported breaches. All reported breaches will be addressed through the outlined triage process to ensure fairness and accountability.
10.3 Proactive measures, including training and resource provision, will be undertaken to support workers and clients in addressing potential challenges before they escalate into breaches.
11.Acknowledgment
11.1. By adhering to this Code of Conduct, all workers contribute to fostering a professional and respectful workplace culture that ensures the delivery of high-quality health and safety services.
11.2. Upon employment or contractual engagement, all workers must acknowledge and agree to this Code by signing a statement of agreement or confirming acceptance electronically.
Approved by: Victoria Beresford, Director, on 01.07.2024
- Reviewed: 01.12.2024
- Next review: 01.07.2025