Child Protection Policy
It is the intention of Brighton Grammar School to provide clear guidelines to all employees, contractors and volunteers regarding the conduct expected of them while working for the School. Brighton Grammar School is committed to ensuring a respectful workplace that is safe, positive and supportive for all members of the School Community.
Employees, contractors and volunteers shall be expected to apply common sense, maturity and common courtesy to each and every interaction which occurs while acting (or reasonably perceived to be acting) as an authorised representative of the School. This Code requires every employee and contractor to observe the principles relating to conduct set out below, and to demonstrate commitment and respect for each person they encounter in fulfilling their role at Brighton Grammar School.
If an employee or contractor requires further explanation of any of the Code, they should seek clarification from the Head of their respective area of the School, the Director of Human Resources or the Headmaster as a matter of urgency.
This Code applies to all Brighton Grammar School employees, contractors and volunteers (the employees). The application of this Code is not limited to the normal place of work and work hours. It extends to all functions and events that are work-related and when representing or acting on behalf of the School.
Professional Codes of Conduct
This Code of Conduct specifies the School’s expectations of all employees in terms of appropriate workplace behaviour (including behaviour at functions and events that are work-related or when representing or acting on behalf of the School.
This Code should be read in conjunction with any professional Code of Conduct applicable to employees. For example, the The Victorian Teaching Profession Code of Conduct contains principles for the teaching profession about practice, conduct and ethics to be applied to promote the highest standards of professional practice and to enable registered teachers to reflect on their ethical decisions.
All employees need to be aware of and comply with their professional code of conduct (where applicable) as well as the provisions of this Code. Professional codes set out a range of matters relating to the profession including dealing with breaches of the professional code. A breach of a professional code may affect the capacity of a relevant employee to continue to act in that profession and may also affect the ability of that employee to undertake their duties as an employee of Brighton Grammar School.
Principles and Procedures
Expectations of all Employees
It is expected that every employee will:
• conduct themselves at all times in a manner which enhances the professional and pastoral reputation and image of Brighton Grammar School. This expectation extends to social, sporting and other outside activities at which the employee may be considered to be acting as a representative of the School;
• ensure that their actions do not bring the School into disrepute;
• comply with reasonable and lawful instructions provided by managers and other senior representatives of the School;
• disclose and resolve any conflicts of interest;
• refrain from canvassing for private business (including tutoring) during work hours;
• not undertake work for other employers or groups without the express permission of the Headmaster;
• not disclose information that may be reasonably considered to be confidential or privileged, or use information for their own gain or another individual or group;
• declare gifts and benefits received from parents, other employees, suppliers, contractors, etc in accordance with the requirements set out in the School’s Direction regarding ‘Ethics and Disclosure’; • only incur expenditure on behalf of the School in the area for which they are authorised;
• not abuse, deface or wilfully damage School property, assets, etc; and
• refrain from activities, conduct or communication that would reasonably be seen to undermine the reputation of the School or employees or students of the School (including activities on social media).
Compliance with Terms of an Employment Contract, Legislation and Policies
In interactions between employees of the School, students and other individuals or groups who have reason to deal with the School, it is expected that all employees will:
• comply strictly with the terms and conditions express and implied in their contract of employment / letter of engagement with the School;
• comply strictly with any trading or ethical terms governing the School’s operation;
• comply strictly with their legal obligations (where applicable), including but not limited to, mandatory reporting requirements, occupational health and safety and anti-discrimination legislation; and
• comply strictly with all Brighton Grammar School policies and procedures, as varied from time to time. Conduct and Bearing In terms of the expected conduct and bearing of employees (in addition to matters specified elsewhere in this Code), it is expected that employees will:
• consider their own safety first and then the safety of others around them in everything that they do, including undertaking tasks in a safe manner and only to the extent that they are trained to do so (where applicable);
• abide by all safety rules and procedures operating within the School and other locations at which the School may visit or take students;
• conduct themselves in a manner which is consistent with the principles of ‘good faith’ and ‘mutual trust and confidence’ in their employment relationship with Brighton Grammar School;
• maintain a smoke-free workplace (as defined by legislation and School Policy) whether in the presence of students or not when on Brighton Grammar School premises, or acting as an authorised representative of the School in other locations (including School and related vehicles);
• attend work and any work related function or event in a condition which would meet a definition of ‘fit for work’ – disclosing any illness, injury or other impairment (whether temporary or permanent) which may prevent them from meeting the inherent requirements of their position;
• when attending social or other functions hosted by the School or others (acting as a representative of the School), professional responsible behaviour and good judgement is expected where alcohol is available; and
• conduct themselves in a courteous and professional manner in every interaction with colleagues, students, parents, contractors, suppliers and members of the general public that they may interact with as a representative of Brighton Grammar School.
Unacceptable conduct includes, but is not limited to:
• theft, fraud or misappropriation or misuse of School funds or resources; • any form of physical violence including fighting, assault or threats of violence;
• language or conduct which is likely to offend, harass, bully or unfairly discriminate against any person;
• the use of inappropriate or profane words or gestures and images;
• smoking or consuming alcohol within the School precinct or within a radius of the School’s operation that would reasonably link the individual to the School (unless authorised by the Head of School);
• attending work, social, sporting or other functions as a representative of the School while affected by adverse effects of alcohol or illicit drugs (thereby placing the employee and others at risk);
• touching, handling, pushing or otherwise physically engaging with students or others in a manner which is not wholly necessary and consistent with the inherent pastoral requirements of the role;
• social or professional visits to a Student in his home without consent of the Student’s parents and without previously seeking the approval of the Head of School as applicable, and only on business related to the School (refer to the Home Visits Policy); and
• socialising with students in person or via social networking media or similar technology except where authorised by the School (in the same manner as indicated).
Note: Definition of a ‘Student’
For the purposes of this Policy, a ‘Student’ of Brighton Grammar School shall be considered to be a current student of Brighton Grammar School until they withdraw from the School and are no longer enrolled or (in the case of Year 12 Students) the day after the completion of an individual’s final examination.
It is also expected that employees of Brighton Grammar School will not socialise or visit, at home, past Students of the School who are under 18 years of age without the presence of a parent of the Student. Further, this direction also applies to employees visiting current Students at home or socialising with current Students. For the benefit of both the employee and the Student, a Parent of the Student must always be present.
Expectations Regarding how People will be Treated
When dealing with any person as part of their duties or associated activities at Brighton Grammar School, the School expects that an employee will:
• be honest, courteous and helpful;
• actively consultative, inclusive and willing to listen; • be attentive, providing accurate information and meeting commitments;
• ensure that their appearance is neat, clean, and appropriate to the job that they are employed to do; eg: wearing the applicable sports, protective gear or other uniform where required in order to complete a task (for clarification on expected dress standards, please refer to the School’s Policy regarding ‘Dress, Presentation and Grooming’);
• provide accurate, timely and proactive advice;
• be calm and controlled in circumstances in which they are required to deal with a difficult situation or personality;
• strictly adhere to the School’s policies and procedures with respect to disclosure of confidential information; and
• be respectful and supportive of the School’s beliefs and values.
Teamwork To help us achieve our goals as a team, it is expected that every employee will:
• be punctual, and only leave the School or outside activity early after gaining express prior approval from the Head of their respective area of the School or manager;
• report and account for any absences (with supporting certificates where applicable);
• provide guidance and feedback to others in an appropriate way;
• actively learn from others, seeking assistance when required;
• share relevant information;
• observe safe work practices and report hazards, accidents, injuries, unsafe practices or any matters which they become aware of which may pose a risk to health, safety or welfare of another staff member or student;
• follow Emergency Procedures and other safety related instructions in the case of emergency;
• take all reasonable steps to assist others who need help in completing a task or meeting a deadline;
• report concerns (to Senior Managers of the School) regarding staff or students who they believe may be suffering unexpected or unreasonable pressure or ill health; and
• report any matters (to a senior person, in confidence) which may be reported to them or observed by them which would be unlawful or contrary to the expected conduct of employees of the School (for further guidance on this issue, please see the Whistleblower Protection Policy and the Grievance, Complaint and Dispute Resolution Policy). Results To ensure the quality of work that is produced in the School’s name, it is expected that we will:
• observe the spirit and letter of the law, School policies and Government guidelines (curriculum and other) governing an employee’s work and the curriculum;
• ensure that all work prepared for students, examinations and other assessments developed and corrected shall be accurate, complete and appropriate (in relation to the respective curriculum); • make sure that all communication to parents meets established corporate style and professional language standards;
• ensure that all deadlines for reporting, submission of examinations and other assessments, and other tasks which are inherent to the requirements of the position they hold, shall be met (and where this is not possible, that adequate and acceptable notice shall be given for a delay);
• submit reports and all other correspondence and information (that will be provided to parents) to applicable management representative (such as Head of House or Year/Head of Section) for prior approval;
• work to the best of their ability, giving proper attention and care to the job; and
• use materials, equipment and other resources wisely, and prevent their misuse.
A breach of this Code of Conduct may be considered either misconduct or serious misconduct (depending on the circumstances). This may lead to action under relevant performance management of misconduct processes including disciplinary action which may include termination of employment.
• Child Protection Policy
• Mandatory Reporting Policy
• Disciplinary Policy
• Dress Presentation and Grooming Policy
• Ethics and Disclosure Policy
• Staff ICT Responsible Use Policy
• Outside Employment Policy
• Whistleblower Protection Policy
• Grievance, Complaint and Dispute Resolution Policy
• EEO, Discrimination, Harassment and Bullying Policy
• Alcohol, Illicit Drugs and Use of Pharmaceutical Medication Policy