CODE OF CONDUCT

COMPASSION
INTEGRITY
JUSTICE
Samaritans Foundation The social welfare arm of the Anglican Church in the Hunter, Manning and Central Coast.
 COMPAS
INTEGRI
CEO
MESSAGE FROM BRAD

JUSTICE
Our Code of Conduct is a practical expression of
Samaritans values. The Code guides how these
values are put into practice to deliver good outcomes
for the people we support and our staff. This isn’t just
a document for the shelf, we encourage you to use
it regularly as a practical guide to help you navigate
decisions and uphold Samaritans expectations.

Samaritans values of compassion, integrity and justice

are something which we have all come to know and
understand. We must commit to living these values
throughout our work to ensure that we can continue
to achieve the best outcomes for ourselves and our
community.

Samaritans Code of Conduct outlines the expectations

of staff behaviour towards other colleagues,
supervisors, the people we support, and the overall
organisation. The Code is underpinned by many

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SSION
ITY
E
This policy reflects Samaritans
Ethos Statement which
embodies our connection to the
Anglican faith and aligns with
our mission, vision and values.
policies and procedures but this document is
designed to be an easy reference to the detail that
sits underneath that. Topics like safety, professional
boundaries, our reputation and reporting are covered
throughout these pages.
I encourage you to consider how you can actively
support Samaritans mission, vision and values in your
role and continue to make a positive difference in our
community.
Brad Webb
Samaritans acknowledges the traditional custodians of the lands on which
we work; the Awabakal, Biripi, Darkinjung, Dunghutti, Gumbaynggirr,
Kamilaroi, Wanaruah, Worimi and Wiradjuri nations. We pay our respects
to the elders past, present and future for they hold the memories, the
traditions, the culture and hopes of Aboriginal Australia.
SA M A RI TA NS CODE OF CONDUCT
CONTENTS
TA B L E O F
Message from the CEO
Our Culture and Values.............................3
Mission, Vision Values ........................................3
Regions and work ...............................................3
Why have a Code? ..............................................4
Our Compassion........................................5
Foster Diversity and Inclusion ............................6
Contribute to a Safe and
Productive Workplace ........................................6
Examples of Harassment ...................................6
Our Integrity...............................................7
OUR REPUTATION ..............................................8
Present and Act Professionally ..........................8
Communicate Accurately to the Public .............8
Protect Organisational Assets and Property......8
HOW TO MAKE GOOD DECISIONS ..................9
Avoid Conflicts of Interest ................................10
Treat Gifts and Benefits Responsibly ..............10
REPORTING AND SPEAKING UP .....................11
Know Your Responsibilities ..............................11
Manager’s Responsibilities ...............................11
Keep Accurate Records ....................................11
Reporting Pathways .........................................12
Justice......................................................13
PROTECTING OUR PEOPLE ............................14
Protection of Vulnerable People ......................14
Protection of Confidential Information ............14
DUTIES TO DISCLOSE OR REPORT ...............15
Child Safe Organisation ...................................15
Reportable Incidents ........................................16
Related Legislation and
Supporting Documents ....................................16
Employment Checks ........................................17
Disciplinary Actions ..........................................17
For the latest version of our policies always
check the policy and procedures on the Intranet.
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 CULTURE &
OUR

VALUES Coonabarabran
HUNTER

Muswellbrook
Singleton Maitland
Coffs Harbour

MID-NORTH COAST
Kempsey
Port Macquarie
Murrurundi Gloucester
Taree
Forster-Tuncurry

Vision
Mudgee Nelson Bay
CENTRAL WEST
Cessnock
NEWCASTLE
Lake Macquarie
For communities where Wyong
there is love, peace, CENTRAL Bateau Bay
justice, reconciliation COAST Gosford
and dignity for all people.
Where there is care for
the vulnerable and their
environment and where
each individual has the Regions and Work
opportunity to contribute We span across the regions of Newcastle, the
and participate fully in Hunter, Central Coast, Mid-North Coast and Central
community life. West of NSW. Over 100 services support children,
youth, people living with a disability or with mental
Values health concerns, parents, families and those who are
Mission Compassion,
homeless throughout these communities.

We seek to provide Integrity, Samaritans encourages people to have a voice and

unconditional support to
people in their needs and
to promote just social and
economic policies.
Justice be offered choice as we recognise all people are
valued members of their community. Samaritans
also engages in advocacy to promote justice,
reconciliation, peace and dignity for all in our
community, no matter what their circumstance.

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 SA M A RI TA NS CODE OF CONDUCT

Samaritans mission, vision and values serve as our compass, guiding the
important work that we do, defining our responsibilities to the people we
support, our colleagues and our community partners.

Why have a Code?

Samaritans Code of Conduct is the road map that helps us
stay on course with our values and ensures that we hold
ourselves, and how we do business, to a high standard.
Our Code sets requirements for our conduct and serves as
a foundation for policies, procedures and guidelines.
As part of our employment and service for Samaritans, we
are expected to abide by the Code of Conduct at all times.

This Code of Conduct provides the foundation on which we

operate and maintains our reputation as an organisation that
puts the needs of the people within our community first.
It is an expectation that we must each learn, understand
and comply with our Code of Conduct.

Complying with our Code is about creating an environment

where we can do our best work and be proud of the work
we do, the challenges we overcome and the successes we
achieve — all because we do these things fairly, legally and This Code of Conduct applies to:
with integrity. Whenever we become aware of a violation
of the Code, policy or the law, we must act to address the • Board Members
problem and prevent future occurrences. • Staff (including volunteers and students)
• Authorised Carers
It is an expectation that we will behave in a way that reflects
our organisational values of compassion, integrity and • Contractors
justice. These will be collectively referred to as staff
throughout this document.

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COMPASSION
OUR

We work together to cultivate an atmosphere of mutual respect,

inclusion and collaboration.

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 SA M A RI TA NS CODE OF CONDUCT

EXAMPLES OF
Foster Diversity and Inclusion HARASSMENT
We enrich our own culture through the different thoughts, abilities, Actions, language, written words or
experiences and individual characteristics that we each bring to our work.
objects that create an intimidating
• We provide equal opportunities for employment.
or hostile work environment, which
• We do not tolerate discrimination of any kind. include:
• We take steps to create an inclusive culture that makes every • Yelling at or humiliating someone
employee and person that we support feel welcome.
• Physical violence or intimidation
• Unwanted sexual advances, invitations
or comments
Contribute to a Safe and Productive Workplace
We maintain a work environment that empowers everyone to do their • Visual displays such as derogatory or
best work. sexually-oriented pictures or gestures
• We treat others with respect and dignity at all times. • Physical conduct including assault or
• We do not tolerate bullying and harassment. Harassment is unwanted touching
unwelcome and offensive conduct that may interfere with a person’s • Threats or demands to submit to sexual
ability to perform his or her work. requests as a condition of employment,
• We integrate sound work health and safety principles into our or to avoid negative consequence
operations and comply with workplace health and safety regulations.
• We resolve problems respectfully and never resort to acts or threats Samaritans is committed to
of violence. ensuring that all staff work in safe
• We do not work under the influence of illicit drugs or alcohol.
and respectful environment that
is free of bullying. Bullying can
include:
• Spreading malicious rumour or gossip
Staff should conform with Samaritans Working
• Excluding or isolating someone socially
Together Policy and Working Together
Grievance Procedure in all aspects of their • Establishing impossible deliverables
work, from recruitment and performance • Withholding necessary information or
evaluation to interpersonal relations. purposefully giving the wrong information

• Health Safety and Wellness Policy • Intimidating someone

• Working Together Policy • Impeding someone’s work
• Working Together Grievance Procedure • Unfairly denying training, leave or
• Drug and Alcohol Policy promotion
• Family and Domestic Violence Policy

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 INTEGRITY
OUR

Sometimes we face difficult situations where the right decision

isn’t clear. That’s when our commitment to integrity matters most.

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OUR REPUTATION
IS IN YOUR HANDS
As we go about our day-to-day activities, make sure
our actions always reflect our values.
Present and Act Professionally
As the “face” of Samaritans we present ourselves professionally.
• We maintain a professional standard of personal
appearance.
• We will not act dishonestly.
• Our supervisors and managers always act respectfully and
fairly, delegating work appropriate to team members’ skills.
• We follow instructions and complete our duties with skill
and timeliness.
• We are punctual when arriving and leaving work.
• We are collaborative and friendly, and strive to maintain
a harmonious workplace.
Communicate Accurately to the Public
Our public statements and communications are honest and not
misleading.
• We listen carefully to feedback and questions
from the people we support and other stakeholders
and we respond in respectful and appropriate ways.
• We do not speak on behalf of the organisation To learn more, you can access the following
unless authorised to do so and we direct policies and procedures:
all media inquiries to the Communications Team.
• We make sure that any communications about • Social Media Policy
our programs and services are honest and accurate.
• We will ensure that our personal conduct on social media
does not adversely reflect on our employment.
SA M A RI TA NS CODE OF CONDUCT
Tips For Managers:
Building Trust and Integrity
in Your Team
• Talk to your team about ethics and
integrity and be clear that you expect
work to be done ethically.
• Lead by example, by modelling ethical
decision-making.
• Ensure your team knows that for results
to matter, they must be achieved the right
way. Then, satisfy yourself that results
have been achieved the right way.
• Make sure your team knows you will
listen, even if they have something
difficult to say.
Protect Organisational Assets and Property
We respect and protect Samaritans assets and intellectual property.
• We spend Samaritans funds appropriately under
delegated authority, and guard against waste and misuse.
• We exercise good judgment when using organisational
technology resources and use them for personal reasons only
if it does not interfere with our job responsibilities or harm our
work environment.
• We understand that organisational data is Samaritans property,
and that it may be accessed, preserved, and reviewed in
accordance with our polices and applicable laws.
• We protect all kinds of Samaritans intellectual property,
including trademarks, brand names and logos, copyright,
research and development.
• We respect material property (eg company cars, buildings) and
protect it from damage and vandalism, wherever possible.
• Public Relations and Media Policy and Procedure
• Professional Boundaries Policy and Procedure
• Clothing Guidelines
• Delegations Policy and Schedule
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IN T EG RIT Y

HOW TO MAKE
GOOD DECISIONS
ASK YOURSELF?

Does it feel right? Does it reflect Is it in the best interests

our values? of our people and
stakeholders?

If you answered “YES” to all of these

questions, then the decision to move
forward is probably okay.

If you are “UNSURE” ask your

supervisor or another internal
resource for guidance.
Would you accept Would you feel If you answered “NO” to any of
accountability for okay if everyone these questions, stop and seek
your actions? knew about it? help. The action could have
serious consequences.
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Avoid Conflicts of Interest
We make good decisions for our teams, our work and for
Samaritans.
• Actual or perceived conflicts of interest can arise when
our personal relationships or financial interests overlap
with our job responsibilities. If we don’t navigate actual
conflicts of interest carefully, these situations can impact
the decisions we make, erode trust within teams, and
harm the organisation’s reputation.
• We act in the best interests of Samaritans.
• We will not engage in situations where a personal
relationship or financial interest in another company
might influence how we make decisions in our jobs.
• We understand that a conflict of interest can exist, or be
perceived to exist, even if we believe that our decisions
will not be affected by the conflict.
• When conflicts of interest arise, we disclose them and
get advice or approval.
Check for warning signs.
If you hear any comments like
these:
“Don’t worry about it. Who’s going to
know?”
“Everyone else does it, so it must be
okay.”
“That’s how it’s done here.”
“We’ve always done it this way and
no-one has ever been disciplined.”
Take a step back and re-evaluate
the situation.
SA M A RI TA NS CODE OF CONDUCT
“This Code helps us make the
right decisions and take the
right actions, regardless of
where we work or the type of
work that we do.”
Treat Gifts and Benefits Responsibly
We demonstrate sound judgement when gifts or benefits
are offered to us.
Accepting gifts or benefits can result in perceptions of
bias, conflicts of interest, or in some cases corrupt
conduct.
• We develop positive relationships free of corruption
and commercial bribery.
• We must declare any gift received greater than the
value stated in the Gifts and Benefits Policy and
Procedure.
• We must never give or accept cash.
• We do not personally give or solicit gifts from the
people we support or third parties.
To learn more, you can access the
following policies and procedures:
• Conflict of Interest Policy and Procedure
• Gifts and Benefits Policy and Procedure
• Integrity Assurance Policy and Procedure
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IN T EG RIT Y
REPORTING & SPEAKING UP
Samaritans encourages all staff to ask
questions and raise issues without fear of
retaliation. We are committed to treating
reports seriously and investigating them
thoroughly.
Staff must report suspected unethical, illegal or
suspicious behaviour immediately. We do not tolerate
retaliation against anyone who makes a good faith
report of suspected misconduct or otherwise assists
with an investigation or audit.
Know Your Responsibilities
If we see or suspect anything that may be a violation of
the Code, it is our responsibility to speak up. It may seem
easier to look the other way or let someone else take the
lead – but misconduct affects all of us.
No concern is too minor to report. Whether we report
anonymously or not, we should provide as many details
as possible, so the issue can be addressed thoroughly
and promptly.
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We have a responsibility to cooperate fully and honestly in
any internal investigations.
Manager’s Responsibilities
If we manage other staff, we have an even greater
responsibility to lead by example, making sure our team
knows the Code is a resource for them and that there is no
difference between what you do and what we expect from
others.
The way we make decisions, and handle concerns, and even
bad news, will set the foundation for trust with our teams, the
people we support and other stakeholders.
Keep Accurate Records
Our records are clear, accurate and complete. Our work
relies on accurate, comprehensive and timely information
about our operations. Keeping current and correct records
is critical to maintaining quality programs, making good
business decisions, and meeting our regulatory obligations
as a not-for-profit organisation.
 SA M A RI TA NS CODE OF CONDUCT

REPORTING PATHWAYS
Choose whichever reporting option
you are most comfortable using.
Whichever option you choose, your
• We honestly and accurately record and report organisational confidentiality will be protected:
information following applicable policies, laws and
regulations.
• We will not falsify any document.
• We will not intentionally misrepresent or improperly record
information. Call the anonymous Contact Samaritans
Hotline on 1300 781 251 Complaints and
• We ensure all reports to regulatory authorities are During Business Hours Investigations Team
understandable and timely.
• We maintain records and protect their integrity for as long as
required.
• We maintain official record keeping systems to retain and file
records required for business, legal, financial, research or Talk to your Make a confidential Contact Human
archival purposes. manager report via email to Resources
complaints@
• We dispose of records according to the organisation’s samaritans.org.au
Records Management Procedure.

To learn more, you can access the
following policies and procedures:
• Complaints Policy and Procedure
• Fraud Reporting Procedure
• Integrity Assurance Policy and
Procedure
• Samaritans Privacy Policy and
Procedure
To report a concern:
Staff who report a concern in good faith
cannot be subjected to any adverse
employment action including:
• Unfair dismissal, demotion or suspension
• Unfair denial of a promotion, transfer or other
employment benefit
• Bullying and harassment, either in person or
online
• Exclusionary behaviour
• Any other behaviour that singles out the
person unfairly
If you continue to experience these behaviours,
you should report your concerns again.
Anyone who retaliates against an employee for
making a report, will be subject to disciplinary
action, up to and including termination.

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JUSTICE
We will be ethical and responsible when providing services and
dealing with the organisation’s finances, property, partnerships
and public image.

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 SA M A RI TA NS CODE OF CONDUCT

PROTECTING OUR
PEOPLE
We commit to advocating and delivering fair, safe and just
services for our community.

Protection of Vulnerable People

It is our commitment to protect people who are vulnerable in our
community and to advocate for their safety. We will always Compliance with law
follow Samaritans zero tolerance approach towards
discrimination, harassment, bullying or violence.
All staff must protect
Samaritans legal status.
Protection of Confidential Information They should comply with all
We protect confidential information about the organisation and
the people we support. environmental, safety and fair
• We use best practices to protect access to confidential dealing laws.
information, including discussing it in common spaces, or
with colleagues who don’t need to know it.
• We do not disclose any confidential information to anyone
outside the organisation except when there is a legal
reason and we are authorised to disclose the information.
• We store all confidential information securely, mark it
as confidential and retain it for as long as it is needed,
according to the purpose for which it is collected. To learn more, you can access the
Confidential information/records apply to: following policies and procedures:
• Board members • Privacy Policy and Procedure
• Staff and volunteer personnel records • Service User File Policy and
Procedure
• People we support in all services
• Reportable Conduct Procedure
• Authorised carers, individual donors, sponsors and
• Reportable Incident Procedure
community partners
• Privacy Procedure Staff Records
• Commercial in confidence information

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JUSTIC E

DUTIES TO DISCLOSE
OR REPORT
We must all work together to ensure the safety of all people in our community.

Child Safe Organisation

As part of a child safe organisation, staff are expected to report any
instance where they consider a child or young person to be at risk
of significant harm. Staff who work with or supervise those who
work with children and young people, are mandatory reporters.
If, in the conduct of our work, we identify a child who we
consider to be at risk of significant harm, we should use the
Mandatory Reporter Guide to help with our decision (https://
reporter.childstory.nsw.gov.au/s/mrg) and report to Samaritans
Complaints and Investigation Team. We may also be required to
report to the Child Protection Helpline.
Every person has a responsibility to report criminal activity to
the police. Any matter involving inappropriate conduct by staff
towards any child or young person under 18, whether inside
or outside the workplace, or within or outside work time/hours,
must be reported as per Samaritans Reportable Conduct
Procedure.
Samaritans Child Protection Policy and Procedure outlines the
steps for staff to follow should they observe or suspect a child
or young person is at risk of significant harm.

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 SA M A RI TA NS CODE OF CONDUCT

RELATED LEGISLATION
AND SUPPORTING
DOCUMENTS
• Anti-Discrimination Act 1977
• Children and Young Persons (Care and
Protection) Act 1998
• Child Protection (Working with Children) Act 2012
• Disability Inclusion Act 2014 (NSW)
Reportable Incidents • Crimes Act 1900
Samaritans must notify the National Disability Insurance Scheme (NDIS) • Health Records and Information Privacy Act 2002
Quality and Safeguards Commission (https://www.ndiscommission.gov.au/ • National Disability Insurance Scheme Act 2013
providers/reportable-incidents) of any reportable incidents that occur, or are
alleged to have occurred, during the provision of supports. • Ombudsman Act 1974

Samaritans Reportable Incidents Procedure outlines the steps for staff to • Health Practitioner National Law (NSW)
follow should they observe or suspect a reportable incident. • Drug Misuse and Trafficking Act 1985 (NSW)
• Privacy Act 1988 (Clth)

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JUSTIC E
DUTIES TO DISCLOSE
OR REPORT CONTINUED
Employment Checks
We must tell our manager if we have been charged with, or
convicted of, any offence that attracts a possible penalty of
imprisonment, or causes us to lose a license or credential
needed for our work. We must tell our manager if we have been
charged with the use of an illegal drug or a drink driving offence.
If we do not report criminal charges or convictions, there may
be disciplinary action.
We are responsible for keeping any licence/s, checks or
credentials that are a required to perform our duties up-to-date.
This may include but is not limited to:
• Working With Children Check
• Vulnerable Person Check
• Criminal Record Check
• Driver’s Licence
• First Aid Certificate
• Fire Training Certificate
• Professional Registrations
We must immediately advise our manager and Human
Resources of any changes to the above or changes to any
other relevant requirements related to our role.
Samaritans is aware that there are other code and ethics
statements that may apply to staff. We must always comply with
this Code of Conduct and all other codes or ethics statements
related to our role and profession. If we think that there is a
conflict between the Samaritans Code of Conduct and any other
Code, we must immediately notify our manager.
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This includes but is not limited to:
• NDIS Code of Conduct
(https://www.ndiscommission.gov.au/document/791)
• Code of Conduct for Unregistered Health Professionals
(https://www.health.nsw.gov.au/phact/Documents/coc-
unregistered-practitioners.pdf)
• ECA Code of Ethics
(http://www.earlychildhoodaustralia.org.au/our-publications/
eca-code-ethics/)
• Samaritans Authorised Carer Code of Conduct
• Speech Pathology Australia Code of Ethics
(https://www.speechpathologyaustralia.org.au/SPAweb/
Members/Ethics/spaweb/Members/Ethics/Ethics.
aspx?hkey=5c5556d0-327f-4d06-8e89-fd1a638e543a)
• Code of Conduct for registered Health Professional
(Occupational Therapy Board of Australia)
(https://www.occupationaltherapyboard.gov.au/Codes-
Guidelines/Code-of-conduct.aspx)
Disciplinary Actions
Samaritans may have to take disciplinary action against staff
who breach our Code of Conduct. Disciplinary actions will vary
depending on the misconduct and consequences and may
include legal action for unlawful behaviour, suspension or
termination for more serious offenses.
COMPASSION
INTEGRITY
JUSTICE
36 Warabrook Boulevard, Warabrook, NSW 2304
PO Box 366, Hunter Region Mail Centre, NSW 2310
Ph: 02 4960 7100 Fax: 02 4960 7160
E: mail@samaritans.org.au
www.samaritans.org.au
www.facebook.com/SamaritansFoundation

@SamaritansNews

Samaritans Foundation – Diocese of Newcastle (ABN 38 574 464 524)

Samaritans Community Services Hunter Mid North Coast Pty Limited (ABN 30 098 658 818)
Samaritans Enhanced Living Options Central Coast Pty Limited (ABN 34 098 658 836)
Samaritans Enhanced Living Options Hunter Mid North Coast Pty Limited (ABN 23 098 658 792)
Samaritans Enhanced Living Options Newcastle/Lake Macquarie Pty Limited (ABN 41 131 340 111)
Samaritans Housing (ABN 70 614 051 641)

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