{"id":26980,"date":"2024-02-27T13:05:59","date_gmt":"2024-02-27T02:05:59","guid":{"rendered":"https:\/\/www.whiddon.com.au\/comms\/?p=26980"},"modified":"2024-02-27T13:13:20","modified_gmt":"2024-02-27T02:13:20","slug":"whiddon-code-of-conduct-compliance-section-11-code-of-conduct","status":"publish","type":"post","link":"https:\/\/www.whiddon.com.au\/comms\/whiddon-code-of-conduct-compliance-section-11-code-of-conduct\/","title":{"rendered":"Whiddon – Code of Conduct Policy (Section 11 – Code of Conduct)"},"content":{"rendered":"

11. Code of Conduct Compliance<\/strong><\/p>\n

11.1 Compliance to Code of Conduct<\/strong>
\nAll employees at Whiddon must comply with this code of conduct and report any breaches to their manager or the Executive General Manager People and Culture or the CEO. This is to ensure the appropriate management of such issues before they escalate and to ensure Whiddon\u2019s reputation isn\u2019t compromised.
\nThere are a range of consequences for breaches of this code, and they vary depending on the nature and seriousness of the matter. Employees should comply with the code at all times; however, managers also have the responsibility to address alleged breaches of the code promptly and in a fair and reasonable manner.
\nPossible outcomes that could be used in the case of a breach may be:
\n\u2022 Counselling;
\n\u2022 Performance improvement plans;
\n\u2022 Formal disciplinary action;
\n\u2022 Referral to the relevant registration board when the staff member is a registered health practitioner;
\n\u2022 Referral to the police in cases of suspected possible criminal activity;
\n\u2022 Termination of Employment.<\/p>\n

11.2 What to do if you are concerned about a breach of the Code<\/strong><\/p>\n

Employees should report any breach or concerns about a breach of the code to their manager. If they are not comfortable in reporting to their manager, they may report to a more senior staff member. Staff should understand that The Whiddon Group is committed to protecting staff who speak up about their concerns and this is highly valued as it protects other staff and clients.
\nAll employees at Whiddon are responsible with familiarising themselves with the Code and Whiddon Values and for following these principles for the duration of their employment. Failure to do so may result in disciplinary action, up to and including termination.
\nThe Board and executive management will support any employee who is acting in good faith and who reports a breach of the Code or wrongdoing of any kind. Employees will not be subject to disciplinary action for raising genuine concerns.
\nConcerns raised and complaints made will be taken seriously and investigated whilst respecting the confidentiality of all those involved. Investigations are to be dealt with in a consistent and effective manner within reasonable time frames and ensuring fairness to all parties.<\/p>\n

11.3 Protection for the individuals who raise concerns about a breach of the Code<\/strong>
\nThe Whiddon Group is committed to protecting any person who raises concerns about a breach of the Code from detrimental action. Any attempt to take detrimental action against a person(s) who raises a genuine breach of the Code will be treated seriously and may result in disciplinary action.
\nFor the purpose of the statement above, detrimental action refers to an action causing, comprising or involving any of the following:
\n\u2022 Injury, damage or loss
\n\u2022 Intimidation, victimisation or harassment
\n\u2022 Discrimination, disadvantage, or adverse treatment in relation to employment
\n\u2022 Dismissal from, or prejudice in, employment
\n\u2022 Disciplinary proceedings<\/p>\n

A link to the Code of Conduct for Aged Care fact sheet can be located here<\/a><\/p>\n","protected":false},"excerpt":{"rendered":"

11. Code of Conduct Compliance 11.1 Compliance to Code of Conduct All employees at Whiddon must comply with this code of conduct and report any breaches to their manager or the Executive General Manager People and Culture or the CEO. This is to ensure the appropriate management of such issues before they escalate and to […]<\/p>\n","protected":false},"author":17,"featured_media":0,"comment_status":"closed","ping_status":"closed","sticky":false,"template":"","format":"standard","meta":{"footnotes":""},"categories":[1],"tags":[],"class_list":["post-26980","post","type-post","status-publish","format-standard","hentry","category-uncategorized"],"_links":{"self":[{"href":"https:\/\/www.whiddon.com.au\/comms\/wp-json\/wp\/v2\/posts\/26980","targetHints":{"allow":["GET"]}}],"collection":[{"href":"https:\/\/www.whiddon.com.au\/comms\/wp-json\/wp\/v2\/posts"}],"about":[{"href":"https:\/\/www.whiddon.com.au\/comms\/wp-json\/wp\/v2\/types\/post"}],"author":[{"embeddable":true,"href":"https:\/\/www.whiddon.com.au\/comms\/wp-json\/wp\/v2\/users\/17"}],"replies":[{"embeddable":true,"href":"https:\/\/www.whiddon.com.au\/comms\/wp-json\/wp\/v2\/comments?post=26980"}],"version-history":[{"count":2,"href":"https:\/\/www.whiddon.com.au\/comms\/wp-json\/wp\/v2\/posts\/26980\/revisions"}],"predecessor-version":[{"id":26982,"href":"https:\/\/www.whiddon.com.au\/comms\/wp-json\/wp\/v2\/posts\/26980\/revisions\/26982"}],"wp:attachment":[{"href":"https:\/\/www.whiddon.com.au\/comms\/wp-json\/wp\/v2\/media?parent=26980"}],"wp:term":[{"taxonomy":"category","embeddable":true,"href":"https:\/\/www.whiddon.com.au\/comms\/wp-json\/wp\/v2\/categories?post=26980"},{"taxonomy":"post_tag","embeddable":true,"href":"https:\/\/www.whiddon.com.au\/comms\/wp-json\/wp\/v2\/tags?post=26980"}],"curies":[{"name":"wp","href":"https:\/\/api.w.org\/{rel}","templated":true}]}}