PNGRFL/PNG Hunters Intrust Super Cup
2013/2014 CODE OF CONDUCT POLICY
Part 1 – Preliminary
Each of the provisions of this Code, being Schedule 2 to the PNG Hunters Rules, shall commence in operation on 1st November 2013.
• Protect and enhance the best interests, image and welfare of the PNGRFL, the PNG HUNTERS, the QRL Intrust Super Cup competition, the Related Competitions, the Representative Competitions, the Other Competitions, the Clubs and the Game by regulating the conduct of Club Officials and Players;
Part 2 – General Obligations
No person bound by this Code of Conduct shall;
(a)Engage in any conduct that is detrimental to;
(b)Bring into disrepute;
(c)Act in a manner inconsistent with;
(d)Act in a manner contrary to; or
(e)Act in a manner prejudicial to;
the best interests, image of welfare of the PNGRFL and/or PNG HUNTERS, the Queensland Rugby League and related competitions or representative competitions.
Behaviour Outside Hours of Duty
Staff/players shall conduct their personal affairs in a manner that does not affect their official duties. Staff/players shall be aware that their activity or behaviour outside of working hours could bring the integrity of the PNGRFL & PNG Hunters into disrepute.
Alcohol & Drugs & Buai
(a) Alcoholic beverages shall not be consumed at place of work or during office hours, except in special circumstances approved by the CEO, Head Coach and/or Football Operations Manager. Staff/players shall not allow the consumption of alcohol or drugs to adversely affect their work performance or official conduct.
(b) Buai is banned for all Staff & Players while under contract to the PNG Hunters.
Personal Presentation & Hygene
(a) In order to promote a professional image that enhances the companies services and products and promotes a positive corporate image, all staff/players shall maintain a high standard of grooming and personal presentation and hygene.
(b) All staff/players shall be required to wear full issue of uniform where one is provided by the PNG Hunters.
Interaction with Colleagues
8.(a) Staff/players shall work cooperatively with colleagues, support and learn from each other and accept differences in personal style.
(b) Staff/players shall respect, and seek when necessary, the professional opinions of colleagues in their area of competence, and acknowledge their contribution.
(a) All staff/players shall be committed to the Core Values of the PNG Hunters: Customer Focus, Positive perception, Community interaction, Integrity, Excellence and working Together.
(b) Staff/Players shall comply with all lawful and reasonable directions given. Complaints arising out of such directions shall be discussed, and attempted to be resolved, with your manager. Staff/players dissatisfied with the outcome can lodge a personal grievance to have the matter resolved. Staff/players must continue to carry out any lawful and reasonable directions that may be given until the matter is resolved.
(c) Staff/Players are encouraged to report to the CEO, Player Welfare Manager or Football Operations Manager any behaviour by another employee they consider to be unethical. This may include behaviour that you believe violates any law, rule or regulation or represents corrupt conduct, substantial mismanagement of public resources, or is in a danger to public health or safety or to the environment. Reports of such shall be protected against reprisals providing the claim is based on a reasonable belief, is reported to an appropriate person and is not vexatious.
Equal Employment Opportunity
10.(a) Staff/players shall ensure they observe the EEO principles, exhibit appropriate behaviours and provide a work environment free from harassment (including sexual), bullying and discrimination.
(b) Material that is fraudulent, harassing, embarrassing, sexually explicit, profane, obscene, intimidating, defamatory or otherwise unlawful or inappropriate must not be sent by e-mail or other forms of electronic communication or displayed or stored on computer.
Use of Official Resources
(a) Staff/players shall ensure that all resources within their area of responsibility are used effectively and economically in the course of their duties.
(b) Staff/players shall use facilities and equipment including computers, e-mail, Internet access and mobile phones for official purposes only, unless your manager has given you permission for limited private use. This private use may have been granted to enable you to better manage the balance between your work and private commitments.
The PNG Hunters retains the copyright of work produced by staff ensuring their employment. Staff/players may retain the copyright of work produced only if approved by the employer, or if it can be demonstrated that the employer’s time, name, information or resources were not used in producing the work.
Part 3 – Use and Release of Information
(2) For the purposes of sub-Rule (1), “comment adversely” means to make any comment, whether orally or in writing, or to perform any action that is or might:
(a) Be detrimental to;
(b) Bring into disrepute;
(c) Be inconsistent with;
(d) Be contrary to; and/or
(e) Be prejudicial to; the best interests, image or welfare of the PNGRFL, the PNG HUNTERS, the QRL, the Intrust Super Cup Competition, the Related Competitions, the Representative Competitions, the Clubs or the Game.
(3) For the purposes of sub-Rule (1), the expression “on the Internet” means that the comment was made or the action was uploaded, stored, recorded, transmitted or otherwise conveyed:
(a) On a website;
(b) On a blog;
(c) Via Internet social media, networking and/or communications platforms such as Facebook, MySpace, Twitter, Bing, Digg or Messenger.
(4) For the purposes of sub-Rule (1), the expression “on a public occasion” means that the comment was made or the action took place:
(a) In a public setting;
(b) To, or in the presence of any person that is known or ought to be known as a member of the Media; or
(c) When it is known or ought to be known that the comment or action may be reported in the Media.
(5) Every Club must ensure that its Club Officials and Players comply with sub-Rule (1).
Sanctity of Contracts
Security of Information
14.Sponsor and staff-related information is confidential. Any information regarding sponsors and/or a service shall not be conveyed to another person, without appropriate authorization. All staff/players shall comply with legislative requirements in respect to policies relating to Confidentiality and Privacy.
15.(a) Staff/players may collect, use and disclose any personal information that is necessary for the performance of their work or required by law. Consent shall be obtained from individuals concerned to use sensitive information such as racial or ethnic origin, political views, religious beliefs, sexual preferences or criminal record. Staff/players must ensure that the information is accurate, complete and up to date.
(b) Staff/players shall take reasonable steps to protect personal information from misuse and loss, and from unauthorized access, modification or disclosure. People shall be advised that they have a right to access their personal information and seek corrections to it.
Participation in Seminars and Related Activities
16.(a) Staff/players shall obtain the prior approval of the Football Operations Manager before addressing or chairing seminars (in their official capacity) organised by professional conference organizers.
(b) Staff/players shall pay any fee received for any seminar participation in their professional capacity (and in paid hours) to the company, unless specifically exempted in writing by the Chief Executive Officer.
Conflict of Interest
17.(a) Staff/players shall act in the public interest and not any manner designed to gain unfair advantage for themselves or for other individuals, family, friends or business acquaintances. This particularly applies with respect to obtaining contracts or purchasing of goods and services.
(b) Staff/players shall disclose in writing to the Football Operations Manager, any pecuniary or other personal interest held by them, which could lead to a potential conflict of interest between private activities and official duties.
Gifts and Benefits
18.Staff/players shall not seek to accept favours or gifts for services performed in connection with official duties. Staff/players shall no use their position to encourage or obtain a private benefit.
Financial Probity and Accountability
19.Staff/players shall ensure that in financial matters, including the handling of monies, there is full accountability in relation to any advice or transaction in which they may be involved. Staff/players with responsibilities of a financial nature shall act in accordance with the financial policies of the PNG Hunters and shall observe the relevant legislative and regulatory requirements.Criminal Offences
20.Staff/players shall immediately inform the Chief Executive Officer if charged with a criminal offence punishable by imprisonment or, if found guilty, would significantly affect his/her ability to perform normal duties; eg a charge of drink driving where the employee is required to drive a vehicle in the normal course of work. Staff/players shall inform their manager of any criminal offence of which they have been found guilty before or during their previous employment.
21.(a) Staff/players shall not engage in outside employment, or conduct a business, trade or profession, outside the PNG Hunters, while employed by the company, where it might interfere with their work or generate a conflict of interest, without written authority from the Chief Executive Officer. If approval is granted, it is the staff /players responsibility to ensure that at all times the additional employment does not interfere with work performance and that there is no conflict of interest.
(b) Consideration of requests to engage in outside employment would be concerned to establish whether the outside employment would interfere with the proper performance of official duties and whether it would give rise to a conflict of interest.
Employment After Leaving the Company
22.Confidential information obtained in the course of duty shall not be relayed to anyone else. Once staff/players have left the company, confidential information obtained during employment shall not be used to advantage the prospective employer or disadvantage the company.
Part 4 – Maintenance and Rehabilitation
Clubs to Ensure Compliance
(a) Club Officials; and
comply with the provisions of this Code.
(2) For the purposes of sub-Rule (1), each Club shall adopt procedures to:
Clubs to Promote Awareness
are aware of the need to preserve and enhance the best interests, image and welfare of the PNGRFL, the PNG HUNTERS, the Intrust Super Cup Competition, the Related Competitions, the Representative Competitions, the Clubs and the Game.
(2) For the purposes of sub-Rule (1), each Club shall adopt procedures designed to promote and ensure awareness, on an on-going basis, of the need to preserve and enhance the best interests, image and welfare of the PNGRFL, the PNG HUNTERS, the Intrust Super Cup Competition, the Related Competitions, the Representative Competitions, the Clubs and the Game.
Part 6 – Enforcement
Proceedings for Breach
(1) Investigate a Player or Club Official for a breach of a provision of this Code;
(2) Appoint a person or persons to investigate a Player or Club Official for a breach of a provision of this Code;
(3) Form a panel to consider the findings of any investigation and, in turn, receive recommendations from that panel regarding the matter; and
(4) If the Chief Executive Officer, in his absolute discretion, considers it appropriate, act on recommendations from the panel regarding a Player or Club Official regarding any suspected breach of a provision of this Code.
Where a Club Also Acts
(2) To remove any doubt, nothing in this Code prevents the Chief Executive Officer from investigating, causing to be investigated or proceeding against a Player or Club Official for a breach of a provision of this Code where, in relation to the same conduct, the Club with which that Player or Club Official is associated has already taken action or imposed a punishment against that Player or Club Official.
(2) To remove any doubt:
29.(1) All staff/players conduct themselves in a professional manner
(2)All staff/players understand their responsibilities and obligations, and have guidance when faced with an ethical dilemma or conflict of interest.
(3)All staff/players respect the rights, beliefs and property of others
30.(1) outlines standards of behaviour expected of staff employed by the PNG Hunters.
(2) Shall: Indicates the statement is mandatory
(3) May: Indicates an option