last updated on 15 February 2001
This document sets out the ethical principles and compliance procedures underlying professional performance and attitudes at the University of Canberra. Ethical codes stand in the shadow of the law. In contrast to the law, the code is not enforceable, but is instead meant to give guidance to staff members regarding their professional responsibilities.
The ethos of the University reflects values of integrity, veracity and autonomy, providing professional and ethical models for student development. An environment suitable for enquiry and learning should be fostered.
The University is traditionally a place where freedom of speech is respected, where free and open discussion and intellectual debate is encouraged. The University upholds the principles of justice and equality of opportunity, and seeks always to identify and remove unjust structures in the University community and in the wider society. At the same time, the dignity of all individuals at the University is respected and maintained, having due regard for privacy and confidentiality. Corresponding to this, the importance of community is valued, with an associated sense of responsibility for others.
1. Staff should familiarise themselves with relevant statute law and regulations, awards, the University's Mission Statement, University policies and procedures [referred to hereafter as "Legislation and established University guidelines"] and seek to comply with these established University guidelines. When in doubt, staff should at the earliest moment refer matters to the relevant senior staff member for independent guidance and, hopefully, for resolution. Likewise, staff who become aware of breaches of legislation and established University guidelines and/or ethical codes by others should first inform in writing those in breach that they are in breach. Should such a breach continue, staff should then bring that information in writing to the attention of the appropriate senior University officer. Staff should also be aware that in certain circumstances breaches of ethical guidelines in this document and of the University's Codes of Conduct may also involve breaches of other legislation and established University guidelines and result in legal action being taken by the University. If staff become aware of situations inadequately or inappropriately covered by the existing legislation and established University guidelines, they have a responsibility to take positive actions through senior officers and/or committees, to remedy those situations.
2. The University of Canberra is committed to a work environment free from discrimination on the grounds of race, gender, religion, disability, age, or political or sexual preference, and where decisions on employment and promotion are made on the basis of merit and assessment. Behaviour which constitutes sexual harassment, or physical or any form of intimidation, is unacceptable. Staff are required to comply at all times with the legislation and established University guidelines in these matters.
3. The University of Canberra seeks to ensure a safe and healthy work place. Staff members must abide by all requirements of the established University guidelines for safety, and ensure that no unsafe areas or practices go unreported. Supervisors are responsible for safety in their work areas.
4. Members of staff have a general responsibility to safeguard, properly use, and care for University resources. They are responsible for the maintenance and protection of University property and for the proper expenditure of University funds. Financial procedures and systems are designed to ensure that the University is publicly accountable for expenditure of monies entrusted to it. Fraud or theft by a staff member may result in dismissal, and where appropriate, legal action will be taken.
5. Members of staff have a general responsibility to use University resources only for official University business. University facilities are necessarily provided in an accessible manner on trust to staff and students. Staff have a responsibility not to abuse that implied trust. University equipment, including motor vehicles, is for official use by staff and students. Other use of equipment, or its use by persons who are not staff or students of the University, must be within the established University guidelines and must be undertaken only with the approval of a duly authorised University officer.
6. Members of staff have a general responsibility to use University information systems only for official University business. Electronic equipment and copying devices represent particular areas where staff are obliged to act responsibly. University information systems, including software and computer equipment, may be used only by staff or students of the University within the established University guidelines, and only with the approval of a duly authorised University officer.
7. In making written or oral comments which purport to represent the views or authority of the University of Canberra and which might reasonably be expected to become public, staff have a responsibility to ensure that they hold proper authority to make such public comments, and that such authority has been given to them by a person himself or herself holding actual authority on behalf of the University.
8. Where the matter of a media statement or letter relates directly to the academic or other specialised subject area of a staff member's appointment, the member may use the University's name and address and give the title of his or her University appointment in order to establish his or her credentials.
9. All staff members have the right to express their views publicly on any matter of public interest provided that they make clear the fact that such views are those they hold as private citizens.
10. Where staff members are offered favours or gifts from persons or organisations who could benefit or who might be perceived by the public to benefit by influencing staff members in the exercise of their authority or duty, or by placing staff members under some obligation, a full disclosure of all relevant facts should be made by the staff member to an appropriate senior officer of the University at the earliest possible time, and an appropriate opinion sought as to the propriety of accepting such gifts, favours, or sponsorship. Where such a gift or favour is accepted, the person or organisation providing it should be informed clearly that no benefit may be derived and no obligation attaches to it.
11. Staff are expected at all times to:
12.In this paragraph the words "personal interests" should be broadly construed. Staff should aim to avoid being placed in a situation where there may be a conflict between the interests of the University and their own personal interests or those of their family or friends. Should that situation arise a full disclosure in writing of all relevant facts should be made, at the soonest possible time that is reasonable, to the relevant senior officer of the University and an independent opinion sought as to the propriety of proceeding while such conflict exists. In particular, the University expects staff not to place themselves in a position where it could be construed that they have:
13. The University recognises that some of the most difficult ethical dilemmas confronting staff may arise because of the staff's sometimes competing, but legitimate, obligations or duties to others. Some of the clearest obligations of staff which may sometimes compete in this respect include staff obligations to the University as an incorporated entity, to other staff members, to students, and to outside stakeholders. At the same time the University recognises that it may be difficult for staff to readily ascertain all established University guidelines from the diversity of legislation, regulations, University policy and protocols which may be relevant to the proper ethical conduct of staff. For this reason the University will continue to develop Codes of Conduct in specific areas of University activity with a view to enabling staff to best reconcile the sometimes conflicting legitimate objects of the University and of its stakeholders.
In addition, the University of Canberra has adopted a policy of identifying, so far as possible, both in the abovementioned general principles applying to all staff and in the Codes of Conduct, all relevant sources of legislation (see Attachment 1), regulations, University policy, protocol and ethical codes (see Attachment 2) that may serve to assist staff. Established University guidelines may be examined in the Secretariat, by appointment.
The established University guidelines in respect of each paragraph include:
This document titled Code of Ethics for staff of the University of Canberra was approved by the University Council at its Meeting No. 42 on 8 November 1995.
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