1. Purpose

ACS recognises the importance of a professional and safe work environment which actively promotes best practice. The purpose of this Code of Conduct is to promote and maintain the high standards of conduct and behaviour expected from Workplace Participants in the course of conducting the business of ACS, or in their employment or engagement.

2. Scope

This Code of Conduct (Code) applies to all employees of the Australian Computer Society Incorporated ABN 53 156 305 487 (ACS), and to all persons carrying out business on behalf of ACS or work in any capacity for ACS, including elected officials and appointees of any committee, board or internal organ of ACS, consultants, contractors, honorary appointees and volunteers for ACS, either at or away from ACS’s premises (Workplace Participants).

Workplace Participants should remember that the scope of their conduct includes out-of-ACS premises conduct (such as at ACS -related functions and through the use of social media) that impacts on ACS, other Workplace Participants, members, volunteers and the public.

3. Compliance with this Code

This Code does not form part of any employee’s contract of employment or any contractor’s contract for services, and does not otherwise impose contractual or other legally binding obligations on ACS.

However, all Workplace Participants must comply with this Code. Breaches of this Code will be taken very seriously. Where such conduct is investigated and found to have occurred, it may result in ACS taking action pursuant to Section 6 of this Code.

The Code is approved by Management Committee under their authority under ACS Rule 10.1 (a) and bounds all members of the ACS who are members of any committee of the society (Members).

The Code is declared to be an Ethical, Professional or Technical standard under ACS Rule 7.1.1 (b).

Members of the ACS are required to comply with this Code and must agree to it as a condition of standing for office, being appointed to any committee or acting in a representative role of ACS. Breaches of this Code will be taken very seriously.

This policy is an Ethical and Professional standard under ACS Rule 7.1.1(b) and any breach by ACS members may be referred to the Disciplinary Committee

4. Roles and Responsibilities

People and Culture Team:

• Develop and enforce the organisation’s Code of Conduct

• Communicate the Code of Conduct to all employees.

• Investigate and address any violations of the Code.

• Ensure fairness and consistency in applying the Code.

Workplace Participants:

• Familiarize themselves with the Code of Conduct.

• Adhere to the stated guidelines and principles.

• Report any violations they witness.

• Treat colleagues with respect and professionalism.

Managers and Supervisors:

• Set an example by following the Code of Conduct.

• Address misconduct promptly and fairly.

• Encourage open communication about ethical concerns.

• Foster a positive work environment.

Governance, Legal, and Risk Team:

• Review and update the Code of Conduct as needed.

• Ensure compliance with legal requirements.

• Provide guidance on interpreting the code.

• Handle legal aspects of violations.

5. Code of Conduct

Work towards the principal object of the ACS.

• Principal object of ACS can be found here.

• To promote the development of Australian information and communications technology resources.

• ACS Workplace Participants are bound by this code and understand that they must be mindful that their activities meet these objects. 

Adherence to relevant ACS policies and regulations

• ACS Workplace Participants must be familiar and comply with all relevant ACS policies and procedures applicable to them, as well as the terms of their employment contracts, terms of office, or contracts of engagement.

• Comply with any relevant professional registration standards and requirements.

• Must not breach any laws in the conduct of their duties or provisions of services (including but not limited to privacy law obligations)

• as a condition of Membership, ACS members are bounded by the Rules and Regulations of the ACS (ACS Rule 2.2.1 (c)).

Not bring the ACS into disrepute

As a Workplace Participant bound by this Code, it is agreed they will take no action that creates harm to the reputation and standing of ACS. Workplace Participants agree to repo­­rt and denounce behaviour that may and have caused harm. In agreeing to do so, it is understood that:

• Workplace Participants will not seek to publicly intimidate or humiliate other Workplace Participants and members.

• Workplace Participants will not engage in public comment to the media on any matters affecting the ACS without prior approval to make the comment without authorisation under ACS policies.

• Workplace Participants will not make any comment on social media or in any forum where they may be recognised as a Member of the ACS that could cause harm.

• Workplace Participants must not bring the ACS into disrepute in any way, including (without limitation) through information circulated across social media networks.

Valid complaints and grievances should be followed by the appropriate channel.

Participate Appropriately

• Demonstrate professionalism, honesty, and fairness in dealings with ACS and its management, as well as their co-workers, Workplace Participants and other stakeholders of the business, including members. ­­

• Comply with all reasonable directions given by ACS.

• When acting in any volunteer or representative capacity (such as an elected official or appointee), understand and acknowledge that time, effort and commitment is required to the role. Should circumstances change so the member is unable to participate to the level required, the Member will consult with the committee, board or representative body about the appropriate course of action

Resource Management

In understanding resource allocation, Workplace Participants agree to:

• Have respect for and responsibly and securely handle the ACS’s property, assets and resources (including the ACS’s confidential information and intellectual property)

• Use ACS’s resources in a proper, economical and responsible manner and for organisational purposes only.

• Comply with all policies and procedures that involve money, including the Delegation of Authority, Procurement policies, Conflict of Interest and Travel policies.

Declare all relevant interests

• It is understood that any interests that may conflict with the ACS’ interests are to be managed appropriately.

• It is understood that Workplace Participants should not participate in any discussion or decision where there is a potential conflict of inte­­­rest. This interest may be financial or personal or may not directly impact them personally or professionally.

• Workplace Participants must immediately bring to ACS’ attention any matter or circumstance which they think create or may create a conflict of interest, whether actual or perceived, and whether caused or contributed to by the Workplace Participants.

• See the Conflicts of Interest Policy

Secondary Employment (Employees and Contractors)

• Employees and contractors must not engage in secondary employment without the approval from their relevant Business Unit Head/Director before they engage in or agree to be engaged in secondary employment outside their official duties and/or services.

• Approval will only be given where the secondary employment will not adversely affect the performance of the employee’s or contractor duties and responsibilities to ACS or give rise to a conflict of interest in respect of ACS. 

Respect Confidentiality

• ACS Workplace Participants bound by this code understand and support that ACS is committed to ensuring compliance and obligations regarding personal and confidential information under legislation and agreements relating to privacy and confidentiality.

• Have respect for and responsibly and securely handle ACS property, assets and resources (including ACS confidential information and intellectual property)

• Treat all confidential member information in strict confidentiality, and only share information as required to perform their role.

• accessing confidential information using the systems and protocols endorsed by Management Committee.

• accessing confidential information that is absolutely necessary to achieve the tasks,

• Ensuring any personal information is handled in accordance with the ACS Privacy Policy

Respect Members and Staff

It is understood all stakeholders must be treated with full respect. ACS Workplace Participants bounded by this code must adhere to all policies relating to Workplace Health and Safety, and:

• Must be professional and polite in all forms of communication.

• Must refrain from using emotive language and terms

• Must not use offensive and abusive language or engage in intimidating behaviour, and/or fighting.

• Attend any activity under the influence of drugs or alcohol such that it impedes their ability to competently and safely perform their duties; 

Undertake Appropriate Training

• Workplace Participants must undertake all relevant mandatory training on or before the due dates.

Behave Legally and Ethically

• Not accept any gift, loan, hospitality or any other benefit of value, for themselves or another person as part of their duties or engagement except as permitted. Refer to the Gifts Policy.
• Must not undertake any fraudulent act
• Must not access records for an improper purpose (including but not limited to, event attendees, leads, key contacts) without an executed confidentiality agreement.
• Where you suspect a breach in law or policy has occurred, you are required to report the activity through relevant policies and procedures.
• Must not assist or encourage any other Workplace Participant to engage in any of the above behaviour. 

6. Non-compliance

Should any Workplace Participant be found to be engaging in behaviour that is prohibited by this Code or is contrary to any reasonable direction given by ACS, that person will be the subject of appropriate action (as determined by ACS in its reasonable discretion). This may include, but not be limited by the following:

• Employees may be subject to disciplinary action, which may include, but is not limited to, a verbal or written warning, suspension, or termination of employment or including without notice.

• Contractors may be subject to, the termination or non-renewal of their contract for services; and

• Members and/or volunteers may be directed to cease providing their services with immediate effect and be required to remove themselves from any contact with any complainant/victim arising out of any breach of ACS policies;

• Members or volunteers (including honorary appointees) who are appointed to any committee, advisory board or representative position may have that position revoked;

• Members and/or volunteers (including honorary appointees) may be refused access to any ACS premises or ACS hosted events

• Members may be referred to the ACS Disciplinary Committee which may result in termination of membership.

Disciplinary action will be determined by the nature, severity, and frequency of the non-compliance, as well as the impact on the ACS and any Workplace Participant.

ACS and/or the Disciplinary Committee will conduct a fair and thorough investigation of any alleged or suspected non-compliance and provide the Member, Volunteer or employee with an opportunity to respond and explain their actions.

ACS will also report any non-compliance to the regulating entities or regulators, as required by law or contract.

Any member who has not completed mandatory training requirements within 90 days of it being issued must explain why this training has not been completed to the Audit, Risk and Compliance Committee, who (if not satisfied) may suspend access to resources and after 120 days recommend to Management Committee the Member be stood down from office

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Document Control

Custodian title & e-mail address:

PandC@acs.org.au

Responsible Business Unit:

Governance, Legal, and Risk Team

People and Culture Team

Content Security: 

INTERNAL

Distribution limited to the Workplace Participants

PUBLIC

Distribution limited