Employee Behaviour Policy

EMPLOYEE BEHAVIOUR POLICY

PERSONAL INFORMATION

POSITION INFORMATION

Start date:    Salary (annual):

PURPOSE AND SCOPE

This Employee Behaviour Policy establishes the standards of professional conduct, workplace expectations, and disciplinary framework applicable to all employees, contractors, and temporary staff. It applies during working hours, when representing the organisation externally, and whenever conduct affects the workplace.

DEFINITIONS

"Misconduct" includes any breach of this policy, unlawful behaviour, discrimination, harassment, theft, falsification of records, unsafe conduct, and actions that materially harm the organisation's reputation or operations.

STANDARDS OF CONDUCT

Employees must act honestly, responsibly and with integrity. Examples of required conduct include:

• Comply with all applicable law and company policies.
• Treat colleagues, customers, and suppliers with dignity and respect.
• Maintain punctuality and regular attendance; provide notice for absences.
• Protect confidential information and personal data.
• Avoid conflicts of interest and disclose potential conflicts promptly.

ATTENDANCE, APPEARANCE AND USE OF PROPERTY

Employees are expected to observe scheduled hours and maintain a professional appearance consistent with their role. Company property, including electronic systems, must be used only for authorised business purposes. Personal use must not interfere with duties or compromise security.

ANTI-DISCRIMINATION, HARASSMENT AND RETALIATION

The organisation prohibits unlawful discrimination and harassment. Employees must not engage in conduct that creates an intimidating, hostile or offensive work environment. Retaliation against anyone reporting misconduct in good faith is strictly prohibited and will itself be subject to disciplinary action.

SUBSTANCE ABUSE

The use, possession or distribution of illegal drugs or alcohol while performing work is prohibited. Where safety-sensitive duties are involved, lawful use of prescribed medication must be disclosed to management if it may affect performance or safety.

CONFLICTS OF INTEREST

Employees must avoid situations where personal interests conflict with organisational interests. Any potential conflict must be disclosed to the reporting manager in writing for assessment and resolution.

REPORTING, INVESTIGATION AND DISCIPLINE

Employees are required to report suspected misconduct promptly. Reports will be investigated confidentially and impartially. Disciplinary measures range from verbal or written warnings to suspension or termination, depending on severity and prior record. Investigations will afford the employee a fair opportunity to respond to allegations.

CONFIDENTIALITY AND DATA PROTECTION

Employees must protect confidential information and personal data obtained through employment. Disclosure outside authorised channels is prohibited. Breaches may lead to disciplinary action and legal consequences.

ACKNOWLEDGEMENTS

Please confirm your receipt, understanding and agreement to comply with this policy by completing the fields below and signing at the end of this form.

I acknowledge that I have received a copy of the Employee Behaviour Policy and that I understand its contents and the consequences of non-compliance.
I acknowledge and agree

I understand that employment may be subject to background checks and reference verification. By signing below I authorise the organisation to contact former employers and references, and to obtain background information where permitted by law.
I authorize background checks and reference contacts

EMPLOYMENT HISTORY

EDUCATION

REFERENCES

LEGAL DISCLOSURES AND CERTIFICATIONS

At-Will Employment: Employment with the organisation is at-will, which means either the employee or the organisation may terminate the employment relationship at any time with or without cause, and with or without notice, unless otherwise provided by a separate written agreement signed by an authorised representative.

Equal Opportunity: The organisation provides equal employment opportunity and does not unlawfully discriminate on the basis of protected characteristics. Employment decisions are made on the basis of qualifications, performance and business needs.

Certification: I certify that the information provided in this form is true and complete to the best of my knowledge. I understand that false statements or omissions may constitute grounds for disciplinary action, up to and including termination of employment.

I certify that all information provided is true and complete.

EMPLOYEE COMMENTS (OPTIONAL)

APPEALS AND GRIEVANCE

Employees subject to disciplinary action may submit a written appeal within a specified period. Appeals will be reviewed by an impartial manager not involved in the original decision. The organisation will endeavour to resolve grievances promptly and fairly.

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