- 7.1 Disciplinary Action for Misconduct - Support Staff Agreement, Clause 54
- 7.2 Disciplinary Action for Misconduct - Academic Staff Agreement, Clause 49
- 7.3 Code of Conduct Policy
- 7.4 Workplace Behaviour Statement
- 7.5 Implementing Child Protection Legislation - Supervisors' Guidelines
- 7.6 Implementing Child Protection Legislation Guidelines
- 7.8 Outside Work - Vice-Chancellor's Operational Directives
- 7.9 Staff Records - Guidelines
- 7.12 Staff and Students with Carers' Responsibilities - Vice-Chancellor's Directive
- Equal Opportunity and Diversity Policy
- Harassment (Policy on Prevention of)
- Reconciliation Statement
- Expression and Practice of Religious, Political and Other Values, Beliefs and Ideas at UTS
- Fraud and Corruption Prevention Disclosures policy
- Gifts and Benefits
- Acceptable Use of Information Technology Facilities
- Handling Student Complaints - Policy
- Handling Student Complaints - Procedures for Managers
- Intellectual Property Policy and Directive
The procedures for handling misconduct of support staff are found in the Support Staff Agreement, Part F - Discipline, Clause 54.
The procedures for handling misconduct of academic staff are found in the Academic Staff Agreement - Part F - Discipline, Clause 49.
7.3 Code of Conduct Policy (PDF, 96Kb)
Staff and Affiliates of UTS are expected to perform all work, duties and functions associated with their positions to the best of their abilities, impartially and diligently in order to contribute to the achievement of the University's goals. This Code aims to set out for all Staff and Affiliates of the University the conduct required in the performance of their work, duties and functions and the consequences of not meeting these requirements.
7.4 Workplace Behaviour Statement (PDF, 97Kb)
This document elaborates on the Code of Conduct (see 7.3 of the HR Manual) and identifies linkages between the Code and other policies, directives, procedures and guidelines. The document provides examples of unacceptable workplace behaviour and explains options for dealing with behaviour or conduct which is considered to be inappropriate. The statement will assist staff, supervisors and managers to recognise workplace behaviour or conduct that is not appropriate and to take action to address the behaviour.
These guidelines provide advice for supervisors on their obligations relating to NSW Child Protection legislation. Specific responsibilities exist for staff to report child abuse. The University also has specific responsibilities regarding staff in child related employment. Included in the guidelines are definitions on what constitutes child abuse, who is regarded as a staff member (includes volunteers and other unpaid people) a guide explaining the types of matters that must be reported and reporting procedures.
A guide for all staff on their obligations under NSW Child Protection legislation. Every staff member has an obligation to report an allegation of child abuse relating to a staff member that occurs within the work environment. These guidelines provide definitions from legislation on what constitutes child abuse and the obligations to report it.
This Directive sets out the arrangements under which staff may undertake paid or unpaid outside work. Staff require approval to engage in outside work as defined within the Directive. A purpose of the Directive is to protect the University’s interests, resources and reputation by clarifying the rights and obligations of both the University and its staff with respect to outside work. Arrangements for reporting and monitoring all approved outside work are set out within the Directive. To apply for approval of outside work, complete an Outside Work Application Form
7.9 Staff Records - Guidelines (PDF, 92Kb)
These guidelines provide advice on keeping staff records in line with the State Records Act and NSW privacy legislation. Staff records refer to records, papers, registers, files, documents, photographs, data or information stored in either hardcopy or electronic form, relating to staff at UTS. Due to the private and confidential nature of staff records access is limited. Details are provided on who may access records and the process by which records may be accessed and updated.
UTS acknowledges that carers' responsibilities impact on employment and educational opportunities. This directive outlines provisions for both staff and students who may have carers' responsibilities and the types of arrangements available to support their needs.