Code of Conduct

Welcome

At Regional Independence Services, our culture and values are integral to the achievement of our purpose: supporting you to be your best self.

Our values of fairness, hope, courage, and perseverance, along with the associated expected behaviours, create a culture and safe environment where our people can thrive, be highly engaged, and committed to delivering high-quality services to our clients. These values and behaviours help each individual staff member contribute to achieving our strategic goals.

To provide transparency and clear accountability at the individual level, the Regional Independence Services Code of Conduct provides a shared understanding and expectation of the way we behave at work as individuals, towards each other, our clients, their families and carers, partners, and other professionals. Building on our values, it empowers us to carry out our roles ethically and professionally, promoting a positive, safe environment.

Regional Independence Services and its employees are also required to adhere to the National Disability Insurance Scheme (NDIS) Code of Conduct (NDIS Code). The NDIS Code is founded in NDIS legislation (NDIS Act 2013) and has been included alongside Regional Independence Services’ Code. Together, they provide the basis of a positive workplace culture, reflective of our values.

All staff at Regional Independence Services are required to read and understand both the Regional Independence Services’ Code and the NDIS Code, as well as associated guidance documents.

Please ensure you read these documents carefully. If anything is unclear, ask your manager for clarification.

In addition to the above, the Director of Regional Independence Services is required to read, understand, and apply the NDIS Code of Conduct Guidance for Service Providers.

All staff are required to agree with and adhere to both codes. They must also sign an acknowledgement that they have read and understood the provisions and will implement and follow the standards of Regional Independence Services’ core values.

Thank you for supporting Regional Independence Services and helping the people we serve to achieve their best selves.

Introduction

Regional Independence Services is a provider of disability transportation services in Western Australia. Through the relationships we build with our clients, their families, and carers, and through the practical assistance we offer, we help people experience their best selves and enjoy active, engaged lives. We are committed to human rights and self-determination, guided by the aspirations of the people we support for the lives they want to lead.

Our Values

Regional Independence Services is committed to ensuring that our work and engagement with people reflect the following values:

  • Accessibility

  • Inclusivity

  • Reliability

  • Cultural Sensitivity

Purpose of Regional Independence Services’ Code of Conduct

The purpose of the Regional Independence Services Code is to outline the expectations of staff by prescribing standards of required behaviour. Regional Independence Services has developed policies, procedures, frameworks, and guidelines to support the application of this Code, which staff are required to follow.

This Code helps staff understand their responsibilities and obligations while working for Regional Independence Services. It provides a shared understanding and expectation of behaviour as individuals, towards each other, our clients, their families, carers, partners, and supporters. It also offers guidance on reporting breaches of its standards.

The Code complements the State’s Code of Conduct for Disability Service Workers and supplements legal obligations in areas such as Occupational Health and Safety, Equal Opportunity, and Privacy. It does not replace the NDIS Code, which sets expectations for safe and ethical services for both NDIS providers and workers.

Regional Independence Services will adhere to the NDIS Code, ensure workers comply with it, and take appropriate action to address any breaches.

Scope

Both the Regional Independence Services Code and the NDIS Code apply to all staff, and compliance is expected at all times, including during social activities outside work premises under the organisation's auspices. The same standards apply to comments made on social media where staff affiliation with Regional Independence Services is indicated or can be inferred.

Framework of Responsibility

Regional Independence Services Director

  • Approve Regional Independence Services’ Code.

  • Delegate authority to implement the Code.

  • Raise awareness, ensure accessibility, and monitor compliance.

  • Oversee training requirements and manage breaches or reports of non-compliance.

  • Support managers with enquiries and actively review the Code.

  • Ensure employees can access the Code and the NDIS Code and comply with training programs.

  • Monitor adherence to the Codes and support employees with questions or concerns.

Regional Independence Services Staff

  • Apply and comply with both the Regional Independence Services Code and the NDIS Code.

  • Review the Code and participate in training programs.

  • Seek clarification when required and raise issues of non-compliance.

Regional Independence Services Code of Conduct

Staff must adhere to the following standards:

Act Ethically, with Integrity, Honesty, and Transparency
Staff are required to:

  • Respect the privacy of people, their families, carers, and advocates.

  • Display professionalism while providing support services.

  • Communicate in a language, form, manner, and tone that enables understanding.

  • Maintain appropriate professional boundaries and act to protect the professional relationship.

  • Recommend and provide supports that serve the needs and interests of clients.

  • Avoid using their power over people for personal gain.

  • Comply with lawful and reasonable directions, policies, procedures, and guidelines.

  • Perform duties diligently and avoid conduct that could bring the organisation into disrepute.

  • Be fit for work and not under the influence of alcohol or drugs.

  • Dress appropriately for the work performed.

  • Hold and maintain required credentials, checks, licences, and registrations.

  • Disclose any criminal charges or convictions that could impact their responsibilities.

  • Avoid fraudulent behaviour or unauthorised use of organisational resources.

  • Respect and safeguard the organisation's physical and intellectual property.

  • Comply with laws, regulations, standards, and professional codes of conduct.

  • Report any behavioural complaints, concerns, or breaches of the Code.

Show Respect for Cultural Differences
Staff are required to:

  • Respect diverse religious or spiritual beliefs and practices.

  • Acknowledge and respect cultures and values different from their own.

  • Respond to the needs of people from diverse backgrounds.

  • Consider the values, beliefs, and needs of individuals, including those related to culture, gender, and disability.

  • Promote cultural safety and inclusion.

Provide Services Without Engaging in Abuse, Exploitation, Discrimination, Harassment, or Neglect
Staff are required to:

  • Treat people with dignity and respect.

  • Ensure clients suspected of experiencing abuse receive appropriate support.

  • Support clients in meaningful engagement with their community.

  • Exercise professional judgement when providing services.

  • Collaborate with colleagues to foster harmonious and productive working relationships.

  • Provide services in the least restrictive manner, adhering to relevant legislation.

Report Any Form of Abuse or Suspected Abuse
Staff are required to:

  • Report abuse or suspected abuse to their supervisor, manager, or relevant authority.

  • Take all allegations seriously and act in accordance with the organisation's reporting policies.

  • Facilitate access to independent support, such as advocacy services, when necessary.

  • Participate in training to understand abuse, its forms, and reporting obligations.

Promote the Safety and Wellbeing of Children and Young People

Staff are required to:

  • Apply child-safe principles as outlined in the National Principles for Child Safe Organisations.

  • Take reasonable steps to protect children from abuse.

  • Raise concerns about risks to child safety in organisational practices.

  • Report concerns, allegations, or observations of child abuse to the relevant person or authority.

  • Treat children with respect, regardless of race, colour, sex, gender identity, or other status.

  • Listen to and value children’s ideas and opinions.

NDIS Code of Conduct

TThe NDIS Code of Conduct The National Disability Insurance Scheme (Code of Conduct) Rules 2018 sets out the NDIS Code of Conduct, which applies to all NDIS providers and persons employed or otherwise engaged by them, regardless of whether they are registered. The NDIS Code of Conduct supports the rights of people with disability in the National Disability Insurance Scheme to have access to safe and ethical supports and reflects the core values and principles set out in the National Standards for Disability Services, the National Mental Health Standards and the National Disability Insurance Scheme Act 2013.

In providing supports or services to people with disability, a Code-covered person must:

• act with respect for individual rights to freedom of expression, self-determination and decision-making in accordance with applicable laws and conventions; and

• respect the privacy of people with disability; and

• provide supports and services in a safe and competent manner, with care and skill; and

• act with integrity, honesty and transparency; and

• promptly take steps to raise and act on concerns about matters that may impact the quality and safety of supports and services provided to people with disability; and

• take all reasonable steps to prevent and respond to all forms of violence against, and exploitation, neglect and abuse of, people with disability; and

• take all reasonable steps to prevent and respond to sexual misconduct.

NDIS Code of Conduct Guidance for Workers

All staff are required to read the NDIS Code of Conduct Guidance for Workers. This document provides guidance for workers on how they should apply the NDIS Code to their daily practice and consequences for breaching the NDIS Code.

NDIS Code of Conduct Guidance for Service Providers

Regional Independence Services, as a NDIS registered service provider, is also required to apply the NDIS Code of Conduct Guidance for Service Providers. This document provides guidance for Regional Independence Services Director on their responsibilities in relation to applying the NDIS Code and consequences for breaching the NDIS Code.

Complying with Regional Independence Services’ Code and the NDIS Code

Making good decisions

Part of working at Regional Independence Services is about making good decisions. When faced with a decision and you are unsure of how to act, or whether your proposed actions are within Regional Independence Services’ Code and the NDIS Codes, you can ask yourself the following questions:

• The Policy Test – Is my proposed action consistent with this Code and other Regional Independence Services policies and procedures?

• The Legal Test – Is my proposed action legal? Does it conflict with any applicable law or regulation?

• The Values Test – Is my proposed action consistent with Regional Independence Services’ values? Is it ethical and honest?

• The Mirror Test – What are the consequences of my proposed action? How will I feel about myself if I take the action?

• The Others Test – What will others think about my proposed action?

• The Media Test – Would I be concerned if my proposed action was headlined in the media?

If, after you have considered these points, you have any doubts about a decision you face, you should discuss the decision with your manager. In addition, if you believe there is a potential breach of Regional Independence Services policy or procedures, you should discuss the matter with your manager.

Reporting concerns and/or alleged breaches of Regional Independence Services’ and/or the NDIS Code

Anyone can discuss a concern or make a complaint about alleged breaches of Regional Independence Services’ Code and/or the NDIS Code.

Staff should report any alleged breach or concerns about an alleged breach of Regional Independence Services’ Code and/or the NDIS Code to their manager. If the staff member is not comfortable reporting the allegation to their manager, they should report the allegation to the Director.

Managers have a responsibility to address concerns and alleged breaches of both codes promptly and in a fair and reasonable manner. The manager or more senior member of staff must follow Regional Independence Services’ Workplace Investigation Procedure. The NDIS Commission may also investigate alleged breaches of the NDIS Code by providers and/or workers. For further information regarding alleged breaches of the NDIS Code please refer to the NDIS Guidance. Staff also have the right to approach an external agency in relation to their complaint.

Protection for people who raise concerns about a breach of Regional Independence Services’ Code and/or the NDIS Code

Regional Independence Services is committed to protecting any person who raises concerns about a breach of either code from victimisation. Any attempt to take detrimental action against a person or persons raising a concern or allegation regarding a breach of the codes will be taken seriously and may lead to disciplinary action.

Consequences of breaching Regional Independence Services’ Code and/or the NDIS Code

Possible outcomes for a staff member who has breached Regional Independence Services’ Code and/or the NDIS Code may be:

• Counselling

• Coaching

• Performance improvement plans

• Disciplinary action

• Referral to the relevant registration board where the staff member is a registered health practitioner

• Referral to the police or relevant legal authority or Government agency under Regional Independence Services’ legal obligations

• Termination of employment

Certain sections of both codes reflect the requirements of legislation, and breaches of these conditions may be punishable under law. There may also be terms and conditions in contracts that could be enacted. When NDIS providers, or persons employed or otherwise engaged by NDIS providers, are found to have breached the NDIS Code of Conduct, the NDIS Commissioner is able to take a range of actions as appropriate, including education, compliance and enforcement action or prohibiting them from operating in the NDIS market.

Further information about the Codes

For further information about Regional Independence Services’ Code and/or the NDIS Code please contact Regional Independence Services’ Director.

Relevant legislation, standards and codes

• NDIS Code of Conduct and Guidance

• NDIS Quality and Safeguarding Framework December 2016

• Fair Work Act 2009 (Cth) • Sex Discrimination Act 1984 (Cth)

• Racial Discrimination Act 1975 (Cth)

• Age Discrimination Act 2004 (Cth)

• Disability Discrimination Act 1992 (Cth)

• International Convention on the Rights of Persons with Disabilities 2006

• Child Safe Standards

• Human Services Standards

• National Standards for Disability Services

Supporting policies and procedures

Regional Independence Services’ OneDrive contains all the supporting policies, procedures, guidelines and forms relevant to Regional Independence Services’ Code. A full list of these is available on the OneDrive in the Policy Framework Spreadsheet.

Definitions

Any defined terms below are specific to this document:

• Abuse is a violation of a person’s human rights and has several forms such as financial abuse, emotional abuse, physical abuse, sexual abuse and neglect. To be effective, zero tolerance of abuse requires a clear understanding of what abuse is and the types of behaviour that are abusive.

Financial abuse: The misuse of a person’s assets, property, possessions and finances without their consent. It includes:

▪ denying a person, the use of their own assets, property, possessions and finances

▪ theft, fraud, exploitation and pressure in relation to assets, property, possessions and finances

▪ obtaining assets through deception.

Emotional abuse: Actions or behaviours that reject, isolate, intimidate or frighten by threats, or the witnessing of family violence, to the extent that the person’s behaviour is disturbed, or their emotional or psychological wellbeing has been, or is at risk of being, seriously impaired.

This includes:

▪ rejecting, isolating, terrorising and ignoring behaviours

▪ denying cultural or religious needs and preferences

▪ emotional abuse perpetrated by other people with a disability

▪ where a person subjects another person to behaviour that may result in psychological trauma, such as bullying, harassment, humiliation and threats.

Physical abuse: Actions that involve the inappropriate use of physical contact or force against a person.

This includes:

▪ threats of physical abuse

▪ excessive use of physical force or restraint by a staff member

Sexual abuse: Actual or attempted unwanted sexual actions that are otherwise forced on a person against their will or without their consent using physical force, intimidation or coercion.

Neglect: The failure to care adequately for a person to the extent that the health, wellbeing and development of the person is significantly impaired or at risk.

Advocate: a person who helps represent the interests of the individual concerned by supporting them to express their views and concerns, and ensuring they have access to choices, options and information that is fully accessible. An advocate does not have legal guardianship over the individual concerned and must be chosen by the individual.

• Child: a child or young person is a person under eighteen years of age.

• Client: includes clients of Regional Independence Services, their family or carers.

• Disciplinary action: the circumstances surrounding a staff members’ actions and the seriousness of such actions will determine the appropriate level of disciplinary action to be undertaken and can include performance counselling; verbal or written warnings; investigations; referral to the police and/or relevant legal authority and/or termination of employment.

• NDIS Workers: includes but is not limited to employees, key personnel, sole traders, contractors, sub-contractors, agents in the NDIS sector, and volunteers.

• Recently exited clients: consistent with the Australian Psychological Society ethical guidelines, recently exited clients refer to clients exited from Regional Independence Services’s services within the last two years.

• Staff: includes employees, trainees, directors, students on placement, reference groups, volunteers and contractors of Regional Independence Services; including the employees of contractors, subcontractors, and employees of labour hire companies assigned to work at Regional Independence Services.

• Victimisation: subjecting, or threatening to subject, someone to something detrimental because they have raised a concern or made a complaint about an alleged breach of the Code or, helped someone else to raise a concern or make a complaint.

Rob Sharpless Director ACRA Inclusions Pty Ltd T/AS Regional Independence Services 01 July 2024