Recognising that the public sector has a duty to uphold the system of government and the laws of the state, Commonwealth and local government, public service agencies, public sector entities and public officials:

• accept and value their duty to uphold the system of government and the laws of the state, the Commonwealth and local government 
• are committed to effecting official public sector priorities, policies and decisions professionally and impartially
• accept and value their duty to operate within the framework of Ministerial responsibility to government, the Parliament and the community.

Operationally for you, this means following standards and behaviours set out below:

3.1 Acting within the law

As a Council worker, you are expected to comply with all legislation and other statutory obligations relevant to Council and Council workers. In addition, Council’s local laws, policies, delegations, operational policies, procedures, and health, safety and wellbeing directives apply to you. You are expected to familiarise yourself with, and at all times comply with, Council’s policies, delegations, operational policies, procedures and health, safety and wellbeing directives. These documents are in place to ensure that Council, through its workers, is complying with its legislative requirements. As a worker engaged by a public sector entity, you too have the duty to comply with the legislative requirements. Council’s documents, described above, are there to assist you incomplying with your duties. 

It may sometimes be reasonable for you to question or raise concerns in relation to your work. In certain circumstances you may have a duty to raise issues, for example, where you think there is an imminent risk to the safety of yourself or others, or if you think that a direction may be in breach of the law or other documented procedures. When you have reported your suggestion or concern, you are required to work as lawfully directed by your supervisor, except where there is an imminent risk to safety. If the concern cannot be resolved within the workgroup, it should be immediately referred to your manager.

You are required at all times to be appropriately licensed, qualified or certified to fulfil the requirements of your position. If any of these are revoked for any reason, you must immediately inform your supervisor. If the revoked licence, qualification or certificate is a requirement of your job, Council will need to consider your ongoing employment. 

3.2 Acting within delegations and authorisations

Your role may require you to exercise a statutory power on behalf of the CEO. You must ensure your position is appropriately delegated to exercise any statutory power (for example, pursuant to state or a local law). Refer to Council’s Delegations Register and the appropriate legislation for guidance.

Your role may also require you to exercise non-statutory powers by taking a particular action or making a decision under authorisation. You must ensure your position is appropriately authorised to take those actions or make those decisions (for example, signing local government documents or approving invoices). You should refer to the relevant Instrument of Authorisation to ensure you are authorised to do so. 

3.3 Raising concerns

You have the right to comment on or raise concerns about Council policies or practices where they impact on your employment or engagement with Council. However, you must do this in a reasonable and constructive manner. You must use the appropriate Council processes and take responsibility for your comments and views.

When raising grievances, you are expected to act with honesty and in good faith. You are also expected to maintain confidentiality throughout the process. Grievances considered malicious, vexatious or frivolous will not be progressed and may result in disciplinary action against the person making the complaint. Concerns should be raised as early as possible following an incident that gives rise to a grievance. In circumstances where a long period of time has elapsed since an incident, it may not be possible to progress a grievance due to the difficulty in investigating old matters.

Council aims to protect workers from victimisation or other negative repercussions for reporting issues in good faith. Your obligation to conduct yourself in a manner that respects the rights and welfare of other Council workers, means that you should also be aware it is unlawful to victimise or discriminate against a person because of their involvement in a grievance process. Disciplinary action may be taken against you if you are found to have treated someone in a detrimental manner because they  
raised a grievance or participated in a grievance process.

Refer to Council’s Grievance Procedure Operational Policy for further information.

3.4 Reporting unethical conduct

During the performance of your role, you may become aware of information related to unethical conduct. You must take appropriate action to prevent, assess, and report any suspected fraud, maladministration, corrupt or unethical conduct by any worker. You can report these matters to the Chief Executive Officer, Corporate Governance Manager, Public Interest Disclosure Coordinator, Crime and Corruption Commission or another relevant agency, including the Queensland Police Service.

You must provide all relevant information and cooperate in any lawful investigation undertaken by Council. Reporting suspected fraud, maladministration, corrupt, or unethical conduct helps protect the integrity of Council. If you report such conduct, you may be protected and supported by Council in line with the procedural requirements of the Public Interest Disclosure Act 2010.

3.5 Handling information

You must adhere to all copyrights, trademarks and patents of your suppliers by not reproducing or quoting suppliers’ material unless you are specifically authorised to do so.

3.6 Lobbyists

Under the Integrity Act 2009, you must not knowingly meet with anyone who is not a registered lobbyist if that person (or organisation) intends to carry out a lobbying activity on behalf of a third-party. If a Councillor or worker becomes aware that the lobbyist
is not registered, Council is required to advise the Integrity Commission as soon as practicable. You should contact Council’s Integrity and Information Program for further information about involvement with lobbyists.