Policy

Personal Relationships in the Workplace - Policy

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Body

1. Purpose and Objectives

This policy outlines the University’s expectation that that all staff will carry out their duties with integrity and avoid conflicts between their private interests, specifically personal relationships, and University responsibilities.

This policy supports the University’s Code of Conduct.

2. Definitions, Terms, Acronyms

Senior Officer - Head of organisational unit, Executive Dean, Institute Director or Director of Division. For senior staff the supervisor will be the Senior Officer.

3. Policy Scope/Coverage

This policy applies to all University staff and people engaged in an unpaid capacity.

4. Policy Statement

Personal relationships should not interfere with, be seen to interfere with, or influence practices in the workplace. The University expects all staff to avoid and minimise the likelihood of conflicts arising due to personal relationships.

5. Personal Relationships and the Workplace

Personal relationships could include:

  • family relationships (including spouse, children, siblings, cousins, relations by marriage, parents or other close relatives)
  • emotional relationships (including sexual relationships and friendships)
  • financial relationships (including commercial relationships where pecuniary interest is present)

Personal relationships may involve staff, students or members of the community in the University environment. Such relationships should not interfere with, be seen to interfere with or influence workplace practices or decisions.

Personal relationships must not interfere with decisions or processes associated with the following:

  • selection and promotion of staff
  • confirmation of appointment
  • performance review
  • staff development opportunities
  • authorisation of payments
  • assessment of students
  • selection of students for admission.

Staff who are or become involved in a situation where a personal relationship may be a source of conflict should declare any such possible conflict of interest to the Senior Officer.

Normally, where an actual, perceived or potential conflict of interest exists, the Senior Officer will require the staff member concerned to withdraw from the situation(s) in which the staff member is conflicted. Where a staff member withdraws from a situation in which they may have an actual, perceived or potential conflict of interest, the staff member's supervisor or another staff member (as appropriate) will act as a substitute.

Custodians
Director, Human Resources
Ms Jane Banney
Custodians
Director, Human Resources
Ms Jane Banney