Emplymnt Relations, Unacceptable Behaviour & Acceptable Use

Question 1

How do we keep ourselves, eachother and the public safe?

Answer 1

By appropriately managing and reporting any safety issues as soon as we become aware of them.

Question 2

What should you do if you’re unsure whether information is confidential or sensitive?

Answer 2

Seek advice from your manager

Question 3

We do not tolerate or accept behaviour by either the public or colleagues that breaks laws or compromises safety. What part of ‘Our Business’ does this relate to?

Answer 3

Our purpose - to ensure everybody can be safe and feel safe.

Question 4

Our differences equip us to be more effective in our approach to policing across a wide range of communities. Which Value?

Answer 4

Diversity

Question 5

What are you expected to do if you have concerns about your own behaviour?

Answer 5

Discuss those concerns with your manager

Question 6

There are 6 matters that, if they arise and you are the subject of them, you MUST notify your manager as soon as possible. What are they?

Answer 6

1. Charges in Court
2. Respondent of protection order
3. Any infringement for EBA, blood alcohol or drug impairment
4. Licence suspension
5. Speeding greater than 40km/h over limit
6. Charge or infringement that could lead to suspension or partial suspension

Question 7

Who does the manager advise if breaches of Code are brought to their attention?

Answer 7

District PPCM or Police Professional Conduct Group at PNHQ (if you work at a Police service Centre)

Question 8

When might a CoC breach result in termination of employment? (ie. how is that broadly defined in the material?)

Answer 8

When harm (caused by the breach) is so significant and serious that it is unable to be restored

Question 9

Can misconduct and serious misconduct be applied to behaviour outside of work?

Answer 9

Yep

Question 10

Using the definitions, what is the difference between misconduct and serious misconduct?

Answer 10

Behaviour or actions that breach the CoC (both) VS;

…and seriously undermine or damage the trust and confidence Police has in you, calling in to question if the employment relationship can continue (= serious misconduct)

Question 11

Examples of CoC breaches are not exhaustive. Provide 5 of the 9 examples of ‘misconduct’ listed in the material

Answer 11

1. Treating a person harshly
2. Using abusive or offensive language
3. Misuse of Police intranet or email systems
4. Using any Police databases of any unauthorised or personal purpose
5. Failure to declare a conflict of interest
6. Not complying with a lawful and reasonable instruction without a good and sufficient reason
7. Bringing Police in to disrepute
8. Breach policies or procedures
9. Misuse or mistreatment of property

Question 12

Examples of CoC breaches are not exhaustive. Provide 5 of the 9 examples of ‘serious misconduct’ listed in the material

Answer 12

1. Convicted or pleading guilty to an offence
2. Corruption - taking a bribe
3. Bullying or harassment
4. Sexual misconduct
5. Theft or dishonesty of any kind
6. Unauthorised access or disclosure of information related to Police business, including NIA
7. Repeated misconduct
8. False declaration/statement - including incorrectly recording data (knowingly)
9. Excessive unjustified violence

Question 13

What 6 factors are considered to determine if a breach of CoC has occurred and its seriousness?

Answer 13

1. Nature & circumstances
2. Intent
3. Position, duties, responsibilities
4. Ability to fulfil duties and relationships
5. Impact on trust and confidence Police has in you
6. How similar behaviour has been treated in the past