ERA 2000, Code of Conduct & FEO Flashcards
Under Section 4 of ERA 2000 parties must deal with each other in good faith. Subsection 1(b) says they must not do anything to what?
- Mislead or deceive or;
- that is likely to mislead or deceive
What do you broadly understand is ‘good faith’ as laid out in Section 1A of the ERA 2000?
- Wider in scope than just implied obligations of trust and confidence
- Requires parties to be active and constructive for a productive employment relationship
- Where a decision may have an adverse effect on an employee, requires the employer to ensure clear access to to relevant information about employment and decisions and the employee has the opportunity to comment BEFORE the decision is made
Section 1B of the ERA 2000 allows for confidentiality of information if there’s ‘good reason’ to maintain confidentiality. What is ‘good reason’?
a. Complying with statutory requirements
b. Protecting privacy
c. Protecting commercial position of an employer from being unreasonably prejudiced
Section 4(2) of the ERA 2000 lays out who ‘employment relationships’ relate to - not just employer/employee. What entity is this section mostly referring to?
Unions.
Section 4(4) of the ERA 2000 lays out a number of scenarios where ‘good faith’ should be shown. What are a few of the principal scenarios it refers to?
- Collective bargaining
- Individual and collective employment agreements
- Redundancy
Section 4(6) of the ERA 2000 specifies it is a breach of the Act to what?
Advise or do anything to induce an employee -
a. Not be involved in bargaining for a collective agreement or
b. Not be covered by a collective agreement
Who does the CoC apply to?
Anyone who is employed or engaged by NZ Police, regardless of position or rank held. Includes… well, everyone - contractors, consultants, volunteers and even staff from other agencies we partner with
Does the CoC apply outside of working hours?
Yes - wherever our actions might bring Police into disrepute or damage trust and confidence Police has in us
Does the CoC cover every situation we may find ourselves in?
No - it is a guide and minimum expectations of the behaviour Police expects
Define ‘conflict of interest’
A situation where our personal or professional interests may conflict with our position, obligations or responsibilities as a Police employee.
We must not act in a way that uses our influence, role or position to personal advantage or to the advantage of others we are associated with.
Can perception or appearance of a conflict of interest sometimes be as damaging as an actual conflict?
Yes.
What do conflicts of interests include - according to the study material?
- Never entering a sexual or intimate relationship with someone we have met in a professional capacity if an imbalance of power exists or that person is vulnerable
- Ensuring that access to Police system is for legitimate work purposes only
What should you do if you see or recognise a conflict of interest?
Raise it with your manager. Be open and honest as soon as you see a potential conflict
Who can work FEO and why is it important that flexible working is important to Police? Benefits to Police?
Any police employee. Because NZP is committed to offering the best environment to enable our people to perform to their potential. When people can work in a way that suits their lifestyle and commitments, they have greater job satisfaction which results in:
- higher levels of engagement and productivity
- attracting and retaining top talent
- access to a broader talent pool
Does working flexibly just mean working part time? What do common options include?
No.
- WFH or alternative location
- Flexi-time (a set number of hours that can change from week to week)
- Part time
- Condensed hours
