CODE OF BEHAVIOUR Sample Clauses

CODE OF BEHAVIOUR. Behaviour, which consistently affects the quality of care available to other children, may result in dismissal from ▇▇▇▇▇ Educare, after all possibilities have been explored. • It is ultimately my responsibility to ensure that my child(ren) acts in an appropriate manner while at • I agree to pay for any damage wilfully caused by my child. • I understand that my child(ren) is/are responsible for their own property.

CODE OF BEHAVIOUR. 11.1 Behaviour, which consistently affects the quality of care available to other children, may result in dismissal from 11.2 I agree that it is my (the parents/guardians) responsibility to ensure that my child(▇▇▇) acts in an appropriate manner while at Hurupaki Educare. 11.3 I agree to pay for any damage wilfully caused by my child. 11.4 I understand that my child(▇▇▇) is/are responsible for their own property.

CODE OF BEHAVIOUR. Behaviour, which consistently affects the quality of care available to other children, may result in dismissal from Hurupaki Educare, after all possibilities have been explored. • It is ultimately my responsibility to ensure that my child(ren) acts in an appropriate manner while at Hurupaki Educare. • I agree to pay for any damage wilfully caused by my child. • I understand that my child(ren) is/are responsible for their own property.

CODE OF BEHAVIOUR. It is expected that residents shall: • Respect the law. • Interact with each other in a way that preserves the dignity of each individual. • Respect the diversity of the student population. • Behave in a manner that fosters an equitable, welcoming environment in the House.

CODE OF BEHAVIOUR. This document has been prepared by The Hills Community Aid & Information Service Inc. (HCA) to guide its volunteers on acceptable behaviour and on the rights and responsibilities that HCA attaches to its volunteers • Abide by the philosophy of HCA; • Observe the rules of HCA including those specified in the Constitution and any others determined by the HCA Management Committee; • Adhere to the accounting procedures of HCA; • Represent HCA in a positive way; • Not to discuss confidential issues of HCA with people outside HCA; • Not to take illegal drugs or consume alcohol when volunteering for HCA; • Not have sexual relationships with HCA Clients; • Follow any grievance procedures set down by the HCA Management Committee to try to resolve any conflicts with other Staff or members of HCA; • Not to harass in any form, Clients, Staff or Volunteers of HCA; • Not abuse, physically or verbally, Clients, Staff or Volunteers of HCA; • Not give unsolicited advice to Clients and to be circumspect about giving advice that a Client may request; • Not alienate Clients from their family; • Treat Clients with courtesy, respect and consideration; • Act on complaints and provide services to the best of their ability; • Wear neat and appropriate clothing; and • Be careful not to offend Clients by being sensitive to Clients feelings. • Receive accurate information about HCA and its policy and or its philosophy on Volunteers; • Have reasonable understanding of the lines of authority and accountability; • Be seen as belonging through inclusion at meetings, social functions etc; • Be seen as an individual, deserving of individual support while performing their role; • Receive proper training, initially and on going training; • Know who to turn to with difficulties and problems; • Have work valued by HCA. To regularly receive constructive feedback; • Be trusted with confidential information if it is necessary to carry out their role; • Be covered by Personal Accident Insurance while acting as a HCA Volunteer; • Say “No” when asked to carry out a function or task beyond what they signed up for; • Carry out the role without being exploited; • Be informed of HCA’s policy on reimbursement of Volunteer transportation cost; • Be safe on the job; and • Ask for support when it is needed. • Be reliable; • Arrive on time; • Notify their Coordinator if unavailable or delayed for client appointments, training and support meetings; • Accept all the terms and conditions of the relevant HCA Vol...

CODE OF BEHAVIOUR. Key Principles Key Elements

CODE OF BEHAVIOUR. The Code of Behaviour applies to all athletes, coaches, and volunteers participating in programs and events sanctioned by Special Olympics Ontario.

CODE OF BEHAVIOUR. The volunteer is a representative of the Doveton Show Committee and is therefore required to conduct themselves in a manner that is deemed appropriate and customer- focused.

CODE OF BEHAVIOUR. This clause is to be read in conjunction with Brambles Australia Limited’s Code of Conduct and company policies. Each case will be dealt with on its own merits. Aims: This Code of Behaviour aims to provide a system for identifying and maintaining acceptable employee behaviour and rectifying persistent poor work performance in a positive way by: (a) Identifying to the employee behaviour that is unacceptable to BIS. (b) Providing Employees, through a counselling and disciplinary process, an opportunity to correct unacceptable behaviour and/or to rectify poor work performance. (c) Ensuring that where unacceptable behaviour or poor work performance persists, despite counselling and disciplinary action, that any termination that may ensue is conducted in a manner that is demonstrably fair and just. Obligations of Employees: All employees of BIS are expected to: (a) Carry out their duties and responsibilities to the limit of their competence and skill. (b) Positively contribute to the achievement of the work objectives of the depot and this agreement, in line with Brambles values. (c) Positively participate in approved, relevant training and to provide on the job instruction to others where appropriate. (d) Comply with all work practices that are designed to promote the objective of a safe and health workplace. (e) Comply with all reasonable and lawful instructions. (f) Treat other employees, customers, associates and members of the general community with due respect, courtesy and good manners. (g) Comply with the terms, conditions and commitment of the Enterprise Agreement. Unacceptable behaviour or poor work performance may include but not be limited to the following: (a) Consistent absenteeism without valid reason. (b) Lack of application to duties and responsibilities. (c) Derogatory speech or action. (d) Failure to comply with legal, safe and reasonable instructions. (e) Illegal, dishonest acts or acts which directly conflict with the interest of BIS. (f) Intimidatory acts or assaults, including discrimination and harassment of any form. (g) Drunkenness, intoxication or illicit drug use. (h) Theft of company or personal belongings.