These procedures relate to the Professional and ethical standards policy.

This Code applies to all department employees, including:

• ongoing, temporary and casual employees
• employees on secondment to the department
• members of the public service senior executive (PSSE)
• contractors and agency staff engaged to perform work for, or on behalf of, the department
• volunteers
• special religious educators
• graduate program participants
• pre-service teachers
• consultants where their engagement requires adherence to the Code.

Integrity

• Consider people equally without prejudice or favour.
• Act professionally with honestly, consistency and impartiality.
• Take responsibility for situations, showing leadership and courage.
• Place the public interest over your personal interest.

Trust

• Appreciate difference and welcome learning from others.
• Build relationships based on mutual respect.
• Uphold the law, institutions of government and democratic principles.
• Communicate intentions clearly and invite teamwork and collaboration.
• Provide apolitical and non-partisan advice.

Service

• Provide service fairly with a focus on customer needs.
• Be flexible, innovative and reliable in service delivery.
• Engage with the not-for-profit and business sectors to develop and implement service solutions.
• Focus on quality while maximising service delivery.

Accountability

• Recruit and promote employees on merit.
• Take responsibility for decisions and actions.
• Provide transparency to enable public scrutiny.
• Observe standards for safety.
• Be fiscally responsible and focus on efficient, effective and prudent use of resources.

• We have high expectations and we continually seek to improve ourselves and our work.
• We strive to excel and invite the best ideas from everyone in and outside the department.
• We use and share evidence, research and data to underpin policy and practice.
• We welcome collaboration and learning with others.

Equity

• We ensure that every student has access to high-quality public education.
• We respect diversity and the views and contributions of others.
• We treat people fairly.

Department employees must:

• keep students safe and support their wellbeing
• work collaboratively and comply with lawful and reasonable directions
• treat everyone with respect, courtesy, fairness, and honesty
• act with the utmost care and diligence
• understand and apply the laws, policies, procedures and guidelines that underpin your work
• always uphold the values and good reputation of the department whether on or off duty
• avoid conflicts of interest, report those that cannot be avoided and cooperate in their management
• only use official information for the work-related purpose it was intended
• only use your position and resources for a proper purpose
• report inappropriate conduct (such as reportable conduct or serious wrongdoing) immediately.

Principals or managers must:

• model the department’s values and professional conduct
• promote a collaborative and collegial workplace
• foster performance and development processes with employees under your supervision
• provide ongoing support and feedback to employees under your supervision
• provide information about support services and resources available to employees under your supervision
• communicate to employees under your supervision their responsibilities under the Code
• establish systems for effective communication and consultation in decision making
• utilise reporting systems when a breach of the Code may have occurred
• promptly address poor conduct and performance.

Appropriate conduct

An employee is charged with high range drink driving, which is a serious offence as the maximum penalty for a first offence is 18 months in gaol. The employee reports this to their workplace manager who then advises Professional and Ethical Standards.

Inappropriate conduct

A casual employee is charged with common assault, which is a serious offence. The employee intends to contest the charge at court and decides not to report the charge to their manager. They are later found guilty at court but not convicted of the offence. The employee remains silent about the matter.

The casual employee was required to report the offence immediately after being charged and again when they were found guilty.

Bullying is repeated and unreasonable behaviour directed towards an employee or group of employees that creates a risk to health and safety. Bullying is not part of reasonable management action carried out in a reasonable manner to effectively direct and control the way work is carried out, which can include allocating work, giving feedback and addressing conduct or performance issues.

Harassment is any unwelcome behaviour that an employee finds offensive or which makes them feel intimidated or humiliated. Sexual harassment is behaviour of a sexual nature that makes an employee feel offended, humiliated or intimidated. This could include sexual advances, requests for sexual favours, sexual gestures, jokes or comments.

Discrimination is treating someone unfairly because of a characteristic they have, or they are assumed to have, that is protected by law. These characteristics include gender, marital status, pregnancy, breastfeeding, age, race, ethnic or national origin, disability, carer responsibilities, transgender, sexual orientation, medical conditions or political or trade union affiliations.

All employees are expected to be approachable, courteous and prompt in dealing with students, their families and carers, colleagues and members of the public, irrespective of their position or seniority.

Appropriate conduct:

• Two employees are involved in a robust discussion about managing a workplace issue. While the employees hold disparate views, they acknowledge each other’s perspectives. They work towards finding a resolution through open and respectful communication. Both employees have exercised dignity and respect in the interaction.
• A parent approaches the principal of their child’s school just before a school assembly. The parent requests a meeting with the principal to discuss an incident that occurred between their child and another student. The principal explains to the parent that they need to attend the school assembly and offers to meet with the parent to discuss their concerns later that same day. The parent agrees.
• An employee is frustrated by their workplace manager’s work delegation and feels their tone is condescending. The employee arranges to meet with the manager. The manager is unable to change the work program but agrees to revisit the issue. In the meantime, the manager and employee immediately work on a plan to improve communication. The employee has exercised dignity and respect in their interaction, working to resolve the concerns.
• A workplace manager meets with an employee to discuss performance concerns, including that they have not met deadlines for submitting work. The employee raises a complaint with the workplace manager’s supervisor that they are being bullied. The supervisor explores the circumstances and concludes that the conduct involves the reasonable management of an employee.

Inappropriate conduct:

• An employee enters the staffroom and loudly berates a colleague in front of other employees. The employee has failed to treat their colleague with dignity and respect or act as an appropriate role model.
• An employee frequently tells racist and sexualised jokes to colleagues. Colleagues and the workplace manager have tolerated the employee’s conduct over a long period. All parties have failed to uphold the department’s values and have not addressed the offensive behaviour appropriately.
• An employee continually sends provocative emails to colleagues about another employee’s work performance and conduct. The employee’s workplace manager has provided clear advice and directions to the employee not to send such emails. The employee repeats the conduct, which is a risk to their colleague’s health and safety.
• An employee attempts to hug and kiss their workplace manager’s cheek, despite previously being told that such conduct is inappropriate. There is written evidence that the manager has made attempts to set clear boundaries, which the employee has failed to heed, and the conduct has continued. The conduct, which involves the repeated invasion of personal space and physical contact, could constitute an assault and/or sexual harassment.

• Anti-Discrimination Act 1977
• Disability Discrimination Act 1992
• NSW Public Service Commission – Ethics Hub
• Workplace sexual harassment prevention and response
• Anti-racism policy
• Disability Standards for Education 2005
• Diversity, Inclusion and Belonging Strategy 2023-2026
• Assessment tool for allegations of bullying, discrimination and harassment
• Respectful workplaces (staff only)
• Legal issues bulletin 42 – Cyber bullying of staff
• Social media policy
• Complaints handling policy
• Leadership support – Individual counselling (staff only)

Many employees have statutory responsibilities to report the risk of significant harm to children and young people at work. Employees should use and act on the guidance of the NSW Mandatory Reporter Guide. The department requires employees to act protectively and to report suspected risk of significant harm to children that arise in their private lives.

Department employees must:

• identify and respond to safety, welfare or wellbeing concerns for children and young people and inform their workplace manager in accordance with the department’s policies that arise in the course of their work
• report allegations of a child protection nature against other employees to a workplace manager or Professional and Ethical Standards
• report risk of suspected significant harm to a child that may arise outside of work to appropriate agencies
• cooperate with service delivery and plans to address students’ safety, welfare and wellbeing.

Workplace managers must also:

• use appropriate tools to inform decision-making where there are concerns about suspected risk of harm. This includes the online Mandatory Reporter Guide, Professional and Ethical Standards Reporter Guide, specialist advice and professional judgement
• determine whether concerns about the safety, welfare or wellbeing of children or young people constitute a risk of significant harm and, if they do, report these to the Child Protection Helpline
• report allegations of a child protection nature concerning an employee to Professional and Ethical Standards within one working day of receipt of the allegation
• comply with guidance provided by Professional and Ethical Standards in managing risk and taking action
• advise the complainant or reporter what action you have taken and any relevant reference numbers if requested
• carefully document information received.

Examples of appropriate and inappropriate conduct

Appropriate conduct:

• An employee becomes aware of allegations that a teacher is in a relationship with a student. The employee reports the matter to their workplace manager. The workplace manager then contacts Professional and Ethical Standards and reports the matter via the Child Story Reporter. The employee and workplace manager maintain confidentiality and act in accordance with Professional and Ethical Standards guidance.
• An employee’s grandchild discloses that their uncle has inappropriately touched them. The employee makes a risk of serious harm report to the Department of Communities and Justice via the Child Protection Helpline.

Inappropriate conduct:

• A principal is advised that a student engaged in harmful sexualised behaviour towards another student in the school bathroom. The principal puts in place a risk management plan but fails to report the incident. The student engages in further harmful sexualised behaviour towards other students and is also found to have been subject to ongoing sexual abuse. There has been a failure to report a child protection issue.
• An employee finds a student in a highly distressed state. Other student witnesses have heard the student threaten to self-harm and tell the employee. The student is taken to the sick bay until they have calmed down and then allowed to return to class. No report of the incident is made. There has been a failure to report a child protection issue.

Further information

• Department of Communities and Justice – Welcome to the NSW Mandatory Reporter Guide
• Responding to allegations against employees in the area of child protection
• Office of the Children’s Guardian – Reportable Conduct fact sheets
• Child Protection – responding to and reporting students at risk of harm policy
• MyPL – Mandatory child protection training
• Legal issues bulletin 59 – Child abuse – our duty to report and to protect children from child abuse
• Controversial issues in schools

The Office of the Children’s Guardian administers, oversees and audits department investigations into reportable allegations and convictions made about employees, contractors and volunteers.

The Children’s Guardian Act 2019 defines reportable conduct as:

• a sexual offence committed against, with or in the presence of a child
• sexual misconduct with, towards, or in the presence of a child
• ill-treatment of a child
• neglect of a child
• an assault against a child
• an offence under section 43B (failure to protect) or section 316A (failure to report) of the Crimes Act 1900
• behaviour that causes significant emotional or psychological harm to a child.

All employees must advise their principal or workplace manager if they become aware of an allegation of reportable conduct or a reportable conviction.

Reportable conduct includes conduct towards children outside of the workplace, including against an employee’s own children.

A reportable conviction means a conviction, including a finding of guilt without the court proceeding to a conviction, in NSW or elsewhere of an offence involving reportable conduct.

Employees must never engage in reportable conduct or conduct that harms a child.

Employees have reporting responsibilities as detailed in this Code’s section 5.4.1 Risk of significant harm and reporting.

Sexual offences

Department employees must never sexually offend against a child, including accessing or dealing in any way with child abuse material.

Sexual misconduct

Department employees must:

• not have a sexual or intimate relationship with any student, regardless of whether the student attends the school where they may work and irrespective of the student’s age
• not engage in sexual conduct towards any student. This includes sexual touching, making sexual comments, asking questions about a student’s sexual experience, discussing their own sexual experience, referring to sexual matters that are not in an educational context, and showing a student sexual images when there is no educational purpose.

Ill-treatment

Department employees must not engage in conduct towards a student that is degrading, hostile or places excessive demands on them.

Neglect

Department employees must not neglect a student’s physical or psychological needs through an act or omission. This includes failing to protect a child from abuse or exposing a child to a potentially harmful environment.

Physical harm

Department employees must:

• avoid physically touching a student, without a clear educational purpose, to provide care for a student appropriate to their age or for a legitimate purpose that has been approved and documented
• not physically harm a student or impose any physical punishment in the course of their professional duties. This includes pushing, pulling, shoving, smacking, slapping and grabbing a child
• not physically restrain a child unless there is no other option for managing the student and there is a risk of significant harm to them or others. The form of restraint used must be the least restrictive option available
• record and report all use of physical restraint to a member of the school executive.

Psychological or emotional harm

Department employees must refrain from engaging in conduct that is intentional or reckless, obviously or very clearly unreasonable and which results in significant emotional harm or trauma to a child.

Examples of appropriate and inappropriate conduct

Appropriate conduct

• A new casual teacher is orientated to the school’s behaviour support and management processes and is given access to student support plans. The casual teacher applies the school’s disciplinary strategies when student behaviour issues arise. The teacher seeks help from the executive when a student threatens another student.

Inappropriate conduct

• A teacher breaches professional boundaries by communicating with a student on social media. The teacher exchanges intimate messages with the student and plans to engage in a relationship when the student leaves school. The conduct amounts to a reportable allegation of sexual misconduct and will be reported to the Office of the Children’s Guardian.
• A teacher engages in inappropriate conduct towards and in the presence of students. This includes yelling at and making demeaning comments about students and their family members, failing to follow a student’s behaviour management plan and acting outside the school’s Behaviour Support and Management plan. The conduct amounts to a reportable allegation of ill-treatment.

Further information

• Child Protection (Working with Children) Act 2012
• Responding to allegations against employees in the area of child protection
• Office of the Children’s Guardian – Reportable conduct fact sheets
• Child protection – responding to and reporting students at risk of harm policy
• MyPL – Mandatory child protection training
• Controversial issues in schools
• Legal issues bulletin 9 – Physically intervening with students

The relationship between students and employees who work in schools is not equal.

This imbalance does not disappear at a specific point in time but can remain after the student leaves school and can act as an impediment to both parties’ capacity to make decisions and act in their own and others’ best interests.

The department may consider several critical factors when evaluating whether there has been a breach of the professional boundary between a former student and a teacher. This includes:

• the length of time between the conclusion of the professional relationship and the beginning of an intimate relationship
• the age difference between the (former) student and the teacher
• emotional and/or social maturity of the (former) student
• vulnerability of the (former) student
• evidence of the nature of the relationship, including while the (former) student was still at school, its closeness, the level of dependence
• any misconduct or poor conduct on the part of the employee during the professional relationship with the student.

Department employees must not:

• engage in intimate relationships with former students that breach professional boundaries.

Employees have reporting responsibilities as detailed in section 5.4.2 Reportable conduct. For more information, refer to Guidance on misconduct – crossing professional boundaries.

Examples of appropriate and inappropriate conduct

Appropriate conduct

A teacher meets an adult former student at a community event and a personal relationship develops. The teacher worked as a casual teacher at a high school where the student attended Years 7 and 8. The teacher and student have not had continuing contact in the intervening period. The conduct is unlikely to breach professional boundaries.

Inappropriate conduct

A teacher arranges to meet with students to celebrate their HSC results during the January holidays. One student invites the teacher for a drink and they exchange contact details. An intimate relationship develops between them. The conduct breaches professional boundaries.

A workplace manager is expected to maintain good order and function in the workplace. This includes providing instruction and giving feedback to employees.

Workplace managers should be open to constructive questions, feedback or concerns regarding their instructions. They have a responsibility to respond appropriately.

If an employee considers an instruction unreasonable, they may respectfully tell the person issuing the instruction. The employee should provide reasons for thinking the instruction is unreasonable and allow the person an opportunity to reconsider. If they remain concerned, the employee may seek advice at the next management level.

Employees may also obtain advice from their union and/or professional association at any time.

Direct management action

A workplace manager should apply a fair process when taking direct management action to address employee conduct concerns. This includes:

• informing the subject of a concern about the substance of the matter
• providing a reasonable opportunity for people with a direct interest in the situation to respond to or comment on the issues, whether in writing, in person or otherwise
• making reasonable inquiries and considering relevant information before deciding
• acting fairly and without bias, including not managing a concern in which they have a direct interest
• conducting any inquiries without undue delay.
• Workplace managers should only take direct management action to address conduct issues, including where an investigation by Professional and Ethical Standards is not required.

Directions

A workplace manager may provide an employee with a written direction, requiring them to comply with an instruction.

Issuing a direction is a significant undertaking with potentially serious consequences for employees.

Employees or their representatives may request a review of a direction. The request must be made in writing to the person issuing the direction. The supervisor of the person issuing the direction will complete the review.

The employee must continue to comply with the direction, as far as is reasonably practicable, until the supervisor has made the review decision.

Department employees must:

• undertake their duties in a timely and professional manner and follow the reasonable instructions of their workplace manager
• not breach a lawful direction
• comply with a lawful direction until the direction lapses or is revoked.

Workplace managers must also:

• address workplace issues and poor conduct promptly and fairly.

Examples of appropriate and inappropriate conduct

Appropriate conduct:

• An employee is rude and disrespectful towards other staff at meetings. The employee frequently interrupts, and other staff are now reluctant to speak up for fear of being ridiculed. The workplace manager decides to take direct management action. They meet with the employee to discuss concerns, counsel the employee on the standards required and provide support in making adjustments. The workplace manager does not issue a direction.
• A student reports to the principal that their teacher left the class unsupervised again to make a personal call. The teacher is apologetic, but the principal and deputy principal have spoken with the teacher about this issue on several occasions. After meeting with the teacher to discuss the matter, the principal issues the employee with a letter of direction stating that they must not leave their class unsupervised.
• A principal witnesses a teacher blocking the classroom exit at the end of a lesson by placing their body in the doorway to stop students from leaving. During a meeting to discuss the concerns, it becomes apparent that this is a long-standing practice of the teacher, which the teacher believes is appropriate. Despite offering alternative strategies, the teacher is resistant to changing practices. The principal is concerned about the risk of the teacher coming into unnecessary physical contact with a student and issues a direction.

Inappropriate conduct:

• A workplace manager is advised that an employee rarely greets their colleagues. Without discussing the matter with the employee, the workplace manager issues a letter of direction to the employee to always greet team members. The workplace manager has failed to act fairly before issuing a direction and the direction’s nature is unreasonable.

Further information

• Teaching Service Act 1980
• Teaching Service Regulation 2024
• Government Sector Employment Act 2013
• Education (School Administrative and Support Staff) Act 1987
• Direct management action (staff only)
• Issuing directions (staff only)
• Discussing conduct concerns (staff only)
• Authority and responsibilities of workplace managers (staff only)

Duty of care encompasses a wide range of matters including but not limited to:

• providing adequate supervision, training and instruction
• ensuring grounds, premises and equipment are safe for employees, students and the general public
• implementing strategies to prevent bullying in the workplace, school or college
• providing first aid commensurate with your level of training and experience or seeking assistance from an emergency service to aid an employee, student or community member who is injured or becomes sick in the workplace.

All employees share the department’s responsibility and commitment to the safety, health and wellbeing of themselves and others in their workplace and must comply with relevant legislation.

A greater level of care is required for a person who is vulnerable because of their age, maturity, skill level, disability, health or personal circumstances.

Duty of care extends to protecting students from self-harm while in school and reporting on incidents out of school.

Department employees must:

• understand and comply with responsibilities and obligations under relevant work, health and safety legislation and department policies, procedures and guidelines
• comply with any reasonable safety instruction and guidance of the department or workplace manager
• consider and take reasonable care of the physical and psychological safety of themselves, students, colleagues and the community in all activities undertaken in the course of their employment
• take reasonable care to ensure their workplace is safe and secure for everyone
• proactively identify, report and cooperate with appropriate action in response to safety risks and hazards in support of the health, safety and wellbeing of all on site
• act with the authority they hold to address or refer safety risks and hazards to relevant officers within the department
• ensure they have identified and documented risks associated with activities and put in place strategies that align with relevant guidance to manage risks before beginning the activity
• help, to the best of their ability, an injured or sick person in your workplace, including obtaining the assistance of a trained person who can attend to them.

Examples of appropriate and inappropriate conduct

Appropriate conduct:

• A school is organising an excursion. The excursion organisers gather information about the venue, department policy, procedures and relevant guidance to comply with the requirements. They develop a risk assessment and seek principal approval and parental permission. They brief all parents and volunteers on the risk assessment processes and brief students on safety rules. The excursion organisers have exercised their duty of care to protect students.

Inappropriate conduct:

• An employee is aware of a leaking tap with water pooling on the floor. The employee mops up the water and tries unsuccessfully to turn the tap off. The tap continues to leak water creating an ongoing hazard, but the employee takes no further action. While the employee’s initial response was appropriate, their failure to report the problem does not comply with this Code or work, health and safety legislation.
• A teacher is aware that a student with high medical needs requires constant supervision on the playground. The teacher returns to the staff room, leaving the student unattended. The teacher has failed to appropriately exercise their duty of care. The conduct could amount to supervisory neglect and must be reported to Professional and Ethical Standards.

Further information

• Health, safety and staff wellbeing (staff only)
• Work health and safety (WHS) (staff only)
• Work Health and Safety Act 2011
• Work Health and Safety Regulation 2017

The department is committed to schools and workplaces being professional settings where students are learning or being supported to learn and where everyone can be safe, productive and healthy. The use of drugs (illicit or recreational), alcohol and tobacco in schools and workplaces is not acceptable.

Employees must ensure their capacity to perform their duties is not impaired by using alcohol or drugs and that the use of any substance does not put them, another person or a student at risk.

Employees experiencing difficulties in relation to physical, social and psychological wellbeing are encouraged to seek support from the Employee Assistance Program.

Drugs and non-prescribed substances

Department employees must:

• not work under the influence of drugs or non-prescribed substances
• not attend work if they have in their possession, or are in control of, any illegal drugs or non-prescribed substances
• not give or supply any person drugs or non-prescribed substances
• not supply or administer medication to students except in line with policy and procedures
• notify their supervisor if they become aware that your work performance or conduct is, or could be, affected by drugs or non-prescribed substances
• take steps to address any substance use or abuse issues that may impact work performance or the reputation of the department
• immediately report any concerns about an employee or student who appears to be affected by drugs or other substances.

Workplace managers must also:

• not permit employees to use, possess or supply drugs or non-prescribed substances.

Alcohol

Department employees must:

• not work under the influence of alcohol
• not take or consume alcohol in a school or at any school-related event conducted outside of school premises while students are present
• avoid drinking alcohol to excess where they are likely to be observed by students
• not purchase, give or condone alcohol use to any student.

Workplace managers must also:

• not permit employees or community users to use alcohol except in line with policy and procedures.

Smoking or using electronic smoking devices

Department employees must not:

• smoke or permit smoking (including e-cigarettes and ‘vaping’ devices) on department premises, even if they are enclosed or private. This includes buildings, gardens, sports fields, sheds, utility rooms or storerooms, cars and car parks
• smoke near school premises or department workplaces, including where students may observe you smoking.

Workplace managers must also:

• not permit any person to smoke on department premises.

Examples of appropriate and inappropriate conduct

Appropriate conduct:

• An employee attends school unsteady on their feet and slurring their words. The employee is supported to go home and told to obtain a medical clearance before returning to school. The employee met with the principal on their return and acknowledged they had been drinking into the early hours of the morning. The principal issues a direction to the employee not to attend school under the influence of alcohol.

Inappropriate conduct:

• A teacher is issued a court attendance notice for prohibited drug possession. There is evidence underpinning the allegation. The conduct can potentially damage the reputation of the department and the teaching service.
• A teacher is alleged to have supplied a student with marijuana. This is a child protection allegation and a criminal offence. It must be reported to both the police and Professional and Ethical Standards.

The department is committed to schools and workplaces being professional settings where students are learning or being supported to learn and where everyone can be safe, productive and healthy. The facilitation of gambling in schools and workplaces involving or in the presence of students is not acceptable.

Experts are increasingly concerned that exposure to gambling may lead to young people experiencing gambling harm, now and later. This attitude is supported by the perception of adults ‘safely’ partaking in gambling. It is dangerous for young people to adopt this misconception of the odds of gambling at an age when they are actively forming their approaches to the world. This misconception may lead to them experiencing gambling harm in the future as they try to apply the same approach to gambling activities with a greater degree of random chance.

Department employees must:

• not organise, take part in or condone any form of gambling with students regardless of whether a prize is offered. This includes tipping competitions with monetary and non-monetary prizes and sweepstakes
• not offer or agree to place gambling bets for students.

Workplace managers must also:

• not permit employees to organise or facilitate any gambling activities (such as tipping competitions or sweepstakes) that involve students.

Examples of appropriate and inappropriate conduct

Appropriate conduct:

• A teacher overhears students discussing a football game that is taking place on the weekend. The students have a hat and are putting money into the hat and recording on a sheet of paper which team they think will win. The teacher asks what they are doing, to which they respond they are hosting a tipping competition for the Year 11 students. The teacher informs them this is inappropriate and asks for them to come and discuss with the Head Teacher. The Head Teacher ensures that all money is returned to each student and notifies the parents of what has taken place.
• A teacher approaches the principal and asks if they can host a sweep for the upcoming Melbourne Cup race. The principal agrees for this to take place as it only involves staff members and will only be advertised in the school staffroom and staff email.

Inappropriate conduct:

• A teacher is alleged to have organised a tipping competition with students for the Soccer World cup final. The payment is chocolate and lollies, so no money is exchanged. This is a breach of Section 16 of the Unlawful Gambling Act 1998 NSW and must be reported to NSW Police and Professional and Ethical Standards.

Further information

• Administration of medication (staff only)
• Drugs in schools
• Drugs and alcohol in the workplace procedures
• Sharing of school facilities policy
• Student health and wellbeing policy
• Smoke-free Environment Act 2000
• Public Health (Tobacco) Act 2008

The department acknowledges that employees use electronic communication and social media in both professional and personal contexts.

To avoid conflict, employees should ensure they clearly separate professional and personal use of such platforms. Using electronic communication and social media requires good judgement.

The department recommends employees manage their personal social media accounts to prevent access by students or community members.

New employees are encouraged to audit their online presence, review their list of friends and contacts and remove items that may conflict with our values or be in breach of this Code.

The department may exercise its rights to monitor and view any data stored or transmitted using its facilities or equipment.

Department employees must:

• act lawfully when using social media, including breaching copyright
• not post to official department sites (such as school sites) unless authorised
• keep personal and professional social media profiles separate
• make sure personal online activities do not interfere with performance at work
• be clear that personal views are their own and they are not expressing the views of the department
• not discuss or post confidential information obtained through work
• not post or transmit material that could bring them, other employees or the department into disrepute
• not use images of students on personal social media accounts where the relationship with the student predominantly stems from work
• only communicate with students using social media, social networking and educational platforms after ensuring they have
  • parental permission
  • workplace manager approval
  • systems in place to maintain transparent communication and
  • a clear educational purpose.

Examples of appropriate and inappropriate conduct

Appropriate conduct:

• An employee receives a friend request from a student to their personal social media account. The employee declined the request and informed their workplace manager of the contact.

Inappropriate conduct

• A teacher has a public social media account and has made repeated disparaging comments about the principal. The conduct has the potential to cause reputational harm to the school or principal and can impact the welfare of staff.
• A teacher is in regular contact via social media with their Year 11 class about classwork intertwined with personal anecdotes. The conduct crosses professional boundaries as the social media use goes beyond a legitimate educational purpose and raises child protection risks.
• An employee ‘likes’ a social media post that makes belittling comments about a colleague. The conduct is disrespectful and not in keeping with the department’s expectations of employees.

Further information

• Social media policy
• Digital devices and online services for students policy
• Copyright (staff only)
• Values in NSW public schools
• Controversial issues in schools
• Social Media Toolkit for School Staff (staff only)
• Records management procedures (staff only)
• Privacy and Personal Information Protection Act 1998

Maintaining trust in the services provided by the NSW Government requires the protection and professional use of government data and systems.

Cyber Security NSW provides a list of cyber security hygiene practices that are mandatory for department employees.

Employees have reporting responsibilities as detailed in this Code’s section 6. Behaviour contrary to the code.

Cyber security hygiene

Department employees must:

• use robust cyber security hygiene practices to reduce the risk of security threats and unauthorised access
• maintain an up-to-date knowledge of department cyber security alerts and safety measures
• implement and comply with the department’s and Cyber Security NSW’s security policies
• never share their username and password with others or use the access credentials of others
• take care when using third-party services, systems, infrastructure or devices and when in doubt, seek authorisation.

Personal devices

When using a personal device for work, employees must:

• use robust cyber security hygiene practices to reduce the risk of security threats and unauthorised access
• use the most up-to-date security and software on the device
• ensure department-related content cannot be accessed by others, including family members who may have access to the device
• ensure students cannot view or access personal content
• not store unauthorised images of students.

Department devices

When using department devices, employees must:

• collect, use and store data in compliance with applicable laws, privacy principles and department policies
• only use information and information resources for responsible and authorised purposes
• exercise good judgment when using electronic communication, following the principles of ethical behaviour
• communicate in a professional manner that will withstand public scrutiny
• never seek to bypass security or access measures
• never populate department data in systems, programs or applications without proper authorisation, data protection, appropriate controls and commercial terms.

Prohibited conduct

Employees must never use the department’s networks or devices to create access, store or transmit information that is:

• subversive, illegal or unlawful
• sexually related, pornographic or offensive
• violent or hate-related
• racist or offensive towards a particular group or individual
• malicious or defamatory
• used for generating private income or gambling
• inconsistent with child protection policy, privacy laws or copyright.

Examples of appropriate and inappropriate conduct

Appropriate conduct:

• An employee has access to a range of sensitive department information across platforms. The employee is regularly called away from their desk to assist other team members. The employee uses a single sign-on to access multiple platforms and has a strong password that uses random characters, numbers and letters that they regularly change. The employee ensures they lock their computer while away from their desk to prevent unauthorised access.

Inappropriate conduct:

• A director gives their username and password to another employee to manage their calendar. The employee accesses the network using the director’s credentials. The conduct of both employees breaches this Code. The director should use delegations within the software where appropriate but must not disclose their login details.
• A teacher brings their personal device to class. The device has personal images and documents. The teacher gives students the device to use in a class activity. A personal device should not be shared with students, particularly where they can view personal content.

Further information

• Digital devices, services and information – staff use policy
• DCS-2020-05 Cyber Security NSW directive – Practice Requirements for NSW Government
• MyPL – Information Security Awareness Training
• MyPL – Cyber Awareness – Password Security Training
• Email phishing and spam (staff only)
• Legal issues bulletin 42 – Cyber bullying of staff (staff only)
• Privacy bulletin 5 – Photographs and recordings (staff only)
• Cyber security policy
• Cyber security procedures

All employees must have an up-to-date understanding of their role and related legislation, policies and procedures.

Department employees:

• should regularly engage in ongoing learning to update and develop professional skills
• should actively engage in and maintain a professional development plan
• must maintain the required credentials to fulfil their role, including Working with Children Check Clearances, accreditation and mandatory training as required by law and/or department policy
• must be proactive and ensure that you keep well-informed about changing legislation, policies and procedures that apply to your work.

Workplace managers must also:

• actively assist their employees to engage in and maintain a professional development plan
• have effective systems to keep employees informed of legislation, policies and procedures that apply to their work including induction processes, mandatory training and ongoing learning.

Examples of appropriate and inappropriate conduct

Appropriate conduct

An employee actively engages in the professional development planning cycle. They bring training that aligns with their role and learning goals to their manager’s attention. The workplace manager approves the training and requests that the employee share what they have learned at an upcoming staff meeting. The conduct of all parties positively contributes to ongoing learning.

Inappropriate conduct

An employee fails to renew their Working with Children Check. The employee no longer holds the required credentials to undertake child-related work. The conduct is not compliant with this Code and the department may suspend the employee from work without pay until the clearance is obtained.

Further information

• NSW legislation – Child Protection (Working with Children) Act 2012
• Employee performance and development
• Induction and onboarding
• Professional learning for schools.

Employees have an obligation in the workplace to dress appropriately and in a manner that maintains respect, establishes credibility and upholds the good reputation of the department and public education.

Department employees:

• must always wear clothing appropriate to the workplace, that aligns with the nature of the activity, complies with work health and safety standards and allows them to respond in an emergency.

Workplace managers should also:

• consult with employees to define acceptable standards of clothing balancing their needs and the requirements for professional attire.

Examples of appropriate and inappropriate conduct

Appropriate conduct

A principal consults with employees about their attire. There is agreement to have an opt-in employee uniform with school colours and logo. Employees have also agreed to wear business or more formal attire for school events such as presentation night. The principal sends regular reminders for upcoming school events about the more formal attire required.

Inappropriate conduct

An employee arrives at work wearing a shirt that contains offensive language. The workplace manager instructs the employee to change into more appropriate attire.

Government sector agencies hold and manage large amounts of information. This information needs to be managed in accordance with relevant legislative obligations and department procedures.

Unless otherwise authorised, you must maintain the confidentiality of all official information (including confidential, personal and other sensitive information or documents) held by the department that is not publicly available, that has not been published or that you are not authorised to disclose.

You may only disclose official confidential information when you are authorised to do so, including when permitted or required by law or legal process to do so.

You must not disclose, access or use official information in an unauthorised way including for your or anyone else’s personal benefit or advantage.

Misuse of information acquired in the course of your employment may amount to misconduct, an offence under applicable criminal, privacy, information access or State Records legislation and/or serious wrongdoing.

The department is committed to improving openness, transparency and ease of public access to information under the Government Information (Public Access) Act 2009.

You must protect personal information and health information, and comply with applicable privacy obligations and your agency's privacy and data breach policies.

The Privacy and Personal Information Protection Act 1998 (NSW) (PPIP Act) outlines how NSW public sector agencies, including the department, are required to manage personal information. The Health Records and Information Privacy Act 2002 (NSW) (HRIPA Act) outlines how NSW public sector agencies are required to manage health information.

Department employees must:

• not disclose confidential information in any form to any party without official approval or as otherwise permitted by legislation or court order
• only disclose information when it is authorised, seeking advice if uncertain
• protect confidential information from unauthorised access.

Workplace managers must also:

• take steps to inform employees reporting to them or working with them of the employee’s information security responsibilities and relevant department policy and procedures.

Examples of appropriate and inappropriate conduct

Appropriate conduct:

• A person seeking documents about a funding decision requests information from the department. The information is not published or available by informal request. The person is advised on how to make a formal access application under the Government Information (Public Access) Act 2009. This process ensures the authorised release of information.

Inappropriate conduct:

• A teacher uses school records to obtain a parent’s phone number and then contacts the parent to ask them to a romantic dinner. The conduct involves a breach of confidentiality, where there was personal benefit or advantage.
• An employee uses their access to student information to obtain information about their former partner from whom they are estranged. The conduct involves a deliberate breach of confidentiality for personal benefit or advantage.

Further information

• Data breach response plan (staff only)
• Right to Access – Agency Information Guide
• Privacy and Personal Information Protection Act 1998
• Health Records and Information Privacy Act 2002
• Government Information (Public Access) Act 2009

You must comply with record-keeping obligations that apply to your role and in accordance with the department’s Record management procedures. You must not destroy records without proper authority.

Department employees must:

• properly capture and store information in the department’s records management systems in accordance with the State Records Act 1998
• store documents securely and confidentially
• not destroy records without appropriate authority
• assess and record marks for students’ work accurately, fairly and in a manner that is consistent with relevant policy and the requirements of the school, institute or educational facility
• proactively report to supervisors or workplace managers when they have made a mistake or been involved in an incident
• provide information truthfully and candidly when giving an account of events
• be accountable for any documents they sign. They should carefully read all documents they are asked to sign and must not sign or submit a document they know is not true or is misleading
• not give the impression they have the authority of another person without their permission
• only sign their own name and never permit or encourage anyone to sign a name other than their own.

Workplace managers must also:

• ensure that employees reporting to them understand their records management obligations
• act on any apparent record management breaches
• not encourage or coerce an employee to sign a document or approve purchases for which they do not have delegation, disagree or are not satisfied.

Examples of appropriate and inappropriate conduct

Appropriate conduct:

• An incident occurs at a school. The workplace manager gathers incident reports from witnesses and takes photographs of the scene. The workplace manager stores the documents in a secure location, which others cannot access.
• A workplace manager insists that an administrative employee sign off on timesheets. The administrative officer reports this to the workplace manager’s supervisor to take appropriate action. The administrative officer informs the workplace manager that they are unable to complete the request as it would be in contravention of the Code.

Inappropriate conduct:

• An employee finds a storeroom full of old files dating back many years. On their own initiative, the employee clears the storeroom, placing the records in a paper recycling skip bin. The employee has disposed of the records without authority and has not appropriately secured them.
• A teacher feels that the marks awarded to her class do not accurately reflect the calibre of the students. The teacher adjusts the assessments without reference to the faculty marking guide and ignores that the assessments have already been double marked. The conduct of the employee undermines the integrity of the assessment process.
• A teacher witnesses a playground altercation in which an employee roughly handles a student. The teacher provides an account but omits their personal observations of the student being roughly handled. The teacher failed to report events accurately and their account was misleading.
• Two employees collude and provide inaccurate and incomplete accounts of a serious accident to their workplace manager. The employees have not demonstrated integrity when providing information and should have independently provided their accounts.

Further information

• Retention and disposal authorities (staff only)
• Records management procedures (staff only)
• State Records Act 1998

Appropriate conduct:

• An employee is the president of a community group seeking to hire a school hall. The employee alerts the principal of their involvement with the group in writing and hands responsibility to the vice-president to negotiate the agreement, taking no further role. The principal develops a plan to ensure that the employee is not involved.
• An employee’s child attends their local school, where the employee works. The employee advises the principal, who develops a plan to manage any potential conflict of interest. The employee will not be involved in decision making for their child at school, including teaching classes, assessing work or managing their child’s behaviour at school.

Inappropriate conduct:

• An employee purchased new furniture for their office, authorised the purchase personally and failed to seek approval from their supervisor. The purchase results in the employee receiving a personal benefit. The conflict of interest has not been managed.
• An employee seeks to enrol their child at a particular out-of-area school. The employee contacts the principal, who they know professionally, to facilitate the enrolment. The conflict of interest is not declared and the child is enrolled at the school. Conflicts of interest should be declared, managed and documented. Neither employee has taken steps to declare the conflict. The conflict of interest has not been managed.
• A principal is attending a conference about leadership. They fail to obtain approval in writing from their supervisor despite the personal benefit to them. They arrange for the conference to be paid using the Business Manager's P-Card and the Principal reviews and approves the payment.

• Fraud and corruption prevention – Conflicts of interest (staff only)
• Professional and Ethical Standards, guidance on misconduct – Conflicts of interest (staff only)
• Fraud and corruption control (staff only)
• Fraud and corruption control e-learning on Professional learning, tools and templates (staff only)
• Professional and Ethical Standards, Non-child related allegations – Conflicts of interest (staff only)

Appropriate conduct:

• An employee makes a written request to work as a security guard on weeknights. The employee’s workplace manager is concerned about their capacity to undertake additional work because of their overall performance. The employee explains that they are experiencing financial difficulties. An agreement is reached and documented that the employee can work on Friday and Saturday nights and written approval is granted on this basis. It is agreed that the arrangement will be reviewed if concerns are raised about the employee’s performance and written approval is granted on this basis.

Inappropriate conduct:

• In addition to being a full-time employee of the department, an employee works as a taxi driver between 6.00pm and 3.00am 3 nights a week. The employee does not have prior approval for private employment. The employee’s colleagues observe him sleeping at various times during the day. He is also falling behind in his work.
• A music teacher provides paid piano tuition to students from the school in the music room. The conduct creates a perceived, if not actual, conflict of interest with the teacher’s primary role. The music teacher is also inappropriately using public resources to generate private income.
• A temporary employee takes sick leave and undertakes private tutoring at the same time.

• Private and secondary employment procedures
• NSW Premier and Cabinet – C2018-04-PSCC2018-06 Contesting Elections
• Fraud and corruption prevention – Private and secondary employment (staff only)

Appropriate conduct

An employee and panel convenor previously supervised one of the applicants. The employee makes a declaration to panel members about their prior relationship with the applicant and the potential conflict. The declaration is recorded in the recruitment documentation. The employee’s workplace manager is informed about the declaration and decides that the panel can proceed.

Inappropriate conduct

A principal arranges for their son-in-law to work as a casual teacher but fails to inform their director of the relationship. Employees should not approve employment arrangements for family members and workplace supervisors should declare, manage and document conflicts of interest.

• Fraud and corruption prevention – Conflicts of interest (staff only)
• Professional and Ethical Standards, guidance on misconduct – Conflicts of interest (staff only)
• Human resources – Recruitment (staff only)
• Recruitment and onboarding policy
• Public Service Commission NSW – Recruitment and selection guide

Appropriate conduct

A teacher attends a private training event paid for by the department. The teacher wins a laptop as a lucky door prize. The teacher declares the prize and records it on the school’s gifts and benefits register. The laptop is the property of the department and the principal appropriately decides that it will be used by students.

Inappropriate conduct

A supplier thanks an employee for their loyalty and sends them a gift card. The employee fails to declare the gift card and uses it for personal purchases. The gift cards may give rise to the perception that the employee has been induced to continue to purchase goods.

• Gifts, benefits and hospitality procedures
• What is fraud and corruption? – Gifts, benefits and hospitality (staff only)
• Fraud and corruption control – Professional learning, tools and templates (staff only)

• An employee becomes aware of a colleague submitting fraudulent timesheets. The employee reports it to their workplace manager.

Inappropriate conduct:

• An employee makes false and unauthorised payments from school funds to their own private company. This is a criminal offence. Where it is reasonably believed that an employee has committed a criminal offence, the matter must be referred to Professional and Ethical Standards and they will report it to the police.
• A principal fails to maintain up-to-date enrolment records, over-inflating student numbers and increasing staffing at the school. Public monies should be used efficiently and effectively. Circumventing processes undermines fair staffing across schools.
• An employee uses a department fuel card to fill their private vehicle because they had, on other occasions, transported equipment and supplies for work. The employee is required to claim for the use of their private vehicle and to use the fuel card for work purposes only. The conduct is unethical and circumvents financial controls aimed at preventing corruption.
• A principal improperly authorises $300,000 in building works to build office space through invoice splitting and authorising incorrect expenditure coding. The expenditure is hidden and demonstrates an unreasonable waste of public resources.

• Fraud and corruption control (staff only)
• Fraud and corruption control procedures (staff only)
• Public interest disclosure procedures
• Financial management policy
• Government Sector Finance Act 2018

Appropriate conduct

Employees attend a meeting with a community action group formed to oppose a department decision to close a school. The employees document a record of the meeting including items of discussion, substantive issues raised, when and where it took place and key decisions, advice, actions and information given to the community action group.

Inappropriate conduct

Senior department employees agree to meet with a lobbyist who vaguely describes the meeting’s purpose as being about ‘a great financial opportunity’. The lobbyist requests that employees do not take notes of the meeting and that they want to keep it ‘low key’.

Appropriate conduct:

• An employee involved in a political party, comments critically to their local media about the government’s planning laws and lack of open space. The employee does not identify their role in the department and their comments are robust but not defamatory. The conduct complies with this Code.

Inappropriate conduct:

• An employee speaks at a protest rally and identifies themselves as a public school teacher. The employee makes disparaging comments about the department’s policies. The teacher does not indicate that they are providing comments on behalf of a union or professional association. The conduct does not comply with this Code.
• A teacher hands out leaflets to students and parents on the school playground encouraging them to support the funding of an educational program. The conduct does not comply with this Code.
• An employee is required to implement a new program. The employee makes public statements which raise concerns about the intended benefits of the program. The employee also makes comments on their social media account, which reveals preliminary data and their dissatisfaction with the program. The conduct casts doubt on the employee’s capacity to implement the program. The conduct does not comply with this Code.

• Media relations policy
• Legal issues bulletin 42 – Cyber bullying of staff (staff only)
• Fraud and corruption prevention – Conflicts of interest (staff only)

Appropriate conduct:

• An employee requests a principal provide a reference for their Working with Children Check assessment. The principal agrees to provide information about the employee’s work history and observed interactions with students. The principal refers the reference to Professional and Ethical Standards to complete the reference details about the employee’s investigation history.
• A friend approaches an employee after being convicted of a domestic violence offence and asks for a reference because they are a teacher. The employee could write a reference in a personal capacity but declines to do so because it may be perceived poorly by their school community.
• An employee requests a character reference from their workplace manager on department letterhead. The workplace manager seeks clarification in writing about the reference’s purpose and is advised it is for family law proceedings. The workplace manager declines because they are not authorised to complete this type of reference in an official capacity.

Inappropriate conduct:

• An employee is happy with the services of a supplier and provides positive feedback during a call. The employee agrees to provide their feedback as a testimonial for the supplier to include on their website.
• An educational software company asks a teacher for a testimonial to be used on their website with their name and position. The teacher agrees because their school will receive a free subscription.

• Commercial arrangements, sponsorship and donations policy
• Family law guidelines – refer to section 21 Requests that staff give evidence in family law proceedings

Appropriate conduct:

• An employee is tasked with purchasing office equipment for their business unit. The employee confirms the delegations, financial and procurement procedures that apply. The employee follows these processes in making the purchase using the EdBuy platform.

Inappropriate conduct:

• An employee uses their phone during the classes they supervise to take calls and respond to social media posts. The employee is distracted from their class responsibilities. The employee has a responsibility to use their paid work time effectively and efficiently.
• An employee collects cash funds raised by students for a charitable organisation. The employee fails to count, receipt or bank the money, placing it in their desk drawer for several days, saying they will use their own credit card to make the full donation. The money goes missing and the total loss cannot be quantified. The money, effectively held in trust for the charity, has not been secured and the practices do not comply with financial procedures.
• As part of a staff wellbeing initiative, an employee decides to have an open tab with a local café, using public funds, to allow staff to debrief and undertake supervision sessions over coffee.

• Schools finance (staff only)
• Financial management policy
• Legal issues bulletin 36 – Fundraising activities
• Fraud and corruption prevention – Conflicts of interest (staff only)
• EDConnect – Delegations (staff only)

Appropriate conduct:

• A teacher writes a maths textbook in their spare time. It reproduces maths resources that are publicly available on the department’s website. The resources are identified as belonging to the department, a link is provided, and the acknowledgements include the author thanking the department for permitting the reproduction. The teacher has sought permission to reproduce the material even though it is in the public domain.
• A principal asks a parent and graphic designer to design a new school logo. As part of the agreement, the graphic designer assigns all rights in the design to the department. The principal has ensured the school can reproduce the logo in various ways without seeking permission or further costs.

Inappropriate conduct:

• A teacher posts resources developed by their faculty, including their own work, on a publicly accessible online resource hub under their own name. Material created during the teacher’s employment is the department’s intellectual property and must not be used without permission.

Appropriate conduct

A workplace manager who employs contractors to supply a service resigns and sets up their own business to supply the same service to the department. The former employee has an unfair advantage over competitors as they have detailed knowledge of the department’s tendering requirements and processes. They also have established relationships with current employees who are likely to be involved in awarding the contract. The department employees declare the conflicts of interest and ensure that decisions about the contract are made by an independent person.

Inappropriate conduct

A former employee now works for a private school in NSW. Before leaving the department, the employee downloaded the department’s teaching resources and used them to benefit their new employer.

• Teaching Service Act 1980
• Government Sector Employment Act 2013
• Education (School Administrative and Support Staff) Act 1987
• Public Interest Disclosures Act 2022
• Fraud and corruption control procedure (staff only)
• Judgments and decisions (staff only)
• Guidance on misconduct (staff only)
• Direct management action (staff only)

Appropriate conduct:

• An employee is aware that allegations have been made about their conduct. They discuss with their workplace manager a plan to manage work relationships and avoid perceptions of reprisal. The employee does not discuss the allegation with other people at work except their support person, the workplace manager and the investigator responsible for the matter.

Inappropriate conduct:

• A workplace manager becomes aware that a temporary employee has complained about their conduct. The manager decides not to renew the employee’s temporary contract as they view them as a troublemaker. They fill the position with another temporary staff member. The manager does not declare a conflict of interest to their supervisor or have any logical reasons for taking such action. The conduct is likely to be viewed as detrimental action in reprisal for the employee’s report.
• An employee is advised that they are the subject of an investigation and has been invited to nominate potential witnesses. The employee approaches several people asking them about their views of the incident, without first seeking the investigator’s approval before approaching witnesses.

• Public interest disclosures procedures

Appropriate conduct

An employee opens an attachment from what they believe is a legitimate source. They recognise it is a ‘harpooning’ email. The employee closes the attachment and reports it to their workplace manager and EDConnect.

Inappropriate conduct

An employee becomes aware that they have inadvertently sent an email to multiple recipients containing confidential personal information. The employee recalls the email but is unsure who may have received the information. They are concerned about getting into trouble and decide not to report the matter. The employee has failed in their reporting obligations to report and prevented the containment and mitigation of the data breach.

• Data breach response plan (staff only)
• Cyber security policy
• Enterprise management policy

• Teaching Service Act 1980
• Education (School Administrative and Support Staff) Act 1987
• Guidelines for the management of performance and conduct

Appropriate conduct:

• A principal receives a complaint from a family about their child’s treatment at school. The family is invited to a meeting at the school. During the meeting, the family is given an opportunity to air their concerns. All parties focus on the student’s needs and an apology is given where the school has fallen short. A written plan is developed. Management of the complaint is fair and timely.
• An employee raises a concern about their treatment in the workplace by a colleague. The workplace manager encourages the employee to speak with their colleague about their concerns if they feel comfortable doing so. The workplace manager returns to the employee a week later to ask whether their concerns have been resolved. The workplace manager has encouraged direct and early resolution of the complaint.

Inappropriate conduct:

• An employee reads a complaint and quickly decides that the school has failed its obligations. They write to the complainant to advise that the complaint will be resolved. The employee has failed to consult or gather information from relevant parties to help them understand the full context and arrive at a fair outcome.

• Complaints handling policy
• Guidance on Staff Complaints (staff only)
• Guidance on Community Complaints (staff only)

• Administration of medication (staff only)
• Assessment tool for allegations of bullying, discrimination and harassment
• Authority and responsibilities of workplace managers (staff only)
• Copyright (staff only)
• Data breach response plan (staff only)
• Direct management action (staff only)
• Discussing conduct concerns (staff only)
• Diversity, Inclusion and Belonging Strategy 2023-2026
• EDConnect – Delegations (staff only)
• Email phishing and spam (staff only)
• Family law guidelines – refer to section 21 Requests that staff give evidence in family law proceedings
• Fraud and corruption control (staff only)
• Fraud and corruption control – Professional learning, tools and templates (staff only)
• Fraud and corruption control e-learning on Professional learning, tools and templates (staff only)
• Fraud and corruption prevention – Conflicts of interest (staff only)
• Fraud and corruption prevention – Private and secondary employment (staff only)
• Guidance on Community Complaints (staff only)
• Guidance on misconduct (staff only)
• Guidance on Staff Complaints (staff only)
• Health, safety and staff wellbeing (staff only)
• Human resources – Recruitment (staff only)
• Issuing directions (staff only)
• Judgments and decisions (staff only)
• Leadership support – Individual counselling (staff only)
• MyPL – Information Security Awareness Training
• MyPL – Cyber Awareness – Password Security Training
• Professional and Ethical Standards, guidance on misconduct – Conflicts of interest (staff only)
• Professional and Ethical Standards, Non-child related allegations – Conflicts of interest (staff only)
• Professional learning for schools.
• Respectful workplaces (staff only)
• Retention and disposal authorities (staff only)
• Right to Access – Agency Information Guide
• Schools finance (staff only)
• Social Media Toolkit for School Staff (staff only)
• What is fraud and corruption? – Gifts, benefits and hospitality (staff only)
• Work health and safety (WHS) (staff only)
• Workplace sexual harassment prevention and response

Bulletins

• Legal issues bulletin 9 – Physically intervening with students
• Legal issues bulletin 36 – Fundraising activities
• Legal issues bulletin 42 – Cyber bullying of staff
• Legal issues bulletin 59 – Child abuse – our duty to report and to protect children from child abuse
• Privacy bulletin 5 – Photographs and recordings (staff only)

External websites

• Department of Communities and Justice – Welcome to the NSW Mandatory Reporter Guide
• DCS-2020-05 Cyber Security NSW directive – Practice Requirements for NSW Government
• Disability Standards for Education 2005
• NSW Premier and Cabinet – C2018-04-PSCC2018-06 Contesting Elections
• NSW Public Service Commission – Ethics Hub
• Office of the Children’s Guardian – Reportable Conduct fact sheets
• Public Service Commission NSW – Recruitment and selection guide

• Anti-Discrimination Act 1977
• Child Protection (Working with Children) Act 2012
• Children and Young Persons (Care and Protection) Act 1998
• Children’s Guardian Act 2019
• Copyright Act 1968
• Crimes Act 1900
• Disability Discrimination Act 1992
• Education (School Administrative and Support Staff) Act 1987
• Government Information (Public Access) Act 2009
• Government Sector Audit Act 1983
• Government Sector Employment Act 2013
• Government Sector Finance Act 2018
• Health Records and Information Privacy Act 2002
• Independent Commission Against Corruption Act 1988
• Industrial Relations Act 1996
• Multicultural NSW Act 2000
• Ombudsman Act 1974
• Privacy and Personal Information Protection Act 1998
• Public Health (Tobacco) Act 2008
• Public Interest Disclosures Act 2022
• State Records Act 1998
• Smoke-free Environment Act 2000
• Teaching Service Act 1980
• Work Health and Safety Act 2011
• Anti-racism policy
• Child Protection – responding to and reporting students at risk of harm policy
• Commercial arrangements, sponsorship and donations policy
• Complaints handling policy
• Controversial issues in schools
• Cyber security policy
• Digital devices and online services for students policy
• Digital devices, services and information – staff use policy
• Drugs in schools
• Employee performance and development
• Enterprise management policy
• Fraud and corruption control (staff only)
• Financial management policy
• Gifts, benefits and hospitality procedures
• Guidelines for the management of performance and conduct
• Induction and onboarding
• Media relations policy
• Private and secondary employment procedures
• Public interest disclosure procedures
• Records management procedures (staff only)
• Recruitment and onboarding policy
• Responding to allegations against employees in the area of child protection
• Sharing of school facilities policy
• Social media policy
• Student health and wellbeing policy
• Values in NSW public schools