Powerful Ethics - Essential Energy

Ethics & Conduct
Powerful Ethics
March 2011
Issue 2 – 1 March 2011
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PREPARED BY:
Business Continuity Coordinator
AUTHORISED BY:
Company Secretary
DOCUMENT NUMBER: CEOM7072 – Issue 2
DISCLAIMER
1 Essential Energy may change the information in this document without notice. All changes
take effect on the date made by Essential Energy.
A print version is always an uncontrolled copy. Before using this document, please
ensure that it is still current.
2 This document may contain confidential information. Restrictions on the use and disclosure
of confidential information by employees are set out in your contract of employment.
Restrictions on the use and disclosure of confidential information by contractors are set out in
your contract of engagement with Essential Energy. Sub-contractors are bound by the
confidentiality provisions set out in their contract with the contractor engaged by Essential
Energy.
2011 E SSENTIAL E NERGY
This plan is copyright. No part may be reproduced by any process without written permission, except as
permitted under the copyright act
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Contents Page
1 LIVE OUR CORE VALUES ............................................................................................ 6
2 ACT ETHICALLY......................................................................................................... 7
3 AVOID CONFLICTS OF INTEREST................................................................................. 8
4 REFUSE BRIBES ........................................................................................................ 9
5 REFUSE IMPROPER REWARDS OR GIFTS..................................................................... 10
6 REPORT FRAUD....................................................................................................... 11
7 OBSERVE THE PRINCIPLES OF EEO............................................................................ 12
8 PREVENT AND MANAGE BULLYING AND HARASSMENT.................................................. 13
9 EXERCISE CAUTION WHEN MAKING PUBLIC COMMENT................................................. 14
10 PROTECT CONFIDENTIAL INFORMATION..................................................................... 15
11 WORK DILIGENTLY AND EFFICIENTLY ........................................................................ 16
12 KNOW WHEN TO BLOW THE WHISTLE........................................................................ 17
13 CONFIRM OTHER EMPLOYMENT ................................................................................. 18
14 KNOW WHAT A BREACH OF THIS CODE INVOLVES....................................................... 20
15 DO THIS ETHICS QUICK TEST................................................................................... 21
16 ETHI-CALL … THE GOOD DECISION LINE .................................................................... 22
17 REFERENCES .......................................................................................................... 23
18 REVISIONS ............................................................................................................ 23
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Managing Director’s foreword
Ethics means knowing the right thing to do. It governs what we say and don’t say, what
we do and don’t do.
Essential Energy is committed to maintaining its good reputation among customers,
business contacts, competitors and in the wider community. Our reputation is a valuable
asset and one that depends on the highest standards of responsibility, fairness and
integrity.
Maintaining these standards means we must all set a good example and conduct ourselves
in a way that demonstrates the highest ethical standards as we go about our work at
Essential Energy.
This Powerful Ethics Handbook is not an exhaustive list of acceptable or non-acceptable
behaviour; rather it is intended to guide your decisions so that they are consistent with the
values in achieving our goal to be Australia’s best essential services provider.
Essential Energy gratefully acknowledges and thanks the St. James Ethics Centre for its
contribution and endorsement of this handbook.
If you require additional information about this statement or any other ethical issues,
please contact Essential Energy’s Company Secretary on 13 23 56.
Terri Benson
Managing Director
Essential Energy
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Purpose
This booklet discusses key principles and practices expected of our company directors,
executive, managers, employees, contractors, consultants and any other person working
for or representing Essential Energy.
Essential Energy is keen to share this information with our Customers and Stakeholders to
assist them in understanding Essential Energy’s expectations of employees with regards to
ethical behaviour.
Supporting internal policies are available to employees in Essential Energy’s Policy Library.
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1 Live our Core Values
Essential Energy’s core values are:
Key Point
These are
our values in
achieving our
goal to be
Australia’s
best
essential
services
provider.
Safety
Accountability
Fun
Excellence
Teamwork
“Yes, we’ll do it”.
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2 Act Ethically
Key Point
Our values
are
integrated
into
everything
we do.
Our core values are underpinned by our Code of Conduct Guideline which is
available from the Policy Library. To demonstrate our commitment we strive
to:
WORK safely and report all incidents or hazards
AVOID conflicts of interest
REFUSE improper rewards or gifts
REFUSE bribes
ACT in the public interest
OBSERVE the law
ACT responsively and responsibly
TREAT people with respect
PREVENT and MANAGE bullying and harassment
EXERCISE caution when making public comment
PROTECT confidential information
WORK diligently and efficiently
MANAGE political and community participation
CONFIRM other employment and post-separation employment
REPORT corrupt conduct and waste.
A number of these are discussed in more detail.
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3 Avoid Conflicts of Interest
What is a conflict of interest?
Key Point
Ensure your
personal
interests do
not conflict
with your
professional
duties.
A conflict of interest arises when your personal interests, or those of people
close to you, conflict with impartial performance of your public or professional
duties.
A conflict of interest could exist where you have a personal interest, or a family
member, relative or anybody close to you has an interest that could lead you
to be influenced in how you carry out your duties.
If there is a real, potential or perceived conflict between your private interests
and your employment with Essential Energy, you must:
STATE the nature of the real, potential or perceived conflict of interest
STATE the facts giving rise to the conflict
OFFER suggestions on how the matter should be resolved.
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4 Refuse Bribes
Key Point
All bribes
represent
corrupt
behaviour –
whether you
have
accepted it or
Legally, a bribe is defined as receiving or offering any undue reward by, or to,
any person in public office in order to influence their behaviour in that office,
and to incline that person to act contrary to the known rules of honesty and
integrity.
Follow these steps if you are offered a bribe:
Immediately reject the offer
Terminate the interaction with the person
Keep a record of the events
Inform your manager
Read Gifts, Benefits and Hospitality Policy CEOP2020
Make a formal report
Discuss future relations
Confirm what actions your manager takes.
Remember a bribe does not have to be accepted to be corrupt. The
offer alone may be enough to constitute corrupt conduct.
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5 Refuse Improper Rewards or Gifts
Key Point
Never solicit
or request
any gift or
benefit for
yourself or
anyone else
in connection
with your
l
You must not accept any gift or benefit if you think, or a reasonable person
could think, that you would be influenced in how you do your job as a result of
the gift or benefit. Report this to your supervisor immediately.
You must not accept any personal benefits that are offered under frequent
flyer schemes, Fly Buys or other promotions as a result of purchases made
using Essential Energy’s funds or in connection with any official travel.
Read the Gifts, Benefits and Hospitality Policy CEOP2020 for further
information.
Remember that regardless of any cultural imperatives, gifts of cash
(any amount) are never considered acceptable.
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6 Report Fraud
Key Point
Following are examples of fraud types which have been discovered in
Australian businesses.
All reports of
suspected
fraud can be
made
confidentially
.
Theft of plant and equipment by employees
Theft of inventory by employees
False invoicing
Theft of petty cash
Credit card fraud
Theft of intellectual property.
All suspected fraudulent activity should be reported as soon as you become
aware of it.
See section 12 for information on how to make a confidential report.
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7 Observe the Principles of EEO
Key Point
Observe, understand and apply the principles of equal opportunity by treating
all people equally regardless of:
Ensure the
workplace is
free from all
forms of
discrimination.
Gender
Marital status
Pregnancy
Age
Race
Ethnic or national origin
Physical or intellectual impairment
Sexual preference or transgender
Political or religious conviction
Carer’s responsibility.
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8 Prevent and Manage Bullying and Harassment
Key Point
Everyone
deserves to
be treated
with dignity
and respect.
We all have a role to play in creating a safe and productive workplace culture
that does not tolerate bullying and harassment.
Workplace bullying is the repeated less favourable treatment of a person by
another and includes behaviour that intimidates, offends, degrades or
humiliates a worker, possibly in front of co-workers, clients or customers.
Employees who find themselves the targets of any bullying or harassment are
encouraged to initially try to sort out the issues with the person or persons
involved. You should:
KEEP a diary note of all incidents
TELL trusted others
EXPRESS your concerns about the behaviour not the person.
For further information refer to procedural guideline CEOP1118 Preventing and
Managing Bullying and Harassment.
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9 Exercise Caution when making Public Comment
Key Point
Exercise care
in any public
conversation
you have
about
Essential
Energy.
MAKE public comments about Essential Energy only when authorised to
do so
ENSURE casual comments and conversation are not interpreted as
authorised comments
PORTRAY Essential Energy in a positive light
READ Essential Energy’s Internal Privacy Policy CEOP1022.
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10 Protect Confidential Information
Key Point
Essential
Energy
respects and
upholds the
National
Privacy
Principles to
protect all
confidential
information.
Follow these minimum standards for the collection, use and disclosure of
personal information:
ENSURE lawful and fair collection practices
GIVE notice of the purposes of collection and disclosure practices
KEEP information relevant and up to date
MAINTAIN reasonable storage and security controls
PROVIDE access to individuals to view their own files
ALLOW employees to add notes to their personal records
CHECK accuracy of records
CONFINE the use of a record to relevant purposes but:
ALLOW for exceptional circumstances in which information may
be used for purposes other than those for which it was collected
PROHIBIT the disclosure of personal information to third parties
and refer the matter to your Privacy Officer.
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11 Work Diligently and Efficiently
Key Point
By working
diligently and
efficiently
you are
upholding
the values of
Essential
KEEP up to date and apply the best possible skills to Essential Energy
duties
USE all resources, including staff, plant, finances, and time with
maximum efficiency
LOOK for ways to improve processes and performance
USE Essential Energy’s facilities and equipment for private purposes
only AFTER written approval.
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12 Know when to Blow the Whistle
Key Point
Blowing the
whistle can be
done
confidentially.
You are encouraged to report suspected breaches of the Code of Conduct to
Management.
This can be done confidentially and in terms of government legislation you can
be entitled to protection from adverse actions that might arise from making the
disclosure. This is called a “Protected Disclosure”. For more information about
this read Protected Disclosures CEPG2107.
Breaches that appear to involve corrupt behaviour by one or more members of
staff must be reported to the Independent Commission Against Corruption
(ICAC), who may decide to investigate the incident.
If you suspect fraudulent or corrupt conduct, report it to either the:
Managing Director
Company Secretary
Group General Manager Corporate Services.
All information will be treated in the strictest confidence.
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13 Confirm other Employment
Key Point
Seek prior
written
approval if you
are engaging
in paid
employment
outside your
official job at
If you are a casual or part-time employee of Essential Energy this does not
apply to you so long as your Essential Energy job is not affected and there is
no conflict of interest.
This applies during any period of leave, whether leave is paid or unpaid, and
applies to all employees.
If seeking approval from Essential Energy for a second job, Essential Energy
will want you to confirm that
This work does not arise from, nor will it interfere with your official duties
The work will not involve a conflict of interest with your official duties
The work is outside your normal working hours, and does not involve
Essential Energy plant, equipment, assets or data
No relevant information has been withheld in relation to dot points 1,2 &
3 above
Arrangements will not be varied without further application.
You are not required to tell Essential Energy any personal circumstances
associated with your application to take a second job.
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It is important to remember the following:
AVOID using your position at Essential Energy to obtain opportunities for future work other
than through gaining of experience and professional or vocational development in the normal
course of your job
ENSURE that you do not allow your duties to Essential Energy to be influenced by plans for, or
offers of, employment outside Essential Energy. Such behaviour would constitute a breach of
the Code of Conduct
BEWARE if dealing with former employees of Essential Energy and ensure that you do not give
them, or appear to give them, favourable treatment or access to privileged information
REMEMBER that if you leave Essential Energy you must not use or take advantage of any
confidential information gained during your employment or engagement with Essential Energy
until such information has become publicly available through legal means.
If in doubt, please speak with your manager. An employee who fails to comply with these
requirements may incur disciplinary action under Essential Energy’s performance counselling
guidelines.
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14 Know what a Breach of this Code involves
Key Point
Minor
breaches of
this code are
resolved
internally but
more serious
breaches will
be treated as
a criminal
matter.
Essential Energy is committed to the standards and principles outlined in its
Code of Conduct.
Minor breaches of the Code of Conduct would normally be resolved internally
and may result in counselling or clarification of procedures to avoid further
breaches.
More serious breaches lead to disciplinary action, up to and including
termination of employment and/or civil or criminal proceedings. Criminal
matters will be reported to Police and in some cases appropriate regulators.
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15 Do this Ethics Quick Test
For those not-so-easy-to-answer questions
Not all ethical decisions are clearly right or wrong. In fact, many complex situations we
face in business fall somewhere in between.
If, after considering all issues, you’re still uncertain about what to do, use these questions
to test your decision:
Does it conflict with our values?
Does it conflict with your personal values or beliefs?
If you do it, will you feel bad?
What are the consequences of making this decision?
How will you feel explaining this to your colleagues?
Would you be confident in explaining your actions to external authorities?
How will it look in a newspaper?
How will it affect Essential Energy as a whole?
What is my manager’s view?
If your decision passes this test and you feel confident about your decision, it is probably
the right thing to do. However, if you are still in doubt, talk to your manager.
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16 Ethi-Call … the good decision line
Ethi-Call is operated by the St. James Ethics Centre and is a free telephone counselling
service available Australia-wide to anyone with an ethical dilemma. The service is
confidential and as anonymous as you would like it to be.
There is no feedback of information from St James Ethics Centre to Essential Energy!
The ethics counsellors will help you explore the dilemmas you are facing so you can reach a
solution which best fits your circumstances, principles and values.
St James Ethics Centre is independent of any religious or political affiliations. They are able
to provide a safe and non-judgemental space for you to confidentially explore even the
most complex of ethical dilemmas.
Ethi-Call counsellors are a group of professionals with broad experience in a variety of fields
who have completed St James Ethics Centre’s rigorous ethics counselling training.
Appointments for telephone counselling can be made by phoning 1800 672 303.
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17 References
CECP1021 – Corporate Policy: Risk Management
CEOP1022 – Internal Privacy Policy
CEOP1045 – Code of Conduct
CEOP1053 – Equal Employment Opportunity and Diversity
CEOP1096 – Information Security Sensitivity Labelling and Handling
CEOP1118 – Preventing and Managing Bullying and Harassment
CEOP2020 – Gifts, Benefits and Hospitality
CEOP2032 – Conflicts of Interest
CEPG2107 – Protected Disclosures
ICAC Gifts, benefits or just plain bribes? Guidelines for public sector agencies and officials
ICAC Bribery, corrupt commissions and rewards. Tip Sheet for NSW Public Officials February
2008
Protected Disclosures Act 1994
Standards Australia HB 400-2004 Introduction to Corporate Governance
Standards Australia HB 401-2004 Applications of Corporate Governance
St James Ethics Centre - www.ethics.org.au
18 Revisions
Revision Section
Details of Changes in this Revision
Number
2 All Update in line with new brand
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