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Code of Conduct and Grevance Policy 2010

Code of Conduct and Grevance Policy 2010

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Published by pbuaca
Membership code and conduct of what we expect of any member who wears the BUACA Logo/you may borow this but you may not use it under any circumstances without our prior approval.
Membership code and conduct of what we expect of any member who wears the BUACA Logo/you may borow this but you may not use it under any circumstances without our prior approval.

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Published by: pbuaca on May 03, 2013
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Code of Conduct 2013
The BUACA standards of conduct will be adhered to at all times by all members, support members, andvolunteers of BUACA.
Behaviour Appropriate In appropriate
Language - Using encouraging/positive wordsand a pleasant tone of voice- Open and honest communication- Insults, criticisms or name calling. -Bullying or yelling- Sexually suggestive or degradingcomments or jokes- Displaying rude or demeaning patches onvests- Spreading or engaging in gossip oruntoward criticism of other members orthe clubRelationships - Being a positive role model- Building relationships based ontrust- Favoritism or giving gifts- Spending excessive amounts of timealone with children- Bullying, harassment-
‘Grooming’ children or young
peoplePhysical Contact - Allowing for personal space- Touching due to medicalemergency or protecting fromphysical harm-Non-threatening- Violent or aggressive behaviorincluding hitting, kicking, slapping orpushing- Kissing or touching of a sexual nature
consistent with ‘grooming’
 Other - Appropriate attire/clothing for role - Using alcohol or other substances beforeor during work or events involving childrenin direct care of BUACA- Inappropriate clothing- Sending inappropriate emails- Disrespectful conduct towards othermembers or national chapter
In the event that the code of conduct for interacting with children and young people is breached,
actions will be taken in accordance with our organisation’s grievance
policy and breaches of the childand youth risk management strategy.
“I have read, understood, and will act in accordance with the above code of conduct.”
 
Name: __________________________ Signature: ___________________ Date:___________
 
Grievance Policy 2013
Purpose
The primary purpose of this grievance policy is to set out the steps to be followed in dealing with agrievance or dispute internally, and to ensure a fair and speedy response. Both informal and formalprocedures will be fair and non-discriminatory, and deal with grievances promptly.
Informal Grievance procedure
Step 1:
The person making the complaint approaches the chairperson or a person designated to dealwith grievances and disputes, such as a complaints officer, to discuss the matter.
Step 2:
The person receiving the complaint needs to obtain as much information as possible, evaluatethe grievance/dispute and explore options for resolution using the appropriate system.
Step 3:
The person making the complaint should be advised of his or her right to submit a formalgrievance if he or she is not satisfied with the decision and outcome of the informal process.
Formal Grievance Procedure:
Step 1:
If informal discussions fail to resolve a grievance/dispute, a formal complaint is made in writingvia the appropriate form to the chairperson, complaints officer or other appropriate person designatedto deal with formal grievances. The complainant must set out all the details of the grievance or dispute.
Step 2:
The complaints officer, or person designated to deal with the complaint, attempts to resolve thematter with the complainant. If the complaint involves another person or persons, it is necessary todiscuss the matter with the other person or persons concerned to get their side of the story.
Step 3:
If there is a dispute between two or more people, mediation may be recommended at thisstage, where an impartial third party attempts to assist the parties to resolve their dispute. Themediator may be a member of the BUACA or an external person. The mediator must be acceptable tothe parties, and should not have any stake in the outcome. The mediator facilitates the discussionbetween the parties and guides them towards a solution. Each party is given a fair opportunity to statetheir case. The mediator does not decide the dispute or impose a solution on the parties. No decision ismade during the mediation process, so if the parties do not agree on a resolution, they can pursue thematter further.
Step 4:
If mediation fails, or it is not considered appropriate in the circumstances, the matter is referredto an impartial grievance committee. The grievance committee invites the parties to attend a hearing,and gathers all the necessary information needed to make a decision. At the hearing, the parties havean opportunity to outline the basis of the grievance or dispute, to present documentation and callpersons.
Step 5:
The committee sums up the issues and, after considering all the information presented to them,the committee makes a decision. The committee informs the parties of their decision orrecommendations. After the hearing and after a decision has been reached, the parties may appealagainst a decision or recommendation made by the committee. The parties must be given a reasonabletime in which to submit an appeal in writing.
 
A notice of a grievance or dispute may be withdrawn at any time.
Removal of a Committee Member
Grievances and disputes may arise as a result of the conduct of one or more committee members. Forexample, a committee member may not be acting in the best interests of the association, or acommittee member may be causing discontent amongst the committee, making it difficult for thenational committee to operate.BUACA may generally remove a committee member by means of a resolution in a general meeting or aspecial general meeting, and appoint another member. If a member is to be removed, the NationalCommittee must inform the member of the motion to have the member removed and the reasons forthe removal.The committee member must be given the opportunity to submit a written response, giving reasonswhy he or she should not be removed.The removal of members will be voted on by the national committee.
Expulsion of members
In some situations, it may be necessary for BUACA to suspend or even expel a member, including amember of the national committee. Members may be expelled for a number of reasons, for example,serious criminal conduct, failing to comply with the codes of conduct and bringing the BUACA intodisrepute. Expulsion is seen as a last resort, when all other options to resolve the problem have beenexhausted.The National President being the owner and Trustee of the BUACA trademark reserves his right to expelany member being of disrespectful of his role as National President.

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