Responsibilities
McNaughts employees are bound by their contract to follow our Employee Code of Conduct to:
• promote the interests of the McNaughts.
• perform their duties with skill, honesty, care, and diligence, using authority in a fair and equitable manner.
• abide by policies and procedures, instructions and lawful directions that relate to their employment and duties;
• comply with the spirit as well as the letter of the codes of conduct applying to the professions of individual employees. We outline the components of our Employee Code of Conduct within this document.
Conflict of Interest
Employees must avoid any personal, financial, or other interest which may be in conflict with their duties and responsibilities to the McNaughts.
Any interest which may constitute a conflict of interest must be promptly disclosed to an appropriate senior manager.
Accepting any external appointment, such as working for another company, or conducting a business, is not permitted without the written permission of senior management.
Respect in the Workplace
All employees should respect their colleagues. We will not allow any kind of discriminatory behaviour, harassment, or victimisation. Employees should conform with our Equal Employment Opportunity, Harassment & Anti-Discrimination Policy in all respects of their work, from recruitment and performance evaluation to interpersonal relations.
Confidentiality
Employees must not use or disclose information obtained through their employment other than in the proper course of their duties.
Information obtained in the course of employment must not be used to obtain financial reward or other benefit, or to take advantage of another person.
Company Property
All employees should treat our McNaughts property, whether material or intangible, with respect and care.
McNaughts property, funds, facilities and services must be used only for authorised purposes.
Unless governed by law or otherwise agreed in writing, any intellectual property developed by an employee during or as a result of his or her employment by McNaughts is the sole property of the McNaughts.
Employees should protect McNaughts facilities and other material property (e.g. trucks, trailers and company cars) from damage and vandalism, whenever possible.
Professionalism
All employees must show integrity and professionalism in the workplace:
• Personal Appearance
o All employees must follow our dress code.
• Job Duties and Authority
o All employees should fulfil their job duties with integrity and respect to customers, stakeholders, and the community. Supervisors and Managers mustn’t abuse their authority. We expect them to delegate duties to their team members considering their competences and workload. Likewise, we expect team members to follow supervisor and manager instructions and complete their duties with skill and in a timely manner.
o We encourage mentoring throughout McNaughts.
• Absenteeism and Tardiness
o Employees should follow their schedules and McNaughts expects the employee to be punctual.
• Collaboration
o All employees should be friendly and collaborative. They should try not disrupting the workplace or present obstacles to their colleague’s work.
• Communication
o All employees must be open for communication with their colleagues, supervisors, and managers.
• Benefits
o We expect employees to not abuse their employment benefits. This can refer to time off and other benefits McNaughts offers.
• Policies and Procedures
o All employees should read and follow McNaughts policies and procedures. If they have any questions, they should ask their immediate supervisor or Human Resources (HR) Officer.
Public Statements
McNaughts relationships with the media and the community are conducted or authorised exclusively by the SLT (Senior Leadership Team)
Gifts and Entertainment
Employees, from time to time, may entertain or are entertained and give or receive gifts in the course of their duties.
Gifts should never be offered or accepted in circumstances where the outcome of a transaction may be influenced by the gift or give rise to the perception that the transaction may be influenced by the gift.
Employees involved in a tendering process must refrain from actions which may give rise to an expectation of some favoured treatment from or by any tendering party.
Under no circumstances must employees offer or accept money.
Gifts and entertainment reasonably estimated to be more than a value of $250 must be disclosed to the manager, who would usually authorise similar expenditure by the employee accepting the gift or entertainment.
Invitations where travel and accommodation are involved must be authorised by a senior manager.
Compliance
All employees must protect McNaughts legality. They should comply with all environmental, safety, company policies, equal opportunity, privacy, trade practices and continuous disclosure.
We expect employees to be ethical and responsible when dealing with McNaughts finances, products, partnerships, and public image.
Breaches of the Code
Employees have a duty to observe the code and ensure that no breaches occur. Breaches require immediate attention and employees have a duty to report known or suspected breaches of the code.
Any employee, who in good faith, makes a complaint or disclosure about an alleged breach of the code, and follows the reporting procedure outlined below, will not be disadvantaged, or prejudiced in the making of such a complaint or disclosure. All reports will be treated as confidential and are to follow this procedure:
• A complaint or disclosure about an alleged breach of the code should be in writing and contain details about the date, time and nature of the alleged breach and include any available supporting material.
• The allegation should be made to the employee’s immediate supervisor, or if the employee believes the immediate supervisor may be implicated, to a senior manager.
• The person to whom the allegation is made should undertake a prompt and thorough investigation and determine whether any action is required.
• The employee will be informed of the outcome of the investigation.
• If unsatisfied with the outcome of the investigation, the employee may escalate the matter to the SLT (Senior Leadership Team) Employees may at any time discuss a matter or seek advice on how to proceed with a matter, from the senior managers or Human Resources.
Disciplinary actions will vary depending on the violation:
• Demotion
• Reprimand
• Suspension or termination for more serious offenses
• Detraction of benefits for a definite or indefinite time We may take legal action in cases of corruption, theft, embezzlement, or other unlawful behaviour
Conclusion
If an employee has doubts about any aspect of this code, he or she must seek clarification from his or her manager or Human Resources (HR) Officer.