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GLRL

About the Lobby Homepage History of the Lobby Becoming a Member Get Involved Code Of Conduct & Grievance Procedures

About the Lobby

About the Lobby

• Homepage
• History of the Lobby
• Becoming a Member
• Get Involved
• Code Of Conduct & Grievance Procedures

Code of Conduct/Grievance Procedures

Code of Conduct The Gay and Lesbian Rights Lobby (GLRL) is a coalitionist organisation whose mission is: Affirming Pride in our identity by achieving legal equality and social justice for lesbians and gay men This code of conduct applies to:

Code of Conduct

The Gay and Lesbian Rights Lobby (GLRL) is a coalitionist organisation whose mission is: Affirming Pride in our identity by achieving legal equality and social justice for lesbians and gay men

This code of conduct applies to:

• Management Committee
• Staff
• Volunteers
• Members of working groups
• Others employed on a contractual basis GLRL is committed to the following values:
• Equality
• Social Justice
• Fairness
• Accountability
• Openness / transparency These values are at the heart of our mission and our existence as a community organisation. They therefore form a basis for this code of conduct. In developing a Code of Conduct it is not possible to specifically cover every situation that could arise and raise an ethical issue. When dealing with situations that are not covered, we should seek to advance the interests of the organisation and act in accordance with its values and mission. Problems and dilemmas can also be discussed with others, especially those in leadership positions within the organisation. Conflicts of Interest We must avoid conflicts between our personal interests and those of GLRL and/or its clients and constituents. Similarly we must try to avoid conflicts between other loyalties or commitments and our commitment to GLRL and it's interests. Most of us have work commitments and many are involved in other organisations. Occasionally this will give rise to a conflict, especially for members of GLRL involved in decision making. Conflicts of this nature should be disclosed to a supervisor, co-convenor or the management committee. Usually problems can be avoided by staying out of the decision making. This can mean abstaining from a vote (and perhaps even leaving the room). These steps should be documented, for example in the minutes of the meeting. Examples of situations where there may be a conflict of interest include: Participating in decisions which are likely to financially benefit ourselves or our significant others Accepting employment or voluntary work that may compromise the position of GLRL Providing private services or goods to a project of GLRL for a fee Standing for public office It is always necessary for the person concerned to consider how to resolve a conflict in the best interests of GLRL. This should be done in consultation with appropriate senior people in GLRL, such as supervisors, co-convenors, or management committee. In some cases, it may involve the person standing down permanently or temporarily from their position within GLRL. Volunteers, Employees and Client Relationships When a member of the community approaches GLRL or its projects for information or assistance they become a client of GLRL for the period in which we are assisting them. In these situations often the client will give the volunteer/employee information of a personal or sensitive nature. Any information they give a volunteer or employee is regarded as confidential and should not be discussed or disclosed without the consent of the client except as appropriate within the organisation in order to assist that client, for example to determine the best referral or provide assistance. When a member of the community is a client of GLRL it may be at a particularly vulnerable time in their lives. It is inappropriate for an employee or volunteer who is dealing with that client to have a sexual relationship with that client while that person remains a client of GLRL. If a volunteer or employee feels at all compromised in this way dealing with a client, they should inform their supervisor or co-convenor, and where possible be replaced as the person dealing with the client. Authority When working for the GLRL we must take care not to exceed our authority. Particular care should be taken not to: Commit GLRL resources unless authorised to do so Represent ourselves as official spokespersons or as acting on behalf of GLRL when not authorised as such Represent ourselves as holding a position within GLRL that we have not been appointed to. Spending Money Committee has responsibility for financial management of GLRL. It approves all budgets. Projects within GLRL generally have agreed budgets and money may be spent in accordance with the budget as authorised by the supervisor of the project. The supervisor will be the Executive Officer (or other manager) of a project or convenor of a working group or subcommittee. Sometimes money will be allocated for a purpose that is within the control of 1 or 2 people, who are then responsible for spending within budget. Documentation such as receipts must be kept and supplied to the Treasurer or Accountant so those individuals can be reimbursed. Media and Other Public Comment We do not give media comment on behalf of GLRL unless authorised to do so. The co-convenors are empowered to make media and other public comment on behalf of GLRL. Either the Committee or a Co-convenor can delegate this to others. In general, when delegated it will be for the purposes of commenting on a particular topic such as hate related violence. Comment can not be further delegated. In addition, those acting as official spokespeople and all those in leadership positions within GLRL are not to make public comment (even in a private capacity) on the organisation or any issues affecting GLRL which is not in accordance with GLRL policy. This includes all Committee members, managers, and convenors of working groups and subcommittees. Those who have more limited responsibility for the direction of GLRL may make comment, but must make it clear that they are not doing so in a GLRL capacity. This means they must not give their status as for example "working group member" or "volunteer". In general, it expected that criticisms and concerns be discussed with a supervisor before comment is made in other forums. Representing GLRL to Other Organisation Many people involved in GLRL are also involved in other organisations. It should be made clear whether a person involved in another organisation is doing so as an individual or a representative of GLRL. If a person is involved with another organisation, for example attending meetings or doing project work, and they are doing so as an individual, then they must not claim to represent GLRL. If there is any confusion about your role, on the part of yourself and/or others, it should then be made explicitly clear that you are there as an individual and your views may not necessarily reflect the views of GLRL. If however, a person is representing GLRL within another organisation, they must be authorised by the Management Committee to do so, and they must represent the policies of GLRL. They must report back to Management Committee regarding their involvement and actions in order to have them approved by the Committee. They must also make it clear to the other organisation that they are representing GLRL, and that any decisions may require ratification by the GLRL Management Committee. Persons employed by GLRL may of course also be involved in other organisations. Employees should consult with their supervisor before accepting work in either a paid or unpaid capacity where there is a possibility that these activities may affect their work at GLRL. Any outside work must: Not interfere with our performance in our GLRL position Not compromise our position or the work of GLRL Take place outside working hours of GLRL Not involve the use of GLRL resources or equipment. In particular, employees may not represent themselves as acting on behalf of GLRL when undertaking any outside work. From time to time a conflict may arise. For example, an organisation in which a Management Committee member or employee is involved, may disagree with GLRL's position on an issue. This can create difficulties for the person. At minimum s/he should avoid making public comment personally. If public comment is to be made someone else should be do it even if s/he is the usual spokesperson. Conflicts should also be discussed with a supervisor (refer also to section on Conflicts of Interest). Sexual Harassment We must not sexually harass each other or GLRL clients. Sexual harassment includes a wide range of behaviour of a sexual nature that causes us or another person distress, and/or where there is a complaint or request to stop the behaviour. The following are examples of forms that sexual harassment may take: Personally offensive verbal sexual comments Comments or teasing about a person's alleged sexual activities or private life Being followed home from work Offensive hand or body gestures Physical contact Nondiscrimination GLRL is a coalitionist gay and lesbian organisation. When dealing with each other, with clients or with other organisations, we will not discriminate on the basis of sexuality, gender, religious affiliations, ethnic origin, or age, in accordance with the NSW Anti Discrimination Act. Professional Behaviour Standards When working within GLRL, volunteers and employees should always act in a professional manner. It is recognised that disagreements may occur between people about approaches or actions. However, it is expected that these differences will be dealt with in a professional manner and in a manner respectful of the other individuals concerned. Individuals are responsible and accountable for their own behaviour while working within GLRL. However it is recognised that in a meeting situation it may become necessary for the person acting as chair to intervene in disputes in order to facilitate this respectful and courteous response to dispute resolution. Further Information This Code of Conduct is intended as a working document to inform and guide the professional behaviour of volunteers and employees of GLRL. As mentioned, any areas of difficulty that are not, or could not be explicitly covered here, should be considered in the context of the organisations best interests and/or discussed with a person in a leadership role at GLRL. If you have any concerns about the activities or actions of volunteers, staff, or other groups of GLRL, you may also refer to the "Complaint Management Policy and Procedures" document.

GLRL is committed to the following values:

These values are at the heart of our mission and our existence as a community organisation. They therefore form a basis for this code of conduct.

In developing a Code of Conduct it is not possible to specifically cover every situation that could arise and raise an ethical issue. When dealing with situations that are not covered, we should seek to advance the interests of the organisation and act in accordance with its values and mission. Problems and dilemmas can also be discussed with others, especially those in leadership positions within the organisation.

Conflicts of Interest

We must avoid conflicts between our personal interests and those of GLRL and/or its clients and constituents.

Similarly we must try to avoid conflicts between other loyalties or commitments and our commitment to GLRL and it's interests.

Most of us have work commitments and many are involved in other organisations. Occasionally this will give rise to a conflict, especially for members of GLRL involved in decision making. Conflicts of this nature should be disclosed to a supervisor, co-convenor or the management committee. Usually problems can be avoided by staying out of the decision making. This can mean abstaining from a vote (and perhaps even leaving the room). These steps should be documented, for example in the minutes of the meeting.

Examples of situations where there may be a conflict of interest include:

• Participating in decisions which are likely to financially benefit ourselves or our significant others
• Accepting employment or voluntary work that may compromise the position of GLRL
• Providing private services or goods to a project of GLRL for a fee
• Standing for public office

It is always necessary for the person concerned to consider how to resolve a conflict in the best interests of GLRL. This should be done in consultation with appropriate senior people in GLRL, such as supervisors, co-convenors, or management committee. In some cases, it may involve the person standing down permanently or temporarily from their position within GLRL.

Volunteers, Employees and Client Relationships

When a member of the community approaches GLRL or its projects for information or assistance they become a client of GLRL for the period in which we are assisting them. In these situations often the client will give the volunteer/employee information of a personal or sensitive nature. Any information they give a volunteer or employee is regarded as confidential and should not be discussed or disclosed without the consent of the client except as appropriate within the organisation in order to assist that client, for example to determine the best referral or provide assistance.

When a member of the community is a client of GLRL it may be at a particularly vulnerable time in their lives. It is inappropriate for an employee or volunteer who is dealing with that client to have a sexual relationship with that client while that person remains a client of GLRL. If a volunteer or employee feels at all compromised in this way dealing with a client, they should inform their supervisor or co-convenor, and where possible be replaced as the person dealing with the client.

Authority

When working for the GLRL we must take care not to exceed our authority. Particular care should be taken not to:

• Commit GLRL resources unless authorised to do so
• Represent ourselves as official spokespersons or as acting on behalf of GLRL when not authorised as such
• Represent ourselves as holding a position within GLRL that we have not been appointed to.

Spending Money

Committee has responsibility for financial management of GLRL. It approves all budgets.

Projects within GLRL generally have agreed budgets and money may be spent in accordance with the budget as authorised by the supervisor of the project. The supervisor will be the Executive Officer (or other manager) of a project or convenor of a working group or subcommittee. Sometimes money will be allocated for a purpose that is within the control of 1 or 2 people, who are then responsible for spending within budget. Documentation such as receipts must be kept and supplied to the Treasurer or Accountant so those individuals can be reimbursed.

Media and Other Public Comment

We do not give media comment on behalf of GLRL unless authorised to do so.

The co-convenors are empowered to make media and other public comment on behalf of GLRL. Either the Committee or a Co-convenor can delegate this to others. In general, when delegated it will be for the purposes of commenting on a particular topic such as hate related violence. Comment can not be further delegated.

In addition, those acting as official spokespeople and all those in leadership positions within GLRL are not to make public comment (even in a private capacity) on the organisation or any issues affecting GLRL which is not in accordance with GLRL policy. This includes all Committee members, managers, and convenors of working groups and subcommittees. Those who have more limited responsibility for the direction of GLRL may make comment, but must make it clear that they are not doing so in a GLRL capacity. This means they must not give their status as for example "working group member" or "volunteer". In general, it expected that criticisms and concerns be discussed with a supervisor before comment is made in other forums.

Representing GLRL to Other Organisation

Many people involved in GLRL are also involved in other organisations. It should be made clear whether a person involved in another organisation is doing so as an individual or a representative of GLRL. If a person is involved with another organisation, for example attending meetings or doing project work, and they are doing so as an individual, then they must not claim to represent GLRL. If there is any confusion about your role, on the part of yourself and/or others, it should then be made explicitly clear that you are there as an individual and your views may not necessarily reflect the views of GLRL.

If however, a person is representing GLRL within another organisation, they must be authorised by the Management Committee to do so, and they must represent the policies of GLRL. They must report back to Management Committee regarding their involvement and actions in order to have them approved by the Committee. They must also make it clear to the other organisation that they are representing GLRL, and that any decisions may require ratification by the GLRL Management Committee.

Persons employed by GLRL may of course also be involved in other organisations. Employees should consult with their supervisor before accepting work in either a paid or unpaid capacity where there is a possibility that these activities may affect their work at GLRL.

Any outside work must:

• Not interfere with our performance in our GLRL position
• Not compromise our position or the work of GLRL
• Take place outside working hours of GLRL
• Not involve the use of GLRL resources or equipment.

In particular, employees may not represent themselves as acting on behalf of GLRL when undertaking any outside work.

From time to time a conflict may arise. For example, an organisation in which a Management Committee member or employee is involved, may disagree with GLRL's position on an issue. This can create difficulties for the person. At minimum s/he should avoid making public comment personally. If public comment is to be made someone else should be do it even if s/he is the usual spokesperson. Conflicts should also be discussed with a supervisor (refer also to section on Conflicts of Interest).

Sexual Harassment

We must not sexually harass each other or GLRL clients.

Sexual harassment includes a wide range of behaviour of a sexual nature that causes us or another person distress, and/or where there is a complaint or request to stop the behaviour. The following are examples of forms that sexual harassment may take:

• Personally offensive verbal sexual comments
• Comments or teasing about a person's alleged sexual activities or private life
• Being followed home from work
• Offensive hand or body gestures
• Physical contact

Nondiscrimination

GLRL is a coalitionist gay and lesbian organisation. When dealing with each other, with clients or with other organisations, we will not discriminate on the basis of sexuality, gender, religious affiliations, ethnic origin, or age, in accordance with the NSW Anti Discrimination Act.

Professional Behaviour Standards

When working within GLRL, volunteers and employees should always act in a professional manner. It is recognised that disagreements may occur between people about approaches or actions. However, it is expected that these differences will be dealt with in a professional manner and in a manner respectful of the other individuals concerned.

Individuals are responsible and accountable for their own behaviour while working within GLRL. However it is recognised that in a meeting situation it may become necessary for the person acting as chair to intervene in disputes in order to facilitate this respectful and courteous response to dispute resolution.

Further Information

This Code of Conduct is intended as a working document to inform and guide the professional behaviour of volunteers and employees of GLRL.

As mentioned, any areas of difficulty that are not, or could not be explicitly covered here, should be considered in the context of the organisations best interests and/or discussed with a person in a leadership role at GLRL.

If you have any concerns about the activities or actions of volunteers, staff, or other groups of GLRL, you may also refer to the "Complaint Management Policy and Procedures" document.

Get Involved today! Print out a membership form and mail it in. You can contact us one of the following ways: Phone: (02) 9360 6650 - Fax: (02) 9331 7963 - PO Box 9, Darlinghurst, NSW, 1300 - Email: info@glrl.org.au (Contact the webmaster here > jason@webitwebsites.com) © Gay and Lesbian Rights Lobby Inc. (Incorporated in New South Wales) All rights reserved.

Get Involved today! Print out a membership form and mail it in. You can contact us one of the following ways:
Phone: (02) 9360 6650 - Fax: (02) 9331 7963 - PO Box 9, Darlinghurst, NSW, 1300 - Email: info@glrl.org.au

(Contact the webmaster here > jason@webitwebsites.com)

© Gay and Lesbian Rights Lobby Inc. (Incorporated in New South Wales) All rights reserved.