Volunteer Workers Code of Conduct
All workers (paid or volunteer) are expected to abide by the Code of Conduct that they agreed to prior to commencement in their role.
There are three levels within the Code of Conduct;
- Non-Spiritual Guidance Code of Conduct
- Applies to volunteers who are in roles where no Spiritual guidance is provided
- Spiritual Guidance Code of Conduct
- For all volunteers and workers who provide Spiritual guidance as a part of their role
- ACC Ministerial Code of Conduct
- For all ACC credential holders
If you are unsure which Code of Conduct applies to you, please contact your Leader for clarification.
Non-Spiritual Guidance Code of Conduct
Codes of Conduct are a part of ACC’s commitment to emotionally and physically safe environments, an expectation of our Child Protection Policy, and a commitment to providing appropriate duty of care, including health and safety considerations. This Code of Conduct outlines the requirements and expectations for all volunteers in non spiritual guidance roles in ACC Churches and associated entities, events and activities.
ACC has two other Codes of Conduct:
- The ACC Ministerial Code of Conduct applies to ACC Credential holders.
- The ACC Workers (paid and volunteer) Code of Conduct applies to all workers in spiritual guidance roles. It can be used for all church staff roles if required.
This Code of Conduct is divided into two categories:
§ those considered to be legal, biblical and/or moral imperatives, denoted by the word “shall” must be implemented, and
§ those considered as good practice, denoted by the words “expected”, and are nevertheless strongly recommended.
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1. SCOPE |
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This code of conduct applies to all volunteers in non- |
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2. COMMITMENT |
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Volunteers shall uphold all relevant State or Territory legislation applicable to their role. Volunteers are expected to seek clarity in circumstances where the guidelines, processes or instructions provided to them by the church/ entity/event are unclear. Volunteers are expected to be open to feedback and to act with humility by appropriately modifying their behaviour as expected for their role. |
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3. SERVANT HEARTED |
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All volunteers are expected to volunteer with a willingness to serve others and undertake all aspects of their volunteer role. Clarification from a team leader should be sought before undertaking any other roles or duties. |
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4. BEHAVIOUR |
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Volunteers § are expected to act in the best interests of those we serve. § shall choose to use language, gestures and behaviours that are encouraging, uplifting and inclusive and avoid the use of language, gestures and behaviours that could be harmful (e.g. swear words, sexual connotations, bullying, racial, religious or gender related slurs). This applies in person and online. § shall not volunteer whilst under the influence of any illicit substance or alcohol. § shall treat others with respect and honour, including using caution when initiating or receiving physical contact. § shall report their concerns of hazards, incidents, and harmful behaviours of others to their team leader as soon as practicable. § shall not take property belonging to others, including intellectual property (copyright). § shall disclose potential, perceived or actual conflicts of interest in relation to their role. (e.g. possible financial gain; existing personal relationships) § shall not seek financial gain from their role or misuse their personal relationships for financial gain. Volunteers are expected to steward property and finances related to their role with accountability, transparency, and integrity and report any concerns they have in relation to these matters. § shall not disclose confidential information except: § when disclosure is required by law, § harm or risk of harm notifications whether required by law or not, § there are concerns for the safety of the person or others, § in accordance with our privacy policy, § or when the information is in the public domain. |
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5. COMMITMENT TO TEAM |
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Volunteers: § Are expected to respect the vision, values, and mission of the Church or associated entity/ event/ activity. § shall undertake the training required for their role. § are expected to talk to the team leader if they feel overwhelmed or perceive they may need further training for their volunteer role. § are expected to be accountable to their team and follow all reasonable directions from their team leader. |
Spiritual Guidance Code of Conduct
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1. SCOPE
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This Code of conduct applies to all workers in [INSERT ENTITY NAME INCLUDING ABN], whether in a paid or volunteer position.
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2. COMMITMENT
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Workers shall uphold all relevant State or Territory legislation applicable to their role. They shall abide by, and implement all church or associated event policies, procedures and guidelines, with particular regard to the Church’s Child Protection Policy and Safer Church Guidelines. Workers are expected to seek clarity in circumstances where the guidelines, processes or instructions are unclear.
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3. SERVANT HEARTED
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All workers are servants of Christ, who should endeavour to become servant leaders as modelled by Jesus (John 13:3-14). The misuse of authority can be a particular temptation when being given a position of trust and power – this must be avoided.
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4. BEHAVIOUR |
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Workers
· are expected act in the best interests of those we serve. · shall prioritise the best interests of children. · shall not be abusive in any way toward others, spiritually, emotionally, physically or sexually, including domestic and family violence. · shall avoid the use of offensive language (e.g. swear words, sexual connotations, racial, religious or gender related slurs). · shall exercise caution with all potentially addictive behaviours and/or harmful substances. Drunkenness is never acceptable. · shall refrain from using any illicit substances. · are expected to understand and implement appropriate behavioural boundaries between themselves and those we serve, including using caution when initiating or receiving physical contact with those we serve. This includes gestures of comfort as such gestures can be unwanted or misinterpreted. · shall respond to the views and concerns of children, particularly if they communicate that they do not feel safe or well. · shall respond to any concerns or complaints of child harm or abuse promptly and in line with [insert entity name] policy and procedure for receiving and responding to complaints. · shall act with sexual integrity consistent with the ACC position which is that it holds to the traditional Christian view for sexual expression as being between one biological man and one biological woman in a legal marriage. All unlawful sexual behaviour including sexual harassment, sexual exploitation, sex-based discrimination and child abuse are prohibited. · shall not transmit, download or store any communication that is discriminatory or harassing, derogatory, obscene, sexually explicit or pornographic, defamatory, threatening, for any purpose other than that specifically relevant to their position, for the purpose of reporting to an authority or to comply with a legal direction. · shall report their concerns of harm or risk of harm according to ACC Safer Church Guidelines. · are expected to treat all people fairly and in accordance with ACC and local church policies, guidelines and position papers where applicable. · are expected to communicate with integrity, including accountable and wise use of electronic communication. · are expected to acknowledge when they are out of their depth and do not possess the required skill set in difficult pastoral situations, (e.g., a person who needs professional counselling) and seek help from a team leader or church leader. · shall not take property belonging to others, including intellectual property (copyright). · shall disclose potential, perceived or actual conflicts of interest in relation to their church role. (e.g. possible financial gain; existing personal relationships) · are expected to be open to correction and to act with humility by appropriately modifying their behaviour so as to not discredit the gospel.
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5. FINANCIAL MATTERS |
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Workers shall not seek financial gain from their role or misuse their personal church relationships for financial gain. Workers are expected to steward property and finances related to their role and with accountability, transparency, and integrity and report any concerns they have in relation to these matters.
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6. CONFIDENTIALITY
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Confidential information shall not be disclosed and must be treated with the utmost care. Exceptions include: · when disclosure is required by law, · harm or risk of harm notifications whether required by law or not, · there are concerns for the safety of the person or others, · in accordance with the entity’s privacy policy, · or when the information is in the public domain.
Disclosure is a serious matter and the assistance of a team leader or church leader should be sought prior to disclosing information that may be considered confidential.
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7. COMMITMENT TO TEAM MINISTRY |
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Workers: · Are expected to embrace the vision, values, and mission of the Church or associated activity, and continue to develop ministry skills through a variety of means including team meetings. · shall undertake the training required for their role. · shall act with transparency and accountability within their team. |