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un staff members guidance on conduct and behaviour

Misconduct means dereliction of duty or unacceptable behaviour. All members of staff are entitled to be treated with respect and work in an environment free from discrimination, harassment, bullying, violence (or threats of violence) or vilification. Breaches of the Code may result in disciplinary action. Read more about Staff Rules, 1.2; Status, basic rights and duties of United Nations staff members. The term “gifts” should be used in its broadest context (for example, plaques, jewellery or an invitation to a corporate event). All staff are expected to act with integrity, which includes being aware of and acting within the laws that apply to their conduct. %PDF-1.5 %���� Staff will act to create a fair, respectful, inclusive and safe University environment, where diversity is valued and where unlawful discrimination, violence (or threats of violence), bullying, harassment and victimisation in any form are considered unacceptable. "As we serve the world's people and work for peace and the advancement of humanity, the United Nations must be a source of inspiration and a beacon of hope for all. 0000003833 00000 n ��� The UN has a three-pronged strategy to address all form of misconduct including sexual exploitation and abuse: pre­vention of misconduct,  enforcement of UN standards of conduct and remedial action. conduct which is an impediment to the satisfactory performance of the work of the employee or other employees in the university; failure to comply with a reasonable instruction given by a person in the line management of the employee; behaviour that may be reasonably perceived as bullying, harassing, intimidating, overbearing or physically or emotionally threatening; an action of the employee which is prejudicial to the health or safety of other employees, students or members of the public; conduct of the employee that results in a conviction, sentence or other or- der imposed by a court which restricts the activities of an employee in a manner that constitutes an impediment to the employee carrying out their duties; deceptive behaviour of a minor nature related to research, learning and teaching, a recurrence or continuation of conduct which has been found to be misconduct on the part of the employee; and/or. Should a staff member have a financial interest in a company that is in a position to influence a contract for business between that company and the University, this interest should be declared to their supervisor before acting for the University in matters with the company. 0000075726 00000 n Staff will be instrumental in creating a work and study environment where all members of the University community are able to participate fully, find a sense of belonging, and have opportunity to engage meaningfully with the broader community. Mandates and the legal basis for peacekeeping, Mano River Basin, 25 years of peacekeeping, Disarmament, demobilization and reintegration, Statements by Under-Secretary-General of Peace Operations, Statements by Under-Secretary-General of Operational Support, Conduct and Discipline in UN Field Missions, What you need to know about sexual exploitation and abuse at the UN, Victims of sexual exploitation and abuse rebuild their lives, Haiti: Helping to Prevent & Respond to Sexual Exploitation and Abuse, Preventing Sexual Exploitation and Abuse system-wide website, 'Preventing Sexual Abuse by U.N. Peacekeepers' by Under-Secretary-General Hervé Ladsous, Video - Explainer: UN response to sexual exploitation and abuse (long version), 2020 Report of the Secretary-General: Special measures for protection from sexual exploitation and abuse, Fact sheet on sexual exploitation and abuse (18 December 2019), 2019 Report of the Secretary General: Special measures for protection from sexual exploitation and abuse, 2018 Report of the Secretary-General: Special measures for protection from sexual exploitation and abuse (15 February 2018), 2018 Report of the Secretary-General: Special measures for protection from sexual exploitation and abuse - Annex (15 February 2018), Report of the Secretary-General: 'Special measures for protection from sexual exploitation and abuse: a new approach', Secretary -General’s Bulletin on special measures for protection from sexual exploitation and sexual abuse, Report of the Secretary-General 'Special measures for protection from sexual exploitation and sexual abuse, Security Council Resolution 2272 on Sexual Exploitation and Abuse, Update on allegations of sexual exploitation and abuse, Highlights of the Secretary-General's proposals and initiatives to combat sexual exploitation and abuse, World leaders commit to continue UN fight against sexual exploitation and abuse, Report highlights UN progress in fight to stamp out sexual exploitation and abuse, Haiti: MINUJUSTH police called to carry the ‘No Excuse’ pocket card on sexual exploitation and abuse, ‘Zero tolerance’ for sexual exploitation and abuse by UN staff in South Sudan, underscores senior official, MONUSCO supports South African Defense Forces’ efforts to prevent sexual exploitation and abuse in a first of its kind training, UN advocate vows to give 'visibility' to victims of sexual exploitation and abuse, World leaders pledge to eliminate sexual exploitation and abuse; UN chief outlines course of action, Australian Jane Connors appointed first UN rights advocate for victims of sexual exploitation, Strong partnership between UN and Member States vital to end sexual exploitation and abuse, Former UN envoy urges continued vigilance in fight against sexual exploitation and abuse, Strengthening the UN Response to Sexual Exploitation and Abuse, UN announces new approach to 'stamp out' sexual exploitation and abuse, 'We must not allow protectors to become predators’ – Head of UN field Support, New task force to develop strategy to strengthen UN response to sexual exploitation and abuse, Central African Republic: UN completes investigations into allegations of sexual abuse by peacekeepers, Interview with Jane Holl Lute, Special Coordinator on improving the United Nations response to sexual exploitation and abuse, Respect local laws, customs and practices, Treat host country inhabitants with respect, courtesy and consideration. %%EOF h�bbd```b``U��@$S �d� �'�H�f0�D2��H�hY�$�!�_���o�L�����10RD�g�q�+@� � ) Failure to do so could result in a toxic company culture. Staff must not allow any unauthorised access to the University’s information systems. endstream endobj startxref Conflict of interest is assessed in terms of the likelihood that staff members possessing a particular interest could be improperly influenced, or might appear to be improperly influenced in the performance of their duties. ^����M�)�. a small gift or gesture of goodwill given solely in the spirit of a festive celebratory event that could not be reasonably deemed as a conflict of interest. 0000016638 00000 n The UN expects that all peacekeeping personnel adhere to the highest standards of behaviour and conduct themselves in a professional and disciplined manner at all times. 0000004592 00000 n All documents that form part of the University’s public record must be placed on official files. The University has a responsibility to provide a safe, encouraging and supportive work environment that recognises and values staff diversity, abilities and contributions. 0000004325 00000 n Unfortunately, there are cases of misconduct involving peacekeeping personnel. Measures taken by the University in relation to unsatisfactory performance, misconduct or serious misconduct and includes but is not limited to: a)      Formal counselling of an employee by an appropriate supervisor or internal or external counsellor; b)      Giving an employee a written warning (including where appropriate, a final warning); f)       Demotion by one or more classification levels or increments; g)      Transfer or redeployment to another position within the University; h)      Removal from Office while remaining an employee of the University; i)       termination of employment (except in cases of misconduct). Staff should ensure they are aware of the legal and ethical requirements relating to Information Privacy including the University’s Information Privacy Statement and the use of commercially sensitive and confidential information. 0000075241 00000 n The Code of Conduct (the Code) outlines the standard of behaviour expected of employees of the University. %%EOF To improve transparency and accountability in the handling of cases of misconduct the Department of Peace Operations has requested that each Troop and Police Contributing Country (T/PCC) provide the legal framework applicable to its contingent and/or officers when deployed to a UN Mission. Staff members must have approval from their supervisor for activities undertaken during normal working hours and/or if these activities could conflict with their employment at the University; Outside activities must not involve the use of University resources without prior permission and reimbursement to the University where appropriate; and, Code of Conduct for Victorian Public Sector Employees, Information Privacy Statement - Collection, Use and Disclosure of Personal Information, Managing Under Performance and Misconduct for Casual Employees, Managing Unsatisfactory Performance of TAFE Teachers, Responsible Conduct of Research Policy and Responsible Conduct of Research Procedure, Use of Computing and Communications Facilities Policy, University of Ballarat Act Regulation 8.2, Victorian TAFE Teachers Multi-business Agreement 2009. an Announcement Notice under 'FedNews' on the ‘FedUni’ website and through the University Policy - ‘Recently Approved Documents’ webpage to alert the University-wide community of the approved Policy; inclusion on the University's online Policy Library; and, distribution of e-mails to Deans/Executive Directors / Heads of School / University staff; and.

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