Employees are encouraged to become aware of each of the mandatory policies, which have learning outcomes and objectives based on levels of employee awareness.
Please refer to the Orientation and Induction Learning Objectives for summary information for managers.
The Code of Conduct outlines standards of behaviour required to build a positive workplace culture. It contains a number of ethical obligations, based on the five principles from the Public Sector Ethics Act 1994:
For more information, see:
HR Policy E1. Code of Conduct - Workplace Ethics, conduct and Behaviour and,
the Queensland Health Code of Conduct print version.
Queensland Health offer Code of Conduct training online. Please note: you will need to a Queensland Health Emlpoyee number and password to enter the site.
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The principles of Equal Employment Opportunity (EEO) involve eliminating unlawful discrimination and reducing employment barriers for people who may experience disadvantages and hardships.
EEO target groups include:
For more information, see HR Policy G2. Equal Employment Opportunity.
Under the Anti-Discrimination Act, 1991 (Qld), discrimination occurs when a person is treated less favourably in employment because of a personal characteristic or attribute.
Employees are legally obliged to ensure they do not engage in discriminatory behaviour towards other employees, patients or any other person with whom they come into contact through work.
For more information, see HR Policy E2. Anti-Discrimination.
This network of trained workplace equity and harassment officers provides active support to both complainants and alleged offenders.
For more information, see HR Policy E8 .- Workplace Equity and Harassment Officers
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Queensland Health has a program to protect internal witnesses who make disclosures about unlawful, negligent or improper public sector conduct or danger to public health or safety or the environment. This program has been developed in line with the provisions of the Whistleblowers Protection Act 1994 (Qld).
Queensland Health aims to promote a culture of transparency and a working environment in which staff can feel protected and supported in making disclosures in the public interest without fear of retribution. Employees can be assured that such disclosures will be addressed appropriately by the department.
Queensland Health's Internal Witness Support Unit, Assurance and Risk Advisory Services, is responsible for the receipt, assessment and subsequent management of potential Public Interest Disclosures made to Queensland Health.
For more information, see HR Policy I5 - Public Interest Disclosures (Whistleblowers)
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Queensland Health employees are entitled to a work environment free from bullying and harassment. Employees spend a considerable amount of time at work, often in stressful situations. On occasion, conflicts can occur and personalities can clash, but employees must develop working relationships based on trust and respect.
Workplace harassment is taken seriously. HR Policies E2, E3 and E5 define harassment and give examples of what may be considered harassing behaviour. This policy also outlines the responsibilities of managers and employees in achieving a harassment-free workplace.
Managers and supervisors are responsible for setting appropriate and ethical standards of behaviour by ensuring that dysfunctional and unethical behaviour in the work area is identified and promptly addressed. All staff are responsible to contribute to an ethical work culture by considering their own behaviour and professional impact on others.
If an employee feels they are being harassed in the workplace, they can seek advice or assistance from:
For more information, see HR Policies E2, E3 and E5.
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Queensland Health commits to maintaining a safe environment, free of any form of harassment or harmful behaviour, for patients, clients, visitors and employees.
Disciplinary action will be taken against any employee found to have committed any act of unlawful assault.
For more information, see HR Policy E3. Assault in the Workplace.
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Employees need to be aware of the potential for things to go wrong as well as the key role everyone can play in identifying, reporting and managing hazards. In order to achieve this, employees need to be familiar with:
This information is all available from the Queensland Health Occupational Health and Safety site
For more information on occupational health and safety legislation, see:
Mandatory policies index:
| Ethics-based mandatory policies: |
| Other mandatory policies: |
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