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	A Guide to the AC
	Code of Conduct
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	Annual General Meeting Presentations
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Code of Conduct

PART 4: Behavioural Standards

27. Behavioural standards help members and employees make appropriate decisions when the issues they face involve ethical considerations. Behavioural standards cannot cover all scenarios, but provide guidance in support of day-to-day decisions. All members and employees must adhere to the following standards:

28. Members and employees must not engage in any criminal activity and must comply with all relevant laws, regulations, policies and procedures.

29. Members and employees must not use their status or position with the Appeals Commission to influence or gain a benefit or advantage for themselves or others.

30. Member and employee conduct contributes to a safe and healthy workplace that is free from discrimination, harassment or violence.

31. Members and employees must not use drugs or alcohol in a way that affects their performance and safety or the performance and safety of their colleagues, or that negatively impacts the reputation or operations of the Appeals Commission.

32. Members and employees must act in a way that is consistent with the Appeals Commission's protocols on public comment.

33. Members and employees must take reasonable steps to avoid situations where they may be placed in a real or apparent conflict between their private interests and the interests of the Appeals Commission. In other words, actions or decisions that members and employees take on behalf of the Appeals Commission must not provide them with an opportunity to further the private interests of themselves, their families, their business associates or others with whom they have a significant personal or business relationship.

i) Confidential Information – Members and employees must respect and protect confidential information, use it only for the work of the Appeals Commission and not for personal gain. Members and employees must comply with protocols that guide the collection, storage, use, transmission and disclosure of information.

ii) Gifts and Gratuities – Members and employees must not accept or receive gifts and gratuities other than the normal exchange of gifts between friends or business colleagues, tokens exchanged as part of protocol or the normal presentation of gifts to people participating in public functions.

iii) Outside Activities – Members and employees must avoid participating in outside activities that conflict with the interests and work of the Appeals Commission. For example:

a) Business Interests – Members and employees must not hold interests in a business directly or indirectly through a relative or friend that could benefit from, or influence, the decisions of the Appeals Commission.

b) Employment – Members must not take employment, and employees must not take supplementary employment, that affects their performance or impartiality with the Appeals Commission.

c) Political Activity – Members and employees may participate in political activities including membership in a political party, supporting a candidate for elected office or seeking elected office. However, they must not participate directly in soliciting contributions for a political party. In addition, any political activity must be clearly separated from activities related to the work for the Appeals Commission, must not be done while carrying out the work of the Appeals Commission and must not make use of Appeals Commission facilities, equipment or resources in support of these activities.

d) Volunteer Activity – If members and employees are involved in volunteer work, the activity must not influence or conflict with decisions relating to the Appeals Commission.

iv) Pre-Separation – Members and employees considering a new offer of appointment or employment must be aware of and manage any potential conflicts of interest between their current position and their future circumstance, and must remove themselves from any decisions affecting their new appointment or employment.

v) Post-Separation – Once members and employees have left the Appeals Commission, they must not disclose confidential information that they became aware of during their time with the Appeals Commission and must not use their contacts with their former colleagues to gain an unfair advantage for their current circumstance.

vi) Property – Members and employees may have limited use of the Appeals Commission's premises and equipment for authorized incidental purposes providing such use involves minimal additional expense to the Appeals Commission, must not be performed on the member or employee's work time, must not interfere with the mission of the Appeals Commission and must not support a personal, private business.

vii) Related Persons or Parties – The Appeals Commission has adopted guidelines to deal with potential bias which governs the conduct of members when dealing with appeals. Employees must avoid dealing with those in which the relationship between them might result in an allegation of bias.