Respect for the Law and System of Association Governance
Obligation to observe the law
Association staff and officials, in common with all citizens, have an obligation to observe the laws of the State. Staff and officials should comply with the Articles and Rules of the Association.
Freedom of Speech
The obligation is not intended to detract from the concept and practice of freedom of speech, which is regarded by the Association as fundamental to the proper conduct of its activities. Staff should be guided by a commitment to freedom of expression. This commitment is expressed in their role in advancing the heritage of their sport. Staff should exercise their traditional rights to examine means to advance the sport and to criticise and challenge the belief structures of their colleagues in the spirit of a responsible and honest search for the truth.
Example: Freedom of expression entitles a staff member or official to challenge and criticize ideas and methods but not to defame others.
Respect for persons
The Association seeks to create an environment where all persons are treated equitably and with respect, where persons’ rights are respected and where staff and officials’ efforts are encouraged and their achievements given due recognition.
Respect for persons extends to the manner in which Association staff and officials deal with other staff and members of the community. The Association regards staff and officials’ personal behaviours towards and interaction with others as a vital part of the duties of their position. A collegial working environment is particularly encouraged.
Courtesy and responsiveness
Association staff and officials are expected to be responsive, courteous and prompt in dealing with other staff and officials (irrespective of their position or seniority) or members of the community.
Example: Persistently rude or insulting behaviour towards other members of staff and officials is unacceptable.
Obligations of staff and officials supervising other staff
Association staff and officials who supervise other staff and officials have special responsibilities to treat their staff and officials fairly and to afford staff and officials equality of opportunity, to maintain open and honest communication with them and to ensure that staff and officials understand performance standards expected of them. Evaluations of staff and officials’ performance should be undertaken against these standards objectively and without bias.
Example: A supervisor should make available development and training opportunities without patronage or favouritism.
Example: Formal and informal mechanisms for consultation and communication with staff and officials within a department or section are encouraged.
Making fair decisions
When making a decision, taking action of a discretionary nature or resolving a grievance that may adversely affect a person’s rights, liberties, interests or legitimate expectations, the principles of procedural fairness should be applied. This means that persons affected should have the opportunity to respond to allegations or assertions made and to have a decision made without bias. Decisions should be based on considerations relevant to the matter at hand. Decisions may be accepted more readily if reasons are given.
Example: Where an adverse report is received concerning a staff member’s performance or conduct, that staff member should be given the opportunity to respond.
Staff must not unfairly discriminate
Staff and officials should treat other persons equitably, irrespective of gender, sexual orientation, race, disability or medical condition, cultural background, religion, marital status, age or political conviction.
Example: It is irrelevant to the determination of the performance of an employee to take into account factors such as gender.