New South Wales Police Service
Code of Conduct and Ethics

If we are to create a Police Culture free of the mistakes and wrongs of the past, each of us must contribute from day to day, leading by example and speaking out against unethical practices wherever they occur. You are responsible for your actions and their consequences.

Honesty and integrity are very important and those who operate ethically and in accordance with the Service's objectives will be recognised.

For my part, I am committed to creating and maintaining a style of management which listens and responds to the work related concerns of all staff so each of you feels valued, respected and supported by the Service.

This respect and support is fundamental to your ability to trust that the Service will protect you against false allegations of corruption, and will not punish honest mistakes.

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Just as important, you have the right to a workplace free of any form of harassment, unfair discrimination or fear. This requires standards of behaviour of you and your colleagues which promote and maintain confidence and trust among ourselves and the public in our services.

The purpose of this organisational code is to make explicit, certain behaviours which are unacceptable for all sworn and unsworn officers regardless of rank or grade, and to provide an ethical framework for your decisions and actions. Such a framework recognises that it is not possible to address all ethical questions you might encounter. For that reason, you need to be aware of and comply with relevant legislation, this Code, Police Service policy, guidelines and instructions as they relate to your work, and you should seek additional advice from a person in authority whenever you are in doubt about any matter.

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• Places integrity above all
• Upholds the rule of law
• Preserves the rights and freedoms of individuals
• Seeks to improve quality of life by community involvement in policing
• Strives for citizen and police personal satisfaction
• Capitalises on the wealth of human resources
• Makes efficient and economical use of public resources, and
• Ensures authority is exercised responsibly.

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• Is the decision or conduct legal and consistent with government policy?
• Is the decision or conduct in line with the Police Service's policy objectives and Code of Conduct and Ethics?
• at will be the outcomes for yourself, your colleagues, the Police Service, other parties?
• Do these outcomes raise a conflict of interest or lead to private gain at public expense?
• Can the decision or conduct be justified in terms of the public interest and would it withstand public scrutiny?

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You must report suspected corrupt conduct, misconduct, serious mismanagement or substantial waste of public resources. The law prescribes that you can be guilty of corrupt conduct yourself if you fail to report suspected corruption.

Depending upon the circumstances, you should report possible corrupt conduct or unethical conduct to:

• An officer senior in rank to you
• A Professional Standards' Council in your command
• The Commissioner
• The Police Integrity Commission
• Ombudsman
• The Independent Commission Against Corruption.

All managers and commanders must ensure you have the information you need about internal reporting procedures, and will notify you about any action taken or proposed in relation to the disclosure

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Service. Examples include offences such as dishonesty, assault, unlawful access to or use of confidential information, supply of illegal substances and driving under the influence of alcohol.

From 1 February 1997, all Police Service Officers will be required to sign an acknowledgment they have received and read this Code, and a conditional amnesty will exist for all prior convictions. These convictions, however, will be referred to when considering discipline for future breaches of the Code.

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Conflicts of interest might also occur where you have personal beliefs or attitudes which could influence your impartiality in performing your job.

Outside activities including studies and volunteer work can pose a conflict if they adversely affect your ability to perform your job.

If you have developed a relationship with people with whom the Police Service is dealing, you must ensure this relationship does not form an improper association.

If you are uncertain whether a conflict exists, you should discuss the matter with your manager. In this way, there is a joint responsibility to avoid or resolve the conflict.

All managers and commanders must actively resolve any conflicts of interest involving their staff.

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If someone offers you a gift or benefit for any reason, you should politely decline by explaining Service policy. This does not mean you cannot accept an offer of light refreshment such as a cup of tea or coffee.

You may, however, accept gifts of nominal value from another organisation on behalf of the Service (or in situations where you believe you would cause severe embarrassment to an individual by refusing) provided it becomes the property of the Service or permission is given in writing by your manager to retain the gift. In some cases, you might be asked to return the gift. A register of gifts must be maintained by managers for this purpose.

Donations to the Police Service in connection with recognised charity events such as golf days are allowed provided appropriate records are maintained for audit.

Other than meals and refreshment provided by other individuals or organisations in the course of your official duties, you are expected to seek reimbursement from the Service when you incur appropriate work-related expenses.

Benefits such as free travel on trains for sworn officers in uniform are permitted provided they follow a written standing agreement between the Police Service and the organisation providing the discount. In other words, a formal arrangement must exist and you must comply with that arrangement.

Where goods, services, or cash are given to the Service by any individual or organisation, in return for any benefit such as publicity or recognition of the sponsor, you must comply with the Service's Sponsorship & Endorsement Policy, 1996. Any other endorsement of commercial products or services is prohibited.

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• Gender
• Physical appearance
• Marital status
• Pregnancy
• Age
• Race
• Ethnic or national origin
• Physical or intellectual impairment
• Sexual Preference
• Religious or political conviction

Examples of harassment include:

• Verbal abuse or threats
• Unwelcome remarks, jokes, innuendoes or taunting about a person's body, attire, marital status, sex, pregnancy, ethnic or national origin, sexual lifestyle or disability
• Displaying sexually suggestive, racist or other offensive or derogatory material such as posters or cartoons
• Physical intimidation
• Practical jokes which may cause awkwardness or embarrassment
• Persistent and unwelcome invitations, requests or intimidation
• Leering and/or other offensive gestures
• Persistent and unwelcome physical contact such as patting, pinching, punching or touching.

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Failure in this regard will result in remedial counselling and if warranted, appropriate disciplinary action.

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• Keep staff informed of legislation which applies to them and of the consequences if they fail to comply
• Develop and instill corporate values as the cornerstone of service and proper conduct
• Treat all staff with honesty and courtesy.
• In particular, managers and commanders must:
• Inform staff of this Code of Conduct and Ethics
• Provide an environment supportive of flexible work practices and adaptable to staff needs both in and outside the workplace
• Ensure equal access to training and development for all staff
• Acknowledge and reward individual and team achievements
• Develop and implement effective local corruption prevention measures
• Ensure staff create and maintain full and accurate records documenting activities, incidents, decisions and reasons for them
• Develop an understanding of the police service, its purpose and corporate plan among all staff
• Develop agreed, realistic goals for staff
• Monitor their progress, ensuring any performance problems are discussed and dealt with
• Foster a learning ethic by offering development opportunities and actively planning for these
• Comply with all legislative, industrial and administrative requirements of the police service
• Take appropriate action against staff who fail to comply with this Code and related standards of conduct.

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if unsatisfactory service results from your failure to be consistent with our standards of professionalism, courtesy, equity, or any other factor under your control, you will be held accountable.

Customers have a basic right to have their questions answered, be kept informed about matters involving contact with police, and to lodge complaints.

You need to be aware of your responsibilities in relation to the requirements of the NSW Government's Charter of Victims' Rights which focuses on their entitlement to information and help.

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If you have the authority to use discretion in determining any action, you must ensure the principle of reasonableness is applied and you consider all circumstances.

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Although the Service recognises honest mistakes do happen, you should not act outside your level of competency and authority. If practicable, you have a duty to consult your colleagues or supervisor if in any doubt about how you should exercise delegated powers or fulfil duties.

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All Police Service Officers have an obligation to act and to be seen to act by the public in accordance with the spirit and the letter of the law including the terms of this Code of Conduct and Ethics whether on or off duty.

Any private activity which adversely affects your job performance will be regarded as a work-related issue.

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If you have authorisation to speak to the media, you must follow our published Media Policy (Instruction 52). This document indicates the nature of information which may be released; the circumstances which need to be considered; the level of authority necessary for releasing information.

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You may accept speaking engagements with professional, educational and community groups relating to Police Service activities if you have obtained approval. If you receive a fee for the engagement (other than from approved secondary employment), it must be paid into an appropriate Police Service account. You cannot retain the fee.

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You must make sure confidential information cannot be accessed by unauthorised people and sensitive information is released only to people inside and outside the Service who have a lawful access need.

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Permission for private use of Service vehicles needs to be documented.

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• Police Integrity Commission Act, 1996
• Anti-Discrimination Act, 1977
• Independent Commission Against Corruption Act, 1988
• Ombudsman Act, 1974
• Protected Disclosures Act, 1994
• Public Finance and Audit Act, 1983