Purpose
Our Code of Conduct sets out how we treat each other, our customers and our communities. It turns the Nexus Group values — customer first, better together, do the right thing, keep improving, and safe and well — into everyday expectations. Following the Code protects our people, our customers and our reputation.
Who this applies to
This Code applies to all employees (full-time, part-time and casual), contractors, labour-hire staff, trainees on placement and volunteers, at every Nexus Group location and when representing Nexus Group off-site or online.
What we expect
Act with honesty and integrity. Be truthful in your work, records and communications. Never falsify documents, timesheets or claims.
Treat people with respect. Be courteous and inclusive. Bullying, harassment, discrimination and violence are never acceptable (see the Bullying & Harassment and Equal Employment Opportunity policies).
Put customers first. Be helpful, honest and responsive. Protect customer information and only use it for legitimate work purposes.
Work safely. Follow safe work practices, use equipment correctly, and report hazards and incidents (see Work Health & Safety).
Avoid conflicts of interest. Tell your manager if a personal interest could affect — or appear to affect — your work decisions, including secondary employment or a relationship with a supplier.
Protect company property and information. Use Nexus Group equipment, systems and funds responsibly and only for approved purposes (see the IT Security & Acceptable Use policy).
Represent us well. When you can be identified as a Nexus Group employee — including on social media — act consistently with this Code (see the Social Media policy).
Your responsibilities
- Read and follow this Code and the policies it links to.
- Speak up if you see behaviour that breaches the Code.
- Complete the conduct module during induction and any refresher training.
Managers must model the Code, support staff who raise concerns, and address breaches fairly.
Raising a concern
You can raise a concern with your manager, any People & Culture team member, or anonymously through the speak-up channel described in the Grievance Resolution policy. Concerns raised in good faith will be taken seriously and you will not be disadvantaged for raising them.
Breaches
Breaches of this Code are managed under the Performance & Conduct Management policy. Outcomes depend on the seriousness of the breach and may range from coaching to termination of employment.