Greens for Newtown - Code of Conduct

Code of Conduct – Newtown Campaign

January 2019


As a volunteer for the Greens NSW, you have the right to:


  • An appropriate orientation and training relevant to your role;
  • A healthy, safe, and welcoming workplace;
  • Appropriate and adequate insurance coverage;
  • A well-defined job description, or well-defined description of tasks;
  • Appropriate support and management;
  • Access policies pertaining to volunteers and your role;
  • Access information on grievance and disciplinary policies and procedures;
  • Be reimbursed for out of pocket expenses incurred on behalf of the campaign if negotiated prior to expenses being incurred; and
  • Be advised of opportunities to participate in campaign decisions.


As a volunteer for the Greens for Newtown campaign, you must:


Be considerate

You will be working as part of a team. Your work will be used by other people, and this team in turn will depend on the work of others. Any decision this team takes will affect users and colleagues, and the team should take those consequences into account when making decisions.


Be respectful

This team and its members treat one another with respect. Everyone can make a valuable contribution. Team members may not always agree, but disagreement is no excuse for poor behaviour and poor manners. It’s important to remember that a community where people feel uncomfortable or threatened is not a productive one. The Greens expect members of the team to be respectful when dealing with people outside the team.


Be collaborative

Collaboration is central to our work. This collaboration involves individuals working with others in teams within the Greens, and working with other internal and external projects. This collaboration reduces redundancy, and improves the quality of our work. Internally and externally, we should always be open to collaboration.


Resolve differences gracefully

In most cases, disagreements should be solved personally and respectfully, in the spirit of consensus. In cases where that is not possible, the harassment policies should be followed.


If unsure, seek assistance

Projects occasionally go off the rails because individuals feel embarrassed to ask for help. Even if you think your question seems stupid or that you should know the answer please ask. Asking questions avoids many problems down the road, and so questions are encouraged. Those who are asked questions should be responsive and helpful.


Step down considerately

Members of every project come and go. If you or somebody leaves or disengages from the project, in whole or in part, do so in a way that minimises disruption to the project and in a way that ensures that others can pick up where you left off.

Maintain confidentiality

As a volunteer you will have access to sensitive campaign and political information. If you are given access to confidential material you must safeguard and keep this confidential at all times. The data maintained by the Greens in its offices and its systems is also highly sensitive. You should accept that your access to Greens data and other systems will be limited on a strictly need to know basis. You should never access Greens data or electoral roll data without asking permission first.


Developing procedures and related issues

Even if it’s not obvious at the time, your contributions will impact on the work of others. Making changes to procedures, computer systems, infrastructure, policy, documentation, and translations without appropriate consultation and implementation planning may negatively impact on the work of others.




Approved by the Newtown Campaign Committee on 17/1/19

This policy applies to staff and volunteers related to the Newtown Campaign and Campaign office.


Volunteer well-being coordinators


Emma Bacon Campaign Coordinator

0401 343 058 •


Chris Kerle Lead Organiser

0430 123 674 •


Further Greens contacts

Kaitlyn Birkett Newtown Campaign Organiser

0424 273 711 •


Andrew Blake GNSW Campaign Manager
0404 845 752 •

Safety and Wellbeing

At all times, the first priority is the safety and wellbeing of staff and volunteers, as well as the people they contact as part of Greens activities. The Greens do not tolerate any form of harassment or discrimination.


Definition of Harassment

Harassment includes any unwelcome behaviour that could be reasonably expected to make someone feel offended, humiliated or intimidated. Harassment can occur in person, over the phone, and via email, text or other electronic or written forms of communication, including social media.


Whilst not an exhaustive list, forms of harassment include:

(a)  Physical contact;

(b)  ‘Jokes’;

(c)  Offensive language, shouting or behaving in an intimidating manner;

(d)  Gossip;

(e)  Slander;

(f)  Offensive, insensitive or sectarian songs or messages;

(g)  Obscene or offensive email and screensavers etc;

(h)  Coercion for sexual favours or sexually suggestive remarks;

(i)  Continued requests for social activities after it has been made clear that such suggestions are not welcome; and

(j)  Verbal, non-verbal or physical conduct of a sexual nature.


Making a Complaint


A volunteer who believes they have been harassed (the complainant) should:

  • If comfortable to do so, inform the
    alleged harasser the behaviour is offensive, unwelcome, and should stop;
  • Make a note of the date, time and location of the incident/s;
  • If not comfortable to confront the alleged harasser or if unwelcome behaviour continues, report to their chosen volunteer well-being coordinator (listed above); or
  • If this is inappropriate, speak to one of the further Greens contacts (listed above).


Complaints Process

When a complaint is received, the chosen volunteer wellbeing coordinator will:

    • Obtain and record an account of the incident/s;
    • Ensure that the complainant understands the campaign’s process for handling the complaint and their options to resolve the complaint;
    • Ascertain the complainant’s preferred outcome, e.g. an apology, the behaviour to cease, the alleged harasser to cease involvement in the campaign;
    • Agree on the next step which could include informal resolution, formal resolution, investigation or referral;
    • Keep a confidential record of all details of this discussion and subsequent steps in the process;
    • Ensure complaints are managed consistent with any Greens policies and procedures in place, including processes for managing sexual harassment complaints.


  • Any suspected breaches of the law must be reported immediately to the police and / or relevant authorities, as well as to the State Campaign Coordinator or State Manager.  



Informal Resolution

Where a complainant has chosen informal resolution, following an informal process the volunteer well-being contact will:

  • Inform the alleged harasser of the complaint and provide an opportunity to respond;
  • Ensure both parties understand their rights and responsibilities under the campaign’s policy;
  • If possible, mediate an outcome that is satisfactory for the complainant;
  • Ensure that confidentiality is maintained; and
  • Follow up with the complainant to ensure the behaviour has not reoccurred.


Formal Resolution

If a formal resolution is requested by the complainant, include an investigation, or if an informal resolution fails, the volunteer well-being coordinator may escalate the matter to a more senior Greens contact.


That person will:

  • Afford natural justice to all involved;
  • Interview all directly concerned, individually and with support people present if requested;
  • Keep appropriate records;
  • Ensure confidentiality of all parties involved;
  • Support resolution of the complaint in a manner which is consistent with Greens principles and with any policies and procedures in place;  
  • Keep the parties updated;
  • Continue to closely monitor the situation and provide retraining where required; and
  • Check to ensure the action meets the needs of the complainant and organisation.


Outcomes may include:

  • A finding that, on the balance of probabilities (i.e. it’s more likely than not), an incident/ incidents of harassment (as defined above) has occurred;
  • A change of duties for the harasser, change to working arrangements or - where the incidents were frequent and/or severe – removal from the campaign or Greens spaces;
  • Retraining; or
  • Other action to ensure the safe and proper functioning of Greens spaces.


Outcomes as they affect the complainant will be discussed with the complainant to ensure that needs are met, where appropriate.

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