Code Of Conduct Policy

Policy brief & purpose

Our Employee and Associates Code of Conduct company policy outlines our expectations regarding Employees and Associates  (Representatives of the Prof Consulting Group Pty Ltd and related businesses) behaviour towards their colleagues, supervisors and overall organization.

We promote freedom of expression and open communication. But we expect each to follow our code of conduct. They should avoid offending, participating in serious disputes and disrupting the workplace. We also expect them to foster a well-organized, respectful and collaborative environment, whether working collectively or remotely. Our Code of Conduct further prohibits Employees and Associates from making disparaging comments about the employer and employees of the business on any social media platform and should know that they will be held responsible for what they say. Don’t use ethnic slurs, personal insults, obscenity, or engage in any conduct that would not be acceptable in the Prof Consulting Group’s workplace. You should also show proper consideration for others privacy and for topics that may be considered objectionable or inflammatory (like religion or politics). If you are in a virtual world as an Prof. Consulting Group representative, please behave accordingly. We all appreciate respect.


This policy applies across the group regardless of employment agreement or rank.

Policy elements

What are the components of an Employee Code of Conduct Policy (ECCP)?

Company Employees and Associates are bound by their agreement to follow our  Code of Conduct while performing their duties. We outline the components of our Code of Conduct below:

Compliance with law

Each individual must protect our company’s legality. They should comply with all environmental, safety and fair dealing laws. We expect employees to be ethical and responsible when dealing with our company’s finances, products, partnerships and public image.

Respect in the workplace

All employees should respect their peers. We won’t allow any kind of discriminatory behaviour, harassment or victimisation. Employees should conform with our equal opportunities policy in all aspects of their work, from recruitment and performance evaluation to interpersonal relations.

Protection of company property

All employees should treat our company’s property, whether material or intangible, with respect and care.




At all times we must show integrity and professionalism in the workplace:

Personal appearance

Each Employee or Associate should dress appropriately for the needs of the meeting or client engagement.


We prohibit briberies for the benefit of any external or internal party.

Job duties and authority

All should fulfill their job duties with integrity and respect toward customers, stakeholders and the community. Project leads must not abuse their authority. We expect them to delegate duties to their colleagues taking into account their competencies and workload. Likewise, we expect team members to follow Project Managers’ instructions and complete their duties with skill and in a timely manner.

We encourage mentoring throughout our businesses.

Absenteeism and tardiness

Each should follow their schedules, and time commitments for projects and should wherever possible avoid the need to work weekends or unsociable hours.


The working environment should be friendly and collaborative. We should try not to disrupt the workplace or present obstacles to their colleagues’ work.


All employees must be open to communication with their colleagues, supervisors or team members.


We expect employees to not abuse their employment benefits. This can refer to time off, insurance, facilities, subscriptions or other benefits our company offers.


All employees should read and follow our company policies. If they have any questions, they should ask for clarity via with Company Policy in the subject header.


Disciplinary actions

Our company may have to take disciplinary action against those who repeatedly or intentionally fail to follow our code of conduct. Disciplinary actions will vary depending on the violation.

Possible consequences include:



Suspension or termination of services for more serious offences.

We may take legal action in cases of corruption, theft, embezzlement or other unlawful behaviour.