Code of Conduct

---

At Vis-Ability Support Services we follow the National Disability Insurance Scheme (NDIS) Code of Conduct, which requires all service providers and workers to adhere to the following:

1. Act with respect for individual rights to freedom of expression, self-determination, and decision-making in accordance with applicable laws and conventions. 

All people with a disability have full and equal human rights to have autonomy over their decisions, live how they choose, and receive the assistance they require.

It is important that service providers and workers ask adults with a disability about who they would like to involve in decision-making regarding their services and support, as not all of them will require or desire assistance with this process. Service providers and workers should involve children and young people in decisions and consider their age, stage of development, and communication abilities when communicating with them. 

People with a disability have the right to enquire, request further details, or decline any aspect of the services they receive. It is the responsibility of service providers and workers to ensure people with a disability understand the information and express any of their preferences or concerns to the service provider or worker.

The Code of Conduct requires service providers and workers to consider people with a disability values and beliefs relating to culture, faith, ethnicity, gender, gender identity, sexuality, age, and disability.

2. Respect the privacy of people with a disability.

People with a disability have the right not to have their personal information disclosed without their informed consent unless mandatory reporting is required.

Service providers and workers should explain to people with a disability why and what information is kept about them, who has access to it, and what to do if they feel their privacy has been breached. 

Privacy encompasses both handling personal information and maintaining personal dignity in service delivery. This includes requesting permission and explaining procedures that may involve physical contact or invading personal space.

3. Provide supports and services in a safe and competent manner, with care and skill.

The NDIS requires all workers to have the necessary expertise and competence to provide safe and skilled services. Maintaining necessary qualifications and skills is essential.

Workers should not accept directions from a NDIS provider, a person with a disability, their family, or a carer to perform duties they are not qualified or trained to do. If they receive such a direction, they can report it to the NDIS Commissioner.

Workers should also follow their own professional code of conduct as well as any applicable work, health, and safety requirements. Workers should keep accurate and timely records about a NDIS participant's service history, medication, and support requirements. Workers must never work under the influence of drugs or alcohol.

4. Act with integrity, honesty, and transparency.

Integrity and honesty are crucial to developing trust between a worker and people with a disability, so worker’s must be transparent about their qualification/s and any limits on their competencies. Workers must disclose to their NDIS provider if they have failed a worker screening clearance or been subject to a professional misconduct finding.

People with a disability have a right attain information about the comparative cost and effectiveness of treatments and the risks and benefits of service options.

You need to disclose and avoid any actual or perceived conflict of interest at work.

Under the NDIS, service providers and workers should refrain from offering, accepting, or soliciting gifts or inducements that might sway judgment or service delivery. This includes from persons with disabilities, their family members or caregivers, and other service providers. Service providers and workers must avoid unethical practices like high-pressure sales tactics and overservicing.

5. Promptly take steps to raise and act on concerns about matters that may impact the quality and safety of supports and services provided to people with disability.

If the safety or the quality of support for people with a disability is at risk, service providers and workers should take immediate action to address the reasons why. Ensure the person is safe and consult with them about how they would like to resolve the issue and act.

It is the duty of a worker to follow established protocols and be familiar with the complaint and incident management systems implemented by their NDIS provider. This entails helping the provider fulfill their reportable incident requirements.

6. Take all reasonable steps to prevent and respond to all forms of violence against, and exploitation, neglect, and abuse of, people with a disability.

People with a disability are at a far greater risk of and are more likely to experience violence, abuse, neglect, and exploitation than those without a disability.

Service providers and workers can play an important role in helping to prevent, intervene early and respond to violence, abuse, neglect and exploitation.

If an incident or criminal act does occur, after ensuring the safety of the person affected, workers must report it to their supervisor and/or other authorities, including the police where appropriate.

Workers should collaborate with their NDIS provider to minimize and eliminate restrictive practices. This includes behaviours involving seclusion, chemical, mechanical, physical, or environmental restraint.

7. Take all reasonable steps to prevent and respond to sexual misconduct.

People with a disability have a right to sexual expression and to develop and maintain sexual relationships. However, they are at an increased risk of all forms of sexual violence and sexual misconduct.

It is expected that workers maintain the highest standards of behaviour, including setting professional boundaries with people with a disability. This includes preventing and responding to any inappropriate conduct directed towards a person with a disability.

A guidance policy that makes a distinction between inappropriate and appropriate touching, as well as between sexual misconduct and appropriate discussions about family planning needs and sexual support, should be provided to workers by their NDIS provider.

Workers should report any sexual misconduct, unlawful sexual or physical conduct or inappropriate relationships to their NDIS provider, the NDIS Commission, and other authorities. Workers should support people with a disability to feel safe to make a complaint without fear of retribution or loss of services.

For more information on the NDIS Code of Conduct please visit the NDIS Commission website by clicking on the link below:

https://www.ndiscommission.gov.au/about/ndis-code-conduct