Student Conduct

EmployNZ is a Tertiary Education Provider. We are not a school. This is a place for adults, both young and mature, to gain skills and knowledge in order to pursue their future career choices. We therefore expect that our learners will behave like adults. As we are preparing you to succeed in the workplace, you need to be aware that adherence to rules is important in terms of demonstrating good work habits and working practices.

Whilst on your programme you will be mixing with and studying with people from many different cultures and ethnicities. This is part of any workplace and we expect all cultures to be accepted and respected.

Our aim is to promote an environment of safety, respect, and dignity and as such we have a set of Ethical Behaviour rules. These rules apply to all persons (students, staff, contractors, visitors). Individual’s are expected to adhere to these rules at all times, when it is considered that EmployNZ has a responsibility to the individual.

This includes but is not limited to the following situations:

any time when travelling or being on site at the Training Facility – this includes getting to or from course, use of public transport, during scheduled and unscheduled breaks and hours outside of class;
while on break, either on or off site, and interacting with any member of public or our neighbouring businesses,
offsite while participating in EmployNZ related activities or when congregating within the immediate vicinity of an EmployNZ facility;
while undertaking a work experience placement as part of your programme;
any other activity / event / or area where you are seen to be representing EmployNZ.

Ethical Behaviour

Ethical behaviour attributes are those that we should all strive to achieve. This includes but is not limited to:

Being courteous, honest and respectful in our dealings with one another;
Respecting EmployNZ and off-site premises and equipment – including only smoking and eating in allocated smoking, and eating areas;
Not unduly interfering with the work or working environment of another;
Placing the utmost importance on the safety of yourself, other learners, staff and visitors during all activities;
Being punctual and arriving ahead of time ready for class in a state that is conducive to learning.

Misconduct / Serious Misconduct

Misconduct can be at two different levels – misconduct and serious misconduct. Whether behaviour is deemed as misconduct or serious misconduct will depend on the nature and facts of each case. This will be ascertained subsequent to a fair investigation conducted by an EmployNZ staff member which when warranted will take into account the learner(s) and other affected party(s) explanations of the incident, eye witness accounts/statements, and other evidence including CCTV footage (as/if available).

Misconduct can be considered as any behaviour or action which is at odds with the attributes as listed (above) under Ethical Behaviour and/or including any conduct which brings EmployNZ into disrepute. Specific examples of behaviour that may be considered as misconduct include (but are not limited to):

Using words which are considered sexist, racist, culturally insensitive or using swear words/profanities or variations of such words;
Speaking to others in a manner which is insulting, condescending, denigrating or mocking, including when it is used in a joking manner;
Talking about inappropriate things or making inappropriate innuendos;
Internet, plant and equipment misuse;
Minor instances of failing to follow Training Facility rules, Health and Safety requirements or an EmployNZ Staff members (or external contractors) reasonable instruction(s);
Lateness and/or failure to attend scheduled events without notifying EmployNZ of your absenteeism;
Attending a scheduled event in a manner which is not conducive to learning. This may include (but is not limited to), not having in your possession the required learning materials as may be applicable for the days scheduled event(s); Failure to complete self-directed home study requirements on time and as directed by your tutor;
Behaviour which negatively effects neighbouring businesses (e.g. parking outside of EmployNZ designated areas, congregating so as to impede others, littering, trespassing, wilful damage such as graffiti).

Serious misconduct is labelled ‘serious’ because it is behaviour which has destroyed or undermined the relationship of trust and confidence that EmployNZ has with the learner. Without this trust and confidence, the learner/education provider relationship cannot continue. Serious misconduct usually involves the learner acting deliberately, however there may be circumstances in which a learner acts so carelessly that it amounts to Serious misconduct.

Specific examples of behaviour that may be considered as Serious misconduct include (but are not limited to):

Repeated instances of misconduct whether it’s for the same behaviour or something different;
Behaviour which adversely effects our relationship with our neighbours (e.g. wilfully damaging premises or property, abuse);
Involvement in an altercation or inappropriate interaction before or after course while onsite or offsite, during course hours, or when travelling to or from course.
Sexual Harassment – requesting sex in return for favours, or any sexual behaviour or communication which is unwelcome or offensive;
Racial Harassment – any behaviour or communication which shows hostility or contempt to anyone because of their colour, race, ethnic or national origins and which is hurtful or offensive;
Discrimination – any behaviour which results, or is likely to result in, less favourable treatment on the grounds of gender, marital status, religious belief, ethical belief or origins, colour, race, disability, age, political opinion, employment status, family status, or sexual orientation;
Personal Harassment and/or bullying – any objectionable or offensive behaviour which intimidates or involves abusive or threatening language, or any form or threat of physical assault. Behaviour which is persistent and malicious, undermines the self-confidence of the recipient and makes them feel vulnerable and isolated;
Being under the influence of Alcohol or Drugs;
Deliberate and continued misuse or unauthorised use of any equipment, either belonging to your EmployNZ training facility or other external provider or individual;
Failure to adhere to Health and Safety requirements including behaviour that endangers the health and safety of an employee (EmployNZ staff) or others (learners visitors or general public);
Not abiding by any in house rules specific to your EmployNZ Training Facility or programme of study;
Wilfully disobeying reasonable directions or instructions given by an EmployNZ or Industry staff member;
Committing wilful plagiarism (plagiarism is the stealing of another person’s work and passing it off as your own);
Dishonesty, including making malicious complaints (i.e. the complainant is found to be knowingly lying)
*Committing an illegal activity at your training facility or a programme associated location; (e.g. theft, fraud, trafficking (dealing) illicit drugs or stolen goods).

*A learner’s alleged criminal activity may be reported to Police at the discretion of EmployNZ, the victim(s) or other affected parties. It is EmployNZ’s policy not to conduct an internal investigation for the purpose of determining if a learner has committed a crime.

CCTV- Closed Circuit Television Systems

CCTV are installed and running 24/7 at EmployNZ sites. Footage from these cameras can only be accessed by direction of the Programme Manager.

The purpose of this equipment is to safeguard staff and students by:

acting as a deterrent to criminals and anyone carrying out illegal activities;
monitoring activities so we have peace of mind about what is going on at our premises;
collecting evidence in the event of crime being committed (i.e. able to place time, locations and ID suspects);
using it as a decision making tool (i.e. when settling disputes camera footage may ascertain the truth);
keeping a record of comings and goings of staff, students, deliveries, visitors.

EmployNZ supports the use of social media as a supplement to classroom activities and foster a positive learning environment when deemed appropriate by the tutor. Overall common sense should be used to govern activities on social media.

Limited cellphone use is permitted, however this MUST not interfere with studies and learning. Students may be instructed to turn off cellphones at any time.

Bullying, Harassment and Discrimination

Bullying – is defined as repeated and unreasonable behaviour directed towards an individual or individuals that can lead to physical or psychological harm.

Harassment – is defined as unwanted, offensive and intrusive behaviour directed at a target using discriminatory vocabulary and actions which contain a sexual, racial, or physical component or overtone.

Discrimination – is defined as unfair or prejudicial treatment of individuals or groups based on their characteristics such as race, ethnicity, country of origin, gender, age, sexual orientation, religious and ethical beliefs, disability, political opinions.

EmployNZ promotes an environment which is free from intimidation and inappropriate behaviour. Bullying, discrimination, or harassment is never acceptable at any level within our organisation and all staff and students are expected to show respect to each other.

EmployNZ will endeavour to deal with all undesirable behaviours (even one-off incidents) regardless of whether the behaviours fall under the definitions (above). When brought to our attention (as a complaint or observed by a staff member as a violation of EmployNZ Code of Conduct) acts of bullying, harassment and discrimination will be investigated straight away by EmployNZ, or reported to the appropriate authorities for investigation.

The person or persons who have been subjected to the behaviour will also be supported appropriately by our organisation.

Dealing with it yourself

Some students may feel comfortable dealing with problems of this nature themselves. This will depend on the situation and the people involved. Despite this, our (EmployNZ) preferred approach if you are receiving, see or hear bullying, harassment or discrimination happening to someone else, is for you to immediately (in confidence) report it to your Tutor or Programme Manager. Prior to bringing it to our attention, you might like to check with the person the behaviour was directed at, or with other people who were there if necessary, to make sure you heard or saw correctly.

Dealing with it informally

As per the student feedback process. You ask your tutor, Programme Manager or other staff member to intervene informally. In this situation (unless it is as matter that needs to be passed onto the authorities), EmployNZ will follow it’s student feedback process with the staff member acting as a facilitator, investigating and gathering information of what happened from you and other witnesses, then they will try to resolve the matter informally. A resolution may be as simple as having a word with the offender, telling them their behaviour was inappropriate etc. and asking them not to do it again, or more complex where authorities need to become involved.

Dealing with it formally

If the behaviour continues, or if the informal process and the resulting resolution is unsatisfactory you may choose to make a formal complaint. See the Formal Complaints process.