Assault or excessive force | Can be matters defined as assault in section 245 of the Criminal Code Act 1899 or use of excessive force with or without a weapon. Can also be threats of assault or excessive force. Category: Legal |
Attendance or leave | Unauthorised absence from the workplace or a pattern of unscheduled absence. Category: Performance and health; Breach of policy or procedure |
Breach of scope of practice | Matters where a health practitioner may have undertaken a task outside of their education, registration conditions or departmental policies. Category: Breach of policy or procedure |
Bullying or harassment (not sexual) | Repeated unreasonable behaviour towards an employee or group of employees that creates a risk to the health and safety of the employee or employees. This does not include reasonable management action or an employee's perception of reasonable management action taken against them. Category: Interpersonal |
Charge or conviction (civil) | Information obtained that an employee has breached a civil law. Category: Legal |
Charge or conviction (criminal) | Information obtained that an employee has been charged or convicted with an offence under the Criminal Code Act 1899 or other relevant legislation. Category: Legal |
Conduct in a private capacity | Inappropriate or improper conduct in a private capacity that reflects seriously and adversely on the Queensland Government. Category: Conduct or ethics; Other |
Conflict of interest | The private interests of an employee interfere or appear to interfere with the employee's performance of duties, and the employee has not declared or managed the conflict appropriately. Category: Conduct or ethics |
Discrimination | Treatment of a person or a group of people less favourably than others because they have a particular characteristic as outlined in section 7 of the Anti-Discrimination Act 1991. Discrimination can be direct or indirect. Category: Legal |
Drug or alcohol issues | Can involve possession or theft from the workplace of an illicit or prohibited substance or related paraphernalia. It can also involve matters where an employee presents for work whilst impaired by alcohol or drug use. Category: Performance and health |
Failure to provide adequate medical treatment | Care or treatment provided by the practitioner is at a lesser standard than what may reasonably be expected of the practitioner according to relevant standards, codes of practice, or by the public or the practitioner's peers. Can also relate to circumstances where an employee responsible for the care or welfare of others does not seek or provide medical assistance where required. Category: Breach of policy or procedure |
Failure to show courtesy and respect | Behaviours demonstrated towards another in the course of duty that contravene the standards contained in the Code of Conduct. Category: Interpersonal; Conduct or ethics |
Financial impropriety or fraud | Can include matters involving the fraudulent diversion of public funds (including the fabrication of information or dishonesty in claiming employee entitlements), theft of public funds or unauthorised use of public funds (including government resources such as work time, equipment or facilities). Can also include matters involving a dishonest attempt to obtain a benefit or entitlement. Category: Legal |
Inappropriate conduct (general) | A general behaviour that is inappropriate that may not contravene the Code of Conduct but may still give rise to corrective actions occurring. Category: Other |
Inappropriate conduct (sexual) | Conduct or unwelcome attention of a sexual nature that makes a person feel offended, humiliated or intimidated. Includes uninvited physical intimacy, uninvited sexual propositions and remarks with sexual connotations. Category: Interpersonal; Legal |
Misuse of resources | Can involve unauthorised or inappropriate use of physical, intellectual, service or information technology based public resources, but does not include financial impropriety. Category: Conduct or ethics |
Non-compliance (direction) | A deviation occurring from a lawful and reasonable instruction or direction issued to an employee in the course of their duties. Category: Breach of policy or procedure |
Non-compliance (policy or legislation) | A deviation from an agency's or a profession's standards, policies or legislation relevant to the carrying out of the employee's duties. Category: Breach of policy or procedure; Conduct or ethics |
Non-disclosure of relevant information | The deliberate withholding of information relevant to an employee's employment or the carrying out of their duties. Category: Breach of policy or procedure |
Performance deficiencies | Can include performance matters that are being informally dealt with through feedback to the employee, matters that are being managed through a performance improvement plan (PIP) or that are being managed through a discipline process if a PIP is unsuccessful. This type of issue includes deficiencies resulting from a lack of knowledge, competence or appropriate care or diligence, but do not include deliberate acts or omissions in duty. Category: Performance and health |
Unauthorised access or disclosure of confidential information | Can involve accessing or disclosing official information without a legitimate reason, unintentionally disclosing official information, falsifying information or records, acquiring or retaining information or records illegally, or inadequately safeguarding information. Issues involving unauthorised access to information or agency databases may be breaches of the criminal code. You’ll need to consider referring the matter to the Queensland Police Service or CCC. Category: Legal; Conduct or ethics |
Other | Provide a detailed summary. Category: Other |