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Member Discipline Policy

Upholding Integrity, Accountability & Respect

1. PURPOSE

The Member Discipline Policy establishes a fair and consistent framework for addressing conduct that is inconsistent with the organisation’s values, standards, policies, or responsibilities of membership.

The policy aims to protect the integrity of the organisation while ensuring that all members are treated fairly, respectfully, and transparently.

2. SCOPE

This policy applies to all members, representatives, volunteers, officials, and individuals acting on behalf of the organisation.

Members are expected to conduct themselves responsibly and uphold the organisation’s values in all official activities, engagements, communications, and interactions.

3. EXPECTED MEMBER CONDUCT

Members are expected to:

  • Act with honesty, integrity, and professionalism.
  • Treat members, partners, and stakeholders with dignity and respect.
  • Comply with organisational policies, rules, and procedures.
  • Protect confidential and sensitive organisational information.
  • Avoid conduct that may damage the organisation’s reputation.
  • Declare and appropriately manage conflicts of interest.
  • Use organisational resources responsibly.
  • Promote an environment free from harassment, discrimination, intimidation, and misconduct.

4. DISCIPLINARY MATTERS

Disciplinary action may arise from, but is not limited to:

  • Serious or repeated breaches of organisational policies.
  • Dishonesty, fraud, corruption, or misrepresentation.
  • Harassment, discrimination, intimidation, or abusive conduct.
  • Misuse of organisational funds, property, or information.
  • Unauthorised disclosure of confidential information.
  • Deliberately concealed conflicts of interest.
  • Conduct that brings the organisation or its members into disrepute.
  • Failure to comply with reasonable organisational directives.
  • Unlawful or unethical conduct connected to membership activities.

5. DISCIPLINARY PROCESS

Where an alleged breach is reported, the organisation will seek to establish the relevant facts before disciplinary action is taken.

The process may include:

1. Complaint or Report — A concern or alleged breach is formally reported.

2. Preliminary Assessment — The matter is assessed to determine whether further action is required.

3. Investigation — Relevant information, documentation, and statements may be reviewed.

4. Member Response — The member concerned is given a reasonable opportunity to respond to the allegations.

5. Decision — A determination is made based on the available evidence and applicable organisational requirements.

6. Outcome — The member is informed of the applicable disciplinary outcome.

6. DISCIPLINARY MEASURES

Depending on the nature and seriousness of the matter, disciplinary measures may include:

  • Verbal or written warning.
  • Formal written reprimand.
  • Corrective action or additional requirements.
  • Temporary suspension of membership privileges.
  • Removal from a specific role or responsibility.
  • Suspension of membership.
  • Termination or cancellation of membership.

Disciplinary measures should be proportionate to the circumstances and seriousness of the conduct.

7. FAIRNESS & CONFIDENTIALITY

All disciplinary matters should be handled objectively, respectfully, and, where appropriate, confidentially.

Members must not be subjected to retaliation for raising a genuine concern or participating honestly in a disciplinary process.

8. MEMBER APPEALS

A member who has received a formal disciplinary outcome may submit an appeal in accordance with the organisation’s applicable procedures.

Appeals should clearly state the grounds for the appeal and provide any relevant supporting information.

OUR COMMITMENT

Integrity • Accountability • Respect • Fairness

Every member has a responsibility to uphold the standards that strengthen trust, protect the organisation’s reputation, and support a positive environment for all.