This Code of Conduct describes the minimum standard of professional conduct required to work at CONVI. It is not aspirational — anything below this standard has consequences.
1. The NDIS Code of Conduct
The NDIS Code of Conduct applies to all NDIS providers and their workers — registered and unregistered. Every CONVI worker is personally bound by it.
The 7 NDIS Code of Conduct Obligations
- Act with respect for individual rights to freedom of expression, self-determination, and decision-making in accordance with applicable laws and conventions
- Respect the privacy of people with disability
- Provide supports and services in a safe and competent manner, with care and skill
- Act with integrity, honesty, and transparency
- Promptly take steps to raise and act on concerns about matters that might impact the quality and safety of supports provided to people with disability
- Take all reasonable steps to prevent and respond to all forms of violence, exploitation, neglect, and abuse of people with disability
- Take all reasonable steps to prevent and respond to sexual misconduct
Breaches of the NDIS Code of Conduct may be reported to and investigated by the NDIS Quality and Safeguards Commission, with potential consequences including prohibition from working in the disability sector.
2. Participant-Centred Conduct
Every interaction with a participant must reflect:
- Genuine respect for the participant's dignity, culture, identity, and autonomy
- Recognition that participants direct their own support — workers do not make decisions for participants without their agreement
- Patience and consistency, regardless of the participant's behaviour or communication style
- Honesty — never promising outcomes you cannot deliver
- Sensitivity to vulnerability — participants are placing trust in CONVI and its workers
3. Professional Boundaries
Professional boundaries are non-negotiable. Workers must not:
- Engage in personal or intimate relationships with participants
- Receive gifts, money, loans, or benefits of any kind from participants or their families (other than minor nominal items — see POL-10)
- Disclose personal information about themselves to participants beyond what is professionally appropriate
- Seek ongoing contact with participants outside of CONVI-arranged sessions
- Be named as a beneficiary in a participant's will or estate
- Handle participant money, access participant banking, or assist with financial transactions outside of documented support plan authorisation
4. Workplace Conduct
Workers must:
- Behave professionally in all settings where they are identifiable as a CONVI worker
- Not consume alcohol or be under the influence of any substance during work hours or immediately before a shift
- Not smoke during a session or at a participant's property (including grounds)
- Dress appropriately for the support context — clean, safe, and respectful of participant and cultural expectations
5. Social Media & Technology
Workers must not:
- Post any content related to participants, their families, or their situations on social media — including indirect or anonymised posts that could identify a participant
- Connect with participants or their families on personal social media accounts
- Use CONVI or participant information for personal content creation
- Record, photograph, or film participants without explicit written consent
CONVI's social media presence is managed by the Director. Workers do not represent CONVI publicly without authorisation. See POL-11 for full communications policy.
6. Conflict of Interest
Workers must disclose actual or potential conflicts of interest to the Director before they affect decisions, withdraw from any decision where a conflict exists, and not use CONVI relationships or access to participant information for personal or commercial gain. See POL-10 for the full conflict of interest policy.
7. Workplace Conduct Standards
CONVI maintains a workplace free from harassment, discrimination, bullying, and intimidation. This applies to interactions between workers, and interactions with participants and their families. CONVI does not tolerate:
- Harassment or discrimination on any basis (disability, age, gender, race, religion, sexuality, or any other protected attribute)
- Bullying — repeated unreasonable behaviour directed at a worker
- Intimidation, threats, or coercion
- Victimisation of anyone who raises a concern or complaint in good faith
8. Consequences of Breach
Breaches of this Code are taken seriously. Consequences are proportionate to the severity and may include:
- Verbal or written caution
- Formal warning
- Suspension pending investigation
- Termination of employment or engagement
- Referral to the NDIS Commission or relevant professional body
- Referral to police where a criminal act has occurred or is suspected
Some breaches — particularly those involving participant harm, dishonesty in records, or serious boundary violations — may result in immediate termination without prior warning, and mandatory referral to the NDIS Commission.
POL-02 | v1.0 | May 2026 | Convi Pty Ltd (ACN 677 127 703) as Trustee for Attard Family Australia Trust | ABN 60 342 025 267