We will comply with the law and act in good faith in our employment relationships. 

New employees, volunteers and contractors will undergo an induction and orientation process appropriate to their role and responsibilities. 

We prioritise our employees' safety and recognise that they may need to take leave for reasons related to family violence.

Anglican Action will ensure that staff receive their legal entitlements to leave set out in legislation like the Employment Relations Act 2000 and Holidays Act 2003. 

We ensure that roles and responsibilities for contractors and Anglican Action, as parties to the contract, are clearly outlined.

We comply with the Parental Leave and Employment Protection Act 1987. 

The annual performance review process is an opportunity for staff/kaimahi to reflect on and receive feedback about their performance

Performance issues will be addressed if and when they arise. Informal and formal strategies will be used as necessary. We act fairly and respect rights to natural justice, privacy and access to appropriate support.

Whether misconduct amounts to serious misconduct depends on the particular circumstances of a given case. 

Anglican Action supports workforce development and work-based learning by students. 

Recruitment and selection will be conducted in a fair, inclusive and timely way.

Kaimahi will be paid at, or above, the terms set by law and any applicable Collective Agreement. 

We provide flexible working arrangements when we can and comply with relevant legal provisions.

Anglican Action will ensure that the process of leaving employment is conducted in a fair and respectful way. 

We value the contribution of volunteers/kaiawhina and reflect this in the opportunities we provide and how we work with volunteers.

We are committed to providing a supportive and rewarding work environment in which kaimahi and volunteers/kaiawhina can grow and develop.  

We accept and value differences of opinion and encourage open and respectful communication in the workplace.  

All kaimahi must work in a professional and competent manner. 

We recognise that it may be necessary to take disciplinary action against a kaimahi for:

• unsatisfactory performance

• misconduct

• serious misconduct.

A work from home or other remote work arrangement may be agreed for staff/kaimahi in suitable roles or if required for health or other reasons.