Governing Council adopted the following Delegate Standard as policy.

CPSU delegates have an obligation to conduct themselves in a way that reflects union values and ensures that at all times in their capacity as a union delegate they:

  • Strive to make our workplaces and communities fairer and safer.
  • Pursue the interests of members with honesty, integrity and visibility.
  • Recognise the intrinsic dignity of all persons regardless of:
    • race
    • colour
    • sex
    • sexual orientation
    • age
    • physical or mental disability
    • marital status
    • family or carer's responsibilities
    • pregnancy
    • religion
    • political opinion
    • national extraction, or
    • social origin

    and will act without bias.

  • Treat all persons (including members, delegates, other colleagues, staff and officials as well as management) with respect and professionalism, and without harassment.
  • Maintain appropriate confidentiality of members details/information.
  • Use Union resources in a proper manner and for a proper purpose.
  • At all times behave in a way that upholds the union Values and the good reputation the CPSU.

Delegate Standard Procedure

  1. A complaint about a breach of the Delegate Standard may be made by any member in writing to the National Secretary, or her nominated representative.
  2. National Secretary or nominated representative will determine whether, if proven, the allegation could constitute a breach of the Delegate Standard.
  3. If an alleged breach is minor in nature and the National Secretary or nominated representative considers it appropriate, the National Secretary or nominated representative may initially attempt to resolve the issue informally through discussion, mediation or other processes.
  4. If conduct would constitute a breach, and paragraph 3 does not apply or fails to resolve the issue, an initial investigation will be done by the delegate of the National Secretary, ensuring procedural fairness, to determine whether there is any substance to the complaint and whether, if proven, the complaint would constitute a breach of the Standard. An independent investigator may be appointed where appropriate.
  5. If the complaint is substantiated or partially substantiated, the investigator’s report will be provided to a subcommittee appointed by GC/EC.
  6. Any decision to dismiss a complaint will be inwriting setting out the reasons for the decision and will also be sent to the GC subcommittee.
  7. A vexatious, frivolous, unreasonable, or malicious complaint may be rejected without investigation.
  8. If the complaint is substantiated the GC subcommittee will review the investigation report and satisfy itself about whether the conduct constitutes a breach of the Standard, the CPSU Rules and/or any legislation.
  9. If the conduct does constitute a breach of any of the above, the subcommittee will recommend an appropriate sanction in an initial report provided to the National Secretary and the subject of the complaint. Sanctions may include:
    1. formal warning
    2. deprivation of the rights attaching to membership for a specified period up to 6 months
    3. removal from office
  10. The GC subcommittee may only recommend removal from office if the conduct involved:
    1. misappropriation of the funds of the Union,
    2. a substantial breach of the Rules of the Union, or
    3. gross misbehaviour or gross neglect of duty.
  11. The person who is the subject of the complaint may provide a written response within 21 days of receiving the initial report.
  12. After considering the response provided by the subject of the complaint, or if no response has been provided within 21 days after the initial report has been provided, the committee will provide a final report and recommendation to the National Secretary.
  13. The National Secretary will act on the recommendation of the GC subcommittee and give effect to the Recommendation.
  14. The removal of a Section Councillor or Governing Councillor can only proceed with a majority support vote of Section Council, and then a two-thirds majority support vote of Governing Council.
  15. The removal of an Executive Committee member can only proceed with a two-thirds majority support vote of Governing Council.