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KindPath Collective Inc

Staff and Volunteer Code of Conduct

Version 1.0 | Effective: 29 August 2026 | Review: 29 August 2027 | Owner: Director

1. Purpose

To set KindPath’s own internal behavioural expectations for anyone working or volunteering on its behalf — employees, contractors, volunteers, and family members providing support — building on, and going further than, the minimum set by the NDIS Code of Conduct.

2. Scope

Everyone delivering any KindPath support or representing KindPath in any capacity.

3. Expected conduct

  • Treat every participant, colleague, and member of the public with respect, regardless of how tired, frustrated, or under-resourced you feel.
  • Maintain clear professional boundaries in every support relationship, including — especially — where a personal or family relationship already exists with the participant. If you’re ever unsure whether something (a gift, a hug, a favour, contact outside agreed hours) is appropriate, ask before doing it, not after.
  • Be honest about your own limits. If a support situation is beyond your training, comfort, or capacity, say so — to the Director, and where safe, to the participant.
  • Do not use your position for personal, financial or social advantage beyond what’s disclosed and agreed under the Conflict of Interest Policy.
  • Follow this folio’s policies in practice, not just in principle — and say so when a policy doesn’t match reality, so it can be fixed.
  • Represent KindPath’s values (as reflected in its founding doctrine documents) without overstating KindPath’s current capability, registration status, or resources to a participant or funder.

4. Specific note on family-member and dual-relationship workers

Where a worker has an existing personal relationship with a participant (as is currently the case), the ordinary “stranger boundary” instincts that structure most disability support relationships don’t automatically apply, and have to be built deliberately instead. This means: - Physical affection (hugs, for example) that might feel natural in a personal friendship is treated as a workplace boundary question in the support relationship, discussed explicitly and agreed (or declined) in advance rather than decided in the moment. - A participant’s request that blurs the line between “friend” and “supported person” (asking for a hug, asking for help outside agreed hours, sharing something that sounds like it needs a different kind of support) is met kindly, but the worker checks with the Director about how to handle it rather than improvising, especially early in a support relationship or where a positive behaviour support plan doesn’t yet exist to guide it. - Getting this wrong occasionally, and correcting it — as already happened and was handled appropriately — is normal and expected in an emerging organisation without formalised training yet in place. What matters is that it’s named, discussed, and corrected, not left unaddressed.

5. Breach

Breaches are addressed through supervision in the first instance for lower-level or first-time issues, and through the Safeguarding Policy for anything involving participant safety.

6. Acknowledgement

Every worker signs this Code at induction and annually thereafter.

7. Related documents

NDIS Code of Conduct Policy · Sexual Harassment and Bullying Prevention Policy · Human Resource Management Policy

8. Review

Annually.