Code of Conduct

Celtic Club - Code of Conduct

The Celtic Club, established in 1887, has been the focal point for the past 133 years of the Australian Irish community in Melbourne and throughout Victoria.

The central aim of the Club, as encapsulated in our Vision Statement, is to be Victoria’s hub for the celebration and experience of Australian Irish heritage and culture whilst also extending a welcoming hand to people of all Celtic nations and the broader community. It is the oldest Irish Club in Australia.

Our community expects us to act in a manner consistent with our values, conduct our business in good faith and for the betterment of our community, and in a way which demonstrates our values, character and commitment to our proud heritage.

This Code of Conduct is designed to guide decisions and interactions at every level of the Clubโ€™s activities, and applies to all Officers, Committee Members, employees, and in most aspect to all members of the organisation. This Code is supplementary โ€“ it complements and guides appropriate decisions and interactions and is in addition to any obligations owed under law. It sets the minimum standards expected, but it is anticipated that higher order standards will be applied by committed and experienced Officers, Committee Members, employees and indeed all members. It will be clear on reading this Code of Conduct which statements apply to Officials and employees and which to the general membership.

Our Values

Honesty. We always act honestly, in good faith and in the best interests of our community as a whole.

  • Respect. We treat everyone with respect, courtesy, honesty, and fairness, and have proper regard for their interests, rights, safety, and welfare.
  • Harmonious. We contribute to a harmonious, safe, and productive environment underpinned by professional relationships and a positive, collegiate culture.
  • Involved. We are actively involved, including in Committee meetings, members forums, and AGMs, and consider the financial, strategic, reputational and other implications of our decisions and interactions. We prepare well and we contribute effectively.
  • Care and Diligence. We will as office holders commit to using care and diligence in fulfilling the functions of office and exercising the powers attached to that office.
  • Inclusive. We will continue to create an inclusive and welcoming community and will support all people regardless of personal circumstances or background. We will always reject discrimination, harassment, and bullying.
  • Open. We are open to new ideas, to challenges and to opportunities. We welcome constructive feedback and civil debate and encourage the contestability of ideas. We will argue appropriate alternatives to ensure that all perspectives are considered. We will not accept misleading or conflicted representations.

Our Decision-Making Principles

  • Financial. We will strive to understand financial reports and other financial material that is relevant to our role. We will always be aware of the financial position of the Club and act in a financially responsible manner.
  • Independence. We will exercise independent judgement and will take all reasonable steps to be satisfied as to the soundness of all decisions made.
  • Considered. We will seek and consider all relevant information and ignore irrelevant information. We will base decisions on the best information available at the time, seek further information if necessary, and accept responsibility for actions taken. We will strive to make evidence-based decisions which reflect best practice.
  • Best Interests. We are each Ambassadors for the Club and for the community and will only use our office for a proper purpose and in the best interests of the organisation. Our decisions and interactions will be made with the best interests of the Club and our community at their heart.
  • Responsibility to the organisation. This is the fundamental issue of fiduciary duty. As committee members, our primary responsibility is to the Club, but we may, where appropriate, consider the interest of other stakeholders. We will act collectively and publicly support all decisions of the Committee, regardless of how we voted.

Our Personal Conduct

Use of Information or property. We will not make improper use of information or property acquired from a position as an Officer, Committee Member, or Employee. This includes not making any unauthorised public statements regarding the business of the Club or unauthorised use of intellectual or other property.

  • Use of Position. We will only use our position as a Committee Member or Club Member for a proper purpose and will put the interests of the organisation ahead of any personal interests.
  • Minimum Attendance. Committee Members are expected to attend a minimum 75% of Committee meetings per annum and will provide notice in advance where our attendance is not possible.
  • Conflict of Interest. We will properly manage any conflict with the interests of the organisation. A conflict of interest occurs when an individual’s personal interests โ€“ family, friendships, financial, or social factors may, or may be reasonably perceived to compromise his or her judgment, decisions, or actions in the workplace. Conflicts of interest should be declared to the Committee as soon as the conflict arises. Committee Members and Members will not join a Sub-Committee or Working Group where they, or their fellow Committee Members, consider that the impartiality of their decisions and/or responsibility to the organisation, may be compromised or would reasonably be perceived to be compromised.
  • Confidential Information. We will not disclose or use confidential information received as an Officer, Committee Member or Employee. It is improper to disclose confidential information, or allow it to be disclosed, unless that disclosure has been authorised by the Committee or is required by law.
  • Conduct. We will not engage in conduct likely to bring the organisation into disrepute or to risk or cause harm to the interests of the organisation or fellow Officers, Committee Members or Employees.
  • Spirit of the code. We will comply with the spirit as well as the letter of the law and with the principles of this Code. A failure to comply with this Code is a form of serious misconduct.
  • Knowledge. We will ensure that we remain knowledgeable about the activities of the organisation, and ensure we fully understand our individual duties and obligations.
  • Respect and Tolerance. We will listen to and respect the views of our fellow committee members and employees, and similarly to the views of members. Members should follow the same standards of respect and tolerance for differing views.


A failure by any Officer, Committee Member, Employee or Member to comply with this Code of Conduct may represent a form of serious misconduct and may, if proven, result in the termination of their position or membership by the Committee. The personal conduct obligations in relation to use of information, use of position, and confidential information will continue to apply even if an Officer, Committee Member or Employee is terminated or ceases to hold any role with the organisation.

Additionally, under Section 20 of the Constitution,
Grounds for taking disciplinary action
An allegation that a member has
a) Wilfully infringed any Rule or Bylaw of the Club;
b) Been convicted of an indictable offence;
c) Behaved in an unbecoming or dishonourable manner inside or outside Club premises, including but not limited to threatening or aggressive behaviour,
fighting and/or swearing; or
d) Acted in a manner which in the opinion of the Committee is or may be prejudicial and/or contrary to the interests and objectives of the Club.
Such an allegation must be investigated by the President or delegate and then referred to a Disciplinary Sub-Committee established by the President
for that purpose unless the President determines that the allegation is vexatious, frivolous or unsubstantiated.

The Association must take disciplinary action against a member in accordance with this Division if it is determined that the member:
a) has failed to comply with these Rules; or
b) refuses to support the purposes of the Association; or
c) has engaged in conduct prejudicial to the Association.
Refer to the Club Rules, Division 3 of the Rules.

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