Your responsibilities when dealing with us

What we ask of you

The Office of the Registrar of Indigenous Corporations (ORIC) must provide a safe environment for its people. Team members are trained and supported to deliver the business of ORIC including complex and sometimes difficult matters. Even sensitive issues concerning conflict or disputes do not excuse poor behaviour.

It is expected that you treat ORIC staff with courtesy and respect at all times. ORIC is unable to assist you where you are not respectful and helpful.

Respectful and helpful behaviour includes all of the following:

• treating others with respect without discrimination and accusation or personal remarks
• explaining what you need without yelling, threatening or using abusive language
• allowing ORIC staff to speak and ask questions without interruption so they can best help you
• not filming, recording or photographing ORIC staff without their consent.

Unreasonable and persistent demands and behaviours

We will not tolerate conduct that puts our people at risk of physical or mental harm, including behaviour that is intimidating, threatening, bullying, discriminatory or unreasonable.

If you are violent or make a threat of violence, we may refer the matter to a law enforcement agency.

If your behaviour repeatedly makes ORIC staff feel unsafe we may decide that you can:

• only contact us in writing
• no longer attend our offices in person.

We may also cease responding to your queries or refer you to another agency when dealing with unreasonable demands or behaviours, including:

• where the same issue is repeatedly raised, without presenting new evidence, and it has been responded to previously
• unreasonable persistence regarding outcomes
• unreasonable demands – with timelines or the matter being raised is not within ORIC’s remit
• enquiries and complaints that are frivolous, vexatious, or not made in good faith.

Officers of corporations (contact people, secretaries and directors) are subject to these responsibilities. Corporations are responsible for making officers aware of their obligations when dealing with ORIC. If ORIC is required to restrict contact with a corporation’s officer(s) because of their behaviour, the corporation may need to review its ability to meet its obligations under the CATSI Act in those circumstances. The corporation will need to ensure it can continue to meet its governance obligations such as lodging reports and forms.

What you can expect from ORIC

All ORIC staff must comply with the Australian Public Service (APS) values and code of conduct. The APS values and code of conduct include requirements for ORIC staff to act impartially, behave with integrity and honesty, and act with due care and diligence in the course of their employment.

Our staff must also comply with ORIC’s core values of independence, impartiality, respect and accountability.

Our values guide the way we work, the way we make decisions and how we interact with each other and the wider community.

We are committed to:

• treating you with respect and courtesy in our dealings with you
• providing you with professional and quality service at all times
• making consistent decisions, and advising you of our decisions in a timely manner
• communicating with you in plain language
• being openly accountable for our actions
• monitoring and improving our performance in the services we provide you.

If you give us information, we will collect, store and use that information in accordance with the law. We will respect your rights to privacy and confidentiality.