Cruise Weekly Editorial Professional Conduct Policy
This policy applies to Cruise Weekly Pty Ltd and its editorial employees – meaning full-time, part-time, fixed-term and casual employees and also contractors, contributors, consultants, freelance photographers, interns and volunteers.
- The publication should take reasonable steps to ensure reports are accurate and not misleading.
- The publication is free to editorialise, campaign and take stances on issues.
- Comment, conjecture and opinion are acceptable in reports to provide perspective on an issue, or explain the significance of an issue, or to allow readers to recognise what the publication’s standpoint is on the matter being reported.
- However, this does not allow us to knowingly publish inaccurate or misleading information and Cruise Weekly should correct significant inaccuracies or misleading material once it has been recognised.
- The publication should always strive to tell all sides of the story when reporting on disputes and with such stories, reasonable steps should be taken to contact adversely named parties.
- Journalists should rely only on credible sources.
- Direct quotations should not be altered except to delete offensive language, protect against defamation, or to make minor changes for clarity.
- Subject to legal advice, a correction or other adequate remedial action should be provided promptly if published material is significantly inaccurate.
- Employees should not use false names when representing Cruise Weekly.
- A promise of confidentiality to a source must be honoured.
- Payment should not be made for interviews or information.
- It is illegal for employees to make personal gain from financial information received in advance of general publication. It is illegal to pass this information to others.
- All individuals, including public figures, have a right to privacy. But public figures necessarily sacrifice their right to privacy, where public scrutiny is in the public interest.
- Employees should always behave with sensitivity and courtesy. No one should be put under pressure to be photographed, filmed or interviewed.
- Employees must not make pejorative reference to a person’s race, nationality, colour, religion, marital status, sex, sexual preferences, or physical or mental illness or disability. No details of a person’s race, nationality, colour, religion, marital status, sex, sexual preferences, or physical or mental illness or disability should be included in a report unless they are relevant.
