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Part 5 - Code of Conduct for Employees

This Code of Conduct includes confidential reporting procedure (whistle-blowing) for employees other than for staff in educational establishments (for whom a separate code exists).

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  1. It is contrary to the Council’s HR policies for an employee to make an appointment/engagement which is based on anything other than the ability of the individual to undertake the duties of the post. Employees must not be involved in an appointment/engagement where they are related to an applicant, or have any personal or business relationship outside work with them.
  2. Employees must not be involved in decisions relating to discipline, promotion or pay adjustments for any other employee who is a relative, partner or close personal friend.
  3. Employees of the Council shall inform their Director or, in the case of Directors the Chief Executive, of any relationship known to them to exist between themselves and a candidate for an appointment/engagement in which they are directly involved. If a candidate deliberately omits to disclose a relationship they will be disqualified. If the omission is discovered after appointment or engagement they shall be liable to dismissal.
  4. Employees involved in appointments/engagements must, where practicable, ensure that references are obtained from the current and previous employer of the candidate to whom they wish to formally offer a post. Ideally both referees should be senior persons, one from the candidate’s present employer and the other from their previous employer.
  5. In the case of applicants leaving full-time education or not having worked since doing so, the Head of School, College, University etc. should be named as one of the referees.
Page updated: 09/10/2020 Page updated by: Gloucestershire County Council

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