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).
Return to the Constitution contents.
- Code of conduct
- Introduction
- Standards
- Personal appearance
- Use of the council's facilities and equipment
- Culture of the organisation
- Your interests
- Rules governing purchasing by employees
- Separation of roles during tendering
- Reporting a concern
- Investigation
- Gifts, prizes hospitality and sponsorship
- Register of gifts and hospitality
- Disclosure and use of information
- Political neutrality
- Relationships
- Appointments and other employment matters
- Undertaking additional work outside the council
- Arrest or conviction on civil or criminal charges
- Membership of clubs, socities and other organisations which are not open to the public and / or have secrecy about rules, membership etc.
- Conflict of interest
- Equality issues
- Health and safety issues
- Breaches of code of conduct
- Confidential reporting procedure for employees (whistle-blowing)
- Allegations and concerns relating to fraud or corruption will normally be investigated by the Assistant Director of Internal Audit and a report issued to the Chief Executive, the Monitoring Officer and the Executive Director of Corporate Resources (s.151 Officer).
- The Executive Director of Corporate Resources in consultation with the Monitoring Officer, will then decide whether there are sufficient grounds for the matter to be reported to the Police. The Chief Executive is also to be informed of any (potential) referrals. The Council will normally wish the Police to be made aware of, and investigate independently, offences where financial impropriety appears to have been discovered.
- The Council’s Disciplinary and Dismissal Procedure will be used where the outcome of an audit investigation indicates improper behaviour or other misconduct by an employee.
Page updated:
09/10/2020