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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. Full-time employees shall devote their whole time service to the work of the Council, and shall not engage in any other business, including self-employment, or take up any other additional appointment without the express written prior consent of their Directors, and in the case of Directors, the Chief Executive. The Director or the Chief Executive reserves the right to withdraw such consent at any time.
  2. All prospective employees shall, prior to appointment, provide details on the Council’s standard application form of any other employment(s) in which they are engaged, giving full details of the employer, job title and the hours worked per week in each job. (This information will be examined to see whether any other existing employment(s) is in conflict with the employment being sought with the Council and whether, in overall terms, the total hours of all the employments exceed 48 per week - as per the Working Time Regulations 1998.) Also, part-time employees must declare any other employment to the Council in order that the latter can ensure that there is no conflict of interest between such employment and that there is adherence to the Working Time Regulations.
  3. All employees – full time or part-time – must avoid situations where an actual or apparent conflict between work and personal interests may arise and must inform their manager as soon as possible in the event that any such conflict may arise
  4. Undertaking unpaid activities outside Council employment may, on occasions, be detrimental to or otherwise conflict with the Council’s interests. Employees should be mindful of any potential conflict of interests in such situations.
  5. No personal business activity or outside work of any sort may be undertaken by an employee during their working hours for the Council.

Consultancy, Lecturing, Fee Paying Work

  1. Where a request is received for any employee to make a presentation, speak at a seminar or lecture on a course, within their normal field of work and during their normal working hours, the work will be undertaken on behalf of the Council and any fee will be treated as income for the Council.
  2. Where an employee is approached to undertake fee paying work, they must make sure they are authorised to express opinions on behalf of the Council and should avoid comments which could bring the Council into disrepute. The Council has determined that the fee is to be treated as income for the employee if all the work, including preparation, is undertaken outside normal work hours. In the case of activities which are prepared and/or take place partly during normal working hours, the Council has agreed that half the fee is to be treated as income for the employee, and the remainder paid to the Council. All consultancy, lecturing and other fee paying work must be approved by the employee’s Director or, in the case of Directors the Chief Executive.

Intellectual Property

Intellectual property is a generic term that includes inventions, creative writings and drawings. If these items are created as part of an employee’s normal course of employment then, as a general rule, they belong to the Council.

Page updated: 09/10/2020 Page updated by: Gloucestershire County Council

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