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
- 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
- Gifts, prizes hospitality and sponsorship
- Register of gifts and hospitality
- Disclosure and use of information
- Political neutrality
- 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)
- Employees must exercise reasonable care and skill in their use of the Council’s facilities and equipment. The Council is entitled to expect at least the same standard of care of its property as employees give to their own property. Any facilities, property or equipment provided by the Council should only be used in connection with official duties except where the Council has agreed to private use. There are arrangements for the use of some services for private purposes on the payment of approved charges For example, private telephone calls and photocopies, etc. You should always ensure that there is either general or specific agreement to private use of any facility or equipment.
- When an employee ceases working for the Council all paper and electronic records (and copies), equipment and any other property of the Council must be returned.