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Code of conduct

The code of conduct for employees sets out the standards of conduct required of employees in carrying out their work.

You should make sure you are familiar with the code of conduct and its appendices. The former code of conduct for adult care employees who have a direct working relationship with clients has been incorporated into the main code.

The following is a summary of the code's contents.

How you act and behave at work

Act with the highest standards of conduct in working with and for members of the public and your colleagues.

Act in a non-discriminatory way without any use of offensive or abusive language or behaviour.

Be punctual, appropriately dressed and fit for work.

Maintain the highest standards of service to the public and draw your manager's attention to any failure to do this.

Further detail and examples are in the introduction, personal behaviours and maintenance of standards sections of the code.

Disclosure of information

Protect all the council's information, and especially personal information, in line with the council's policies and procedures – the information safe haven guidance.

Further explanation is in the disclosure of information section of the code.

Your relationships and interests

Declare any personal relationships which may create a conflict of interest in carrying out your work and managing staff – for example relationships with other employees, elected members or contractors or to family members.

Declaring any financial and non-financial or contractual interests which may conflict with the council's interests.

Further explanation is in the relationships section of the code.

Employment additional to your work with the council

Any other job must not conflict with your council job. Examples of conflict would be:

  • being linked to or in competition with the council
  • overlapping with your job for the council
  • using council resources in another job
  • being incompatible with your role
  • bringing the council into disrepute or weakening public confidence
  • affecting your performance at work

If you have or are about to start another job outside the council, you must inform your manager.

Further detail and examples are in appendix B to the code – employees taking secondary employment.

Using council resources

Do not use council facilities, equipment or vehicles for personal use without advance approval.

Use personal mobile phones in your own time.

Use council internet, email and social media in line with council policies.

Keep equipment and information safe.

Observe intellectual property rights.

More explanation is available in the use of council property section of the code.

Corruption, gifts and hospitality

Complete the register of gifts and hospitality offered to officers form

Understand the nature of the criminal offence of corruption.

Accept and report token gifts worth up to £50. Do not accept gifts worth above this amount.

Only accept hospitality (meals and refreshments) where you're representing the council

Further detail is available in the 'corruption and gifts hospitality and legacies' section in the code and 'Appendix C - gifts and hospitality'.

In accordance with the code of conduct for employees and the financial regulations within the constitution, all offers of gifts and hospitality must be reported whether accepted or declined.

If you have been offered, received or declined any gifts or hospitality, please complete the gifts and hospitality register.

Sponsorship and contact with the media

Always get approval from your manager in regard to any potential sponsorship deal.

Refer enquiries from the media to the communications division.

Further explanation is in the sponsorship and contact with the media sections of the code.

You can view the code of conduct on SharePoint.