Revised Code of Conduct for Employees
Renfrewshire Council · 11 June 2026
Back to Finance, Resources and Customer Services Policy Board — 11 June 2026 and its agenda
Text extracted from the council's PDF. Layout and reading order may differ from the original.
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PUBLIC ___________________________________________________________________ To: Finance, Resources and Customer Services Policy Board On: 11 June 2026 ___________________________________________________________________ Report by: Director of Finance and Resources ___________________________________________________________________ Heading: Revised Code of Conduct for Employees ___________________________________________________________________ 1. Summary 1.1 The purpose of this report is to seek approval from Elected Members to implement the revised Code of Conduct for Employees, attached at Appendix 1. 1.2 The revised Code reflects the Seven Principles of Public Life and sets out clear expectations for behaviour, professionalism and integrity, supporting accountability, fairness and public confidence in the delivery of Council services. 1.3 The Code has been reviewed and updated following consultation with recognised Trade Unions, Council services and the Trauma Informed Team. The revised document has been modernised and streamlined to reflect current best practice, organisational values, and relevant legislative and regulatory requirements. 1.4 The Code now also places a stronger emphasis on personal accountability, clearly setting out expectations using direct behavioural standards and reinforcing employees’ responsibility to uphold the reputation of the Council. 1.5 Subject to approval, officers will take forward implementation, including updating supporting guidance, learning and development, and communication to ensure all managers and employees are aware of, and understand, their responsibilities under the revised Code. ___________________________________________________________________
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PUBLIC 2. Recommendations 2.1 It is recommended that Members: • Approve the revised Code of Conduct for Employees at Appendix 1. ___________________________________________________________________ 3. Background 3.1 The revised Employee Code of Conduct for Employees sets out the minimum standards of behaviour, professionalism and integrity expected of all Council employees in the delivery of public services. It supports the Council’s duty to maintain public trust and confidence and reflects the Seven Principles of Public Life, which underpin standards in public. 3.2 The Code provides a comprehensive framework covering key areas including personal conduct, relationships with the public and Elected Members, conflicts of interest, use of Council resources, digital and online behaviour, data protection, and safeguarding responsibilities. It reinforces employees’ accountability and the requirement to act lawfully, fairly and in the best interests of the Council at all times. It has been reframed to provide clearer, more direct expectations of behaviour, using a consistent “you” approach to emphasise individual accountability. 3.3 The Code does not replace professional codes of practice that apply to specific roles (for example, Social Work, Teaching or Finance) but operates alongside these to provide a consistent baseline standard for all employees. The previous version of the Code was approved in 2018 and has been subject to review. 3.4 The review has ensured that the Code reflects current legislation, regulatory requirements and organisational priorities, and responds to changes in how services are delivered, including the increased use of digital technologies, remote and hybrid working, and strengthened expectations around information governance and online conduct. The review also strengthens expectations around personal conduct both inside and outside of work, reflecting the increased importance of reputational risk and public confidence in local government. 3.5 While the Code applies directly to all employees, contractors, consultants and volunteers working on behalf of the Council are also expected to observe and comply with its principles and standards when undertaking Council business. This reinforces consistent standards of behaviour across all individuals acting on behalf of the Council. 4. Summary of Key Changes 4.1 This report outlines the key changes between the 2018 Employee Code of Conduct and the revised version. The updated Code introduces a strengthened and more comprehensive framework to reflect modern working practices, legislative developments and increased expectations around governance, accountability, values and public confidence.
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PUBLIC 4.2 The key changes include: • The introduction of clearer and more direct behavioural expectations across the Code, using a consistent approach which emphasises individual accountability and makes standards easier to understand and apply in practice. • Introduction of explicit safeguarding responsibilities, reinforcing employees’ duty to protect children and vulnerable adults as part of their role. • Strengthened expectations regarding personal conduct, including behaviour outside of work where this may impact on the Council’s reputation or public confidence. • Clearer articulation of employees’ responsibility to report concerns or misconduct at an early stage, supporting a proactive and accountable organisational culture. • Greater emphasis on wellbeing as a shared responsibility between the Council and employees, including expectations to seek support, raise concerns early and engage with attendance and support processes. • Enhanced expectations regarding the appropriate and responsible use of public resources and the need for vigilance in identifying and responding to potential fraud or misuse. • Strengthened emphasis on equality, diversity and inclusion, including expectations to actively promote inclusive behaviours and challenge discrimination. • Expanded provisions relating to digital conduct, including expectations around the appropriate use of technology, systems, social media, data protection, ICT security and artificial intelligence. • Updated whistleblowing provisions, reinforcing the Council’s commitment to openness, accountability and the safe reporting of concerns. • Clearer requirements in relation to conflicts of interest and secondary employment, ensuring transparency and maintaining public trust. • Introduction of mandatory training requirements, ensuring employees maintain the knowledge and skills required to undertake their roles safely and effectively. • Inclusion of Prevent (counter-terrorism) awareness, reflecting statutory duties placed on the Council and its employees. 4.3 Collectively, these changes strengthen the Council’s governance framework and provide clearer, more practical guidance to support high standards of conduct across the workforce.
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PUBLIC ___________________________________________________________________ Implications of the Report 1. Financial – There are no significant direct financial implications arising from the approval of the revised Code. Any costs associated with implementation, including communication, training and guidance, will be met from existing service budgets. 2. People & Organisational Development – The revised Code of Conduct will underpin expected standards of behaviour and professionalism across the workforce. People & Organisational Development will support implementation through updated guidance, learning and development, and engagement with managers, employees and Trade Unions to ensure understanding and compliance. The clearer behavioural expectations within the Code will support managers in applying standards consistently and addressing issues at an early stage. 3. Community/Council Planning – While there are no direct implications, the Code supports improved service delivery, governance and public confidence, which contributes to the Council’s broader strategic and community planning objectives. 4. Legal – The revised Code strengthens the Council’s framework for ensuring compliance with relevant legislation and regulatory requirements, including employment law, data protection, bribery and safeguarding obligations. It also supports consistent and fair application of standards, reducing the risk of legal challenge. 5. Property/Assets - There are no direct implications arising from this report. The Code reinforces expectations regarding the appropriate use of Council resources and assets. 6. Information Technology – The revised Code introduces strengthened expectations in relation to digital conduct, cyber security, data protection and the appropriate use of technology, including emerging technologies such as artificial intelligence. These changes support the Council’s digital governance and information security frameworks. 7. Equality & Human Rights The Recommendations contained within this report have been assessed in relation to their impact on equalities and human rights. No negative impacts on equality groups or potential for infringement of individuals’ human rights have been identified arising from the recommendations contained in the report because it is for noting only. If required following implementation, the actual impact of the recommendations and the mitigating actions will be reviewed and monitored, and the results of the assessment will be published on the Council’s website.
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PUBLIC 8. Health & Safety - The Code reinforces employees’ responsibilities to act in a way that protects their own health and safety and that of others, including compliance with relevant policies and safe working practices. It also supports wellbeing through clear expectations of behaviour. 9. Procurement – The Code reinforces expectations of fairness, transparency and integrity in dealings with contractors and suppliers, supporting compliance with procurement procedures and reducing the risk of conflicts of interest. 10. Risk - The revised Code strengthens the Council’s governance framework by clearly setting out expected standards of conduct. This helps mitigate risks relating to reputational damage, non-compliance, misconduct and service delivery. The revised Code supports a stronger culture of accountability and early intervention, helping to reduce the likelihood of misconduct and associated organisational risk. 11. Privacy Impact – There are no direct privacy impacts arising from this report. However, the Code strengthens expectations in relation to data protection and the appropriate handling of personal information. 12. Climate Risk - There are no direct climate risk implications arising from this report. 13. Children’s Rights - The inclusion of explicit safeguarding responsibilities within the Code supports the protection and wellbeing of children and young people, aligning with the Council’s statutory duties. 14. Cosla Policy Position – The revised Code is consistent with national expectations on standards of conduct in local government and reflects good practice across the sector. ___________________________________________________________________ List of Background Papers - None ___________________________________________________________________ Authors: Eddie Simpson, eddie.simpson@renfrewshire.gov.uk
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PUBLIC Issue Number: 2 Issue Date: 06/26 Review Date: 06/29 Code of Conduct For all Renfrewshire Council Employees This document is available in alternative formats on request.
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PUBLIC CONTENTS – Chief Executive’s Message 4 1 Introduction 6 2 The ‘Seven Principles of Public Life’ 7 3 Relationships 8 Personal Conduct The Public Elected Members Contractors, Suppliers and Partners 4 Safeguarding 11 5 Prevent Duty (Counter-Terrorism) 12 6 Bribery, Fraud and Corruption Controls 12 7 Your Rights as an Employee and Member of the Public 13 Public Statements Access to your Elected Members Respect at Work 8 Contact with the Media 14 9 Whistleblowing 14 Public Interest Disclosure Act 1998 Confidentiality Anonymous Allegations False or Misleading Allegations 10 Working with Elected Members and Political Neutrality 16 11 Conflict of Interest 17 Private Interests Membership of Organisation or Clubs Political, Professional and Trade Union Activity Secondary Employment Other Outside Duties During Working Hours External Speaking Engagements 12 Gifts, Hospitality and Benefits 19
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PUBLIC 13 Digital Conduct, Communication, and Information Security 19 Standards of Digital Conduct Use of Email and Digital Communications Use of Internet and Digital Services Social Media, Messaging Applications and On-line Presence Use of Personal Messaging Applications (e.g. WhatsApp) Use of Social Media for Investigatory or Enforcement Purposes Information Security and Data Protection Secure Handling of Information and Systems Accountability in Use of AI and Digital Tools Security Incidents and Reports ERP (Business World) Compliance with Supporting Policies 14 Use of Council Resources 25 15 Use of Financial Resources 26 16 Recruitment and Employment 26 17 Mandatory Training 27 18 Relevant Council Policies, Procedures and Guidance 28
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PUBLIC Message from the Council’s Chief Executive’s Alan Russell The people of Renfrewshire rightly expect high standards from those who serve them. As Council employees, we are trusted to deliver vital services and make decisions that impact our communities every day. We should also recognise that it is a privilege to serve our communities in this way. The way we behave, the choices we make, and how we treat others all play an important part in building and maintaining that trust. This Code of Conduct supports that responsibility, setting out what is expected of us all in our roles. It is grounded in our core values: ‘we are fair’, ‘we are helpful’, ‘we are great collaborators’, and ‘we value learning’. These values guide everything we do, how we work together as colleagues and how we support our communities and partners. ‘Being Fair’ means taking decisions openly and consistently, while recognising and taking account of individual circumstances. ‘Being Helpful’ means being proactive, supportive, and responsive to the needs of others. ‘Being Great Collaborators’ means working respectfully with others to achieve the best outcomes, fostering an environment where people feel safe to contribute and be heard. ‘Valuing Learning’ means being open to feedback and committed to improving ourselves and those around us. We are proud of the diversity of our workforce and the communities we serve. This Code sets clear expectations that all employees will act with fairness, dignity and respect, recognising individual circumstances and ensuring inclusive practice in all interactions and decisions. In doing so, we also recognise that people bring a wide range of lived experiences, including experiences of trauma, and we are expected to respond in ways that are compassionate, inclusive, and sensitive. Looking after our wellbeing, and that of our colleagues, is also a core part of meeting the standards set out in this Code. Employees are expected to support one another, raise concerns early, and take shared responsibility for attendance and health at work, helping to sustain performance and the delivery of high-quality services. This reflects a shared commitment between the Council and its employees to create a healthy, supportive, and resilient working environment. This is a detailed document because the work we do is varied and matters deeply to the people we serve. You don’t need to take it all in at once; it is here as a practical guide you can return to whenever you need support or reassurance. However, you are expected to take time to become familiar with the Code and apply it in your day-to-day work. By doing so, you help create a positive, respectful culture and ensure we continue to deliver high-quality services with professionalism and care. I am confident it will support you in your role and help us continue to do the absolute best for the people of Renfrewshire.
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PUBLIC If you are ever unsure how to apply the Code, please speak to your line manager. Having open conversations, supporting one another, and speaking up when needed are all part of maintaining our standards and living our values. Alan Russell Chief Executive
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PUBLIC 1. INTRODUCTION 1.1 The Council’s Code of Conduct for Employees sets out the standards of behaviour expected of everyone working on behalf of the Council. It reflects our commitment to public service and is underpinned by our values: ‘we are fair,’ ‘we are helpful’, ‘we are great collaborators’, and ‘we value learning’. By following this Code, you help to maintain public trust, act professionally, and ensure fairness in everything we do. This Code supports our shared purpose of improving outcomes for the people and communities of Renfrewshire and ensuring services are delivered with integrity, care, and respect. You play a key role in ensuring that public funds, resources, and services are used responsibly, efficiently, and only for legitimate Council purposes, in line with our values and commitment to public trust. 1.2 These standards represent recognised good practice across local government and may be used as a benchmark by external bodies, including the Scottish Public Services Ombudsman, when considering complaints of maladministration. The Code is also informed by the Seven Principles of Public Life (the Nolan Principles), which continue to underpin ethical standards across public service in the UK. 1.3 The Code provides you with clear guidance on the behaviours and standards expected of you in performing public duties. You are expected to familiarise yourself with the content of this Code and apply it in your day-to-day work. The standards set out in this Code apply not only during your work, but also to conduct outside of work where it may impact on your role, the Council, or public confidence in the organisation. Failure to comply with the Code will be taken seriously. Any alleged breach will be investigated in line with the Council’s Disciplinary Policy and may result in disciplinary action, up to and including dismissal. While some aspects of the Code may be more relevant to specific roles, you are expected to always uphold its principles and standards. 1.4 If you have line management responsibilities, you are expected to ensure that employees are aware of, understand, and are supported to apply the Code in practice. 1.5 While the Council does not directly employ contractors, consultants, and volunteers, they are expected to adhere to the same high standards of conduct when working on behalf of the Council. Where you engage or work in partnership with contractors, consultants, or volunteers, you are expected to ensure that these expectations are clearly communicated, understood, and upheld. Elected Members operate under a separate Code of Conduct, which is available on the Council’s intranet or from Committee Services.
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PUBLIC 1.6 The Council is committed to fostering a culture where you feel safe, supported, and confident to speak up. You are encouraged and supported to raise concerns at an early stage about potential breaches of this Code or other inappropriate conduct. Concerns will be taken seriously and managed in line with the Council’s relevant policies, including those relating to whistleblowing. 1.7 This Code should be read alongside other relevant Council policies and procedures, including the Disciplinary Policy, Equality and Diversity policies, ICT Acceptable Use Policy, Data Protection Policy and any service-specific guidance. You are expected to uphold the reputation of the Council and demonstrate the standards set out in this Code in everything you do. 2. THE SEVEN PRINCIPLES OF PUBLIC LIFE 2.1 The Seven Principles of Public Life (the Nolan Principles) underpin the standards expected of all those working in public service. You are expected to always demonstrate these principles in your work and behaviour. Selflessness - You are expected to act solely in the public interest and not to gain financial or other benefits for yourself, your family, or your friends. All decisions and actions should reflect the Council’s responsibilities and be focused on the needs of the people and communities we serve. Integrity - You must not place yourself under any obligation to individuals or organisations that might seek to influence you in your role and are expected to take appropriate steps to declare and manage any conflicts that arise. Objectivity – you are expected to make decisions impartially, fairly and on merit, using the best available information. This applies to all aspects of your work, including recruitment, procurement, allocation of resources, and the provision of services or benefits. Accountability - You are accountable for your decisions and actions to the Council as your employer, and to the public we serve. You must be prepared to explain and justify your decisions and to cooperate with appropriate scrutiny and governance processes. Openness - You should act and take decisions in an open and transparent manner. You should provide reasons for your decisions where appropriate and ensure that information is available unless there are lawful or organisational reasons for restricting it.
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PUBLIC Honesty - You are expected to be truthful in your work and declare any personal, financial, or other interests that could influence, or be perceived to influence, your role. You should manage information responsibly and report any concerns appropriately. Leadership - You are expected to demonstrate these principles through your own behaviour and promote them in others. Employees in leadership or management roles have a particular responsibility to set clear expectations, lead by example, and challenge behaviour that falls below these standards. 3. RELATIONSHIPS 3.1 Personal Conduct 3.2 As a Council employee and public servant, your behaviour both during and outside of working hours can impact public confidence and the reputation of the Council. You are expected to maintain high standards of conduct at all times and to avoid behaviour that could bring the Council into disrepute. Conduct outside of work may be considered where it impacts, or could be considered to impact, your role, your colleagues, or the Council. You are also expected to ensure your decisions are not influenced by bias, personal views, or inappropriate external pressure. 3.3 In line with the Council’s Health and Safety Policy and the Health and Safety at Work Act 1974, you have a duty to take reasonable care of your own health and safety and that of others who may be impacted by your actions. You must take reasonable care not to act, or fail to act, in a way that places yourself, colleagues, service users or members of the public at risk. You must not use your position to pursue or establish inappropriate personal relationships, particularly with service users or individuals who may be vulnerable. 3.4 You must not attend work under the influence of alcohol or drugs, including the misuse of prescribed or over-the-counter medication, where this may impair your ability to perform your duties safely and effectively. Any such matters will be addressed in line with the Council’s policies, including the Disciplinary Policy, with appropriate support provided where health or wellbeing issues are identified. You are expected to report any concerns about misconduct or breaches of this Code at the earliest opportunity. 3.5 Alongside these expectations, the Council encourages you to seek support at an early stage for any health or wellbeing concerns, including those relating to alcohol or drugs, without fear of stigma or negative judgement. Support is available from the Council via your line manager, Trade Union
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PUBLIC representatives, People & Organisational Development, and Occupational Health services. 3.6 Maintaining your health and wellbeing is an important part of your role. To support the continued delivery of high-quality services to the communities of Renfrewshire, you are expected to take reasonable care of your own health and wellbeing, in line with your role and individual circumstances. This includes maintaining your health, making use of available support, raising concerns at an early stage where wellbeing may impact your work, and engaging positively with attendance management and support processes where required. 3.7 The Council also has a duty of care to protect and promote your health, safety, and wellbeing, and to provide a safe and supportive working environment, including access to appropriate wellbeing support, in line with our values and relevant legislation. Where ill health, disability or other factors affect your ability to attend or conduct your role, the Council will provide appropriate support in line with relevant policies, including making reasonable adjustments where required. 3.8 Building on this, you are expected to contribute to a positive, inclusive, and psychologically safe working environment. This includes treating colleagues with respect, supporting one another, and promoting a culture where people feel safe to speak up, seek support and be heard, in line with the Council’s values. 3.9 You are personally responsible for your conduct and accountable to the Council as your employer for meeting these standards. You must inform your line manager, and where appropriate your Head of Service, at the earliest possible opportunity of any involvement with the Police that may impact your role or your employment. This includes arrest, charge, summons, reprimand, caution, bail conditions, court orders, or conviction of a criminal offence. Such matters will be considered on a case-by-case basis and may be managed in line with the Council’s Disciplinary Policy. 3.10 If driving forms part of your duties, you must inform your line manager immediately of any driving offence, endorsement, or disqualification, whether incurred during or out with working hours, which may affect your ability to conduct your role. You must also inform your line manager of any health condition that may impact your ability to drive safely or that would normally require notification to the DVLA. 3.11 You must not undertake driving duties where you are disqualified or otherwise not legally permitted to drive. Your line manager will ensure that you are relieved of driving responsibilities with immediate effect and, in consultation with you and People & Organisational Development, will identify
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PUBLIC appropriate arrangements to enable you to continue in your role where possible. 3.12 You are required to comply with relevant pre-employment and ongoing vetting requirements. This includes providing evidence of your identity and legal right to work in the UK in accordance with immigration and asylum legislation, as well as undertaking Basic Disclosure checks and, where applicable, Disclosure Scotland / PVG Scheme membership for roles involving regulated work with children, protected adults, or other sensitive functions. The Council reserves the right to require appropriate checks at any stage of employment where relevant to the role, including verification of continued eligibility to work where permissions are time limited. These requirements operate in line with the Council’s Recruitment Policy. The existence of a criminal conviction does not automatically preclude employment; all relevant information will be considered on a case-by-case basis in line with the Council’s Recruitment Policy. You are expected to be open and honest in all disclosures, and any failure to disclose relevant information, or the provision of false or misleading information during recruitment or employment, including information relating to your identity or right to work, may be treated as a serious matter under the Council’s Disciplinary Policy. 3.13 You are expected to manage any financial obligations owed to the Council responsibly and in a timely manner, including payments such as Council Tax, rent or other charges. The Council will take appropriate action to verify this. If you experience financial difficulties, you are encouraged to seek advice and support from the Council early and will be treated with dignity and respect. 3.14 The Public 3.15 In the course of your duties, you may have contact with members of the public as service users, clients, or citizens. You are expected to deal with members of the public fairly, equitably, and consistently always, recognising that some people may be experiencing distress, vulnerability, or trauma. You must deal with members of the public fairly, equitably, and consistently, ensuring that your decisions and actions are professional, impartial, and in line with the Council’s policies and procedures. 3.16 While you must apply these standards in all your interactions, the Council also recognises that you may, at times, encounter inappropriate or unacceptable behaviour. If you believe you have been subjected to bullying, harassment, discrimination, or victimisation by a member of the public, customer, client, contractor, or any third party, you must report this to your line manager at the earliest opportunity. The Council recognises the impact that such experiences may have on you and is committed to responding in a supportive and proportionate way. Your concerns will be taken seriously and
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PUBLIC may be investigated in line with relevant policies, such as the Respect at Work Policy. Appropriate action will be taken to address unacceptable behaviour and to support you. You are also expected to actively promote equality, diversity, and inclusion, and to challenge discrimination where it arises. 3.17 Elected Members 3.18 Elected Members and employees are both accountable to the public and play distinct but complementary roles. You, as an employee are accountable to the Council as your employer. Your role is to provide professional and impartial advice, and to deliver services in line with the decisions of the Council and its committees. 3.19 Elected Members may request information, explanations, and advice from you to support them in performing their duties. These requests will normally be directed to the relevant Chief Officer or Senior Officer in the first instance. Where you are asked to provide support or information to Elected Members, you must do so in accordance with the Council’s protocols on Member/Officer relations, and you must keep your line manager appropriately informed. 3.20 Contractors, Suppliers and Partners 3.21 You are expected to act fairly, transparently, and impartially in all dealings with contractors, sub-contractors, suppliers, and partners. You must ensure that your actions do not create, or could not be perceived to create, a conflict of interest or give rise to preferential treatment. If you become aware of any potential conflict of interest, you must bring this to the attention of the Manager or Procurement Lead overseeing the exercise. 3.22 You are expected to maintain appropriate professional boundaries. Close personal relationships or familiarity with contractors or suppliers must not influence, or be seen to influence, your judgement, decision-making or the integrity of Council processes. 3.23 Where you participate in procurement, commissioning, or contract management, you must follow the Council’s procurement procedures and all relevant rules governing tenders and contracts. You must seek advice and guidance from the Procurement function where required. 4. SAFEGUARDING 4.1 You play a key role, alongside the Council, in protecting and safeguarding children and protected adults. You are expected to understand your safeguarding responsibilities and complete any required training. If, in the course of your work, you become concerned about the safety or wellbeing of a child or protected adult, you must report this without delay to your line
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PUBLIC manager or senior manager or follow your service’s safeguarding procedures where these apply. 4.2 You must report all safeguarding concerns in line with Council procedures. Concerns will be taken seriously and responded to in line with Council policies. 5 PREVENT DUTY (COUNTER-TERRORISM) 5.1 The Prevent duty forms part of the UK Government’s counter-terrorism strategy. You are expected to maintain an awareness of the Prevent duty and understand how it applies to your role. 5.2 If, in the course of your work, you become concerned that an individual may be at risk of being drawn into terrorism or is exhibiting extremist views or behaviour, you must report this to your line manager or senior manager without delay. 5.3 If there is an immediate risk to safety, or you believe a crime or terrorist activity may be taking place, you must contact the police without delay. You must also inform your manager as soon as practicable. 6. BRIBERY, FRAUD AND CORRUPTION CONTROLS 6.1 You must not misuse your position, authority, or access to information within the Council to obtain any personal advantage, financial or otherwise, for yourself or others. You must not misrepresent your circumstances or provide false or misleading information in relation to Council processes. All decisions and actions must be taken in accordance with the Council’s policies and in the public interest, to maintain public trust. 6.2 You must comply with all relevant legislation, including the Bribery Act 2010. Under this legislation, it is a serious criminal offence to offer, promise or give a financial or other advantage to induce improper performance of a function or activity, or to request, agree to receive or accept such an advantage. It is also an offence to bribe a foreign public official to obtain or retain business or secure an improper advantage. 6.3 You must not engage in any form of fraud, including the misuse of Council funds, resources, or services. All allegations will be investigated in accordance with the Councils Counter Fraud and Corruption Policy by Internal Audit/Counter Fraud. Any employee found to have committed fraud, including benefits fraud within the Council or any other public body, will be subject to investigation under the Council’s Disciplinary Policy and may face disciplinary action, up to and including dismissal.
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PUBLIC 6.4 You must report any suspected or actual instances of bribery, fraud, or corruption in line with the Council’s policies and procedures. All allegations will be taken seriously and investigated appropriately. Where the Council considers that misconduct has occurred, the matter may be referred to the relevant external or regulatory authority, which could result in criminal proceedings as well as disciplinary action. You must remain alert to the risk of fraud or misuse of resources and take appropriate action where concerns arise. 7 YOUR RIGHTS AS AN EMPLOYEE AND MEMBER OF THE PUBLIC 7.1 Public Statements 7.2 As a private individual, you are entitled to express your views on the services provided by the Council. However, you must not disclose or make use of confidential or privileged information obtained through your employment with the Council. 7.3 You are expected to ensure that your public statements, including those made through the media, social media or other online platforms, do not undermine the Council, bring it into disrepute, or negatively impact working relationships with colleagues, Elected Members, partners or the public. Any such conduct may be considered under the Council’s Disciplinary Policy. 7.4 Trade Union representatives may use the media and online platforms to communicate with members or make statements on behalf of their Trade Union, in line with their representative role and relevant legislation. 7.5 Access to your Elected Member 7.6 As a member of the public, you are entitled to raise concerns about Council services with your Elected Member. However, where a concern relates to your employment or working relationships within the Council, you are expected to use appropriate internal procedures, including the Council’s Grievance Procedures. 7.7 Respect at Work 7.8 You are entitled to expect fair, reasonable, and respectful treatment from colleagues, managers, and Elected Members. The Council is committed to promoting a positive working environment where everyone is treated with dignity and respect. 7.9 If you believe you have been treated unfairly, or have experienced bullying, harassment, discrimination, or victimisation, you are expected to raise this
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PUBLIC through the Council’s appropriate policies, including the Respect at Work Policy and Grievance Procedures. 7.10 The Council will not tolerate any form of bullying, harassment, discrimination, or victimisation, including against any employee who raises concerns in good faith. You are expected to actively support a culture where unacceptable behaviour is addressed constructively and respectfully. 7.11 Where you participate in a process under another Council policy, such as the Disciplinary Policy, this will not automatically be suspended due to a complaint being raised under the Respect at Work Policy or Grievance Procedures. Each matter will be considered on its own merits and managed in line with the relevant procedures. 8. CONTACT WITH THE MEDIA 8.1 You must refer all media enquiries or requests for comment relating to Council business to your Director or Head of Service in the first instance and must not respond to them directly. You must not engage with the media, including press, television, radio, and journalists operating via social media, blogs, podcasts, or livestreams, unless your Director or Head of Service has authorised this in advance. Any unauthorised contact or comment, whether formal or informal, may be considered under the Council’s Disciplinary Policy. 8.2 If you are a Head Teacher, you may engage with the media in relation to your school as part of your role. Where possible, you should seek advice from your Head of Service before providing any relevant information and must ensure that the Communications and Marketing Team within the Chief Executive’s Service is informed of any media contact. 9 WHISTLEBLOWING 9.1 The Council is committed to the highest standards of openness, honesty, and accountability. It promotes a culture where you feel safe, supported, and free from fear of detriment when raising concerns in the public interest, and where issues are addressed promptly, fairly, and appropriately. Where appropriate, you are expected and supported to raise concerns in the first instance with your line manager or through your service’s management arrangements. Where this is not appropriate, where concerns have not been addressed, or where you do not feel able to raise the matter through line management, you are expected to raise them promptly in line with the Council’s Whistleblowing Policy. 9.2 The Whistleblowing Policy provides a framework for raising concerns and sets out the procedures and reporting routes available to you. This includes raising concerns with designated officers, through the Council’s confidential
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PUBLIC whistleblowing arrangements, or via other appropriate channels where necessary. You should normally raise concerns in writing where possible, although you may raise them verbally if this is more appropriate. 9.3 If you raise concerns in good faith and in the reasonable belief that the information disclosed is in the public interest, you will be supported and protected. The Council will not tolerate any form of detriment, victimisation or retaliation against individuals who raise concerns appropriately. Any such behaviour may be subject to action under the Council’s Disciplinary Policy. 9.4 You should be assured that any concerns you raise will be managed sensitively, with an understanding of the potential impact on those involved. The Council will take reasonable steps to protect confidentiality where you request this, although there may be circumstances where disclosure is necessary to thoroughly investigate the matter. 9.5 In line with this, and to support you in raising concerns appropriately, you may wish to seek advice before doing so, including through independent organisations where appropriate. While the Council encourages openness, if you knowingly make false or malicious allegations, this will be treated as a serious matter and may result in action under the Council’s Disciplinary Policy. 9.6 Protected Disclosures 9.7 The Public Interest Disclosure Act 1998, as amended by the Enterprise and Regulatory Reform Act 2013, provides protection where you make a disclosure in the public interest (known as a “protected disclosure”). These protections apply where you believe that the information shows that one or more of the following has occurred, is occurring, or is likely to occur: A criminal offence. A failure to comply with a legal obligation. A miscarriage of justice. A risk to the health or safety of any individual. Damage to the environment. The deliberate concealment of information relating to any of the above matters. Disclosures relating to sexual harassment made in the public interest. 9.8 Confidentiality 9.9 The Council will take reasonable steps to protect your identity if you raise a concern. However, there may be circumstances where it is necessary to disclose information to enable a full and fair investigation. Where possible, this will be managed sensitively and discussed with you in advance.
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PUBLIC 9.10 Anonymous Allegations 9.11 You are encouraged to raise concerns openly, as this supports effective investigation and resolution. Anonymous concerns may be considered at the discretion of the Council, although anonymity may limit the ability to investigate fully. Where a concern is progressed, the individual subject to the concern will be informed of the nature of the allegation in line with relevant procedures. 9.12 False or Misleading Allegations 9.13 Where you raise a concern in good faith and in the reasonable belief that it is in the public interest, no action will be taken if it is not substantiated following investigation. However, if you knowingly make a false, malicious, or vexatious allegation, this may result in action under the Council’s Disciplinary Policy. 10 WORKING WITH ELECTED MEMBERS AND POLITICAL NEUTRALITY 10.1 You must serve the Council and all Elected Members in a professional, impartial, and politically neutral manner, regardless of political affiliation. This includes providing objective advice and implementing Council decisions in line with agreed policies. Where you are asked to assist with a matter that is party political in nature, or is not related to Council business, you must refer the matter to your line manager. 10.2 Certain posts are designated as “politically restricted posts” under the Local Government and Housing Act 1989 (as amended), and this may apply to your role depending on your responsibilities. These include statutory and senior management roles, as well as posts where you regularly advise Elected Members, contribute to policy development, or speak on behalf of the Council. 10.3 If you are in a politically restricted post, you are subject to statutory requirements intended to maintain the Council’s political neutrality. These include restrictions on standing for or holding elected office and on undertaking certain political activities, such as canvassing on behalf of a political party or publicly expressing party political views. As a result, you are disqualified from standing for election to: A Local Authority The Scottish Parliament The UK Parliament
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PUBLIC 11. CONFLICT OF INTEREST 11.1 Private interests 11.2 You are expected to ensure that your personal interests, relationships, or outside commitments do not influence, or appear to influence, your ability to conduct your role objectively, impartially, and in the best interests of the Council. This includes avoiding situations where your judgement, decision- making, or actions could be affected, or perceived to be affected, by personal gain, loyalty, or external pressures. You must declare any situation to your manager that could be perceived as a conflict of interest, so that it can be considered and managed appropriately. 11.3 Where you participate in Council activities that impact on individuals with whom you have a personal or financial connection, including family members or those living in your household, you must declare this to your line manager at the earliest opportunity. This must be recorded and appropriate steps taken to manage any actual or perceived conflict of interest. 11.4 Membership of Organisations or Clubs 11.5 You are expected to declare membership of any organisation or club where there could be a conflict of interest with your role. This includes organisations that are not open to the public. 11.6 Political, Professional and Trade Union Activity 11.7 If you are not in a politically restricted post, you may engage in political or professional activities, provided these do not conflict with your Council role. 11.8 If you are a trade union representative, you are expected to ensure that any public statements are made on behalf of the union and not the Council. 11.9 Secondary Employment 11.10 You may undertake paid or voluntary work outside the Council, provided this does not create an actual or perceived conflict of interest with your role. You must discuss and agree any such work in advance with your line manager. You must not use Council resources for any external work. If you are unsure, you should seek advice from your line manager. 11.11 You must not undertake external work during your contracted Council hours or in a way that adversely affects your performance, health and wellbeing, attendance, or availability for your Council role.
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PUBLIC 11.12 If you are a Director or Head of Service, you must obtain prior approval from the Chief Executive or the Leader of the Council before undertaking any additional business or external appointments. 11.13 You must declare and appropriately manage any conflict of interest arising from external work. Failure to do so may result in action under the Council’s Disciplinary Policy. 11.14 Other Outside Duties During Working Hours 11.15 You must not hold any external office or employment (for example, acting as a trustee, director, or committee member) that requires absence from your Council duties during normal working hours without prior approval from your Director or Head of Service. 11.16 A Director or Head of Service may authorise occasional and temporary absence during working hours to undertake duties of an honorary, charitable, or philanthropic nature, provided these do not impact on the effective delivery of Council responsibilities. Any such absence will be approved in line with the Council’s Special Leave Policy. 11.17 The Council supports employee volunteering. If you wish to undertake volunteering during normal working hours, you are expected to obtain prior approval from your line manager. Any volunteering activity, whether during or out with working hours, must not conflict with the employee’s role or responsibilities within the Council. 11.18 External Speaking Engagements 11.19 You may accept invitations to deliver lectures, broadcasts, speeches, or similar activities related to your professional expertise and may retain any associated fees, provided these take place out with normal working hours and do not conflict with the interests of the Council. 11.20 Where you propose to undertake such activities during normal working hours, and they involve a defined period or regular commitment, you must obtain prior approval from your Director or Head of Service. If you are a Director, you should ensure that the Chief Executive is informed of any such commitments where they are high profile. 11.21 In these circumstances, you must pay any fees received (excluding reasonable out-of-pocket expenses) to the Council, unless you have taken the time as annual leave or offset it against your flexible working hours balance.
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PUBLIC 12 GIFTS, HOSPITALITY AND BENEFITS 12.1 The Council has a Code of Conduct on the acceptance of gifts, hospitality, and other benefits. You are expected to comply with this Code and are personally responsible for any decision you make to accept or decline such offers. You must ensure that your decisions always protect the integrity and reputation of the Council. If you are unsure, you should seek advice from your line manager. 12.2 You must not solicit gifts or hospitality. You must treat any offers with caution, particularly where they are made by individuals or organisations who have, or may seek to have, dealings with the Council. As a rule, you should decline gifts and hospitality where acceptance could be perceived as influencing Council business or decision-making. 12.3 You may accept modest or token items (for example, civic gifts, small promotional items, or low-value tokens of appreciation) where it is reasonable to do so and refusal would cause offence, provided there is no conflict of interest or risk to the Council’s reputation. 12.4 You must record all offers of gifts and hospitality, whether accepted or declined, promptly in the appropriate Council register in line with Council procedures. You do not need to record items of trivial value. Where you accept an offer, you must record the reason for doing so. 12.5 You are expected to remain alert to the expectations of those offering gifts or hospitality, including where offers are extended to your family members or associates. You must report any attempt to secure preferential treatment immediately to your line manager. 13 DIGITAL CONDUCT, COMMUNICATION, AND INFORMATION SECURITY 13.1 The Council provides a range of digital systems, devices, and online tools to support the effective, secure, and modern delivery of services. These include email, internet access, collaboration platforms, mobile devices, business applications, information systems, approved artificial intelligence (AI) tools, and other digital services. 13.2 This section sets out the standards expected of you when using these resources and when engaging in any digital or online activity connected to their role. 13.3 Standards of Digital Conduct 13.4 You are expected to use all Council digital resources responsibly, lawfully, and professionally always, in line with the ICT Acceptable Use Policy and
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PUBLIC related guidance. These standards apply whether working on Council premises, remotely, or in a hybrid manner. They also apply where your role with the Council may be identified in online spaces, including social media. Your conduct online must: Reflect the Council’s values. Maintain public trust and confidence. Be respectful, accurate, and proportionate. Avoid behaviour that could cause offence, misunderstanding, or reputational damage. 13.5 Use of Email and Digital Communication 13.6 Email and digital communication systems are provided for Council business purposes. You are expected to: Use Council email accounts for official business only. Personal use is not permitted. Ensure all communications are professional, clear, and appropriate in tone and content. Take care to ensure information is sent only to the correct recipients. 13.7 The Council reserves the right to access, monitor, and record communications sent or received through its systems for legitimate business purposes, in line with applicable policies and legislation. Misuse of communication systems may result in disciplinary action. 13.8 Use of Internet and Digital Services 13.9 Internet access is provided primarily for Council business use. Limited personal use may be permitted outside normal working hours (e.g. during unpaid breaks), in accordance with Council policy. You are not permitted to conduct personal business activities during working time. 13.10 Your use of digital services is subject to monitoring and audit, with appropriate reporting in place. 13.11 You must not use Council systems or internet access to: Make defamatory, offensive, or inappropriate comments. Undermine Council decisions, policies, Elected Members, or colleagues. Access, store, or share inappropriate or unlawful content.
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PUBLIC 13.12 Social Media, Messaging Applications and On-line Presence 13.13 You are expected to be mindful of your responsibilities when using social media or other online platforms, including Facebook, WhatsApp, Instagram, TikTok and X (Twitter), whether for work or personal use. In doing so, you should: Ensure that any use of social media for official purposes is authorised and, where required, approved by the Communications and Marketing Team. Use social media in a way that complies with Council policies and does not conflict with your role or responsibilities. Not represent the Council or speak on its behalf unless you are authorised to do so. 13.14 Where your connection to the Council is known or could be identified, you are required to: Maintain professional and respectful behaviour. Avoid posting content that could bring the Council into disrepute. 13.15 Use of Personal Messaging Applications (e.g. WhatsApp) 13.16 You are required to use Council-approved systems for the conduct of Council business wherever possible. 13.17 You must not use unmanaged personal messaging applications (such as WhatsApp, Signal, or similar platforms) to conduct Council business, including decision-making, sharing information, or formal communication (unless in exceptional circumstances approval has been given by the relevant Director of Head of Service) to ensure essential business continuity. 13.18 Limited use of such applications may only be appropriate in exceptional circumstances for minor, short-term, and non-sensitive communication (for example, simple logistical arrangements), where no suitable Council system is reasonably available. In such cases: You should never share personal, confidential, or sensitive information. You should not include decisions or matters requiring formal record- keeping. You are expected to ensure any communication relating to Council business is captured and transferred to official Council systems as soon as reasonably practicable. 13.19 Failure to comply with these requirements may result in disciplinary action.
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PUBLIC 13.20 Use of Social Media for Investigatory or Enforcement Purposes 13.21 If you participate in an investigatory or enforcement activity, you are expected to exercise particular care when using digital platforms. Please be aware that: The use of social media or online sources to monitor individuals may constitute covert surveillance. Any such activity must be explicitly authorised in advance and conducted in accordance with relevant legislation, the Council’s Surveillance Policy, and associated guidance, with advice available from the Managing Solicitor (Data Protection Officer). 13.22 You must not undertake covert monitoring or information gathering without appropriate authorisation. 13.23 Information Security and Data Protection 13.24 The Council has legal obligations under the Data Protection Act 2018 and UK GDPR, and you play a critical role in ensuring compliance. 13.25 You are expected to: Treat personal and confidential information as strictly confidential. Only access information where there is a legitimate business need and always adhere to the guidance on the misuse of data. Ensure information is accurate, secure, and protected always. 13.26 If you access any personal information without approval and a valid work- related reason, this will be treated as misuse and may result in disciplinary action and/or criminal prosecution. 13.27 Secure Handling of Information and Systems 13.28 You are responsible for the security of all Council information and systems you use or access, regardless of format. 13.29 This includes information: Held electronically or on paper. Stored on portable devices or media. Contained within business systems or recordings (e.g. CCTV). 13.30 You are expected to:
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PUBLIC Apply appropriate information classification (e.g. PUBLIC, OFFICIAL, OFFICIAL-SENSITIVE). Use only approved systems and secure methods for storing and sharing information. Ensure recipients of information are authorised and correct. Use approved AI tools only, in a lawful and ethical manner. Protect your accounts with strong passwords and Multi-Factor Authentication (MFA). Never share login credentials. Remain vigilant to cyber risks (e.g. phishing, suspicious links). Secure devices when unattended and take extra care when working remotely. 13.31 You must always manage information securely, as even a single error or lapse could result in unauthorised access, data loss, or disruption to Council services. 13.32 Accountability in Use of AI and Digital Tools 13.33 AI and digital tools are intended to support you in your work. You remain solely responsible for the accuracy, quality, and integrity of your work, including ensuring that outputs are appropriate, lawful, unbiased, and sensitive to their potential impact on individuals and communities. This includes: Taking responsibility for the accuracy and quality of your work. Ensuring your outputs are appropriate, lawful, and unbiased. Always applying your professional judgement. 13.34 You must complete any Council-approved training relating to the safe, ethical, and effective use of AI and digital tools, and to apply this learning in practice. You are expected to use AI and digital in line with Council policies, guidance, and training. 13.35 You must not use AI or digital as a substitute for professional decision- making or accountability. 13.36 Security Incidents and Reports 13.37 You must report any actual or suspected incident impacting the security, confidentiality, or integrity of Council systems or information immediately to your Line Manager, the Assistant Managing Solicitor (Depute DPO), and the Council’s Cyber Security team in line with procedures. 13.38 This includes:
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PUBLIC Data breaches or accidental disclosures. Lost or stolen devices. Unauthorised access or suspicious system activity. 13.39 All incidents will be fully investigated. Failure to comply with security requirements may result in disciplinary action, up to and including dismissal. 13.40 ERP (Business World) 13.41 The Council has made significant investment over recent years in the ongoing development and enhancement of its ERP (Business World) system, which supports the effective, consistent, and accountable delivery of services and the management of core business activities. As an integrated system, it brings together key functions including HR, payroll, finance, and procurement, and provides a single, reliable source of information across the organisation. 13.42 You are expected to use the ERP (Business World) to record, manage, and process information relating to your role, including activities such as managing personal information, pay, planned and unplanned leave, training, procurement activity, and other financial and employment-related processes. The system supports self-service, automated workflows and approvals, and real-time access to information, enabling accurate record keeping, transparency, and accountability. You should use the ERP system for all these activities, as it is the Council’s core system, and they should not be managed offline or through other applications. 13.43 If you have management responsibility, you are required to use the ERP (Business World) system to support effective oversight, informed decision making, and the management of your team. This includes reviewing and approving activities, monitoring performance, support planning, and identify and address issues at an early stage using data and information available within the system and its dashboards and reports. 13.44 When using the ERP (Business World) system, you should ensure that the data and information available are used to support consistent, fair, and timely decision-making. You will be supported with appropriate training and guidance to help you use the system effectively. 13.45 Compliance and Supporting Policies 13.46 You are expected to take time to understand and comply with all relevant policies and guidance, including: ICT Acceptable Use Policy Social Media Guidance
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PUBLIC Information Security Policy Information Handling Policy Data Protection Policy and Guidelines Surveillance Policy Guidance on the responsible use of personal data and confidential information Artificial Intelligence guidance and programmes 13.47 If you have any questions, require clarification, or are unsure how these policies apply in practice, you should seek advice from your line manager in the first instance. 14. USE OF COUNCIL RESOURCES 14.1 In the course of your duties, you may have access to a range of Council resources, including but not limited to equipment, vehicles, materials, financial resources, systems, and information. You are expected to understand and comply with your contractual obligations to the Council. 14.2 You must use Council resources only for legitimate Council business. You must not use them for personal purposes, to support non-Council employment, or for any external commitments (including outside normal working hours), unless this has been explicitly authorised or is permitted under relevant Council policies, including the ICT Acceptable Use Policy. 14.3 In certain circumstances, Chief Officers or other authorised officers may approve the temporary use or removal of Council resources from Council premises where there is a clear and justifiable business reason. For example, if you are undertaking Council-supported learning or development, you may be authorised to use Council equipment, such as a laptop, out with the workplace. 14.4 You must ensure that any such use is formally approved in advance and complies with all relevant policies, including information governance and data protection requirements. 14.5 Where you are authorised to use Council resources, whether during or out with working hours, you are responsible for using them appropriately, managing them with care, and always storing them securely. You must take reasonable steps to prevent loss, theft, damage, or unauthorised access. 14.6 You must report any misuse, loss, damage, or unauthorised use of Council resources promptly to your line manager and in line with Council procedures. Failure to comply with this section may result in disciplinary action.
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PUBLIC 14.7 You must not use Council resources in a way that could bring the Council into disrepute, breach legal or regulatory requirements, or compromise confidentiality, security, or public trust. 15 USE OF FINANCIAL RESOURCES 15.1 You are expected to use public funds in a responsible, lawful, and accountable manner always. You must ensure that any financial resources entrusted to you are used solely for legitimate Council purposes and never for personal gain or benefit. 15.2 You must ensure that all financial transactions are properly authorised, accurately recorded, and conducted in accordance with the Council’s Financial Regulations and procedures. 15.3 You must use public funds efficiently and ensure value for money, supporting the effective delivery of services for our communities. 15.4 Where you are responsible for handling cash or other financial assets, you must ensure they are secured, managed, and properly accounted for in line with the Council’s Financial Regulations. 15.5 You must report any concerns regarding the misuse of financial resources, fraud, or irregularity promptly, in line with the Council’s Couter Fraud and Corruption Policy. 16 RECRUITMENT AND EMPLOYMENT 16.1 The Council is committed to fair, transparent, and lawful recruitment and employment practices. If you apply for a role with the Council, you must disclose any relevant criminal convictions in line with applicable legislation, including the Rehabilitation of Offenders Act 1974. You are also expected to comply with all required pre-employment checks, which may include providing evidence of your identity, right to work in the UK, employment history, and, where appropriate, Disclosure or Protection of Vulnerable Groups (PVG) membership. 16.2 If you have responsibility for recruitment and selection, you are expected to ensure that all activity is conducted in line with the Council’s Recruitment Policy and relevant legislation, including employment, equality, and immigration requirements. All appointments must be made on merit, following a fair, consistent, objective, and non-discriminatory process, and made only through approved Council recruitment processes. 16.3 Where you have management responsibility for employees, you must ensure that all individuals in your area have and retain the legal right to work in the UK in accordance with immigration and asylum legislation and Council
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PUBLIC procedures. This includes ensuring that appropriate right to work checks are conducted and recorded, and that any time-limited permissions are appropriately monitored. You must ensure that these requirements are applied consistently and fairly, without discrimination. 16.4 In performing recruitment and employment duties, you are expected to act with integrity, impartiality, and professionalism. You must declare any relationship, interest, or prior association with an applicant or employee that could give rise to a conflict of interest, or be perceived as such, at the earliest opportunity. A decision will then be made regarding your continued involvement. You must treat all information relating to applicants, employees, and the recruitment or employment process as confidential and manage it in accordance with data protection requirements. 16.5 You must not seek to improperly influence any recruitment or employment decision. This includes canvassing, or directly or indirectly lobbying Elected Members, colleagues, or others to secure an appointment, promotion, or any employment-related outcome for yourself or any other individual. If you canvass or attempt to gain improper influence in connection with any appointment, you will be disqualified from the recruitment process. You must report any attempt by others to improperly influence a recruitment or employment process to your line manager. 16.6 If you participate in shortlisting or interviewing, or in any employment decision, and are aware of a relationship with an applicant or employee, you are expected to formally declare this to the chair of the panel or appropriate manager. The appropriate manager, including the Head of People & Organisational Development where required, will determine the appropriate course of action. 16.7 In line with the Council’s Recruitment Policy, if you chair a recruitment panel, you must have completed the Council’s approved recruitment and selection training prior to undertaking this role. 17 MANDATORY TRAINING 17.1 You are expected to complete any mandatory training relevant to your role. Mandatory training supports you in maintaining the knowledge, skills, and standards required to perform your duties safely, effectively, and in line with Council requirements and compliance. The Council will make appropriate arrangements for completing mandatory training, taking account of the requirements of different roles, services, and service conditions across the organisation. 17.2 You are responsible for engaging with and completing mandatory training within the required timescales, where this applies to your role. Where this is not possible, you should discuss this with your line manager. Failure to
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PUBLIC engage with mandatory training without reasonable justification may be considered under the Council’s Disciplinary Policies. 18 RELEVANT COUNCIL POLICIES, PROCEDURES AND GUIDANCE 18.1 You are expected to read this Code of Conduct alongside the Council’s wider framework of policies, procedures, and guidance, which support you in performing your duties and responsibilities. 18.2 These include, but are not limited to, policies covering conduct, disciplinary and grievance matters, information governance, digital and ICT use, equality and inclusion, health and wellbeing, recruitment, and the use of Council resources. 18.3 You are expected to familiarise yourself with, and comply with, all relevant Council policies and guidance. Failure to do so may result in action being taken in line with Council procedures. 18.4 If you are unable to locate or access a policy, or require further information, you should contact your line manager in the first instance.