Standards of conduct
Statutory officers must:
- be aware of and conform to our values, rules, policies and procedures
- co-operate with any investigations, attend any meetings, interviews and hearings
- maintain standards of conduct both at work and outside of work
Misconduct includes:
- the deliberate provision of false or misleading information (for example, on application forms)
- breaches of our information governance policy
- failure to comply with sickness absence procedures and absence management policy
- falsification of official accounts or documents (for example, expense claims)
- incapacity at work, due to the effects of alcohol or non-prescribed drugs
- failure to wear or use appropriate equipment or attire made available or necessary for the job. This includes safety equipment unless exempted on the grounds of religion or belief following a risk assessment
- unauthorised absence or poor timekeeping
- physical violence, indecent behaviour, action or language that is likely to offend. This includes racial, religious or sexual abuse, harassment, bullying or victimisation of others. This includes:
- racial, religious or sexual intimidation
- the prejudice of other employees or members of the public
- disruption of others by unruly or disorderly behaviour
- discourteous or improper treatment of others
- acceptance of bribes or involvement in similar corrupt practice
- lack of integrity that may damage public confidence in the council
- unauthorised employment (for example, working in another job during hours when contracted to work for us)
- working during off-duty hours in a job considered detrimental to our interests
- political activity when in a "specified" politically-restricted post
- engaging in activities or conduct that may adversely affect recovery from illness
- conviction of a criminal offence inconsistent with the position the employee holds
- use of our time, property or equipment for personal reasons without permission
- theft of, misuse of, damage to or neglect of property or equipment
- failure to report actual or suspected abuse
- disregard for the health and safety of others, including:
- reckless driving or operation of vehicles, plant or equipment
- smoking in prohibited areas
This list is illustrative and not exhaustive. Some examples may be regarded as gross misconduct. This depends upon the circumstances and seriousness of the case. Except in exceptional circumstances, gross misconduct will result in summary dismissal, without notice.
For further details, read our code of conduct.
Alleged criminal activity
An employment investigation may run in parallel to a:
- police
- audit
- child protection
- adult abuse investigation
An employee investigation should not be held up by any such investigations unless considered prejudicial to those investigations to proceed. We may decide on disciplinary action before the outcome of any court hearing.
All employees have the right not to be dismissed or victimised for speaking out. For further details, read our whistleblowing policy.