1. Policy Application

This policy applies to all Council employees except those employed under the delegated powers of Governing bodies of Community, Voluntary Controlled schools and Trust schools.

This code should be read in conjunction with the disciplinary rules contained within the disciplinary and dismissals policy.

This code also incorporates the Council’s Ethics Statement, which is attached at Appendix 1.  The purpose of the Ethics Statement is to provide guidance for Council colleagues on the ethical framework within which the Council seeks to conduct its activities.

Any breach of this code will be regarded as misconduct, leading to disciplinary action up to and including dismissal. Nothing in this code overrides existing statutory or common law obligations.

2. Principles

 

2.1 General Standards

The public is entitled to expect the highest standards of conduct from all employees who work in local government. The role of local government employees is to support the Council in achieving its objectives, implementing policies and delivering services to the local community.

This code describes minimum expected standards that protect the integrity of both employees and the Council; however, having a values-led approach is vital to the Council’s success. This code describes minimum expected standards that protect the integrity of employees and the Council. Underpinning the code of conduct is a set of Council Values that are vital to the Council’s success. The Values help us to maintain and improve how we work with each other, our partners and customers. You are expected to demonstrate behaviours that reflect these values whilst performing your duties.

The values of Derby City Council are:

Can do – Our positive attitude means that we find ways of achieving excellent outcomes for our customers, partners, stakeholders and colleagues.

Being the best – We create an environment where we constantly strive for better ways of doing things, through creativity, forward thinking and learning.

Brilliant customer experience – We put our external and internal customers at the heart of everything we do.

Honesty and respect – We will behave ethically and with transparency, embracing diversity and treating everyone fairly.

The Council also has guidance on workplace behaviours called Derby Workstyle which employees are expected to follow.

 

2.2 Acceptance of gifts/hospitality

The Council is committed to conducting its services fairly, honestly, openly and adhering to the Anti-bribery Policy. You must not compromise your position by appearing to accept, or accepting gifts/hospitality which might be considered by others to have influenced you when making decisions on behalf of the Council.

You must secure approval from your line manager before accepting any gift or hospitality. All offers of gifts/hospitality over the value of £25 must be recorded. If you do not know  the value or are unsure, record it.

In general, you are expected to refuse gifts and hospitality offered to you or members of your family by any person or body that has, or seeks to have dealings of any kind with the Council. Cash or monetary equivalents offered must always be refused, regardless of the value. There may be occasions where it could cause offence to refuse hospitality/gifts.

However, no gift/hospitality that could look as though you have been dishonest or corrupt should be accepted.

See Acceptance of gifts, hospitality and sponsorship for information.

 

2.3 Additional Employment 

Employees may carry out additional work, employment or outside activity if it is not in conflict with the Council’s business.

The Chief Executive and Chief Officers must seek express consent from full Council to take up additional employment in line with their terms and conditions.

You must disclose and seek approval from your line manager who will determine if there is likely to be a conflict of interest. Your manager will also assess hours worked in line with the Working Time Regulations 1998 and discuss this with you.

You must not do personal work of any sort during the hours you are carrying out your work for the Council or use the Council’s facilities in connection with additional employment.

If you are considering establishing a business, social enterprise or micro provider organisation you should also read, and act upon the framework “Implications of the  Localism Act and social enterprises”.

Details of the declaration process and further guidance is available from your line manager.

 

2.4 Consumption of alcohol

You must not drink alcohol during the working day at all; including unpaid breaks. You must also make sure that you are fit for duty if on call or about to start work. You must be mindful of the effect your behaviour will have on the reputation of the Council.

Disciplinary action will be taken against you if your ability is impaired by alcohol whilst on duty.

 

2.5 Illegal substances and medication 

It is a criminal offence to produce, possess or supply an illegal substance. You must not use, or be under the influence of an illegal substance during the working day at all; including unpaid breaks.

You have a duty to inform your line manager if you are taking any medication which interferes with the safe performance of your role. You also have a duty to inform your doctor, if you drive or work with dangerous machinery, when they are prescribing medication. You should also refrain from over medicating while at work or if you are about to start work, with either prescribed or over the counter medicines by exceeding the recommended dosage.

You must be mindful of the effect your behaviour will have on the reputation of the Council and the impact illegal substances, or the misuse of legal drugs will have on your ability to perform your duties. Disciplinary action will be taken against you if your ability is impaired by illegal substances or the misuse of legal drugs while on duty.

 

2.6 Conflict/disclosure of personal interests

Employees must not allow personal interests to conflict with the Council’s business. This means you must not use your Council position, facilities or equipment to benefit yourself, family, friends or a private company/interest.

You must register any interest you/your spouse/partner has which may conflict with the Council’s interest. This includes any employment by, substantial shareholding in or membership of any external company or body which has, or may enter into a contractual relationship with the Council or which is involved in campaigning or lobbying in respect of any Council activity.

The same principles apply to work carried out through partnership arrangements. So if you are involved in any type of partnership working with other agencies/companies and there appears to be a potential conflict of interest, you must also register this as described above.

Disclosure must be made as soon as it becomes evident there is or may be a conflict of interest. It may come to light in processes such as recruitment, tendering or during committee meetings. It must be declared immediately if you, a relative or friend has, or could be perceived as having, a personal interest in the process. Arrangements should be made to protect both the Council and the employee’s position.

 

You must also declare membership of any organisation not open to the public, which requires allegiance and which has secrecy about rules, membership or conduct.

 

If you are considering establishing a business, social enterprise or micro provider organisation you should also read, and act upon the framework “Implications of the Localism Act and Social Enterprises”.

 

Details of the declaration process and further guidance are available from your line manager.