| |
Policies - Code of Conduct
1) Statement
of policy
Employees will maintain conduct of the highest standard such
that public confidence in their integrity is sustained
2) Standards
Employees should provide appropriate advice to individuals and
organisations contacting or involved with the Shadow Council
with impartiality.
Employees should bring to the attention of the management committee
every potential conflict of interest and/or deficiency in the
provision of service without fear of recrimination.
3) Disclosure of information
The Shadow Council seeks to keep communication structures as
open as possible. This includes diaries of work done in previous
months, organisations contacting the office and annual accounts.
Staff should not
- Disclose the contact details of or personal information relating
to young people, staff or management committee members
- Specify which young people attended potentially controversial
meetings
- Disclose sources of information where confidentiality has
been assured or implied unless specifically requested to by
the management committee
Staff should not use information gained for their own personal
gain or benefit and should not pass it on to other people who
might use it in this way.
4) Political neutrality
Employees serve young people, organisations and individuals
contacting the Shadow Council as a whole, not just those of
a particular group.
Elected representatives are contacted on an issue, not party
political, basis. Information supplied to elected representatives
should be consistent to all. While elected representatives may
assist the Shadow Council (eg in providing consent for a visit
to Stormont) they will not receive any publicity from such assistance.
The utmost care should be taken to prevent party political manipulation
of the Shadow Council which is elected on youth issue manifestos.
5) Political activity
Employees should not allow their own personal or political opinions
to interfere with their work. While employees are entitled to
their own political views they should not take any public part
in support of, or opposition to, any candidate in elections
in the District.
6) Relationships
With young people Employees have the responsibility to protect
young people involved with the Shadow Council from physical,
sexual and emotional harm in accordance with the Young
Person's Protection Policy
With adult elected representatives Employees should deal with
Councillors in a polite and efficient manner and should not
attempt to influence Councillors out of personal motives
With the local community and service users Employees should
ensure courteous, efficient and impartial service delivery to
all groups and individuals involved with the Shadow Council
With contractors All relationships with contractors or potential
contractors should be made known to the Shadow Council/Shadow
Council Management Committee. If members of the public knowing
the facts of the situation would reasonably conclude that the
interest involved might influence the approach taken to an application
or contract then declare.
Code of conduct for employees contd
7) Appointments and other employment matters
Employees should not be involved in decisions in relation to
discipline, promotion or pay adjustments for any other employee
who is a partner or where a family relationship exists
9) Other commitments
An employee should not be involved in activities which could
weaken public confidence in the conduct of the Shadow Council's
business
10) Personal interests
Employees must declare any financial or non-financial interests
which may be in conflict with the Shadow Council's interest
11) Equality issues
Employees have a right to be treated with fairness and equality
in line with the Shadow Council's Equal Opportunities Policy.
12) Corruption
Employees should not receive or give any gift, loan, fee, reward
or advantage for doing or not doing anything, of for showing
favour or disfavour to any person in his/her official capacity
13) Financial resources
Employees must ensure that they use funds entrusted to them
in a responsible and lawful manner. They should strive to ensure
value for money to the local community
14) Hospitality and gifts
Employees should only accept offers of hospitality if there
is a genuine need to impart information or represent the Shadow
Council. Offers to attend purely social or sporting functions
should be accepted only when they are part of the life of the
community or where the Shadow Council should be seen to be represented
When hospitality has to be declined, those making the offer
should be courteously but firmly informed of policy relating
to hospitality.
Employees should not accept significant personal gifts from
contractors, members of the public and outside suppliers, but
insignificant items of token value such as pens, diaries etc
can be retained by employees, provided they do not exceed the
value of £20
In exceptional cases where the refusal of a gift might offend
the donor or cause embarrassment the employee may exercise discretion
in its handling (eg gifts for speaking at a conference). For
example, gifts may be donated to charity, shared with volunteers
etc
15) Sponsorship - Giving and Receiving
Where an outside organisation wishes to sponsor or is seeking
to sponsor a Shadow Council activity care should be taken when
dealing with such potential contractors
When the Shadow Council is paying for an event or service, neither
an employee, nor any partner or person where a family relationship
exists must benefit financially in any way without full disclosure
to the management committee
NOTES:
Family relationship:
Parent, son, daughter, brother, sister, uncle, aunt, nephew,
niece, grandparent, grandson, granddaughter, spouse
|
 |
|
|
|
