RFS 4070073 Chris Claydon PC 004 Code of Conduct Employees.pdf

Far North District Council Vision
A respected and trusted organisation that consistently delivers high quality services to the community and is dedicated to providing first class support
to the Mayor, Council and Community Boards’

Far North District Council Mission
A skilled work-force that informs, listens to and understands its customers, communities, including Iwi and Hapu, is focused on high performance and
delivers on its promises’

PC 004- CODE OF CONDUCT - EMPLOYEES

PURPOSE
The Code of Conduct sets out the values, understandings and expectations that we share and stand
for, when we work to deliver services and outcomes to the Far North District.

SCOPE
This policy applies to all employees, contractors and consultants working for or with the FNDC.  This
policy provides guidance on the standards of behaviour that are expected in this organisation.  All
people working for the organisation whether paid or unpaid, are expected to comply with policies,
procedures  and  practices.  The  Code  of  Conduct  specifies  expected  ethical  and  professional
standards.
This policy does not apply to the elected representatives (mayor, councillors, and community board
members) who are governed by a separate Code of Conduct.

PRINCIPALS
Employees and representatives are expected to conduct themselves in line with the FNDC’s values
and following these principles –

Professional,
This includes, but is not limited to -
impartial, ethical and

Following FNDC’s policies and procedures.
honest

Acting lawfully and ethically in the best interests of FNDC and the

community.

Being honest in all of your dealings with FNDC and the community.

Delivering the highest possible standard of service to all customers.

Disclosing personal interests that could conflict with those of
FNDC.

Ensuring personal hygiene, habits and attire meet the standard
required for the job being performed and do not cause offence to
others.

Maintaining political impartiality at all times.

Treating all information with care and using it only for authorised
Policy: Code of Conduct - Employee

Version: 002
Issue Date: February 2017

Review Date:  February 2022
Authorised by:  CEO


Owner: People & Capability Team
Far North District Council Policy – PC 004

Page 1 of 12

Far North District Council Vision
A respected and trusted organisation that consistently delivers high quality services to the community and is dedicated to providing first class support
to the Mayor, Council and Community Boards’

Far North District Council Mission
A skilled work-force that informs, listens to and understands its customers, communities, including Iwi and Hapu, is focused on high performance and
delivers on its promises’

PC 004- CODE OF CONDUCT - EMPLOYEES
and appropriate purposes (noting obligations under the Local
Government Official Information Act – LGOIMA).

Maintain political neutrality in official Council work and in particular
with communications.

Ensuring the personal interest of an employee or representative
does not conflict, may be perceived to conflict or potentially
conflicts with their responsibilities as a public employee or
representative. Open, honest and full disclosure is the best
protection against allegations of conflict of interest.
Accountable,
This includes, but is not limited to -
trustworthy
and    Decisions  and  actions  must  be  guided  by  integrity,  honesty,
responsible
transparency,  openness,  independence,  good  faith,  service  to
custodians
of
the
customers  and  the  public,  and  in  accordance  with  the  Local
district’s    assets  and
Government Act 2002.
funds
  Decisions and actions must be procedurally fair and free from bias,
partiality or predetermined outcome.
  Consult  with  the  community  in  accordance  with  Local  Government
Act requirements and best practice.
  Decisions are made with the appropriate level of delegated authority
  Staff will not withhold relevant information from Council, nor seek to
obstruct  or  delay  a  decision,  nor  attempt  nor  undermine  or
improperly influence Council policy.
  Taking  good  care  of  property  and  funds  and  using  them  only  for
intended purposes.
  Never misusing or misappropriating Council property or funds.
  Considering  the  safety  of  others  and  the  safety  and  security  of
Council property/resources.
  Declining any offers of cash, goods or services that are or could be
seen  as  inducements  or  bribes.  Please  refer  to  the  ‘Gifts  and
Inducements policy’ for more information.
Treating  others  with  This includes, but is not limited to -
respect

Ensuring that language and behaviour are not threatening,
Policy: Code of Conduct - Employee

Version: 002
Issue Date: February 2017

Review Date:  February 2022
Authorised by:  CEO


Owner: People & Capability Team
Far North District Council Policy – PC 004

Page 2 of 12

Far North District Council Vision
A respected and trusted organisation that consistently delivers high quality services to the community and is dedicated to providing first class support
to the Mayor, Council and Community Boards’

Far North District Council Mission
A skilled work-force that informs, listens to and understands its customers, communities, including Iwi and Hapu, is focused on high performance and
delivers on its promises’

PC 004- CODE OF CONDUCT - EMPLOYEES

APPENDIX 1
Definitions and examples of misconduct and serious misconduct
To help illustrate those standards the following provides some examples of behaviours that are not
acceptable. This list is not exhaustive and the fact that a certain unsatisfactory behaviour or action
is not listed does not mean it is condoned or acceptable.
The  seriousness  and  consequences  of  any  breach  of  the  Code  depends  on  the  circumstances  in
which it occurs and the impact of the conduct. Breaches of the Code will generally fall under either
misconduct or serious misconduct, the latter may, in some cases, is sufficient to justify summary (or
immediate)  dismissal.  However,  depending  on  an  assessment  of  the  facts  and  the  degree  of  the
breach, behaviour listed as misconduct can be treated as serious misconduct, and vice versa.
Examples of misconduct:
Any allegations of potential misconduct may be investigated and could result in disciplinary action
being taken, up to and including dismissal. Misconduct may include, but is not limited to:

Refusal to perform a reasonable and lawful request to work or to follow lawful instructions.

Careless, indifferent or negligent (other than gross negligence) performance of duties.

Failing to adhere to protocols or internal housekeeping requirements as stipulated by team
leaders/managers.

Being discourteous to other employees, customers, clients or suppliers.

Disorderly, aggressive or argumentative behaviour.

Failing to be at an assigned workplace during working hours, leaving an assigned workplace
without good reason or permission.

Failing to advise in an appropriate manner (without good reason) as soon as practicable of any
lateness or absence for which prior permission has not been obtained.

Failing to record hours of work correctly.

Regular lateness to work.

Smoking in a designated non-smoking area.

Failing to report any minor accident or personal injury at work or during work time.
Policy: Code of Conduct - Employee

Version: 002
Issue Date: February 2017

Review Date:  February 2022
Authorised by:  CEO


Owner: People & Capability Team
Far North District Council Policy – PC 004

Page 5 of 12

Far North District Council Vision
A respected and trusted organisation that consistently delivers high quality services to the community and is dedicated to providing first class support
to the Mayor, Council and Community Boards’

Far North District Council Mission
A skilled work-force that informs, listens to and understands its customers, communities, including Iwi and Hapu, is focused on high performance and
delivers on its promises’

PC 004- CODE OF CONDUCT - EMPLOYEES

Failing to report minor damage to property or damage caused while on FNDC business.

Failing to follow required product handling procedures.

Dress that is inappropriate to the employee’s working environment.

Failing to maintain reasonable standards of grooming and hygiene.

Failing to comply with FNDC’s information technology and communication policies, including
unauthorised or inappropriate use of e-mail, internet, social media and mobile phones or
excessive personal photocopying or printing.

Excessive use of work email or internet for non-work personal reasons, particularly where the
amount of time involved may be impacting on the time spent in the performance of normal
work duties.

Disorderly conduct in a public place or personal behaviour outside of work, which adversely
affects FNDC in its business dealings or the organisation’s reputation.

Failing to gain prior approval to commence paid work outside of Council duties

Examples of serious misconduct:
Any allegations of potential serious misconduct may be investigated and could result in disciplinary
action being taken, up to and including dismissal. Serious misconduct generally includes damage to
property, risk to safety of employees, the public or property, damage to FNDC’s reputation, fraud,
theft and negative consequences related to drugs or alcohol. Serious misconduct may include, but is
not limited to:
•  Any act or omission that causes injury or damage or adversely affects quality or productivity.
•  Dishonesty including theft, falsification, or being party to falsification of FNDC client or customer
document or record.
•  Failing to comply with FNDC’s health and safety policies and procedures including notification of
hazards,  reporting  of  injuries,  wearing  and  use  of  safety  protection  equipment  or  protective
clothing, and failing to follow lawful instructions regarding health and safety.
•  Failing to disclose a work-related accident or near miss incident that had significant potential to
cause serious harm to any person.
•  Leaving an assigned work place without authority or due cause where safety or security is then
put at risk.
Policy: Code of Conduct - Employee

Version: 002
Issue Date: February 2017

Review Date:  February 2022
Authorised by:  CEO


Owner: People & Capability Team
Far North District Council Policy – PC 004

Page 6 of 12

Far North District Council Vision
A respected and trusted organisation that consistently delivers high quality services to the community and is dedicated to providing first class support
to the Mayor, Council and Community Boards’

Far North District Council Mission
A skilled work-force that informs, listens to and understands its customers, communities, including Iwi and Hapu, is focused on high performance and
delivers on its promises’

PC 004- CODE OF CONDUCT - EMPLOYEES
•  Taking, selling, distributing, transferring or being in possession of illegal drugs while at work, on
FNDC premises, or when the employee can otherwise be identified as an FNDC employee.
•  Being  impaired,  or  potentially  impaired,  by  alcohol  and/or  drugs  while  at  work  or  at  a  work-
related activity.  Staff are advised to take a sensible approach.
•  Staff  members  who  operate  and/or  while  operating  FNDC  work  vehicles  or  equipment  must
maintain a zero alcohol limit at all times.
•  Victimisation, intimidation, publishing defamatory statements via public forums, fighting and/or
physical assault, harassment (including sexual harassment), bullying or inappropriate language
or  behaviour  towards  another  person  while  at  work  and/or  on  FNDC,  client,  or  customer
property or at any FNDC social or public occasion.
•  Accessing  confidential  information  for  personal  gain  or  pertaining  to  own  personal  interest
and/or  coercing  any  other  FNDC  employee  to  progress  any  issue  outside  of  normal  Council
process.
•  Unauthorised possession of firearms/dangerous weapons/ instruments or any other illegal item
on FNDC/client/customer premise/property.
•  Disclosure,  destruction  or  unauthorised  use  of  confidential  information  or  work  processes,
designs or other material produced or published by FNDC.
•  Conduct (including outside of normal working hours) that brings (or has the potential to bring)
the image or reputation of FNDC into disrepute.
•  Misrepresenting FNDC or knowingly accepting bribes for personal gain or profit.
•  Failing to follow standard cash handling or finance policies and procedures.
•  Unauthorised use or handling of funds or FNDC resources.
•  Actions or inaction that puts the operation or security of the FNDC’s computer networks at risk.
•  Viewing,  accessing,  downloading,  saving,  printing  and/or  forwarding  of  inappropriate
email/internet material inappropriate for work, such as pornography.
•  Unauthorised  possession  of,  use,  lending,  removal  or  deliberate  damage  to  the  property  of
FNDC, other employees, clients or customers.
•  Failing  to  notify  possible  conflicts  of  interest,  secondary  employment,  personal  or  third  party
relationships,  this  may  have  an  impact  on  your  impartiality,  collusion  or  breaches  of
confidentiality.
•  Non-disclosure  of  criminal  history/convictions  as  requested  on  job  application  forms,
falsification, or nondisclosure of relevant information on pre-employment information.
Policy: Code of Conduct - Employee

Version: 002
Issue Date: February 2017

Review Date:  February 2022
Authorised by:  CEO


Owner: People & Capability Team
Far North District Council Policy – PC 004

Page 7 of 12

Far North District Council Vision
A respected and trusted organisation that consistently delivers high quality services to the community and is dedicated to providing first class support
to the Mayor, Council and Community Boards’

Far North District Council Mission
A skilled work-force that informs, listens to and understands its customers, communities, including Iwi and Hapu, is focused on high performance and
delivers on its promises’

PC 004- CODE OF CONDUCT - EMPLOYEES

Responses to Breaches of the Code
Potential breaches of the Code of Conduct will be treated seriously.
Breaches  of  this  code  are  dealt  with  differently,  depending  on  whether  an  elected  member's
conduct is in question, or a staff member.
In cases relating to elected members, the exact nature of the action the Council may take depends
on the nature of the breach and whether there are statutory provisions dealing with the breach.
Where there are statutory provisions:
  Breaches relating to members’ interests render members liable for prosecution by the Auditor -
General under the Local Authority (Member’s Interests) Act 1968.
  Breaches which result in the Council suffering financial loss or damage may be reported on by
the  Auditor-General  under  the  Local  Government  Act  2002,  which  may  result  in  the  member
having to make good the loss or damage.
  Breaches relating to the commission of a criminal offence may leave the staff member liable for
criminal prosecution.
  In these cases the Council may refer an issue to the relevant agency.  Members of the public
similarly may make such complaints, or the agency itself may take action on its own initiative.
Where there are no statutory provisions, steps to address a potential breach of the Code of Conduct
may include:
  Investigating the alleged incident/s.
  Determining whether action may be taken further action including disciplinary.
  Giving  the  employee  /  contractor  /  consultant  the  opportunity  to  comment  prior  to  any
further action being taken.
  Censure.
  Dismissal of the staff member from a position.
  A decision to apply one or more of these actions requires a Council resolution to that effect.

Policy: Code of Conduct - Employee

Version: 002
Issue Date: February 2017

Review Date:  February 2022
Authorised by:  CEO


Owner: People & Capability Team
Far North District Council Policy – PC 004

Page 8 of 12