Employee Code of Conduct
Management Policy
Policy Owner
People & Capability Manager
Adopted by
Senior Leadership Team
Description of policy
To ensure compliance with employees' general obligation to give
satisfactory service, respect the rights of the public and colleagues,
and refrain from conduct that might lead to conflicts of interest or
integrity.
Keywords
Conduct, Code, Conflict of Interests, Gifts, Influence, Neutrality
ECM doc set number
5896809
Date this version
Date policy first adopted
30/04/2019
13/08/2020
adopted:
This version effective from:
13/08/2020
Date of next review:
30/08/2022
Objectives
The Code of Conduct outlines Council expectations regarding staff behaviour and conduct in
all interactions with colleagues, contractors and the overall community. It is the expectation
of Council that all employee’s shal follow this Code of Conduct and wil act ethically, fairly
and with integrity to represent the best interest of Council at all times.
The Code of Conduct applies to all Council workers and staff, including temporary and
casual employees, and contractors.
Policy statement
Guiding Principles
All Council workers and staff shall conduct themselves in accordance with the following guiding
principles. These principles establish the obligations expected of workers in their relationship
with the public, the Council, the Chief Executive and colleagues in the execution and
performance of their duties.
Professional, ethical and fair
This includes:
▪
Ensuring decisions and actions are guided by
integrity,
honesty,
transparency,
openness,
independence, good faith, service to customers
and the public, and in accordance with the Local
Government Act 2002.
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▪
Following Council policies and procedures.
▪
Being professional, responsive and honest in all
dealings with Council and the community.
▪
Acting lawfully and ethically in the best interests of
Council and the community.
▪
Personally working to make local government
services accessible and effective by delivering the
highest possible standards of service to all
customers. .
▪
Ensuring personal hygiene, habits and dress meet
the standard required for the job being performed
and do not cause offence to others.
▪
Consulting with the community in accordance with
statutory requirements and best practice.
▪
Ensuring you do not withhold relevant information
from Council, nor seek to obstruct or delay a
decision, nor attempt nor undermine or improperly
influence Council policy.
Responsible,
accountable This includes:
and trustworthy
•
Obeying all lawful and reasonable employer
instructions and working as directed within the
terms of the employment agreement.
•
Using Council’s resources carefully with no
misappropriation, only for intended purposes and
not for personal gain.
•
Not removing Council property from the workplace
without proper authorisation.
•
Treating information with care, using it only for
proper purposes and never disclosing it without
proper authority.
•
Declining gifts or benefits that place us under any
obligation or perceived influence; and using
discretion and sensitivity when arranging or
approving gifts to ensure appropriateness to the
situation.
•
Ensuring decisions are made with the appropriate
level of delegated authority.
•
Having proper authorisation for any leave of
absence.
•
Complying with all Health & Safety legislation.
•
Considering the safety of others and the safety and
security of Council property/resources.
•
Notifying the appropriate manager of any other
special health circumstances, which may affect
your ability to perform the required duties.
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Impartial
This includes:
▪
Maintaining the political neutrality required to
enable us to work with current and future councils
and community boards.
▪
Remaining impartial and without political bias.
▪
Ensuring decisions and actions are procedurally fair
and free from bias, partiality or a predetermined
outcome.
▪
Ensuring our actions are not affected by our
personal beliefs, interests or relationships.
▪
Supporting our organisation to provide robust and
unbiased advice.
▪
Disclosing personal interests that could conflict
with those of Council.
▪
Not undertaking any other employment, or be
involved in any other business or voluntary
organisation which has or is likely to have an
adverse effect on role responsibilities, or could lead
to a conflict of interest.
Treating others with respect
This includes:
▪
Ensuring that language and behaviour are not
threatening, offensive, abusive, harassing or
bullying.
▪
Resolving difficulties between work colleagues in a
positive manner.
▪
Protecting
the
privacy
of
individuals
and
maintaining confidentiality.
▪
Valuing and accepting diversity and treating all
people with equity, fairness and respect.
Children’s Act 2014
This includes:
▪
Employees working with children are subject to
checks under the Children’s Act 2014 and to
suspension/termination if they commit a “specified
offence”.
Conflict of Interest
Any staff member that believes their role duties and functions may involve matters in which
either a private, family or business connection, or personal, financial or other circumstance
may affect their responsibilities to Council must notify their Manager before taking any action
in respect of that matter.
Additionally, all workers and staff are expected to declare any other employment, affiliations,
or voluntary roles to their line Manager as soon as possible, to ensure no conflict of interest
arises and to mitigate any risk to Council.
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Bribery and Corruption
Council has a zero tolerance approach to bribery and corruption. No individual shall, either
directly or indirectly:
-
Offer, promise, or provide; or
-
Seek, accept, request or agree to receive a financial or other advantage from a
customer, supplier or any other third party with the intention of inducing or rewarding
them to secure an improper business benefit.
All Council workers are encouraged to seek advice and / or raise concerns about any issue or
suspicion of bribery or corruption to either their line Manager or a member of the People and
Capability Team at the earliest possible stage. All reports will be treated in confidence and fully
investigated; Council workers will not be disadvantaged in any way for raising concerns.
Use of Knowledge and Influence Council workers shall ensure that the use of knowledge, information and influence gained
during the course of their duties is beyond reproach, open to the closest scrutiny and complies
with legislation, including but not limited to the Privacy Act 1993 and the Local Government
Official Information and Meetings Act 1987.
Drugs and Alcohol Workers shall not consume alcohol on Council premises except for official or other
functions as authorised by a Group Manager.
Any staff member that is believed to be under the influence of, or impaired by,
alcohol or drugs that adversely affects their work performance, the safety of the
worker or of others, and / or puts at risk the Council's reputation; shall be considered
for suspension and may face disciplinary investigation procedures.
Personal Comment
Council workers have the same rights of free speech and independence in the conduct of
private affairs as other members of the public. However they also have a duty not to
compromise Council by public criticism of, or comments on, policies with which they have
been professionally involved or associated.
Council workers shall:
•
Make it clear that comments being expressed are personal and do not represent Council
policy in circumstances where a staff member is likely to be identified as Council staff, and
where it could be perceived that their response is an official Council response.
•
Ensure that any contribution to public debate or discussion on policy matters maintains
the discretion and neutrality appropriate to their position.
Public Statement
Only staff members authorised by the Chief Executive and Group Managers may make
statements on behalf of Council. If a staff member is contacted by the media but is not
authorised to make statements, they should refer the reporter to the Communications team.
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Breaches of this Code of Conduct
Breaches of the Code of Conduct shall be treated seriously and may result in disciplinary
action, up to and including summary dismissal, as detailed in the Disciplinary Policy.
All workers who believe that the expected standards of conduct or integrity are being
contravened should bring it to the attention of their manager or a People & Capability team
representative. If the matter potentially constitutes serious wrongdoing, refer to the Protected
Disclosures Policy.
Definitions
Bribery:
Giving or receiving, whether directly or indirectly, of something of value to
influence a transaction (Ministry of Justice). A bribe may require someone to take
a particular action, such as award a contract or permit, or to turn a blind eye to
something that should not be happening.
Corruption: The abuse or misuse of entrusted power for private gain.
Measurement and review
This policy shall be reviewed every three years.
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