Staff Policy
Policy Title:
Code of Conduct Policy 2019
Responsibility:
Human Resources Manager
First Adopted:
July 2019
Review Frequency:
Three yearly, or as otherwise required
Last Reviewed:
September 2019
Next Review Due:
September 2022
Doc No
717183
File No
P50-0005
1
Policy Objectives
1.1
The purpose of the Code of Conduct policy is to provide Ruapehu District Council (RDC)
employees with standards of required behaviour, and the framework for conducting
business with customers, other employees and other stakeholders.
2
Definitions
2.1
RDC means Ruapehu District Council.
2.2
The Code means (The Code of Conduct policy).
2.3
PPE means Personal protective clothing / equipment.
2.4
H&S means Occupational Health and Safety.
2.5
Employee means any person employed to carry out word for RDC.
3
Principles
3.1
This Code of Conduct (The Code) policy applies to employees.
3.2
All employees of RDC must ensure they adhere to high professional and personal
standards.
3.3
All employees, whilst performing their work, shall behave in a manner which does not
contradict organisational policies and procedures, The Code, and any relevant legislation.
3.4
All employees must uphold the values of RDC.
3.5
Employees who are unsure of the appropriate action to be taken should seek advice from
their manager.
4
Background
4.1
This policy was created for all employees to outline the behaviour that is expected when
working for RDC.
5
Policy Statement
5.1
EMPLOYEE RESPONSIBILITIES
5.1.1
Employees
are required to:
(a)
Read and comply with RDC’s Code of Conduct policy.
(b)
Perform their duties with skill, honesty, care and diligence, using authority in a fair
and equitable manner.
(c)
Abide by policies and procedures, instructions and lawful directions that relate to
their employment and duties.
(d)
Comply with relevant professional codes of conduct applying to professional
bodies/registrations/memberships.
5.1.2
Employees will:
(a)
Treat
colleagues,
management,
customers,
volunteers,
contractors
and
stakeholders with respect.
(b)
Refrain from causing, or being involved in any incident, issue, and/or behaviour
which will cause detriment to the health, welfare, financial situation, and/or safety of
others, or the organisation’s reputation.
(c)
Abide by all relevant legislation and adhere to professional standards.
5.1.3
Bullying and Harassment RDC applies a zero tolerance to bullying and harassment behaviours and therefore
requires its employees to abide by all laws.
5.1.4
Conflicts of Interest
Employees will avoid any real or perceived conflicts of interest. This requires staff to make
declarations of any perceived conflict to ensure community trust and confidence is
maintained.
5.1.5
Criminal Offences
(a)
Employees shall not engage in any unlawful activity whilst in the workplace, whilst
undertaking duties or functions for RDC, or representing RDC in any way (including
traffic infringements).
(b)
Employees are advised to inform their Manager if they are charged with a criminal
offence.
5.1.6
Dress Code
(a)
All employees shall maintain an appropriate standard of grooming and dress as per
Councils Business Attire Policy. Dress must be respectful and appropriate.
(b)
When engaged in duties or functions for RDC, staff dress should present as
professional and appropriate to perform the duties for which the employee is
engaged.
(c)
Footwear should be fit for purpose.
(d)
The wearing of PPE is compulsory when required.
(e)
It is at the Managers discretion, and considering organisation policies, as to what
may or may not be appropriate.
(f)
Tattoos and piercings are not an issue, however much like clothing they must be
free of offensive words, pictures or logos if visible.
Note: Special consideration is given to dress up days.
5.1.7
Discrimination
(a)
RDC applies a zero tolerance to discriminatory behaviours and therefore requires its
staff to abide by all laws in relation to direct, or indirect discrimination.
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Code of Conduct Policy 2019
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(b)
Discrimination is treating, or proposing to treat, someone unfavourably because of a
personal characteristic protected by law.
(c)
Neither prospective nor existing employees will be discriminated against based on
their choice to wear cultural / traditional or religious dress.
5.1.8
Drugs and Alcohol
(a)
Employees are to carry out their work safely, and therefore shall not attend work or
perform duties, or function in an official capacity for RDC while under the influence
of alcohol or non-prescribed drugs.
(b)
Staff who are on prescribed medication that could affect their work performance, or
the safety of themselves or others, are also encouraged to inform their Manager to
ensure any necessary precautions or adjustments to work can be put in place.
Note: You will not be required to identify the diagnosis or medication unless you want to.
5.1.9
Financial Integrity
Employees will observe the highest standards of integrity in financial matters and comply
with all RDC requirements of financial management, i.e. desist from fraud or
misappropriation of funds.
5.1.10 Gifts and Benefits
Employees shall not generally accept gifts or monies and must declare these as soon as
possible to their Manager in accordance with Councils Gifts Policy.
5.1.11 Honesty at work
Employees will act honestly in the performance of their duties, be open and transparent
when making decisions, and give honest and current advice based on available facts and
data. This includes the initiation and maintenance of accurate and reliable records
(customer and other).
5.1.12 Occupational Health and Safety
Employees will comply with all H&S policies and procedures. This includes, but is not
limited to:
(a)
Identify hazards, manage controls and assess risks.
(b)
Participating in all H&S required activity, e.g. training and awareness sessions.
(c)
Where specified, or required, wearing personal protective clothing / equipment
(PPE).
(d)
The requirements of infection control, i.e. application of universal precautions.
(e)
Wearing appropriate footwear.
(f)
Abiding by policy regarding smoke free environments; and
(g)
The reporting of incidents or near misses in the register provided.
5.1.13 Other Employment
Employees will only engage in other employment or business where the activity does not
conflict with their role at RDC and after approval has be sought from their manager
beforehand.
5.1.14 Service Delivery
Employees will:
(a)
Provide frank, impartial and timely advice to customers, colleagues and other
stakeholders.
(b)
Provide high quality service.
(c)
Identify and promote best practice.
(d)
Support the values of RDC.
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Code of Conduct Policy 2019
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(e)
Exercise fairness, proper courtesy, consideration and sensitivity in dealing with
customers, employees and other stakeholders.
(f)
Respect the rights of individuals to make informed decisions, understand and
advance the concepts of empowerment, self-determination and autonomy.
(g)
Remain unbiased in their practice and refrain from imposing their personal values,
morals, beliefs and preferences on customers, other employees and other
stakeholders.
(h)
Utilise principles of sound judgement, honesty, safety and accountability.
5.1.15 Use of Information
(a)
Employees shall not make improper use (directly or indirectly) of any information
acquired during the course of their employment.
(b)
Employees will only disclose information when required to do so by law, when
consented to by a customer, when called to give evidence in court, or when proper
authority has been given.
(c)
Employees will adhere to RDC’s Information Management Policy.
5.1.16 Use of Power
Employees will use their powers responsibly, i.e. not in a way that provides benefit to
themselves, their family, friends or associates or in a way that is not fair and reasonable.
5.2
MANAGEMENT RESPONSIBILTIES
5.2.1
Managers are required to follow the responsibilities above and ensure that employees are
aware of, and comply with The Code.
5.3
BREACH OF CODE OF CONDUCT
5.3.1
Reporting of Unethical Behaviour
RDC employees must report to their Manager any:
(a)
Improper conduct.
(b)
Behaviour that violates any law, rule or regulation.
(c)
The mismanagement of resources; or
(d)
Any potential for danger to public health or safety.
5.3.2
RDC will support employees who act within their obligations and authority, however
employees acting without authority or unlawfully will not necessarily have support for their
actions.
5.3.3
Where there is a potential breach of The Code, the matter is to be referred to your
manager. When in doubt seek the advice of your manager, if this is not possible, seek the
advice of the Human Resources Manager.
5.3.4
A proven breach of standards will result in the commencement of disciplinary action and
serious and wilful misconduct may result in instant dismissal.
5.4
PROCEDURE
5.4.1
Where there is a potential breach of The Code
the following procedure will be followed:
(a)
The employee will inform their Manager of any perceived breach of the Code.
(b)
Employees will be, as a right, informed if they have been accused of a breach of
The Code.
(c)
All employees directly involved will be informed of the associated policy, procedure
and other related information by their Manager.
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Code of Conduct Policy 2019
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(d)
Employees have the right to seek third party support or union representation during
the process and will be informed of this.
(e)
On advice from the Manager an informal investigation will be undertaken, to
determine whether a formal investigation should be undertaken.
(f)
If a breach is determined to have occurred and requires further action, the Manager
will engage an independent investigator to undertake an investigation into the
allegations of the potential breach.
(g)
The investigator will make recommendations to the Manager on the outcome of the
investigation.
5.4.2
Outcomes may include continuation of normal duties; task re-assignment; job review; loss
of responsibility; or cessation of employment.
6
Related Legislation or Council Policies
6.1
RELATED LEGISLATION
6.1.1
Employment Relations Act 2000
6.1.2
Health and Safety at Work Act 2015
6.1.3
Health and Safety at Work (Worker Engagement, Participation, and Representation)
Regulation 2016
6.1.4
Crimes Act 1961
6.1.5
NZ Bill of Rights Act 1990
6.1.6
Privacy Act 1993
6.2
RELATED COUNCIL POLICIES
6.2.1
Business Attire Policy 2018
6.2.2
Gifts Policy 2017
6.2.3
Harassment, Bullying and Sexual Harassment Policy
6.2.4
Human Resource Strategy
6.2.5
Information Management Policy 2019
7
Annotations
Date
Description
September 2019
Adopted at a Management Meeting, 6 September 2019
Ruapehu District Council
Code of Conduct Policy 2019
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