NEATH PORT TALBOT COUNTY BOROUGH COUNCIL

Personnel Committee

27th February 2017

Report of the Head of Human Resources - Sheenagh Rees

Matter for Decision

Wards Affected:

All wards

Revised Employee Code of Conduct

Purpose of the Report

The purpose of this report is to seek Members approval to implement the revised Employee Code of Conduct Policy.

Background

The Employee Code of Conduct provides a clear framework within which all employees of the Council are expected to conduct themselves. The Council maintains a work environment for its staff in which honesty, integrity and respect for fellow employees is constantly reflected in personal behaviour and standards of conduct.

The current version of the Employee Code of Conduct was approved by Personnel Committee on 19th June 2012. During the five years the Policy has been in operation, it has now been necessary to update it to reflect legislative changes, best practice and to provide greater clarity in relation to what is expected of employees, following feedback and lessons learned during its operation.

The full content of the Policy is set out as Appendix 1 to this report.

Changes to the Employee Code of Conduct

The changes to the Policy are in relation to:-

3.1	the rules applicable to the monitoring of the declaration of gifts,	hospitality and interests and the differences in relation to senior	officers and other employees (section 4);

3.2	secondary employment and the employee's responsibility to ensure	that when they change jobs, they inform the new manager of their	secondary employment to ensure this is monitored throughout their	employment with the Council (section 4, paragraph 4.3);

3.3	ensure that all employees are aware that it is a criminal offence to	offer, promise or give a bribe (section 6);

3.4	what the likely outcome may be if an employee is absent due to	sickness in one job, but not another job. Individual circumstances	are considered, however recent disciplinary cases indicate that	there should be greater clarity in relation to this (paragraph section	10, paragraphs 10.5 - 10.10)

3.5	The declaration of criminal offences for which employees have been	charged or prosecuted which are reportable to their professional or	standards body which could either:-

-	bring the Council into disrepute;

-	result in them being unable to undertake the role for which	they are	employed (eg a driving ban);

-	may result in a prison sentence (section 12)

Notification of the Changes

Consultation has taken place with the Trade Unions at the Local Government Services Forum and the Trade Unions are supportive of these changes.

It is important that these changes are communicated to all employees within the Council. It is planned to place an article 'In the Loop' and the Policy will be placed on the HR Intranet pages.

In order to ensure maximum coverage, the Head of Human Resources will be circulating the revised Policy to Corporate Directors and Heads of Service to ensure the changes are communicated to all employees via team briefings.

Financial Impact

There are no financial impacts associated with this report.

Workforce Impacts

By providing clarity around the matters identified above, employees will know exactly what is expected of them. This will have a positive impact of the workforce of the Council.

Legal Impacts

There are no legal implications in relation to this report.

Risk Management

There are no risks associated with this report.

Consultation

There is no requirement under the Constitution for external consultation on this item.

Recommendations

It is RECOMMENDED that Members APPROVE the revised Employee Code of Conduct appended to this report.

FOR DECISION

Appendices

Appendix One - Employee Code of Conduct

List of Background Papers

None

Officer Contact

Sheenagh Rees, Head of Human Resources

Tel: 01639 763315

Email: s.rees3@npt.gov.uk