Lewisham District Scout Council

Lewisham District Scout Council

Code of Conduct

(Considered & updated January 2014)

1. Introduction

This code of conduct applies to all employees including temporary and casual workers.

It is expected that conduct at work and integrity should be of the highest standard. You have a duty to behave in a way that reflects well on your employer, working at all times within the law and strictly according to the employers procedures and regulations.

The Code of Conduct sets out standards of conduct expected of all employees. It is important to read and understand the Code. Disciplinary action, including dismissal, may result if you fall below the expected standards.

If in doubt about any aspect of the Code, you should seek advice from your Line Manager.

2. Working Hours and Attendance

All employees should be reliable and punctual. To qualify for leave under any of the employers leave schemes, e.g. sickness, maternity, special leave, you are expected to comply with the conditions of the scheme and particularly note the employers sickness reporting procedures. Any time off, for example, annual leave or for Doctors’ visits must be agreed with your manager before the event and leave records completed.

3. Personal Appearance

The employer acknowledges that there are many styles of dress. You must comply with any particular dress requirements of Lewisham District Scout Council, or for the event /activity in question.

It is important that you dress appropriately for your job recognising the high standard of personal appearance and dress expected of all employees.

Within this framework the employer will ensure that this does not exclude clothes worn for cultural or religious reasons unless there is a risk to health and safety.

Any special clothing or identification provided by the employer including protective clothing must be worn where required.

Jewellery may be worn but should be appropriate for the working environment and not a risk to Health and Safety.

4. Working Relationships

To achieve the highest standards possible, at all times, the public, external contacts and colleagues should be treated with courtesy, respect and helpfulness whether on the phone, in written correspondence or face to face.

All employees have a responsibility to respect, act in accordance with, and thereby support and promote the spirit and intentions of the employers Equal Opportunities Policy. You are expected to treat others with dignity and respect and you should never harass or discriminate against people you meet in the course of your work.

The employer will treat harassment or discrimination by staff in contravention of the policy as completely unacceptable, and will take disciplinary action which, in a serious case, could lead to summary dismissal for gross misconduct.

Every employee has the right to come to work and feel comfortable in their role. Any employee or group of employees who undermine this right of an employee will be dealt with most seriously.

5. Working with your Manager

Sound working relationships between managers and employees are critical to achieving work objectives and providing a high quality service.

You should carry out instructions your manager gives you to the best of your ability. Your manager should also deal with you courteously, reasonably and fairly.

6. Professional Indemnity

The employer will indemnify and not sue current and former employees in relation to breaches of professional duty arising in the bona fide execution of their duties.

7. Bribery/Inducements

Any employee accepting money or other reward inducements for doing or not doing anything or showing favour or disfavour to any person in their official capacity shall be subject to immediate dismissal.

8. Employment in addition to employment with Lewisham District Scout Council

If an Employee has another job, or is running a business beyond their paid employment with Lewisham District Scout Council, a declaration of additional employment will need to be passed to their Line Manager. The declaration should include the nature of the work and how many hours per week this is undertaken. This additional employment will then be accounted for in managing the employee’s overall average working week for purposes of the Working Time Directive.

The employer will consent to such additional employment on the

following basis:

·  that it does not conflict with the employers interest in any way or the duties that employees are required to undertake under the terms of their contract of employment with the employer;

·  it is not likely to pose a risk or serious accident due to the dangerous or hazardous nature of the work or activity thus involving potential long-term absence from work;

·  it is not, as a result of the hours or days in which, or the duration of the period over which, they are undertaken likely to cause the employee to work excessive hours or to receive insufficient rest, such their your own health and safety or that of other employees or of anyone using the employers services is put at risk.

If an employee is unable to attend work for reasons which appear to be connected with their undertaking paid work other than for the main employer or as a result of participating in dangerous or hazardous activities with a high potential risk of serious accident, i.e. sport as paid activity the employer may withhold sick pay. It is strongly advised that employees do not participate in these activities, or take out insurance to cover loss of pay in the case of sickness or injury.

9. Use of Equipment and facilities

Employees should generally not make use of the employer’s equipment

such as telephones, fax machines, printers, photocopiers and computers

for the purpose of any private business or activity.However, incidental

and limited occasional personal use of IT facilities (computers, blackberry

email, text messaging, internet access, fax and telephones) not strictly on

Lewisham District Scout Council business is permitted.

All usage will be monitored.

Any personal calls/texts made directly outside the UK must be authorised

in advance and the user will be liable for the call charge.

10. Working Safely

It is the employer’s policy to provide a safe and healthy working environment for all its employees and to ensure that all reasonable steps are taken to protect the health and safety of those using its service. Managers will advise employees of their responsibilities for health and safety where necessary.

Employees are expected to ensure that a safe working environment is maintained and prevent the risk of injury to themselves and others by:

·  following the employers procedures in relation to Health and Safety;

·  taking, as far as is reasonably practicable, steps to ensure the health and safety of colleagues, service users and themselves;

·  wearing any safety clothing and using any appropriate equipment

which is provided to employees for their work;

·  reporting promptly any accident or near misses an employee has had at work;

·  complying with hygiene requirements;

·  Informing the line manager if the employee is taking any medication that may harm their ability to do their job;

·  never use plant or machinery if you have taken any medication or drug that may affect your ability to do so safely; or have not been trained to use the equipment

·  co-operating in all activities, including training, organised to promote safety;

·  ensuring that safety equipment is not misused or damaged;

11.  Working with the employers Property and Money

Employees must not steal or willfully damage anything that belongs to the Association. Taking property or equipment home for work purposes must be agreed in advance with your manager (e.g. PC’s etc).

Any property or equipment that the employee has been permitted to borrow must be returned as soon as it is required elsewhere and immediately if you leave Lewisham District Scout Council’s employment.

Employees must not copy or take software, including other licensed software for your own use. All software must be run within the terms of its license.

12. Desk, Files, Files in Computer Readable Form and Locker Searches

It is not Lewisham District Scout Council’s practice to search an employee’s desk, papers, files, files in computer readable form or personal lockers. However, where a manager has suspicions of illegal activity, serious misconduct or breach of any requirement of the Councils policies, the employer reserves the right to make such searches. With regards to searching an employee’s desk or locker which may contain personal effects, other than in exceptional circumstances, the employee will be informed in advance about a search.

13. Postal System

Misuse of the postal system is a disciplinary offence. An example would be to use employer’s stationery and/or postage stamps for personal correspondence.

14. Misconduct

This Code of Conduct sets out standards of behaviour expected from employees. It is not intended as a definitive guide covering every aspect of conduct. The employer has attempted to keep such rules to a minimum to demonstrate trust in its employees and confidence that acceptable standards of behaviour will prevail through self-discipline rather than through a rigid application of rules.

However, all employees should understand that disciplinary action, including where appropriate dismissal, may result if standards of behaviour and conduct fall below those outlined in the code.

15. Whistle blowing policy

Employees and the public may be the first to spot something that is seriously wrong in connection with the employer and its activities. The employer is committed to being open, honest and accountable and therefore wishes to be alerted to any problems at the earliest opportunity.

This will enable the employer to take appropriate action: