Workplace Code of Conduct - Template, Sample Form Pro · UK-law

CODE OF CONDUCT

________

(Company registration number: ________)

Registered office: ________

1. Introduction and Status of this Code

1.1. This code of conduct (the "Code") sets out the principal standards of behaviour and conduct required by ________ ("we", "our", "us").

1.2. The Code applies to all of our staff members, irrespective of rank or role, including all:

- employees;

- workers;

- volunteers;

- agency workers;

- contractors; and

- consultants

("you", "your" and "yours").

1.3. Where you are an employee, the Code forms part of your contract of employment and should be read in conjunction with your written statement of particulars of employment provided under sections 1 to 4 of the Employment Rights Act 1996. Where you are engaged otherwise than as an employee, the Code forms part of your contract for work or services with us.

1.4. This is a non-contractual statement of principle save to the extent expressly incorporated into your contract; we may amend, replace or withdraw the Code from time to time. Any such amendment will be notified to you in writing.

Lorem ipsum dolor sit amet consectetur adipiscing elit sed do eiusmod tempor incididunt ut labore et dolore magna aliqua ut enim ad minim veniam quis nostrud exercitation ullamco laboris nisi ut aliquip ex ea commodo consequat duis aute irure dolor in reprehenderit voluptate velit esse cillum dolore eu fugiat nulla pariatur lorem.

2. General Rules

Our fundamental general rules are set out below and must be adhered to at all times.

2.1. Punctuality, Time-keeping and Absence

2.1.1. You should arrive promptly and be ready to commence work by your contracted start time.

2.1.2. You should remain working until your contracted finish time.

2.1.3. You should obtain explicit written permission if you wish to commence work after your contracted start time or finish earlier than your contracted finish time.

2.1.4. You must report any lateness or absence as soon as reasonably practicable, in accordance with our absence reporting procedures. Any statutory rights you may have to sick pay, family leave or other statutory leave under the Employment Rights Act 1996 and related legislation are unaffected by this Code.

2.2. Professional Standards

2.2.1. You must carry out your duties with diligence, professionalism and in accordance with all applicable regulatory and legal requirements.

2.2.2. You must not misuse your professional position or any information obtained during the course of your work.

2.2.3. You must act with honesty and integrity at all times.

2.2.4. You must treat others (including other staff members, clients and customers) fairly and with dignity and respect, and in accordance with the Equality Act 2010. Discrimination, harassment, victimisation or bullying on the basis of any protected characteristic will not be tolerated.

2.2.5. You must not conduct your work in a manner which endangers your own health and safety or that of others, and you must comply with the Health and Safety at Work etc. Act 1974 and our health and safety policies.

Lorem ipsum dolor sit amet consectetur adipiscing elit sed do eiusmod tempor incididunt ut labore et dolore magna aliqua ut enim ad minim veniam quis nostrud exercitation ullamco laboris nisi ut aliquip ex ea commodo consequat duis aute irure dolor in reprehenderit voluptate velit esse cillum dolore eu fugiat nulla pariatur lorem ipsum dolor sit amet consectetur adipiscing elit sed do eiusmod.

2.2.7. You must not act in a manner which undermines our image or public reputation.

2.2.8. Your conduct outside of work (including via social media platforms) may affect your ability to carry out your role or may harm our reputation. You must ensure that your conduct in public, online or otherwise, does not have any such adverse impact.

2.2.9. You must not allow any personal interest to conflict with your professional obligations. If you are concerned about any actual or potential conflict of interest you must raise it with your manager as soon as reasonably practicable.

2.2.10. You must ensure that your work is not affected by any bribery or corruption and you must comply with the Bribery Act 2010 at all times. During the course of your work, you must never offer, give, request or accept:

2.2.10.a. any cash, monetary gift or voucher from any third party (such as a client, customer or supplier); or

2.2.10.b. any gift or hospitality from any third party with a value exceeding £________.

2.2.11. Any and all gifts and hospitality offered, given, requested or received must be formally recorded on our gifts and hospitality register.

2.3. Appearance and Dress

2.3.1. You should ensure that you appear clean and neat in your attire and personal appearance.

2.3.2. You should ensure that your attire remains professional at all times and is not offensive or inappropriate.

2.3.3. You should adhere to all other written instructions and codes regarding dress. We will make reasonable adjustments and accommodate requirements relating to any protected characteristic under the Equality Act 2010, including religious dress.

2.4. Confidentiality, Data Protection and Security

2.4.1. You must treat all information encountered during your role with the appropriate level of confidentiality and must not disclose any confidential information save as authorised or required by law.

2.4.2. You must take care to maintain confidentiality when speaking in public places or communicating online.

2.4.3. You must keep all access codes, passwords and keys secure at all times, in accordance with our information security and confidentiality policies.

2.4.4. You must process any personal data to which you have access strictly in accordance with the UK General Data Protection Regulation (UK GDPR), the Data Protection Act 2018 and our Data Protection Policy.

2.5. Personal Relationships at Work

2.5.1. We acknowledge that staff members may develop close personal or romantic relationships. We do not seek to prohibit or deter such relationships, but the following factors should be considered, namely the potential risk:

2.5.1.a. of allegations or perceptions of favouritism;

2.5.1.b. that others in the team or workplace feel excluded or uncomfortable;

2.5.1.c. of a conflict of interest or an abuse of trust, where there is a management or supervisory relationship between the parties; and

2.5.1.d. of conflict in the workplace should the relationship break down.

2.5.2. If you develop a romantic or close personal relationship with a colleague who is less senior to you, or which may impact your work or professional obligations, you should declare it to your supervisor or manager. If it is concluded that the relationship may present a conflict of interest, reasonable steps will be taken to manage the situation.

2.5.3. A close personal or romantic relationship with a client or customer may also give rise to a conflict of interest. You should discuss any such relationship with your supervisor or manager.

2.5.4. If you are involved in the recruitment process, all appointments must be made on the basis of merit and in accordance with the Equality Act 2010.

2.6. Use of Company Property and Resources

2.6.1. You must take reasonable care of any company property, equipment and resources provided to you in the course of your work.

2.6.2. You must only use company property, equipment and resources for legitimate work purposes and in accordance with all relevant policies.

2.6.3. You must not use company property, equipment or resources for personal gain or any unauthorised purpose.

2.6.4. You must return all company property, equipment and resources upon request or upon the termination of your engagement with us.

3. Non-Compliance

3.1. A breach of the rules set out in the Code may lead to disciplinary action under our Disciplinary Policy and Procedure, up to and including, in serious cases, summary dismissal for gross misconduct.

3.2. Where you are not an employee, a breach may result in the termination of your engagement in accordance with the terms of your contract for work or services.

3.3. Nothing in the Code affects your statutory rights or our right to take any action available to us at law.

4. Governing Law

4.1. The Code, and any contract of which it forms part, shall be governed by and construed in accordance with the law of England and Wales, and the parties submit to the exclusive jurisdiction of the courts of England and Wales.

5. Acknowledgement

I confirm that I have read, understood and agree to comply with this Code of Conduct.

Signed by the staff member: ________

Name: ________

Position: ________

Date: ________

Signed for and on behalf of ________: ________

Name: ________

Position: ________

Dated: ________