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Contents

1. General Principle
2. Equality and Fairness
3. Confidentiality and Access to Information
4. Communication
5. Stewardship
6. Appointment of Staff
7. Whistle Blowing
8. Political Neutrality
9. Personal Interests
10. Gifts and Hospitality
11. Dress, Appearance and Behaviour
12. Sickness Absence

1. General Principle

All Centre users are entitled to expect the highest standards of conduct from all Centre employees with staff performing their duties with honesty, integrity, impartiality and objectivity at all times.

2. Equality and Fairness

Staff should give a courteous, efficient and impartial service, treating everyone equally and in line with the Centre's Customer Care Standards.  They should also comply with legal requirements on human rights, equality and anti-discrimination issues.

In the workplace all staff should work towards developing professional respect for each other, there should be mutual respect with staff's behaviour being conducive to a productive and harmonious work environment.  All staff have a right to be treated with courtesy, fairness and equality.  Treating others as you wish to be treated.

3. Confidentiality and Access to Information

Staff must not disclose information given to them in confidence or of a sensitive nature without the consent of a person authorised to give it, unless they are required by law to do so.

• Passwords will only be allocated to authorised personnel.
• Controlled stationary e.g. chequebooks, purchase orders, shall be kept securely in the safe.
• Centre users and / or their business will not be discussed with any unauthorised person.

See also the West Yorkshire Consortium Manual, Information Sharing and Confidentiality Procedure

4.Communication

Please refer to the relevant section in the Customer Care Standards for full details

The following additional information to be read in conjunction to that stated

Telephones

On answering the telephone staff will give a welcoming “Good morning / afternoon, Centre name, your name, can I help you?”  Establish the name of the person who is calling and address them appropriately.

Abusive phone calls (additional information)

Staff must remain calm and not lose their temper with the caller.

Face-to-Face Enquiries

First impressions are the most important and people’s opinions will be based on the efficiency, professionalism and helpfulness of Centre staff and how their enquiry is dealt with or approached.

5. Stewardship

Any funds received by Centre Staff must be administered in a responsible, lawful manner and promptly recorded following the procedures set out in the Financial Management Policy.

Personal use of property or equipment belonging to the Centre must be authorised by the Head of Centre prior to usage.

There will be NO personal cheques cashed.

6. Appointment of Staff

Staff must not be involved with any appointment or any other decisions relating to the discipline, promotion, pay or conditions of any employee or prospective employee whom they are related to or who they have a close personal relationship with outside work.

7.Whistle Blowing

In the event that an employee becomes aware of activities which they believe to be illegal, improper, unethical or otherwise they should report the matter in accordance with their rights under the Public Interest Disclosure Act 1998.

8. Political Neutrality

Staff must not allow their own personal or political opinions to interfere with their work or do anything to compromise the Centre.

9. Personal Interests

Whilst Staff's private lives are their own concern, they must not allow their private interests to conflict with the Centre's requirements.

Staff must not misuse their official position or information acquired to confer an advantage or disadvantage on any person.

10. Gifts and Hospitality

When considering accepting a gift or hospitality Staff should take into account the following factors:

• Small gifts offered as a 'Thank you' from children / parents or other Centre Users may be accepted provided this would not compromise the Centre.
• Staff may accept hospitality as part of attendance at conferences or courses, again ensuring that this would not compromise the Centre.
• Free invitations or free tickets to attend social functions etc., should only be accepted for civic occasions or where the Centre should be seen to be represented.
• If employees are in any doubt concerning the acceptance of offers they should seek advice from the Head of Centre.
• When hospitality is refused, the person offering should politely be informed why.

11. Dress, Appearance and Behaviour

It is important to realise that every member of staff is the face and voice of the Centre and how they behave and look is important to the identity of the Centre.

*The Centre complies with legislation & is NO SMOKING zone; this includes areas around the entrances and all areas where children play.

*Staff & students who work, or come into contact with, children or their families must not under any circumstance, attend work under the influence of alcohol or any other substance which may affect their ability to care for children or support families. 

All staff are required to observe a standard of appearance which is appropriate to the nature of the work undertaken and is clean, smart and in a good state of repair.

Decisions about clothing, footwear and accessories staff can wear can be highly subjective.  The following are examples where the HoC must be clear about justification for allowing staff to wear them.

• Extremes of clothing and footwear
• Extremes of body jewellery
• Cropped tops
• Low cut tops
• Low waisted jeans / trousers

The list may change with fashion trends.  Any other exception should be for religious, cultural or reasons relating to a person's impairment.

* These are specific Ofsted & Gov't legal requirements and LA Policy.

12. Sickness Absence

If you are unable to attend work as a result of sickness you must comply with the following procedures to avoid loss of pay.

On the first working day of sickness absence you must notify the HoC or Line Manager or Admin by telephone and state:

• The reason for absence.
• Date your illness commenced.
• The date which you expect to be fit for work.
• If you do not know when you expect to be fit to return to work you must contact the Centre each day that you are absent.
• If you are unable to return to work on the expected day, you must contact the Centre and give a revised date of return.
• If you are absent for more that seven calendar days you must produce a Doctor's Note.  This should reach the Centre on or before the eighth day.

On your return to work you will be required to complete a Self Certificate Form P65 and briefly see your Line Manager to have a 'return to work discussion'

End