Behaviour and standards
We strive to provide a working environment, which values the contribution all our employees make to the delivery of quality services. To enable this we aim to create and foster good working relationships and a culture, which respects your rights as an individual and your dignity at work.
Bullying and harassment are not acceptable forms of behaviour and will be dealt with via our standards in the workplace guidance. If you are being bullied or harassed at work, please contact your Line Manager, People Management and Performance, Trade Union, Occupational Health or a work colleague.
We provide information and guidance to you about our commitment and our individual responsibilities to ensure we meet our goals. As an employee this means that you should expect to be treated fairly in all aspects of your employment and not be discriminated against for reasons of race, colour, ethnic or national origins (including citizenship), language, disability, religion, belief or non belief, age, sex, gender reassignment, sexual orientation, parental or marital/civil partnership status.
If you have any equality and diversity concerns during your employment with the Council, please contact a member of the HR Team who will offer you advice.
Alcohol consumption is not permitted when staff are ‘at work’. Special consideration must also be given to the consequences of consuming of alcohol for example following “heavy night”, or following their return to work after a lunch break, etc. The odour may be detected on the breath of staff or perceived in some other way by service users, perhaps through actions/behaviour/attitude.
Drug misuse is to be regarded similarly to the above again please refer to the Health and Safety pages of the intranet for more information.
A significant number of close personal associations/relationships can be found or are formed at work. Situations can arise where parent and child, grandparent/grandchild, siblings or other relatives are employed within the same team, establishment or work area.
In the majority of cases, it is unlikely that this would have any impact on our work. However, from time to time it can interfere with and /or threaten to harm the work and /or service provision.
If you are uncertain about whether you should or should not declare a close personal association/relationship then err on the side of caution and declare it. The key test is whether such an association could be seen to affect an individual’s personal judgement.
You are required to declare any conflict of interest. You should note that this also includes additional work carried out (paid or unpaid) outside of your employment with the Council. You are required to have prior permission to engage in this outside activity (paid or unpaid) by submitting a Declaration of Interest form to your line manager.
To ensure that the Council and its employees comply with the Code of Conduct and is seen to be open and transparent, you must declare any non-financial or financial interests that you consider could bring about conflict with the Council’s interests, and Membership of any organisation not open to the public without formal membership and commitment of allegiance, and which has secrecy about rules or membership or conduct.
In addition, section 117 of the Local Government Act 1972 requires that “an officer of a Local Authority shall not, under colour of his/her office or employment, accept any fee or reward whatsoever other than his/her proper remuneration”.
You must not accept personal gifts, loans, fees, rewards or advantage from service users, contractors, potential contractors including those who have previously worked for Council, or outside suppliers, regardless of the value.
Visit our Officer Code of Conduct page for further information on when and how to declare an interest.
If you are affected by domestic abuse and sexual violence be assured that we are committed to ensuring a safe workplace which safeguards your health and wellbeing.
Those affected include:
- victims/survivors of domestic abuse and/or sexual violence;
- friends, family or colleagues of victims/survivors;
- perpetrators of domestic abuse and/or sexual violence.
We have zero tolerance for violence and abuse and recognise that the responsibility for domestic abuse and/or sexual violence lies with the perpetrator.
We operate a no smoking policy. Anyone wishing to smoke must do so outside the workplace and will be required to “clock out” for smoking breaks. Please note, staff must smoke well away from any main doors, entrances, open windows or air intakes, associated with Council or other buildings.
Most Authority owned/run sites are now ‘smoke free’. Be mindful of littering, staff numbers ‘grouping’, and the increased risk of fire. Refer to the policy on smoking for further details.
You’ll need to know that as an employee, you have to take responsibility for anything you post online – in a work capacity and in your own time on your personal accounts. We, along with colleagues from the Marketing & Media team and Legal have developed policy designed to support and protect you when you are posting information or comments on social media.
This policy does not relate to Members of the Council. Members should refer to their Code of Conduct.
If you would like to consider utilising Social Media to promote your service, please get in touch with the Marketing and Media team by e-mailing: firstname.lastname@example.org.
Telephones must be answered bilingually, with a greeting eg “Bore Da, Good Morning” and the name of the department. The working bilingually section of the intranet has additional guidance on answering the phone.
Telephones are provided for business use only. However, should you wish to use the telephone for a personal call, please contact your manager who will advise you of the procedure for booking these calls.
It is important to re-direct your phone when you are not in the office. For information on how to do this, please ask your line manager, or a colleague.
If you find yourself in the difficult position of having to report a serious wrongdoing at work, for example physical or sexual abuse of any person, our Whistleblowing Policy allows you to express your concerns confidentially and without fear of victimisation, discrimination or disadvantage.
Volunteers are an important and valued part of Carmarthenshire County Council. We will do the best we can to make volunteer placements with us enjoyable and rewarding.
We expect you to follow our policies, procedures and standards, including those for health and safety and equal opportunities.
We will support you in undertaking your volunteer placement and do our best to help you develop your volunteering role with us. We will keep you informed of any possible changes to your volunteer placement and consult with you on these where appropriate.
Further information can be found here.
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