ࡱ> z|uvwxy#` Itbjbj\.\. i>D>D l; ~~~8~Tl(@VVVbX$5hBfdd"ffVVfVVf2V| й~(*80bPpPfffffffjfffffff(((Bj(((j Effective Date1 Apr 08Date of Next Review1 Apr 10Date of Last ReviewReview Frequency2 yearlyAuthor Name Job TitleHead of Corporate ServicesReviewer Name Job TitleRelated Policies and ProceduresDisciplinary and Capability Procedure Confidential Reporting (Whistleblowing) Policy Equality and Diversity Strategy Prevention of Harassment at Work Policy Contents  HYPERLINK \l "Intro" Introduction/Policy Statement  HYPERLINK \l "Aims" Aims and Objectives  HYPERLINK \l "Principles" Policy Principles and Scope  HYPERLINK \l "TOR" Terms of Reference  HYPERLINK \l "Responsibilities" Responsibilities  HYPERLINK \l "values" Core Values  HYPERLINK \l "standards" Standards  HYPERLINK \l "misconduct" Misconduct  HYPERLINK \l "hospitality" Hospitality  HYPERLINK \l "Review" Monitoring and Review Introduction 1.1 Greensquare works hard to maintain a positive public image both with our customers and the general public as a whole. It is important that public confidence in the integrity of Greensquare, its Board Members and its staff is maintained. It is also important for the effective operation of our business that staff have confidence in their colleagues and managers. 1.2 The standards of conduct expected by Board Members and staff to protect this integrity and confidence are outlined in this Code of Conduct. Aims and Objectives 2.1 This Code of Conduct aims to ensure that: Board Members and employees understand the Core Values of Greensquare. Board Members and employees understand the standards of conduct expected from them to support Greensquares Core Values. Board Members and employees understand the implications of misconduct. Policy Principles and Scope 3.1 This Code of Conduct applies to: Board Members Employees Temporary Staff Agency Staff Voluntary workers Terms of Reference 4.1 The following are terms of reference for this policy: Housing Act 1996 (Schedule 1) Full details are contained in Appendix 1 Housing Corporation Payments and Benefits Determination 2004, full details contained in Appendix 2 The National Housing Federations Code of Governance Responsibilities 5.1 All staff are responsible for ensuring that they both understand and comply with the Code of Conduct. The Head of Corporate Services will ensure that all breaches are dealt with appropriately in accordance with the Disciplinary Procedure. 5.3 The Head of Corporate Services will inform the Board of Management of any formal complaint submitted to an Employment Tribunal by an applicant for employment, employee or former employee. Members will be advised of the case, the risk assessment on the likely success of the case, and the eventual outcome." Core Values 6.1 Core values are those that underpin everything we do at Greensquare. They should provide a framework to guide our actions and a basis upon which to judge our behaviour and set our standards. 6.2 Greensquares Core Values are: Delivering Customer Care. Greensquare is committed to providing first class services for our customers. We expect everyone to support that aim and strive to improve standards and levels of service. Promoting Equality and Diversity. This applies equally to customers and your colleagues. We expect everyone to be treated with respect. Greensquare wholeheartedly embraces diversity within the community and the workplace and will not tolerate any form of discrimination or harassment. Involving and valuing people. Greensquare is committed to listening to both our customers and colleagues, being open to their ideas and acting on them. Making partnership work. This includes working together with our customers, within and between internal teams and with other agencies and providers. Greensquare expects collaboration, cooperation and involvement at all levels to facilitate and support our business aims and objectives. Accountable and open. Greensquare expects staff to be accountable for their actions and their impact, communicate with honesty and keep their promises. Acting professionally and with integrity. Integrity involves honesty, sincerity and reliability. It is an essential element of both leadership and teamwork. We expect the highest level of professionalism and integrity from all our employees and Board Members. 6.3 The Core Values are supported by Greensquares Staff Charter (Appendix 2) Standards 7.1 Staff and Board Members should: Have regard to the reputation and interests of Greensquare at all times Work within the law and comply with statutory responsibilities Work within the policies and procedures of Greensquare Group Ltd Respect the confidentiality of information provided to them during the course of their employment/performance of their duties. Adhere to Standing Orders and the Rules of Greensquare Group Ltd Never abuse their position of responsibility Declare any conflict of interest in accordance with the Associations procedures. Draw attention to any departure from the standards expected by Greensquare using the Confidential Reporting (Whistleblowing) Policy. Misconduct 8.1 Suspected breaches of this Code of Conduct will be dealt with in accordance with Greensquares disciplinary procedure. 8.2 The disciplinary procedure allows for summary dismissal i.e. immediate dismissal without notice for acts of Gross Misconduct. Examples of misconduct which may be considered to be Gross Misconduct include: Theft Assault or Abuse Fraud Discrimination and Harassment Alcohol or Drug Abuse Breaches of Health and Safety Rules Abuse of Hospitality Rules Breaches of Confidentiality Falsification of Documents Serious Dishonesty Conflict of Interest Serious Breaches of IT security 8.3 The above lists is not exhaustive but is intended to be an indication of the type of misconduct that could be considered to be gross misconduct. Misconduct that is not considered to constitute gross misconduct can still result in dismissal if a formal warning has already been awarded. Hospitality 9.1 In order not to leave staff or Board members open to a charge of undue influence, all gifts and hospitality received, accepted or offered must be recorded. Staff should only accept gifts of a modest nature. Any hospitality accepted should be confined to occasions where there is a genuine need to impart or receive information or to represent the Association. 9.2 A register is kept by Corporate Administration, which is open to inspection by any staff member, Board member, or any other person reasonably entitled. Accepting Hospitality 9.3 Hospitality can be accepted:- if it is of a modest nature e.g. working lunches or a general invitation to join others at a company sponsored event. the value of the hospitality does not exceed 50 Hospitality which is offered on a personal basis to a particular Board member/member of staff should be treated with caution. 9.4 The following hospitality may only be accepted with approval:- Hospitality of any level from a firm in the process of bidding or tendering for work with Greensquare can only be accepted with the specific consent of the Chief Executive (or the Chair in the case of the Chief Executive and Board Members (other than the Chair). 9.5 The following hospitality should not be accepted:- money must not be accepted, except as a charitable gift on behalf of an appropriate fund. It should be recorded and sent to the Chief Executive with a note of the circumstances, which the Chief Executive will acknowledge to the donor and report to the Board of Management if it is likely to affect the relations between the Board member/member of staff and the giver: if it is likely to affect the impartiality of the Board member/member of staff in carrying out Greensquares business, if it is likely to create a potential conflict of interest. where it could be thought to imply an obligation on the person or firm offering it. 9.6 Staff and Board Members should make a reasonable judgement about whether or not to accept hospitality based on the guiding principles above. If in any doubt, or if the value of the hospitality is likely to exceed 50, the matter must be referred to: for staff their relevant Head of Service; for Heads of Service their Director; for Directors and the Chair of Board to the Chief Executive; and for the Chief Executive and Board Members to the Chair Offering Hospitality 9.7 Circumstances can arise when it is necessary and advisable for hospitality to be provided for people with whom the Association works. This policy sets out, so far as possible, the circumstances which can arise, the level of staff who can offer hospitality, and the level of expenditure which can be incurred. It is difficult to define the limits, and the policy must be interpreted sensibly. The spirit, as well as the detail, of the following must be respected. 9.8 Examples of circumstances in which it may be sensible to offer hospitality entertaining guests during the course of a professional conference (e.g.CIoH Conference). when acting as a senior officer and looking after the Associations Board members and staff during the course of a professional conference (e.g. CIoH conference) in the course of professional meetings (e.g. with the Association's funders). in the course of encouraging new business for the Association. raising the profile of the Association with other organisations (e.g. trade groups, national fora, pressure groups, professional bodies, other associations). to obtain information or encourage partnership development. meetings with other organisations. 9.9 Staff should obtain the approval of their Line Manager and Managers and Heads of Service should obtain the approval of the relevant Director, in advance, if circumstances are likely to arise requiring hospitality. 9.10 Any expenses incurred must be proportionate to the occasion. The provision of a reasonable level of alcoholic drinks is acceptable. In all circumstances, expenditure should be as moderate as the occasion will allow. Hospitality and costs per head should not exceed 25. Recording and Monitoring Hospitality 9.11 Any hospitality received or provided must be recorded in the Hospitality register, using the standard form to ensure the recording of the relevant details (see Appendix 3 for staff and Appendix 4 for Board members). Completed hospitality forms should be submitted for countersignature as follows: Staff to their line manager; Chief Executive to the Chair Board members to the Chair the Chairman to the Chief Executive before forwarding to the Corporate Administration Manager The Corporate Administration Manager will collate all completed forms in the Gifts and Hospitality Register On a quarterly basis, a copy of the Hospitality Register will be sent to the Executive Director (Finance & Resources) (EDFR), who has delegated authority for ensuring compliance with the regulatory requirements. The Executive Director (Finance & Resources) will review the entries in the register and raise any issues with the Chief Executive, or in the case of Board members with the Chairman and the Chief Executive. Where a common question or area of confusion arises, the EDFR will issue guidance which will be retained with the register. Where any hospitality received relates to the EDFR, then this should be reviewed by the Chief Executive. Monitoring and Review 10.1 The Code of Conduct will be monitored by the Head of Corporate Services and will be subject to periodic reviews by the Board of Management. Appendix 1 The following is taken from an extract of the Housing Corporations Good Practice Guidance on Maintaining Standards of Probity (July 2004) Housing Act 1996, Schedule 1, Part 1 Broadly speaking. Schedule 1 says that associations cannot grant any non-contractual payments or benefits to staff, board members or their families. It contains legal measures to ensure that board members and staff of housing associations do not abuse their positions The measures deal with any conflicts that might arise between personal interests and duties to the association. They prevent staff, board members or their families from benefiting from their connection with the association. The measures are there to ensure probity in the sector and to help safeguard its reputation. The Corporation may issue determinations allowing exceptions to the rules. General determinations allow a particular kind of payment or benefit to be granted in certain defined circumstances. The Corporation will also look at applications in relation to individual cases and may issue a special determination allowing a payment or benefit to be granted. Further details of both kinds of exemption are given below. Schedule 1 also gives the Housing Corporation the power to direct the recovery of the sum or value of any benefit granted in breach of the provisions. Who does Schedule 1 apply to? The provisions about payments and benefits apply to: board members (referred to as officers in the Act); employees that is people employed on a contract and receiving wages or a salary, but in some cases people working on a freelance basis may also be classified as employees; people who have been board members or employees during the previous twelve months; a close relative of a board member or employee close is not defined in the Act: the Corporation considers that someones husband, wife, partner, parents, grandparents, children, grandchildren, brothers, sisters would be included, and that similar relations by marriage would also count as close; a business of which a board member, employee or one of their family is an owner, partner, significant shareholder (a principal proprietor) or directly involved in the management. In borderline cases the question would be whether a benefit granted to the business by the association amounted to a benefit to the officer or other person involved in the business, or was granted because of that involvement What counts as a non-contractual benefit? The Act does not define a benefit, but based on previous cases dealt with by the Corporation, we can say that it includes: the grant of a tenancy or licence; the grant of a lease under a shared ownership scheme or under a leasehold scheme for the elderly; the sale of a property - unless it is under the Right to Buy, the Right to Acquire or some other statutory scheme; the award of a contract of employment; the award of any other kind of contract such as a building contract or a contract for services; loans, unless included in the employment contract, such as a car loan; payment of a non-contractual severance or non-statutory redundancy settlement; an out-of-court settlement paid in relation to an Employment Tribunal or other legal action. The list is not exhaustive. There will be others. Are any benefits permitted? 2.11 The only benefits that are allowed under the Act are: payments or benefits made under a formally agreed contract of employment. Contracts can be amended, but associations should make sure that there can be no suspicion that a contract has been amended in order to avoid Schedule 1. Contracts cannot be amended retrospectively after an employee has left the association, and should not be amended after a decision has been made that the employee will leave or be made redundant, in order to increase severance or pension payments. Nor should contracts be amended after a decision has been made about an event such as a merger or take-over that is likely to result in staff redundancies or early retirement. When making severance or pension payments associations will need to take care to distinguish between contractual and discretionary elements; paying back money that a board member has had to spend in order to carry out their duties. As well as, for example, travel expenses this could include childminding fees, or paying for someone to look after a dependant; for a co-operative association the granting of a tenancy; the granting of a further tenancy to a tenant if they or one of their family has become a board member or employee after the tenancy was first granted; payments issued in accordance with any determination made by the Corporation. This allows us to make the general and special exemptions detailed below. Can any exceptions be made? The Corporation can make exceptions to Schedule 1 by issuing either general or special determinations. It does this in cases where the operation of Schedule 1 seems to result in situations which could be regarded as unfair or anomalous. For example, some people have argued that Schedule 1 can be a disincentive, especially to tenants, to becoming a member of the associations board. Some of the general exemptions were introduced to try to ensure that board members, including tenant members, were not disadvantaged. Exemptions allow board members and their families to accept, for example, offers of housing or housing grants from the association so long as they otherwise qualify. Another exemption deals with certain noncontractual severance or redundancy payments. Currently there are ten general exemptions. In addition, the Corporation can make special determinations to cover individual case. Sometimes a situation arises wher an association feels it has a good business case for a particular action that is not allowed by Schedule 1. In these circumstances, it can apply to the Corporation for a special determination. The Corporation will consider each case on its merits. What do the general exemptions cover? A brief description of each exemption and how it applies is set out below. Associations can decide for themselves whether or not to take advantage of the exemptions. If they decide to use them, they must make sure they do so fairly and openly.The decision must be taken by the associations governing body and must be recorded in the minutes. Details of a further general determination allowing small payments and benefits of up to 300 annually can be found in the supplement to this Good Practice Note which is attached as Appendix 2. THE GENERAL EXEMPTIONS The full text of these exemptions can be found in Payments and benefits: General determination, July 2000, a copy of which is at Appendix 2. 1ST EXEMPTION Employment of employees relatives. This exemption allows an association to employ close relatives of employees, if they turn out to be the best candidates after a full and fair competitive recruitment process. There is no similar absolute ban on the employ yment of family members in other areas of public service, and it can seem unfairly restrictive; 2ND EXEMPTION Re-employment of former employees or engagement as self-employed contractors This one allows associations to re-employ a member of staff who worked for them during the previous twelve months. It also allows associations to engage as a self-employed contractor a member of staff who left during the previous twelve months. 3RD EXEMPTION Housing of employees and their relatives. This exemption allows associations to provide accommodation (tenancies etc) to its employees, former employees and their close relatives. This exemption needs to be used with care to avoid any risk of the association seeming to favour its employees unfairly. The person in question should receive exactly the same consideration as any other applicant. This means, for example, that a person who is moving to the area to work for the association cannot be given priority ahead of any other job-mover. Accommodation should not be offered with the job unless it is necessary for the post holder to carry out his or her duties properly for example, as a warden or caretaker. In such cases, the contract of employment should refer specifically to the provision of accommodation. If the association wishes to re-house ex-wardens it is better for this, too, to be dealt with as part of the standard contract of employment for wardens. Trying to deal with jt under this exemption may not be appropriate. 4TH EXEMPTION Housing by tenant-based associations of officers and their relatives This exemption applies only to non-charitable tenant-based associations and it therefore not applicable to Greensquare. 5TH EXEMPTION Housing of officers relatives with special needs. This exemption allows associations that manage specialist supported provisions for the elderly, the handicapped or others with special needs to give accommodation to the relatives of board members who would otherwise qualify. It does not cover general elderly accommodation where no special services are provided. 6TH EXEMPTION Housing of officers and their relatives This exemption allows associations to house a board member or relative provided they fully meet the associations published criteria and priorities. The applicant must have no involvement in or influence over the decision making process, but it is for the association rather than the applicant to assess whether or not there is alternative housing available. What is most important in making the allocation is that housing need is the key consideration and that the process is scrupulously fair. 7TH EXEMPTION Homebuy/VPG payments for tenants who are employees or officers This allows both board members and employees who are tenants of the association to benefit from Homebuy or Voluntary Purchase Grant offers, provided they meet the published criteria. 8TH EXEMPTION Purchase of services by fully mutual and tenant-based associations This allows a fully mutual or tenant-based association to enter into a contract with a person who has resigned from the governing body within the last twelve months provided the normal procedures for letting a contract are observed. This means a full and fair sealed bid competitive tender process is carried out, and the contract is awarded to the person who submits the lowest tender. 9TH EXEMPTION Payment of non-contractual severance and redundancy settlements This exemption allows the payment, in certain circumstances, of non-contractual severance or redundancy payments to staff who are leaving. It recognizes the occasional need for associations to make discretionary payments if staff have to leave because of restructuring, early retirement or redundancy. The exemption cannot be used in cases where the member of staff is subject to any disciplinary action related to the reason for their leaving. However, a disciplinary action which has expired should not prevent a payment being made under the exemption and nor should a disciplinary action which is clearly unrelated to the reason the individual is leaving. Associations considering using this exemption will probably need to take legal advice, as if they get it wrong any payment made could be unlawful. The level of payment as well as the context is important, and the determination sets out the limits. The association can pay out up to the equivalent of one years gross remuneration as a non-contractual settlement. Remuneration may be defined as any quantifiable payment or benefit related to the persons employment. This will include such things as pension contributions, car provision, health insurance and performance bonuses. Other payments or benefits may also count, but associations need to be sure that only legitimate ones are included in the calculation. All this can be complicated, and associations should consider getting advice from actuarial and pensions specialists when they are thinking about making pension payments as part of a severance package. The one-year-equivalent payment can be paid only to staff with ten or more years service. Staff with fewer years should be paid on a strictly prorata basis on completed years service. The calculation of service should be based on continuous employment, but if staff have transferred under TUPE, or within a group structure, their total years of service can be used for the purposes of the exemption. Any payments made under this exemption are in addition to any contractual entitlement the employee may have. The one-year payment is not a recommended amount but the absolute maximum non-contractual settlement that is acceptable and lawful. We expect associations to be particularly sensitive to the reputation of the sector when considering non-contractual payments made in these circumstances. Appendix 2 Payments and Benefits Determination 2004 The Housing Corporation, in the exercise of its powers under paragraph 2(2)(f) of Schedule 1 to the Housing Act 1996, hereby makes the following general determination, after consultation with such bodies as appeared to the Corporation to be representative of registered social landlords, with respect to payments which may be made or benefits which may be granted by a registered social landlord which is a society registered under the Industrial and Provident Societies Act 1965 or a company registered under the Companies Act 1985 (other than a company which is a registered charity) to its officers and employees: CITATION AND COMMENCEMENT 1 This Determination has effect from 1 July 2004 and may be cited as the Payments and Benefits Determination 2004. INTERPRETATION 2 In this Determination, unless the context otherwise requires: benefit means a non-contractual benefit; payment means a non-contractual payment; RSL means a body that is a registered social landlord under the Housing Act 1996. PERMITTED PAYMENTS AND BENEFITS 3 (1) An RSL may make such payments or grant such benefits as are permitted by this Determination to any eligible person. (2) For the purposes of this Determination eligible person means a person who, at the date the payment was made or the benefit was granted is, or within the preceding twelve months was, an employee or officer of the RSL.making or granting it. PERMISSIBLE DIRECT PAYMENTS AND BENEFITS OF A GENERAL NATURE 4 An RSL may make a payment or grant a benefit directly to an eligible person where the value of that payment or benefit does not, when taken with all other payments and benefits granted pursuant to this paragraph in the preceding twelve-month period, exceed 300. PERMISSIBLE ATTRIBUTED PAYMENTS AND BENEFITS FOOD, DRINK AND ENTERTAINMENT 5 (1) Attributed payments and benefits occur where an RSL: (a) provides food, drink or entertainment in the context of a social or recreational event organised by the RSL for eligible persons; or (b) makes a financial contribution to the cost of a social or recreational event, where that event is organised by or on behalf of eligible persons for eligible persons (whether or not other persons attend the event). Appendix 3 GREENSQUARE GROUP LTD LIMITED RECEIPT OF GIFTS/HOSPITALITY BY STAFF YOUR PERSONAL DETAILSNAME ADDRESS     DETAILS OF HOSPITALITYINDICATE WHETHER OFFERED OR RECEIVED OFFERED RECEIVEDDATE OF HOSPITALITY NAME OF PERSON/ ORGANISATION OFFERING/ RECEIVING GIFT/HOSPITALITYTYPE OF GIFT/HOSPITALITYVALUE OF GIFT/ HOSPITALITYREASON FOR OFFER  CERTIFICATIONSIGNED DATE COUNTERSIGNATURE  LINE MANAGER Appendix 4 GREENSQUARE GROUP LTD LIMITED RECEIPT OF GIFTS/HOSPITALITY BY BOARD MEMBERS YOUR PERSONAL DETAILSNAME ADDRESS     GIFT/HOSPITALITY RECEIVEDINDICATE WHETHER OFFERED OR RECEIVED OFFERED RECEIVEDDATE OF OFFER NAME OF PERSON/ ORGANISATION OFFERING/ RECEIVING GIFT/HOSPITALITYTYPE OF GIFT/HOSPITALITYVALUE OF GIFT/ HOSPITALITYREASON FOR OFFER  CERTIFICATIONSIGNED DATE COUNTERSIGNATURE CHAIRMAN OF THE BOARD      Code of Conduct -  PAGE 2 - ,45JK\f|q r { | }      5 6 7 I J K L n o p jhHUhHjhHUj h-Ujh-Uj+h-Ujh-U h-0JjSh-Ujh-U h-CJ h-5\hh-8,56JK\eWQQQQ$Ifkd$$Ifl4\ , D T 064 laf4  9r $If$If  tHtefr|keee$Ifkd$$Ifl\ , D T 064 la$Ifqkd$$Ifl40 D 064 laf4( H p $Ifqkd#$$Ifl40 D 064 laf4p q r { |  K + ^ zzzzzzzzzz  & F 9r $h^ha$nkd$$Ifl0 D 064 la    ) * + , D E F [ \ _ m q | # . s \gH]z{경ꜥ꘍hjhjnH tH hj h->*hx h-5\ h-0Jjbh-Ujh-UjhHUjrhHUjhHUhHh-hHh-0JjhHU5^ _ l m r s w & F o9r ldx^l`d & F 79r ^` & F 79r ^` & F 9r hh^h 9r )6HI\]CDz{ 9r ^` & F o9r ^` 9r 0^`0 & F 9r hh^h 9r  & F o9r ldx^l`d~<=  9r a`a & F o9r ^` 9r  & F 9r hh^h  9r gdWQ 7$8$H$gdj  9r gdj & F 9r ^`gdj =T^ru &1Q\3Hp{!!#^###g$$u&&()***+++-ǸǸǬǸǬǦǦǦ h-CJhxCJOJQJ^Jh-5CJOJQJ\^Jh-CJOJQJ^Jhxh- h-5\hWQ$hjhWQB*]^JnH phtH  h!rhWQA=]^OQ[\I 7 & F o9r x^` & F 9r hh^h 9r  9r a`a & F o9r ^`7klr3F[{| & F o9r x^` 9r  & F 9r hh^h & F o9r ^`!!!!!!i""###^#_#g$h$i$$$ & F 80^`0 & F 80^`0$a$ & F 9r hh^h 9r $%%&&&&&&' '!' 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