Policy statement

All Staff must utilise the highest standard of personal integrity and take personal responsibility for their actions and the reputation of the CCF. The Code of Conduct underpins CCF core values, purpose and mission.

The Code of Conduct is a framework of expected behaviours for all members of the workforce when at work and/or undertaking work-associated activities, including work-related social events. It may also be used for behaviours outside the workplace which are against our values and could be considered as breaching this code. This is particularly relevant where the behaviour impacts on CCF reputation.

Scope

The principles of this code apply to all Staff, regardless of employment status e.g. full-time, part-time, casual or volunteers. Staff from other organisation(s) who are representing CCF are also expected to adhere to the code of conduct e.g. agency Staff, contractors.

Responsibilities

All managers and employees within the organisation are responsible for adhering to the behaviours set out in the Code of Conduct.

Equality statement

CCF is committed to promoting equality of opportunities and developing and maintaining a diverse workforce, working with our staff and volunteers to establish a workplace culture that is inclusive, fair and respectful to all.

In applying this policy, the organisation will have due regard for the need to eliminate unlawful discrimination, promote equality of opportunity, and provide for good relations between people of diverse groups, in particular on the grounds of the following characteristics: age, disability, gender, marriage, race, religion or belief, etc.

Introduction

CCF Behaviour Framework complements this document and builds on the expected behaviours and performance.

All Staff must inform an appropriate Manager if they have witnessed or have reasonable grounds to believe that any element of this code has been violated. This can be done either in supervision, one to one or under CCF ’s Whistle Blowing policy. We value CCF culture of investigating and addressing concerns. This is helped by Staff’ positive engagement with our policies. Consequently, any suspected malicious use of policies will be regarded as matters to be investigated under the Disciplinary policy. Staff in breach of this code could be subject to action under CCF Disciplinary policy.

Professional bodies

All Staff must ensure they maintain registration to a professional body where such membership is a requirement of their role. Any codes of practice or standards relevant to these professional bodies must also be adhered to.

All Staff are required to be aware of and meet the legal professional requirements for registration and licence relevant to their role. Managers who fail to check Staff are properly vetted in line with this Policy will be in breach of this code and may be subject to disciplinary action.

Any behaviour considered to warrant the intervention of external authorities may be reported and Staff may be subject to disciplinary action and a separate investigation by the external authority.

Value and Ethics

Keep the clients at the Centre

Staff must behave and communicate in a way that safeguards and promotes the well- being of Staff and all clients

Integrity

Staff must carry out their role with integrity, treating those with whom they support in a professional and respectful manner.

Diversity and Inclusion

Staff must behave & communicate with others in an inclusive manner that adheres to the principles of CCF ’s Countering Bullying Policy

Staff must not discriminate or condone discrimination against people who access CCF’s services.

Staff should promote equal opportunities and inclusion for the people who use services and report any concerns regarding equality and diversity to their line manager or supervisor as soon as possible.

Environmental Awareness

Staff must work safely & efficiently and avoid any unnecessary waste of CCF ’s resources and with respect for the environment.

Conduct in respect of personal and professional boundaries

Working within set professional boundaries is never clear-cut and will always present dilemmas for individuals and teams. All employees, part-time /casual workers and volunteers have the responsibility to ensure that they have knowledge of and understanding of the importance of keeping professional boundaries.

The list below is not exhaustive but addresses some of the main issues experienced by employees and volunteers in the course of their day to day activities. Boundary issues should be discussed within teams, led by supervisors/managers, to clarify acceptable and unacceptable practice. Where circumstances require that practice deviates from the guidance, there should be evidence which explains the reasoning such as a risk assessment or best interest group document.

Safeguarding

Everyone working with the aged and vulnerable has a duty to understand CCF safeguarding procedures and policies and their responsibilities towards all vulnerable and the aged. Staff must be aware of their behaviour in relation to safeguarding and ensure that their behaviour is consistent with safeguarding standards. Employees and all involved in our services/activities must make aware at the first opportunity of any personal issue that may affect their work in relation to safeguarding.

Health and Safety

Staff must adhere to CCF Health, Safety and Welfare Policies to ensure the safety of their colleagues, service users and themselves.

Staff conduct, performance and personal safety (and that of others) must not under any circumstances be affected by the consumption of alcohol, drugs, substances or medications.

Sexual Relationships between Employees and Individuals

Sexual relationships between employees and clients is unacceptable and prohibited in CCF. Any employee committing an offence will be subject to disciplinary procedures. This includes sexual acts,

requests for/suggestion of sexual acts, physical contact which could be construed as sexually suggestive, sexual insinuation, asking the client inappropriate questions regarding their sexual habits, asking the client inappropriate questions etc.

Becoming over-familiar

If a relationship with a client becomes over-familiar professional judgement may be clouded and behaviour may be misinterpreted. Over-familiarity is difficult to define but may involve:

• thinking about the person constantly;
• feeling a sense of attachment similar to them being a sibling or a friend;
• wanting to see them more than necessary or continue the relationship even when the planned work is finished.
• considering asking them to come with you to social events that are not work related. In any work undertaken with client(s) there must be a clear plan of how, where, when and why the work will be undertaken and by This includes not visiting persons supported outside of agreed and planned working hours and not inviting them to your home or to be part of your family or social network.

Any changes to the agreed parameters of the work must be discussed with your line manager and recorded in a work plan.

Any concern about the nature of the relationship with clients should be discussed with the line manager to avoid misinterpretation or confusion. This includes a worker’s perception that a client has developed feelings for them or another worker.

Giving out personal contact details

Staff must only give out their personal mobile, home telephone numbers or home email in exceptional circumstances or emergency situations. If staff require regular contact with Client, this should be done through appropriate use of CCF issued equipment. Any exceptions to this will be agreed with line managers and as a result of a risk assessment.

If the client needs to contact the member of staff they should wherever

possible use the work email address, telephone/text number or mobile phone number. It is not appropriate for staff to be part of service user social networking sites or agree to be e-friends, unless this is an agreed part of the work and has been risk assessed by line managers.

Continuing a personal relationship after the service or piece of work is complete It is normally not acceptable for a member of staff to continue to see a person supported in a personal capacity once the service or piece of work they have been involved in is complete. Any exceptions to this must had been agreed with line management and approval giving to that effect

Misuse of Service User’s facilities and property

Staff must not use or borrow service user’s property for their own use unless it is part of the care plan. Staff must not use the food of a service user for their own consumption.

Treatment and other forms of care

It is not acceptable for a member of staff to carry out treatment or give other care when it is not part of the person supported individual support plan, some examples of these are taking photographs without the service user’s permission, Or alternative therapies.

Abuse of power/Creating a dependence

Staff have a responsibility to discourage over reliance of client on one employee and to encourage and enable the client towards independence. Some examples of abuse of power and the potential for creating a dependence are encouraging the client to rely on one employee, using the client for the employee’s emotional needs.

Self disclosure

We believe that some CCF’s staff may have had personal experiences of abuse or are going through unpleasant experiences in their own life which may give them empathy and understanding of the situations in which the  clients they work with find

themselves in, its not acceptable and unprofessional for a member of staff to self- disclose their personal experiences to any client.

Employees taking client to their own home

This is always unacceptable, regardless of whether employees are on or off duty. There is a clear imbalance in terms of power and control (client and employee) and a blurring of the distinction between work and home. Difficulties are likely to occur in respect of accountability and insurance should an accident occur. Employees are also at risk if client makes an allegation of improper conduct. If an employee feels there are special circumstances in which a person supported is likely to benefit from a visit to their home, this should be discussed with their manager. A decision will be made by the manager, in relation to each individual’s circumstances. If granted, a risk assessment must be completed before the visit takes place.

Where employees accompany client(s) on holidays which are for the client's benefit, they must not take their own family, or family member, with them. And such journey must be approved by the manager

Employees meeting individuals socially

It is potentially an abuse of power to represent a work based relationship as ‘friendship’. as this carry with them risks for which safeguards must be in place. If an employee or volunteer wishes to accompany an individual to an activity whilst off duty, they must discuss this with their manager and approval obtained so that any potential risks or concerns may be addressed and recorded. Employees and volunteers must be prepared to support the individual openly and within the parameters of their professional role as described in the various Codes of Conduct & Practice above.

Borrowing/Lending money and Buying/Selling goods

Employees must not borrow money from, nor lend money to client(s). Neither must they sell things to, nor buy things from client(s). Where it can be demonstrated that the client would benefit from selling something, it must be demonstrated that a fair price is negotiated and that this was in their best interest. Family members, advocates and Managers must be involved in any decisions taken and these recorded appropriately.

Accepting free services from individuals

Employees must not accept, either for themselves or their families, free services from Client(s) where such services would normally be paid for, e.g. gardening, car washing, etc. Where such activity is of a therapeutic nature and this is documented in the individuals care plan, the Manager may, in certain circumstances give approval.

Employees must not accept any forms of free services from suppliers in exchange for influencing the impartiality of the budget holder.

Witnessing Wills

Employees must not witness wills for people supported or be named as Executors or Beneficiaries. They should not sign any legal documents without the authority of the manager.

Employees pursuing personal shopping whilst supporting individuals

Employees are not permitted to pursue personal shopping, banking, etc. whilst out supporting individuals. The only exception to this is when employees are in the same shop as the person supported (which will be dictated by the individual's needs) and one or two items are bought, e.g. a newspaper, drink, etc. All money transactions need to be kept entirely separate and recorded appropriately.

Employees using services or equipment for personal use

It is not acceptable for employees to use the property of people supported for personal use. This includes for example, using laundry equipment, Oven, borrowing vehicles, borrowing clothing, CD's, electrical items etc.

Other standards expected of staff and volunteers Timekeeping

Employees are expected to be punctual and comply with the hours of work stated in their offer of employment or on the rota. Any variation to the hours stated must be agreed with their line Manager.

Relationships at work

It is acknowledged that significant personal relationships may exist or develop between colleagues. Significant relationships in this context are considered to be

where a close or familiar relationship exists, for example: partner / ex-partner / relative. It is not normally appropriate for people with significant personal relationships to work together in the same team or be managed by one another due to the potential complications and difficulties this can cause or be perceived to cause.

• Applicants (internal and external) who have a significant personal relationship with someone within the team or in the line of management would not normally be considered for a vacancy within that area.
• Employees who have a significant personal relationship with someone within the team or in the line of management may be required to transfer to another reasonable location. Alternatively, they may remain at their current location but be required to alter their work arrangements (e.g. shift patterns / duties) if this can reduce potential difficulties to an acceptable level. It would not normally be acceptable for someone to continue to manage a colleague where a significant relationship exists between

The decision as to which party will be required to

transfer or alter their working arrangements will be made by the line manager after consultation with both individuals.

• Casual/Volunteers Workers who have a significant personal relationship with someone within the team or in the line of management should not work shifts within that area, unless expressly agreed by the senior manager when no alternative workers are available.

Employees and casual workers who develop significant relationships with colleagues during their employment must disclose these to their line manager at the earliest possible opportunity. Employees and casual workers who feel affected by the existence of such a relationship are also encouraged to share their concerns with their manager at the earliest opportunity. Information disclosed in the course of the process will remain confidential to the parties involved.

Relationship at work

All Staff must ensure they understand the professional boundaries associated with their employment.

Staff must not enter into personal relationships/friendships with any service user or their immediate family

Staff must not give or receive gifts from service users and their families.

Staff must not invite service users or their families to their home or to be part of their family or social network.

All Staff must ensure that all types of communication take place in a clear, explicit and professional manner. This covers all types of communication i.e. text messages, videos, blogs, emails, webcams (this list is not exhaustive)

A worker must not enter a line management relationship with any worker with whom they have a personal relationship. Alternative line management arrangements must be made.

Staff who have a personal relationship with a peer worker must declare the relationship to their respective line managers to ensure their professional integrity is not compromised. Any such disclosure will be treated sensitively and in strict confidence.

Bringing children and family members to work

Employees, casual workers and volunteers are not permitted to bring children to workplace, but if there are any cogent reasons to violate this aspect of the code of conduct, they should consult their manager and obtained approval before bringing a child into the workplace. Managers may exercise their discretion to allow visits, having considered the comfort and safety of both the visitors and the clients, and if it wont infringe staff performance.

Bringing pets to work

In general, it is not appropriate for employees, part-time workers or volunteers to bring pets into the workplace as this introduces risks which then need to be managed.

Accepting gifts

Gifts must not be accepted from anyone, unless it can be demonstrated that to do so would damage the working relationship between the individual we support and the employee. All such gifts, however small, must be declared to the line Manager and recorded appropriately. Any gifts, rewards or entertainment received or offered from anyone should be reported immediately to your line manager. It may not be appropriate to retain such gifts, rewards or to be provided with the entertainment and employees may be asked to return the gifts to the sender or refuse the entertainment, for example, where there could be a real or perceived

conflict of interest. All employees are required to report suspicions of bribery to their manager or their manager’s manager.

Charitable donations of any kind made to the organisation or provided on behalf of the organisation must be submitted to the line manager and recorded appropriately.

Pornography

It is not acceptable for employees to introduce pornography into the workplace or access pornography whilst at work. The people we support may however wish to view pornographic material in private. The extent to which they may be supported in this activity by employees must be agreed and approve by the manager.

Religion

Providing support to a person of a different faith or no faith may conflict with one’s own spiritual values. However, as an employee specifically employed to provide support to people, the needs of the person supported during working hours take priority.

Mobile phones

Making and receiving personal calls whilst at work is generally not acceptable. There may be occasions when circumstances require some relaxation of this general rule and managers may exercise their discretion in response to specific circumstances. Without the approval of the manager, the use of mobile phones for personal use at work may be regarded as a disciplinary issue.

Conflicts of interest

Employees may occasionally find that they have a conflict of interest. These situations cannot all be anticipated in advance and will therefore have to be handled on an individual basis. Employees should discuss with their manager any perceived conflicts of interests such as, for example:

• Secondary employment issues (employees must declare all secondary employment to their line manager and can be required to discontinue the employment if there is a significant conflict of interests).
• Staff must ensure their personal or business interests outside work do not conflict with CCF values.
• Staff must discuss any potential conflict with their line
• No private work may be undertaken on CCF premises including the use of CCF
• Staff must not use CCF contacts for personal or third-party gain or financial
• Staff must not give personal, legal or financial advice or recommend any professional person to service users or colleagues outside of their professional
• Recruitment
• Contracting with suppliers where there is a personal relationship,
• Information regarding a complaint, or child protection/vulnerable adult issue, even when obtained in a personal capacity, must be shared with the line manager.

Disclosure of information

Staff must declare to their Line Manager any of the following to consider the potential for a conflict of interest:

Any additional employment or work outside of CCF.

Any financial or personal interests which may conflict with those of CCF. Membership of any organisation, political party or interest group whose values conflict with those of CCF or any organisation not open to the public or which is secretive about rules, membership or conduct (e.g. freemasonry/secrete society).

Any personal involvement in police investigations or proceedings. An employee who is charged with a criminal offence or receives any sanction for breaking the law (including a formal warning or receipt

of a summons) must inform their Line Manager as soon as possible. This includes motoring offences with the exception of illegal parking tickets.

All Staff have a duty to report wrongdoing (Whistleblowing) under the circumstances set out in in the whistleblowing policy

Abusive/Offensive/Discriminatory language (verbal & written)

It is sometimes appropriate to use colourful language in the course of day to day activities. Equally, the potential exists to cause great offence through the use of inappropriate  language,  such  as,  swearing  excessively  or  relating  crude  and

discriminatory jokes. This behaviour is generally unacceptable in the work place and can lead to an unhealthy working

environment and possible breaches of employment legislation. Managers should challenge employees where necessary and provide a positive role model for appropriate behaviour.

Within the workplace, there should be mutual respect and employees’ language and behaviour should be conducive to a productive and harmonious work environment with all employees having the right to be treated with fairness and equity.

Conduct in respect of appropriate dress

Whilst wishing to recognise the cultural, religious and individual rights of employees, it is expected that employees will dress appropriately (cooperate, CCF t-shirt, scrub etc) for their role. As representatives of CCF, employees must maintain a standard of personal presentation which enables them to carry out their work and doesn’t inhibit them from doing so. Appropriate dress should demonstrate a professional approach to the work of CCF and not compromise the reputation of the organisation.

There may be many different views of what is appropriate dress and what is not. However, a manager may challenge an individual if he/she thinks that their dress is not appropriate for the occasion. In particular, appropriate dress will be determined by the Director’s considerations related to the tasks being carried out. This guidance applies to all employees and should be applied with discretion by line managers, taking account of each person’s culture, beliefs and circumstances. Managers have the authority to refuse to allow someone to work if they believe that the person’s appearance compromises the business of CCF.

Communication

Use of Information Technology

CCF reserves the right to monitor staff use of e-mail and internet systems.

Staff must adhere to CCF ’s Information Sharing and Confidentiality Policy to ensure that no security breaches occur in manual or electronic systems. Personal photographic equipment must never be used to record images or videos of service users.

Staff must not make any public statement to the media unless authorised by the Executive Directors of the orgsnisation or Senior Management. Staff are required to notify their Line Manager or supervisor if they are contacted by the media.

Staff must not publish any books or articles or make reference to CCF or Service Users in any personal publications or websites unless it has been authorised by the Senior Management.

Confidentiality

Staff must keep organisational sensitive information strictly confidential during employment and after they have left CCF. This includes information relating to Staff and volunteers, service users,

partners, donors or associated third parties and the entire CCf business affars.

Social Networking & Media / Blogging Websites

When using these websites, Staff must consider the potential impact on the reputation of CCF. Staff must not put inappropriate material online where CCF can be identified as the employer and Staff must use available security settings to keep profiles private. Staff must not have any contact with service users or their immediate family on these websites, unless authorised by the Manager.

Competence and Continuing Development

Staff should be aware of their competence and only carry out tasks for which they are competent and assigned.

They should tell the line manager about any issues that might affect the ability to do the job competently and safely. If they do not feel competent to carry out an activity, they must inform their line manager.

Staff should be able to justify and be accountable for actions or omissions.

Staff should ensure up to date compliance with all statutory and mandatory training. They should participate in appraisals and performance reviews to develop Personal development plans in order that they achieve competence in their job and continually improve the quality of services provided

BREACHES OF THIS CODE OF CONDUCT

Breaches of the CCF‘Code of Conduct’ may lead to disciplinary action being considered. Breaches other ‘Code of Conduct’,like the Nursing and Midwifery

Council ‘Code of Conduct’ and others, may also lead to referrals by CCF of individuals who are registered with those professional bodies.