POLICY DOCUMENT
STAFF CODE OF CONDUCT
DOCUMENT STATUS
Date Policy Document Adopted
Issue (Version) Number
Last Review Date
Next Planned Review Due
Related Documents
1.
June 2005
5
April 2013
April 2015
Contract of Employment, Grievance Policy, Bullying and
Harassment Policy, Equality & Diversity Policy
Purpose
BCC aspires to improve the lives of carers and their families. Staff and volunteers who carry
out the work of BCC are committed to the achievement of this mission in all aspects of their
work.
BCC aspires to be an organisation that demonstrates the values and behaviours in which it
believes. We cannot achieve the highest standards in our work unless we have a
commitment to the highest standards in the way we go about our work and the way we deal
with our colleagues and other stakeholders. These guidelines set out the standards of
behaviour that are expected of all staff, volunteers and trustees associated with BCC whilst
carrying out BCC’s business. The Code also sets out the standards of behaviour that we
would expect external stakeholders to apply when dealing with BCC’s staff, volunteers or
trustees.
The culture within BCC is not something that is imposed on us from outside. We make it,
and therefore have the ability to change it.
BCC will view unfair or discriminatory behaviour as a serious disciplinary offence as being
against its principles and values. The Grievance policy, the Bullying and Harassment policy
and the Equality & Diversity policy provide mechanisms for employees to raise concerns and
complain about behaviour which they believe to be unacceptable.
2.
Definitions
BCC means Blackpool Carers Centre
3.
Policy Statement
We expect that:
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All staff, volunteers and trustees are treated with dignity, respect and courtesy
They are entitled to a workplace free from bullying, harassment or victimisation
They are valued for their skills and abilities
They are not judged by their age, race, class, religion, gender or sexual orientation
They strive for inclusion and celebration of difference
Behaviour that does not comply with these principles is unacceptable, and a further
explanation of “unacceptable behaviour” is set out in the Schedule.
4.
Principles
Responsibility for Standards of Behaviour
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The Board and BCC’s Senior Management Team is responsible for implementing and
reviewing policies and procedures within BCC and for ensuring that appropriate and prompt
action is taken on offensive behaviour.
Any complaint put forward to management either formally or informally will be investigated.
All staff, volunteers and trustees are responsible for ensuring that their own behaviour is of
the highest standard.
Everyone is responsible for ensuring that they understand what the standards of behaviour
require of them, that their conduct does not cause offence that they should be prepared to
support colleagues who are being harassed, bullied or victimised or discriminated against.
We all have a responsibility to raise or challenge any unacceptable behaviour that we
witness, even if it is not directed at us personally.
The standards of behaviour will be enforced through the grievance procedure, the bullying
and harassment policy and the disciplinary procedure.
Examples of Unacceptable Behaviours
It is not possible to define “unacceptable behaviour” as it is the effect the behaviour has on
the recipient that makes it “unacceptable”. The following can only be used as a guide to
assist in understanding what may be offensive whether intentional or not. It is not an
exhaustive list of all behaviour that may be offensive or unacceptable.
• Unwanted or unwelcome behaviour and undermining a person’s dignity at work is
unacceptable. This includes behaviour that might unreasonably threaten a person’s job
security or create an intimidating working environment.
• Behaviour may be perceived as unacceptable, even if there was no intent to cause
offence.
• Behaviour which may have overtones (e.g. based on race, sex, class, sexuality etc.) that
a member of staff, volunteer or trustee finds offensive, even if it was not directed at them.
• Unacceptable behaviour can take many forms and can often involve subtle misconduct. It
can include actions, jokes or suggestions that might create a stressful working
environment. It can also include the production, display or discussion of material that
may give rise to offence. It includes behaviour which, deliberately or inadvertently,
excludes individuals from normal activities in the workplace.
Examples of behaviour, which can be seen as unacceptable include:
Bullying
Bullying often results from a misuse of management power, but is also the misuse of any
form of individual power, such as physical strength, personality or age, or collective power
through strength of numbers e.g. belonging to a particular group and collectively excluding
individuals.
The behaviour might include:
• Ostracising / freezing out
• Isolating, excluding behaviour
• Being deliberately obstructive and difficult
• Nicknames, malicious gossip
• Public reprimand / humiliation
• Belittling, patronising comments
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Harassment

Derogatory remarks, mimicking, invasive personal questions, staring, ostracising or
patronising which is directed at any individual which results in that individual feeling
threatened or compromised.
Verbal/Non Verbal Harassment

Derogatory remarks, jokes or material which result in the individual feeling
uncomfortable, excluded or threatened.

Offensive letters / emails

Rude or derogatory gestures

Inadvertently or deliberately avoiding or excluding

Verbal abuse or threats

Making rude jokes or comments

Swearing
Unacceptable behaviour excludes legitimate actions by a manager to manage performance
appropriately. It also excludes legitimate actions taken within the disciplinary or other formal
procedures. It does not exclude persons in authority who use their position to bully, abuse or
harass others, or assume a threatening or intimidating management style. Anyone who is
subject to or witnesses unacceptable behaviour can make use of the relevant policies and
procedures to raise the matter formally.
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