Would the combination or timing of the two roles potentially lead to reduced efficiency? I.e. working into the early hours of the morning and then having to report for work several hours later could create difficulties. If an employee intends to offer work on a self-employed basis then strict adherence to the following regulations will be required. At no time should any employee seek to give the impression or claim, that private work undertaken has the approval or endorsement of the Council, unless express permission has been granted in writing in advance. The Council will own the copyright of any material produced by an employee arising out of their work. Materials developed and produced by the Council cannot be used by any employee outside of the remit of their role. Equipment owned by the Council for the provision of services for another employer is strictly prohibited Failure to adhere to these requirements will be regarded as an act of Gross Misconduct and will be dealt with accordingly. If in doubt about any of the above conditions you should seek the guidance of your Line manager. Similarly if any issues arise in relation to your other job that are not covered by the above provisions then you would be wise to refer these concerns to your line manager. The above guidance should not be seen as exhaustive but simply an illustration of some of the problems, which might arise. Failure to act in a responsible manner could also be regarded as a disciplinary matter whether or not the issues involved are expressly referred to above. While the Council will endeavour to act as a good employer and to show as much flexibility as possible there will no doubt be occasions when it would not be reasonable to accede to the employee’s request to work for a particular organisation. In these circumstances it will be for the employee to decide where their best interests lie, even if this means resigning their post. Working from Home Many local councils do not have office premises of their own and utilise the clerks home address for that purpose. Please refer to NALC Legal Update number. L06/03 DIVERSITY AND DIGNITY The Council is committed to valuing diversity and seeks to provide all staff with the opportunity for employment, career and personal development on the basis of ability, qualifications and suitability for the work as well as their potential to be developed into the job. We believe that people from different backgrounds can bring fresh ideas, thinking and approaches which make the way work is undertaken more effective and efficient. The Council will not tolerate direct or indirect discrimination against any person on grounds of age, disability, gender / gender reassignment, marriage / civil partnership, pregnancy /
Would the combination or timing of the two roles potentially lead to reduced efficiency? I.e. working into the early hours of the morning and then having to report for work several hours later could create difficulties. If an employee intends to offer work on a self-employed basis then strict adherence to the following regulations will be required. At no time should any employee seek to give the impression or claim, that private work undertaken has the approval or endorsement of the Council, unless express permission has been granted in writing in advance. The Council will own the copyright of any material produced by an employee arising out of their work. Materials developed and produced by the Council cannot be used by any employee outside of the remit of their role. Equipment owned by the Council for the provision of services for another employer is strictly prohibited Failure to adhere to these requirements will be regarded as an act of Gross Misconduct and will be dealt with accordingly. If in doubt about any of the above conditions you should seek the guidance of your Line manager. Similarly if any issues arise in relation to your other job that are not covered by the above provisions then you would be wise to refer these concerns to your line manager. The above guidance should not be seen as exhaustive but simply an illustration of some of the problems, which might arise. Failure to act in a responsible manner could also be regarded as a disciplinary matter whether or not the issues involved are expressly referred to above. While the Council will endeavour to act as a good employer and to show as much flexibility as possible there will no doubt be occasions when it would not be reasonable to accede to the employee’s request to work for a particular organisation. In these circumstances it will be for the employee to decide where their best interests lie, even if this means resigning their post. Working from Home Many local councils do not have office premises of their own and utilise the clerks home address for that purpose. Please refer to NALC Legal Update number. L06/03 DIVERSITY AND DIGNITY The Council is committed to valuing diversity and seeks to provide all staff with the opportunity for employment, career and personal development on the basis of ability, qualifications and suitability for the work as well as their potential to be developed into the job. We believe that people from different backgrounds can bring fresh ideas, thinking and approaches which make the way work is undertaken more effective and efficient. The Council will not tolerate direct or indirect discrimination against any person on grounds of age, disability, gender / gender reassignment, marriage / civil partnership, pregnancy /
Staff_Handbook.docx