Staff Code of Conduct
1. Purpose
1.1 The purpose of this Code of Conduct is to set down the general principles and standards, which govern the professional activities and conduct of all staff of the Commission. A separate code of conduct is also in existence for Commissioners.
1.2 This code of conduct is to be used alongside the policies applicable in the Commission, particularly the Internal Financial Controls policy, Staff Equality Policy, Bullying and Harassment Policy, Health and Safety at Work, Grievance and Disciplinary Procedures, Confidentiality Policy, IT and Internet usage Policy and all other policies adopted by the Commission.
1.3 The provisions of this Code of Conduct forms part of the Terms and Conditions of Employment for all staff.
1.4 Staff are obliged to comply with policies and procedures, staff regulations, work rules and any standards and codes of practice adopted by the Commission. This Code of Conduct is binding on all staff (including those on leave, career breaks etc.).
2. General
2.1 Staff have an obligation to attend at work as required and perform their official duties honestly, faithfully and efficiently, respecting their colleagues and members of the public.
2.2 Staff should be aware of and fulfil all regulatory and statutory obligations of the Commission and enforce them in a fair, responsible and consistent manner acting within the authority given to them.
3. Conflicts of Interest and Outside of Work
3.1 Staff are obliged to give their full commitment to their duties and responsibilities while working with the Commission. In no circumstances should a staff member engage in matters unconnected with his/her duties and responsibilities during Commission work hours.
3.2 Staff should not engage in work outside of the Commission to the extent of impairing the staff member's work performance with the Commission. Permission must be sought and obtained from the relevant manager before engaging in any outside work.
3.3 There must be no conflict of interest or potential conflict of interest between a staff member's work/responsibilities and his/her involvement in any employment (including self-employment) outside of work.
3.4 In engaging in outside activities, staff must avoid the risk of conflict with their official duties, avoid any impropriety and comply with all Commission non-disclosure requirements.
3.5 Staff have statutory obligations under the Human Rights Commission Act 2000, the Official Secrets Act 1963, the Freedom of Information Acts 1997 and 2003, the Data Protection Acts 1998 and 2003 and the Ethics in Public Office Acts, 1995-2001. No staff member should allow a situation to arise where there is a conflict or potential for conflict between his/her own interests and the interest of the Commission.
3.6 Staff must observe their duties and obligations to the Commission in accordance with the contract of employment and associated terms and conditions of employment.
3.7 Staff must always act with personal integrity and their actions should be able to bear the closest public scrutiny.
3.8 Any staff member who is involved with any outside organisation, whether economic, social, cultural or political (such as a political party), has the responsibility to ensure that such involvement is not prejudicial to the interests of the Commission and that it does not create a conflict of interest or potential conflict with their employment with the Commission. Any employee becoming aware of such a conflict/potential conflict must declare this to their manager, or to the Chief Executive immediately who will decide how the situation should be dealt with.
4. Disclosure of Information
4.1 Confidential information is information internal to the workings of the Commission and which has not been publicly disclosed. It includes information obtained pursuant to the Commission's enquiry and legal functions. Unless authorised to do so, staff are prohibited from making use of, or disclosing, any confidential information gained as a result of employment with the Commission. The unauthorised use or disclosure of confidential information to which they have had access may lead to disciplinary action and/ or prosecution.
4.2 If a staff member leaves the employment of the Commission (through resignation, retirement or termination of contract of employment) he/she is obliged by law to protect and respect the confidentiality of information that they are in possession of. In this way, the obligation not to disclose confidential information continues beyond the end of the contract of employment.
5. Acceptance of Gifts and Hospitality
5.1 Under no circumstances may a staff member solicit, either directly or indirectly, gifts, hospitality etc. for personal use, gain or benefit.
5.2 Staff should not receive benefits of any kind from a third party in relation to the carrying out of any activity in connection with the Commission which might reasonably be seen to compromise her/his personal judgment or integrity. The overriding concern is that the actions of all staff be above suspicion and not give rise to any actual or potential conflict of interest, and that their dealings with commercial and other interests should bear the closest possible scrutiny.
5.3 The offer of any unsolicited gifts, including hospitality, travel, payments, services or benefits-in-kind on a scale which could affect, or be considered to affect, the ability of a staff member to exercise independent judgement on Commission matters, must be declined and notified by the staff member to their manager immediately.
6. Use of IHRC Resources
6.1 Limited use of Commission facilities i.e. email and telephone is permissible for personal use, provided that such use does not interfere with work and is not connected with private/personal business interests.
6.2 In performing their Commission duties staff must apply public resources prudently and only for the purpose for which they are intended. They must not use their position in the Commission to pursue private interests using public resources. Staff should ensure that resources provided are used economically for the purpose for which they were provided, treated with care, maintained and properly secured against theft or misuse. Public resources include material and financial resources, staff time and skills, intellectual property and official information.
6.3 The Internal Financial Controls policy must be followed by all staff. Non-adherence of this policy may constitute misconduct or severe misconduct.
7. Code of Conduct Review
7.1 The Code will be reviewed and amended where appropriate.