ࡱ> TVS_ ,bjbjzz 4FjfjfJ$`( ( mm8 ,5<78qq(7777777$9<b7"7mm?7^m877L6670;*7780787<e<067<67l"4H77|78<( 3: QUEENS UNIVERSITY BELFAST Code of Conduct 1. General 1.1 In the conduct of its business the University expects that employees of the University will maintain the highest standards of conduct, attendance and job performance. 1.2 The examples given in the following sections are illustrative in nature and are not intended to be comprehensive. 1.3 An incident of misconduct may involve a number of headings and may be dealt with as misconduct or gross misconduct depending on the particular circumstances as discovered by investigation. 2. Gross Misconduct Gross misconduct is conduct of such serious nature that the employment relationship is irreparably damaged and summary dismissal i.e. dismissal without notice, will be justified for a first offence. 3. Conduct In Respect Of University Resources In this context resources must be seen in the broadest terms including not only physical assets but also more abstract resources such as time, authority, access to facilities and confidentiality. In effect this includes any resource made available to an individual by the University to be used in good faith for the benefit of the University (in pursuit of its aims and objectives). Furthermore, the good name and reputation of the University is an asset of great importance in the conduct of its business. Any conduct which undermines the standing of the University or damages the Universitys existing or potential relationships with clients, stakeholders or the wider community will be seen as misconduct. Any action taken will give due consideration to the academic freedom afforded to academic staff. Any misuse of resources may have a detrimental effect on the effectiveness of the University and this may range from the inconvenient to the seriously damaging. Abuse of resources may result in application of the Disciplinary Procedure and criminal proceedings. 4. Conduct in respect of University resources which may be seen as misconduct: 4.1 Absence from duty. When an employee, without permission or sufficient cause, is absent from duty, is late for duty or other attendance, or leaves his/her place of work. 4.2 Damage to University properties where an employee, wilfully or without due care, causes any waste, loss or damage to any property of the University or fails to take proper care thereof. 4.3 Where an employee fails to report any loss of, or damage to, any such property entrusted to his/her care. 4.4 Breach of rules in dealing with privileged information or unauthorised disclosure of personal information as defined by the Data Protection Policy and the Regulations for Acceptable Use of Internet and Email. Where disclosures are made in the public interest an employee will be afforded the protection of the University Code on Whistleblowing and may be afforded legal protection under the terms of the Public Interest Disclosure Act. 4.5 The University advises its employees engaging in employment in off duty hours to ensure that such employment does not adversely affect their work in the University. The disciplinary procedure may be invoked if the University feels that the employees performance is thereby affected, or if interests of the University are adversely affected by the nature of the outside employment. 4.6 Conduct outside employment which undermines the good name and standing of the University or is damaging to the reputation of the University. Although in most circumstances a criminal conviction does not automatically give rise to disciplinary action, such action will be taken where the offence undermines trust and confidence in an individual to do their job or where continued association with the individual would be damaging to the Universitys good name. 5. Conduct in respect of University resources which may be seen as major or gross misconduct 5.1 Unauthorised removal of the Universitys property 5.2 Stealing from the University, its members, members of staff, students or the public and other offences of dishonesty 5.3 Falsification of documentation associated with remuneration (including time sheets, subsistence and expenses claims etc.). 5.4 Damage caused maliciously or by gross negligence to the Universitys Property/records. 5.5 Breaches of confidentiality relating to students or staff or other persons. Reckless or wilful disclosure of data contrary to data protection principles as outlined in the Universitys Data Protection Policy. 5.6 Falsification of records relating to students, staff, or other persons. 5.7 Corrupt or improper practice e.g. when an employee improperly uses, or attempts to use his/her official position for his/her own private advantage or to the advantage of some other person. Inappropriate use of Information Technology in contravention of agreed University policies and procedures. This also includes the use of social media where staff are personally accountable for any breach of the Universitys Social Media Policy, whether posting as a private individual or in the performance of their duties as an employee of the University. 6. Conduct In Respect Of Others Every employee is entitled to work in an environment that is supportive of his or her dignity and well being. It is the responsibility of the University to ensure such a work environment exists. It is every employees responsibility to avoid behaviour that undermines the individuals dignity or adversely effects well being and safety and furthermore to take appropriate action if they are aware of such behaviour. Part of each employees duty of care to colleagues, students and visitors is conscientious application of health and safety regulations and vigilance against discrimination and harassment. Misconduct on these grounds may lead to disciplinary action and criminal/legal proceedings. 7. Conduct in respect of others which may be seen as misconduct: 7.1 Use of foul or inappropriate language. 7.2 Inappropriate behaviour towards staff, students or public. 7.3 Neglect of rules for safety, hygiene or security. 8. Conduct in respect of others which may be seen as major or gross misconduct: 8.1 Violence or other exceptionally offensive behaviour. 8.2 Sexual misconduct at work including sexual misconduct occurring off-campus but in a work related context. 8.3 Bullying/Harassment. 8.4 Discrimination, victimisation or harassment against staff, student or public as defined by the Universitys Equality and Diversity Policy. 8.5 Pursuing malicious or vexatious complaints against others. 8.6 Deliberately ignoring safety/hygiene/security rules and regulations and thereby endangering ones own or anothers physical well being or safety. 8.7 Dangerous horseplay 9. Conduct In Respect Of Work Performance Employees will be expected to abide by the policies and procedures developed by the University and any rules or regulations specific to their area of work. Where an employee is unable to meet the requirements of the post because of circumstances beyond his or her control through illness or changes in work or failure to reach required standards during probation, the circumstances will be considered under the Capability Procedure, the Procedure for Performance Management or the Academic Probation Procedure as appropriate. Where investigation shows that capability is not the reason for poor performance Disciplinary Procedures will apply. 10 Conduct in respect of work performance which may be seen as misconduct: 10.1 Disobeying instructions. When an employee without sufficient cause disobeys, omits or neglects to carry out a lawful and reasonable order, (whether in writing or not) or fails to observe operational instructions and regulations of the University. Insubordination or refusal to accept proper authority. 10.3 Neglect of duty and / or inadequate performance. When an employee, without sufficient cause: fails (after due instruction) to undertake the duties / responsibilities connected with his/her position in a satisfactory and competent manner when he/she is deemed capable of doing so. causes any loss, damage or injury to occur to any person or property, by carelessness or neglect. fails to report any matter which it is his/her duty to report e.g. Health and Safety issues. fails to make any entry, which it is his/her duty to make, in any book or document. fails properly to account for, or to make a prompt and true return of, any money or property that comes into his/her possession in the course of his/her duties. 11 Conduct in respect of work performance which may be seen as major or gross misconduct: 11.1 Being under the influence of alcohol or drugs such that judgement is impaired. 11.2 Falsification of qualifications which are a stated requirement of employment, or any information used in support of an application for any post in the employment of the University (subject to the Conditions of the Rehabilitation of Offenders Act 1974); or any other misrepresentation which results, or could result, in financial gain. 11.3 Falsification of records relating to students, staff, or other persons. 11.4 Action resulting in breach of employment contract and compromising of services. 11.5 Failure to discharge the obligation which the law or his/her contract places upon him/her.     _________________ Page  PAGE 1 of  NUMPAGES 4 Approved by Senate June 2003 ,-./03:;< ` a " # & 6 7 8  ˾ٳ٥wjjjjjjjjZJZjjjhwMh85>*䴳ɲ85;Cɲ8䴳ɲ86;Cɲ8;>*䴳ɲ8>*䴳ɲ8;Cɲ5Cɲɲ䴳ɲ85Cɲɲ5C/ɲ85CԱ-./0;<` a " # 7 8 . / _$^a$$^a$$a$ l^`l $l^`la$$a$$a$$a$gdwM - . / _`c^_HI34-.`aopƸƨƎhCJ^JaJhwMh85>*CJ^JaJhwMh85;CJ^JaJhwMh8;CJ^JaJhwMh8CJ^JaJhwMh85CJ^JaJhwMh8;>*CJ^JaJhwMh8>*CJ^JaJ8_`^_HI34 $0^`0a$$^a$ $0^`0a$ $ & Fh^ha$ $!^`!a$$a$-.`aop $;^`;a$ $^`a$$^a$$ & F l^`la$ 0^`0$`a$$a$ $0^`0a$%&ef ' ( !&!7!@!A!!!"""1"2"6"\"]"^"#$$$Ϳ͗hwMh85>*CJ^JaJhEjCJ^JaJhwMh86CJ^JaJhwMh85CJ^JaJhwMh8>*CJ^JaJhwMh8;CJ^JaJhwMh8CJ^JaJh!CJ^JaJ;%&ef' ( @!A!!!""1"$`a$ $0^`0a$ $0^`0a$$^a$ $!^`!a$$a$1"2"]"^"$$/%0%-&.&e&f&g&&&'$ & F a$ $ & F^a$ $%^`%a$$^a$ $ & F Va$ $0^`0a$ $%^`%a$ $^`a$ $V^`Va$$a$$$%-%.%/%0%&-&.&e&f&g&&&'''''(G(H((()>)?)B)))))))*+C+D+++++++,H,I,J,K,L,M,N,O,P,Q,R,ŷũӛӓhuGjhuGUhwMh86CJ^JaJhwMh85CJ^JaJhwMh8>*CJ^JaJhwMh8;CJ^JaJhwMh8CJ^JaJhwMh85>*CJ^JaJhwMh85;CJ^JaJ8''''G(H(((>)?)))))C+D+++++H,I,J,$`a$ $0^`0a$ $0^`0a$$a$$ & F a$$^a$J,L,M,O,P,R,S,U,V,h,,,,,,,,,,,$a$$a$gd^$a$gd^$a$gddR,S,T,U,V,\,g,h,m,n,t,u,v,w,{,|,,,,,,,,,,,,,,,ǾhwMh8CJ^JaJh8 h^0Jh^h^^J h^^Jhz$0JmHnHu h kJ0Jjh kJ0JUhdh kJh^jhuGUhuG2&P :pLX. 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