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Hike2HealRecovery CIC

Code of Conduct

This Code of Conduct sets out the standards of behaviour Hike2Heal Recovery CIC expects from all employees. Rules in relation to the conduct of all employees are set out below, along with examples of what Hike2Heal Recovery CIC considers to be gross misconduct, which could result in summary termination of employment.

Employee behaviour

The following general standards are required by all Hike2Heal Recovery CIC employees:

  • Behave in a respectful, professional and polite manner and ensure their behaviour does not breach the Equality Act 2010
  • Comply with all reasonable management instructions
  • Cooperate fully with colleagues and management
  • Uphold and further the charity’s positive public image at all times
  • Maintain satisfactory standards of performance at all times
  • Adhere to Hike2Heal Recovery CIC’s policies and procedures at all times

Attendance and timekeeping

Employees will not be paid if any working time is lost due to lateness or unauthorised absence. Persistent lateness will be dealt with under the disciplinary policy. Employees should be present and ready to start work in line with their contractual hours, notify their line manager in accordance with the absence procedure, and liaise with their line manager if they wish to leave early or arrive late.

We operate a sign in / sign out policy with which all employees are expected to comply. It is not permissible under any circumstances for any employee to sign in or out on behalf of another.

Communications

Personal mobile devices should be switched off or in silent mode during working hours, and personal calls and messages should only be made during breaks. It is forbidden to give personal or home phone numbers to clients, or to take pictures of colleagues, premises, or clients without consent. Company mobile phones, where provided, are for business use only.

Hike2Heal Recovery CIC will not tolerate the use of email and internet for inappropriate purposes, including:

  • Any messages that could constitute bullying, harassment or other detriment
  • Accessing social networking sites using Company equipment or during work time
  • On-line gambling
  • Accessing or transmitting pornography or other offensive material
  • Transmitting copyright information and/or software
  • Posting confidential information about employees, the charity, or its clients

Fraternisation

Whilst employees are encouraged to be friendly towards clients and colleagues, professional boundaries must be maintained at all times.

  • Staff are not permitted to sponsor clients unless they have left the service for 12 months or more.
  • No staff member or volunteer may sponsor another and maintain a working relationship, to avoid conflicts of interest and misuse of power.
  • Staff are not to exchange personal contact details with recovery seekers.
  • Staff are not permitted to engage in any kind of exclusive relationship with recovery seekers.

Alcohol and drugs

The use of drugs and alcohol during working hours is not permitted. Employees must not be under the influence of drugs or alcohol during working hours and must not support or influence others to do so. As a service that promotes complete abstinence, any employee in abstinence-based recovery is expected to remain abstinent during their employment term. Employees suspected of using or dealing drugs in the workplace will be reported to the police, and a structured, confidential and supportive drug-testing process may be followed where there is reasonable suspicion.

Health and safety

Any accidents, however minor, should be recorded in the charity’s Accident Book as soon as possible. Employees are responsible for familiarising themselves with the charity’s health and safety policies and procedures, and with those of any third party or service-user premises they attend. Breaching health and safety rules may be considered gross misconduct.

Smoking

In accordance with the Health Act 2006, the charity does not permit smoking in the workplace, on Company premises, or in Company vehicles. This prohibition extends to e-cigarettes and similar devices.

Bribery

Bribery — the offering or accepting of any gift, loan, payment, reward or advantage for personal gain — is a criminal offence. No gift should be given nor hospitality offered in connection with the charity’s business without prior written approval from a line manager. Accepting a bribe carries separate criminal liabilities for the employee and the charity.

Social media

Social media usage for work purposes is controlled by the Services Manager. Employees should keep personal profiles private, and may not connect with a client, ex-client or member of Aftercare on social media for at least a year after they have left services. Posts must not:

  • Compromise Hike2Heal Recovery CIC or disclose confidential or sensitive data
  • Damage the charity’s reputation or brand
  • Breach laws on copyright or data protection
  • Contain libellous or defamatory content
  • Engage in bullying or harassment
  • Be illegal, inappropriate or offensive
  • Interfere with work commitments
  • Use the charity’s name to promote other products or political opinions

Confidentiality

All information gained during the course of employment is to be treated as confidential, during and after employment, unless required by law to do otherwise.

Client care

Hike2Heal Recovery CIC prides itself on providing clients with the highest standard of care. The needs and general wellbeing of clients must be at the forefront of all employees’ minds, and all clients must be treated with dignity and respect. We uphold a strict policy prohibiting relationships between employees and service users until at least 12 months after the service user has left the programme — a crucial safeguarding measure that protects both staff and the vulnerable clients we serve.

Staff should report any problems with clients to their line manager immediately and must not try to resolve complaints themselves. No staff member or volunteer should be alone with clients when taking them to meetings, and under no circumstances should staff give their personal numbers or home addresses to clients.

Abuse

All employees must be aware at all times of the possibility of abuse. Abuse of clients is regarded as gross misconduct and may result in summary dismissal. Forms of abuse include physical, emotional or psychological, sexual, financial, neglect, digital, institutional, and discriminatory abuse.

Other standards

  • Clothing: Employees should present a professional image, with clean, tidy clothing appropriate to their responsibilities.
  • Property and equipment: Employees who damage Company property through misuse or carelessness may be required to repay the cost, and must return all Company property on termination.
  • Searches: The charity may require reasonable searches of a person, clothing, bags, lockers or vehicles, conducted by an authorised person with an independent witness present.
  • Handling money: Employees authorised to handle transactions are responsible for them, must log all collections clearly, and are prohibited from taking money from, or giving money to, clients.
  • Environment: Employees should minimise waste and switch off equipment that is not in use.

Gross misconduct

The following are examples of gross misconduct:

  • Unauthorised use of the Company’s assets and equipment
  • Insubordination, e.g. refusal to carry out reasonable instructions
  • Intentional sexual harassment, harassment, or bullying
  • Serious breach of rules, policies or procedures designed to ensure safe operation
  • Divulging or misusing confidential information
  • Theft or unauthorised possession of property
  • Consumption of, or intoxication by, alcohol or drugs affecting work or colleagues
  • Possession of illegal drugs at work or on Company premises
  • Defrauding, or attempting to defraud, the charity, its clients, suppliers or colleagues
  • Unauthorised or inappropriate use of email, internet and/or computer systems
  • Falsification of any company records
  • Serious damage to Company property
  • Violent, dangerous or intimidatory conduct
  • Bringing unauthorised persons onto Company premises
  • Conviction of a criminal offence rendering the employee unsuitable for the role
  • Serious abuse of time-keeping and attendance procedures
  • Failure to follow a Company standard operating procedure