The council's code of conduct follows seven principles:
These principles apply to the conduct of councillor and co-opted members when they are acting as members of the authority, including meetings of the authority.
For more details please see the Councillor code of Conduct.
The Standards Committee is currently made up of 7 city councillors (politically balanced) and 2 co-opted Parish Councillors (non-voting).
Three independent persons have been appointed following an interview process to assist the council and act as consultees prior to decisions being taken in relation to breaches of the code of conduct and any stage of a standards complaint. In addition independent persons may be consulted by a member of co-opted members of our council, or of a parish council against whom a complaint has been made.
The council has a statutory duty to promote and maintain high standard of conduct for its elected and co-opted members. The Standards Committee aims to assist members and co-opted members in observing the authority's code of conduct. The committee is also responsible for advising the authority on the adoption of revision of its code of conduct; monitoring the operation of the code as well as considering grounds for a dispensation of the code, in appropriate circumstances.
City Council Members
|Councillor Iqbal||Chair of the Committee|
|Councillor Routledge||Vice-Chair of the Committee|
|Councillor Boswell||Committee Member|
|Councillor Latchford||Committee Member|
|Councillor Mein||Committee Member|
Parish Council / Co-optees (non-voting)
|Parish Councillor T Cryer|
Grimsargh Parish Council Co-optee
|Parish Councillor Debi Roskell||Ingol and Tanterton|
Independent persons (non-voting)
The Standards Committee meets on a regular basis and further details including the agenda and minutes can be viewed on the Standards Committee page.
The council also has a protocol to guide councillors, and officers of the council, in their relations with one another. A copy of the protocol can be viewed on th Member/Officer protocol page.
It is important that the public have absolute confidence in the integrity of the council and its employees. The council has a code of conduct which all employees should be signed up to that aims to ensure that:
(i) employees are protected against any unjustified allegations of wrong doing
(ii) there can be no perception of suggestion that any employee of the council could be influenced in any way by improper motives.
A copy of the employee code of conduct can be viewed in the Employee's code of conduct.
This local code builds on the Code of Conduct for Councillors referred to earlier. In essence it goes beyond the probity concerns of the code to give more detailed advice on the operation of the planning system. The aim of this additional advice is to ensure the preservation of the integrity of the planning system as open and fair to all parties. This guidance therefore serves a dual role, as in addition to the council's Code of Conduct, this guidance is concerned with the integrity of the planning system, including the conduct of councillors in its processes and procedures. The two documents overlap, but have different targets. A clear consensus as to the relationship between the Code of Councillor Conduct and this guidance on planning issues is therefore essential.
A copy of the Local Code of Practice for councillors and officers dealing with planning matters can be viewed in the Code of good practice for Councillors and Officers dealing with planning matters
We are committed to providing the best possible level of service to its customers. We realise, however, that sometimes we don't get everything right, and there may be occasions when you are unhappy with the service we provide.
The council welcomes your complaint as an opportunity to improve services and, where possible, we will try to rectify the situation.
If you would like to make a complaint please visit our complaints page.
The council provides a Whistleblowing policy for use by its members of staff.
Employees are often the first to realise that there may be something seriously wrong within the council. However, they may not express their concerns because they feel that speaking up would be disloyal to their colleagues or to the council. They may also fear harassment or victimisation. In these circumstances, employees may be tempted to ignore the concern rather than report what may just be a suspicion of malpractice.
However, the council is committed to the highest possible standards of openness, probity and accountability.
In line with this, it positively encourages employees to come forward and voice those concerns. This policy makes it clear that staff can do so without fear of reprisal.
The Whistleblowing policy is intended to encourage and enable staff to raise serious concerns within the council, rather than overlooking a problem or "blowing the whistle" outside.