Media
When acting in matters initiating or responding to contact with the media this should only take place when this has been authorised by the Communications and Marketing team. You must follow any guidance issued by the Council particularly in times of particular sensitivity e.g. the so called “Purdah period” during the holding of elections and also have regard to the Code on Recommended Practice relating to local authority publicity as issued under the Local Government Act (1986).
As an ordinary citizen, you are entitled to express your views about the Council, provided you do not make use of any private or confidential information gained through your work with the Council. However, you should not in your capacity as an employee criticise the Council either through the media or at a public meeting or in any written communication with members of the public. This clearly does not preclude an employee of the Council reporting on, or acknowledging improvements required in the work of the Council where this is a requirement of the employee’s duties or responsibilities. In more serious cases where an employee reasonably believes the commission or likely commission of an offence would warrant a “protected disclosure” being made in the public interest, then the same is permissible through the Council’s Whistle Blowing policy and procedure which is available upon the Council’s Intranet and conforms with the Public Interest Disclosure Act (1998) as inserted into the Employment Rights Act (1996).
The Act covers behaviour which amounts to:
- a criminal offence
- a failure to comply with any legal obligation
- a miscarriage of justice
- a danger to the health and safety of any individual
- damage to the environment
- the concealment of information about any of the above matters.
If you have any concerns about any such behaviour speak to your line manager in the first instance. If you feel you are unable to discuss your concern with your line manager or other Chief Officer within your service area, then you can report your concerns to the Council’s Monitoring Officer or with a representative of a recognised Trade Union.
This provision will not have application to a Trade Union official, when acting in that capacity.