You should familiarise yourself with this Code of Conduct and conduct yourself in accordance with its principles. In particular you are required to:-
- discharge public functions reasonably and according to the law
- recognise any ethical standards governing your profession
- adhere to the BBSRC Statement on Safeguarding Good Scientific Practice (reading Rural and Environment Science and Analytical Services (RESAS) for BBSRC) which is set out in appendix A12b:2. Failure to do so may be regarded as gross misconduct under the disciplinary rules appendix A12b:4
- comply with RESAS financial rules and regulations
2.3 Your attention is drawn to the terms of the employment code in relation to private interests and the possible conflict with public duty, the disclosure of official information, and political activities. If you are involved in decisions on commercial contracts, technology transfer and the exploitation of Intellectual Property Rights (IPR) you ensure that any possible conflicts of interest are identified and resolved at an early stage. The Director is responsible for employee propriety.
2.4 It is a serious criminal offence for you to receive, accept, or attempt to obtain any gift or consideration for doing, or not doing anything, or showing favour or disfavour, to any person in their official capacity. Under the Prevention of Corruption Act 1916 you may be required to provide evidence that the receipt of payment or other consideration from someone seeking to obtain a contract is not corrupt.
2.5 If you deal with the public you should do so sympathetically, efficiently promptly, and without bias or maladministration. The public is entitled to expect the highest standards of conduct and service from the employees of the MRPs.
You are expected to ensure the proper, economic and efficient use of all public resources within their control. You should not misuse your official position or information acquired in the course of your work to further your private interests or those of others. You should not receive benefits of any kind from a third party which might reasonably be seen by members of the public to compromise your personal judgement and integrity - see the Code on Gifts and Material Hospitality appendix A10:2.
You owe a general duty of confidentiality to your employer under civil law. You are therefore required to protect official information held in confidence.
This duty shall not preclude you from making a protected disclosure in accordance with the provisions of the Public Interest Disclosure Act 1998 paragraph 6, appendix A12b:3.
If you believe that you are being required to act in a way which:-
- is illegal, improper or unethical
- is in breach of a professional code
- may involve possible maladministration, fraud or misuse of public funds
- raise a fundamental issue of conscience
- is otherwise inconsistent with this code
you should raise the matter through your line management chain or else approach in confidence a nominated official or board member entrusted with the duty of investigating employees concerns about illegal, improper or unethical behaviour. You should also draw attention to cases where there is evidence of criminal or unlawful activity by others and may also report cases where you believe there is evidence of irregular or improper behaviour elsewhere in the organisation, but where you have not been personally involved.
Where an employee has reported a matter covered in the above paragraph and believes that the response does not represent a reasonable response to the grounds of his or her concern, he or she may report the matter in writing to The Secretary of RESAS who will investigate the matter further.
You should continue to observe your duty of confidentiality paragraph 4, appendix A12b:2 after you have left employment. You should be aware of any rules on the acceptance of business appointments after resignation or retirement.
Last updated 11/08/11
Amendment 132 - August 2011