Langham Parish Council Health & Safety Policy

GENERAL STATEMENT

• Langham Parish Council recognises and accepts its responsibilities as an employer for providing a safe and healthy working environment for all its employees, contractors, voluntary helpers and others who may be affected by the activities of the Council.

• The Council will meet its responsibilities under the Heath and Safety at Work Act 1974, and will provide, as far as is reasonably practicable, the resources necessary to fulfil this commitment.

• The Council will seek, as and when appropriate, expert technical advice on Health and Safety to assist the Clerk in fulfilling the Council's responsibilities for ensuring safe working conditions.

AIMS OF THE HEALTH AND SAFETY POLICY

To provide as far as is reasonably practicable,
• A safe place of work and a safe working environment.

• Arrangements for considering, reporting and reviewing matters of Health and Safety at work, including regular risk assessments of working activities.

• Systems of work that are safe and without risks to health.

• Obtaining specialist technical advice and assistance on matters of Health and Safety when necessary.

• Sufficient information, instruction and training for employees, contractors and voluntary helpers to carry out their work safely.

• Care and attention to the health, safety and welfare of employees, contractors, voluntary helpers and members of the public who may be affected by the council's activities

ARRANGEMENTS AND RESPONSIBILITIES FOR CARRYING OUT THE HEALTH AND SAFETY POLICY

As the Council's Safety Officer, the Clerk will:
• Keep informed of relevant health and safety legislation.

• Advise the Council on the resources and arrangements necessary to fulfil the Council's responsibilities under the Health and Safety Policy.

• Make effective arrangements to implement the Health and Safety Policy.

• Ensure that matters of health and safety are regularly discussed, as appropriate, at meetings of the Parish Council.

• Ensure that regular risk assessments are carried out of working practices and facilities, with subsequent consideration and review of any necessary corrective/protective measures.

• Make effective arrangements to ensure those contractors or voluntary helpers working for the Council comply with all reasonable health and safety requirements. All contractors will be required to abide by the terms of the contractors' service level agreement and specified scope of work and will be given a copy of the Council's Health & Safety Policy.

• Ensure that work activities by the Council do not unreasonably jeopardise the health and safety of members of the public.

• Maintain a central record of notified accidents.

• When an accident or hazardous incident occurs, take immediate action to prevent a recurrence or further accident and to complete the necessary accident reporting procedure.

• Act as the contact and liaison point for the Health and Safety Executive.

All employees, contractors and voluntary helpers will:

• Cooperate fully with the aims and requirements of the Council's Health and Safety Policy. Comply with Codes of Practice or work instructions for health and safety.

• Take reasonable care for their own health and safety, to use appropriate personal protective clothing and, where appropriate, ensure that appropriate first aid materials are available.

• Take reasonable care for the health and safety of other people who may be affected by their activities.

• Not intentionally interfere with or remove safety guards, safety devices or other equipment provided for health and safety.

• Not misuse any plant, equipment tools or materials.

• Report any accidents or hazardous incidents to the Clerk.

Langham Parish Council

Langham Parish Council

Code of conduct

Introduction

Pursuant to section 27 of the Localism Act 2011, Langham Parish Council (the Council’) has adopted this Code of Conduct to promote and maintain high standards of behaviour by its members and co-opted members whenever they conduct the business of the Council, including the business of the office to which they were elected or appointed, or when they claim to act or give the impression of acting as a representative of the Council.

This Code of Conduct is based on the principles of selflessness, integrity, objectivity, accountability, openness, honesty, and leadership.

Definitions

For the purposes of this Code, a ‘co-opted member’ is a person who is not a member of the Council but who is either a member of any committee or sub-committee of the Council, or a member of, and represents the Council on any joint committee or joint sub- committee of the Council, and who is entitled to vote on any question that falls to be decided at any meeting of that committee or sub-committee.

 For the purposes of this Code, a ‘meeting’ is a meeting of the Council, any of its committees, sub-committees, joint committees or joint sub-committees.

 For the purposes of this Code, and unless otherwise expressed, a reference to a member of the Council includes a co-opted member of the Council.

Member obligations

 When a member of the Council acts, claims to act or gives the impression of acting as a representative of the Council, he/she has the following obligations.

1. He/she shall behave in such a way that a reasonable person would regard as respectful.

2. He/she shall not act in a way which a reasonable person would regard as bullying or intimidatory.

3. He/she shall not seek to improperly confer an advantage or disadvantage on any person.

4. He/she shall use the resources of the Council in accordance with its requirements.

5. He/she shall not disclose information which is confidential or where disclosure is prohibited by law.

   Registration of interests

6. Within 28 days of this Code being adopted by the Council, or the member’s election or the co-opted member’s appointment (where that is later), he/she shall register with the Monitoring Officer the interests which fall within the categories set out in Appendices A and B.

7. Upon the re-election of a member or the re-appointment of a co-opted member, he/she shall within 28 days re-register with the Monitoring Officer any interests in Appendices A and B.

8. A member shall register with the Monitoring Officer any change to interests or new interests in Appendices A and B within 28 days of becoming aware of it.

9. A member need only declare the existence but not the details of any interest which the Monitoring Officer agrees is a ‘sensitive interest’. A sensitive interest is one which, if disclosed on a public register, could lead the member or a person connected with the member to be subject to violence or intimidation.

    

   Declaration of interests at meetings

    

10. Where a matter arises at a meeting which relates to an interest in Appendix A the member shall not participate in a discussion or vote on the matter. He/she only has to declare what his/her interest is if it is not already entered in the member’s register of interests or if he/she has not notified the Monitoring Officer of it.

11. Where a matter arises at a meeting which relates to an interest in Appendix A which is a sensitive interest, the member shall not participate in a discussion or vote on the matter. If it is a sensitive interest which has not already been disclosed to the Monitoring Officer, the member shall disclose he/she has an interest but not the nature of it.

12. Where a matter arises at a meeting which relates to an interest in Appendix B, the member shall not vote on the matter. He/she may speak on the matter only if members of the public are also allowed to speak at the meeting.

13. A member only has to declare his/her interest in Appendix B if it is not already entered in his/her register of interests or he/she has not notified the Monitoring Officer of it or if he/she speaks on the matter. If he/she holds an interest in Appendix B which is a sensitive interest not already disclosed to the Monitoring Officer, he/she shall declare the interest but not the nature of the interest.

14. Where a matter arises at a meeting which relates to a financial interest of a friend, relative or close associate (other than an interest of a person in Appendix A), the member shall disclose the nature of the interest and not vote on the matter. He/she may speak on the matter only if members of the public are also allowed to speak at the meeting. If it is a ‘sensitive interest’ the member shall declare the interest but not the nature of the interest.

    Dispensations

15. On a written request made to the Council’s proper officer, the Council may grant a member a dispensation to participate in a discussion and vote on a matter at a meeting even if he/she has an interest in Appendices A and B if the Council believes that the number of members otherwise prohibited from taking part in the meeting would impede the transaction of the business; or it is in the interests of the inhabitants in the Council’s area to allow the member to take part or it is otherwise appropriate to grant a dispensation.

    Appendix A

    Interests described in the table below.

     

    Subject	Description
    Employment, office, trade, profession or vocation	Any employment, office, trade, profession or vocation carried on for profit or gain by the member or by his/her spouse or civil partner or by the person with whom the member is living as if they were spouses/civil partners.
    Sponsorship	Any payment or provision of any other financial benefit (other than from the Council) made to the member during the 12 month period ending on the latest date referred to in paragraph 6 above for expenses incurred by him/her in carrying out his/her duties as a member, or towards his/her election expenses. This includes any payment or financial benefit from a trade union within the meaning of the Trade Union and Labour Relations (Consolidation) Act 1992.
    Contracts	Any contract made between the member or his/her spouse or civil partner or the person with whom the member is living as if they were spouses/civil partners (or a firm in which such person is a partner, or an incorporated body of which such person is a director* or a body that such person has a beneficial interest in the securities of*) and the Council —
    	(a) under which goods or services are to be provided or works are to be executed; and
    	(b) which has not been fully discharged.
    Land	Any beneficial interest in land held by the member or by his/her spouse or civil partner or by the person with whom the member is living as if they were spouses/civil partner which is within the area of the Council. ‘Land’ excludes an easement, servitude, interest or right in or over land which does not give the member or his/her spouse or civil partner or the person with whom the member is living as if they were spouses/civil partners (alone or jointly with another) a right to occupy or to receive income.
    Licences	Any licence (alone or jointly with others) held by the member or by his/her spouse or civil partner or by the person with whom the member is living as if they were spouses/civil partners to occupy land in the area of the Council for a month or longer.
    Corporate tenancies	Any tenancy where (to the member’s knowledge) —
    	(a) the landlord is the Council; and
    	(b) the tenant is a body that the member, or his/her spouse or civil partner or the person with whom the member is living as if they were spouses/civil partners is a partner of or a director* of or has a beneficial interest in the securities* of.
    Securities	(a) that body (to the member’s knowledge) has a place of business or land in the area of the Council; and
    	(b) either—
    	(i) the total nominal value of the securities* exceeds £25,000 or one hundredth of the total issued share capital of that body; or
    	(ii) if the share capital of that body is of more than one class, the total nominal value of the shares of any one class in which the member, or his/her spouse or civil partner or the person with whom the member is living as if they were spouses/civil partners has a beneficial interest exceeds one hundredth of the total issued share capital of that class.

    *’director’ includes a member of the committee of management of an industrial and provident society.

    *’securities’ means shares, debentures, debenture stock, loan stock, bonds, units of a collective investment scheme within the meaning of the Financial Services and Markets Act 2000 and other securities of any description, other than money deposited with a building society.

    Appendix B

    An interest which relates to or is likely to affect:

    1. any body of which the member is in a position of general control or management and to which he/she is appointed or nominated by the Council;

    2. any body—

       1. exercising functions of a public nature;

       2. directed to charitable purposes; or

       3. one of whose principal purposes includes the influence of public opinion or policy (including any political party or trade union)

          of which the member of the Council is a member or in a position of general control or management;

           

    3. any gifts or hospitality worth more than an estimated value of £50 which the member has received by virtue of his or her office.

NALC 2012

Langham Parish Council

Equality and Diversity Policy

1. Introduction

1. Langham Parish Council is committed to providing and promoting equal opportunities, eliminating discrimination and encouraging diversity in the Community.

2. Langham Parish Council aims to create a culture that respects and values each other’s differences and which promotes dignity, equality and diversity.

3. An up-to-date copy of this Policy shall be maintained on Langham Parish Council’s website.

2. Purpose

1. Langham Parish Council recognises that supporting equality is of primary importance. This policy will help Councillors and employees of the Council to develop sound and effective policies that impact on the local community, whilst ensuring that the Council meets its duty under the Equality Act 2010.

3. Scope

1. This policy applies to all employees, volunteers, contractors and elected members of Langham Parish Council.

2. It is the responsibility of every employee and Councillor of Langham Parish Council to ensure that they do not discriminate in any way. All employees and Councillors have a duty to uphold equal opportunities principles. Any breech of this policy will be dealt with appropriately.

4. Equality Act 2010

1. The Equality Act 2010 applies to public bodies and others carrying out public functions. It supports good decision-making by ensuring public bodies consider how different people will be affected by the activities, policies and services provided.

2. The Equality Act 2010 places a Public Sector Duty on Langham Parish Council to work to:

A. Eliminate discrimination, harassment, victimisation and any other conduct prohibited under the Act
B. Advance equality of opportunity between persons who share a protected characteristic and persons who don’t share it
C. Foster good relations between persons who share a relevant protected characteristic and persons who don’t share it

3. No individual will be discriminated against. This includes, but is not limited to the following characteristics (known as protected characteristics under the Act)

• Age
• Disability
• Gender
• Marital status and civil partnerships
• Pregnancy and maternity
• Race
• Religion and beliefs
• Sexual orientation
• Ethnic origin
• Nationality

5. Equality Commitments

1. Langham Parish Council supports the principles and practices of the Equality Act 2010 and recognises that it is the duty of all Councillors and employees to accept their personal responsibility for fostering a fully integrated community at work by respecting and adhering to the principles of equality for all.

2. Langham Parish Council will promote equality throughout the organisation through the application of policies, which will ensure that individuals receive treatment that is fair and equitable and consistent with their relevant aptitudes, potential, skills, experiences and abilities.

3. Langham Parish Council is committed to:

• Equality opportunity for all persons
• A good and harmonious environment in which all persons are treated with respect and valued
• Preventing occurrences of unlawful direct discrimination, indirect discrimination, harassment and victimization
• Fulfilling its legal obligations under the Equality Act 2010

6. Policy Review

1. Langham Parish Council will review this Policy as is necessary and appropriate, and at a minimum on an annual basis.

Langham Parish Council
September 2024

LANGHAM PARISH COUNCIL

COMPLAINTS PROCEDURE

The following procedure will be adopted for dealing with complaints about the Council’s administration or its procedures. Complaints about a policy decision made by the Council will be referred back to the Council, or relevant Committee, as appropriate, for consideration.

2. This procedure does not cover complaints about the conduct of a Member of the Parish Council.

3. If a complaint about procedures, administration or the actions of any of the Council’s employees is notified orally to a Councillor, or to the Clerk to the Council, a written record of the complaint will be made, noting the name and contact details of the complainant and the nature of the complaint.

4. The complainant will be asked to put the complaint in writing to the Clerk to the Council at 3 Ruddle Way, Langham, Rutland LE15 7NZ. The complaint will be dealt with within 21 days of receipt. Refusal to put the complaint in writing does not necessarily mean that the complaint cannot be investigated, but it is easier to deal with if it is in writing.

5. If the complainant prefers not to put the complaint to the Clerk to the Council (because the matter relates to the Clerk, for example,) he or she should be advised to write to the Chairman.

6. (a) On receipt of a written complaint, the Clerk to the Council (except where the complainant is about his or her own actions) or Chairman of Council (if the complaint relates to the Clerk) will seek to settle the complaint directly with the complainant. This will not be done without first notifying any person complained about and giving him or her an opportunity to comment. Efforts should be made to resolve the complaint at this stage.
(b) Where the Clerk to the Council or a Councillor receives a written complaint about the Clerk’s actions, he or she shall refer the complaint to the Chairman of Council. The Clerk to the Council will be formally advised of the matter and given an opportunity to comment.

7. The Clerk to the Council (or Chairman) will report any complaint disposed of by direct action with the complainant to the next meeting of the Council.

8. The Clerk to the Council (or Chairman) will report any complaint that has not been resolved to the next meeting of the Council. The Clerk will notify the complainant of the date on which the complaint will be considered and the complainant will be offered an opportunity to explain the complaint to the Council orally.

9. Matters relating to Grievance or Disciplinary proceedings that are taking, or are likely to take place, should be dealt with in accordance with the Council’s grievance and disciplinary procedures.

10. The Council may consider whether the circumstances of any complaint warrant the matter being discussed in the absence of the press and public, but any decision on the complaint will be announced at the Council meeting in public.

11. The Council may consider in the circumstances of any particular complaint whether to make any without liability payment or provide other reasonable benefit to any person who has suffered loss as a result of the Council’s maladministration. Any payment may only be authorised by the Council after obtaining legal advice and advice from the Council’s auditor on the propriety of such a payment.

12. As soon as possible after the decision has been made (and in any event not later than 10 days after the meeting) the complainant will be notified in writing of the decision and any action to be taken.

13. The Council may defer dealing with any complaint if it is of the opinion that issues arise on which further advice is necessary. The advice will be considered and the complaint dealt with at the next meeting after the advice has been received.

Langham Parish Council September 2024