Application of the Policy:

7.1 Openness and Dialogue

YAS commits itself to the highest possible standards of professionalism and competence and encourages a climate of openness, transparency and dialogue. The opinions of staff and the free expression of their concerns are welcomed as a helpful contribution to patient care. Any matters of

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concern or complaints should be shared with the Line Manager in the first instance. Staff may also refer to the Trust’s Whistleblowing Policy or contact their local staff side representative.

7.2 The Seven Principles of Public Life

The Nolan Committee has set out ‘Seven Principles of Public Life’ which it believes should apply to all in the public service. These are:

Selflessness

Holders of public office should act solely in terms of the public interest. They should not do so in order to gain financial or other benefits for themselves, their family or their friends.

Integrity

Holders of public office should not place themselves under any financial or other obligation to outside individuals or organisations that might seek to influence them in the performance of their official duties.

Objectivity

In carrying out public business, including making public appointments, awarding contracts, or recommending individuals for rewards and benefits, holders of public office should make choices on merit.

Accountability

Holders of public office are accountable for their decisions and actions to the public and must submit themselves to whatever scrutiny is appropriate to their office.

Openness

Holders of public office should be as open as possible about all the decisions and actions that they take. They should give reasons for their decisions and restrict information only when the wider public interest clearly demands.

Honesty

Holders of public office have a duty to declare any private interests relating to their public duties and to take steps to resolve any conflicts arising in a way that protects the public interest.

Leadership

Holders of public office should promote and support these principles by leadership and example.

7.3 General Conduct and Performance

a. Employees should uphold and promote the reputation of Yorkshire Ambulance Service whilst on duty or in uniform.

b. Employees should exercise honesty, integrity, diligence and appropriate behaviour at all times whilst on duty or in uniform.

c. Employees should inspire and justify public trust and confidence whilst on duty or in uniform.

d. Employees should whilst on duty or in uniform act within the approved YAS protocols and procedures and within the methods they have been trained.

e. Staff must maintain professionalism whilst on duty or in uniform.

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f. Employees are expected to combine prompt and efficient service with courtesy and concern for the feelings of patients and the general public at all times.

g. Employees must treat their colleagues with dignity and respect irrespective of age, gender, colour, sexuality, religion, disability, ethnic origin or religious beliefs.

h. Employees must treat all Trust assets with care.

i. Employees with a responsibility for financial management of accounts (e.g. finance department) must ensure that all reasonable steps are taken to obtain any monies due to the Trust.

j. All staff have a general responsibility for the security of the property of the Trust for avoiding loss and for due economy in the use of resource

k. Employees should inform the Trust (e.g. their manager or HR) if they are arrested on any charge or served with a Notice of Intended Prosecution or a Summons on a criminal charge. (Unless instructed otherwise by Solicitors).

l. In the event of an individual being investigated for or charged for an offence which would make them unsuitable for the type of work they are employed to do, for example fraud it may be necessary for the Trust to consider redeployment or take disciplinary action, up to and including dismissal, following a thorough investigation of the circumstances.

m. Employees must comply with the provisions of all Health and Safety at Work legislation and the Trust’s Health and Safety Policy.

n. In line with the YAS Professional Registration and Membership Policy, staff are individually responsible for keeping their professional knowledge up to date and for maintaining their professional registration if this is a requirement of their position.

o. Staff must comply with any professional Codes of Conduct, as applicable, e.g. Clinical, Finance etc.

p. Individuals should not remove themselves from duty without prior permission, except in the case of an emergency or sickness, where the Trust should be notified as soon as possible, in accordance with normal Trust reporting procedures.

q. Employees are required to remain within the requirements of the Working Time Regulations.

r. Personal mobile phones, whilst allowed at work should be used appropriately and within reason and should not be used for personal reasons whilst dealing with patients or customers of the Trust.

7.4 Confidentiality

All staff are subject to a ‘Common Law of Confidentiality’ and must abide by this. The duty of confidence only applies to personally identifiable information and not to anonymised data i.e.

where it is not possible for anyone to link the information to a specific individual.

The Trust and all employees of the Trust are governed by the following three key pieces of legislation relating to confidentiality:

 The Data Protection Act 1998: which covers the protection of identifiable service user information (personal data);

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 Caldicott: which covers the protection and use of patient identifiable information and the establishment of a Caldicott Guardian within the Trust who takes overall responsibility for systems and processes for the protection and use of patient identifiable information;

 The Human Rights Act: Article 8.1 states that “everyone has a right to respect for his private and family life, his home and his correspondence”.

In respect of the above, employees shall not for their own benefit or gain divulge to any persons or organisation whatsoever, information relating to patients or customers of the Trust and/or information relating to the financial or commercial activities of the Trust.

Such information should not be released in any other circumstances unless directed by a Senior Manager. Any breaches of any confidentiality legislation or code may be treated by the Trust as gross misconduct under the Trusts disciplinary procedure.

7.5 Risk Management

The Trust regards risk management as a keystone objective in respect of its operations as a service provider and maintains a database of all reported incidents and adverse events, which occur from time to time to staff and patients. Information gathered from these reports is used to monitor and improve safety, training and clinical practice. The Trust maintains a duty of care to staff, patients and the public and it is essential that staff report all incidents and near misses however trivial they may seem.

The Trust welcomes knowledge of adverse events/incidents as an opportunity to learn for the benefit of patients, staff and members of the public. Cases will considered upon their individual circumstances and dealt with through the appropriate policies.

In order to conduct its business and comply with legislation, staff are advised that information about them may be shared with legislative bodies such as the Health & Safety Executive as well as the Department of Health Bodies e.g. National Patients Safety Agency and National Health Service Litigation Authority.

7.6 Declaration of Interest in Contracts

An employee who has a vested concern in a contract which the Trust has shown interest, should immediately contact their Line Manager in writing and withdraw from any further discussions or links to that contract and seek further advice about whether it would pose a conflict of interest.

7.7 Acceptance of Gifts/Hospitality

The Prevention of Corruption Acts 1906 and 1916 prohibit staff from soliciting or receiving any gift or consideration from contractors, their agents or any firm or individuals with whom they are brought into contact by reason of official duties, as an inducement or reward for doing or refraining from doing something in their official capacity, or showing favour or disfavour to anyone in their official capacity. Breach of the provision of these Acts render staff liable to prosecution, dismissal and loss of superannuation benefits. Thus, staff should not accept gifts from commercial sources other than inexpensive items such as calendars, diaries, biscuits and chocolates. In cases of doubt, the advice of a Senior Manager should be sought.

Financial help for service developments and projects should not be sought from a manufacturer or supplier who may be in competition with others to supply their products. In circumstances

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where gifts are donated by patients or relatives, they must be committed to the Trust/Station charitable funds via the Finance Department at YAS Headquarters.

7.8 Observance of Policies and Procedures

All employees must observe all policies and procedures issued on behalf of the Trust which are applicable to their role.

7.9 Public Statements

Employees are not authorised to make public statements on behalf of the Trust unless specifically designated to do so. If individuals are approached for official statements they should refer the person making the enquiry to the Corporate Communications Department, Directors or Chief Executive’s office. Any individual acting as an unauthorised spokesperson may face disciplinary action.

7.10 Management Investigation and Enquiries

Employees have an obligation to assist investigating officers investigating complaints and allegations.

8. CODE OF CONDUCT FOR MANAGERS