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Conflict of Interest Policy
1. Policy Statement 
Wirral Council is committed to the highest standards of ethical conduct and integrity 
in its business activities. This policy sets out the Council’s position if situations arise 
where employees and managers at all levels have a conflict of interest in connection 
with their employment.
This policy applies to all employees of the Council (non schools). 
All employees are required to familiarise themselves and comply with this procedure, 
including any future updates that may be issued from time to time by the Council.
2. Background
Wirral Council is funded almost entirely from public funds, either through grants from 
central government, or through council tax, funded from the local tax payer and it is
essential that the Authority can demonstrate the highest standards of probity in 
general, and specifically in relation to its dealings with third parties. 
It is your responsibility to declare any actual or potential conflicts of interest. If you 
are in any doubt about whether an actual or potential conflict of interest exists, you 
should consult your manager or Human Resources.
This  will  safeguard  you  from  the  possibility  of  future  criticism,  and  allow  your 
manager to plan the work you are involved in accordingly to avoid actual or potential 
conflicts  of  interest  arising  which  could  impact  negatively  on  the  Council  and 
potentially  result  in  disciplinary  action  up  to  and  including  dismissal  being  taken 
against you.
A conflict of interest can arise if your outside activities, private, personal or financial 
interests  influence  or  interfere  with  the  decisions  you  make  in  the course  of  your 
work for the Council, or appear to or could be perceived to influence or interfere with 
the decisions you make in the course of your work for the Council.
Within this context, outside activities, private, personal or financial interests include 
those that you or a family member or personal contacts may have.

These  can  include  ownership  of  shares  or  a  financial  investment  in  a  company  or 
business,  involvement  in  a  company  or  business,  or  in  a  club  or  organisation, 
(whether these are open to the public or not) and include both employed and non-
employed  roles  and  activities,  including  unpaid  or  voluntary  positions  within  such
organisations.
Personal contacts’ should be taken in it widest sense, and can include someone you 
play sport with, someone who is a member of the same club as you, or even a close 
personal relationship with a colleague.
A conflict of interest can also occur where you have access to Council information 
and  use,  or  could  be  perceived  as  using,  this  information  for  personal  gain  or 
advantage.
A conflict of interest can also occur where you have access to Council information 
and pass this information without authorisation to a family member, personal contact 
or  an  external  organisation  you  are  involved  with,  who  then  gain  or  could  be 
perceived to gain an advantage or benefit by receiving this information.
You  should  not  be  involved  in  any  employment  matter  including  appointments  or 
decisions  relating  to  discipline,  grievance,  promotion  or  grading,  or  payment  of 
additional expenses /overtime where you are related to an applicant or employee, or 
have a close personal relationship outside work with him or her.
Examples of Conflicts of Interest
Examples of conflict of interest include (but are not limited to):
 You, a family member, or a personal contact own property, or intend to buy 
property, the value or purchase price of which may be affected by a decision 
or  recommendation  that  you  are  involved  in  making,  in  the  course  of  your 
work for the Council;
 You  are  making  a  purchasing  decision  involving  external  suppliers/ 
contractors  and  you,  or  a  family  member,  or  a  personal  contact  has  an 
interest (financial or otherwise) in one of the potential suppliers/contractors;
 You are involved in voluntary work for a charity, which may benefit financially 
or  otherwise  be  affected  by  a  decision  or  recommendation  that  you  are 
involved in making, in the course of your work for the Council; 
 Work/involvement in business outside of the Council, without permission to do 
so;
 You have access to information at work which may assist or be perceived as 
assisting you in a private venture;

 You use Council systems / contacts to obtain materials for your own use at a 
preferential price;
 You are involved in conducting a disciplinary investigation in which a person 
you have a personal relationship with is involved.
Line Managers and Employees should seek advice from Human Resources if they 
are in any doubt about whether they have a conflict of interest. 
If a manager becomes aware of an actual or potential conflict of interest, which an 
employee  appears  not  to  have  raised,  they  should  raise  the  matter  with  the 
employee and take appropriate action.
If  information  comes  to  light  regarding  your  outside  activities,  private  or  personal 
interests,  and  the  Council  considers  that  you  should  have  made  a  declaration  but 
chose not to do so, or if you did not fully disclose details of any potential conflict of 
interest, then disciplinary action up to and including dismissal may be taken against 
you.
Secondary Employment
Employees  at  all  levels  are  required  to  avoid  getting  into  a  position  of  conflict  by 
undertaking outside work. It is considered that a conflict arises when an employee is 
to be paid by a member of the public or any outside organisation or body for work 
which  is  in  any  way  connected  with  the  scope  of  his/her  official  duties.  Such  work 
should not be accepted.
An officer graded above Band H (SCP29+) needs authorisation to undertake outside 
work even if, in your view, the work could not possibly conflict with your duty as an 
employee of the Council. 
In  such  circumstances,  they  should  complete  the  M15  form  and  submit  it  to  their 
Head of  Service  for  authorisation.  The  Head  of  Service  may  consult  with  Head  of 
Human Resources as appropriate prior to a decision being made
3. Commitment to Equality 
Please identify which, if any, of the following Equality Duties this policy addresses:
Eliminate unlawful 
To foster good 
discrimination, 
To advance equality of 
relations between 
harassment and 
opportunity
different groups of 
victimisation
people

4. Procedures
There  is  a  conflict  of  interest  procedure  to  support  this  policy.  Employees  are 
required to complete a declaration form. 
Each Chief Officer is requited to maintain a conflict of interest register.
5. Supporting Documentation
 Conflict of Interest Procedure
 Conflict of Interest Flowchart
 Conflict of Interest Declaration Form (M15)
6. Related Policies
 Gifts and Hospitality Policy
 Employee Code of Conduct
7. Consultation
Consultation took place with trade unions when policy revised in February 2013. 
8. Communication and Awareness
This policy is considered:
Internal
External
[For Members, Officers and 
[For our Residents,  Customers and 
Contractors]
Service Users]
Line Managers should ensure the employees are clear about the requirements of the 
Conflict of Interest policy. This should be discussed regularly at Key Issue 
Exchanges, reviews and team meetings.
9. Monitoring and Review
The table below sets out the ownership and review schedule for this policy. However 
it may be necessary to review as and when required, for example, due to legislative 
changes or if an issue arises around its effectiveness.
Document Ownership

Policy owned by:
Head of Human Resources & Organisational 
Development
Policy written by:
Tony Williams, HR Manager, Human Resources & 
Organisational Development, Transformation & 
Resources
Date policy written:
-
Policy due for 1st review:
February 2016
Version Control Table
All changes to this document are recorded in this table.
Next 
Date
Notes/Amendments
Officer
Scheduled 
Review Date

December   Revised Policy Format
Tony Williams
Jan 2014
2014

Document Outline