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Counter Fraud Corruption Strategy

Last updated on: 09-Apr-2021

4. Key principles and culture

We support the Seven Principles of Public Life identified by the Nolan Committee, recognising that these are fundamental to developing an effective working environment that supports its zero-tolerance approach towards fraud, bribery, and corruption activity. We are determined that the culture and tone of the organisation will continue to be one of honesty and opposition to fraud, bribery, and corruption.

We expect that Members and officers at all levels will lead by example in ensuring adherence to legal requirements, rules, procedures, and practices. Members and officers are expected to adhere to their relevant Code of Conduct and declare any interests they may have that could or could be perceived, to influence them in any decision-making they may be involved in relating to Council business. Members and Officers are also required to declare any gifts or hospitality they are offered relating to their role or Council business, whether these are accepted or declined.

We also expect that individuals and organisations (e.g., suppliers, contractors, partners, and service providers) that it comes into contact with, will act with integrity in their dealings with the Council and without thought or actions involving fraud and corruption.

Under the Council’s Employee Code of Conduct, employees have a duty to report any suspected cases of fraud or corruption to their immediate line manager (unless the said manager is implicated). Therefore, managers should strive to create an environment in which their staff feel able to approach them with any concerns they may have about suspected irregularities.

Any concerns relating to suspected or alleged fraud, bribery, or corruption; whether these are raised by elected Members, Directors, staff and third parties work on behalf of the council, or members of the public, will be referred to the Audit & Counter Fraud Service for appropriate investigation.

There are mechanisms in place within the Council to act in cases of fraud and corruption. These include the following:

  • the council’s Employee Disciplinary Procedures identify “fraud, theft or other criminal acts” as examples of gross misconduct. This and other fraudulent or corrupt conduct will normally lead to dismissal.
  • the council will seek to apply appropriate sanctions, including prosecution, against those found to be involved in fraud, bribery, and corruption.
  • the council will seek full redress through the legal processes available to counter any internal or external fraudulent activities perpetrated against it. This redress will be achieved through criminal and/or civil courts as considered appropriate.

Fraud must be a concern to all members of staff and elected Members, all of which have a responsibility for putting these principles into practice and for reporting any breaches they discover.

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