<strong>General</strong> <strong>Orders</strong> <strong>of</strong> <strong>the</strong> <strong>Turks</strong> <strong>and</strong> <strong>Caicos</strong> Isl<strong>and</strong>s <strong>Public</strong> <strong>Service</strong> - 1998 Edition3.3.30 The Letter <strong>of</strong> Appointment includes rules <strong>of</strong> conduct <strong>and</strong> performance to which an Officer mustadhere. Officers should keep <strong>the</strong>ir Letter <strong>of</strong> Appointment in a safe place - toge<strong>the</strong>r with any subsequentletters <strong>of</strong> amendment - <strong>and</strong> be aware <strong>of</strong> its conditions.3.3.31 Job descriptions, ei<strong>the</strong>r written or generally understood <strong>and</strong> performed by an Officer <strong>and</strong> verbalinstructions given to an Officer from time to time by his or her Responsible Officer or Officerdelegated this authority by <strong>the</strong> Responsible Officer, will describe what <strong>the</strong> duties <strong>and</strong> responsibilities<strong>of</strong> <strong>the</strong> post are. Responsible Officers or Officer delegated this authority by <strong>the</strong> Responsible Officer willtell Officers how well <strong>the</strong>y are expected to discharge those duties <strong>and</strong> <strong>the</strong> st<strong>and</strong>ards to be achieved.These st<strong>and</strong>ards will be <strong>the</strong> ones upon which satisfactory job performance is judged.3.3.32 There will be particular rules which apply to an Officer's area or function <strong>of</strong> work. ResponsibleOfficers will ensure that Officers know what <strong>the</strong>se are. Some may be written down <strong>and</strong> some may not.Some will be obvious <strong>and</strong> will be well understood by all Officers working in <strong>the</strong> same area or function<strong>of</strong> work. If an Officer is not sure if he or she underst<strong>and</strong>s <strong>the</strong> rules, or any particular rule relating to<strong>the</strong>ir area or function <strong>of</strong> work, <strong>the</strong>n <strong>the</strong>y should ask <strong>the</strong> Responsible Officer for clarification.3.3.33 Officers will not use Government facilities, equipment or materials <strong>of</strong> am kind for anythingo<strong>the</strong>r than <strong>of</strong>ficial purposes at any time. This applies in particular to <strong>the</strong> use <strong>of</strong> telephones, vehicles,computers, photocopiers <strong>and</strong> facsimile machines. Officers will not permit o<strong>the</strong>r persons to break thisrule, whe<strong>the</strong>r those persons are Officers or not.3.3.34 Officers will not take any action which endangers <strong>the</strong> health, safety or welfare <strong>of</strong> <strong>the</strong>mselves orany o<strong>the</strong>r person at <strong>the</strong>ir place <strong>of</strong> work. They should take all reasonable steps to ensure <strong>the</strong> health,safety <strong>and</strong> welfare <strong>of</strong> <strong>the</strong>mselves or any o<strong>the</strong>r person at <strong>the</strong>ir place <strong>of</strong> work.3.3.35 Officers who use computers should ensure that s<strong>of</strong>tware license agreements entered into by <strong>the</strong>Government are adhered to <strong>and</strong> that unauthorised s<strong>of</strong>tware is not copied onto Government computersthat are not expressly licensed for that purpose by <strong>the</strong> supplier. Officers may not copy personal or o<strong>the</strong>rprivate s<strong>of</strong>tware onto Government computers, particularly games <strong>and</strong> associated programmes. Officersare responsible for ensuring that any authorised files or s<strong>of</strong>tware that is copied onto <strong>the</strong>ir computers isfree <strong>of</strong> any computer virus by running such files through <strong>the</strong> proprietary anti-virus s<strong>of</strong>tware that isinstalled on <strong>the</strong>ir computers. Officers must ensure at all times that <strong>the</strong>y keep back-up copies <strong>of</strong> all files<strong>and</strong> programmes installed or kept on <strong>the</strong>ir computer. Any breach <strong>of</strong> this Order may lead to disciplinaryaction being taken against <strong>the</strong> Officer.3.3.36 Officers who are accused <strong>of</strong> a criminal <strong>of</strong>fence will be treated in accordance with <strong>the</strong>disciplinary procedure described in Part IV <strong>of</strong> <strong>the</strong> <strong>Public</strong> <strong>Service</strong> (Appointment, Removal <strong>and</strong>Discipline <strong>of</strong> <strong>Public</strong> Officers) Rules contained in <strong>the</strong> Schedule to <strong>the</strong> <strong>Public</strong> <strong>Service</strong> (Delegation <strong>of</strong>Powers) Regulations 16.3.3.37 Officers who, under <strong>the</strong> disciplinary procedure, are found to have committed gross misconductor gross negligence, are liable for dismissal without fur<strong>the</strong>r warning. Sometimes <strong>the</strong>re is confusionover what constitutes gross misconduct or gross negligence, <strong>and</strong> whilst it is not possible to define each<strong>and</strong> every situation that would fall into this category, it is possible to describe levels <strong>of</strong> conduct <strong>and</strong>performance that would. Gross misconduct would include, but not be limited to: being at work whilstunder <strong>the</strong> influence <strong>of</strong> excess drink or under <strong>the</strong> influence <strong>of</strong> any illicit drugs or drugs not prescribedfor that individual by a Recognised Medical Practitioner, <strong>the</strong>ft <strong>and</strong> fraud, assault or violence orextremely abusive behaviour at work, sabotage or damage <strong>of</strong> Government equipment or property,16
<strong>General</strong> <strong>Orders</strong> <strong>of</strong> <strong>the</strong> <strong>Turks</strong> <strong>and</strong> <strong>Caicos</strong> Isl<strong>and</strong>s <strong>Public</strong> <strong>Service</strong> - 1998 Editionflagrant disregard for <strong>the</strong> safety <strong>and</strong> welfare <strong>of</strong> o<strong>the</strong>rs which could or does result in injury or worse,wilfully refusing to obey a lawful instruction from a superior Officer, disgraceful or improper conductwhilst acting in an <strong>of</strong>ficial capacity, divulging confidential or secret information concerning publicbusiness or any o<strong>the</strong>r matters <strong>of</strong> which an Officer has knowledge, soliciting or accepting a free reward,gratuity or gift in connection with <strong>the</strong> discharge <strong>of</strong> duties, producing false testimonials <strong>and</strong>qualifications to seek Appointment or promotion, serious violation <strong>of</strong> an oath or affirmation made asan Officer, serious sexual harassment, or <strong>the</strong> commission <strong>of</strong> any serious criminal <strong>of</strong>fence. Grossnegligence would include, but not be limited to, acting in a manner that seriously threatened <strong>the</strong> safetyor welfare <strong>of</strong> o<strong>the</strong>rs, caused serious <strong>and</strong> extensive damage to Government property or equipment,brought <strong>the</strong> Government or <strong>Public</strong> <strong>Service</strong> into disrepute or resulted in <strong>the</strong> divulgence <strong>of</strong> confidentialor secret information to unauthorised persons. Whilst this Order attempts to give guidance on grossmisconduct <strong>and</strong> gross negligence, <strong>the</strong> final interpretation will rest with <strong>the</strong> Chief Secretary under <strong>the</strong>disciplinary procedure.17
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