EAST BERGHOLT PARISH COUNCIL
CODE OF CONDUCT FOR EAST BERGHOLT PARISH
COUNCILLORS

This Code of Conduct is based on the Model Code of Conduct developed by the
Local Government Association (LGA) with support from the National Association of
Local Councils (NALC) and the Society for Local Council Clerks (SLCC) in response
to recommendations from the Committee on Standards in Public Life.
Since its introduction in 2020, the model code has been adopted by local authorities
at all levels including Suffolk County Council and Babergh District Council and is
recommended to local councils in Suffolk by Suffolk Association of Local Councils
(SALC).

Joint statement by the LGA, NALC and SLCC
The role of councillor across all tiers of local government is a vital part of our
country’s system of democracy. It is important that as councillors we can be held
accountable and all adopt the behaviours and responsibilities associated with the
role. Our conduct as an individual councillor affects the reputation of all councillors.
We want the role of councillor to be one that people aspire to. We also want
individuals from a range of backgrounds and circumstances to be putting themselves
forward to become councillors.
As councillors, we represent local residents, work to develop better services and
deliver local change. The public have high expectations of us and entrust us to
represent our local area, taking decisions fairly, openly, and transparently. We have
both an individual and collective responsibility to meet these expectations by
maintaining high standards and demonstrating good conduct, and by challenging
behaviour which falls below expectations.
Importantly, we should be able to undertake our role as a councillor without being
intimidated, abused, bullied, or threatened by anyone, including the general public.
This Code has been designed to protect our democratic role, encourage good
conduct and safeguard the public’s trust in local government.

1 Introduction
The Local Government Association (LGA) has developed this Model Councillor Code
of Conduct, in association with key partners and after extensive consultation with the
sector, as part of its work on supporting all tiers of local government to continue to
aspire to high standards of leadership and performance. It is a template for councils
to adopt in whole and/or with local amendments.
All councils are required to have a local Councillor Code of Conduct.
The LGA will undertake an annual review of this Code to ensure it continues to be fit-
for- purpose, incorporating advances in technology, social media and changes in
legislation. The LGA can also offer support, training and mediation to councils and
councillors on the application of the Code and the National Association of Local
Councils (NALC) and the county associations of local councils can offer advice and
support to town and parish councils.
2 Definitions
For the purposes of this Code of Conduct, a “councillor” means a member or co-
opted member of a local authority or a directly elected mayor. A “co-opted member”
is defined in the Localism Act 2011 Section 27(4) as “a person who is not a member
of the authority but who
a) is a member of any committee or sub-committee of the authority, or;
b) is a member of, and represents the authority on, any joint committee or joint
sub- committee of the authority;
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 of Conduct, “local authority” includes county councils,
district councils, London borough councils, parish councils, town councils, fire and
rescue authorities, police authorities, joint authorities, economic prosperity boards,
combined authorities and National Park authorities.
3 Purpose of the Code of Conduct
The purpose of this Code of Conduct is to assist you, as a councillor, in modelling
the behaviour that is expected of you, to provide a personal check and balance, and
to set out the type of conduct that could lead to action being taken against you. It is
also to protect you, the public, fellow councillors, local authority officers and the
reputation of local government. It sets out general principles of conduct expected of
all councillors and your specific obligations in relation to standards of conduct. The
LGA encourages the use of support, training and mediation prior to action being
taken using the Code. The fundamental aim of the Code is to create and maintain
public confidence in the role of councillor and local government.

4 General principles of councillor conduct
Everyone in public office at all levels; all who serve the public or deliver public
services, including ministers, civil servants, councillors and local authority officers;
should uphold the Seven Principles of Public Life, also known as the Nolan
Principles.
Building on these principles, the following general principles have been developed
specifically for the role of councillor.
In accordance with the public trust placed in me, on all occasions:
• I act with integrity and honesty
• I act lawfully
• I treat all persons fairly and with respect; and
• I lead by example and act in a way that secures public confidence in the role
of councillor.
In undertaking my role:
• I impartially exercise my responsibilities in the interests of the local community
• I do not improperly seek to confer an advantage, or disadvantage, on any
person
• I avoid conflicts of interest
• I exercise reasonable care and diligence; and
• I ensure that public resources are used prudently in accordance with my local
authority’s requirements and in the public interest.
5 Application of the Code of Conduct
This Code of Conduct applies to you as soon as you sign your declaration of
acceptance of the office of councillor or attend your first meeting as a co-opted
member and continues to apply to you until you cease to be a councillor.
This Code of Conduct applies to you when you are acting in your capacity as a
councillor which may include when:
• you misuse your position as a councillor
• Your actions would give the impression to a reasonable member of the public
with knowledge of all the facts that you are acting as a councillor;
The Code applies to all forms of communication and interaction, including:
• at face-to-face meetings
• at online or telephone meetings
• in written communication

• in verbal communication
• in non-verbal communication
• in electronic and social media communication, posts, statements and
comments.
You are also expected to uphold high standards of conduct and show leadership at
all times when acting as a councillor.
Your Monitoring Officer has statutory responsibility for the implementation of the
Code of Conduct, and you are encouraged to seek advice from your Monitoring
Officer on any matters that may relate to the Code of Conduct. Town and parish
councillors are encouraged to seek advice from their Clerk, who may refer matters to
the Monitoring Officer.
6 Standards of councillor conduct
This section sets out your obligations, which are the minimum standards of conduct
required of you as a councillor. Should your conduct fall short of these standards, a
complaint may be made against you, which may result in action being taken.
Guidance is included to help explain the reasons for the obligations and how they
should be followed.
General Conduct
1. Respect
As a councillor:
1.1 I treat other councillors and members of the public with respect.
1.2 I treat local authority employees, employees and representatives of
partner organisations and those volunteering for the local authority with
respect and respect the role they play.
Respect means politeness and courtesy in behaviour, speech, and in the written
word. Debate and having different views are all part of a healthy democracy. As a
councillor, you can express, challenge, criticise and disagree with views, ideas,
opinions and policies in a robust but civil manner. You should not, however, subject
individuals, groups of people or organisations to personal attack.
In your contact with the public, you should treat them politely and courteously. Rude
and offensive behaviour lowers the public’s expectations and confidence in
councillors.
In return, you have a right to expect respectful behaviour from the public. If members
of the public are being abusive, intimidatory or threatening you are entitled to stop
any conversation or interaction in person or online and report them to the local
authority, the relevant social media provider or the police. This also applies to fellow
councillors, where action could then be taken under the Councillor Code of Conduct,

and local authority employees, where concerns should be raised in line with the local
authority’s councillor- officer protocol.
2. Bullying, harassment and discrimination
As a councillor:
2.1 I do not bully any person.
2.2 I do not harass any person.
2.3 I promote equalities and do not discriminate unlawfully against any
person.
The Advisory, Conciliation and Arbitration Service (ACAS) characterises bullying as
offensive, intimidating, malicious or insulting behaviour, an abuse or misuse of power
through means that undermine, humiliate, denigrate or injure the recipient. Bullying
might be a regular pattern of behaviour or a one-off incident, happen face-to-face, on
social media, in emails or phone calls, happen in the workplace or at work social
events and may not always be obvious or noticed by others.
The Protection from Harassment Act 1997 defines harassment as conduct that
causes alarm or distress or puts people in fear of violence and must involve such
conduct on at least two occasions. It can include repeated attempts to impose
unwanted communications and contact upon a person in a manner that could be
expected to cause distress or fear in any reasonable person.
Unlawful discrimination is where someone is treated unfairly because of a protected
characteristic. Protected characteristics are specific aspects of a person’s identity
defined by the Equality Act 2010. They are age, disability, gender reassignment,
marriage and civil partnership, pregnancy and maternity, race, religion or belief, sex
and sexual orientation.
The Equality Act 2010 places specific duties on local authorities. Councillors have a
central role to play in ensuring that equality issues are integral to the local authority’s
performance and strategic aims, and that there is a strong vision and public
commitment to equality across public services.
3. Impartiality of officers of the council
As a councillor:
3.1 I do not compromise, or attempt to compromise, the impartiality of
anyone who works for, or on behalf of, the local authority.
Officers work for the local authority as a whole and must be politically neutral (unless
they are political assistants). They should not be coerced or persuaded to act in a
way that would undermine their neutrality. You can question officers in order to
understand, for example, their reasons for proposing to act in a particular way, or the
content of a report that they have written. However, you must not try and force them
to act differently, change their advice, or alter the content of that report, if doing so
would prejudice their professional integrity.

4. Confidentiality and access to information
As a councillor:
4.1 I do not disclose information:
a. given to me in confidence by anyone
b. acquired by me which I believe, or ought reasonably to be aware, is of a
confidential nature, unless
i. I have received the consent of a person authorised to give it;
ii. I am required by law to do so;
iii. the disclosure is made to a third party for the purpose of obtaining
professional legal advice provided that the third party agrees not to
disclose the information to any other person; or
iv. the disclosure is:
1. reasonable and in the public interest; and
2. made in good faith and in compliance with the reasonable requirements
of the local authority; and
3. I have consulted the Monitoring Officer prior to its release.
4.2 I do not improperly use knowledge gained solely as a result of my role
as a councillor for the advancement of myself, my friends, my family
members, my employer or my business interests.
4.3 I do not prevent anyone from getting information that they are entitled to
by law.
Local authorities must work openly and transparently, and their proceedings and
printed materials are open to the public, except in certain legally defined
circumstances. You should work on this basis, but there will be times when it is
required by law that discussions, documents and other information relating to or held
by the local authority must be treated in a confidential manner. Examples include
personal data relating to individuals or information relating to ongoing negotiations.
5. Disrepute
As a councillor:
5.1 I do not bring my role or local authority into disrepute.
As a Councillor, you are trusted to make decisions on behalf of your community and
your actions and behaviour are subject to greater scrutiny than that of ordinary
members of the public. You should be aware that your actions might have an
adverse impact on you, other councillors and/or your local authority and may lower
the public’s confidence in your or your local authority’s ability to discharge your/its
functions. For example, behaviour that is considered dishonest and/or deceitful can
bring your local authority into disrepute.

You are able to hold the local authority and fellow councillors to account and are able
to constructively challenge and express concern about decisions and processes
undertaken by the council whilst continuing to adhere to other aspects of this Code
of Conduct.
6. Use of position
As a councillor:
6.1 I do not use, or attempt to use, my position improperly to the advantage
or disadvantage of myself or anyone else.
Your position as a member of the local authority provides you with certain
opportunities, responsibilities, and privileges, and you make choices all the time that
will impact others. However, you should not take advantage of these opportunities to
further your own or others’ private interests or to disadvantage anyone unfairly.
7. Use of local authority resources and facilities
As a councillor:
7.1 I do not misuse council resources.
7.2 I will, when using the resources of the local authority or authorising their
use by others:
a. act in accordance with the local authority’s requirements; and
b. ensure that such resources are not used for political purposes unless
that use could reasonably be regarded as likely to facilitate, or be
conducive to, the discharge of the functions of the local authority or of
the office to which I have been elected or appointed.
You may be provided with resources and facilities by the local authority to assist you
in carrying out your duties as a councillor.
Examples include:
• office support
• stationery
• equipment such as phones, and computers
• transport
• access and use of local authority buildings and rooms.
These are given to you to help you carry out your role as a councillor more
effectively and are not to be used for business or personal gain. They should be
used in accordance with the purpose for which they have been provided and the
local authority’s own policies regarding their use.

8. Complying with the Code of Conduct
As a Councillor:
8.1 I undertake Code of Conduct training provided by my local authority.
8.2 I cooperate with any Code of Conduct investigation and/or
determination.
8.3 I do not intimidate or attempt to intimidate any person who is likely to be
involved with the administration of any investigation or proceedings.
8.4 I comply with any sanction imposed on me following a finding that I
have breached the Code of Conduct.
It is extremely important for you as a councillor to demonstrate high standards, for
you to have your actions open to scrutiny and for you not to undermine public trust in
the local authority or its governance. If you do not understand or are concerned
about the local authority’s processes in handling a complaint you should raise this
with your Monitoring Officer.
Protecting your reputation and the reputation of the local authority
9. Interests
As a councillor:
9.1 I register and disclose my interests.
Section 29 of the Localism Act 2011 requires the Monitoring Officer to establish and
maintain a register of interests of members of the authority .
You need to register your interests so that the public, local authority employees and
fellow councillors know which of your interests might give rise to a conflict of interest.
The register is a public document that can be consulted when (or before) an issue
arises. The register also protects you by allowing you to demonstrate openness and
a willingness to be held accountable. You are personally responsible for deciding
whether or not you should disclose an interest in a meeting, but it can be helpful for
you to know early on if others think that a potential conflict might arise. It is also
important that the public know about any interest that might have to be disclosed by
you or other councillors when making or taking part in decisions, so that decision
making is seen by the public as open and honest. This helps to ensure that public
confidence in the integrity of local governance is maintained.
You should note that failure to register or disclose a disclosable pecuniary interest as
set out in Table 1, is a criminal offence under the Localism Act 2011.
Appendix B sets out the detailed provisions on registering and disclosing interests. If
in doubt, you should always seek advice from your Monitoring Officer.

10. Gifts and hospitality
As a councillor:
10.1 I do not accept gifts or hospitality, irrespective of estimated value, which
could give rise to real or substantive personal gain or a reasonable suspicion
of influence on my part to show favour from persons seeking to acquire,
develop or do business with the local authority or from persons who may
apply to the local authority for any permission, licence or other significant
advantage.
10.2 I register with the Monitoring Officer any gift or hospitality with an
estimated value of at least £50 within 28 days of its receipt.
10.3 I register with the Monitoring Officer any significant gift or hospitality
that I have been offered but have refused to accept.
In order to protect your position and the reputation of the local authority, you should
exercise caution in accepting any gifts or hospitality which are (or which you
reasonably believe to be) offered to you because you are a councillor. The
presumption should always be not to accept significant gifts or hospitality. However,
there may be times when such a refusal may be difficult if it is seen as rudeness in
which case you could accept it but must ensure it is publicly registered. However,
you do not need to register gifts and hospitality which are not related to your role as
a councillor, such as Christmas gifts from your friends and family. It is also important
to note that it is appropriate to accept normal expenses and hospitality associated
with your duties as a councillor. If you are unsure, do contact your Monitoring Officer
for guidance.

Appendices
Appendix A – The Seven Principles of Public Life
The principles are:
Selflessness
Holders of public office should act solely in terms of the public interest.
Integrity
Holders of public office must avoid placing themselves under any obligation to
people or organisations that might try inappropriately to influence them in their work.
They should not act or take decisions in order to gain financial or other material
benefits for themselves, their family, or their friends. They must disclose and resolve
any interests and relationships.

Objectivity
Holders of public office must act and take decisions impartially, fairly and on merit,
using the best evidence and without discrimination or bias.
Accountability
Holders of public office are accountable to the public for their decisions and actions
and must submit themselves to the scrutiny necessary to ensure this.
Openness
Holders of public office should act and take decisions in an open and transparent
manner. Information should not be withheld from the public unless there are clear
and lawful reasons for so doing.
Honesty
Holders of public office should be truthful.
Leadership
Holders of public office should exhibit these principles in their own behaviour. They
should actively promote and robustly support the principles and be willing to
challenge poor behaviour wherever it occurs.

Appendix B Registering interests
Within 28 days of becoming a member or your re-election or re-appointment to office
you must register with the Monitoring Officer the interests which fall within the
categories set out in Table 1 (Disclosable Pecuniary Interests) which are as
described in “The Relevant Authorities (Disclosable Pecuniary Interests) Regulations
2012”. You should also register details of your other personal interests which fall
within the categories set out in Table 2 (Other Registerable Interests).
“Disclosable Pecuniary Interest” means an interest of yourself, or of your partner
if you are aware of your partner’s interest, within the descriptions set out in Table 1
below.
“Partner” means a spouse or civil partner, or a person with whom you are living as
husband or wife, or a person with whom you are living as if you are civil partners.
1. You must ensure that your register of interests is kept up-to-date and within 28
days of becoming aware of any new interest, or of any change to a registered
interest, notify the Monitoring Officer.
2. A ‘sensitive interest’ is as an interest which, if disclosed, could lead to the
councillor, or a person connected with the councillor, being subject to violence
or intimidation.

3. Where you have a ‘sensitive interest’ you must notify the Monitoring Officer
with the reasons why you believe it is a sensitive interest. If the Monitoring
Officer agrees they will withhold the interest from the public register.
Non participation in case of disclosable pecuniary interest
4. Where a matter arises at a meeting which directly relates to one of your
Disclosable Pecuniary Interests as set out in Table 1, you must disclose the interest,
not participate in any discussion or vote on the matter and must not remain in the
room unless you have been granted a dispensation. If it is a ‘sensitive interest’, you
do not have to disclose the nature of the interest, just that you have an interest.
Dispensation may be granted in limited circumstances, to enable you to participate
and vote on a matter in which you have a disclosable pecuniary interest.

Disclosure of Other Registerable Interests
5. Where a matter arises at a meeting which directly relates to the financial interest
or wellbeing of one of your Other Registerable Interests (as set out in Table 2), you
must disclose the interest. You may speak on the matter only if members of the
public are also allowed to speak at the meeting but otherwise must not take part in
any discussion or vote on the matter and must not remain in the room unless you
have been granted a dispensation. If it is a ‘sensitive interest’, you do not have to
disclose the nature of the interest.
Disclosure of Non-Registerable Interests
6. Where a matter arises at a meeting which directly relates to your financial
interest or well-being (and is not a Disclosable Pecuniary Interest set out in Table 1)
or a financial interest or well-being of a relative or close associate, you must disclose
the interest. You may speak on the matter only if members of the public are also
allowed to speak at the meeting. Otherwise, you must not take part in any discussion
or vote on the matter and must not remain in the room unless you have been granted
a dispensation. If it is a ‘sensitive interest’, you do not have to disclose the nature of
the interest.
7. Where a matter arises at a meeting which affects –
a. your own financial interest or well-being;
b. a financial interest or well-being of a relative or close associate; or
c. a financial interest or wellbeing of a body included under Other Registrable
Interests as set out in Table 2
you must disclose the interest. In order to determine whether you can remain in the
meeting after disclosing your interest the following test should be applied.

8. Where a matter (referred to in paragraph 8 above) affects the financial interest or
well-being:
a. to a greater extent than it affects the financial interests of the majority of
inhabitants of the ward affected by the decision and;
b. a reasonable member of the public knowing all the facts would believe that it
would affect your view of the wider public interest
You may speak on the matter only if members of the public are also allowed to speak
at the meeting. Otherwise, you must not take part in any discussion or vote on the
matter and must not remain in the room unless you have been granted a
dispensation.
If it is a ‘sensitive interest’, you do not have to disclose the nature of the interest.

Table 1: Disclosable Pecuniary Interests
This table sets out the explanation of Disclosable Pecuniary Interests as set out in
the Relevant Authorities (Disclosable Pecuniary Interests) Regulations 2012.
Subject

Description
Employment, office, trade,
profession or vocation
Any employment, office, trade,
profession or vocation carried on for
profit or gain.

Sponsorship Any payment or provision of any other
financial benefit (other than from the
council) made to the councillor during
the previous 12-month period for
expenses incurred by him/her in
carrying out his/her duties as a
councillor, 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
councillor or his/her spouse or civil
partner or the person with whom the
councillor 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 and Property Any beneficial interest in land 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 councillor or his/her
spouse or civil partner or the person
with whom the councillor is living as if
they were spouses/ civil partners (alone
or jointly with another) a right to occupy
or to receive income.

Licenses Any licence (alone or jointly with others)
to occupy land in the area of the council
for a month or longer.

Corporate tenancies
Any tenancy where (to the councillor’s
knowledge) —
(a) the landlord is the council; and
(b) the tenant is a body that the
councillor, or his/her spouse or
civil partner or the person with
whom the councillor 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 Any beneficial interest in securities* of a
body where —
(a) that body (to the councillor’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
councillor, or his/ her spouse or
civil partner or the person with
whom the councillor is living as if
they were spouses/civil partners
have 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.

Table 2: Other Registrable Interests
You must register as an Other Registrable Interest

(a) Any unpaid directorships

(b) Any body of which you are a member or in a position of general control or
management and to which you are nominated or appointed by your
authority.

(c) Any body
(i) exercising functions of a public nature;
(ii) directed to charitable purposes; or
(iii) one of whose principal purposes includes the influence of public
opinion or policy (including any political party or trade union)

of which you are a member or in a position of general control or
management.

Appendix C – the Committee on Standards in Public Life
The LGA has undertaken this review whilst the Government continues to consider
the recommendations made by the Committee on Standards in Public Life in their
report on Local Government Ethical Standards. If the Government chooses to
implement any of the recommendations, this could require a change to this Code.

The recommendations cover:
• Recommendations for changes to the Localism Act 2011 to clarify in law when
the Code of Conduct applies
• The introduction of sanctions
• An appeals process through the Local Government Ombudsman
• Changes to the Relevant Authorities (Disclosable Pecuniary Interests)
Regulations 2012
• Updates to the Local Government Transparency Code
• Changes to the role and responsibilities of the Independent Person
• That the criminal offences in the Localism Act 2011 relating to Disclosable
Pecuniary Interests should be abolished
The Local Government Ethical Standards report also includes Best Practice
recommendations. These are:
Best practice 1: Local authorities should include prohibitions on bullying and
harassment in codes of conduct. These should include a definition of bullying and
harassment, supplemented with a list of examples of the sort of behaviour covered
by such a definition.
Best practice 2: Councils should include provisions in their code of conduct requiring
councillors to comply with any formal standards investigation and prohibiting trivial
or malicious allegations by councillors.
Best practice 3: Principal authorities should review their code of conduct each year
and regularly seek, where possible, the views of the public, community organisations
and neighbouring authorities.
Best practice 4: An authority’s code should be readily accessible to both councillors
and the public, in a prominent position on a council’s website and available in council
premises.
Best practice 5: Local authorities should update their gifts and hospitality register at
least once per quarter, and publish it in an accessible format, such as CSV.
Best practice 6: Councils should publish a clear and straightforward public interest
test against which allegations are filtered.
Best practice 7: Local authorities should have access to at least two Independent
Persons.
Best practice 8: An Independent Person should be consulted as to whether to
undertake a formal investigation on an allegation, and should be given the option to
review and comment on allegations which the responsible officer is minded to
dismiss as being without merit, vexatious, or trivial.

Best practice 9: Where a local authority makes a decision on an allegation of
misconduct following a formal investigation, a decision notice should be published as
soon as possible on its website, including a brief statement of facts, the provisions of
the code engaged by the allegations, the view of the Independent Person, the
reasoning of the decision-maker, and any sanction applied.
Best practice 10: A local authority should have straightforward and accessible
guidance on its website on how to make a complaint under the code of conduct, the
process for handling complaints, and estimated timescales for investigations and
outcomes.
Best practice 11: Formal standards complaints about the conduct of a parish
councillor towards a clerk should be made by the chair or by the parish council,
rather than the clerk in all but exceptional circumstances.
Best practice 12: Monitoring Officers’ roles should include providing advice, support
and management of investigations and adjudications on alleged breaches to parish
councils within the remit of the principal authority. They should be provided with
adequate training, corporate support and resources to undertake this work.
Best practice 13: A local authority should have procedures in place to address any
conflicts of interest when undertaking a standards investigation. Possible steps
should include asking the Monitoring Officer from a different authority to undertake
the investigation.
Best practice 14: Councils should report on separate bodies they have set up or
which they own as part of their annual governance statement and give a full picture
of their relationship with those bodies. Separate bodies created by local authorities
should abide by the Nolan principle of openness and publish their board agendas
and minutes and annual reports in an accessible place.
Best practice 15: Senior officers should meet regularly with political group leaders or
group whips to discuss standards issues.

The LGA has committed to reviewing the Code on an annual basis to ensure it
is still fit for purpose.

Approved and adopted by East Bergholt Parish Council: 9 November 2023
Date of Review: November 2024