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Code of Conduct for employeesA3//

NamaKwa District MunicipalityRef: https://www.namakwa-dm.gov.za/wp-content/uploads/2026/07/Code-of-Conduct-for-employeesA3.pdf

Official source

Source domain: namakwa-dm.gov.za

Collected on 30 July 2026

Always confirm details on the official source before acting.

Our copy (archived 30 July 2026)Official source

What this means

This document is a “Code of Conduct for Municipal Staff Members” for signature and notification. It sets out required standards of conduct for municipal employees under the Municipal Systems Act, Act 32 of 2000, including duties to act lawfully, serve the public interest, avoid personal gain/conflicts of interest, protect confidential information, and refrain from undue influence, bribery-like rewards, misuse of municipal property, and sexual harassment. It also requires staff to report suspected breaches and states that breaches are handled under municipal disciplinary procedures, with dismissal or other disciplinary steps (including suspension without pay up to three months, demotion, transfer, salary reduction, or a fine).

Facts

Reference

https://www.namakwa-dm.gov.za/wp-content/uploads/2026/07/Code-of-Conduct-for-employeesA3.pdf

Parties

Municipal council, Speaker of the council

Key Takeaways

Applies to municipal staff members; code is given for signature and notification
Reference: Municipal Systems Act, Act 32 of 2000 (mentions section 50 and section 67(1)(h))
General conduct: loyal execution of lawful council policies; act in good faith, diligently, honestly, transparently; act impartially
Personal gain/conflicts: prohibits using position/confidential info for private gain; prohibits decisions where staff/spouse/partner/business associate has a personal/private interest
Contracts/financial interests: without prior council consent, staff may not be party to municipal goods/services contracts or other work contracts; may not obtain financial interest in municipal business; may not engage in other business/trade/profession
Disclosure of benefits: must disclose in writing to council any direct benefit acquired/expected from a contract with the municipality (with an exception for benefits shared with all employees)
Confidentiality: may not disclose privileged/confidential information without permission; includes information declared privileged/confidential/secret by council or law
Undue influence: prohibits unduly influencing council/structures/functionaries for appointments/promotions/advantages/benefits; prohibits misleading council; prohibits business venture with councillor without prior written council consent
Rewards/gifts/favours: may not request/solicit/accept rewards/gifts/favours for specified improper purposes; must report offers that would breach the rule
Council property: may not use/take/acquire/benefit from municipal property/asset without right
Arrears: may not be in arrears for rates/service charges for more than 3 months; municipality may deduct outstanding amounts from salary after this period
Elections: may not participate in municipal elections other than in official capacity or constitutional right
Sexual harassment: prohibits actions amounting to sexual harassment
Reporting duty: must report suspected breaches without delay to a superior official or the Speaker
Disciplinary consequences: breach is ground for dismissal or other disciplinary steps; includes suspension without pay up to 3 months, demotion, transfer, salary/allowance/benefit reduction, or an appropriate fine
Municipal Systems Act, Act 32 of 2000
Municipal council
Speaker of the council
Human Resources Division