. • Trying to seek support from your own MSP about anything connected with your own personal claims as a member of staff employed by the SPCB, for example, you may not ask your MSP to try to get you better working terms and conditions. • Inappropriate behaviour, e.g. being rude to an MSP, a work colleague or a member of the public. • Damage to the SPCB’s property. • Breach of any of the SPCB’s Employment Policies (see Section 13 of the Staff Handbook and the Equality Framework). • Refusal to co-operate in the SPCB's disciplinary procedures, including procedures for dealing with unacceptable performance and unacceptable attendance. • Refusal to give consent to allow access to personal or private e-mails or files during the investigation of a suspected disciplinary offence or following any other reasonable request from management. • Negligence which causes financial loss, damage to property or injury to people. • Failure to report fraud or suspected fraud as soon as it is discovered or suspected. • Failure to report to the People and Culture office any criminal charge or conviction imposed on/ against you within 2 working days of knowing. • Refusing to work in accordance with Health & Safety rules and procedures. • Refusing to obey a legitimate instruction. • Insubordination. • Action which may bring the SPCB into disrepute. • Breach of procurement policies.