IHRDC-CIPDH CODE OF ETHICS AND CONDUCT No. 051-CEC 15 MAY 2019
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Certified by: IHRDC-CIPDH Board of Directors. 25.05.2019.
This Code is a practical instruction to the ethical expectations that the IHRDC-CIPDH has set for its staff members. This Ethics instruction explains our regulations and rules within the context of the IHRDC-CIPDH workplace. This instruction can be used in training and in workplace discussions about how we can put the IHRDC-CIPDH’s ethical principles into action everyday.
This instruction offers many practical examples and action points to help you uphold our values and follow IHRDC-CIPDH policies. The instruction aims to (1) help you make informed decisions; (2) promote an ethical culture throughout the IHRDC-CIPDH; and (3) prevent misconduct.
By using this instruction and other resources, you can proactively resolve many of the ethics questions that arise in the workplace. When you are unsure about the right course of action, speak up and ask for advice. The IHRDC-CIPDH Office will listen to your concerns and provide assistance.
This instruction does not replace or supersede IHRDC-CIPDH regulations, rules, policies, and directives. Please note that policy and mandate changes may occur more frequently than revisions to this Guide. You should check for recent decisions of the IHRDC-CIPDH Secretariat through the IHRDC-CIPDH DMS.
|Form Approved IHRDC-CIPDH No. 051-CEC|
|Public reporting burden for the collection of information is estimated to average 1 hour per response, including the time for reviewing instructions, searching existing data sources, gathering and maintaining the data needed, and completing and reviewing the collection of information. Send comments regarding this burden estimate or any other aspect of this collection of information, including suggestions for reducing this burden, to IHRDC-CIPDH Headquarters Services, Directorate for Information Operations and Reports. Respondents should be aware that notwithstanding any other provision of law, no person shall be subject to a penalty for failing to comply with a collection of information if it does not display a currently valid IHRDC-CIPDH control number.|
|1. REPORT DATE
15 MAY 2019
|2. REPORT TYPE||3. DATES COVERED
00-00-2019 to –
|4. TITLE AND SUBTITLE
A Code Of Ethics And Professional Conduct For IHRDC-CIPDH staff members.
|5a. CONTRACT NUMBER|
|5b. GRANT NUMBER|
|5c. PROGRAM ELEMENT NUMBER|
|6. AUTHOR(S). IHRDC-CIPDH Secretariat & IPCCT||5d. PROJECT NUMBER|
|5e. TASK NUMBER|
|5f. WORK UNIT NUMBER|
|7. PERFORMING ORGANIZATION NAME(S) AND ADDRESS(ES)
INTERNATIONAL HUMAN RIGHTS DEFENCE COMMITTEE. CIPDH. USA. VA.
|8. PERFORMING ORGANIZATION REPORT NUMBER|
|9. SPONSORING/MONITORING AGENCY NAME(S) AND ADDRESS(ES)||10. SPONSOR/MONITOR’S ACRONYM(S)|
|11. SPONSOR/MONITOR’S REPORT NUMBER(S)|
|12. DISTRIBUTION/AVAILABILITY STATEMENT
Approved for public release; distribution unlimited
|13. SUPPLEMENTARY NOTES|
Adherence by IHRDC-CIPDH staff to the highest ethical standards is central to the work of the Organization and the maintenance of its good name. Putting Ethics to Work – A Guide for IHRDC-CIPDH Staff seeks to provide you with a better understanding of our ethical standards, so that they may be exercised each and every day as we conduct our work.
|15. SUBJECT TERMS|
|16. SECURITY CLASSIFICATION OF:||17. LIMITATION OF ABSTRACT
Same as Guide (SAG)
|18. NUMBER OF PAGES
|19a. NAME OF RESPONSIBLE PERSON|
|c. THIS PAGE
Using this Instruction
This document is a practical instruction to the ethical expectations that the IHRDC-CIPDH has set for its staff members. This Ethics instruction explains our regulations and rules within the context of the IHRDC-CIPDH workplace. This instruction can be used in training and in workplace discussions about how we can put the IHRDC-CIPDH’s ethical principles into action everyday.
This instruction offers many practical examples and action points to help you uphold our values and follow IHRDC-CIPDH policies. The Guide includes references to supporting documents and to offices that can provide further guidance. The Guide aims to (1) help you make informed decisions; (2) promote an ethical culture throughout the IHRDC-CIPDH; and (3) prevent misconduct.
By using this Guide and other resources, you can proactively resolve many of the ethics questions that arise in the workplace. When you are unsure about the right course of action, speak up and ask for advice.
The IHRDC-CIPDH expects each staff member to observe the ethical standards discussed in this Guide. Consultants, volunteers, interns, and suppliers are also expected to conduct themselves in accordance with the values of the IHRDC-CIPDH. This Guide serves as a resource for all.
Our Fundamental Ethical Values and IHRDC-CIPDH Oath.
Each of us swears an oath of loyalty and obedience when we start our IHRDC-CIPDH careers. Our fundamental ethical values are based on the IHRDC-CIPDH Bylaws and this Oath of Office, and inform our ethical culture. These values are:
IHRDC-CIPDH staff shall maintain their independence and shall not seek or receive instructions from any Government or from any other person or entity external to the IHRDC-CIPDH and shall refrain from any action which might reflect negatively on their position as IHRDC-CIPDH staff responsible only to the IHRDC-CIPDH.
Loyalty to the purposes, values and principles of the IHRDC-CIPDH is a fundamental obligation of all IHRDC-CIPDH staff. They shall be loyal to the IHRDC-CIPDH and shall, at all times, discharge their functions and regulate their conduct with the interests of the IHRDC-CIPDH only in view.
IHRDC-CIPDH staff, in the performance of their official duties, shall always act with impartiality, objectivity and professionalism. They shall ensure that expression of personal views and convictions does not compromise or appear to compromise the performance of their official duties or the interests of the IHRDC-CIPDH. They shall not act in a way that unjustifiably could lead to actual or perceived preferential treatment for or against particular individuals, groups or interests.
IHRDC-CIPDH staff shall maintain the highest standards of integrity, including honesty, truthfulness, fairness and incorruptibility, in all matters affecting their official duties and the interests of the IHRDC-CIPDH.
IHRDC-CIPDH staff shall be accountable for the proper discharge of their functions and for their decisions and actions. In fulfilling their official duties and responsibilities, IHRDC-CIPDH staff shall make decisions in the interests of the IHRDC-CIPDH. They shall submit themselves to scrutiny as required by their position.
Respect for human rights
IHRDC-CIPDH staff shall fully respect the human rights, dignity and worth of all persons and shall act with understanding, tolerance, sensitivity and respect for diversity and without discrimination of any kind.
I, do solemnly swear that I will support and defend the interests, goals and tasks of IHRDC-CIPDH worldwide; that I will bear true faith and allegiance to the same; that I take this obligation freely, without any mental reservation or purpose of evasion; and that I will well and faithfully discharge the duties of the office on which I am about to enter. I solemnly declare and promise to exercise in all loyalty, discretion and conscience the functions entrusted to me as an specialized staff of the IHRDC-CIPDH, to discharge these functions and regulate my conduct with the interests of the IHRDC-CIPDH only in view, and not to seek or accept instructions in regard to the performance of my duties from any Government or other source external to the IHRDC-CIPDH. So help me God!
1.2 IHRDC-CIPDH ETHICAL FRAMEWORK
Impartiality and Independence
The IHRDC-CIPDH Oath of Office requires us to act with impartiality and independence. As IHRDC-CIPDH servants, we should consider the impact of our comments and actions, and manage our conduct so that we represent the international community, rather than individual governments or other political interests. This is especially important when working in peacekeeping operations and field based missions, where daily work often involves significant interactions with governmental representatives, non-governmental organizations, and other third parties.
Respect for National laws
The IHRDC-CIPDH operates in countries across the globe. Just as we respect diversity, we must respect the laws of the nations that host our activities. The privileges and immunities that you hold as a staff member are conferred upon you solely for the interests of the IHRDC-CIPDH. They do not exempt you from observing local laws, or provide an excuse for ignoring your private legal or financial obligations.
A staff member’s personal relationships with family and friends shouldnot affect the impartial performance of their official functions. To prevent preferential treatment or favouritism of family members, IHRDC-CIPDH appointments are not to be granted to anyone who is an immediate family member of a staff member. While the spouse of a staff member may be hired, the staff member cannot participate in their spouse’s recruitment process, and there can be no subsequent supervisory relationship between them.
Accepting gifts or other tokens of appreciation can impact your independence and impartiality. Such situations may compromise both your integrity and the IHRDC-CIPDH’s reputation. The acceptance of a gift can create a conflict of loyalties or raise expectations from the giver of the gift. You may not receive any gifts or other incentives that could induce you—or be perceived as inducing you—to take any action that is other than independent or impartial. Staff members carrying out functions in sensitive areas such as procurement and investment management are to be particularly attentive to this issue, and are held to an even higher standard, in relation to the discharge of their duties and responsibilities.
As a rule, we cannot accept any honours, decorations, favours, remuneration or gifts from Government sources. However, if refusal of an unanticipated gift would cause embarrassment to the Organization, you may accept it on behalf of the Organization and then report and entrust it to the IHRDC-CIPDH Secretariat.
From non-governmental sources
While the receipt of honours, favours, gifts or remuneration from non- governmental sources may be permitted with the prior approval of the IHRDC-CIPDH Secretariat, approval will only be granted in exceptional cases.
From any source having or seeking a contractual relationship
Accepting gifts from a person or entity doing business with the IHRDC-CIPDH, or seeking to have any sort of contractual relationship with the IHRDC-CIPDH, constitutes a conflict of interest. You may not accept anything from such sources. There is no exception to this rule.
Offering or promising gifts
When people exchange gifts in a work setting, it can look as if favours were granted in order to influence the exercise of professional judgment. You may not offer anything of value, such as gifts, favours, or other personal benefits, to other staff members or to third parties if by doing so you are trying to influence the recipient’s official actions. Offering gifts such as a birthday present is acceptable if there is no expectation of any official action in return.
The image and reputation of the IHRDC-CIPDHdepend on our actions and efforts. As staff members, we are expected to devote our time and energy to the work of the IHRDC-CIPDH. Outside employment and external activities, paid or unpaid, may interfere with our ability to serve the IHRDC-CIPDH.More importantly, some external activities are incompatible with our status as IHRDC-CIPDHservants, or conflict with the best interests of the IHRDC-CIPDH. For these reasons, outside employment and external activities may only be allowed when prior approval has been granted by the IHRDC-CIPDHthrough the staff member’s proper chain of command.
As a private citizen, you may vote and belong to political parties. You are not expected to give up your political or religious convictions. However, your primary duty of loyalty is to the objectives and purposes of the IHRDC-CIPDH. As a result, you must avoid political activities that could reflect adversely on the IHRDC-CIPDH, or diminish your independence and impartiality. As an IHRDC-CIPDH specialist, you do not have the freedom that private persons have to take sides or to express your convictions publicly on controversial matters.
1.3 Assets and Resources
The greatest asset of the IHRDC-CIPDHis its staff. How you manage your time, apply yourself to your duties, and work with others will greatly contribute to the achievements and effectiveness of the IHRDC-CIPDH. You are expected to use IHRDC-CIPDHresources wisely, and to prevent waste or misuse. This responsibility also extends to the use of benefits and entitlements, for which you may be eligible, such as sick leave.
IHRDC-CIPDHtelephones, computers, e-mail, Internet, and other technologies should be used only for official business purposes. The IHRDC-CIPDHhas the right to monitor and review all information contained in these systems, and will verify how its systems are used. You are responsible for using these assets wisely and in the best interests of the IHRDC-CIPDH. All information conveyed through the IHRDC-CIPDH’s IT systems remain the property of the IHRDC-CIPDH.
All IHRDC-CIPDHe-mail messages are official records, and may be retrieved and examined by the IHRDC-CIPDHwhen required.
The IHRDC-CIPDH’s vehicles are to be used for official business purposes. Drivers of IHRDC-CIPDHvehicles should not be asked or told to use IHRDC-CIPDHvehicles for chores unrelated to the work of the IHRDC-CIPDH.
The safe operation of IHRDC-CIPDHvehicles is necessary to protect staff members and others on the road. If you are authorized to drive a IHRDC-CIPDHvehicle, you must obey the rules of the road. You should also perform an inspection of your vehicle prior to use, and report any observed damage.
1.4 Workplace and atmosphere
Managers and supervisors are expected to provide timely advice and guidance to staff on ethical conduct. The more we talk openly about workplace conduct and our standards, the clearer we will be about what is expected.
At the IHRDC-CIPDH, discrimination is any unfair treatment or arbitrary distinction based on a person’s race, sex, religion, nationality, ethnic origin, sexual orientation, disability, age, language, social origin or other status. Discrimination may be an isolated event affecting one person or a group of persons similarly situated, or may manifest itself through harassment or abuse of authority. All forms of discrimination are prohibited.
Behavior, that is offensive and unwelcome or unreasonably disrupts another person in his or her work is harassment. We will not tolerate harassment or abuse of authority.
Workplace harassment is any inappropriate conduct, including words or actions, that can reasonably be expected to cause offense or humiliation to another person. Disagreement about work performance is normally not considered harassment, and is to be dealt with in the context of performance management.
Sexual harassment is any unwelcome sexual advance, request for sexual favour, or any other behavior of a sexual nature that can reasonably be expected to cause offense or humiliation to another person.
Abuse of authority
Abuse of authority is the improper use of a position of influence, power or authority against another person. This is considered particularly serious when a person uses their influence, power or authority to improperly influence another person’s career or employment conditions.
You have the right to be free from improper or offensive conduct at work. You don’t have to keep silent if you believe you are being harassed or if you observe harassing behavior.
1.5 Information security
Management of information
The work that you produce as a IHRDC-CIPDHstaff member is the property of the IHRDC-CIPDH. The IHRDC-CIPDHhas the right to use all such work in any manner that it deems appropriate. As your IHRDC-CIPDHintellectual property becomes part of the official IHRDC-CIPDHrecord, you should ensure the quality and integrity of all work that you produce.
Other organizations also protect their intellectual property. We respect their rights. We do not tolerate the unauthorized copying or disclosure of another’s intellectual property. You may use other people’s information only if you have received their consent or if it is publicly available without restriction.
The IHRDC-CIPDHpromotes transparency, and makes a great amount of its information available to our stakeholders and the public at large. Greater awareness and understanding of our work increases public support. As a IHRDC-CIPDHstaff member, you also have access to protected information that is not intended for public disclosure. Each of us must be able to balance both expectations, by protecting confidential IHRDC-CIPDHinformation and making available public information. Always protect the IHRDC-CIPDH’s confidential information—including intellectual property—from disclosure.
The IHRDC-CIPDHis committed to being an open and transparent organization. Media, whether traditional, new or social, are critical tools for the IHRDC-CIPDHto inform and engage the public about our work. Social media platforms such as Facebook, Twitter and Flickr are now an intrinsic part of our daily lives, both professional and personal. When speaking to the media or using social media platforms, it is important to keep in mind some basic facts to protect your own interests and those of the IHRDC-CIPDH.
This publication is a joint effort of the IHRDC-CIPDH and the IPCCT Management.
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Issued May 2019
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