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Organizational Code of Conduct Example
Organizational Code of Conduct Example
ORGANIZATIONAL CODE OF CONDUCT
EXAMPLE
Page 1 of 3
PE 0001
Eff. 7/2005
Instructions: This document is intended as an aid to assist non-State entities in establishing an
organizational code of conduct. It is not intended to be used verbatim, but rather to serve as
a template for nongovernmental organizations as they craft their individual code of conduct.
This example includes definitions of what is considered unacceptable, and the consequences
of any breaches thereof. Each organization that chooses to use this template should take
care to make changes that reflect the individual organization. For example, anywhere “the
Organization” is used should be replaced with the name of your organization.
Organizational Code of Conduct:
The Organization and its employees must, at all times, comply with all applicable laws
and regulations. The Organization will not condone the activities of employees who
achieve results through violation of the law or unethical business dealings. This includes
any payments for illegal acts, indirect contributions, rebates, and bribery. The
Organization does not permit any activity that fails to stand the closest possible public
scrutiny.
All business conduct should be well above the minimum standards required by law.
Accordingly, employees must ensure that their actions cannot be interpreted as being, in
any way, in contravention of the laws and regulations governing the Organization’s
operations.
Employees uncertain about the application or interpretation of any legal requirements
should refer the matter to their supervisor, who, if necessary, should seek appropriate
legal advice.
General Employee Conduct:
The Organization expects its employees to conduct themselves in a businesslike manner.
Drinking, gambling, fighting, swearing, and similar unprofessional activities are strictly
prohibited while on the job.
Employees must not engage in sexual harassment, or conduct themselves in a way that
could be construed as such, for example, by using inappropriate language, keeping or
posting inappropriate materials in their work area, or accessing inappropriate materials
on their computer.
Conflicts of Interest:
The Organization expects that employees will perform their duties conscientiously,
honestly, and in accordance with the best interests of the Organization. Employees must
not use their positions or the knowledge gained as a result of their positions for private or
personal advantage. Regardless of the circumstances, if employees sense that a course
of action they have pursued, or are presently pursuing, or are contemplating pursuing
may involve them in a conflict of interest with their employer, they should immediately
communicate all the facts to their supervisor.
Outside Activities, Employment, and Directorships:
All employees share a serious responsibility for the Organization’s good public relations,
especially at the community level. Their readiness to help with religious, charitable,
educational, and civic activities brings credit to the Organization and is encouraged.
Employees must, however, avoid acquiring any business interest or participating in any
other activity outside the Organization that would, or would appear to:
¾ Create an excessive demand upon their time and attention, thus depriving the
Organization of their best efforts on the job.
¾ Create a conflict of interest - an obligation, interest, or distraction - that may interfere with
the independent exercise of judgment in the Organization’s best interest.
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