Scrabble letters on a wooden table with RULES spelled out

CODE OF CONDUCT

Udayan Care CANADA is committed to providing a safe and healthy work environment. The organization expects its employees, volunteers, directors and officers (“Personnel”) to adhere to a certain standard of conduct in order to foster a work environment that is positive, productive, and motivating for everyone. Personnel are expected to conduct themselves in such a manner as to inspire public confidence through fair and honourable activities, as it relates to the business of Udayan Care CANADA. Personnel are expected to use common courtesy and good judgement regarding appropriate behaviour at work and conduct themselves with integrity and professionalism at all times.

This Code of Conduct policy applies to all employees, volunteers, directors and officers of Udayan Care CANADA.

It is the responsibility of all Personnel to know and comply with the provisions of Udayan Care CANADA’s Code of Conduct policy. If any Personnel are unsure of the proper course of action to take in a particular situation, they should speak to their supervisor, Executive Director or a member of the Board of Directors. If any Personnel are unsure as to whether their actions may cause embarrassment or compromise the image and integrity of the organization, they should not proceed before seeking further guidance. The following are examples of inappropriate conduct (but not limited to):

•             Falsification or destruction of records or documents

•             Acts of dishonesty or fraud

•             Unauthorized disclosure of information

•             Misuse of property, services, or resources

•             Negligence resulting in actual or potential harm to Udayan Care CANADA or its stakeholders

•             Impropriety or the appearance of impropriety

•             Breach of trust

•             Misuse of position/abuse of power

•             Criminal conduct

•             Unauthorized or excessive absence

•             Excessive tardiness

•             Failure to abide with any organization policy, procedure, guideline or standard resulting in actual or potential harm to Udayan Care CANADA or its stakeholders

•             Coming in to work while under the influence of drugs or alcohol

(There may be events that Personnel may attend while representing Udayan Care CANADA where alcohol is served. In these situations Personnel are expected to consume responsibly and without being in an inebriated state where judgement may be impaired.)

•             The possession of dangerous, deadly, or illegal weapons while conducting Udayan Care CANADA business

•             Unauthorized monitoring, recording, or accessing of conversations or other communications

•             Insubordination

•             Fighting, abusive language, threats, bullying or threatening conduct

•             Sexual misconduct

Definitions:

a. Sexual Exploitation: Any actual or attempted abuse of position of vulnerability, differential power or trust, for sexual purposes, including, but not limited to, profiting monetarily, socially or politically from the sexual exploitation of another.

b. Sexual Abuse: Actual or threatened physical intrusion of a sexual nature, whether by force or under unequal or coercive conditions.

c. Sexual Harassment: Any unwanted sexual advance, request for sexual favour, verbal or physical conduct of a sexual nature.

Please read the Safeguarding Policy of Udayan Care India.

All violations of these policies will be investigated to the best of our abilities and in a manner that ensures due process.

The Code of Conduct policy also applies to violations that occur in locations where there is an Udayan Care CANADA-sponsored activity. Violations of this policy may result in discipline or termination of a Personnel’s employment, engagement or association with Udayan Care CANADA.

If Personnel becomes aware of any violations of this Code of Conduct policy or witnesses any unethical behaviour, they should report it immediately to their supervisor, Executive Director or a member of the Board of Directors. Any reported concerns will be treated with urgency, consideration and discretion.

There shall be no reprisal or other action taken against any Personnel who, in good faith, brings forward concerns about actual or potential violations of the Code of Conduct policy. Anyone engaging in any form of retaliatory conduct will be subject to disciplinary action, which may include termination of employment, engagement or association with Udayan Care CANADA.