Rural Capacities Development Committee

Code of Conduct 2021

INTRODUCTION:

The Code of conduct is a set of norms, principles, and shared values that aim to guide our employees towards their delegated tasks. This Code also applies to temporary or part-time staff employed by RCDC. We are committed to delivering our services considering all values without any discrimination, standing accountable to the people we intend to serve, and accountable to our donors.

POLICY BRIEF AND PURPOSE:

Our Code of conduct adumbrates our expectations regarding staff behavior towards their colleagues, supervisors, and overall organization. We promote freedom of expression, human dignity, religious beliefs, and open communication. Still, we expect all staff to follow our Code of conduct to avoid offending, participating in serious disputes, political discussions, and disrupting our workplace. We encourage our employees to foster a respectful, collaborative, and well-organized workplace and environment within the organization.

SCOPE:

Our Code of conduct and policies applies to all our employees irrespective of their position and employment agreement.

ELEMENTS OF CODE OF CONDUCT: 

The following elements constitute our employee Code of conduct:

Compliance with law:

All our employees must protect our organization legality and they should comply with fair behavior with beneficiaries and their peers. We expect our employees to be ethical, dependable and responsible to the as All our employees must protect our organization's legality, and they should comply with appropriate behavior with beneficiaries and their peers. We expect our employees to be ethical, dependable, and responsible for their assigned duties.

Mutual Respect in the Workplace:

All employees should respect their co-workers/ partners. We will not tolerate and allow any discriminatory behavior, harassment, insulting terms, and victimization, and all employees should conform to our rules and policies. Consideration of position/ rank hierarchy is a must and should follow by each employee.

Acceptance of Advantages:

It is the policy of RCDC to prohibit all staff from soliciting any advantage from any persons having business dealings with RCDC (e.g., clients, suppliers, contractors). The team should decline to accept any gifts/ presents from beneficiaries.

Conflict of Interest:

A conflict of interest arises when the private interests of the staff compete or conflict with the organization's interests. "Private interests" mean both the financial and personal interests of the team or those of their connections, including family and other relations; personal friends; any person to whom they owe a favor or obligate in any way.

Staff should avoid using their official position or any information made available to them in their duties to benefit themselves, their relations, or any other persons with whom they have personal or social ties.

Protection of organization property: 

All our employees should maintain our confidentiality and treat our organization’s properties, whether material or intangible, with care. The frivolous use of equipment and facilities, and properties such as reports, information, and other confidentialities should strictly avoid by employees.

Sexual Relationships and Harassments:

All staffs should under no circumstances engage in sexual activities or sexual contact with beneficiaries and colleagues, whether such contact is consensual or forced. RCDC has zero-tolerance in sexual abuse and exploitation and will result in employment termination.

Accountability to affected population and stakeholders: 

RCDC committed to maintaining transparency and accountability to the affected population, stakeholders, and community. All RCDC staff is responsible to community elders and beneficiaries to provide the best service quality and engage them during each phase of the project, specifically during the beneficiary selection, to ensure intervention alignment. 

 Employee’s agreement to the code of conduct

• Shall abide by the rules of the organization.
• Each employee should stand accountable to the four key elements of humanitarian policy, i.e., humanity, neutrality, impartiality, and independence in the work environment.
• Each employee respects culture and customs.
• Data anonymization is a must and under no circumstances will disseminate. 
• Shall do the best to achieve the goals of the organization.
• Fight discrimination and respect all human dignity.
• Keep the confidentialities of the organization.
• Avoid the wrong provision of information about the organization.
• Avoid misuse of facilities and equipment of the organization.
• Fight gender-based discrimination within the organization.
• Maintain the best work ethics with their teammates.
• Avoid coordination with wrong-doing against human rights.
• Be honest about their duties and responsibilities.
• Avoid misuse of their position.
• Strive in creating the best workplace in RCDC.
• Put efforts into achieving beneficiaries’ satisfaction and provide the best training to them.
• Avoid involvement in any crimes.
• Respect all cultural and religious beliefs.
• Avoid engaging in political discussion and supporting no political party.
• Be a role model of ethical behavior.
• Listen and respond reasonably to the beneficiary’s concerns.
• Promote RCDC values, the Code of Conduct, and compliance with policies and the law.

Date and signed by the Employee