Code of conduct

General

Standards of work performance, conduct and attendance have an important impact on (CSO) success. Code of conduct policy covers misconduct, health and safety of employees, drug abuse, sexual harassment and conflict of interest. .

Drug/Alcohol-Free Workplace: SOVA is committed to providing a safe work environment and to promoting and protecting the health, safety, and wellbeing of its employees. This commitment is endangered when any SOVA employee engages in use, possession, sale, conveyance, distribution or manufacture of illegal drugs, intoxicants, controlled substances or abuses prescription drugs or alcohol. Therefore, SOVA has established the following policy:-

 (a) It is a violation of the organization’s policy for any employee to use, possess, sell, convey, distribute, or manufacture illegal drugs, intoxicants, or controlled substances, or to attempt to do the same.

(b) It is a violation of the organization’s policy to be impaired or under the influence of legal or illegal drugs or alcohol in the organization or client premises, if such impairment or influence adversely affects the employee’s work performance, the safety of the employee or of others, or puts at risk the organization’s reputation. (c) It is a violation of the organization’s policy for anyone to use prescription drugs illegally. It is the responsibility of the employee to report the use of prescribed drugs that MAY (per warning labels provided by the pharmacy) affects the employee’s judgment, performance, or behavior. (d) Any employee convicted of a violation of a criminal drug statue must inform the management in writing within 5 calendar days after the conviction.

CONFLICT OF INTEREST: From time to time SOVA staff members and or the governing body members may encounter conflicts of interest when participating in SOVA decision-making processes, as their professional or personal roles intersect. Potential areas where a conflict of interest may arise include: (a) Recruitment of staff. (b) Procurement of goods and services. (c) Undertaking new projects or entering into new partnerships. (d) Representing (CSO) in other forums.

Private Trade 1: No employee shall, except with the previous sanction of the Executive Director (ED), engage in any trade or undertake any employment or work other than his official duties, provided that s/he may, without such sanction undertake any honorary work of a religious, social or charitable nature or occasional work of a literary or artistic character, subject to the condition that his/her official duties do not thereby suffer and that the occupation of undertaking does not conflict or is not inconsistent with his opinion or obligation as an employee but he shall not undertake or shall discontinue such work if so directed by the ED.

Discrimination: Discrimination means treating a person less favorably than another person in comparable circumstances because of age, sex, marital status, pregnancy, family status, disability, race, color, descent, national or ethnic origins, nationality or religion etc. It is against SOVA policies to discriminate with respect to the hiring or promotion of individuals, conditions of employment, disciplinary and discharge practices, or any other aspect of employment on the grounds of the employee’s age, sex, marital status, pregnancy, sexual orientation, gender identity, family status, disability, race, color, descent, national or ethnic origins, nationality or religion

Workplace Conflict 1: Workplace conflict is a time-consuming and costly problem that can have a severe impact on the bottom line. 2. Workplace relationship problems can arise as the result of i. Clashing personalities. ii. Miscommunication. iii. Perceived backbiting. iv. Negative politics v. Perception of hidden agendas. 3. These factors create bad relations between people, and are generally the result of not following proper communication practices, or of grudges built from the outset of a relationship where initial problems were not addressed. 4. Conflict in the workplace is can also result from serious disagreement over official matters, and can result in behaviours such as gossip, avoidance, verbal abuse, passive/aggressive communication and hostility. This can in turn lead to a drop in SOVA’s productivity, a focus on problems rather than solutions and a slump in creativity and innovation. 5. While tensions and misunderstandings are normal and inevitable, if left unresolved they result in hostility, stress and wasted resources.

Resolving Workplace Conflict 1: Once the management has been made aware of a relationship problem, it will meet with both parties and try to find out the real causes of the problem. Once the causes are identified, the management will take appropriate actions to address these causes to the extent possible. In parallel, the management will mediate between the two parties so as to help them develop a healthy working relationship. However, if the issue is not resolved even after these efforts, the matter will be reported to the Executive Director who may take suitable steps to resolve the issue ignore it or even terminate one or both the employees as he/she deems fit.

Sexual Harassment/ Exploitation: SOVA believes strongly in the human dignity of each individual. Therefore, SOVA strongly condemns and prohibits any behavior on the part of SOVA employee which constitutes any form of sexual misconduct, including sexual harassment, sexual exploitation, and sexual violence towards any other staff member, client patient, beneficiary, or other individual participating in SOVA activity. Retaliation for reports of sexual misconduct is strictly prohibited and will not be tolerated; Sexual misconduct and/or retaliation of any kind will result in termination of employment. For the purposes of this policy, SOVA employees include international staff, national staff, volunteers, interns’ consultants, temporary employees, field staff or temporary contractors. SOVA is committed to providing a work environment that is free of discrimination and unlawful harassment. Actions, words, jokes, or comments based on an individual’s sex, race ethnicity, age, religion, or any other legally protected characteristics are not acceptable. As an example, sexual conduct (both overt and subtle) is a form of employee misconduct that is demeaning to another person, undermines the integrity of the employment relationship, and is strictly prohibited. SOVA fully complies with the Protection Against Harassment of Women at Workplace,

Reporting and Resolution of Sexual Harassment: The management of SOVA is required to incorporate this act as part of its Work place policy. Abiding by the following points: 1. The Responsibilities of Management include i. Management will be responsible to follow the HR Manual in true letter and spirit, and to ensure that all staff members read it. ii. Each complaint of employee of organization is addressed responsibly. iii. The Management will-be impartial in the process and facilitate a just and fair inquiry process without retaliation iv. The management will not victimize the complainants or the witnesses in the case. v. The management will conduct awareness sessions about the Code and the consequence of such harassment at workplace for both the affected person and the accused as a regular part of their training. vi. Display copies of this Manual to employees in English or Somali Language.

Workplace Harassment: SOVA expects every employee and person to be treated with fairness, respect, and dignity. Accordingly, any form of harassment based on an individual’s race, color, sex, religion, national origin, age, or disability is a violation of this policy and will be treated as a disciplinary matter. SOVA is committed to maintaining a safe and healthy work environment and takes all appropriate health and safety precautions consistent with current medical knowledge. Accordingly, employees may not refuse to work with or cooperate with, withhold services from, or otherwise harass, intimidate, demean, or isolate a coworker because of a known or suspected disability or disease, or because of a coworker’s association with a person with a disability or disease.

Work place violence: SOVA is committed to providing a safe work environment. Any form of violence, threats of violence, intimidation of others or attempts to instill fear in others will not be tolerated. The possession of a weapon in the workplace, or while conducting company business, menacing behavior or “stalking” is all prohibited actions. Violations of this policy may lead to disciplinary action up to and including termination and the involvement of appropriate law enforcement authorities