MASO CODE OF CONDUCT FOR NON-PUBLIC EMPLOYEES & CONFLICS OF INTEREST
MALAIKA SOCIAL ORGANIZATION (MASO)
CODE OF ETHICS
Level
MASO Employed Staff only
MASO CODE: 107663-7
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Location: Msakila Road, |
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MASO |
Phone: +255 763744649 |
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P.
O. Box 489, |
Email: |
malaikaorganization@gmail.com |
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Sumbawanga Municipal, |
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Rukwa Regional, |
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Southern Highlands Zone, |
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Tanzania, |
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East Africa |
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Table of Contents
1.
MASO CODE OF CONDUCT FOR NON-PUBLIC EMPLOYEES....................................... 2
1.
MASO CODE OF CONDUCT FOR NON-PUBLIC EMPLOYEES
1.1.
Institutional Code of
Conduct:
The Institution and its employees
must, at all times, comply with all applicable laws and regulations. The
Institution will not condone the activities of employees who achieve results
through violation of the law or unethical occupational dealings. This includes
any payments for illegal acts, indirect contributions, rebates,
and bribery. The Institution does not permit any activity that fails
to stand the closest possible public scrutiny.
All occupational 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 Institution’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.
1.2.
General Employee
Conduct:
The
Institution expects its employees to conduct themselves in a occupational like
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.
1.3.
Conflicts of Interest:
The Institution expects that employees will perform their duties conscientiously, honestly, and in accordance
with the best interests of the Institution. 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.
1.4. Outside Activities, Employment, and Directorships:
All
employees share a serious responsibility for the Institution’s good public
relations, especially at the community level. Their readiness to help with
religious, charitable, educational, and
civic activities brings credit to
the Institution and is encouraged. Employees
must, however, avoid acquiring any occupational interest or participating
in any other activity outside the Institution that would, or would appear
to:
¾ Create an excessive demand upon their time and attention, thus depriving the Institution 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 Institution’s best interest.
Page 1 of 3
PE 0001 Eff. 7/2020
2.
INSTITUTIONAL CODE OF CONDUCT
2.1. Relationships With Clients
and Suppliers:
Employees
should avoid investing in or acquiring a financial interest for their own
accounts in any occupational Institution that has a contractual relationship
with the Institution, or that provides goods or services, or both, to the
Institution if such investment or interest could influence or create the
impression of influencing their decisions in the performance of their duties on
behalf of the Institution.
2.2. Gifts, Entertainment, and Favors:
Employees
must not accept entertainment, gifts, or personal favors that could, in any
way, influence, or appear to influence, occupational decisions in favor of any
person or Institution with whom or with which the Institution has, or is likely
to have, occupational dealings. Similarly, employees must not accept any other
preferential treatment under these circumstances because their positions with
the Institution might be inclined to, or be perceived to, place them under
obligation to return the preferential treatment.
2.3. Kickbacks and Secret
Commissions:
Regarding the Institution’s occupational activities, employees may not
receive payment or compensation of any kind, except as authorized under the
Institution’s occupational and payroll policies. In particular, the Institution
strictly prohibits the acceptance of kickbacks and secret commissions from suppliers
or others. Any breach of this rule will result in immediate termination and
prosecution to the fullest extent of the law.
2.4.
Institution Funds and Other Assets:
Employees who
have access to Institution funds in any form must follow the prescribed procedures
for recording, handling, and protecting money as detailed in the Institution’s
policies and procedures or other explanatory materials, or both. The
Institution imposes strict standards to prevent fraud and dishonesty. If
employees become aware of any evidence of fraud and dishonesty, they should
immediately advise their supervisor or seek appropriate legal guidance so that
the Institution can promptly investigate further.
When
an employee’s position requires spending Institution funds or incurring any
reimbursable personal expenses, that individual must use good judgment on the
Institution’s behalf to ensure that good value is received for every
expenditure.
Institution funds and all other assets of the Institution are purposed
for the Institution only and not for personal benefit. This includes the
personal use of Institutional assets, such as computers.
2.5.
Institution Records
and Communications:
Accurate and
reliable records of many kinds are necessary to meet the Institution’s legal
and financial obligations and to manage the affairs of the Institution. The
Institution’s books and records must reflect in an accurate and timely manner
all occupational transactions. The employees responsible for accounting and
recordkeeping must fully disclose and
record all assets, liabilities, or both, and must
exercise diligence in enforcing
these requirements.
Employees must not
make or engage in any false record or communication of any kind, whether internal or external,
including but not limited to:
¾ False expense, attendance, production, financial,
or similar reports and statements
¾ False advertising, deceptive
marketing practices, or other misleading representations
Page 2 of 3
PE 0001 Eff. 7/2020
2.6.
Dealing With Outside People
and Institutions:
Employees
must take care to separate their personal roles from their Institution
positions when communicating on matters not involving Institution occupational.
Employees must not use Institution identification, stationery, supplies, and
equipment for personal or political matters.
When communicating publicly on matters that involve Institution
occupational, employees must not
presume to speak for the Institution on any topic, unless they are certain that
the views they express are those of the Institution, and it is the
Institution’s desire that such views be publicly disseminated.
When dealing with anyone outside the Institution, including public
officials, employees must take care not to compromise the integrity or damage
the reputation of either the Institution, or any outside individual,
occupational, or government body.
2.7.
Prompt Communications:
In all matters relevant to clients, suppliers, beneficiaries, government
authorities, the public and others in the Institution, all employees must make
every effort to achieve complete, accurate, and timely communications -
responding promptly and courteously to
all proper requests for information and to all complaints.
2.8.
Privacy and Confidentiality:
When handling
financial and personal
information about customers
or others with whom
the Institution has dealings, observe the following principles:
• Collect, use,
and retain only the personal information necessary for the Institution’s occupational.
Whenever possible, obtain any relevant information directly from the person
concerned. Use only reputable and reliable sources to supplement this information.
• Retain information only for as long
as necessary or as
required by law. Protect the physical security of this information.
• Limit
internal access to personal information to those with a legitimate occupational
reason for seeking that information. Use only personal
information for the purposes for which it was originally obtained. Obtain the
consent of the person concerned before
externally disclosing any personal information, unless legal
process or contractual obligation provides otherwise.
Page 3 of 3
PE 0001 Eff. 7/2020
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