Organizational Code of Conduct Example
ORGANIZATIONAL CODE OF CONDUCT
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Instructions: This document is intended as an aid to assist non-State entities in establishing an
organization al code of conduc t. It is not intended to be used verbatim, but rather to serve as
a template for nongovernment al organizations as they craft their individual code of conduc t.
This example includes definitions of what is considered unacceptabl e, an d the consequences
of any breaches thereof. Each organization that chooses to use this template should take
care to make changes that reflect the individual organizati on. For example, anywher e “the
Organization” is used should be replaced with the name of your organization.
Organization al Code of Conduct:
The Organization and its employees mu st, at a ll times, comply with all applicable laws
and regulations. The Organization will not cond one the activities of employees who
achieve re sults through violation of the law or unethical business dealings. This includes
any payments for illegal a c ts, indirect contributions, re bates, and bribery. The
Organization does not permit any activity that fails to stand the closest possible public
All business condu ct should be well above the minimum standards required by law.
Accordingly, employees must ensure that their action s cannot be interp reted as being, in
any way, in contravention of the laws and regulations governing the Organization’s
Employees uncertain about the application or interpretation of any legal requirem ents
should refer the matter to their supervisor, who, if nece ssary, sho uld seek appropriate
General Employee Conduct:
The Organization expects its employees to conduct themselves in a businesslike manne r.
Drinking, ga mbling, 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 inapprop riate language, ke eping or
posting inappropriate materials in their work area, or a ccessin g inappropriate materials
on their computer.
Conflicts of I nterest:
The Organization expects that employees will pe rform their duties conscie ntiously,
honestly, and in accordance with the best interests of the Organization. Employees must
not use their positio ns or the knowledge gained as a result of their positions for private or
personal adv antage. Regardless of the circumstances, if employees sen se th at a course
of action they have pursue d, or are presently pursuing, or are contemplating pursuing
may involve them in a conflict of interest with their employer, they should immediately
communi cate all the facts to their supervisor.
Outside Activities, Employment, and Directorships:
All employees share a seri ous responsibility for the Organization’s goo d public relations,
especially at the community level. Their readiness to help with relig ious, charitable,
educational, and civic activities bring s credit to the Organi zation and is encouraged.
Employees must, however, avoid acquiring any business interest or parti cipating in any
other activity outside the Organizatio n 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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