Code of Conduct

General

Standards of work performance, conduct and attendance have an important impact on CSO success. This Code of Conduct 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:

• 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.
• 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 others, or puts at risk the organization's reputation.
• 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 affect the employee's judgment, performance, or behavior.
• Any employee convicted of a violation of a criminal drug statute must inform management in writing within 5 calendar days after conviction.

Conflict of Interest

From time to time, SOVA staff members and/or 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:

• Recruitment of staff.
• Procurement of goods and services.
• Undertaking new projects or entering into new partnerships.
• Representing CSO in other forums.

Private Trade

No employee shall, except with prior sanction of the Executive Director (ED), engage in any trade or undertake any employment or work other than official duties. Employees may undertake honorary religious, social, or charitable work or occasional literary/artistic work only where official duties do not suffer and there is no conflict with obligations as an employee. Such work must be discontinued if 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, religion, sexual orientation, or gender identity.

It is against SOVA policies to discriminate with respect to hiring, promotion, employment conditions, disciplinary and discharge practices, or any other aspect of employment on these grounds.

Workplace Conflict

1. Workplace conflict is a time-consuming and costly problem that can have a severe impact on organizational performance.
2. Relationship problems can arise from clashing personalities, miscommunication, perceived backbiting, negative politics, and hidden agendas.
3. These factors create poor relations and are often the result of improper communication or unresolved early issues.
4. Conflict may also result from serious disagreement over official matters and lead to gossip, avoidance, verbal abuse, passive-aggressive communication, and hostility.
5. If unresolved, tensions can reduce productivity, shift focus from solutions to problems, and weaken creativity and innovation.

Resolving Workplace Conflict

Once management is aware of a relationship problem, it will meet both parties, identify root causes, and take appropriate action. Management will also mediate to help restore a healthy working relationship.

If the issue remains unresolved, the matter will be escalated to the Executive Director, who may take suitable steps, including no further action or termination of one or both employees as deemed appropriate.

Sexual Harassment / Exploitation

SOVA strongly believes in the dignity of every individual and prohibits all forms of sexual misconduct, including sexual harassment, sexual exploitation, and sexual violence against staff members, patients, beneficiaries, or any participant in SOVA activities.

Retaliation for reporting sexual misconduct is strictly prohibited. Sexual misconduct and/or retaliation of any kind may result in immediate termination of employment.

This policy applies to international staff, national staff, volunteers, interns, consultants, temporary employees, field staff, and temporary contractors. SOVA is committed to a workplace free from discrimination and unlawful harassment and fully complies with protection against workplace harassment.

Reporting and Resolution of Sexual Harassment

SOVA management is required to incorporate this policy as part of workplace policy and abide by the following:

1. Follow the HR Manual in letter and spirit and ensure all staff members read it.
2. Address each complaint responsibly.
3. Remain impartial and facilitate a fair inquiry process without retaliation.
4. Do not victimize complainants or witnesses.
5. Conduct regular awareness sessions on the Code and consequences of harassment.
6. 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. Any form of harassment based on race, color, sex, religion, national origin, age, or disability violates this policy and will be treated as a disciplinary matter.

Employees may not refuse to work with or cooperate with, withhold services from, or otherwise harass, intimidate, demean, or isolate a coworker due to known or suspected disability or disease, or association with a person with a disability or disease.

Workplace Violence

SOVA is committed to providing a safe work environment. Any form of violence, threats of violence, intimidation, or attempts to instill fear in others will not be tolerated.

Possession of a weapon in the workplace or while conducting company business, menacing behavior, or stalking are prohibited actions. Violations may lead to disciplinary action up to and including termination and involvement of appropriate law enforcement authorities.