Code of Conduct

Code of conduct can be defined as the principles, values, standards, or rules of behavior that guide the decisions, procedures, and systems of an organization in a way that contributes to the welfare of its key stakeholders and respects the rights of all constituents affected by its operations. All employees of HRMDO must follow the Code of Conduct defined in this policy. Appropriate disciplinary actions shall be taken in case of non-compliance of the Code. The HR will ensure that every employee is given a copy of the Code at the time of joining.

Conflict of Interest

A conflict of interest is a set of circumstances that creates a risk that professional judgment or actions regarding a primary interest will be unduly influenced by a secondary interest. Each employee shall be free of any personal interest that could influence his or her judgment or action in the conduct of services or affect his or her responsibility in managing the affairs of HRMDO. An employee must not only avoid situations that give rise or could give rise to a conflict of interest, but also situations that create the appearance of a Conflict of Interest.

Following polices shall be applicable to all employees of HRMDO regarding conflict of interest.

• Employee must be alert to any situation that could compromise the position of trust the employee holds at HRMDO, and avoid any kind of conflict between your personal interests and those of HRMDO.
• Employee may not engage in outside activities that can cause conflict with the interests of HRMDO, interfere with the responsibilities of employees, or damage or misuse the reputation, relationships, confidential information or other property of HRMDO.
• From time to time, situations shall arise that are not clear-cut. If employees are uncertain about the propriety of conduct/ business relationships, the employee must consult his supervisor or legal advisor.
• Employees must ensure that their personal interests do not conflict with the duties which are owed to the HRMDO or which HRMDO owes to its stake holders.

This includes engaging in any of the following activities without the prior written approval of the management:

• Becoming personally involved in any transaction of the HRMDO.
• Negotiating or contracting on behalf of HRMDO with an entity in which the employee or a relative has an interest.

Non-Discrimination policy

Notwithstanding the applicable laws of Afghanistan Government, the HRMDO aims to provide equal employment opportunities to qualified individuals regardless of race, color, ethnicity, caste, gender, nationality, origin, ancestry, religion, age, disability, or marital status. Any discrimination against any employee at any level shell be reported to the HR, and the HR function shall ensure that complete complaint redress procedure shall be followed leading to disciplinary action.

Confidentiality

All employees must protect confidential information and prevent such information from being improperly disclosed to others inside or outside HRMDO. All employees must learn, to a greater or lesser degree, facts about the HRMDO activities, plans, operations, etc. that are not known to the general public or other agencies. Any employee may not disclose any confidential information of HRMDO obtained from his/her role at HRMDO to others or use any such information for his own or someone else’s benefit. HRMDO employees should not communicate or transmit confidential or sensitive information through external online communications services, such as the Internet. Appropriate disciplinary actions will be taken in case of negligence in complying with the above policy. During the employment tenure or even after employment terminates, the employee must never disclose or request disclosure of proprietary or confidential information about HRMDO or its beneficiaries to anyone.

Gifts and Entertainment

It is the policy of HRMDO that gifts are not to be accepted from any person or organizations, related to HRMDO. Employees of HRMDO shall ensure that they shall not accept any gifts offered to them and they shall not demand or request any gifts from any stake holder of HRMDO. Exception to this policy is in cases where refusal of a gift would be regarded as an affront or it would be impractical or impossible to return the gift then in certain cases it can be accepted provided the gift is:

• Not in the form of cash
• Clearly not in return for any consideration or in the anticipation of the same
• The value of gift is not material

Departure or proposed departure from the above must be reported through the HR to the Executive Director for a ruling on acceptance. Appropriate disciplinary actions shall be taken in case of negligence in complying with the above policy.

Sexual harassment

Sexual harassment includes abuse of a sexual nature including, but not limited to,

• commentaries on the victim’s body
• suggestive objects and pictures in the work place
• Degrading words used to describe the victim, or proposition of a sexual nature

Sexual harassment also includes the threat or insinuation that lack of sexual submission will adversely affect the victim’s employment, wages, advancement, assigned duties or shifts, academic standing or other conditions that affect the victim’s “livelihood”. In case any employee feels that he/she is victim of sexual harassment, they should report the event to the HR. Anonymity of complaints shall be ensured to ensure safety of complainant. The Executive Director and HR Manager shall ensure appropriate disciplinary action is carried out against such complaints.

Nepotism

The employment of relatives in positions where they may be required to supervise and evaluate each other can cause significant conflicts of interest and poor morale. Accordingly, new employees shall be asked during the application process if they are related to any current HRMDO employee. The HR and Admin function shall deal with such relationships on a case-by case basis to assure that there is fairness to employees and to applicants and that there is no Conflict of Interest or appearance of impropriety.