Purpose of Code of Conduct:

This Code is designed to promote honest, ethical and lawful conduct by all employees, volunteers, officers and directors, members and visitors to the LFJCC.  This code is intended to help you understand the organization’s standards of ethical and legal issues that you may encounter in carrying out your responsibilities to the organization.  In addition, independent contractors, consultants, and agents who represent the LFJCC are expected to apply the same high standards while working on LFJCC business.

Fraud Prevention:

The organization prohibits all forms of enticement and bribery. All employees, volunteers, officers and directors are prohibited from soliciting, accepting, or offering any bribe in conducting the organization’s business or activities. When conducting business for the organization, the following guidelines apply:

1. Solicit or accept any benefit from others as a reward for or incentive to doing any act or showing favor in relation to the organization's business or activities.
2. Not accept gifts valued at more than $25.00.
3. Accept or give gifts of cash or cash equivalents, such as non-merchant specific gift certificates or gift cards (e.g., VISA or American Express regardless of the amount).
4. Gifts for staff for specific work anniversaries are allowed and have specific amounts and value. Such Gifts are covered by the AWARDS & RECOGNITION POLICY, available upon request.

Additionally, any gifts given must be accurately and fully disclosed in the appropriate expense report with enough detail to reflect the true nature of the expense and the full names and association of all parties involved. If you are offered or receive an expensive or inappropriate gift, politely refuse by explaining the LFJCC’s policy on accepting gifts. In kind, tickets to games etc., even inexpensive gifts, should not be accepted if they might be seen as a form of bribery.

Conflicts of Interest:

All employees, volunteers, officers and directors owe an obligation of loyalty to the organization. This obligation requires that they exercise their powers in good faith and in the best interests of the organization, rather than in their own interests or the interests of another entity or person.  Neither the organization nor any person shall enter into any transaction or arrangement that involves an actual, potential, or apparent conflict of interest.   You may have a conflict of interests if you, a family member, or a member of your household:

1. benefits personally from opportunities or resources that came to you as a result of your work at the organization.
2. works for or manages (directly or indirectly) someone with whom there is a close personal relationship (e.g., spouse, family member, close friend or significant other).
3. having a direct or indirect financial interest in an activity undertaken by the organization.
4. accepts personal gifts or entertainment from supervisors, donors or vendors of the organization.
5. any other situation which may persuade against the individual from acting in the best interest of the organization.

A conflict of interest should be identified and disclosed. It may result in the individual being asked to recuse themselves from the relationship or negotiation or be given a specific waiver by vote of the Board of Directors. In some case the conflict of interest may disqualify the person from an activity. At which point they will be notified.

If in doubt identify the potential conflict for review below.

Inclusive Work Environment: Non Discrimination and Freedom from Harassment

The organization promotes inclusiveness to have its employees, volunteers, officers and directors to reflect diversity in order to enrich its programmatic effectiveness. We base recruiting decisions, including selection, development and compensation decisions, on an individual’s qualifications, skills and performance. We do not base these decisions on personal characteristics or status, such as race, ethnicity, color, sex, religion, age, marital status, sexual orientation, national origin or disability.  The organization will make reasonable efforts to accommodate any qualified disabled person unless such accommodations would impose an undue hardship on the operations of the center.

The organization is committed to a workplace that is free from sexual, racial, or other form of harassment. In addition, the organization will not tolerate the possession, use or distribution of offensive materials on the organization’s property, or the use of the organization’s personal computers or other equipment to obtain or view such materials. If you believe that you have been harassed you should report the incident to an appropriate supervisor or Human Resources or submit a report to our third party whistleblower agency, who will arrange for it to be investigated. All efforts will be made to handle the investigation confidentially.

Health and Safety:

The organization is committed to providing a drug-free work environment.  The illegal possession, distribution, or use of any controlled substances on the organization’s premises or at organization functions is strictly prohibited.

Likewise, reporting to work under the influence of any illegal drug or alcohol and the abuse of alcohol or medications in the workplace is not in the organization’s best interest and violates this code. 

Safety is a priority:

All accidents, injuries, or concerns about unsafe equipment, practices, conditions or other potential hazards should be immediately reported.  An incident report will be generated and communicated to the Building Supervisor on Duty.

Confidential Information:

You are responsible for safeguarding any LFJCC confidential information under your control. Any confidential information, whether oral, written, or electronic, should be maintained in a manner that ensures its confidentiality. The release of any such confidential information may result in negative financial or cause legal or other non-beneficial impacts on the interests of the organization.

Confidential Information must be treated with respect and care by any employees, volunteers, officers and directors who are authorized to have access to this information. Any access to information must be appropriate to their job responsibility. A breach is a violation of this policy which may result in disciplinary action including termination.

Compliance:

The management of the LFJCC is responsible for communicating this Code of Conduct to all of its employees, volunteers, officers and directors and for ensuring its adherence at all times.

IF YOU NEED TO REPORT A VIOLATION OF OUR CODE OF CONDUCT YOU MAY USE ANY OF THE FOLLOWING CHANNELS:

1. Your supervisor
2. HR: Jenna Clark ( jennac@lfjcc.org )
3. CEO: Betzy Lynch ( betzyl@lfjcc.org )
4. www.lfjcc.ethicspoint.com (third party confidential, anonymous reporting)
5. http://www.lfjcc.org/about/index.aspx#ethics
6. HOTLINE: 1-844-208-6157