CODE OF CONDUCT POLICY

          Employees of CDO are obliged to, at all times, comply with all applicable governmental laws and regulations. CDO will not conduct the activities of employees whom they achieve results through violation of the law or unethical business dealings. This includes any payments for illegal acts, indirect contributions, rebates, and bribery. CDO does not permit any activity that fails to stand the closest possible public security. All business conduct should be well above the minimum standards required
By law or donors or standards specified in CDO s internal policies. Accordingly, employees must ensure that their actions cannot be interpreted as being, in any way, in contravention of the laws and regulations governing the CDO’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.

General Employee Conduct
         CDO expects its employees to conduct themselves in a businesslike manner. Drinking, gambling, fighting, swearing, smoking hookah, and any 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.

Equality and Ethical Values
         Employees must not disrespect any individual person for their sex, religion, color or race. All members of CDO must feel responsible for respecting all the ethical values inside the community, and must attain equality between all races and religions. Also CDO must respect the rights of minorities, and must maintain their ethical values within the communities.
In case of working with refugees/IDPs, employees must maintain equality between all refugees/IDPs of different race and religion and the employees must maintain equality values between the local people and the refugees in case of conflicts.

Conflicts of Interest
         CDO expects that employees will perform their duties conscientiously, honestly, and in accordance with the best interests of the Organization. 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.

Outside Activities, Employment, and Directorship
All employees share a serious responsibility for the Organization’s good public relations, especially at the community level. Their readiness to help with religious, charitable, educational, and civic activities brings credit to the Organization and is encouraged. Employees must, however, avoid acquiring any business interest or participating in any other activity outside the Organization that would, or would appear to:
• Create an excessive demand upon their time and attention, thus depriving the Organization of their best efforts on the job.
• 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.

Relationships with Clients and Suppliers…
          Employees should avoid investing in or acquiring a financial interest for their own accounts in any business organization that has a contractual relationship with CDO, or that provides goods or services, or both to CDO if such investment or interest could influence or create the impression of influencing their decisions in the performance of their duties on behalf of CDO.

Gifts, Entertainment, and Favors
          Employees must not accept entertainment, gifts, or personal favors that could, in any way, influence, or appear to influence, business decisions in favor of any person or organization with whom or with which the CDO has, or is likely to have business dealings. Similarly, employees must not accept any other preferential treatment under these circumstances because their positions with CDO might be inclined to, or be perceived to place them under obligation to return the preferential treatment.

Kickbacks and Secret Commissions
          Regarding the Organization’s business activities, employees may not receive payment or compensation of any kind, except as authorized under CDO’s business and payroll policies. In particular, CDO 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.

Organization Funds and Other Assets
          Employees who have access to Organization funds in any form must follow the prescribed procedures for recording, handling, and protecting money as detailed in CDO’s policies and procedures or other explanatory materials, or both. CDO 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 CDO can promptly investigate further.
When an employee’s position requires spending Organization funds or incurring any reimbursable personal expenses, that individual must use good judgment on the Organization’s behalf to ensure that good value is received for all expenditures.
Organization funds and all other assets of the Organization are purposed for CDO only and not for personal benefit. This includes the personal use of organizational assets, such as computers.

Organization Records and Communications
          Accurate and reliable records of many kinds are necessary to meet CDO’s legal and financial obligations and to manage the affairs of the Organization. CDO’s books and records must reflect in an accurate and timely manner all business 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:
• False expense, attendance, production, financial, or similar reports and statements
• False advertising, deceptive marketing practices, or other misleading representations
Dealing With Outside People and Organizations
          Employees must take care to separate their personal roles from their Organization positions when communicating on matters not involving CDO business. Employees must not use organization identification, stationery, supplies, and equipment for personal or political matters.
When communicating publicly on matters that involve Organization business, employees must not presume to speak for CDO on any topic, unless they are certain that the views they express are those of the Organization, and it is CDO’s desire that such views be publicly disseminated.
When dealing with anyone outside CDO, including public officials, employees must take care not to compromise the integrity or damage the reputation of CDO or any outside individual, business, or government body.

Prompt Communications
          In all matters relevant to customers, suppliers, government authorities, the public and others in CDO, 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.
Privacy and Confidentiality
When handling financial and personal information about customers or others with whom the Organization has dealings, observe the following principles:
• Collect, use, and retain only the personal information necessary for CDO’s business. 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 business 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.

Consequences and Penalization
Failure to implement any of the above requirements, CDO will take immediate actions by either warning the employee(s), or inflicting a penalty on the employee(s), or in case of high deviations from the law in immediate termination of the employees’ contract(s).

ACKNOWLEDGEMENT OF RECEIPT OF CODE OF CONDUCT POLICY
I affirm that I have read and understood the CDO code of conduct policy.