Overview of Conduct

Section 4.0307-00 Overview of Conduct

NCBA CLUSA is committed providing a work environment that will attract and retain a highly talented workforce. As a global community, we value and celebrate each of our unique cultures and qualities.

Every employee is responsible for creating a climate of trust and respect, and for promoting a productive work environment that is free from discrimination, harassment, exploitation, and retaliation.

Subsection 4.0307-01 Sexual Exploitation and Abuse of Clients (SEA) Policy

NCBA CLUSA recognizes the unequal power dynamic that may exist between its staff and clients (participants or stakeholders) and the resulting potential for exploitation inherent in its work. NCBA CLUSA further recognizes that exploitation undermines the credibility of its work and severely damages victims of these exploitive acts and their families and communities. As a condition of their employment, NCBA CLUSA employees, consultants and volunteers must acknowledge and agree to the following core principles:

  • Sexual exploitation and abuse by NCBA CLUSA staff is strictly prohibited;
  • Sexual activity with children (defined according to the Convention on the Rights of the Child, as all persons under the age of 18) is prohibited, regardless of the local age of majority or age of consent. Mistaken belief in the age of a child is not a defense;
  • Exchange of money, employment, goods, or services for sex, including sexual favors or other forms of humiliating, degrading or exploitative behavior is prohibited. This prohibition includes exchange of assistance that is due to clients;
  • Sexual relationships between NCBA CLUSA staff and clients are forbidden since they are based on inherently unequal power dynamics. Such relationships undermine the credibility and integrity of humanitarian aid work;
  • Whenever a NCBA CLUSA staff member has concerns or suspicions regarding sexual abuse or exploitation by a fellow worker, they must be reported to their supervisor or to the Human Resources Department;
  • As humanitarian workers, we are obliged to create and maintain an environment which prevents sexual exploitation and abuse, while promoting the implementation of the required code of conduct. Managers at all levels have particular responsibilities to support and develop systems that maintain this environment.

If NCBA CLUSA discovers that any of its staff has violated this policy, NCBA CLUSA will take all necessary action, including immediately terminating that staff member’s employment, reporting all unlawful conduct to the local authorities, and cooperating in any subsequent investigation by said local authorities. NCBA CLUSA will not tolerate any violation of this policy. If you have any questions about the SEA policy, please contact Human Resources.

Additionally, to the extent applicable NCBA will comply with Federal anti-trafficking laws that are contained in any of its government contracts.

Subsection 4.0307-02 Equal Employment Opportunity Policy

NCBA CLUSA is an equal opportunity employer and considers all employees and applicants for employment without regard to race, color, religion, sex, national origin, sexual orientation, gender identity, gender expression, age, disability, genetic information, military or veteran status, marital status, personal appearance, familial status, family responsibilities, matriculation, political affiliation, childbirth or related medical conditions or any other characteristic protected by applicable federal, state or local law. NCBA CLUSA also provides reasonable accommodation to qualified individuals with a disability in accordance with applicable laws.

This policy extends to every phase of the employment process including recruiting, hiring, training, transfer, promotion, compensation, benefits, performance evaluation, discipline, termination, layoffs and all other terms and conditions of employment. All employment decisions are made on the basis of job related criteria, recognizing the principle of equal employment opportunity.

If you have a question or concern, please do not hesitate to contact Human Resources. Employees, who believe they have been discriminated against or otherwise treated unfairly in violation of this policy, should promptly utilize NCBA CLUSA’s complaint procedure. No employee will be subject to retaliation by NCBA CLUSA for reporting what they believe, in good faith, to be an incident of discrimination or harassment.

Appropriate disciplinary action, up to and including termination, may be taken against any employee willfully violating this policy.

NCBA CLUSA is committed to a work environment free from unlawful discrimination and harassment. Each individual has the right to work in a professional atmosphere that promotes equal employment opportunities and prohibits discriminatory practices, including unlawful harassment. Therefore, NCBA CLUSA expects that all relationships among persons in the workplace will be business-like and free of such bias, prejudice and harassment.

Subsection 4.0307-03 Communications with the Media

NCBA CLUSA wishes to provide open, accurate, and consistent communication to the public. To maintain the consistency and accuracy of this information, only designated spokespersons may respond to all inquiries. Only these spokespersons are authorized to release information to the public at the appropriate time. Unless you have been designated as a spokesperson, you should not respond to inquiries from the press. All inquiries from the media should be forwarded immediately to the Director of Communications or the CEO.

TWITTER FEED

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Wed Mar 29 22:30:27 +0000 2017

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Wed Mar 29 18:58:44 +0000 2017

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