Code of ethics


Published on

Published in: Business, Technology
  • Be the first to comment

  • Be the first to like this

No Downloads
Total views
On SlideShare
From Embeds
Number of Embeds
Embeds 0
No embeds

No notes for slide

Code of ethics

  1. 1. Code of Ethics Reported by: Jinalyn Arcita Kimberly Trongkoso
  2. 2. Definitions Ethical codes are adopted by organizations to assist members in understanding the difference between 'right' and 'wrong' and in applying that understanding to their decisions. An ethical code generally implies documents at three levels: codes of business ethics, codes of conduct for employees, and codes of professional practice.
  3. 3. Code of professional ethics I. Purpose and Scope Article 1 a. This Code of Professional Ethics (hereinafter called the "Code") lays down the standards of integrity, professionalism and confidentiality which all members of the Association shall be bound to respect in their work as conference interpreters. b. Candidates and precandidates shall also undertake to adhere to the provisions of this Code. c. The Disciplinary and Disputes Committee, acting in accordance with the provisions of the Statutes, shall impose penalties for any breach of the rules of the profession as defined in this Code.
  4. 4. Article 3 a. Members of the Association shall not accept any assignment for which they are not qualified. Acceptance of an assignment shall imply a moral undertaking on the member's part to work with all due professionalism. b. Any member of the Association recruiting other conference interpreters, be they members of the Association or not, shall give the same undertaking. c. Members of the Association shall not accept more than one assignment for the same period of time. Article 4 a. Members of the Association shall not accept any job or situation which might detract from the dignity of the profession. b. They shall refrain from any act which might bring the profession into disrepute. Article 5 For any professional purpose, members may publicize the fact that they are conference interpreters and members of the Association, either as individuals or as part of any grouping or region to which they belong.
  5. 5. Article 6 a. It shall be the duty of members of the Association to afford their colleagues moral assistance and collegiality. b. Members shall refrain from any utterance or action prejudicial to the interests of the Association or its members. Any complaint arising out of the conduct of any other member or any disagreement regarding any decision taken by the Association shall be pursued and settled within the Association itself. c. Any problem pertaining to the profession which arises between two or more members of the Association, including candidates and pre-candidates, may be referred to the Disciplinary and Disputes Committee for arbitration, except for disputes of a commercial nature.
  6. 6. III. Working Conditions Article 7 With a view to ensuring the best quality interpretation, members of the Association: a. shall endeavor always to secure satisfactory conditions of sound, visibility and comfort, having particular regard to the Professional Standards as adopted by the Association as well as any technical standards drawn up or approved by it; b. shall not, as a general rule, when interpreting simultaneously in a booth, work either alone or without the availability of a colleague to relieve them should the need arise; c. shall try to ensure that teams of conference interpreters are formed in such a way as to avoid the systematic use of relay; d. shall not agree to undertake either simultaneous interpretation without a booth or whispered interpretation unless the circumstances are exceptional and the quality of interpretation work is not thereby impaired;
  7. 7. e. require a direct view of the speaker and the room and therefore will not agree to working from screens except in exceptional circumstances where a direct view is not possible, provided the arrangements comply with the Association's appropriate technical specifications and rules; f. shall require that working documents and texts to be read out at the conference be sent to them in advance; g. shall request a briefing session whenever appropriate; h. shall not perform any other duties except that of conference interpreter at conferences for which they have been taken on as interpreters.
  8. 8. Article 8 Members of the Association shall neither accept nor, a fortiori, offer for themselves or for other conference interpreters recruited through them, be they members of the Association or not, any working conditions contrary to those laid down in this Code or in the Professional Standards. IV. Amendment Procedure Article 9 This Code may be modified by a decision of the Assembly taken with a two-thirds majority of votes cast and, if appropriate, after having sought a legal opinion on the proposals.
  9. 9. At Bombardier, we believe that everyone benefits from practicing and promoting ethical behavior. Honesty and integrity foster a positive work environment that strengthens the confidence of all our stakeholders. Our Code of Ethics and Business Conduct (the Code) addresses ethical conduct in our work environment, business practices and relationships with external stakeholders. The Code explains the standards of behavior that Bombardier expects of its employees in their daily activities and dealing with others. It also identifies guiding principles to help them make decisions consistent with Bombardier’s values and reputation. Any violations to the Code can be reported confidentially and anonymously through several resources.
  10. 10. Commitment to the Code • An Evolving Code of Ethics "Bombardier is known worldwide for the exceptional quality of its products and its great capacity to innovate. The reputation for excellence that we enjoy is also based on the fundamental values that are part of us and that Bombardier’s senior management vigorously defends. Our belief in strong values, such as those expressed in our Code of Ethics and Business Conduct, is essential to uphold the confidence our shareholders have in us and to ensure our long-term growth. Consequently, we ask our employees, our managers, our directors and our suppliers to adhere to this Code and make it their own.
  11. 11. Committing to the Code • Where applicable, newly-hired employees must sign an acknowledgement that they have read and understood the Code. Designated members of senior management are also required to annually sign an acknowledgement stipulating not only that they have read and understood the Code, but also that they have neither breached nor are aware of any breach of the Code's provisions
  12. 12. Who Must Follow the Code • This Code applies at all times, without exception, to all members of the Board of Directors and all Bombardier employees, including management. Bombardier suppliers and partners as well as third parties, such as agents, are also expected to adhere to the Code when dealing with, or acting on behalf of, Bombardier.
  13. 13. Policies and Procedures of the Corporation • Each business group or division issues its own set of policies and procedures, in line with Bombardier's corporate policies. Employees have an obligation to follow those policies and procedures in addition to those described in the Code.
  14. 14. Responsibilities • The key responsibilities associated with this Code are understanding and compliance. The Code makes Bombardier's expectations of employees and management clear and explicit.
  15. 15. Employees As an employee, you are expected to: a. Assume personal responsibility for performing your duties with fairness and integrity; b. Agree to do your part to achieve Bombardier's objectives to the best of your abilities, while making decisions consistent with the Code and without compromise; c. Have a basic understanding of the Code and review it from time to time. You should also have a detailed knowledge of its provisions that apply specifically to your job; and d. Consult your supervisor or one of the Bombardier contacts listed on the resources page if you have any questions about it.
  16. 16. If you become aware of a possible violation of the Code, you are expected to: • Act promptly and in good faith by raising it with your supervisor or one of the other resources ; • Take your concern beyond your supervisor to one of the other resources if the suspected breach you have reported was not resolved; and • Be prepared to cooperate in Bombardier investigations regarding violations of the Code.
  17. 17. Management The responsibilities of Bombardier managers include and go beyond those of other employees. As a manager, you are expected to: a. Know the Code in detail and actively promote it in the workplace; b. Lead by providing a model of high standards of ethical conduct, creating a work environment reflecting the content and the spirit of the Code; c. Be vigilant in preventing, detecting and responding to any violations of the Code; d. Protect those who report violations; and e. Work with the Bombardier Ethics Advisory Council and the Compliance Officer to distribute the Code to employees and collect the above-mentioned acknowledgments when required.
  18. 18. Core values All Bombardier policies, including this Code, arise from our Core Values. These common values must therefore inspire all our actions and decisions, and provide a benchmark for everyone involved. Our Core Values are: • Integrity We behave with integrity and in an ethical manner in everything we do and say, thereby earning and maintaining the trust and respect of customers, shareholders, suppliers, colleagues, partners and communities.
  19. 19. • Commitment to Excellence Our commitment is to demonstrate excellence in all spheres of our work and in our interactions with customers, shareholders, suppliers, colleagues, partners and communities. In addition, we commit to exercising judgment, professionalism, rigour, self-discipline, perseverance and team spirit. • Customer Orientation We promote a customer-centred culture that emphasizes outstanding service and meets our commitments at every level of our organization. • Shareholder Focus We are focused on creating sustainable shareholder value through developing profitable products and projects, and soundly managing the business for the benefit of customers, shareholders, suppliers, colleagues, partners and communities.
  20. 20. Standards of Ethics and Business Conduct Work environment • Employment practice Bombardier treats all employees fairly, ethically, respectfully and with dignity. The Corporation offers equal employment opportunities without regard to any distinctions based on age, gender, sexual orientation, disability, race, religion, citizenship, marital status, family situation, country of origin or other factors, in accordance with the laws and regulations of each country where it does business.
  21. 21. • Harassment and personal security Bombardier policies protect employees from harassment, bullying and victimization in the workplace, including all forms of sexual, physical and psychological abuse. As an employee, you are entitled to, and are expected to preserve, a positive, harmonious and professional work environment. • Health, Safety and the Environment The occupational health and safety of employees and environmental protection are priorities at Bombardier, where they are regarded as a fundamental corporate social responsibility. We strive to reduce the impact of our activities and of the performance of our products on the environment, and work towards a "total life-cycle" view in product design, while maintaining our competitiveness. Bombardier and its employees comply with all applicable laws and regulations. We adopt standards, procedures, contingency measures and management systems to ensure that our operations are managed safely, ecologically and in a sustainable way. To protect their own safety as well as that of their colleagues and communities, employees undertake not to work under the influence of any substance that could impair their judgment or interfere with the effective and responsible performance of their duties.
  22. 22. Unethical Behaviors The following selected examples of behaviours are considered unethical at Bombardier: • Harassment, bullying and victimization in the workplace • Discrimination or uninvited and unwelcome verbal or physical conduct directed at an employee • Theft or misuse of company time • Unauthorized disclosure of confidential information and intellectual property • Stealing, taking and removing any Bombardier's or third-party's (customer, supplier, etc.) property • Altering, falsifying or forging all or any part of a document, contract, record or financial transaction • Working under the influence of any substance that could impair judgment or interfere with the effective and responsible performance of duties
  23. 23. • Use of unethical or illegal practices to collect any competitive information • Offering or taking any form of illegal payment • Lack of compliance with any legal or contractual obligations • Fraudulent appropriation of property (improper expense accounts for example) • Expressing views on behalf of Bombardier without explicit authorization If you have experienced any of these, or other, unethical behaviors at Bombardier, you must use the available resources to report a violation
  24. 24. Governance of the Code Bombardier has implemented a structure of governance to ensure that the principles of the Code are promoted throughout the organization and that the Code is managed effectively. • Compliance Officer The Compliance Officer oversees corporate efforts to promote an ethical work environment and business practices. The Compliance Officer reports to the Audit Committee through the Bombardier Ethics Advisory Council.
  25. 25. Reporting violations • Any individual in the employ of Bombardier, or any customer, supplier, partner or other third party, who becomes aware of a possible violation of the Code, or of a violation of the law by the Corporation or any of its employees, has an important duty to report it. While it is natural to have misgivings about raising such a concern, you are strongly encouraged to do so, as remaining silent could have serious negative consequences for the Corporation.
  26. 26. Thank you for listening.