The organization was established in 2002 under the title of The Youth Association of Akhalgori, however as a result of the South Ossetia War in August 2008, the organization became internally displaced. These events brought changes in the organization’s goals and objectives, and the organization was renamed “For Better Future,” CSO.
Most of our organization’s beneficiaries are IDPs from the 2008 conflict and they have limited communication with residents of the occupied territory. Therefore, the peacebuilding and conflict-resolution process for the South Ossetia region is a primary focus for our organization. We collaborate with international organizations and local nongovernmental organizations to promote confidence-building and dialogue techniques. Since 2009, our organization has actively participated in the Georgian-Ossetian negotiation process; bringing together civil society organizations from the Tskhinvali region and from Georgia to participate in dialogues on neutral territory. For Better Future also works with ethnic minorities in Georgia, including Ossetian people currently living in the occupied territory. One of organization’s main priorities is to develop civil society organizations in Mtskheta-Mtianeti region and promote their affective and active civic participation.
Most of our organization’s beneficiaries are IDPs from the 2008 conflict and they have limited communication with residents of the occupied territory. Therefore, the peacebuilding and conflict-resolution process for the South Ossetia region is a primary focus for our organization. We collaborate with international organizations and local nongovernmental organizations to promote confidence-building and dialogue techniques. Since 2009, our organization has actively participated in the Georgian-Ossetian negotiation process; bringing together civil society organizations from the Tskhinvali region and from Georgia to participate in dialogues on neutral territory. For Better Future also works with ethnic minorities in Georgia, including Ossetian people currently living in the occupied territory. One of organization’s main priorities is to develop civil society organizations in Mtskheta-Mtianeti region and promote their affective and active civic participation.
actions taken
Peace-building process
Our organization works on legal and humanitarian issues connected to war affected population, as well as the population of Mtskheta-Mtianeti region. For Better Future is actively involved in identification their problems and needs in order to highlight them on an international level.
In 2017-2019 For Better Future implements project: “Peacebuilding in IDP Settlements, EVS in Georgia”. 2 volunteers from Poland are having their voluntary service in Georgia, Tserovani IDP Settlement and help For Better Future to promote peacebuilding in Mtskheta-Mtianeti Region IDP settlements.
In collaboration with CHCA (Charity Humanitarian Center Apkhazeti) and DRC(Danish Refugee Council), For Better Future implemented the project: ”From Dependency to Self-Sufficiency-Innovative, Effective and Scalable Livelihood Solutions for Georgia Livelihood Component” The main goal of the project was to improve the livelihood conditions for the Ossetian and Georgian population living in Akhalgori Region. Through the project, 6 Individual Business Grants and 14 Poverty Reduction Grants were supported (funded).
In 2015, through the organization Trust in Development, For Better Future implemented a project for promoting women’s businesses from Akhalgori, Tskhinvali, and Pankisi Region. During the trainings sessions for women, several small businesses were promoted with our support. In collaboration with the Lithuanian NGO, Trust in Development, For Better Future organized a conference in July 2013 "The Problems of Akhalgori District: Internally Displaced Persons and their Future". The conference speakers included representatives from Akhalgori’s government in exile, Tbilisi State University, and the EUMM. Following the presentations, attendees from the Akhalgori IDP community formed working groups to draft a letter of appeal to the international community (http://youtu.be/_06AFW33ZZU). This letter of appeal has been shared with international organizations and local nongovernmental organizations (http://civil-forum.org/menu_id/12/id/408/lang/2~).
Through a UNDP COBERM grant, For Better Future organized the European School for Young Leaders program from 2011-2012 (http://youtu.be/A-NHBfy8LQU). Ten youth were selected, five from the IDP community and five from the occupied territories, to attend a one-week training program in the Czech Republic. Participants received training in a range of conflict-resolution, advocacy, and project development skills. They also had an opportunity to meet with youth-led organizations in Prague. This project encouraged the youth to engage in conflict-resolution dialogue that they could later share these experiences with their local communities.
In 2017-2019 For Better Future implements project: “Peacebuilding in IDP Settlements, EVS in Georgia”. 2 volunteers from Poland are having their voluntary service in Georgia, Tserovani IDP Settlement and help For Better Future to promote peacebuilding in Mtskheta-Mtianeti Region IDP settlements.
In collaboration with CHCA (Charity Humanitarian Center Apkhazeti) and DRC(Danish Refugee Council), For Better Future implemented the project: ”From Dependency to Self-Sufficiency-Innovative, Effective and Scalable Livelihood Solutions for Georgia Livelihood Component” The main goal of the project was to improve the livelihood conditions for the Ossetian and Georgian population living in Akhalgori Region. Through the project, 6 Individual Business Grants and 14 Poverty Reduction Grants were supported (funded).
In 2015, through the organization Trust in Development, For Better Future implemented a project for promoting women’s businesses from Akhalgori, Tskhinvali, and Pankisi Region. During the trainings sessions for women, several small businesses were promoted with our support. In collaboration with the Lithuanian NGO, Trust in Development, For Better Future organized a conference in July 2013 "The Problems of Akhalgori District: Internally Displaced Persons and their Future". The conference speakers included representatives from Akhalgori’s government in exile, Tbilisi State University, and the EUMM. Following the presentations, attendees from the Akhalgori IDP community formed working groups to draft a letter of appeal to the international community (http://youtu.be/_06AFW33ZZU). This letter of appeal has been shared with international organizations and local nongovernmental organizations (http://civil-forum.org/menu_id/12/id/408/lang/2~).
Through a UNDP COBERM grant, For Better Future organized the European School for Young Leaders program from 2011-2012 (http://youtu.be/A-NHBfy8LQU). Ten youth were selected, five from the IDP community and five from the occupied territories, to attend a one-week training program in the Czech Republic. Participants received training in a range of conflict-resolution, advocacy, and project development skills. They also had an opportunity to meet with youth-led organizations in Prague. This project encouraged the youth to engage in conflict-resolution dialogue that they could later share these experiences with their local communities.
working with young leaders
For Better Future has much experience in working with and training young leaders. In 2016, For Better Future implemented a Let Girls Learn project, an innovative initiative of the First Lady of USA – Michelle Obama. The main goal of the project is to expend educational opportunities for girls—including in areas of conflict and crisis. Through the project, Tserovani IDP Youth House girls were trained in different classes such as IT, sewing, animation, and puppet theatre.
Working with the support of the US Embassy in Georgia, American Corners is a joint partnership project that promotes cooperation and understanding between the United States and Georgia by providing accurate information about the U.S. In order to reach the IDP community, For Better Future is managing an American Corner “on wheels” (referred to as the Bookmobile) that travels among the IDP settlements with free English resources and educational programing.
Since 2014, For Better Future Implements summer and winter camps for IDP students to discover and support leadership skills in order to promote their complete integration into society in order to develop healthy civic thinking.
Through the Democracy Commission Small Grant Program, For Better Future continued work with youth leaders and established IDP Youth Community Engagement Clubs in 3 IDP settlements in Mtskheta-Mtianeti region and gave identified potential leaders chance to become assists to their community. For Better Future, equipped spaces in each settlement with all the necessary equipment and internet, trained youth in relevant topics, and empowered participants to take part in their community development.
Since 2014, For Better Future implements Youth Professional Development Programs to build economic capacity and opportunities in Tserovani, Tsilkani and Prezeti IDP Settlement. Also, to build professional skills among job seekers and increase local employment opportunities.
For Better Future supports youth education opportunities by working with the Erasmus Mundus Scholarship Program in the Tserovani IDP settlement. Based on the recommendation of our organization, in 2013 nine IDP youth started a 3-year international relations degree program in Poland’s Adam Mickiewicz University.
Since 2017, For Better Future is a hosting and sending organization of European Voluntary Service and hosts and sends volunteers abroad through different projects. Through the partnership with different European youth organizations, FBF gives youth opportunities to take part in different training programs to develop their skills and gain experience.
Working with the support of the US Embassy in Georgia, American Corners is a joint partnership project that promotes cooperation and understanding between the United States and Georgia by providing accurate information about the U.S. In order to reach the IDP community, For Better Future is managing an American Corner “on wheels” (referred to as the Bookmobile) that travels among the IDP settlements with free English resources and educational programing.
Since 2014, For Better Future Implements summer and winter camps for IDP students to discover and support leadership skills in order to promote their complete integration into society in order to develop healthy civic thinking.
Through the Democracy Commission Small Grant Program, For Better Future continued work with youth leaders and established IDP Youth Community Engagement Clubs in 3 IDP settlements in Mtskheta-Mtianeti region and gave identified potential leaders chance to become assists to their community. For Better Future, equipped spaces in each settlement with all the necessary equipment and internet, trained youth in relevant topics, and empowered participants to take part in their community development.
Since 2014, For Better Future implements Youth Professional Development Programs to build economic capacity and opportunities in Tserovani, Tsilkani and Prezeti IDP Settlement. Also, to build professional skills among job seekers and increase local employment opportunities.
For Better Future supports youth education opportunities by working with the Erasmus Mundus Scholarship Program in the Tserovani IDP settlement. Based on the recommendation of our organization, in 2013 nine IDP youth started a 3-year international relations degree program in Poland’s Adam Mickiewicz University.
Since 2017, For Better Future is a hosting and sending organization of European Voluntary Service and hosts and sends volunteers abroad through different projects. Through the partnership with different European youth organizations, FBF gives youth opportunities to take part in different training programs to develop their skills and gain experience.
social entrepreneurship
Since its establishment, For Better Future implemented different programs for the IDPs, as well as for the region itself. But we considered that something more sustainable was needed for the local community in Tserovani IDP settlement. In 2012, as part of their mission for women's' economic development, For Better Future established Social Enterprise Ikorta, The enterprise united 3 social enterprises: Georgian Enamel Enterprise(http://www.ikorta.com),(https://www.facebook.com/geocellbusiness/videos/2157590734527325/) Folk Handicraft Enterprise (http://youtu.be/581f2liGT0A), and Social Enterprise Cafe. 12 women are employed at the enterprises from Tserovani IDP community; providing them professional opportunities close to their homes as well as income to support their families. Social Enterprise Ikorta now is a stable fund for “For Better Future” to run organizational activities.
As a result of establishing social enterprise, we realized that entrepreneurship was a main priority for social and regional development and was increasingly recognized as an important driver of economic growth and employment, as well as a key aspect of economic dynamism.
In 2018, For Better Future implements project; “Entrepreneurial Education for Integration of War Affected Communities”, which is funded by International Visegrad Found. Together with the partner organization – ADRA Slovakia, FBF builds entrepreneurial skills and promotes business development in war-affected communities and rural areas in Mtskheta-Mtianeti region. Project promotes the cooperation between local government and individual entrepreneurs in order to develop businesses on a local level to address unemployment and stimulate local economy. Project contains training series and study visits for individuals and local municipality representatives in Mtskheta-Mtianeti Region.
In 2017, together with our Peace Corps and European Voluntary Service volunteers, FBF implemented a Financial Literacy Training series in Galavani Public School for entrepreneurial class pupils. The program is supported by Peace Corps Georgia.
As a result of establishing social enterprise, we realized that entrepreneurship was a main priority for social and regional development and was increasingly recognized as an important driver of economic growth and employment, as well as a key aspect of economic dynamism.
In 2018, For Better Future implements project; “Entrepreneurial Education for Integration of War Affected Communities”, which is funded by International Visegrad Found. Together with the partner organization – ADRA Slovakia, FBF builds entrepreneurial skills and promotes business development in war-affected communities and rural areas in Mtskheta-Mtianeti region. Project promotes the cooperation between local government and individual entrepreneurs in order to develop businesses on a local level to address unemployment and stimulate local economy. Project contains training series and study visits for individuals and local municipality representatives in Mtskheta-Mtianeti Region.
In 2017, together with our Peace Corps and European Voluntary Service volunteers, FBF implemented a Financial Literacy Training series in Galavani Public School for entrepreneurial class pupils. The program is supported by Peace Corps Georgia.
promotion of civil social development
Since 2017 until 2020, For Better Future is Mtskheta-Mtianeti Regional Hub, under the project: “Civil Society Sustainable Initiatives” that promotes CSO development on a regional level, volunteerism, as well as the collaboration between CSOs and business and CSOs and governmental institutions. Through the project, FBF implements different activities and trainings on a regional level.
Through the Democracy Commission Small Grant Program, For Better Future continued work with youth leaders and established IDP Youth Community Engagement Clubs in 3 IDP settlements in Mtskheta-Mtianeti region and gave identified potential leaders chance to become assists to their community. For Better Future, equipped spaces in each settlement with all the necessary equipment and internet, trained youth in relevant topics, and empowered participants to take part in their community development.
Through the Democracy Commission Small Grant Program, For Better Future continued work with youth leaders and established IDP Youth Community Engagement Clubs in 3 IDP settlements in Mtskheta-Mtianeti region and gave identified potential leaders chance to become assists to their community. For Better Future, equipped spaces in each settlement with all the necessary equipment and internet, trained youth in relevant topics, and empowered participants to take part in their community development.
code of conduct
This Code of Conduct has been developed and adopted by the CSO For Better Future (hereafter FBF).
This Code of Conduct is intended to serve as a guide for all staff in how to uphold the ethical foundation of the organization’s views and actions. The purpose of the Code of Conduct is to facilitate attainment of the goals and objectives defined by the FBF’s mandate and charter through establishment of the highest ethical and professional standards for its employees. It also aims to help employees to ensure safety of the beneficiaries and that the FBF’s work does not put the people we work for and with at greater risk.
The FBF’s staff is personally and collectively responsible for maintaining these standards and expected to act in accordance with the principles and values stated in this Code of Conduct.
This Code of Conduct applies to all in FBF, including its board members and recruited employees, support personnel, consultants, interns, volunteers and anyone representing FBF. Also, the Code of Conduct applies to FBF’s implementing partners, if this is considered by the agreement concluded between the parties.
Whether signed or not by employee, the Code of Conduct shall automatically form an integral part of all FBF’s contracts of employment and conditions of service for all staff.
1. RESPECT AND DIGNITY
• FBF’s staff shall respect all persons equally and without any distinction or discrimination based on nationality, race, ethnicity, gender, religious beliefs, political opinion or disability.
• FBF’s staff shall respect local laws, customs, habits and the local culture.
• FBF’s staff shall strive to contribute to the working environment where everybody would enjoy equality and respect to each other.
• FBF’s staff shall always seek to care for the interests of its beneficiaries including the most vulnerable children, IDP’s, women, single parents, elderly, disabled and the ones with special needs, also minority groups.
• FBF’s staff shall always be informed about FBF’s policies, objectives, activities and about the concerns of its beneficiaries and do utmost to support FBF’s protection and assistance work.
2. PERSONAL AND PROFESSIONAL CONDUCT
• FBF’s staff shall protect the reputation of FBF. His/her personal and professional performance shall always be based on a non-discriminatory and gender sensitive conduct.
• FBF’s staff shall undertake not to abuse the power and influence that he/she has by virtue of the position over the lives and well-being of the beneficiaries, colleagues and other persons.
• FBF’s staff shall never request and/or receive any service or favor from beneficiaries, colleagues or other persons in return for protection or assistance. Also shall never engage in any exploitative relationships (e.g. sexual, financial or employment-related) with beneficiaries, colleagues or other persons.
• FBF’s staff shall observe the requirements of the local laws and shall not seek to take personal advantage of any privileges or immunities that have been conferred to him/her by FBF.
• FBF’s staff shall uphold the highest standards of competence, efficiency and integrity in his/her professional life and demonstrate truthfulness, dedication and honesty in his/her actions.
• FBF’s staff shall be patient, respectful and courteous to all persons with whom he/she deals including colleagues, beneficiaries, local leaders and government representatives, representatives of donors, other NGO and UN colleagues.
• At work FBF’s staff shall dress in a manner appropriate to the assignment and the cultural setting.
• At work FBF’s staff shall act in conformity with all FBF instructions and policies.
3. CONFLICT OF INTEREST
• FBF’s staff shall perform official duties and conduct private affairs in a manner that avoids conflict of interest, thereby preserving and enhancing public confidence in FBF.
• FBF’s staff shall work to serve the mandate, objectives and values of FBF and ensure that personal views, behavior and beliefs, including political and religious convictions, do not adversely affect official duties or activities performed on behalf of FBF.
• FBF’s staff shall resist any undue political pressure in decision-making, shall neither seek nor accept instructions regarding the performance of his/her duties from any government or from any authority external to FBF.
• FBF’s staff’s actions shall be free of any consideration of personal gain. Any potential conflict of interest (e.g. family relations or shareholding with a service provider, or business partner) must be disclosed.
• FBF’s staff shall not accept any favors, gifts or remuneration from any authority, nor shall accept these from any other source external to FBF if it relates to his/her professional activities without prior authorization, except for minor token items of appreciation.
• FBF’s staff shall not engage in any outside occupation or employment without prior authorization. FBF’s staff shall not accept supplementary payments or subsidies from a government or any other source.
• FBF’s staff shall not request and/or receive any “favors” or any other “interest”, except the one established by the labor contract, if it is related to his professional activities.
4. FINANCIAL AND MATERIAL RESOURCES
• FBF’s staff shall safeguard and make responsible use of the information and resources to which he/she has access by reason of his/her employment with FBF.
• FBF’s staff shall handle FBF’s financial and material resources with the utmost care, safeguard these at all times against theft or other damage, keep and maintain them properly, and ensure that unauthorized and unethical use of FBF funds or private misuse does not occur.
• FBF’s staff shall conduct all official duties with integrity, free from any taint of dishonesty or corruption, including not engaging in any act of favoritism and nepotism in relation to the colleagues, beneficiaries and other persons.
• FBF’s staff shall not use FBF’s offices, property, financial and material resources for private gain or for the private gain of any third party, including family members, friends or those they favor.
• FBF’s staff shall exercise due care in all matters of official business, and not reveal any confidential information about the beneficiaries, colleagues and other work-related matters, except the cases when information concerns criminal offence and its disclosure is obligation defined by the law.
• FBF’s staff shall protect and manage FBF’s human, financial and material resources efficiently, bearing in mind that these resources have been placed at FBF 's disposal for the benefit of beneficiaries and other vulnerable persons.
5. MEDIA, INFORMATION AND IT
FBF is responsible and open organization for media agencies and any other interested persons and welcomes transparency when its activities and activities of its employees are concerned. FBF sets up certain norms for its employees for relations with the representatives of the media agencies which are dictated by its aspiration to provide objective information and acknowledgment of the responsibility for the latter. General inquires about the FBF, its activities and employees shall be forwarded to the FBF’s Chairman, Board or other authorized person. Any inquiries concerning financial matters shall be forwarded to the head of the financial department.
• FBF’s staff, if asked for the public statement or interview, shall agree the content of the statement with abovementioned persons. If during the statement or interview it is necessary to reveal the information or photos of the other persons (e.g. beneficiary) or their property, the prior consent from the concerned person shall be sought and he/she shall be clearly explained how and where this will take place.
• FBF’s staff shall be aware that journalists are to be considered as such also after working hours. FBF’s staff shall clarify his/her role as media spokesperson before he/she passes on information other than general information on FBF’s mandate and programs.
• FBF’s staff shall exercise necessary caution and discretion in regards to such a sensitive issues (e.g. political, religious, military or other) in official or private communications, including telephone calls, radio messages, e-mails and letters which may create a threat to FBF’s activities and reputation.
• FBF’s staff shall not disclose to the media agencies (internet blogs, Facebook or other networks and forums) FBF related information, articles, books and/or other materials for publications without prior consent from the FBF’s Chairman or the Board.
• FBF’s staff shall maintain electronic files and archives in a responsible manner. Information that may be considered illegal, offensive or inappropriate must under no circumstances be processed, downloaded, stored or disseminated.
• FBF’s staff shall be committed to, both while working for and after leaving FBF, not to reveal any confidential information he/she has obtained while working for FBF to any third party. FBF’s staff shall be aware that the breach of professional secrecy both while employed and after leaving the organization, might lead to a claim for compensation and/or legal prosecution.
6. ALCOHOL, CRIMINAL AND UNETHICAL ACTIVITIES
• FBF’s staff shall have no involvement in criminal and unethical activities that contravene human rights and compromise the image and interest of FBF.
• FBF’s staff shall exercise care with alcohol and will refrain from/avoid using intoxicating substances, including alcohol while on duty.
• FBF’s staff shall neither support nor take part in any form of illegal, exploitative or abusive activities, including, for example prostitution, child labor, trafficking of human beings and intoxicants.
• FBF’s staff shall under no circumstances drive a vehicle under the influence of alcohol or any other illegal intoxicants. Any knowledge of staff handling any kind of motorized transportation means under such influence should be reported to FBF and will be dealt with as a breach of the Code of Conduct and security regulations and leads to consequences for the individual’s labor contract.
• The only exemption from this regulation will be in a situation where there is a life threatening situation and all other options have been exhausted. Any claim to have utilized this clause, shall be thoroughly investigated to clarify the circumstances.
7. SAFETY, HEALTH AND WELFARE
The safety and wellbeing of the FBF’s employees while on duty is an ultimate good for which the primary responsibility remains with FBF’s management.
8. WORKING ENVIRONMENT
• FBF’s staff shall treat all colleagues fairly, with courtesy, dignity and with respect for different customs and cultures.
• FBF’s staff shall not under any circumstances carry out any harassment act. Such acts include unacceptable and unpleasant behavior which results in other people being harassed physically, psychologically and sexually.
• FBF’s staff shall contribute to building a harmonious workplace based on team spirit, mutual respect and understanding.
• FBF’s staff shall seek to resolve differences and solve problems when they arise based on the mutual respect and in the best interests of the beneficiaries and FBF.
9. PROHIBITION OF SEXUAL EXPLOITATION AND ABUSE
Sexual exploitation and sexual abuse violate universally recognized international human rights standards, are a criminal offence in many countries and have always been unacceptable behavior for FBF personnel. The term “sexual exploitation” is here defined as any abuse of power and position of vulnerability for sexual purposes though using force, threatening or misusing the trust and considering profiting monetarily, social or political pressure.
• FBF’s staff members and management are obliged to create and maintain an environment that prevents sexual exploitation and abuse and promote the implementation of the Code of Conduct. Staff at all levels has particular responsibilities to support and develop systems that maintain this environment.
The above mentioned standards are not intended to be an exhaustive list. Any types of sexually exploitative or abusive behavior may be grounds for disciplinary measures.
10. ESPECIALLY FOR RESPONSIBLE PERSONS
• FBF’s responsible persons (e.g. FBF’s chairman, board members, managers and coordinators) have particular responsibilities to set a good example when it comes to their behavior both on and off duty.
• FBF’s responsible persons shall not engage in or tolerate any form of harassment in the workplace, included but not limited to bullying, sexual harassment and abuse of power. All managers are obliged to prompt actions when harassment is alleged.
• FBF’s responsible persons shall be open to views of all team members. I will provide timely feedback on the performance of each team member through guidance, motivation and full recognition of their merits.
• FBF’s responsible persons shall endeavor to ensure that the health and well-being of staff are not subject to undue risk.
11. FOR ALL:
FBF’s staff shall report any information received indicating a situation where any of the above agreements are broken through one of the following reporting channels:
1) Through line manager or any senior manager
2) Through appointed focal points or Staff Representatives in case of existence
CSO For Better Future
This Code of Conduct is intended to serve as a guide for all staff in how to uphold the ethical foundation of the organization’s views and actions. The purpose of the Code of Conduct is to facilitate attainment of the goals and objectives defined by the FBF’s mandate and charter through establishment of the highest ethical and professional standards for its employees. It also aims to help employees to ensure safety of the beneficiaries and that the FBF’s work does not put the people we work for and with at greater risk.
The FBF’s staff is personally and collectively responsible for maintaining these standards and expected to act in accordance with the principles and values stated in this Code of Conduct.
This Code of Conduct applies to all in FBF, including its board members and recruited employees, support personnel, consultants, interns, volunteers and anyone representing FBF. Also, the Code of Conduct applies to FBF’s implementing partners, if this is considered by the agreement concluded between the parties.
Whether signed or not by employee, the Code of Conduct shall automatically form an integral part of all FBF’s contracts of employment and conditions of service for all staff.
1. RESPECT AND DIGNITY
• FBF’s staff shall respect all persons equally and without any distinction or discrimination based on nationality, race, ethnicity, gender, religious beliefs, political opinion or disability.
• FBF’s staff shall respect local laws, customs, habits and the local culture.
• FBF’s staff shall strive to contribute to the working environment where everybody would enjoy equality and respect to each other.
• FBF’s staff shall always seek to care for the interests of its beneficiaries including the most vulnerable children, IDP’s, women, single parents, elderly, disabled and the ones with special needs, also minority groups.
• FBF’s staff shall always be informed about FBF’s policies, objectives, activities and about the concerns of its beneficiaries and do utmost to support FBF’s protection and assistance work.
2. PERSONAL AND PROFESSIONAL CONDUCT
• FBF’s staff shall protect the reputation of FBF. His/her personal and professional performance shall always be based on a non-discriminatory and gender sensitive conduct.
• FBF’s staff shall undertake not to abuse the power and influence that he/she has by virtue of the position over the lives and well-being of the beneficiaries, colleagues and other persons.
• FBF’s staff shall never request and/or receive any service or favor from beneficiaries, colleagues or other persons in return for protection or assistance. Also shall never engage in any exploitative relationships (e.g. sexual, financial or employment-related) with beneficiaries, colleagues or other persons.
• FBF’s staff shall observe the requirements of the local laws and shall not seek to take personal advantage of any privileges or immunities that have been conferred to him/her by FBF.
• FBF’s staff shall uphold the highest standards of competence, efficiency and integrity in his/her professional life and demonstrate truthfulness, dedication and honesty in his/her actions.
• FBF’s staff shall be patient, respectful and courteous to all persons with whom he/she deals including colleagues, beneficiaries, local leaders and government representatives, representatives of donors, other NGO and UN colleagues.
• At work FBF’s staff shall dress in a manner appropriate to the assignment and the cultural setting.
• At work FBF’s staff shall act in conformity with all FBF instructions and policies.
3. CONFLICT OF INTEREST
• FBF’s staff shall perform official duties and conduct private affairs in a manner that avoids conflict of interest, thereby preserving and enhancing public confidence in FBF.
• FBF’s staff shall work to serve the mandate, objectives and values of FBF and ensure that personal views, behavior and beliefs, including political and religious convictions, do not adversely affect official duties or activities performed on behalf of FBF.
• FBF’s staff shall resist any undue political pressure in decision-making, shall neither seek nor accept instructions regarding the performance of his/her duties from any government or from any authority external to FBF.
• FBF’s staff’s actions shall be free of any consideration of personal gain. Any potential conflict of interest (e.g. family relations or shareholding with a service provider, or business partner) must be disclosed.
• FBF’s staff shall not accept any favors, gifts or remuneration from any authority, nor shall accept these from any other source external to FBF if it relates to his/her professional activities without prior authorization, except for minor token items of appreciation.
• FBF’s staff shall not engage in any outside occupation or employment without prior authorization. FBF’s staff shall not accept supplementary payments or subsidies from a government or any other source.
• FBF’s staff shall not request and/or receive any “favors” or any other “interest”, except the one established by the labor contract, if it is related to his professional activities.
4. FINANCIAL AND MATERIAL RESOURCES
• FBF’s staff shall safeguard and make responsible use of the information and resources to which he/she has access by reason of his/her employment with FBF.
• FBF’s staff shall handle FBF’s financial and material resources with the utmost care, safeguard these at all times against theft or other damage, keep and maintain them properly, and ensure that unauthorized and unethical use of FBF funds or private misuse does not occur.
• FBF’s staff shall conduct all official duties with integrity, free from any taint of dishonesty or corruption, including not engaging in any act of favoritism and nepotism in relation to the colleagues, beneficiaries and other persons.
• FBF’s staff shall not use FBF’s offices, property, financial and material resources for private gain or for the private gain of any third party, including family members, friends or those they favor.
• FBF’s staff shall exercise due care in all matters of official business, and not reveal any confidential information about the beneficiaries, colleagues and other work-related matters, except the cases when information concerns criminal offence and its disclosure is obligation defined by the law.
• FBF’s staff shall protect and manage FBF’s human, financial and material resources efficiently, bearing in mind that these resources have been placed at FBF 's disposal for the benefit of beneficiaries and other vulnerable persons.
5. MEDIA, INFORMATION AND IT
FBF is responsible and open organization for media agencies and any other interested persons and welcomes transparency when its activities and activities of its employees are concerned. FBF sets up certain norms for its employees for relations with the representatives of the media agencies which are dictated by its aspiration to provide objective information and acknowledgment of the responsibility for the latter. General inquires about the FBF, its activities and employees shall be forwarded to the FBF’s Chairman, Board or other authorized person. Any inquiries concerning financial matters shall be forwarded to the head of the financial department.
• FBF’s staff, if asked for the public statement or interview, shall agree the content of the statement with abovementioned persons. If during the statement or interview it is necessary to reveal the information or photos of the other persons (e.g. beneficiary) or their property, the prior consent from the concerned person shall be sought and he/she shall be clearly explained how and where this will take place.
• FBF’s staff shall be aware that journalists are to be considered as such also after working hours. FBF’s staff shall clarify his/her role as media spokesperson before he/she passes on information other than general information on FBF’s mandate and programs.
• FBF’s staff shall exercise necessary caution and discretion in regards to such a sensitive issues (e.g. political, religious, military or other) in official or private communications, including telephone calls, radio messages, e-mails and letters which may create a threat to FBF’s activities and reputation.
• FBF’s staff shall not disclose to the media agencies (internet blogs, Facebook or other networks and forums) FBF related information, articles, books and/or other materials for publications without prior consent from the FBF’s Chairman or the Board.
• FBF’s staff shall maintain electronic files and archives in a responsible manner. Information that may be considered illegal, offensive or inappropriate must under no circumstances be processed, downloaded, stored or disseminated.
• FBF’s staff shall be committed to, both while working for and after leaving FBF, not to reveal any confidential information he/she has obtained while working for FBF to any third party. FBF’s staff shall be aware that the breach of professional secrecy both while employed and after leaving the organization, might lead to a claim for compensation and/or legal prosecution.
6. ALCOHOL, CRIMINAL AND UNETHICAL ACTIVITIES
• FBF’s staff shall have no involvement in criminal and unethical activities that contravene human rights and compromise the image and interest of FBF.
• FBF’s staff shall exercise care with alcohol and will refrain from/avoid using intoxicating substances, including alcohol while on duty.
• FBF’s staff shall neither support nor take part in any form of illegal, exploitative or abusive activities, including, for example prostitution, child labor, trafficking of human beings and intoxicants.
• FBF’s staff shall under no circumstances drive a vehicle under the influence of alcohol or any other illegal intoxicants. Any knowledge of staff handling any kind of motorized transportation means under such influence should be reported to FBF and will be dealt with as a breach of the Code of Conduct and security regulations and leads to consequences for the individual’s labor contract.
• The only exemption from this regulation will be in a situation where there is a life threatening situation and all other options have been exhausted. Any claim to have utilized this clause, shall be thoroughly investigated to clarify the circumstances.
7. SAFETY, HEALTH AND WELFARE
The safety and wellbeing of the FBF’s employees while on duty is an ultimate good for which the primary responsibility remains with FBF’s management.
- FBF’s every staff member shall promote the safety, health and welfare of all FBF staff as a necessary condition for effective and consistent performance.
- FBF’s staff shall remain aware of and comply with instructions designed to protect his/her health, welfare and safety. FBF’s staff shall always consider the safety of staff in operational decisions.
- FBF’s staff shall follow safety and security regulations/procedures set for the area of operation. Any breaches should be reported to FBF’s management for further follow up.
- FBF’s staff shall made myself familiar with the FBF security policy and shall conduct his/her work accordingly, bearing in mind that common sense always prevail and each situation is dealt with individually.
8. WORKING ENVIRONMENT
• FBF’s staff shall treat all colleagues fairly, with courtesy, dignity and with respect for different customs and cultures.
• FBF’s staff shall not under any circumstances carry out any harassment act. Such acts include unacceptable and unpleasant behavior which results in other people being harassed physically, psychologically and sexually.
• FBF’s staff shall contribute to building a harmonious workplace based on team spirit, mutual respect and understanding.
• FBF’s staff shall seek to resolve differences and solve problems when they arise based on the mutual respect and in the best interests of the beneficiaries and FBF.
9. PROHIBITION OF SEXUAL EXPLOITATION AND ABUSE
Sexual exploitation and sexual abuse violate universally recognized international human rights standards, are a criminal offence in many countries and have always been unacceptable behavior for FBF personnel. The term “sexual exploitation” is here defined as any abuse of power and position of vulnerability for sexual purposes though using force, threatening or misusing the trust and considering profiting monetarily, social or political pressure.
• FBF’s staff members and management are obliged to create and maintain an environment that prevents sexual exploitation and abuse and promote the implementation of the Code of Conduct. Staff at all levels has particular responsibilities to support and develop systems that maintain this environment.
- FBF’s staff shall not commit any act of sexual exploitation, sexual abuse or sexual violence towards the colleagues, beneficiaries and others.
- Where an FBF staff member develops serious concerns or suspicions regarding sexual abuse or exploitation by a fellow worker, whether in the same agency or not, he/she must immediately report such concerns via his/her supervisor and/or established reporting mechanisms.
- FBF’s staff shall not engage in any sexual relations with persons that benefit or look to benefit from FBF’s assistance or with any persons under the age of 18 years except the cases when the staff is legally married to that person.
The above mentioned standards are not intended to be an exhaustive list. Any types of sexually exploitative or abusive behavior may be grounds for disciplinary measures.
10. ESPECIALLY FOR RESPONSIBLE PERSONS
• FBF’s responsible persons (e.g. FBF’s chairman, board members, managers and coordinators) have particular responsibilities to set a good example when it comes to their behavior both on and off duty.
• FBF’s responsible persons shall not engage in or tolerate any form of harassment in the workplace, included but not limited to bullying, sexual harassment and abuse of power. All managers are obliged to prompt actions when harassment is alleged.
• FBF’s responsible persons shall be open to views of all team members. I will provide timely feedback on the performance of each team member through guidance, motivation and full recognition of their merits.
• FBF’s responsible persons shall endeavor to ensure that the health and well-being of staff are not subject to undue risk.
11. FOR ALL:
FBF’s staff shall report any information received indicating a situation where any of the above agreements are broken through one of the following reporting channels:
1) Through line manager or any senior manager
2) Through appointed focal points or Staff Representatives in case of existence
CSO For Better Future
