Staff Code of Conduct

2007

Preamble
The International Federation of Red Cross and Red Crescent Societies (the “Federation”,
which includes its Geneva headquarters and all field offices) is an international
humanitarian organisation achieving its general object and carrying out its functions at all
times respecting the seven Fundamental Principles of the International Red Cross and Red
Crescent Movement.

Federation Staff are expected to be advocates and champions of vulnerable people

everywhere and to act in accordance with the Fundamental Principles and this Code of
Conduct.

Before acting, Staff must ask themselves the following questions:

Ø Is this action in accordance with the Fundamental Principles?
Ø Is this action in compliance with this Code of Conduct, the Federation Staff
Rules, the Staff Regulations?
Ø Is this action in compliance with all mandatory policies, processes, procedures,
and guidelines?
Ø Is this action legal under the laws of the country in which I am present?
Ø Will this action reflect positively, and in fact not reflect negatively, on me and
the Federation?
Ø Is there an alternative action for which I could answer yes to each of these
questions?

When in doubt about an action’s conformity with this Code of Conduct or its ethical
implications, Staff shall seek advice from their line manager or Human Resources before
acting.

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1. Scope and application
This Code of Conduct applies to all Staff at all times during their service with the Federation –
both during and after working hours. “Staff” in this Code refers to all Federation employees
(Geneva-based, delegates and local staff), consultants, volunteers, and interns, as well as staff-on-
loan and all individuals working under the Federation name and legal status.

This Code, whether signed or not, shall automatically form an integral part of all Federation
contracts of employment and conditions of service for all Staff.

Geneva-based Staff and delegates (including staff-on-loan) are responsible for ensuring this Code
is read, understood and abided by all accompanying family members covered under the
Federation’s legal status. In case of any violation by an accompanying family member, the Staff
may be held accountable and the Federation may take all appropriate measures to protect the
organisation, including repatriation of the family member(s).

Violations of this Code are subject to disciplinary measures in accordance with the Disciplinary
Measures or local staff regulations, as appropriate. In addition, the Federation reserves the right
to recover from Staff all expenses incurred by the Federation as a result of any violation of this
Code by them or their accompanying family member (including remedying harms, repatriation
costs, etc.).

The obligations regarding the Protection of Information, Rules 21-25 below, continue after
separation from service with the Federation.

The Federation is committed to ensuring that all organisations and individuals with whom it works
reflect values consistent with those of the Federation – this applies in particular to individuals with
whom the Federation has a close but indirect association, such as staff of partner organisations
acting in close cooperation with the Federation, guards working for a security company or
employees of a construction firm contracted by the Federation, etc. The Federation will take such
actions as necessary and appropriate to discontinue its association with any organisation or
individual whose actions, if carried out by the Federation’s own Staff would be considered serious
breaches of this Code.

2. Implementation of the Code of Conduct

Staff responsibility:
Staff are responsible for ensuring that they have read and understood the Code of Conduct.
They also have a duty to inform beneficiaries of their service and those under their care of
the code of conduct that Staff must adhere to, as well as how and to whom to report any
misconduct or failure in the standard of their treatment.

Staff have a duty to report any breach of this Code to the appropriate person (refer to
Contact information). All reports and concerns raised will be properly considered and
treated with discretion. The organisation will take all necessary steps against any form of
retaliation suffered by Staff reporting possible breaches of this Code.

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 Management responsibility:
Managers shall lead by example and are responsible for creating a culture of compliance
within their areas of authority. They shall inform the Human Resources Department of all
reports or concerns of breaches of this Code that are raised to them.

Management/Staff relations shall be guided by mutual respect and understanding, for which
continuous dialogue is indispensable. Managers shall make themselves available to Staff
who wish to raise concerns in confidence and shall deal with such requests in an impartial
and sensitive manner.

Managers are responsible for drawing the attention of the organisations and individuals with
whom the Federation contracts to the Federation’s values and the specific conduct that it
considers unacceptable and inconsistent with these values. If the acts of any organisation or
individual with whom the Federation is associated could be considered serious breaches of
this Code, managers are responsible for taking appropriate action. Where possible,
contracts should include provisions for replacement of individuals or termination in such
cases – managers are invited to consult the Legal Department for assistance.

Institutional responsibility:
The Secretary General and Directors are responsible for putting in place effective
mechanisms to ensure the highest standards of conduct are observed both in the
Federation’s service to the most vulnerable and in its internal and external professional
relations.

3. Rules of conduct
All Staff shall:

Federation rules and regulations and applicable laws

1. Comply with the Staff Rules, Staff Regulations, and all mandatory rules, policies, and
procedures, and with the terms of their employment contracts and conditions of service.

2. Comply with the applicable laws of the country in which they are present, including the
Federation’s applicable status or headquarters agreements. In case of violation of any
applicable law, the Federation may not provide any legal assistance to the individual and may
waive any immunities enjoyed by him/her.

Respect for persons

3. Respect all persons equally and without any distinction or discrimination based on nationality,
race, gender, religious beliefs, class or political opinions; and act at all times in accordance with
the Fundamental Principles and the humanitarian and organisational values as defined by the
Federation. These are: respect for diversity, cultures, structures and customs of the

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 communities, solidarity with the community, integrity and accountability, as well as mutual
understanding and non-discrimination are essential elements to preserve human dignity.

4. Take into account the sensitivities of peoples’ customs, habits, and religious beliefs and avoid
any behaviour that is not appropriate in a particular cultural context.

5. Ensure that the portrayal of individuals and their circumstances is fairly represented in terms of
their capacities and vulnerabilities. All efforts must be made to explain how photos and stories
will be used and to obtain permission from the individuals for the use of their photos and
stories.

6. Abstain from all acts which could be considered harassment,i abuse, discrimination or
exploitation (refer to Anti-harassment guidelines). This applies to all people of all ages,
especially to children and to people exposed to stigma, including those living with HIV (refer to
International Federation secretariat HIV in the workplace directive).

Independence

7. Discharge functions and act only with the interests of the Federation in view.

8. Neither seek nor accept instructions from any government, National Society, or any authority
other than the Secretary General (or his/her designate) in connection with their official
functions. Staff are considered neutral and independent officials of a global membership
organization and are fully and solely accountable to the Federation’s Secretary General.

9. Respect the emblems of the red cross, the red crescent and the red crystal, using them only as
consistent with the applicable rules (as set out in the Geneva Conventions and their Additional
Protocols, the Regulations on the use of the Emblem of the Red Cross or the Red Crescent by
the National Societies and any other mandatory policies, processes, procedures, and guidelines),
and report any misuse.

Integrity

10. Conduct all official duties with integrity, free from any taint of dishonesty or corruption,
including not engaging in any act of favouritism, nepotism, cronyism, or bribery.ii This includes
not accepting from any external source (including National Societies, governments,
corporations or others) without authorisation, any honour, decoration, gift, remuneration, favour
or economic benefit which is more than a “token gift”. Examples of token gifts include cheap
pens, desk diaries, trinkets, etc.

11. Not benefit improperly or allow a third party to benefit improperly (whether directly or
indirectly) from association with an enterprise that engages in any business or transaction with
the Federation (including association with the management or the holding of a financial
interest). Any potential conflict of interest with a supplier, service provider, or business partner
(such as family relations or shareholding) must be disclosed.

12. Not intentionally misrepresent their official functions or title to any entities or persons.

13. Not act in any way likely to bring the Federation into disrepute.

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 Neutrality

14. Not publicly express any opinions on events connected with political affairs or engage in
political activities that could reflect adversely on the impartiality, neutrality or independence of
the Federation, e.g., public support of a political party.

15. Not accept or exercise any public appointment, outside employment, or activity that could be
regarded as inconsistent with, or reflecting adversely upon, their impartiality, neutrality, or
independence, or that would result in a conflict of interest without previous agreement of the
Secretary General.

16. Dress in a manner appropriate to the assignment, careful to avoid giving the impression of
having any military affiliation or status.

Sexual abuse and exploitation

17. Not commit any act of sexual exploitation, sexual abuse or sexual violence.iii This prohibition
extends to all forms of sexual abuse or exploitation and includes not reporting concerns or
suspicions regarding any violation by a co-worker (whether fellow Staff or an individual
working for a partner organisation).

18. Not engage in any sexual activity with persons (adult or child) that look to or benefit from the
Federation’s protection or assistance, or with any persons under the age of 18 years, regardless
of the age of majority or consent locally (mistaken belief in the age of a child is not a defence).
Sexual activity includes all forms of activity and abuse of a sexual nature, with or without
physical contact and whether or not either party is aware of such abuse.

19. Not exchange money, employment, goods or services for sex, including sexual favours or other
forms of humiliating, degrading or exploitative behaviour. This prohibition extends to any use
of sex trade workers.

20. Not produce, procure, distribute or use pornographic materialiv in Federation offices or on
Federation equipment, including reading/surfing pornographic websites or message boards or
sending pornographic emails.

Protection of information

21. Exercise the utmost discretion in regard to all matters of official business and handle all
confidential and sensitive information with the greatest care (refer to Information and
communications technologies acceptable use policy).

22. Not disclose sensitive information of individuals we serve where there is a risk of adverse
consequences to the individuals if their identities are revealed. All efforts must be made to
protect the identities of beneficiaries, including their names, faces and geographical locations.
Disclosure may be made only where silence puts the individual, those we serve or Staff in
danger, and then informing the source in advance and protecting his/her identity to the extent
possible.

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23. Protect the confidentiality of the Federation’s internal information, and not communicate to any
person any internal correspondence or information known to them by reason of their official
position which has not been made public, except in the course of their official duties or by
authorisation of the Secretary General. Staff shall not at any time use the Federation’s internal
information to private advantage.

24. Immediately inform the Secretary General and follow his/her instructions in the event that they
are called upon by authority of law to give evidence or information known to them by reason of
their official position.

25. Not publish any work (including writings, photographs, video footage, etc.) that has been
produced in connection with, or that is related to, their assignment and functions with the
Federation without prior approval of the Secretary General. Staff hereby transfer to the
Federation all intellectual property rights in any work published in violation of this obligation,
as well as any income derived from such publication.

Security

26. Comply with the Minimum Security Requirements and the Security Regulations for the country
in which they are present, as well as any other security procedures or instructions that may be
issued.

27. Abide by the Fleet Manual and the Driver Rules and Regulations for the country when
operating a Federation vehicle. In particular, Staff are prohibited from driving Federation
vehicles under the influence of any alcohol or mind altering substance (proportionate
disciplinary action will be taken for any violation).

28. Comply with local traffic laws and regulations at all times, including drinking and driving laws,
whether driving Federation vehicles or their private vehicles. Staff facing penalties or criminal
charges for drunk driving should not expect any legal assistance from the Federation or to be
covered by any immunities.

29. At no time use or have in their possession any drugs prohibited under local law.

30. Ensure that no firearms or ammunition of any kind are brought to or kept in Federation vehicles
or Federation offices or premises (including residences provided by the Federation).

Federation property

31. Administer the funds and supplies entrusted to them with the utmost care and be accountable
for their use. Staff are prohibited from stealing, misappropriating, or misusing funds or
property of the Federation.

32. Not commit the Federation financially unless officially authorised to do so.

33. Return upon the end of their employment or service with the Federation all property issued to
them by the Federation, including Federation or other identity cards and insignia.

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Endnotes

i. “Harassment” includes any improper and unwelcome conduct that has or that might reasonably be
expected or be perceived to cause offence or humiliation to another. Harassment may be present in the
form of words, gestures, or actions which tend to annoy, alarm, abuse, demean, intimidate, belittle, or
cause personal humiliation or embarrassment to another or that causes an intimidating, hostile or
offensive work environment.

ii. The terms “favouritism”, “nepotism”, “cronyism”, and “bribery” include such conduct as unfair
treatment of a person or group on the basis of prejudice, support or favour shown to friends and family
(especially in making of appointments), and acceptance, offer, or consideration of any improper
personal benefit.

iii. The following common definitions of “sexual abuse”, “sexual exploitation” and “sexual violence”
have been agreed by the Inter-Agency Standing Committee Task Force on Gender and Humanitarian
Assistance:

“Sexual abuse” is the actual or threatened physical intrusion of a sexual nature, whether by force
or under unequal or coercive conditions.

“Sexual exploitation” is any actual or attempted abuse of a position of vulnerability, differential

power or trust, for sexual purposes, including, but not limited to, profiting monetarily, socially, or
politically from the sexual exploitation of another.

“Sexual violence” is any sexual act, attempt to obtain a sexual act, unwanted sexual comments or
advances, or acts to traffic a person’s sexuality, using coercion, threats of harm or physical force,
by any person regardless of relationship to the victim, in any setting, including, but not limited to,
home and work. Sexual violence takes many forms, including rape, sexual slavery and/or
trafficking, forced pregnancy, sexual harassment, sexual exploitation and/or abuse, and forced
abortion.

(refer to the Guidelines for Gender-based Violence Interventions in Humanitarian Emergencies:

Focusing on Prevention and Response to Sexual Violence (2005)).

iv. “Pornographic material” includes all sexually explicit material intended to cause sexual arousal,
including photographs, videos, and writings. However, if local law provides a stricter definition of
pornography than provided here, Staff must comply with local law.

Referenced documents

• Fundamental Principles of the International Red Cross and Red Crescent Movement
• Staff Rules

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 • Staff Regulations
• Disciplinary Measures
• Minimum Security Requirements
• Security Regulations
• Fleet Manual
• Driver Rules and Regulations
• Information and Communications Technologies Acceptable Use Policy
• International Federation Secretariat HIV in the Workplace Directive
• Anti-Harassment Guidelines
• Guidelines for Gender-based Violence Interventions in Humanitarian Emergencies: Focusing
on Prevention and Response to Sexual Violence (2005)

All referenced documents are available on FedNet or by request to Human Resources.

Contact information

Ø The Federation is in the process of developing a more detailed reporting system.

Until the new system is in place, all general inquiries on the Code of Conduct and its
interpretation, reports and allegations of breaches of the Code, and requests for
mediation services on work-related issues should be directed to:

In Geneva:
§ Human Resources Department at: [email protected]
§ Your line-manager OR
§ A senior manager representing your delegation or Zone.

In the field:
§ Human Resources staff in the delegation or relevant Zone Office
§ Your line-manager OR
§ A senior manager in the delegation or relevant Zone Office.

Ø You may also seek advice and support from the Secretariat’s Staff Association:

International Federation Staff Association at:

E-mail: [email protected]

The IFRC encourages anyone with concerns that the Staff Code of Conduct has been breached to
report them immediately. All reports will be respected with confidentiality and the safety of
personnel reporting will be a priority.

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Staff Code of Conduct 2007
Acknowledgment

I_______________________________________________________, confirm that I have read

and understood this Staff Code of Conduct, and I agree to abide by its terms, which form part of
the conditions of my employment/service with the Federation.

Signature ____________________

Place ____________________ Date _________________