Employee Code of Conduct & Whistleblower Policy
Adopted by Mission Circle of Pro-Animal Future
1. Purpose
Pro-Animal Future (hereinafter known as the “Organization”) requires all members to observe high standards of business and personal ethics in the conduct of their duties and responsibilities, and all directors, employees, and activists to comply with all applicable laws and regulatory requirements in addition to the code of conduct. The expectations and processes in this policy apply to all employees and contractors.
To initiate a misconduct report, fill out this form.
2. Employee Misconduct
Most cases of employee misconduct will be handled directly between that employee and their circle lead or a member of the Mission Circle. This especially applies to minor misconduct such as:
a) Repeatedly being late for work
b) Minor breaches of our policies or departmental operating procedures
c) Minor breaches of your contract of employment
d) Failing to report damage to PAF property at the time of the incident
e) Failing to follow through on commitments you have made without good reason
Gross misconduct is a serious breach of your contract and includes behavior that is so serious in nature that it is likely to prejudice PAF’s work or reputation, or damage the working relationship and mutual bond of trust between you and the organization. Allegations of gross misconduct will generally be investigated by the Strategy Circle or, when the subject is a member of SC, the Mission Circle. If, following an investigation, you are found to have committed an act of gross misconduct, disciplinary action will be taken.
Examples of behavior we are likely to regard as constituting gross misconduct include (but are not limited to):
Serious, continued or deliberate breach of the organization’s rules or policies.
Discrimination, harassment, victimization or bullying of any PAF associate.
Theft or attempted theft of any item, however small, from PAF or any of its associates, including equipment, written or digital property, and confidential information.
Fraud or attempted fraud.
Falsification of records, including (but not limited to) timesheets, expense claims, business mileage reports, quality assurance and audit documentation.
Fighting, physical or verbal assault, and threatening or aggressive behavior.
Deliberate or serious damage to or misuse of Company property.
Falsification of a qualification that is a condition of employment or continued employment, results of vocational tests or falsification of anything that may have resulted in a financial gain to you.
Reporting for work while under the influence of drugs or alcohol that impair your ability to perform your responsibilities.
Misuse of the organization’s information systems, including to spread offensive or obscene material or inappropriate messages.
Serious neglect in the performance of your responsibilities.
Being convicted of a crime of moral turpitude that is relevant to your continued employment and was not done to advance the cause of animal freedom.
Deliberate misuse of the procedures in this policy to make malicious or unproven complaints, or otherwise making complaints in bad faith.
Misusing or misrepresenting PAF’s name, such as by inappropriately claiming to speak on behalf of PAF outside the capacity of your roles.
Unauthorized disclosure of sensitive data.
Using Social Media to make disparaging or otherwise unwarranted and unwanted comments about PAF or any of its associates.
3. Relationship Policy
As a community for political and social change, we encourage all associates of PAF to think twice before forming romantic or sexual relationships within the organization. If an employee or contractor enters into a sexual relationship with another PAF associate, they should declare their relationship to a designated member of the Mission Circle. This director will discuss the relationship with both parties to ensure they are acting mindfully of power dynamics and help them make a plan for how to ensure their relationship will not negatively impact the organization. Failure to report a romantic or sexual relationship in a timely manner will be considered misconduct.
4. Reporting Process
The Organization seeks to have an “Open Door Policy” and encourages board members, committee members, employees, activists, and other associates to share their questions, concerns, suggestions, or complaints regarding the Organization and its operations with someone who can address them properly. When an associate of the organization does not feel secure in directly approaching the member they have concerns about, they may approach any member of the Mission Circle to submit a report.
Reports may be submitted on a confidential basis by the complainant or may be submitted anonymously. The reporter shall specify whether they wish their identity to be kept confidential. If so, reports shall be kept confidential to the extent possible, consistent with the need to conduct an adequate investigation.
5. No Retaliation.
No associate of the organization who in good faith reports a violation of a law or policy shall suffer harassment, retaliation, or adverse employment consequence. An employee who retaliates against someone who has reported a violation in good faith is subject to discipline up to and including termination of employment. This Whistleblower Policy is intended to encourage and enable persons to raise serious concerns within the Organization prior to seeking resolution outside the Organization.
6. Evaluation Process
Upon receiving a complaint, the Mission Circle shall appoint (using the Integrative Election Process outlined in the constitution § 5.3.5) one of its members with no conflict of interest to act as Compliance Officer (CO). The CO shall respond to the reporter within two weeks to acknowledge receipt of the report. The CO shall then carry out an initial investigation, which may consist of reviewing evidence and speaking to any number of complainants as well as the subject(s) of the complaint. If the Compliance Officer determines that the complaint is substantive and that it pertains to law, regulation, or organizational policy, they shall refer the matter to the entire Mission Circle with a report detailing their initial findings and any recommendations. The Mission Circle shall then consider whether to implement corrective action (potentially including summary termination), conduct further investigation, or involve outside legal counsel to resolve the allegations. When conducting such investigations and weighing corrective action, MC shall act according to the principle of due process.
7. Scope
Complaints that do not relate to conduct in an associate’s capacity as an employee, contractor, or volunteer of PAF generally fall outside the scope of this policy. Reports concerning the following generally will not warrant action by MC, though in extraordinary cases, MC may decide at its discretion whether such complaints fall within its purview:
Political disagreements and opinions about controversial topics (e.g. abortion, celebrities, etc.) especially when stated privately.
Differences of opinion on animal rights strategies, including veganism.
Conduct in someone’s private personal life that does not involve other PAF associates. This includes criminal activity unrelated to someone’s role in PAF– such activity is the purview of law enforcement, not PAF.
8. Requirement of Good Faith.
Anyone filing a report concerning a violation or suspected violation of the law or organization policies must be acting in good faith and have reasonable grounds for believing the information disclosed indicates a violation. Any allegations that prove not to be substantiated and which prove to have been made maliciously, frivolously, or knowingly to be false will be viewed as a serious disciplinary offense.
9. Confidentiality.
Violations or suspected violations may be submitted on a confidential basis by the complainant or may be submitted anonymously. Reports of violations or suspected violations will be kept confidential to the extent possible, consistent with the need to conduct an adequate investigation.
Last updated