WORKPLACE POLICY

This Workplace Policy establishes the professional, ethical, and operational standards that govern all employees, contractors, volunteers, interns, consultants, and affiliates of DIRECTIONS – Center for Capacity Development. The objective is to maintain a safe, inclusive, ethical, and high-performing environment that supports academic excellence, professional training, and capacity-building across all institutional programs.

1. Purpose and Scope

This Workplace Policy establishes the professional, ethical, and operational standards that govern all employees, contractors, volunteers, interns, consultants, and affiliates of DIRECTIONS – Center for Capacity Development. The objective is to maintain a safe, inclusive, ethical, and high-performing environment that supports academic excellence, professional training, and capacity-building across all institutional programs. This Policy applies to all individuals acting on behalf of the Center, whether on-site, remotely, or in any professional capacity.

2. Code of Conduct

2.1 Professionalism

All personnel are expected to uphold the highest standards of professional conduct, including integrity, respect, and accountability in the performance of their duties.

2.2 Compliance with Laws and Regulations

All activities must comply with applicable national and local laws, education regulations, labor laws, safety standards, and institutional policies.

3. Equal Opportunity & Non-Discrimination

3.1 Equal Employment Opportunity

DIRECTIONS prohibits discrimination based on race, color, religion, sex, national origin, disability, age, marital status, gender identity, ethnicity, or any other protected characteristic.

3.2 Non-Discrimination in Programs

All educational and training programs must be delivered equitably and remain accessible to all participants who meet the necessary criteria.

4. Harassment and Bullying

4.1 Zero-Tolerance Standard

The Center maintains zero tolerance for harassment, bullying, intimidation, or retaliatory behavior in any form, whether verbal, physical, sexual, or psychological.

4.2 Reporting Protocol

Incidents of harassment or bullying must be reported immediately to a supervisor, Human Resources, or the designated Compliance Officer. Reports will be addressed promptly, confidentially, and without retaliation.

5. Confidentiality and Data Privacy

5.1 Confidential Information

Personnel must safeguard all confidential information, including student records, employee information, institutional documents, and proprietary materials.

5.2 Data Protection

All staff must comply with institutional data-handling procedures, applicable data protection laws, and cybersecurity protocols.

6. Intellectual Property

6.1 Ownership

Work products, instructional materials, digital content, and intellectual property created in the course of employment are the property of DIRECTIONS, unless otherwise agreed in writing.

6.2 Use of Materials

Employees must respect intellectual property laws and secure any required permissions for external educational materials used in the Center’s activities.

7. Use of Technology and Social Media

7.1 Acceptable Use

Institutional technology resources are to be used primarily for legitimate institutional purposes. Unauthorized access, illegal activities, or misuse of institutional devices and networks are prohibited.

7.2 Social Media Conduct

Personnel representing DIRECTIONS on social media must maintain professionalism and avoid sharing confidential or sensitive information. Personal social media use must not interfere with work duties.

8. Health and Safety

8.1 Safe Workplace

Employees must support a safe working environment and comply with all health and safety procedures, including reporting hazardous conditions and incidents.

8.2 Emergency Response

Personnel must be familiar with the Center’s emergency exits, evacuation procedures, and emergency contact protocols.

9. Professional Development

9.1 Continuous Learning

The Center encourages ongoing learning and skill enhancement aligned with job responsibilities and institutional needs.

9.2 Required Training

Staff must participate in mandatory training sessions, including compliance, safety, and job-specific development programs.

10. Attendance and Punctuality

10.1 Work Hours

Employees are expected to adhere to assigned work schedules and to notify their supervisors in advance of any anticipated absences or delays whenever possible.

10.2 Leave Requests

All leave must follow established procedures and receive appropriate approvals in accordance with institutional policies.

11. Performance Management

11.1 Standards of Performance

Employees must perform duties in accordance with their job descriptions, institutional standards, and the Center’s mission and values.

11.2 Evaluations

Performance evaluations will be conducted periodically to support growth, recognize achievements, and address areas needing improvement.

12. Disciplinary Action

12.1 Grounds for Action

Misconduct, policy violations, or inadequate performance may result in disciplinary action, including verbal or written warnings, suspension, or termination.

12.2 Procedure

Disciplinary measures will follow a fair, documented, and transparent process consistent with institutional guidelines and applicable laws.

13. Conflict of Interest

13.1 Disclosure

Personnel must disclose any personal, financial, or other interests that may conflict with their institutional responsibilities.

13.2 Avoidance

Employees must avoid situations that could compromise or appear to compromise their impartiality or the integrity of the Center.

14. Substance Abuse Policy

14.1 Drug-Free Workplace

The possession, use, or distribution of illegal drugs or alcohol on Center premises or during work-related activities is strictly prohibited.

14.2 Assistance

Employees struggling with substance abuse are encouraged to seek help through available support resources or employee assistance programs, where available.

15. Non-Retaliation

15.1 Protection

Individuals who report policy violations or participate in investigations are protected from retaliation. Any retaliatory behavior will itself be treated as a serious violation.

15.2 Reporting

Any instance of perceived retaliation must be reported immediately to a supervisor, Human Resources, or the designated Compliance Officer.

16. Acknowledgment and Compliance

All personnel must read, understand, and comply with this Workplace Policy. A signed acknowledgment of receipt and understanding must be submitted to Human Resources and retained in the individual’s personnel file.