Sait board of Governors Code of Conduct
Yüklə 0,61 Mb. Pdf görüntüsü
|
- Bu səhifədəki naviqasiya:
- Our Vision
- Our Core Competency
- Technology and Innovation
- Relevant Policies and Procedures
- Fair and Equitable Treatment
- Equal Employment Opportunities
- Dignity and Human Rights
- Health, Safety and Security
- Confidentiality and Privacy
- Accounting and Reporting
| 2
CODE OF ETHICS Contents
A message from the Board of Governors
and our President and CEO 1
SAIT Polytechnic 2
Our Cultural Values 3
Our Principles 4
Fairness 5
Integrity 6
Respect 7
Safety 8
Transparency 9 August 2007 As Canada’s premier polytechnic, SAIT has a reputation for excellence in providing training and education that is known around the world. That reputation is one that we have worked hard to build for more than 90 years. It is based not only on the expertise, dedication and talent that we bring to the classroom, lab and shop, but also on our commitment to SAIT’s core values and ethics. Every day, in every interaction—with our students, our colleagues, our donors and supporters, our alumni, our business and industry partners, and the public—we try to build and reinforce our good reputation by living our cultural values and principles. In fact our commitment to ethical behaviour and adherence to our Code of Ethics is fundamental to everything we do at SAIT. There is no profit margin, no donation, no contract, no test result and not one performance measure that could prompt us to deviate from our firm commitment to SAIT’s ethical foundations. When SAIT was founded in 1916, deals were done on a handshake. A person’s word was a formal bond. While times may have changed, SAIT’s commitment to its core values and ethics has not. The SAIT Code of Ethics was developed in consultation with stakeholders across the organization and based on best practice within business and industry. It provides us with an ethical framework for the work we do at SAIT. It allows us to act with confidence, knowing that our behaviour and approach to business is continually enhancing the Institution’s reputation for integrity, for doing what we say we will do, for treating others the way we would like to be treated ourselves, and for being accountable for our actions. It also serves as a simple guide for how SAIT expects every aspect of its business to be conducted. Put simply, our Code of Ethics is a touchstone for anyone interacting with SAIT. It says: “Here is who
Please take the time to read and think about the SAIT Code of Ethics, and incorporate these guidelines into all your SAIT business activities. A message from
the Board of Governors and our President and CEO 1 Irene Lewis SAIT President and CEO Mike Begin Chair, Board of Governors 2 SAIT Polytechnic SAIT Polytechnic* is a board-governed institute operating as a technical institute in accordance with the Post- secondary Learning Act (Alberta). Established in the community of Calgary, Southern Alberta in 1916, SAIT is Canada’s first publicly funded technical institute. As a leading polytechnic in Canada, SAIT is world-renowned for its training expertise and is a leading provider of skilled workers to the energy sector and other industries. SAIT’s organizational philosophy is defined by our vision, mission, core competency, cultural values, and principles. These critical elements describe who we are, what we want to achieve, and what will guide our decision making and management in all interactions.
To be recognized as Canada’s premier polytechnic, one of the world’s finest, setting the standard in education, training and innovation.
SAIT shall be an innovative organization equipping people to compete successfully in the changing world of work by providing relevant, skill-oriented education.
Transforming lives by integrating learning with technology. Our Cultural Values We value People, Learning, an Entrepreneurial Spirit, Technology and Innovation. Our Principles Fairness, Integrity, Respect, Safety, Transparency. *Board Governors of the Southern Alberta Institute of Technology (“SAIT or SAIT Polytechnic”)
3 Our Cultural Values People • We value our learners and are wholly focused on their success. • We value the people who work with us and for us. Their knowledge, expertise, dedication, and commitment are fundamental to delivering on our promises and commitments. • We value our friends and partners in industry and government. Their guidance and support ensure we can be the best we dream to be. • We value our alumni, who help us understand the benefits of lifelong and mutually supportive relationships.
• We value academic excellence, quality improvement and the application of innovative learning approaches. • Our learners benefit from the delivery of consistently high standards in collaborative integrated learning. • Our people benefit from on-going organizational and personal learning opportunities. • We embrace opportunities that support lifelong learning for learners and employees. • We strive to continuously improve learning models and delivery systems for the benefit of our learners. Entrepreneurial Spirit • We encourage agility, collaboration and perseverance in our delivery of quality education and training. • We have a ‘can-do’ attitude with a focus on the future. • We adhere to quality business practices that align with our industry partners. Technology and Innovation • We value innovative approaches in all that we do. • We value technology as an enabling tool to create and deliver innovative courses and programs. • We use technology to enable our people to work more effectively and deliver high quality results. • We collaborate with learners and business partners to enhance technology adoption and commercialization.
4 Our Principles F airness, I ntegrity, R espect, S afety, T ransparency (FIRST) SAIT Polytechnic is committed to being FIRST in all it does. We, at SAIT, will follow this set of principles and standards so we know what we can expect of ourselves and of each other. As well, all of SAIT’s stakeholders, who include fellow employees, students, Board of Governors, visitors, partners, affiliates, government, our local, national, and global community, will know to expect leading ethical standards in all interaction with SAIT. These principles apply to members of SAIT’s Board of Governors, senior management, employees, contractors, consultants, agents, and volunteers collectively referred to herein as “Employees and Others”. Commitment to our principles will produce a positive work place that will reflect our values and take us into the future with continued success. Where to get help Our principles and values should guide your judgement and behaviour. However, a situation may arise where the best decision is not obvious. If you find yourself in an unclear situation, you should ask yourself: • Is this legal? • Is this fair and ethical? • Does this follow SAIT’s vision, mission, core competency, cultural values and principles? • Would I feel comfortable if others knew I did this? If you are still in doubt, and need to seek guidance, or would like to report an unethical issue: • Speak to your immediate supervisor • Contact the Director of Human Resources • Contact the Harassment/Discrimination Hotline at 210-4406 SAIT has also created an Ethics Hotline as a way for individuals to report ethical issues anonymously and/or confidentially. The SAIT Ethics Hotline is operated by ConfidenceLine, an external service provider. Reports can be made via telephone or internet. • Call the SAIT Ethics Hotline at 1-800-661-9675 or • Go to www.sait-eweb.com Relevant Policies and Procedures HR.4.9.1 Ethical Disclosure Procedures Q: When I make an anonymous complaint, how will I know if it was dealt with? A: All calls are given a reference number so callers are able to get an update on the status of their call without having to reveal their names. 5 Fairness
We treat all people fairly and equitably, provide equal employment opportunities and engage in fair competition. Fair and Equitable Treatment We treat all people fairly by conducting ourselves with honesty and impartiality, free from self interest, prejudice, bias or favouritism. We encourage an inclusive culture and a learning environment that reflects global diversity. As such, SAIT is committed to providing a workplace free of harassment, violence and discrimination. All people shall be treated equally in accordance with the Alberta Human Rights, Citizenship and Multiculturalism Act (Alberta) and other applicable human rights legislation. Offences including violence, harassment and discrimination, will be addressed with the appropriate corrective action.
As an equal opportunity employer, we are committed to impartial and unbiased hiring practices. The best qualified person will be hired, without discrimination. Where possible, we will accommodate differences when special measures are required. Opportunities for advancement provide employees the chance to develop and progress within our organization. Every effort to avoid favouritism will be taken.
We conduct and pursue business opportunities in a fair and equitable manner, adhering to proper business practices and legal requirements at all times and reporting improper practice when detected. All transactions are made honestly and objectively including but not limited to: requests for proposals, auditing, performance reviews, and business and employment competitions. Business is awarded solely on merit, so that we can be assured the quality and cost of products and services is passed on to our customers. Relevant Policies and Procedures FN.7.1.1 Price Solicitation Procedures FN.8.1.1 Professional Services Procedures FN.12.1.1 Signing Authority – Revenue Generating, Expenditure and Other
Contracts/Agreements Procedures HR.4.5 Discrimination – Education Policy HR.4.6 Discrimination – Employee and Student Recourse Policy HR.4.8.1 Nepotism Procedures HR.5.1 Recruitment and Selection Policy HR.5.1.3 Recruitment and Selection – Employment Equity Procedures HS.1.2 Prevention of Violence and Harassment Policy Q: One of my co-workers always gets funding to go to seminars and I have never had an opportunity to go. I feel this is unfair, what can I do? A: SAIT is committed to fair and impartial treatment. You should make it known to your immediate supervisor, Human Resources, or call the SAIT Ethics Hotline so the situation may be handled appropriately. Q: We are looking for a contractor to provide cleaning services. May I hire my relative for the contract to save time instead of collecting estimates from different companies? A:
No, in order to ensure the best cost to SAIT, you should collect proposals from different companies. Furthermore, if your relative wishes to submit a proposal you should disclose to your supervisor that you might be facing a conflict of interest and remove yourself from the selection process. 6 Integrity We carry out SAIT business with honesty, integrity and due diligence. We honour commitments, are accountable for our actions, and follow through on promises and agreements.
Our honesty and integrity are demonstrated when we abide by standards of good faith and trustworthiness, and adhere to the highest ethical standards. A high standard of professional and personal integrity must be present in all interactions. We strive to avoid any instances where judgement or impartiality may be compromised, such as accepting gifts, personal loans, entertainment, hospitality or other considerations outside the scope of accepted business courtesies.
We exercise a high degree of attention and care to required or expected documentation. We define due diligence as our responsibility to investigate and identify business and legal issues, and consider all risks prior to embarking on a course of action or conduct. We define due care as our responsibility to respond appropriately to findings arising from our practice of due diligence. Commitment We keep all individual and collective agreement obligations. In other words, we do what we say we will do and carry out all of our commitments and promises.
We are accountable and able to answer for our conduct, obligations and choices. Each individual has a personal obligation to guide and judge his or her personal behaviour in accordance with SAIT’s values and principles. SAIT holds its Employees and Others personally accountable for their behaviour, celebrating their successes and working with them to address and correct actions that are not consistent with our ethical standards.
AC.4.2
Research Integrity Policy ER 3.1
Gift Acceptance Policy HR.2.3
Management Obligations Policy HR.2.3.1 Board/Employee Relations – AUPE and SAFA Procedures HR.3.2
Public Service Leave Policy HR.3.2.1 Public Service Leave Procedures HR 4.1.1 Outside Employment Procedures HR.4.2.1 Procedures for Ethical Conduct HR.4.4.1 Corrective Action Procedures Q:
A supplier who is bidding on a contract is offering me tickets to the Grey Cup. What should I do? A: Accepting the Grey Cup tickets could potentially impact your impartiality in the selection process. It is essential that you remain unbiased and therefore you must decline the offer. Q: I am thinking of seeking political office. What obligations or restrictions should I be aware of as a SAIT employee? A: SAIT recognizes your right to seek political office and to serve on civic or government boards. However, SAIT is politically neutral and does not align itself with any political party. You must ensure that your personal political views are not misrepresented as SAIT’s views. Additionally, you must not identify yourself as a SAIT employee in campaign literature. 7 Respect
We respect the dignity and human rights of people. We provide a safe environment where people can speak freely. We enhance human development in the workplace, the marketplace and the community.
We value the pride and esteem of all people and recognize the freedom, right to justice and equality of all individuals. As members of the SAIT educational community, we are responsible for the respect of all people, and for contributing to the highest possible quality learning environment.
We respect the right to speak or act without unreasonable or unlawful restriction or interference. The expression of constructive opinions is encouraged; no member of our community will suffer adverse consequences for offering reasonable and constructive opinions in good faith. As a post-secondary learning institution, we respect academic freedom. However, this freedom should not diminish the dignity or human rights of any person.
We respect the growth and advancement of people, recognizing that personal professional development is critical to our success. We employ an objective Performance Planning and Review system which assists employees in improving their job performance by establishing performance objectives. As an organization that values people, innovation and lifelong learning, we encourage employees to pursue developmental activities. Programs and funding are available to employees who wish to develop their knowledge while contributing to the success of their department and of SAIT.
AC.4.4
Human Research Policy AC.4.4.1 Research Requiring Ethics Review Procedures HR.2.2.1 Institutional Professional Development Procedures HR.2.2.2 Professional Development Fund – Faculty Procedures HR.2.2.3 Professional Credential Enhancement Procedures HR.4.2.1 Procedures for Ethical Conduct HR.4.4
Performance Management Policy HR.7.1
Freedom of Speech Policy Q:
My supervisor often yells at me in front of my co- workers which makes me feel embarrassed and upset. What can I do? A:
Any form of disrespect to anyone in the SAIT community is unacceptable. SAIT is committed to providing a safe forum for staff to voice their concerns. In this case, since you probably don’t feel comfortable going to your immediate supervisor, contact Human Resources or call the SAIT Ethics Hotline at 1-800-661-9675 to remain anonymous. Q:
I am conducting a research study which involves students. Are there any ethical concerns I should be aware of? A: Respect for the dignity and well-being of human research participants is the cardinal principle of modern research. All research proposals involving human participants must be submitted for ethics review to the SAIT Research Ethics Board (REB). The REB reviews and approves proposals, and investigates any reports of unforeseen risks occurring during the research that jeopardize the participants. 8 Safety
We foster positive health practices and ensure safe, secure and environmentally sound working and learning environments. Health, Safety and Security We encourage positive health practices and strive to protect all Employees and Others, students and visitors from health, safety and security risks. Our Health, Safety and Environmental Policy and Health, Safety and Environmental System meet or exceed the requirements of applicable health, safety and environmental legislation and regulations. All Employees and Others are responsible for the influence and care that he or she may have over the physical, social and mental well-being of other members of the SAIT community. Confidential and professional assistance is available to employees and family members who experience personal problems that impact their daily lives and job performances through the SAIT Employee and Family Assistance Program.
We promote protection of the natural environment by meeting or exceeding current environmental law. Environmentally sound practices should be used to reduce energy and resource consumption, waste production and the impact on the environment. We continually strive for excellence in conservation and efficiency in a socially responsible and lawful manner. SAIT Employees and Others are expected to use the physical property and information resources provided by SAIT for the purposes for which they were intended in a safe, effective and efficient manner. Use of materials is subject to copyright and intellectual property laws, and SAIT’s Intellectual Property Policy. Relevant Policies and Procedures AC.2.11.1 Intellectual Property Procedures AC.2.12 Copyright Clearance Policy FM.1.1
Use of SAIT Tools, Equipment and Workspace Policy FM.1.2
Institute Facilities, Tools, Equipment and Workspace Policy HR.1.1
Employee and Family Assistance Program Policy HR.2.3
Management Obligations Policy HR.4.2.1 Procedures for Ethical Conduct HS.1.1
Occupational Health Safety and Environment Policy HS.1.1.1 Occupational Health Safety and Environment System Procedures
Q: I nearly slipped on an icy sidewalk outside my building. What can I do to report this? A:
Dealing with icy sidewalks is a shared responsibility. The SAIT Facilities Management Department clears 27 km of sidewalks starting with high traffic areas at 4:00 am. Keeping this in mind, ensure that you are extra careful, take your time, have the proper foot wear, and are not distracted or carrying too much. If, however, you feel there is a danger to yourself or others, call the SAIT helpline immediately to report it. Q: There are some strong indications that my co- worker may have a substance abuse problem, should I do something about this? A: Yes, it is your responsibility to report this. Doing nothing only enables the problem and puts your co-worker, yourself and others at risk of possible harm. It would be best to talk to your co-worker, and encourage them to seek assistance. But if you’re not comfortable doing so, or if there are physical safety issues involved, speak with a supervisor and explain your concerns.
9 Transparency We conduct our work and communicate in a truthful and open manner; we disclose information in a timely way, respecting confidentiality and privacy. We engage in transparent accounting and financial reporting.
We value honest, frank and sincere communications. We expect all work to clearly and accurately represent the facts, and reflect the true nature of the activity. Dishonest reporting or questionable transactions will not be tolerated. Timely Disclosure We share information at the right or appropriate time, voluntarily and in compliance with all applicable legal requirements and SAIT policies and procedures. Our policies dictate that all potential conflict of interest situations in which your personal interests may conflict with the interests of SAIT must be disclosed to the employer.
We respect the privacy of personal information and are committed to compliance with applicable federal and provincial privacy legislation. We maintain the confidentiality of competitive and proprietary information received in the course of business and do not use that information for personal gain.
We engage in generally accepted accounting principles as applied in Canada, accurately report financial information, and operate in compliance with the relevant legal requirements. We are legally responsible and accountable for the information we present to SAIT stakeholders, and ensure that due care is exercised when recording transactions. Accounting and other non-financial transactions will be audited periodically to ensure the adequacy and effectiveness of SAIT’s systems.
AD 1.1
Freedom of Information and Protection of Privacy (FOIP) Policy AD.1.5.1 Internal Audit Procedures HR.4.2.1 Procedures for Ethical Conduct HR 4.3.1 Release of Employee Information Procedures Q:
I do not work in the finance department, so I don’t have to concern myself with transactions, do I? A: Transactions are not only financial, but may also include evaluations, audits, exchanges, interactions, programs, policies, procedures, or communications. Q:
I became suspicious the other day when I made a purchase and the sale didn’t appear to be rung into the cash register. To whom do I report this?
A: This is a good example of a questionable transaction that you should report. You can speak to Human Resources regarding your concern to find out the appropriate department to contact. If you wish to remain anonymous please use the SAIT Ethics Hotline or website to report your suspicion. Ethics FIRST 1301 – 16 Avenue NW • Calgary, Alberta, Canada T2M 0L4 • www.sait.ca Yüklə 0,61 Mb. Dostları ilə paylaş:
|