Code of Ethics

Code of Ethics - Asian College of Teachers

Integrity

Honesty, sincerity and integrity are pre-requisites for the staff members to possess to work for Asian College of Teachers.

All staff members in the organization must showcase integrity, honesty and fairness while dealing in all kinds of business, academic (including research), professional and personal relationships. Staff members must refrain from providing any confidential information or make any statement, knowingly or unknowingly, whichmay be misleading, false or deceptive to a colleague, client of the College, or the general public.

College staff members must follow the terms and conditions of their employment contract and have clear background records. They must refrain from indulging in any unlawful activity and must never agree to such matters if advised, instructed or encouraged by anyone; they must report the matter to a line manager immediately.

Conflicts of interest

The College staff must not have any financial interest or any such motive while performing their duties that might be regarded as being in conflict or prove to be incompatible with their integrity and objectivity. Credibility of information and action in relation to College activities are needed for both external and internal parties. Credibility and accountability is a requirement that the college management expects at all substantive levels in information and activities of its entire staff. The college management will remain discreet when it comes to showcasing professionalism within the bounds of commercial confidentiality, and chooses to remain independent in fact as well as appearance. Hence, College staff members must avoid any kind of unwanted situations which may compromise with their integrity and objectivity. This includes:

• watching out for any undue benefits or preferential treatment meted out to them in the course of their employment thereby affecting their judgement or objectivity
• being mindful that the College facilities or property, information or resources are not misused in any form and always serve in the best interests of the College community
• guarding against conflicts of interest arising from inappropriate financial involvement and personal relationships.

The Interests of ACT and the broader community

Like other organizations, the College too has staff belonging from diverse ethnic and cultural backgrounds performing differing roles and functions within the College and even sometimes complex relationships within the College community. Hence, to function fairly and effectively, of such a community, respectful behavior is expected from the staff that respects the dignity and privacy of others around them, and supports fair dealing representing both in action and perception.

The College community can only effectively function with mutual respect of individuals co-existing within the diverse community and with its broad clientele, in an environment that is characterised by co-operation, collegiality, impartiality, equity, and financial responsibility.

The staffshall be responsible for their actions related to social and financial aspects byascertaining their personal standards and those of the other staff for whom they are responsible and possess complete knowledge of how these standards may conflict with tasks they ask others (or themselves are asked) to do.

This must reverberate the College's strategic intentions that believe that the College isresponsible to both its stakeholders and the broader community.

Confidentiality

College staff must not disclose any confidential information that they acquire in the course of their work to a colleague, client of the College or any third party without the authority to do so or unless such use or disclosure is:

• in the normal course of business within the College, or
• there is a legal or professional duty to disclose the information

The staff may obtain confidential information in the span of their employment which maybe about other staff/s, students, College business or other information that are otherwise deemed as confidential. Staff must ensure that such confidential information is not disclosed to third parties except when they have obtained consent from the College or from the other party when there is a responsibility to fulfill.

If any doubt arises in the staff members regarding the disclosure of any confidential information, then they can get it clarified from their immediate superior. If the confusion persists, they must consult the higher authority within the College, and/or the College's legal advisors.

College staff at all levels must inform all those working with them, for whom they are responsible, about the confidential nature of relevant information acquired by them in their work and that they must maintain the confidentiality of such information.

With such confidential information in their knowledge, staff members must not use or seem to use such information for any advantage for themselves or a third party.

Fair and authentic dealing – objectivity

College staff members must be free from any kind of prejudice and showcase fairness and unbiased attitude while on the job related to academic, research, administrative, business or management matters. The College emphasizes its staff to maintain impartial attitudes, particularly in terms of the equity of vulnerable individuals (including colleagues) or groups.

The College staff members have to abide by the objectivity laid down by the College and if anyone found guilty of being dishonest, prejudiced, showcasing conflict of interest or bias, misusing a College position for personal gain (financial or otherwise), then automatically that staff member fails to meet the test of objectivity.

The 'reasonable person' test determines whether a staff member’s behavior can be termed as objective. This is usually conducted by a reasonable colleague, who is aware of all the facts and circumstances, that will help to come to the conclusion if the staff member has acted properly and impartially.

Gifts, generosity and hospitality

Gifts, generosity or hospitality which are not regular and of minimal value, used for promotional purposes by the donor and seen as generally accepted commercial practice (such as a business lunch), may be accepted. Gifts, generosity or hospitality which exceed a nominal amount, must be notified to the staff member's reporting manager and must not be accepted if in the view of the reporting manager the acceptance of the gift or gratuity would in any way defy objectivity and be seen by all as likely to influence the staff member in their official capacity. Gifts, generosity or hospitality offered as an inducement to influence a staff member to avail the goods or services is not acceptable. Staff members should not be accepting gifts of money.

Ethical behaviour

ACT staff members should conduct themselves in a manner which is consistent with the ACT’sethics, reputation, and practices for which it was created. Any kind of misconduct which can bring discredit to ACT must be avoided by the staff members.It is important that colleagues, students and the wider community be satisfied that ACT staff members act fairly, honestly and in good faith. Any misleading, false or deceptive statements are in no way accepted. The character of staff members will be judged on the basis of their conduct, real or apparent.

Index of personal ethical behaviour

• You are expected not to allow dishonesty, personal prejudice or bias to influence your conduct during your employment.
• You should not accept gifts, generosity or hospitality if those compromise your objectivity.
• Your actions should be fair, authentic and trustworthy.
• You should avert actual or perceived conflicts of interest.
• You should not issue a statement which is misleading, false or deceptive.
• You should conduct yourself with care and skill, and ensure your actions do not conflict with the requirements of integrity and neutrality of ACT.
• You should not use confidential or other information for personal advantage or for the advantage of another.