Code of Ethics
The below is taken directly from our company policy manual:
1. This policy statement applies to all employees, whether part-time, full-time, temporary hire or dealer. It is a guide to ethical practices in working with customers, suppliers, the public and each other. No statement of policy, law or regulation can cover every ethical question that may arise; your own personal integrity and good judgment are the best guides to ethical and responsible conduct.
2. Business practices: Honesty, fairness and obeying the law:
- Earn business acquaintances’ trust: The Council on Alcohol and Drugs’ reputation for integrity is tested every day by the way we treat those who seek our assistance. Honesty, fairness and keeping commitments must be hallmarks of the way we do business. Ensure that commitments are honored and that all customers receive the highest quality service that we can provide.
3. Present The Council on Alcohol and Drugs truthfully:
- Communication with our business acquaintances should reinforce a sense of trust in The Council on Alcohol and Drugs. “Honesty is our best policy.”
4. Ensure data integrity:
- Pricing information, employee files and other corporate data should meet a single standard of complete integrity. All record keeping processes shall uphold this standard.
- Ensure company records are scrupulously accurate, fully documented and conform to the highest standards of professional practice. Such records should be complete, current and properly recorded.
5. Safeguard confidential information:
- Some employees may have access to personal and private information about business acquaintances, employees and the company. Maintaining trust requires we protect the confidentiality of this information.
- Information about business acquaintances’ individual situations is confidential. Disclosure to outside sources should be only on a professional need-to-know basis. Disclosure to outsiders, except to comply with legal requirements, is not only unethical but in some cases may be illegal.
- Information in employees’ personnel and benefits records is sensitive and private. Treat all information as confidential, disclosing only on a business need-to-know basis.
6. Some helpful guidelines follow and are expected to be adhered to:
“Is it legal?”
- Will I be violating either civil law or company policy?
“Is it balanced?”
- Is it fair to all concerned in the short term as well as the long term? Does it promote win-win relationships?
“How will it make me feel about myself?”
- Will it make me proud?
- Would I feel good if my decision was published in the newspaper?
- Would I feel good if my family knew about it?
“There is no pillow as soft as a clear conscience.”
(John Wooden, Former UCLA basketball coach)