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Ethics Training

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					Ethics Training



                  1
            What is the Code of Ethics?


•   Enables SEIU to meet our ethical challenges

•   Give SEIU members, leaders and staff belief in SEIU’s
    commitment to achieve the highest ethical standards

•   Hold officers and managers accountable

•   Promote the mission of justice for all

•   Adopted by the delegates of the 2008 SEIU International
    Convention
                                                          2
             What Does the Code Do?

•   Promotes a culture that supports the highest ethical
    standards
•   Establishes a system of accountability
                               3
•   Provides appropriate checks and balances

•   Minimizes the opportunity for misuse or abuse in union
    spending and decision-making authority

•   Supports transparency

•   Safeguards our members’ trust
                                                           3
           Who is Subject to the Code?

•   Local officers on policy making boards (or councils)

•   International board members

•   Local management staff

•   International management staff




                                                           4
1)   An employer at a SEIU worksite is pleased with the way the recent contract
     was negotiated and sends the chairperson of the Union Bargaining
     Committee $300 worth of Starbucks cards to thank her. What should the
     Union Representative do with the gift cards?




 A. Since they are minimal value, the organizer can keep them.

 B. The organizer should put them towards some coffee for the next
    members’ meeting.

 C. The chairperson must return the Starbucks cards.

 D. The organizer is free to do what she/he likes, provided that they report the
    receipt of the gift to the Ethics Liaison.


                                                                       5
1)   An employer at a SEIU worksite is pleased with the way the recent contract
     was negotiated and sends the chairperson of the Union Bargaining
     Committee $300 worth of Starbucks cards to thank her. What should the
     Union Representative do with the gift cards?




 A. Since they are minimal value, the organizer can keep them.

 B. The organizer should put them towards some coffee for the next
    members’ meeting.

 C. The chairperson must return the Starbucks cards.

 D. The organizer is free to do what she/he likes, provided that they report the
    receipt of the gift to the Ethics Liaison.


                                                                       6
                         Feedback
•   Members must have absolute trust in the honesty of all SEIU
    dealings with vendors and employers.

•   To avoid such breaches of trust or the appearances of
    impropriety (that is, giving the impression of acting
    improperly without necessarily acting improperly), officers
    and managerial employees of SEIU are prohibited from
    accepting personal payments or gifts from any employer that
    engages in collective bargaining with SEIU or its Affiliates
    (unless the value of the gifts is minimal).

•   A gift worth $300 is not of minimal value and should be
    declined.
                                                              7
2) What kind of work-related decisions can officers, managers,
   and supervisors make that involve a relative or employee with
   whom he or she has a personal relationship?



  A. Wages and benefits

  B. Hours of work and assignments

  C. Evaluations and training

  D. None of the above



                                                         8
2) What kind of work-related decisions can officers, managers,
   and supervisors make that involve a relative or employee with
   whom he or she has a personal relationship?



  A. Wages and benefits

  B. Hours of work and assignments

  C. Evaluations and training

  D. None of the above



                                                         9
                              Feedback

•   SEIU does not prohibit the employment of qualified relatives of current
    officers and employees, or of individuals with whom an employee is having
    a romantic or intimate personal relationship.

•   However, the existence of such relationships may lead to problems
    including favoritism or the appearance of favoritism.

•   Officers, managers and supervisors may not make work-related decisions
    involving their relative or employee with whom they have a personal
    relationship even if they do not directly supervise that person.

•   This prohibition includes decisions about hiring, wages, hours, benefits,
    assignments, evaluations, training, discipline, promotions and transfers.


                                                                      10
3) Can a manager and staff member in the same department
   have a romantic relationship?



A. So long as the manager is not supervising the employee.

B. So long as the manager doesn’t try to influence the
   employee’s rate of pay.

C. So long as the manager doesn’t become involved in any of
   the employee’s work related issues.

D. All are correct.



                                                         11
3) Can a manager and staff member in the same department
   have a romantic relationship?



A. So long as the manager is not supervising the employee.

B. So long as the manager doesn’t try to influence the
   employee’s rate of pay.

C. So long as the manager doesn’t become involved in any of
   the employee’s work related issues.

D. All are correct.



                                                         12
                          Feedback

•   Relatives and employees who have personal relationships
    may work in the same department as long as they do not have
    a direct reporting or supervisor-to-subordinate relationship.

•   Officers, managers and supervisors may not make work-
    related decisions involving their relative or employee with
    whom they have a personal relationship even if they do not
    directly supervise that person.

•   This prohibition includes decisions about hiring, wages, hours,
    benefits, assignments, evaluations, training, discipline,
    promotions and transfers.
                                                           13
4) Doug, a manager in SEIU Local 622, has an exciting opportunity to
   get in on the ground floor of a business that sells Union tee-shirts,
   mugs, and buttons. Doug provides over half of the start-up capital
   for the business. One of the main clients that the business expects
   is SEIU Local 622. Is Doug allowed to invest in this business, and if
   so, is he under any restrictions?



A. Yes, and he doesn’t need to disclose it as long as he isn’t the sales
   rep to the Union.

B. Yes, but the Local must give him permission first.

C. Yes, he can invest so long as he does not participate in any decision
   by the Local to purchase items from the business.

D. No.
                                                                14
4) Doug, a manager in SEIU Local 622, has an exciting opportunity to
   get in on the ground floor of a business that sells Union tee-shirts,
   mugs, and buttons. Doug provides over half of the start-up capital
   for the business. One of the main clients that the business expects
   is SEIU Local 622. Is Doug allowed to invest in this business, and if
   so, is he under any restrictions?



A. Yes, and he doesn’t need to disclose it as long as he isn’t the sales
   rep to the Union.

B. Yes, but the Local must give him permission first.

C. Yes, he can invest so long as he does not participate in any
   decision by the Local to purchase items from the business.

D. No.
                                                                15
                                Feedback
•   The assets and funds of SEIU are held in trust for the benefit of the
    membership.
•   The membership needs to have confidence that those assets and funds are
    spent properly.
•   Officers and managerial employees are prohibited from participating in or
    trying to influence any decisions between SEIU and a firm that they own or
    in which they hold a substantial financial interest.
•   A substantial ownership refers to any interest that is (a) a significant part of
    their financial well-being or (b) large enough to influence the business
    decisions.
•   In this case, Doug’s investment is large enough to enable him to influence
    the decisions of the business.
•   Therefore, he should not participate in or try to influence the Local’s
    decisions to purchase items from the business.

                                                                          16
  5) Kris, a member of Local 333’s accounting staff, notices that
     $10,000 is being transferred monthly by her supervisor to an
     account she does not recognize. She does not see the transfers
     showing up on reports to the Secretary-Treasurer. Kris is
     concerned that these payments have not been approved but is
     afraid to raise it with her supervisor because she’s worried about
     losing her job. What should she do:


A. Contact the Ethics Liaison or the Ethics Ombudsperson to raise her
   concerns.

B. Nothing, because there is no guarantee that she won’t lose her job.

C. Nothing, because her supervisor can retaliate with bad performance
   evaluations and there is no protection against that.

D. Begin an investigation because she can’t go to the Ombudsperson unless
   she knows, without a doubt, that there is illegal activity.
                                                                      17
  5) Kris, a member of Local 333’s accounting staff, notices that
     $10,000 is being transferred monthly by her supervisor to an
     account she does not recognize. She does not see the transfers
     showing up on reports to the Secretary-Treasurer. Kris is
     concerned that these payments have not been approved but is
     afraid to raise it with her supervisor because she’s worried about
     losing her job. What should she do:


A. Contact the Ethics Liaison or the Ethics Ombudsperson to raise her
   concerns.

B. Nothing, because there is no guarantee that she won’t lose her job.

C. Nothing, because her supervisor can retaliate with bad performance
   evaluations and there is no protection against that.

D. Begin an investigation because she can’t go to the Ombudsperson unless
   she knows, without a doubt, that there is illegal activity.
                                                                      18
                        Feedback

•   SEIU encourages all employees to bring to the attention of
    the Union any questions or concerns that the Ethics Code
    may have been violated.

•   The Code expressly prohibits retaliation against employees
    for making good faith complaints, reports or inquiries.

•   Kris should raise her concerns with the Ethics Liaison for her
    local or with the Ethics Ombudsperson and include her fear of
    retaliation.


                                                         19
6) Under the Code of Ethics, there are rules about hiring, supervising,
    and work-related decisions involving those having an ongoing
    romantic or intimate personal relationship. In the Code, what is the
    definition of a “personal relationship?”


 A. A personal relationship includes dating, living together, or being a
    significant other, and applies to heterosexual, gay, and lesbian
    relationships.

 B. A personal relationship is only defined as a heterosexual, gay or lesbian
    relationship that has the legal status of marriage or civil union.

 C. The definition of “personal relationship” only applies to those
    heterosexual, gay, or lesbian couples who are living together.

 D. The definition of “personal relationship” does not apply to couples who
    have just been dating.
                                                                           20
6) Under the Code of Ethics, there are rules about hiring, supervising,
    and work-related decisions involving those having an ongoing
    romantic or intimate personal relationship. In the Code, what is the
    definition of a “personal relationship?”


 A. A personal relationship includes dating, living together, or being a
    significant other, and applies to heterosexual, gay, and lesbian
    relationships.

 B. A personal relationship is only defined as a heterosexual, gay or lesbian
    relationship that has the legal status of marriage or civil union.

 C. The definition of “personal relationship” only applies to those
    heterosexual, gay, or lesbian couples who are living together.

 D. The definition of “personal relationship” does not apply to couples who
    have just been dating.
                                                                          21
                          Feedback
•   “Personal relationship” means an ongoing romantic or
    intimate personal relationship that may include dating, living
    together, or being a significant other.
•   This applies to heterosexual, gay and lesbian relationships.
•   Giving relatives or personal relations special treatment, and
    even creating the impression of special treatment, conflicts
    with our principles and our duty to conduct the business of
    SEIU without favoritism.




                                                            22
7) How should a gift of minimal financial value to an
   officer or manager from a business or professional firm
   that does business with the Union be handled?


  A. It should be returned, or if perishable, placed in a
     common area for staff.

  B. It should be shared with members.

  C. It must be returned; if that is not an option, it must be
     discarded.

  D. Officers and managers are free to keep gifts of minimal
     financial value.


                                                            23
7) How should a gift of minimal financial value to an
   officer or manager from a business or professional firm
   that does business with the Union be handled?


  A. It should be returned, or if perishable, placed in a
     common area for staff.

  B. It should be shared with members.

  C. It must be returned; if that is not an option, it must be
     discarded.

  D. Officers and managers are free to keep gifts of
     minimal financial value.


                                                            24
                        Feedback
•   Members must have absolute trust in the honesty of all
    SEIU dealings with vendors and employers.

•   To avoid such breaches of trust or the appearances of
    impropriety (that is, giving the impression of acting
    improperly without necessarily acting improperly),
    officers and managerial employees of SEIU are
    prohibited from accepting personal payments or gifts
    from any employer that engages in collective
    bargaining with SEIU or its Affiliates (unless the value
    of the gifts is minimal).

•   In this case, the gift is of minimal value, so this rule is
    not triggered.
                                                            25
 7) SEIU International is looking for bids on new office furniture. Matt,
     the Purchasing Manager, would like to give his sister’s new
     company a chance to bid on the contract. To help her come up
     with a bid, he tells his sister how much has been budgeted for the
     furniture. His sister submits a bid lower than the budget. If it is
     the lowest bid, can Matt accept the bid?


A. Yes, because letting her know what the budget was didn’t give his
   sister an advantage because she still had to submit a bid.

B. No, because Matt may not participate in decisions involving the
   Union’s relations with a firm in which his sister has a substantial
   ownership or financial interest.

C. Yes, because the bid was the lowest.

D. No, because his sister owns the company and the Local can’t do
   business with a company owned by a relative.
                                                                         26
 7) SEIU International is looking for bids on new office furniture. Matt,
     the Purchasing Manager, would like to give his sister’s new
     company a chance to bid on the contract. To help her come up
     with a bid, he tells his sister how much has been budgeted for the
     furniture. His sister submits a bid lower than the budget. If it is
     the lowest bid, can Matt accept the bid?


A. Yes, because letting her know what the budget was didn’t give his
   sister an advantage because she still had to submit a bid.

B. No, because Matt may not participate in decisions involving the
   Union’s relations with a firm in which his sister has a substantial
   ownership or financial interest.

C. Yes, because the bid was the lowest.

D. No, because his sister owns the company and the Local can’t do
   business with a company owned by a relative.
                                                                     27
                             Feedback

•   SEIU does not prohibit the hiring of qualified vendors that are owned by or
    employ relatives of SEIU employees, or those with whom an employee is
    having a personal relationship.

•   However, employees may not enable family and personal relationships to
    influence professional interactions with vendors or potential vendors. The
    existence of such relationships may lead to problems, including favoritism
    or the appearance of favoritism.

•   Giving relatives of personal relations special treatment, or even giving the
    appearance of special treatment, is not acceptable.

•    Therefore, Matt should not participate in any decisions involving SEIU’s
    relations with his sister’s firm.

                                                                      28
8) Brenda is the Purchasing Manager for Local 622. She
    starts to have a relationship with a sales representative for
    the travel company that the Local uses. At what point does
    she have to report the relationship to the Ethics Liaison?



 A. When she thinks it is becoming serious.

 B. If it is going on over a month.

 C. If it ends badly.

 D. As soon as they begin dating.


                                                               29
8) Brenda is the Purchasing Manager for Local 622. She
    starts to have a relationship with a sales representative for
    the travel company that the Local uses. At what point does
    she have to report the relationship to the Ethics Liaison?



 A. When she thinks it is becoming serious.

 B. If it is going on over a month.

 C. If it ends badly.

 D. As soon as they begin dating.


                                                               30
                     Feedback

To ensure that she is in compliance with the Code,
Brenda must disclose any relationship that may give rise
to a conflict of interest to her Local’s Ethics Liaison (who
serves as the Local’s resource for ethics questions or
concerns) or to the Ethics Ombudsperson (who is part of
SEIU Legal Department) as soon as the relationship
begins.




                                                        31
9) Jason, Local 333’s attorney, is having problems with his personal
   computer hooking up to the sound system at his house. He convinces
   Claire, one of the IT managers at the Union, to leave work a couple hours
   early and stop at his house on the way home to look at his computer.
   Claire’s department relies on Jason for resolving many of their issues
   around contracts and she doesn’t want to alienate him, so she agrees
   to do so. Have Claire and Jason violated the Code?

A. Neither one has violated the Code since Claire is doing Jason a favor.

B. Claire has violated the Code because she agreed to do the job, but Jason
   did not since he only requested it.

C. Yes. Jason is not allowed to make use of Claire’s time for personal use,
   and Claire must conduct herself in manner consistent with her fiduciary
   responsibility to SEIU members.

D. Jason violated the Code because he is not allowed to use Claire’s time for
   personal use, but Claire has not since she needs Jason’s goodwill to get
   her job done.                                                         32
9) Jason, Local 333’s attorney, is having problems with his personal
   computer hooking up to the sound system at his house. He convinces
   Claire, one of the IT managers at the Union, to leave work a couple hours
   early and stop at his house on the way home to look at his computer.
   Claire’s department relies on Jason for resolving many of their issues
   around contracts and she doesn’t want to alienate him, so she agrees
   to do so. Have Claire and Jason violated the Code?

A. Neither one has violated the Code since Claire is doing Jason a favor.

B. Claire has violated the Code because she agreed to do the job, but Jason
   did not since he only requested it.

C. Yes. Jason is not allowed to make use of Claire’s time for personal
   use, and Claire must conduct herself in manner consistent with her
   fiduciary responsibility to SEIU members.

D. Jason violated the Code because he is not allowed to use Claire’s time for
   personal use, but Claire has not since she needs Jason’s goodwill to get
   her job done.                                                         33
                          Feedback
•   Officers and managerial employees may not take any funds or
    other property belonging to SEIU or divert any union funds or
    property to the individual’s personal use or advantage.

•   A “couple of hours” of Claire’s time , paid for by the Union, is
    the property of the Union that should be used for the benefit of
    the Union and its members.

•   Both Jason and Claire violated the Code by diverting Claire’s
    work time to Jason’s personal advantage.




                                                            34
10) Joe, an Internal Organizing Supervisor, is invited to weekly
    lunches in the hospital cafeteria by Bob, the Labor Relations
    Manager at the SEIU represented hospital. Joe’s lunch selections
    always come to less than $20. If the hospital pays, can Joe
    accept the lunches under the Code?



 A. No, the hospital is an employer of the SEIU members and
    the value of the meals over the year is more than minimal.

 B. Yes, the value of the meals is minimal.

 C. Yes, because the hospital is not a vendor of the Union.

 D. No, because Joe can never accept any meals from an SEIU
    employer.
                                                              35
10) Joe, an Internal Organizing Supervisor, is invited to weekly
    lunches in the hospital cafeteria by Bob, the Labor Relations
    Manager at the SEIU represented hospital. Joe’s lunch selections
    always come to less than $20. If the hospital pays, can Joe
    accept the lunches under the Code?



 A. No, the hospital is an employer of the SEIU members
    and the value of the meals over the year is more than
    minimal.

 B. Yes, the value of the meals is minimal.

 C. Yes, because the hospital is not a vendor of the Union.

 D. No, because Joe can never accept any meals from an SEIU
    employer.
                                                              36
                          Feedback
•   Members must have absolute trust in the honesty of all SEIU
    dealings with vendors and employers.

•   To avoid such breaches of trust or the appearances of
    impropriety (that is, giving the impression of acting improperly
    without necessarily acting improperly), officers and managerial
    employees of SEIU are prohibited from accepting personal
    payments or gifts from any employer that engages in collective
    bargaining with SEIU or its Affiliates (unless the value of the
    gifts is minimal).

•   The value of Joe’s meals over the year is not minimal; thus he
    should decline the lunches.



                                                           37
11) Sarah is a supervisor of field representatives at Local 622. Her sister-in-
    law, Elaine, applies for a posted position that reports to Sarah. Elaine
    goes through the same process as other applicants. Can Sarah hire her
    sister-in-law if she feels that, after the process, Elaine is the most qualified
    applicant?



    A. No, the Code prohibits supervisors from making hiring decisions
       about in-laws.

    B. Yes, hiring a sister-in-law is not prohibited.

    C. Yes, as long as she discloses the relationship to the Ethics Liaison.

    D. No, under the Code relatives cannot be hired by any department of
       the Local.



                                                                         38
11) Sarah is a supervisor of field representatives at Local 622. Her sister-in-
    law, Elaine, applies for a posted position that reports to Sarah. Elaine
    goes through the same process as other applicants. Can Sarah hire her
    sister-in-law if she feels that, after the process, Elaine is the most qualified
    applicant?



    A. No, the Code prohibits supervisors from making hiring
       decisions about in-laws.

    B. Yes, hiring a sister-in-law is not prohibited.

    C. Yes, as long as she discloses the relationship to the Ethics Liaison.

    D. No, under the Code relatives cannot be hired by any department of
       the Local.



                                                                         39
                              Feedback
•   SEIU does not prohibit the employment of qualified relatives of current
    officers and employees, or of individuals with whom an employee is
    having a romantic or intimate personal relationship.

•   However, officers, managers may not make any hiring decisions about
    their relatives or attempt to influence hiring decisions made by others.

•   Relatives falling under this prohibition include in-laws, as well as foster
    or step relations, or any member of the employee’s household.

•   The only exception to this rule requires the head of a department or
    program and the Director of Human Resources to approve the hiring in
    writing.

•   Since Sarah presumably has not gone through this process, she may
    not hire Elaine.
                                                                        40
12) John is accused of violating the Code of Ethics. He knows he
    did nothing wrong, but an investigation is launched. John is
    very busy and decides he does not have time to cooperate with
    the investigation. What happens now?



A. He may not have a hearing.

B. The police will be called.

C. John can be charged with another Code violation because
   failure to cooperate with an investigation is in itself a violation.

D. All are correct.


                                                                  41
12) John is accused of violating the Code of Ethics. He knows he
    did nothing wrong, but an investigation is launched. John is
    very busy and decides he does not have time to cooperate with
    the investigation. What happens now?



A. He may not have a hearing.

B. The police will be called.

C. John can be charged with another Code violation because
   failure to cooperate with an investigation is in itself a
   violation.

D. All are correct.

                                                          42
                  Feedback


Because SEIU must maintain the highest ethical
standards, failure to fully cooperate with an
investigation of an alleged violation of the Code is a
separate violation of the Code in itself.




                                                     43
13) The Ethics Liaison is:


A. A person at the International who is responsible for
   Union-wide ethics training.

B. A person who decides on discipline for Code violators.

C. A person who is responsible for holding hearings.

D. A person at the Local who provides ethics advice and
   training.



                                                          44
13) The Ethics Liaison is:


A. A person at the International who is responsible for
   Union-wide ethics training.

B. A person who decides on discipline for Code violators.

C. A person who is responsible for holding hearings.

D. A person at the Local who provides ethics advice
   and training.



                                                          45
                      Feedback
•   The Ethics Liaison of the Local or Affiliate plays a
    critical role in SEIU’s ethics program.

•   Each SEIU Local and Affiliate will have an Ethics
    Liaison who serves as a primary point of contact for
    ethics inquiries, advice and training.

•   Local leaders and staff are encouraged to speak with
    their Liaison if they have ethical questions, concerns or
    suggestions for strengthening and promoting ethical
    practices in their Local.



                                                           46
Ethics Training



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