SBEA Code of Conduct & Ethics
1.1. SBEA is committed to the highest Code of Conduct and Ethical standards and complying with all rules, conduct, laws and regulations
1.2. The purpose of this writing is to establish and document expectations of SBEA members for accountability in Code of Conduct and Code of Ethics. SBEA has set forth requirements for establishing Code of Conduct and Code of Ethics. The Code sets forth values, responsibilities and expectations, and business practices for all SBEA members.
2.1. This writing applies to all SBEA members, member guests, direct and indirect staff members, Board of Directors, service providers, contractors, consultants, vendors, and volunteers regardless of site location, function, or event activity. For this purpose all are collectively referred to for this writing, as ‘members’.
2.2. Location is but not limited to: any location where SBEA activities or events are at, but not limited to, buildings and the surrounding perimeters, parking lots, fields, lakes, bait shop, stores, pavilion, parks, including all property/buildings where SBEA events are held but property is not owned by SBEA.
2.3. Scope also provides an avenue to raise questions and concerns about ethical and compliance issues. Establish a policy against retaliation for members who in good faith raise such concerns.
This document is considered a living document and will be reviewed and published to SBEA web at least once every three years to ensure its continued alignment with SBEA strategy and member expectations. Interim changes should be made whenever there is a significant shift in strategic focus, safety, security, or local, state, federal laws.
4.1. This document outlines basic ethical and conduct principles with which all members are expected to comply. This writing is designed to assist members in understanding their obligations.
4.2. The Code provides an avenue to raise questions and concerns about member conduct, ethical, safety, security and compliance issues, without retaliation who in good faith raise such concerns.
4.3. The Code will further define the responsibility of members to engage in ethical business conduct, including: acceptable conduct and business practices, the giving and receiving of gifts, conflicts of interest, fair dealings with customers and suppliers, proper use of SBEA resources, proper management of financial information, use of confidential information.
4.4. The Code establishes expectations and accountability to include compliance with all applicable rules, all laws and agreements, policies, safety and security practices and standards at any SBEA-member event or SBEA-member location.
4.5. Criminal charges or convictions for offenses outside of SBEA may result in suspension of or termination of some or all member privileges
4.6. Violation of the Code may result in suspension of some and up to termination of all member privileges and membership
5. Procedure Details
5.1. Ensure proper use of SBEA resources
5.2. Comply with safety rules, practices, laws and regulations
5.3. Comply with security rules, practices, regulations and laws
5.4. Adhere to acceptable behavior and actions in practices and conduct
5.5. Ensure proper oversight of membership and data
5.6. Maintain the integrity of SBEA financial records and disclosure documents
5.7. Comply with applicable laws, including laws that are not specifically addressed in this writing
5.8. Be accountable for compliance and prohibit retaliation
5.9. Fair and ethical business dealings and conduct with members, suppliers, vendors and paid service providers
5.10. Report illegal, unsafe and unethical behavior or other violations of this writing
5.11. Comply with ethical gift and entertainment guidance (gifts given and received
5.12. Business gifts must not cause embarrassment to, or reflect negatively on the reputation of SBEA /members
5.13. Gifts should not be perceived as an attempt to influence business decisions or an attempt to gain an unfair business advantage or bias.
5.14. Gifts should not create an actual or perceived conflict of interest or divided loyalty
5.15. Gift exceptions require written approval by SBEA Board of Directors
5.16. Violating or attempting to violate any rule, law, practice or regulation
5.17. Engaging in any behavior or activity (formal or informal) that could damage SBEA reputation or place SBEA at risk
5.18. Members will not request others to do anything that they are not permitted to do themselves
5.19. Avoid conflicts of interest- Behaviors and actions that create an actual or perceived conflict of interest might include:
5.20. Conflicts of interest may exist when a member is involved in an activity or personal interest that might interfere with SBEA and/or members, rules or policies.
5.21. Chooses or may appear to have chosen a personal interest over the interest of SBEA and/or members
5.22. Takes actions or has interests that may make it difficult or appear to make it difficult for SBEA or members
5.23. Engaging with a supplier, service provider, vendor where the member has influence on process, contracts, products, SBEA decisions
5.24. Informal rule-making up rules outside of official SBEA documented forum with Board of Directors
5.25. Improper, deceptive or fraudulent interference with or coercion, manipulation or misleading documentation, reporting, audits or financial information. Any altering, shredding, or otherwise destroying documents or records (written or electronic) that are relevant
5.26. Making false or misleading statements, or otherwise engage in misleading conduct, behavior or actions
6.1. All members will agree to abide by The Code of Conduct and Ethics as well as all laws and regulations.
6.2. SBEA staff, volunteers, members, board members have the responsibility for ensuring compliance to this writing.
6.3. Members are responsible for their conduct and the conduct and actions of their guests
6.4. Agents of SBEA (Director, employees, BoDs) will maintain an open and honest environment in which members/employees/volunteers/service providers, etc. are free to raise issues regarding ethical conduct.
6.5. Executive Director will oversee management, development and implementation of the Code and the supporting document requirements.
6.6. Executive Director and SBEA Management will support implementation of any Code programs, training or initiatives, monitor compliance with the Code, and respond promptly and consistently with concerns or questions related to the Code
7.1. SBEA is committed to fostering a culture that is free of discrimination and harassment and where all members are treated with dignity and respect. SBEA has a zero tolerance policy regarding discrimination and/or harassment and will administer discipline when it is determined that conduct in violation of this has occurred.
7.2. SBEA is committed to ensuring equal member opportunity without discrimination on the basis of race, color, religion, national origin, sex, pregnancy, marital status, age, disability, veteran status, sexual orientation, gender identity, genetic information or any other characteristic protected by law (each is a Protected Class). SBEA further prohibits harassment, as recognized by law, on the basis of Protected Class.
8. Retaliation Protection
8.1. SBEA encourages raising concerns of discrimination and/or harassment in good faith without fear of retaliation. The SBEA strictly prohibits retaliation against any member who reports discrimination or harassment or who participates in an investigation of such reports.
8.2. Any member who believes they have been subject to retaliation should follow the reporting process and include the following in their member report:
- What you saw
- Dates and times of events
- Who was involved
- What was said and by whom
- Do you have or know of any physical evidence
- Who may be other potential witnesses
9. Legal and Regulatory Compliance
9.1. Title VII Civil Rights Acts (United States
9.2. Executive Order 11246 (United States)
SBEA is committed to ensuring equal opportunity without discrimination on the basis of race, color, religion or belief, national origin, sex, pregnancy, marital or civil partnership status, age, disability, veteran status, sexual orientation, gender identity, genetic information, each as recognized by the applicable law(s) or any other characteristic protected by law (each a Protected Class). SBEA further prohibits harassment, as recognized by law, on the basis of Protected Class. This policy does not constitute a contract or contractual obligation, and the SBEA reserves the right, in its sole discretion, to amend, modify, or discontinue its use without prior notice, notwithstanding any person’s acts, omissions or statements to the contrary.