You must sign this policy in order to enter a Habitat Charlotte Region worksite. Please read through the Code of Conduct Policy, and then complete and submit the form following the Policy. 

“Unwavering integrity” is our 4th core value and is defined as “We demonstrate high quality, care, and stewardship in all we do, seeking continuous improvement and innovation to enhance our service to others.” This core value is the foundation for our code of conduct.

HCR Code of Conduct, includes but is not limited to the following:

  • Act with integrity and in accordance with applicable laws and Habitat’s mission, vision, core values, and policies. (See Employee Handbook)
  • Avoid conflicts of interest (See Conflicts of Interest Policy below)
  • Maintain confidentiality of Habitat and Habitat stakeholder data (See Confidentiality Policy below)
  • Operate with safety in mind – while driving, working at construction sites, handling merchandise at ReStores, in offices and all other Habitat entities. Immediately alert a supervisor if concerns are identified. Always report on the job injuries immediately to a supervisor and/or HR.
  • Treat others with dignity and respect -encompassing diversity and inclusion as a key component of our culture.
  • Anti-Harassment – We strive to create and maintain a work environment that is safe, productive, and respectful. We recognize we have a responsibility to protect and safeguard (See Safeguarding Policy), the people we work with, those who work with us, and the people in the communities we serve (especially vulnerable adults and children). We won’t allow any kind of behavior, or victimization harassment (See Harassment, Bullying, and Discrimination Policy), or victimization.
  • Behave in a professional manner while on Habitat property, at Habitat events, and when wearing Habitat branded gear.
  • Adhere to a drug-free workplace and act in accordance with Habitat’s Drug and Alcohol Policy.
  • Use social media in accordance with HCR’s requirements (See social media and Social Networking Policy).
  • Be a good steward of HCR property and funds.
  • Protect Habitat by following established information technology protocols including using only approved technology tools. (See Information Technology and Security Policy)
  • Report concerns through available channels which include: Supervisor, Any Senior Staff Member, Human Resources, President/CEO, Board Chair, Habitat for Humanity International Habitat Ethics and Accountability Line or by calling 1-800-461-9330.
  • Do not retaliate against any employee who makes a claim in good faith.

In addition to the items noted above, HCR has a more extensive list of policies that all employees are expected to be familiar with and are obligated to adhere to. Employees are responsible for reviewing additional policies, revisions and updates through Habitat HQ/Jostle, our employee portal.

Failure to comply with this Code of Conduct or any HCR policy can result in corrective action, up to, and including termination of your employment.

Habitat employees and all other affiliate representatives who have access to confidential data, are required to acknowledge awareness and compliance with this Code of Conduct on an annual basis.

Conflicts of Interest Policy

All of HCR’s employees and other affiliate representatives have an obligation to conduct HCR-related business without actual or perceived conflicts of interest. Each employee shall always act in a manner consistent with their position and shall take all necessary precautions to avoid any actual or perceived conflicts of interest. Conflicts of interest can arise in a variety of contexts, including but not limited to, when an employee is in a position to influence a decision that may
result in personal gain for that employee or for a relative as a result of HCR’s business dealings.

When in doubt, it is always best to consult with leadership and disclose the potential conflict of interest prior to taking an action that could be perceived as a conflict of interest. Examples of conflict of interest include but are not limited to:

  • Accept or seek, on behalf of himself/herself or any other person, any gift, payment or financial advantage or gain of other than nominal value which may be offered as a result of the staff member’s or volunteer’s affiliation with HCR.
  • Publicly utilize the affiliation with HCR in connection with the promotion of partisan politics, religious matters, or positions on any issue not in conformity with the official position of HCR.
  • Disclose any confidential information that is available as a result of the staff member’s or volunteer’s affiliation with HCR to any person not authorized to receive such information or use to the disadvantage of HCR any such confidential information.
  • Knowingly take any action or make any statement intended to influence the conduct of HCR in such a way as to confer any financial benefit on any person, corporation, or entity in which the individual has a significant interest or affiliation.
  • Operate or act in a manner contrary to the best interests of HCR.
  • Participate in the selection or administration of vendor contracts if a conflict, real or apparent, is involved.

If a staff member’s or affiliate representative’s obligation to operate in the best interests of HCR conflicts with, or appears to conflict with, the interests of that individual, a family member or of any organization in which the individual or family member has a financial interest or affiliation, the individual shall disclose such a conflict of interest to HCR’s President upon becoming aware of it, shall absent himself/herself from any deliberations on the subject and shall refrain from participating in any decisions or voting in connection with the matter. Should the President or a Board member have a potential or actual conflict of interest, they will notify the Board Chair. Any matter of question or interpretation that arises relating to these policies should be referred to the President and/or Board of Directors for a decision when appropriate.

Confidentiality Policy

HCR touches confidential data related to employees, volunteers, homeowners, donors, and others. Confidentiality must be maintained to comply with various laws and protect the privacy of individuals and our brand. Confidential data includes but is not limited to:

  • Personal identifiable information (names, addresses, email, social security numbers, bank accounts, birthdates, compensation, medical information, driving & criminal records, etc.) for employees, donors, service recipients, volunteers or other HCR stakeholders.
  • HCR’s business plans, operating strategies, strategic plans, donors, partners, partner families and affiliates.
Data protection includes but is not limited to:
  • Data should only be collected to the extent that is required to conduct HCR business.
  • Confidential data must be protected and should only be shared with those who are authorized to receive the data. Service Recipient data should not be shared without his/her written permission.
  • Confidential data should not be stored on flash drives, personal (non-HCR owned) computers/phones, or in Cloud storage not provided by HCR (e.g. iCloud, Google Drive).
  • Highly sensitive data should be password protected and/or stored on HCR’s restricted access drives. Consult your supervisor or leadership when in doubt around appropriate collection, storage, or sharing of data. All confidential information should be returned to HCR or destroyed upon termination.

Note: Employees will be asked to sign in Paycom at time of hiring and annually (typically July or August). Non-employees may be asked to sign on paper or via DocuSign and/or Paycom

By signing the form below, you also confirm that you have watched the Safeguarding Volunteer Orientation video in full that was attached to your Welcome Packet.

Sign Code of Conduct