Code of Ethics
Ethics Policy
POLICY STATEMENT
This Ethics Policy establishes a framework for ethical behavior within the DSO. This policy aims to ensure that all employees, board members, volunteers, and other stakeholders uphold the highest standards of integrity, accountability, transparency and professional behavior in all actions and decisions related to the DSO.
POLICY GUIDELINES
This policy applies to all employees, board members, volunteers, contractors, and representatives of the DSO in their work and interactions on behalf of the organization.
COMPLIANCE WITH LAWS AND REGULATIONS
All representatives of the DSO must comply with all applicable local, state, federal, and international laws and regulations. Violations of the law or unethical conduct will not be tolerated and may result in disciplinary action.
CONFLICTS OF INTEREST
All employees, board members, and volunteers must avoid conflicts of interest, real or perceived, in their roles within the organization. This includes disclosing any relationships, financial interests, or outside employment that could influence or appear to influence their decisions or actions on behalf of the organization.
• Disclosure: Any potential conflict of interest must be disclosed promptly to the appropriate authority within the organization.
• Recusal: Individuals must recuse themselves from decision-making processes where a conflict of interest exists.
CONFIDENTIALITY
All individuals associated with DSO must protect the confidentiality of sensitive information. This includes respecting the privacy of donors, patrons, employees, and other stakeholders, and ensuring that confidential information is not disclosed without proper authorization.
FAIRNESS AND NON-DISCRIMINATION
The DSO is committed to providing an inclusive environment free from discrimination and harassment. All individuals must treat others with fairness and respect, regardless of race, color, religion, sex, pregnancy, age, nation origin, sexual orientation, genetic status, gender identity, disability, veteran disability, height, weight, marital status, familial status, genetic traits, or any other status protected under federal, state, or local law.
TRANSPARENCY AND ACCOUNTABILITY
The organization will operate with transparency and accountability in its financial and operational activities. This includes:
• Accurate Reporting: Ensuring that all financial reports, program outcomes, and other public communications are accurate and complete.
• Use of Funds: Ensuring that funds are used efficiently and solely for the purposes intended by donors and grantors.
WHISTLEBLOWER PROTECTION
The DSO encourages the reporting of unethical behavior, violations of this policy, or any other misconduct. The organization will protect individuals who, in good faith, report concerns from retaliation or adverse consequences.
ETHICAL DECISION-MAKING
Al representatives of the DSO are expected to make decisions based on ethical principles, the organization's mission, and the best interests of those we serve. When faced with ethical dilemmas, individuals should:
• Seek guidance from this policy or the organization's leadership.
• Consider the impact of their decisions on all stakeholders.
• Choose the course of action that aligns with the organization's values and mission.
ACKNOWLEDGMENT
All employees, board members, and volunteers are required to acknowledge that they have read, understood, and agree to comply with this Ethics Policy.
Harassment/ Discrimination
POLICY STATEMENT
The Detroit Symphony Orchestra expressly prohibits any form of unlawful harassment or discrimination.
POLICY GUIDELINES
PROHIBITED DISCRIMINATION & HARASSMENT
DISCRIMINATION
As an equal opportunity employer, the DSO does not discriminate on the basis of race, color, religion, sex, pregnancy, age, nation origin, sexual orientation, genetic status, gender identity, disability, veteran disability, height, weight, marital status, familial status, genetic traits, or any other status protected under federal, state, or local law. This nondiscrimination policy applies to all terms, privileges, and employment conditions, including compensation, hours, recruitment, selection, training, assignment, evaluation, promotion, discipline, and termination. If you believe a violation of this policy has occurred, a timely complaint should be made in accordance with this policy. Any acts of discrimination, harassment, or retaliation in violation of this policy are expressly prohibited and may be subject to discipline, up to and including termination from employment.
HARASSMENT
The DSO prohibits harassment with regard to race, color, sex, pregnancy, religion, national origin, age, disability, height, weight, marital status, familial status, genetic traits, veteran status, or any other status protected under federal, state, or local law. This prohibition applies to all DSO employees, vendors, patrons, and others doing business in connection with the organization. Harassment is generally defined as unwelcome conduct based on a protected characteristic which has the purpose or effect of creating an intimidating, hostile or offensive environment, unreasonably interfering with an individual's work performance, or adversely affecting an individual's opportunities in the workplace.
Prohibited harassment may include unwelcome sexual or other advances, requests for sexual or other unwelcome favors, and other unwelcome verbal, non-verbal, or physical conduct. Sexual and other harassment may occur between two or more members of an employee's own sex or any other protected classification. Harassment may occur where:
• Submission to or rejection of such conduct is made, either explicitly or implicitly, a term, privilege, or
condition of an individual's employment; or
• Submission to or rejection of such conduct by an individual is used as a basis for any decision affecting
that individual; or
• Such conduct has the purpose or effect of interfering with an individual's work performance; or
• Such conduct creates an intimidating, hostile, or offensive environment; or
• A person is offered, promised, or granted favored treatment as a result of that person engaging in, or
agreeing to engage in, unwelcome sexual or other prohibited conduct; or
• A person is threatened with, or subjected to, unfavorable treatment due to their refusal to engage in unwelcome sexual or other prohibited conduct.
• Examples of conduct which may constitute harassment, whether intentional, inadvertent, in jest, or otherwise, may include:
VERBAL HARASSMENT: abusive language, profanity, derogatory comments, demeaning jokes, slurs, sexual or other flirtations, unwelcome propositions;
PHYSICAL HARASSMENT: assault, intimidation, physical interference with normal work or movement, or
unwelcome touching;
VISUAL HARASSMENT: displays of derogatory or demeaning posters, viewing, or displaying inappropriate
internet sites, cards, cartoons, graffiti, gestures, drawings, or suggestive pictures.
Harassment can take many forms and a complete list of prohibited conduct cannot be set forth in
this policy.
DISCRIMINATION & HARASSMENT COMPLAINT PROCEDURE
Employees who believe they have been unlawfully discriminated against, harassed, or who believe they have been subjected to any form of retaliation in relation to a complaint, investigation, or report of discrimination or harassment, or who has been advised of or witnessed any form of unlawful discrimination or harassment, must report the situation as soon as possible. Anyone who believes they have been subjected to discrimination, harassment, or retaliation should immediately report such occurrences to the Human Resources Department.
Additionally, a third- party vendor, Lighthouse Services, has been contracted to be a resource to submit anonymous complaints by phone or internet. Lighthouse Services toll-free number and other methods of reporting are available 24 hours a day, 7 days a week.
Website: www.lighthouse-services.com/DSO
Telephone: English speaking USA & Canada: 1-833-290-0001 (not available from Mexico)
E-mail: reports@lighthouse-services.com (must include company name with report)
In the event the DSO receives a complaint or report of unlawful discrimination, harassment, or retaliation, it will take all necessary steps to ensure that the matter is promptly investigated and addressed, a s necessary under the circumstances. Employees are encouraged to cooperate during an investigation and confidentiality will be maintained whenever practicable and except as may be reasonably necessary to complete an investigation.
If an allegation of discrimination or harassment is found to be credible, the DSO will take prompt and appropriate corrective action. The DSO may inform the complaining person and the accused person of the results of the investigation and what actions will be taken to ensure that the conduct will cease, and that no retaliation will occur. Anyone found to have harassed, discriminated against or retaliated against another person will be subject to discipline up to, and including, termination of employment.
The DSO recognizes that false accusations of discrimination or harassment have serious implications. We trust that all employees of the DSO will strive to establish a working environment free of unlawful discrimination and harassment. Any individual who knowingly files a false complaint under this policy, or who knowingly provides false information to or intentionally misleads the DSO officials who are investigating a complaint, may be subject to disciplinary and/or corrective action up to and including termination.
RETALIATION
Retaliation against anyone who reports that harassment or discrimination may have occurred or who participates in the investigation of a report of discrimination or h a r a s s m e n t is expressly prohibited. Any employee who engages in any act of retaliation will be subject to appropriate discipline up to and including termination of employment.
APPLICATION:
This policy shall apply to all employees.
Whistleblower Policy
POLICY STATEMENT
The Detroit Symphony Orchestra requires directors, officers, trustees, employees, and volunteers to observe high standards of business and personal ethics in the conduct of their duties and responsibilities. Employees and representatives of the DSO must practice honesty and integrity in fulfilling their responsibilities and must comply with all applicable laws and regulations.
POLICY GUIDELINES
The objectives of the DSO Whistleblower Policy are to establish policies and procedures to ensure board members, officers, trustees, employees, volunteers, and other key individuals can report good-faith suspicions of illegal, unethical, or other inappropriate activity without fear of retaliation.
REPORTING RESPONSIBILITY
This Whistleblower Policy is intended to encourage and enable employees and others to raise serious concerns internally so that the DSO can address and take any necessary remedial measures. It is the responsibility of all Board members, officers, trustees, employees, and volunteers to report concerns about violations of the DSO's Code of Ethics or violations of law, regulations or policies that govern the DSO's operations. The DSO's internal controls and operating procedures are intended to detect, prevent, and deter such conduct. However, even the best systems of control cannot provide absolute safeguards against irregularities.
NO RETALIATION
The DSO prohibits retaliating against anyone, including employee, Board member, officer, trustee, or volunteer who in good faith reports an ethics violation, or a suspected violation of law, such as a complaint of discrimination or harassment, suspected fraud, or suspected violation of any regulation governing the operations of the DSO. An employee who retaliates against someone who has reported a violation in good faith is subject to discipline up to and including termination of employment.
DIRECTORS, TRUSTEES, PATRONS AND OTHER VOLUNTEERS
Directors, trustees, patrons, and other volunteers may submit concerns in writing directly to the chair of the DSO Audit Committee. Contact information may be obtained from the Vice President and CFAO.
Additionally, a third-party vendor, Lighthouse Services, has been contracted to be a resource to submit anonymous complaints by phone or internet. Lighthouse Services toll-free number and other methods of reporting are available 24 hours a day, 7 days a week.
Website: lighthouse-services.com/DSO
Telephone: 1-833-290-0001 (English speaking USA and Canada; not available from Mexico)
E-mail: reports@lighthouse-services.com
(must include company name with report)
CONFIDENTIALITY
Reports of concerns and investigations pertaining thereto shall be kept confidential to the extent possible, consistent with the need to conduct an adequate investigation.
APPLICATION
This policy shall apply to all employees.