Code of Conduct of Media Development Foundation (MDF)
Employees of Media Development Foundation (MDF), or any of its affiliates or subsidiaries, performing work for MDF or on its behalf, are expected to act lawfully, honestly, ethically, and in the best interests of the organization while performing duties on its behalf.
Respect in the workplace
All employees of MDF should respect their colleagues. No discrimination on any ground or harassment in interpersonal relations is allowed.
All employees must demonstrate integrity and professionalism in the workplace. All employees should fulfill their job duties with respect toward stakeholders and the community and complete their duties with skill and in a timely manner. Management mustn’t abuse their authority.
Employees should try not to disrupt the workplace or present obstacles to their colleagues’ work.Employees should follow their schedules.
Exceptions from standard working hours are subject of negotiation between employee and administration.
Protection of Company Property
All employees should treat MDF’s property, material or intangible, with respect and care. They shouldn’t misuse organization’s equipment andrespect all kinds of incorporeal property, including trademarks, copyright and reports and any information produced by MDF. Employees should use them only to complete their job duties.
MDF’s business information is a valuable asset that everyone must protect. MDF’s Personnel are required to use confidential information of organization for business purposes only and must always keep such information in strict confidence. This concerns confidential information of third parties that we have received under non-disclosure agreements.
Editorial Independence and Impartiality
Media Development Foundation is not under the editorial control of the State, a political party or a politician. It should rely only on evidence and act in an independent, impartial and apolitical manner. MDF must apply identical standards and procedures in its research activities in order to avoid a selective approach.
MDF should explain to the audience the methodology used in any of its publications, and also inform them of ways of correcting errors and providing feedback.
MDF should provide the audience with detailed information about sources so as to enable others to double-check them too. Exceptions could be the cases when disclosure of a source may pose a threat to him/her or information has been provided on the condition of confidentiality.
MDF should disclose any possible conflict of interest or bias from the experts we quote or use that could potentially affect the quality of work we publish.
Conflict of Interest
Employees should avoid any personal, financial, political or other interests that might hinder MDF’s integrity and their capability or willingness to perform their job duties. Our employee shall not be a member of any party or publicly support any candidate or party for the office. MDF shall not conclude any agreement or partnership with a political party or any other public relations that could endanger the organization’s integrity, reputation, independence and impartiality.
MDF’s staff shall not make any partisan statements in the name of the operation or accept in a professional context any gifts, favours, or services with advantageous conditions that go beyond common social and courtesy items.
Open & Honest Corrections Policy
Employees should correct a mistake immediately once they learn about it. Correction is done clearly and transparently in line with the corrections policy, seeking so far as possible to ensure that readers see the corrected version.
All employees should read and follow our MDF’s policies. If they have any questions, they should ask administration.
Disciplinary Measures for Violating the Code of Conduct
Violation of the codes of conduct of the Media Development Foundation, Myth Detector, and the International Fact-Checking Network (IFCN), in particular, specific forms, timeframes and implementation procedures, are regulated by the Labor Regulations Code of the Media Development Foundation (Chapter IX, Article 27). The measures are as follows:
Verbal warning - in case of accidental misconduct;
Reprimand - for negligent violation of codes of conduct and non-compliance with labour ethics requirements;
Financial sanction - in case of gross and/or repeated violations of codes of conduct;
Termination of the employment contract - in case of deliberate gross violation with prior knowledge of the internal regulations and codes of conduct of the organization and/or after implementing the measures listed above.
The obligation of adherence to the labor regulations code and the code of conduct is stipulated in the employment contacts of the Media Development Foundation.