1. Objective and context
This code of conduct contains the general principles, rules and agreements which the members of staff of the Government of Flanders are to comply with. The code of conduct of
2006 has been adjusted to new developments such as teleworking, the use of social media and the acceptance of gifts and has been complemented by some clarifications. The new code of conduct explicitly mentions, for instance, that the work arrangements and principles of conduct are based on values taken from the Flemish Staff regulations and value-related competences. Furthermore, the new code of conduct refers to existing legislation and other codes relating to integrity within the Flemish Authorities.
The code of conduct aims to be a guideline for the members of staff of the Flemish
Authorities in their pursuit of working in integrity. Clear rules enhance clarity and unambiguity. Still, actual practice often turns out to be complex, especially in a large organisation such as the Flemish Authorities. Rules cannot cover all acts. Therefore, in their capacity as an employer, the Flemish Authorities expect all their members of staff to take their responsibility for working in integrity. Superiors play an exemplary role towards their staff. They are to make additional agreements for vulnerable functions within their entity and for specific situations and follow these up.
The code of conduct is but one of the instruments of the integrity policy of the Flemish
Authorities. The first objective of the code is to stimulate the members of staff. The code encourages all members of staff of our organisation to think about what it means to work in integrity, in line with the values of the Flemish Authorities and its concrete application in everyday work practice. The code also intends to encourage an open debate culture within the Flemish Authorities, in which staff and superiors can discuss integrity dilemmas. This will result in better arrangements and a prompter detection of problems and possible risks.
Thirdly, the code also has a monitoring function , so that the entities within the Flemish
Authorities can be screened against their working in integrity and monitored.
A consistent integrity policy has a positive influence on the confidence which citizens and companies put in the Flemish Authorities, for the latter also play an exemplary role in the field of integrity. More information on the integrity policy of the Flemish Authorities can be found at www.bestuurszaken.be/integriteit (in dutch).
2. Scope of the code of conduct
The code of conduct applies to the following entities, for which the Government of Flanders establishes the legal status and whose matters pertaining to general personnel policy are treated by or come under the hierarchical authority of the Flemish Minister for Public
the internally autonomous agencies (IVA) without legal personality , with the exception of the Inspection services of the 'Agentschap voor Kwaliteitszorg in Onderwijs en Vorming' (Agency for Quality Assurance in Education and Training);
the internally autonomous agencies with legal personality;
the externally autonomous agencies (EVA) under public law , with the exception of the Flemish public transport company 'De Lijn';
the secretarial personnel of the strategic advisory councils , with the exception of the
'Sociaal-Economische Raad van Vlaanderen' (SERV), the 'Strategische Adviesraad voor het Vlaamse Welzijns-, Gezondheids- en Gezinsbeleid' (SAWGG) and the
'Mobiliteitsraad van Vlaanderen' (MORA);
the administrative services of the 'Raad van het Gemeenschapsonderwijs';
the provincial governors;
the district commissioners;
the regional treasurers.
3. Basis for the code of conduct: the values of the Flemish Authorities
The code of conduct is based on the values and the value-related competences of the
Flemish Authorities so that all members of staff work according to common values and norms. This will result in an integrity-driven organisation which treats its citizens equally , giving quality services. The values advocated by the Flemish Authorities have been laid down in the Flemish Staff regulations (VPS) and include:
loyalty, diligence, lawfulness;
freedom of speech with a restriction of the right to speak in specific circumstances;
the right to information in the execution of one's tasks on the basis of rules laid down in the regulations;
lifelong learning (right and duty).
The values advocated by the Flemish Authorities have also been translated into valuerelated competences, which refer to characteristics in the form of knowledge, competences and behavioural skills conducive to successful functioning in a specific role or function.
These competences are:
reliability, acting consistently and correctly;
Your job description mentions competences, other than these four basic competences, which are of importance to your function. The value-related competences of the members of staff are appraised during their annual evaluation . Superiors should encourage and support their members of staff in developing these competences. In what follows you will learn how
integrity is entwined with the values of the Flemish Authorities .
Working in accordance to the values of our organisation is an excellent step towards working in integrity. I would like to encourage all members of staff and superiors to look for specific examples of the application of the code within their own entity or service, which make it more concrete and appealing.
The discussion of examples from actual practice is indeed a good starting point for developing the integrity policy within one's own entity. Many entities have already developed an entity-specific code or already have their own working rules. These specific codes and rules remain valid on condition that they do not run contrary to the general rules of this new code of conduct. If proven necessary, entities may draw up a specific complementary code, e.g. for members of staff holding a vulnerable position, staff charged with police tasks or major responsibilities towards clients.
Principle 1 Loyalty and cooperation
The duty of the member of staff of the Flemish Authorities to exercise his or her office in a loyal way, forms the cornerstone of this code of conduct.
faithfulness to and respect for the democratic institutions
faithfulness to and respect for the existing legislation
the acceptance that the mission of the Flemish administration is a common mission for all members of staff:
“We seek to provide the best possible service to the people…”.
We prepare policy, implement it loyally and evaluate its effects. To this end, we deploy our resources efficiently."
In order to fulfil this mission, everyone strives for a smooth cooperation, in which the interest of the organisation prevails.
Together we can create a professional and a pleasant working environment. We value respect for one another and do not discriminate.
Superiors set an example and are attentive to the social intercourse between the individual members of their service.
Loyalty to and cooperation with colleagues
You spend a large part of your life at work. The Flemish Authorities aim at offering a pleasant working environment, in which individuals can carry out their tasks professionally.
You are polite and friendly and you do your best to help colleagues
You show initiative, take responsibility and go about your work knowledgeably
You have the right but also the duty to keep your knowledge and skills up to date through training in order to continue to carry out your tasks adequately. Your superior offers you the necessary means and opportunities to this end.
Together with your colleagues, you attempt to achieve results through an open dialogue and a stimulating atmosphere. Disagreements are discussed.
In a positive working environment people are sensitive to each other's limits. What is acceptable to one person, may not necessarily be so to another person. You show understanding for this.
Our organisation wants to set an example with respect to equal opportunities. No distinction is made between people on the basis of individual diversity.
The use of alcohol and drugs has a negative impact on work performances and relationships. You abide by the alcohol and drugs policy of the Flemish Authorities.
You also cooperate loyally, constructively and in openness with your superior. You adhere to a decision, once it has been taken, and implement it rapidly and efficiently.
The loyalty to your superior is not absolute. If you are charged with tasks which run contrary to a higher rule of law, to human rights or criminal law, you will not carry them out and will inform your superior about their incompatibility. (cf. further in the text
Notification of irregularities )
In your capacity as superior:
You are accessible and loyal to your staff
You put the right person in the right place so that the competences of each single member of staff are optimally used
You communicate openly and clearly on matters pertaining to your entity and on what you expect from your staff members
You supply your members of staff with the resources necessary to achieve the objectives
You see to a fair evaluation of your staff
Loyalty to the Government of Flanders
In the charter on cooperation between politics and the civil service concrete provisions have been laid down on among other things advice and consultation, deontological rules and interaction in the cooperation between the administration and ministers and collaborators of
Minister's Offices .
You contribute constructively and knowledgeably to the preparation, evaluation and implementation of the policy laid out by the Government of Flanders.
Your advice, options and proposals are based on a correct, complete and practical representation of the facts.
You adhere to decisions taken by the Government of Flanders and implement these rapidly, efficiently and dutifully, in respect of the applicable regulations
Principle 2. reliability : acting correctly and consistently
A smooth but efficient internal functioning and a professional image can only be achieved if every member of staff takes accuracy as a guideline for executing his or her tasks. This means fairness and respect when dealing with other people.
During your work, in whatever form, you apply yourself entirely to your job
Y ou do not make unauthorised use of equipment or materials owned by the Flemish administration for private purposes (cf. Diligent management of resources )
You promptly respond to enquiries from colleagues outside or inside your service, supplying all relevant information without withholding anything
You show respect in your contacts with other members of staff, clients and suppliers
You do not do or say anything that someone else might consider an infringement of the dignity of a person
Any expression of unacceptable behaviour such as bullying, aggression, racism, discrimination and inappropriate sexual behaviour, both in speech and factual acts or behaviour, is not tolerated
As a member of staff you may have knowledge of future government decisions, which may impact on the value of goods or premises. You must not communicate any information to third parties on that matter as long as the decisions have not been made public.
You will also refrain from using this foreknowledge to enrich yourself and from spreading this information to give other people the opportunity to enrich themselves.
(cf. Corporate information )
Principle 3. Customer-orientation
As a client of the Flemish Authorities, the citizen rightly expects customer-oriented and professional services. This means that you are polite in your contacts with clients and that you deal with dossiers smoothly and efficiently.
You clearly mention your contact details or those of your entity in all correspondence with clients, so they can easily reach you. Clear contact details are also important for the handling of customer-oriented complaints.
You will use a clear and correct language, both in speech and in writing.
You will give clear and complete information in your contacts with clients. You will contribute to the professional image of your entity by showing competence and initiative.
You help clients with administrative formalities and refer them to the right person or entity if you cannot help them yourself.
You handle dossiers efficiently and within the preset term. If you are not bound by a deadline, you will define a term which you consider reasonable for good service, together with your entity.
Right to speak and duty to speak: In front of the press and confidentiality
Principle 4. Objectivity
Principle of equality
Conflict of interests
Revolving door constructions
Giving paid advice
Combination of activities
Gifts and ivitations
Interventions by members of parliament
Principle of equality
The principle of equality is a key element in the mission of the Flemish administration: clients and suppliers are entitled to be treated on an equal base in equal circumstances.
Therefore, members of staff should:
at all times maintain their objectivity
execute their job in an unprejudiced and neutral way
take care that no personal preferences interfere in the contacts with internal and external clients
work towards the prevention of any presumption of partiality
Any form of discrimination can be tolerated.
In doing your job, you will not be influenced by:
philosophical, political or religious convictions
Flemish Parliament Act providing a framework for the Flemish equal opportunities and equal treatment policy of 10 July 2008
Personal preference and conflict of interests
Personal preferences and convictions or your commitment to a society must not interfere with the objectivity necessary for carrying out your tasks.
You will try your utmost to prevent your personal interests from interfering with the objectivity necessary for carrying out your tasks. This may be the case if you have interests, either directly or through an intermediary, in companies or organisations which, through your function, you are called on to evaluate in the course of an administrative procedure. Should such a situation occur, you will notify your superior and pass the dossier on to a colleague.
Revolving door constructions
You will prevent revolving door constructions in public procurement assignments awarded by a negotiation procedure without prior publication, in which it is left to your discretion which firms you invite to submit an offer .
To avoid any presumption of partiality and conflict of interests, you will therefore not invite firms which are known to employ or be managed by former members of your entity, for a period of two years following the departure of the member of staff from your entity.
Giving paid advice
You must not give paid advice outside the exercise of your function in dossiers in which you may be professionally involved .
If you are called on giving paid advice outside the exercise of your function, you will assure that these advice practices are in no way related to the
dossiers in which you are involved in your capacity as an employee or are the authority of the entity you work for..
Combination of activities
You must ask your superior’s permission to combine activities during your working hours.
This also applies to professional activities during leave. You will assure that the combination of activities will not entail any conflict of interests or run contrary to other deontological rules.
Discuss the combination of your activities openly with your superior and verify whether you have to submit a formal permission. In part II, chapter 4 of Flemish Staff regulations, you will find the regulations on the combination of professional activities.
Gifts and invitations
You are not allowed to ask or accept any gifts or advantages which are connected to the exercise of your function, from other members of staff or third parties, e.g.
in return for the handling of a dossier
the supply of information
or any other service.
As a general rule you will not accept business gifts and do not participate in activities paid for by private persons.
Exceptions to this rule are only justified if the gift or invitation :
has a bearing on your function within the Flemish Authorities
is in the interest of our organisation
is of little material value
You will avoid any form of partiality .
On accepting a gift or invitation, you should therefore consider the following factors:
for what reason is the gift/invitation offered?
At what moment and in what situation is it being offered?
Is it likely that a return service is expected?
Does the acceptance of the gift or the invitation fit in with a normal professional relationship?
Is the acceptance of the gift or the invitation in violation of the general interest of the public service?
Is this an isolated case or do you regularly receive a gift or an invitation from the same person or organisation?
Do you speak openly about the offered gift or the received invitation ?
Every employee who accepts a business gift or intends to respond to an invitation by a third party, notifies his superior of this, as is becoming in an open and professional relationship.
Gifts which members of staff have unjustly accepted, will be returned to the sender.
Good agreements make good friends. It is useful to inform third parties ofthe deontological rules which apply at the Flemish Authorities . By doing so, you will prevent third parties creating difficult situations, in which they may offer you gifts or invitations. Third parties may include:
consultants working temporarily for the Flemish Authorities
researchers with whom we cooperate
A supplier is inviting you to a conference abroad on a topic relating to your professional area.
The supplier offers you entry tickets to the conference, as well as transportation and hotel accommodation.
The invitation for the conference relating to your professional area is relevant to your function and accepting the invitation could, on the one hand, be to the benefit of the Flemish
Authorities, since it would allow you to receive a training at the supplier's expense. On the other hand, you must assure that the acceptance of the invitation doesn't create a presumption of partiality. Third parties may be led to presume that you will favour the supplier since you are attending the conference at his expense. Moreover, the invitation is of no minor value, considering that the transportation costs and hotel accommodation are also paid for by the supplier. This example proves that various factors play a role and that various interests need to be considered. You can download a template from the AgO web workshop, which will help you define the various parties involved, their interests and the principles which play a role. The template flow may help you to weigh the various interests against each other and subsequently make a motivated choice. Note : you have to register in order to get access to the AgO web workshop.
Link naar AgO?
Interventions by members of parliament
In dossiers in which members of parliament intervene, you will maintain your objectivity and impartiality : you will follow the normal administrative procedures and register any intervention in the administrative dossier. You will confirm verbal interventions in writing and add a copy of the letter to the dossier.
When faced with an intervention by a member of parliament which goes against the
' deontologische code van de Vlaamse volksvertegenwoordigers inzake dienstverlening aan de bevolking ' (code of conduct of the Members of the Flemish Parliament, with regard to services to the public) (approved by the Flemish Parliament on 22 October 1997), you must inform the Speaker of the Flemish Parliament within ten days of the intervention .
The obligation to register interventions in the dossier, also applies to interventions by political office-holders and party officials at all levels, representatives of pressure groups and public, semi-public and private aides; (cf. the 'charter politiek-ambtelijke samenwerking' (charter on cooperation between politics and civil service) ).
Principle 5 Diligent management of resources
Diligence and economy
As a member of staff of the Flemish Authorities you will see to the diligent, and therefore economical management of the resources which the authorities have for giving their services, among other things as a result of tax money, as a matter of course.
The resources which you use of during your work, are public resources. You not only use these with care but you are also willing to account for the use of these resources.
Since these resources serve to strive for the general interest, you will use them economically, efficiently and effectively.:
What is meant by public resources ?
We consider resources in the broadest sense so as to include everything owned or paid for by the authorities such as
your working time
Private use of public resources
As a member of staff of the authorities you are to use the time and resources supplied by your employer for the activities for which they are meant. This means you do not make unauthorised use of these resources for private ends. It is only to a very limited extent and in exceptional situations that the occasional use of resources for private purposes may be justified. This is only possible on the express permission of your superior.
Organisation of activities with respect for frugality
It is hard to draw a general line.
Hence the importance of good arrangements within your own service, since a good understanding will lead to resources being used efficiently and effectively.
When you organise activities and events on behalf of the Flemish Authorities, you will strive for frugality and actively look for the best price/quality option, taking into consideration the services which the Flemish Authorities themselves can supply such as:
use of meeting rooms
venues for seminars and meetings
The Flemish Authorities supply their members of staff and specific employees of other organisations who work on assignment for the Flemish Authorities with information and communication technology tools (ICT tools) for the implementation of their tasks.
Examples of ICT tools are:
access to the Internet
access to applications
server storage capacity
Use of ICT tools
These ICT tools are essential in the activities of the Flemish Authorities. The unauthorised use of resources may lead to higher costs and delays and jeopardise the achievement of organisation goals. Therefore, specific agreements have been made for the use of ICT tools:
Put ICT tools to the use for which they have been intended by your employer
Use ICT tools cost-conscientiously. With regard to the use of devices such as mobile phones, PDAs (personal digital assistants) and smart phones, you will respect the arrangements which have been made with your entity
The occasional use of the resources for private purposes is only possible if this doesn't jeopardise the execution of your tasks nor your and your colleagues' productivity. The use for private purposes of some resources is permitted by way of fringe benefits.
Use the resources in a legal way with respect for copyright ( 'wet betreffende het auteursrecht' (law on copyright) ) and privacy and not for discrimination, bullying, stalking, spamming purposes
Remain polite and professional in your online communication, do not engage in flaming discussions and be careful with cynism and sarcasm. Written communication often comes across differently than originally intended.
Do not visit sites which disrespect the basic principles of democracy and rule of law, which are hurtful or insulting, offending against common decency or could lead to addiction.
Do not spread chain letters, viruses or false virus alerts. When you receive a virus or a false virus alert, notify the service desk (at telephone number 39000) and the virus notification service ( firstname.lastname@example.org
Make conscientious use of your passwords. Do not use your colleague ’s account to log in. On the ICT website of the Flemish Authorities ( ict.vlaanderen.be
) you will find information on how you can change your password and on the passwords policy of the Flemish Authorities ( richtlijnen wachtwoordenbeleid en toegangscontrole ' ' (guidelines on passwords policy and access control)
Most software products are protected by copyright. Please contact the ICT contact desk or the service desk before installing new software.
Protect the information which you access through ICT and share the information with other people with respect of the agreements which apply in your entity.
Use of the Internet
For many members of staff of the Flemish Authorities, the Internet is an important source of information supporting the execution of their work.
The Flemish Authorities expect their members of staff to show discipline and responsibility in using the Internet correctly and efficiently as a work instrument.
Use ICT resources with care and due diligence and protect the devices as well as the applications and the information which you save on these devices. ( ICT safety policy of the
Listening to the radio or watching TV via livestreaming takes up a lot of bandwidth, slowing down the network and thus has an impact on your colleagues' work. It is therefore important to use the Internet moderately, professionally and sensibly during working hours. See also further: Participation in social media .
Information to which you have access during the execution of your work constitutes a special form of corporate resources.
You handle this information carefully so that we, as representatives of the Flemish Authorities:
supply the outside world with the correct information,
appropriately protect confidential information
The Flemish Authorities own a wealth of information. Much of this information is supplied to the citizen while other information is shared within the context of open government .
Additionally, a large part of the information is confidential:
information which hasn't been finally decided on
information about quotations as part of public procurement
After reflecting on the type of information which you hold, you will only spread this information if you are sure that it is not confidential. You make sure that confidential information does not fall into the wrong hands. When in doubt, do not hesitate to contact your superior forthwith.
Classified information can only be handled by and communicated to individuals holding a security authorisation.
Classified information is information which, if used incorrectly, may jeopardise:
the scientific and economic potential
the functioning of decision-making bodies
and any other fundamental interest of our country.
More information on classified information can be found in the ‘ wet van 11 december 1998 over de classificatie en de veiligheidsmachtigingen, veiligheidsattesten en veiligheidsadviezen
(law of 11 December 1998 on classification and security authorisations, security certificates and security recommendations).
Telework and modern ICT applications increasingly blur the boundaries between work and private life.
When you take documents home with you, you will take the necessary measures to protect this information, both home and whilst travelling. Comply with the existing arrangements on telework , both with the general agreements and the arrangements within your entity.
Principle 6. Right to speak and duty to speak
As a member of staff, you in principle have a right to speak as well as a duty to speak , in some cases. Factual information is in this context presented:
Anyone who voices a personal opinion or criticism on the authorities, makes clear that they are speaking on their own behalf.
As a member of staff of the Flemish administration
You have the right:
to exchange information with colleagues, superiors and collaborators
check your ideas against theirs
defend your point of view
Such a smooth communication is also a duty, for it contributes to a good functioning of the organisation and balanced decisions.
You loyally implement taken decisions, even if they do not agree with your point of view.
In your capacity as member of staff in your relationships with clients and suppliers
You have the right to give clients information at your own initiative.
When a client asks for information, it is your duty to give this information and explain it. You do not spread confidential information and comply with the duty of confidentiality .
You represent the authorities in your contacts with clients and suppliers and you confine yourself to giving clear, objective and neutral information on the facts.
In your capacity as a private person in your relationship with third parties
You are entirely free to publish, hold lectures or inform third parties in other ways on the areas in which you have acquired experience as a member of staff.
As a private person you are fully entitled to express your political conviction and to voicing criticism on the authorities towards third parties.
Participation in social media
Your right to speak also applies when you participate in social media platforms.
You can participate in discussions on these platforms about matters about which you are knowledgeable as a member of staff of the Flemish Authorities. This may be to the benefit of the organisation : it may make contacts with society closer and more intensive and may allow you to check your professional ideas against reality.
Participation in social media also entails some risks, which can have consequences both the organisation and yourself. It is important, when engaging in social media:
to also observe the guidelines of the code of conduct
to be responsible and loyal
to make clear whether you speak on your own behalf or on behalf of the organisation.
Participation in social media probably doesn't cover the whole of your job content. Do not neglect the rest of your work and use social media during working hours only for professional purposes.
For further information you are kindly referred to our tips on social media use
In contacts with the press
If someone from the press contacts you on matters relating to the work of your entity, you refer him or her to colleague who has been appointed as spokesperson .
This doesn't imply that you cannot express a personal opinion in the press. However, make it clear that you speak on your own behalf. Cf .
the circular on contacts with the press .
Duty of confidentiality
Your right to speak is limited by your duty to keep confidential information a secret from anyone who is not authorised to know about it .
The duty of confidentiality applies among other things to the following information:
data on the internal consultations prior to a final administrative decision as long as this definitive decision hasn't yet been taken
medical, fiscal, social and other personal data taken of other members of staff or citizens
confidential commercial, industrial or intellectual data
The duty of confidentiality continues to apply after your resignation or retirement.
Duty to speak
This duty of confidentiality is subordinate to constitutional and legal provisions or to those laid down in Flemish Parliament Acts, which oblige you to speak, e.g. in the event you have to give evidence in court.
Click here to find more information on the duty to speak .
Protecting vulnerable positions
' Vulnerable positions’ are positions that very explicitly have to be protected against ethics violations because they can directly give or take away benefits from the citizen, such as:
- positions that play a role in awarding government (public procurement) assignments;
- positions that are involved in public-private cooperation constructions;
- positions that are involved in awarding premiums, grants, or licences of any nature;
- positions with the task of exercising supervision over the execution of provisions that have been imposed on third parties by a decree or decision.
The management of the Flemish Government must identify those vulnerable positions, set up a specific, customised (ethics) policy and include that policy in its written and documented system of internal control.
Said specific ethics policy aimed at the target group of employees with a vulnerable position consists of at least:
- the (compulsory) offering of a training programme on the subject of ethics (for example exercises about organisational ethics, dilemma trainings);
- reconsidering certain organisation processes : introducing a system of double signing
(whereby the second signature comes from a person who is not directly involved in the dossier), separation of functions (no single position or person may bear complete responsibility for an entire process or for all the resources) and job rotation (whereby after a certain amount of time a dossier holder is given other dossiers, both with regard to content or person and location).
In an ethical organisation everyone takes responsibility. You think about the various values and standards that apply to a concrete situation. In case of doubt you consult with your superior and together look for a suitable solution. In case of irregularities the duty to speak applies . If you observe violations of ethics, you take appropriate action, depending on the gravity of the violation. If necessary you tackle colleagues about it and you report the violations to the authorised bodies.
It all depends on the nature of the violation. It is a colleague making a photocopy for private use or a real case of fraud? Naturally it is also important whether you only suspect that there is a violation or whether you can present tangible evidence of that violation.
On the website www.vlaanderen.be/integriteit you will find an overview of the various contacts and departments where you can go with questions about ethics and to report violations. On the website you will also find more information about the whistle-blower protection scheme that you can request from the Flemish Ombudsman service and that will offer you protection if you fear that your report has negative consequences for you.
Sanctions and disciplinary measures
Part V111 of the Flemish Personnel Statute (VPS) states in which cases a disciplinary
measure can be imposed on employees of the Flemish Government. In the Flemish
Personnel Statute you will also find the procedures with which disciplinary measures can be proposed and pronounced by your functional superior. Disciplinary measures are sanctions that the Flemish Government as an employer can impose. They are in addition to any criminal law convictions for the violations.
The difference between a disciplinary measure and negative evaluation can also be found on the VPS website, in the section on 'interpretations'.
The sanctions in the VPS apply for statutory employees of the Flemish Government.
Contractual employees are governed by private labour law and the rights, obligations and sanctions that managers can include in the company rules.
Deputy Prime Minister of the Flemish Government and Flemish Minister for Public
Governance, Domestic Administration, Naturalisation, Tourism, and the Brussels Periphery
How do you put the code of conduct into practice ?
In order to concretise the code of conduct and put it into practice, it is important
to make the agreements and rules as explicit and clear as possible, e.g. by means of recognizable examples from actual practice
to develop an open dialogue culture in which you communicate regularly and openly about: o what the rules and agreements imply o what sanctions may be imposed in case of not complying with the rules and agreements o whether all colleagues apply the agreements in the same way o whether there are still fuzzy areas for which additional agreements and tuning in may be necessary
to discuss dilemmas and integrity cases with each other.
Follow the hyperlinks (in Dutch) to find out more about:
Dealing with integrity dilemmas
Embedding the principles of the code of conduct within your daily work pratictice
How do you deal with integrity dilemmas? Take the test!