Code of Conduct – Lay Leaders
The purpose of this Code of Conduct is to set out standards of conduct expected of all UJA Federation’s and its subsidiaries’ Officers, Directors, fundraisers, canvassers, event volunteers, committee members, working group members and any other volunteers (collectively, “Lay Leaders”).
- UJA Federation is committed to ensuring that in all aspects of its affairs it maintains the highest standards of public trust and integrity.
- Lay Leaders are committed to team work and effective decision-making.
- The relationship between Lay Leaders and UJA Federation staff members is one of partnership, and one in which Lay Leaders use their best efforts to support achievements of staff members.
Towards this end Lay Leaders will accept this Code as a minimum guideline for conduct and will:
- Abide by the Letters Patent and By-law of UJA Federation.
- Exercise reasonable care, good faith and due diligence in organizational affairs.
- Abide by the Complaints Policy & Procedure of UJA Federation.
Best Interests of UJA Federation
- Act solely in the best interests of UJA Federation.
- Abide by the Conflict of Interest policy of UJA Federation.
- Fully disclose, at the earliest opportunity, information of fact that would have significance in decision-making.
- Maintain strict standards of honesty, integrity and loyalty.
- Respect the diversity of opinions as expressed or acted upon by other Lay Leaders, members of UJA Federation’s staff and community members.
- On important issues, be balanced in one’s effort to understand other Lay Leaders and members of UJA Federation’s staff and to make oneself understood.
- Seek to balance their contribution as both an advisor and learner.
- Refrain from trying to influence other Lay Leaders outside of UJA Federation meetings in a manner that might have the effect of creating factions and limiting free and open discussion.
- Once a decision is made, support the decision, as a fiduciary, even if one’s own view is a minority one.
Time & Commitment
- Commit the time required to reasonably perform her/his duties as a Lay Leader.
- Develop and maintain sound relations and work cooperatively and respectfully with staff.
- Refrain from giving direction, as an individual Lay Leader, to any member of staff.
- Refrain from investigating or discussing the performance of any staff member with other staff members (with the exception of the immediate supervising staff member), Lay Leaders or any stakeholders without board authorization. Any complaints will be in compliance with UJA Federation’s Complaints Policy.
- Be an advocate for the organization and its mission wherever and whenever the opportunity arises in their own personal and professional networks.
- Do not speak or make representations on behalf of UJA Federation, unless authorized by the Chair of the Board of UJA Federation of Greater Toronto, President & CEO of UJA Federation, or their designates.
- Use Confidential Information solely for the purposes of UJA Federation.
“Confidential Information” means all information relating to the business and affairs of UJA Federation and/or its affiliated and funded organizations, regardless of the manner in which it is furnished (whether oral or in writing or in any other form or media) or obtained by the Lay Leader through the participation of the Lay Leader in business, organizational and communal affairs of UJA Federation, but does not include information that:
- is already published or otherwise is or becomes readily available to the public, other than by a breach of this Code; or
- is proven to be known by the Lay Leader on a non-confidential basis prior to disclosure hereunder.
If a Lay Leader is requested pursuant to, or required by, applicable law or legal process to disclose any Confidential Information, the Lay Leader may disclose such information, but must first provide the Chair of the Board of UJA Federation of Greater Toronto with prompt notice of such request or requirement, unless such notice is prohibited by law.
- Under no circumstance is a Lay Leader allowed to exhibit harassing, including sexually harassing behaviour towards any other Lay Leaders, and staff members.
UJA Federation takes a position of Zero Tolerance with regards to harassment, including sexual harassment. The term “harassment” shall have the meaning set out in Schedule A.
- This Code of Conduct may be amended by the Governance and Nominating Committee, and ratified by the Board.
Discipline of Directors
- UJA Federation’s By-law provisions addressing Discipline of Directors will apply in addition to the provisions of this Complaints Policy and Procedure.
Approved by the UJA Federation of Greater Toronto Board of Directors on January 24, 2020.
For the purposes of UJA Federation’s Code of Conduct, the term “harassment” shall have the meaning of the term “workplace harassment”, which also includes ”workplace sexual harassment”, as defined under Ontario’s Occupational Health and Safety Act (hereinafter, “OHSA”) as follows:
“workplace harassment” means,
- engaging in a course of vexatious comment or conduct against a worker in a workplace that is known or ought reasonably to be known to be unwelcome, or
- workplace sexual harassment;
“workplace sexual harassment” means,
- engaging in a course of vexatious comment or conduct against a worker in a workplace because of sex, sexual orientation, gender identity or gender expression, where the course of comment or conduct is known or ought reasonably to be known to be unwelcome, or
- making a sexual solicitation or advance where the person making the solicitation or advance is in a position to confer, grant or deny a benefit or advancement to the worker and the person knows or ought reasonably to know that the solicitation or advance is unwelcome;
Examples of harassment include, but are not limited to, the following behaviours:
• Verbal conduct such as racial epithets, comments or slurs, lewd comments, sexual jokes, offensive e-mails or phone calls, unwanted sexual advances or comments, or threats and demands that may demean, ridicule, intimidate, or offend
• Physical conduct such as assault, sexual flirtation, unwelcome touching, advances, or other physical interferences
• Visual conduct such as offensive cartoons, pictures, photographs, or gestures, or viewing offensive internet materials
• Retaliation for having reported harassment
• Cyber-bullying (i.e. bullying that occurs online, by e-mail, text messages, instant messaging, postings on websites or social media, or through any other electronic communication).
 Board members of UJA Federation and its subsidiaries stand in a fiduciary relationship with UJA Federation. As fiduciaries, such board members shall fulfil their duties in accord with a certain standard of care and abide by the rules of fiduciary conduct.