YPCC Code of Conduct

Code of Conduct

YPCC’s success is dependent upon the trust and confidence we earn from our team, singers, and the community. Credibility is gained by adhering to our commitments, displaying honesty and integrity and reaching goals solely through honorable conduct. It is easy to say what we must do, but the proof is in our actions. YPCC employees and its board are governed by this Code.

Throughout your tenure with YPCC consider:

Will this activity build trust and credibility for YPCC?

Will it help create a working environment where YPCC can succeed?

Respect for the Individual

YPCC is committed to fostering an environment that brings out the full potential in each of us, which, in turn, contributes directly to YPCC’s success. We cannot afford to let anyone’s talents go to waste, and we all deserve to work in an environment where we are treated with dignity and respect, and where diversity, equity, and inclusion is a foundation upon which YPCC will grow.

YPCC adheres to equal employment requirements and is committed to providing a workplace free of discrimination of all types and from abusive, offensive, and harassing behavior.

Harassment may create a hostile or intimidating environment likely to interfere with an individual’s life by affecting that person physically or emotionally. Such acts are not tolerated within YPCC, from employees, singers, vendors, etc.

Everyone should feel comfortable to speak his/her/their mind, particularly with respect to ethics concerns.

YPCC’s Board will investigate all reported instances of questionable or unethical behavior, and action by the Board will be taken as appropriate.

Conflicts of Interest

Any relationship or activity that might impair, or even appear to impair, our ability to make objective and fair decisions when executing work on behalf of YPCC may represent a conflict of interest. In some instances, situations where business actions taken on behalf of YPCC may conflict with our own personal or family interests.

The YPCC team must:

Advance YPCC’s interests when the opportunity to do so arises.

Never use YPCC’s property or information for personal gain, or personally take an opportunity that is identified from employment with YPCC.

Disclose potential conflict of interest or outside engagements to the YPCC Board.

Determining whether a conflict of interest exists may be difficult. State and federal laws defining conflicts of interest are generally limited to undue personal financial gain. However, YPCC will use a more expansive definition that includes any potential conflicted relationships that may introduce significant bias into organizational decision making, even if it may not affect that individual financially or even signify wrongdoing. Some conflicts cannot be avoided altogether. YPCC does not wish to stigmatize or penalize conflicts in a way that might discourage their early disclosure.

Members of the YPCC team with a conflict of interest question must seek advice from YPCC’s Board before engaging in any activity, transaction or relationship that might give rise to a conflict of interest. The key is to ensure early disclosure so there is awareness and support early on for potential mitigation such as recusal from decision making activities.

Hypothetical but realistic example of a potential conflict handled the right way: a close friend of a staff person, who is a highly qualified musician, proposes an artistic partnership with YPCC. Knowing that this friendship can introduce bias into decision making, the staff person consults with the YPCC Board for direction. Perhaps the solution is to still consider the partnership, but the staff person is recused from the decision. If this is not possible, then perhaps the detailed contract negotiations are handled by someone other than the conflicted staff person. The way in which the conflict is handled gets recorded in the Board minutes for documentation. Even if there is not always a perfect solution, in this example proper disclosure has led to increased transparency, reduced impact of bias, and has provided some protection to both the staff person and the organization from possible negative perception.

If a YPCC employee or board member fails to disclose a conflict of interest, or a governing board or committee has cause to believe a member failed to disclose a conflict of interest, the board must be informed and take appropriate action.

Additionally, the YPCC team must not accept any gift that may benefit, or appear to benefit, the individual/individual’s family leveraging YPCC contacts, or activities.

NOTE: Business courtesies may be acceptable, and may include gifts, gratuities, meals, refreshments, entertainment or other benefits from persons or companies with whom YPCC may conduct business. YPCC will not accept business courtesies that constitute, or could reasonably be perceived as constituting, unfair business inducements that would violate law, or would cause embarrassment or reflect negatively on YPCC’s reputation.

Offering Business Courtesies

Should YPCC choose to offer a business courtesy, the offered courtesy must not be reasonably interpreted as an attempt to gain an unfair business advantage or otherwise reflect negatively upon YPCC. Business courtesies must have Board approval.

Accountability

Although YPCC’s Code of Conduct cannot address every issue or circumstance that may arise, it confirms the spirit in which YPCC conducts business. Each of us is responsible for knowing and adhering to YPCC’s values and standards within this Code, and for raising questions where they may arise. Concerns or violations of the Code of Conduct must be directed to YPCC’s Board.

YPCC takes seriously the standards set forth in the Code, and violations are cause for disciplinary action up to and including termination of employment.

Confidential and Proprietary Information

Protection of confidential YPCC information is important. Confidential and proprietary information includes, but may not be limited to, sheet music leveraged for YPCC performances, artistic themes leveraged as part of YPCC performances, sponsor/donor names/addresses, including current or potential suppliers and vendors.

Respecting the privacy of our partners, donors, members, staff, volunteers and of YPCC is a basic YPCC value. Care must also be taken to ensure that unauthorized individuals do not overhear discussion of confidential information, and that documents containing confidential information are not left in the open or inadvertently shared.

The YPCC team, volunteers, and Board may be exposed to information, which is confidential and/or privileged and proprietary in nature. YPCC maintains such information must be kept confidential both during and after employment or volunteer service. The YPCC team and volunteers, including Board of Directors, are expected to return materials containing privileged or confidential information at the time of separation from employment, or expiration of Board of Directors or volunteer service, or at the request of the Board President or Executive Director.

A valid business purpose and proper authorization from the YPCC Board must be obtained before disclosing this information outside of YPCC.