Code of Conduct

BANADIR ELECTRIC COMPANY

(BECO).

Subject: business ethics

Assignment: code of conduct
Date at published: 29th Nov 2017
Lecturer: Mr.: Omar Ahmed Abukar
Published by: Group 5

Group members
1. Liban Hussein Buule
2. Naima Abdihakin Hassan
3. Mohamed Abdi Mohamud
4. Ilyaas Mohamed Gaabow
5. Osman Abdilahi Saney
6. Fartun Salah Mohamed
7. Liban Ali Abdi
8. Ayuub Yusuf Sulub
1st Edition
 TABLE OF CONTENTS
Title Pages
1. Introduction of the Company……………………..1 - 4
2. Code of Conduct of BECO……. ………….…………..4
3. Vision and Mission…………………………………5 - 6
4. Goals and objectives …………………………………..6
5. Purpose of the Code of Conduct ……………………..6
6. Coverage ……..……………………………………….7
7. Principles ………………………………………….7 - 9
8. Company Expectations of Staff …………………9 - 10
9. Obligations of the Company to Staff ………….10 - 11
10. Performance of Duties …………………………12 - 14
11. Appropriate Relationships with other

Employees and Customers…………………….14 - 15

12. Respect for the Rights of Others ……………..16 - 17

13. Unacceptable Behavior ………………………..17 - 18
14. Conflicts of Interest and Integrity ……………18 - 21
15. Gifts and Rewards ……………………………..21 - 22
16. Participation in Public Bodies or Voluntary
Associations ………………………………………….22
17. Security/Confidentiality ……………………….22 - 23
18. Ownership of Information ………………………….23
19. Data Storage on Computer Systems and
Servers…………………………………………23 - 24
20. Use of the Email System ………………………….24
21. Internet ……………………………………………24
22. Release of Official Information ………………….25
23. Public Comment …………………………………..25
24. Breaches of the Code of Conduct ……………26 - 27
25. Disciplinary Action ………………………….27 - 28
26. Acknowledgement of Receipt of
Code of Conduct ………………………………..29
27. Appendixes …………………………………30 - 35
 Introduction of the Company

Company’s Name: Banadir Electric Company (BECO)

As we know electricity is one of the basic needs of human life around the world. in Somalia
there are a lot of companies that provides electric service here we have one of the most popular
company in Somalia called Benadir Electric Company ( beco) .

After the 1990 collapse of Ente Nazionale Energia Eletrical (ENEE), (the only monopoly
company responsible for electricity generation, transmission and distribution) smaller and less
resourceful electricity suppliers have emerged to replace it. These numerous companies tried to
satisfy the electricity demand but were unable to cover a fraction of it due to financial
constraints, lack of skilled manpower and adequate machinery. Consumers took advantage of
whatever electricity supply they could get.

This has led to establishment of BECO on the 5th of May 2014 in Mogadishu –Somalia, by three
local electricity suppliers who understood the importance of joining forces in order to better
serve their clients. These companies have decided to unite under single, bigger and more
resourceful entity called BECO creating a largest electricity company in Somalia. The few
remaining electricity suppliers are now in talks with BECO and expected to join soon.

The company is owned by Somalis mainly those companies who got together and their
shareholders. The head quarter of the company is Mogadishu, Somalia with 15 operational and
customer services branches in and around the capital.

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The company currently employs nearly 1100 people in four departments. Our employees come
from all the professions electrical and mechanical engineers, financial controllers and
accountants, sales and marketing professionals, senior and junior managers, human resources
officers, procurements and logistics officers, skilled and non-skilled personnel, security
personnel, and many more. We are currently supplying to 80% of the Somali capital Mogadishu
and surroundings including building, commercial, industrial and agriculture and offices.

Beco Call-Centre runs support or helps regularly answers technical questions from customers
and assists them in twenty four hours on seven days a week service (24/7). Customer service
contact center answers specific queries relating to customer issues, this type of service also used
to respond to customer complaints and undertake retention strategies for Beco customers.
Also, call center services can be available 24/7 free, allowing BECO’s customers to constantly
keep in touch the moment any issue arises.

BECO’s Commitment: the company has promised to be available, sustainable and affordable

Availability: BECO has planned to expand its services everywhere in the country: main towns,
regions, districts and villages as soon as practically possible. Currently our service covers all of
Benadir and most of Lower Shabelle regions including the capital city of Mogadishu with over 2
million inhabitants.
Sustainability: We are committed to provide sustainable electricity free from interruptions and
continuously. This can only be achieved by investing in the electricity infrastructure from
generation, transmission and distribution using reliable sources and the modern technology.
Affordability: From the beginning BECO fulfilled its promises and one the main reasons of its
establishment, lowering prices.

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The Main Components of BECO

Banadir electric company has three main components which are power generation, transmission
and distribution.

1) Power Generation

Power generation is the first component of the electricity services of Beco. Our electricity is
generated from diesel fueled generators and solar farms. ENEE and Darussalam are the main
stations which are currently on the line and supplying to most of Mogadishu and surroundings.

Beco has implemented 2.5MW solar farm which is the biggest renewable energy generation site
in Somalia at large .Diesel generators and solar farms a have been combined with in Hybrid
system configuration.

2) Transmission

Beco is currently supplying through 11KV transmission line throughout Mogadishu and
surroundings. Electricity is regularly transmitted to substations near populated areas. The main
components of our transmission system are:

a) Transmission concrete poles

b) Transmission lines (overhead/underground)
c) Substation (transformers)

3) Distribution

Distribution is the final component of the Power of Beco to serve its consumers.

Beco is the major distribution company which supplies over 80% of Banadir and surrounding
regions such as Mogadishu. Beco distribution sysrtem contains of:-

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 a. Distribution lines
b. Distribution concrete poles.
c. Distribution panels
d. Metering units

Code of Conduct of Banadir Electric Company (BECO)

A code of conduct, sometimes called a code of ethics, is a management tool for setting out an
organization’s values, responsibilities and ethical obligations. The code of conduct provides
employees with guidance for handling difficult ethical situations related to the business.

Businesses develop their own codes, based on their core values, and no two codes are the same.
To be truly effective, the code of conduct must also be embedded in the business, so employees
know how it applies to them.

Below there is a list of code of conduct for the company:

The electricity service must be first

Customers care and respect when they need electricity help
We must obey the laws and regulations leading our business conduct
We must be punctual and keep time work every day
We must avoid conflicts of interest between work and personal affairs
We must be punctual and keep time work every day
Encourage feeling of equal opportunity
Respect each other from manager to employees
We must training and new skills all the staff members
Health and safe environment of all who work for the company

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 Vision and Mission

A Vision Statement: Is a declaration of a business’s goal. A vision statement is not limited to

business organizations and may also be used by non-profit or governmental entities

Vision

• To change the whole country with new development electricity supply

• To supply quality electricity generation, transmission and distribution with reliable,
efficient and effective electricity services
• To offer good quality in electrical service
• To provide sustainable electricity free from interruptions and continuously.
• To be become the leading electricity company across Somalia that offers the highest
standard services from power transmission.

Mission

A Mission Statement: Defines the business, the needs of covering their products and services,
the market in which it is developed and the public image of the company. The mission of the
company is the answer of the question: why does the organization exists?

• Investing in the electricity infrastructure from generation, transmission and distribution

using reliable sources and the modern technology
• Innovation of power systems, environmental technology, transmission systems and
customer service.
• Use the largest Generation and Transmission and largest electric distribution business
throughout the districts and regions we serve.
• To efficiently generate, transmit and distribute high quality electricity throughout
Somalia at cost effective tariffs.
• To achieve the highest standards of customer service and to ensure its long term technical
and financial viability.

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 • To provide reliable and competitively priced electricity to all persons and entities within
our service area in order to maintain and improve the quality of life, now and into the
future.

Goals and Objectives

Goals establish where you intend to go and tell you when you get there. They help improve your
overall effectiveness as a company, whether you want to increase your share of the market or
improve your customer service. The more carefully you define your goals, the more likely you
are to do the right things and achieve what you wanted to accomplish in the first place.

Objectives are the specific steps you and your company need to take in order to reach each of
your goals. They specify what you must do and when you will do.

In other way goals tell you where you want to go and objectives tell you exactly how to get
there.

Purpose of the Code of Conduct

The purpose of this Code of Conduct is to help you to know and understand the standards of
Conduct and actions expected of you as an employee of the Banadir Electric Company.

This reflects the basic requirements of professionalism, integrity and courtesy needed to ensure
that we provide trainings to our employee; an enjoyable and safe working environment exists for
all our staff.

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 Coverage

Currently beco’s service covers all districts for the capital city of Mogadishu and surrounded
areas, most of Lower Shabelle regions, middle Shabelle and Galgadud regions.

This coverage is set to grow as we install more stations and expand our service to main towns,
regions, districts and villages as soon as practically possible.

Principles

Our entities implement local employee code of conduct. These codes of conducts intend for all
employees of this entities to help them develop their activities while respecting the group’s
ethical principles. In compliance with local uses and regulations, they are based on below
fundamental themes.

1) Respect for low and regulations: The group upholds the highest standard in how it runs
for its activities, notably by respecting human rights labor low and environment. In
professional activities, each beco employee must demonstrate integrity and abide by
applicable laws and regulations under all circumstance.
2) Respect for people: Safety and health in the workplace, prevention of discriminatory
action and respect for third parties
3) Safety and health in the workplace: Safety of employee is one of the group’s priorities
and efficiency must never be sought to detriment of safety. Each employee has the right
to work under safe and healthy conditions, and the duty to contribute to them by
responsible behavior. Safety policy extends to all employees, subcontractors and service
providers. Each employee must exercise their professional activity in abiding by the
safety, hygiene and health rules applicable in his or her workplace and participating in
appropriate training sessions that might be planned in these areas.

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4) Prevention of discriminatory action: The group is determined offer personnel equal
opportunities for recognition and career advancement, whatever their origins, gender,
beliefs or physical condition and will not tolerate any form of discrimination or
harassment.
5) Respect for third parties: Each employee must help respect commitments made with
beco partners, in particular customers, suppliers and public authorities and must also
demonstrate objectivity and fairness in their treatment.
6) Respect for the environment: Respect for the environment and the preservation of
natural resources in its operations and those of its customers is a major priority of beco.
7) Respect for competition law regulations: Competition law is applicable to every aspect
of a company’s commercial activity: negotiations with customers and suppliers, contacts
with competitors, marketing and sales promotion.
8) Prevention for conflict of interest: Includes links to a competitor, customer or supplier,
respect for rules on corruption, payments, gifts and advantages.
9) Payments, gifts and advantages: No employee may accept from a competitor, customer
or supplies of beco or offer to these latter any illegal/inappropriate or gifts or other type
of advantages. An exception can be recognized for gifts or invitation of low value of are
not paid in cash and are in keeping with current commercial practices and do not violate
any laws or regulations.
10) Protection of beco activities: Each employee must properly protect and maintain
confidential any strategic, financial, technical or commercial data or documents that are
not public and whose disclosure to third parties could be harmful to the interests of beco.
11) Protection of property and resources: Each employee is responsible for proper use and
protection of group property and resources such as intellectual property rights,
installations, equipment and financial resources or cash. These resources and property
must be used in accordance with their professional purpose and in the established
framework.

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 They may not be uses for personal ends except if explicit authorization has been granted
by a duly authorized individual in the framework of established procedures.
Lastly, it is the responsibility of each employee to protect the property and resources of
the group against any damage inappropriate alteration, fraud, loss or theft.
12) Transparency and integrity of information:
Beco strives for greatest transparency and the highest standards of integrity and reliability
of financial, accounting and management information that treated or communicated.
Each employee who takes part in the production, analysis, filling or communication of
this information must carry out these operations honestly and transparently.

Company Expectations of Staff

Every company has an expectation from his managers, officer, low level employee, so beco
expects you to approach the job with an open mind, so you can quickly learn what you need to
do it well. They will expect you to take instructions and directions from the people training you
and from your new supervisor. We will expect you to be reliable. Arrive at work on time and
don't leave until your shift is over. Call in to give notice if you are sick and can't make it in or are
going to be unavoidably delayed. Your new employers will expect you to be honest, to conduct
yourself professionally, and to dress appropriately for the position.

If you want to make an excellent impression and exceed your employer's basic expectations, try
to cultivate a cheerful and flexible attitude. Things are often more complicated in reality than
they appear on paper, so the company's official organizational chart might not be sufficient to
describe everything that actually needs to get done. If you display resentment when asked to do
something outside of your normal responsibilities, your boss might be disappointed.

While employee expectations include the timely and accurate payment of wages, adequate
training, safe working conditions, full explanation of all company policies and especially of your
job responsibilities, and fair and constructive feedback from your supervisor.

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 If any of these expectations are not being met, you should have a conversation with your
supervisor to discuss the situation. Most of these employee expectations are not only reasonable,
but also are required by law.

The relationship between you and your employer is likely to run into trouble if either of you feels
that expectations are not being consistently met. Some of these situations are unambiguous. For
instance, if you don't get your paycheck when you are supposed to, your employer is clearly not
meeting a legitimate expectation. If you leave the office an hour early every day, you are not
meeting expectations. Other expectations might not be reasonable. If your employer expects
loyalty from employees but does not extend the same loyalty to them, this may not be fair. If you
expect to be promoted after you've been working there for a year, this may not be reasonable if
you haven't excelled as an employee. Whenever you're dealing with expectations, try to assess
them objectively to decide how reasonable they really are.

Obligations of the Company to Staff

Employers are responsible for ensuring all their employees receive certain basic employment
rights. These rights are governed by detailed employment legislation. If you employ people or
are setting up a business that will employ people you need to be familiar with your
responsibilities and your employees’ rights. Employers engage persons on either contracts of
service. Only a person engaged under a contract of service is an employee and therefore
protected by the full range of employment legislation. Employers have a duty to ensure:

• Provide and maintain a safe workplace, machinery and equipment

• Prevent risks from use of any article or substance and from exposure to physical agents, noise
and vibration
• Prevent any improper conduct or behavior likely to put the safety, health and welfare of
employees at risk

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• Provide an up-to-date job description that provides clear statements of your duties and your
employer's expectations of you
• Provide instruction and training to employees on health and safety
• Freedom from harassment or discrimination in the workplace
• Provide protective clothing and equipment to employees
• Adequate training and equipment to perform your duties
• The timely and accurate payment of wages and allowance
• Appoint a competent person as the organization’s safety officer
• Good and safe working conditions
• Fair and constructive feedback from your supervisor If this expectation is not work, you should
have a conversation with your supervisor to discuss the situation
• Regular and appropriate feedback and communication on your work performance
• Effective communication of information;
• Opportunity for the enhancement of your abilities;
• Freedom from harassment or discrimination in the workplace;
• A commitment to a supportive and confidential Employee Assistance Program
• Appropriate disciplinary and dispute procedures and the opportunity for redress against unfair or
unreasonable treatment by the employer

Every employer is required to carry out a risk assessment for the workplace which should
identify any hazards in the workplace, assess the risks arising from such hazards and identify
the steps to be taken to deal with any risks. You must also prepare a safety statement based on
the risk assessment. The health and safety authority provides tools to help you with these tasks.

Employers are obliged to report and solve any accident, health or any other problem faces his
employee that results in an employee missing 3 consecutive days at work.

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 Performance of Duties

Performance is a critical factor in organizational success. So definition of performance of duties

an employee shall carefully struggle to enforce the laws of the company and shall be responsible
for the proper performance of all duties assigned to him.

Employee performance is defined as whether a person executes their job duties

and responsibilities well. Many companies assess their employee's performance on an annual or
quarterly basis in order to define certain areas that need improvement.

The employee shall be responsible for keeping abreast of and adhering to the rules, regulations,
and policies as set forth by the Department. So everyone who is the staff member of a company
has his own contract that he signed, that contract has job description which defines his duties.

To have a truly effective performance management process that supports employee performance,
development and success, you need to get everyone involved. Having engaged and informed
senior executives, managers and employees will ultimately result in higher participation rates
and better quality performance management.

So you need to clearly communicate to everyone, what they are responsible for as part of your
new performance management process. Here's breakdown of the responsibilities of each
stakeholder group: executives and leadership, managers, employees and HR.

Executive and senior leadership duties

As an executive or senior leader, you need to be an enthusiastic champion of the new process.
Make sure you are supportive of the process, communicate its value and engage others to
participate.

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 The managers’ responsibilities in the performance management process

As a manager, you have a responsibility to recognize and reinforce strong performance in your
employees, and identify and encourage improvement where needed. But to begin with, you need

As a manager, you are expected to:

• Use the performance management process as a valuable tool for supporting employee
development and improvement
• Determine an appropriate schedule for regular performance conversations with those you
manage directly
• Deliver regular positive and constructive feedback
• Check-in on goal progress
• Communicate and revisit performance expectations
• Improve your management and leadership skills
• Coach your employees in a way that strengthens two-way communication and reinforces desired
behaviors
• Support your employee’s professional and career development while making them accountable
for it
• Submit your completed employee reviews by the designated deadline

Employees' responsibilities

Your role as an employee in this performance management process is to:

• Work towards achieving your individual goals, which help the organization reach its objectives.
• Take responsibility for your own professional and career development.
• Be open to feedback
• Complete any development plans assigned to you and apply the learning to improve your
performance.
• Seek support as required

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• Keep a record of your performance achievements, successes and challenges.
• Give others feedback.
• Complete your self-appraisal by the specified deadline.

HR's responsibilities

Your role as an HR business partner in this performance management process is to:

• Design a best practice performance management process.

• Set reasonable deadlines for completing each step in the process.
• Provide training to all executives, managers and employees on the process, the steps involved,
their responsibilities, and the benefits to be gained by all, addressing each group's (executives,
managers, employees) particular needs.
• Clearly explain your performance rating scale, the difference between the different levels of
performance, and how you expect ratings to be used (e.g. what rating is used for good
performance and given to most employees, what additional actions need to be taken when
performance is judged to be above and below expectations, etc.)
• Provide managers with regular training on how to give feedback as well as on how to coach and
develop their employees.
• Launch and manage your performance management process.

Appropriate Relationships with other Employees and Customers

Workplace relationships are unique interpersonal relationship with important implications for the
individuals in those relationships, and the organizations in which the relationships exist and
develop.

Because workers are spending on average 50 hours a week in the workplace, these long work
hours are resulting in the formation of workplace friendships.

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Friendship has been defined as a voluntary interdependence between two persons over time that
is intended to facilitate social-emotional goals of the participants, and may involve varying types
and degrees of companionship, intimacy, affection and mutual assistance.

Blended friendships can have a positive impact on an employee's productivity. Workplace

friendships lead to more cohesive work groups, more satisfied and committed employees, greater
productivity, greater goal attainment, increased positive feelings about the organization,

Good employees do build customer relationships. Because customers are the most important
assets of a company, companies aim to instill the importance of customer service early in
employees' careers. And some employees are in positions that directly affect the service of
customers. Good or productive employees can demonstrate customer-relationship building in
several ways.

Ideally, customers and workers create relationships, keeping customers coming back. To craft
these relationships, workers must do more than just the bare minimum and create connections
with the individuals they serve. This may entail asking customers for details about their lives or
remembering customers' common orders, allowing them to expedite the process in a fashion
quite pleasing to the repeat customers. While management cannot enforce the building of
relationships, they can select employees who appear open and willing to build relationships.
Employees often provide customers with their initial impressions of the products the company
offers. Though the workers who deal directly with customers may not be the people who select
or develop products, they are the ones who give customers information about them, selling the
products and proving to the customers that the products in question are ones they need. To
ensure that workers can represent the products they sell effectively, managers must educate their
workers on these products and ensure that they possess the knowledge necessary to tell workers
about them in an informed and engaging manner.

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 Respect for the Rights of Others

Respect the rights of others including private property owners and all recreational trail users,
campers and others to allow them to enjoy their recreational activities undisturbed.

• Respect differences in people, their ideas and opinions

• Treat one another with dignity and respect
• Respect and treat others fairly, regardless of race ancestry, place of origin, colour, ethnic
origin, gender, sexual orientation, age or disability
• Respect the rights of others
• Respect the need of others to work in an environment of learning and teaching

Treating people with respect makes your word a nicer place to live in, whether it’s at home, at
company or out in your community. And it is easy all you have to do is treat people the way you
like to have them treat you. Here are a few ideas:

• Don’t insult people or make fun of them

• Listen to others when they speak
• Value other people’s opinions
• Be considerate of people’s likes and dislikes
• Don’t talk about people behind their backs
• Be sensitive to other people’s feeling
• Don’t pressure someone to do something he or she doesn’t want to do

Although you are employed by company you have a duty to treat your colleagues and the public
with good manners and respect. This means that you are expected to:

• Avoid behavior that might distress other employees or disrupt the workplace.

• Ensure that any workplace relationships do not have a negative effect on your work
performance.

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• Respect the privacy of individuals when dealing with personal information.

• Be non-judgmental by not harassing or discriminating against your colleagues or students on

the basis of their gender, age, disability, marital status, and ethnicity, religious or ethical
beliefs or sexual orientation.

• You must not have or bring into the workplace any material that may be viewed as racist or
sexist, that is pornographic, or that is otherwise offensive to the board or its staff.

Unacceptable Behavior

Unacceptable behavior (including bullying, harassment and victimization), may involve actions,
words or physical gestures that could reasonably be perceived to be the cause of another person’s
distress or discomfort. Bullying or harassment may be by an individual against an individual or
involve groups of people.

The University defines behavior as being unacceptable if:

• It is unwanted by the recipient.

• It has the purpose or effect of violating the recipient’s dignity and/or creating an
intimidating, hostile, degrading, humiliating or offensive environment.
• Having regard to all the circumstances, including the recipient’s perception, it was
reasonable for the behavior to have that effect.

Unacceptable behavior does not have to be face-to-face, and may take many forms such as
written, telephone or e-mail communications or through social media. If a third party who is not
a member of the company’s staff (for example, a customer, a supplier or a visitor) behaves in an
unacceptable manner, this should be reported to the relevant Head of department who will
determine an appropriate course of action to deal with the issue. If the Head of department is not
able to resolve the issue, the complaint will be taken forward by the Director of Human
Resources.

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Some examples of unacceptable behavior are:

• Aggressive or abusive behavior, such as shouting or personal insults

• Spreading malicious rumors or gossip, or insulting someone
• Discrimination or harassment when related to a protected characteristic under the
Equality
• Unwanted physical contact
• Offensive comments/jokes or body language
• Publishing, circulating or displaying pornographic, racist, sexually suggestive or
otherwise offensive material or pictures
• Isolation, deliberate exclusion and/or non co-operation at work
• Persistent and unreasonable criticism
• Unreasonable demands and impossible targets
• Coercion, such as pressure to subscribe to a particular political or religious belief

Conflicts of Interest and Integrity

A conflict of interest is a situation in which a person or organization is involved in multiple

interests, financial or otherwise, one of which could possibly corrupt the motivation or decision-
making of that individual or organization. The presence of a conflict of interest is independent of
the occurrence of impropriety. Therefore, a conflict of interest can be discovered and voluntarily
defused before any corruption occurs. A conflict of interest exists if the circumstances are
reasonably believed (on the basis of past experience and objective evidence) to create a risk that
a decision may be unduly influenced by other, secondary interests, and not on whether a
particular individual is actually influenced by a secondary interest. A widely used definition is: a
conflict of interest is a set of circumstances that creates a risk that professional judgment or
actions regarding a primary interest will be unduly influenced by a secondary interest.

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Primary interest refers to the principal goals of the profession or activity, such as the protection
of clients, the health of patients, the integrity of research, and the duties of public officer.
Secondary interest includes personal benefit and is not limited to only financial gain but also
such motives as the desire for professional advancement, or the wish to do favors for family and
friends. These secondary interests are not treated as wrong in and of them, but become
objectionable when they are believed to have greater weight than the primary interests.

Conflict of interest rules in the public sphere mainly focus on financial relationships since they
are relatively more objective, fungible, and quantifiable, and usually involve the political, legal,
and medical fields.

Conflict of interest is a situation in which an internal audit that is in a position of trust has a
competing professional or personal interest. Such competing interests can make it difficult to
fulfill his or her duties impartially.

A conflict of interest exists even if no unethical or improper act results. A conflict of interest can
create an appearance of impropriety that can undermine confidence in the internal auditor, the
internal audit activity, and the profession. A conflict of interest could impair an individual's
ability to perform his or her duties and responsibilities objectively

The following are the most common forms of conflicts of interests:

• Self – dealing, in which an official who controls an organization causes it to enter into a
transaction with the official, or with another organization that benefits the official only.
The official is on both sides of the "deal."
• Outside employment, in which the interests of one job conflict with another.

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 • Nepotism, in which a spouse, child, or other close relative is employed (or applies for
employment) by an individual, or where goods or services are purchased from a relative
or from a firm controlled by a relative. To avoid nepotism in hiring, many employment
applications ask if the applicant is related to a current employee of the company. This
allows recusal if the employed relative has a role in the hiring process. If this is the case,
the relative could then recues from any hiring decisions.
• Gifts from friends who also do business with the person receiving the gifts or from
individuals or corporations who do business with the organization in which the gift
recipient is employed. Such gifts may include non-tangible things of value such as
transportation and lodging.
• Pump and dump, in which a stock broker who owns a security artificially inflates the
price by "upgrading" it or spreading rumors, sells the security and adds short position,
then "downgrades" the security or spreads negative rumors to push the price down.

Other improper acts that are sometimes classified as conflicts of interests may have better
classification. For example, accepting bribes can be classified as corruption, use of government
or corporate property or assets for personal use is fraud, and unauthorized distribution of
confidential information is a security breach. For these improper acts, there is no inherent
conflict.

Conflict of interest is sometimes termed competition of interest rather than "conflict",

emphasizing a connotation of natural competition between valid interests - rather than the
classical definition of conflict.

You are expected to be honest, fair and impartial when you perform your duties. This means
that:

• You should not show bias to an individual student. Everyone should be treated fairly.

• In general, you are not to approve anything that will result in expenditure in respect of
yourself (eg: increased salary, travel expenses, a training course, and your own overtime).

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• You are not to lend money to, or borrow money, or otherwise enter into financial
relationships with staff. The amount of money lent or borrowed could imply indebtedness
that could lead to a conflict of interest in formal work relationships.

• You must inform the company if you are involved in, or have a personal or financial interest
or commitment to, any activity that may conflict, or could be seen by others to conflict, with
the performance of your duties and the goals of the company.

A financial interest or commitment includes:

– company directorships

– shareholdings

– Offers of additional employment outside the company.

• You must inform company if you are a member of (or plan to become a member of) or have
a family involvement in a trust or community organisation which is funded by or otherwise
linked to the company.

• Some employees are required to abide by a professional code of ethics. These employees
must inform company if there are any conflicts between their professional codes of ethics and
the duties they are directed to perform.

• You should consult with your employer before taking up other paid employment where that
other paid employment could conflict with the performance of your duties at company.

Gifts and Rewards

Staff members of the company such managers and employee may not give or accept gifts and
rewards from the costumer, competitors. So that it is a bad thing to do managers and employees,
if they take gifts and rewards from the costumer, costumer will get free inventory or low level of
cost inventory so that company becomes net loss on their income statement for the company’s
performance.

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If they take gifts and rewards to the competitors so that competitors get chance to known how
company to work, how many salary will take their employees and how to care their costumer and
so that company become without value and assessment.

Participation in Public Bodies or Voluntary Associations

You must inform your employer if you are participating in a public or voluntary organization (or
intend to) and there are actual or potential conflicts between your responsibilities and duties as a
staff member of your company, and your responsibilities and duties to the other organization.
Where it is considered there is a potential conflict of interest, appropriate arrangements will need
to be made to avoid or resolve the conflict.

For example:

• It could be interpreted as a conflict of interest if you are a member of (or plan to become a
member of) or have a family involvement in a trust or community organization which is
funded by or otherwise linked to your company.

• If you intend to stand for Parliament you must discuss this with your employer, to arrange
leave. )

Security/Confidentiality

Security is the degree of resistance t or protection. It applies to any vulnerable or valuable asset,
such as a person, dwelling, community, item, nation, or organization. While confidentiality
means to be kept secret and not told or share with other people which is outside of the company.
So every computer in the company’s offices should have security and every member staff should
have confidentiality to keep the information of the company.

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You are expected to maintain the highest standards of confidentiality and security in the
workplace. This means that you are not to:

• Use the boards’ computer systems in any way that may corrupt or disrupt their normal
function

• Access, or attempt to access, machines or networks by unauthorized means. for example

unauthorized use of dial-in modems

• Use information related to the boards’ systems for anything other than authorized purposes

• Bring into the workplace via the email or Internet system, or by any other means, any
material that is pornographic, or that may be viewed as racist or sexist

• Give your computer password/security card to any other members of staff without good and
justifiable reason

• Leave a record of your password anywhere obvious so that someone else may see it.

Ownership of Information

BECO owns all data stored on it’s computer systems. Management has the right to access and
view this that information at any time.

The network is being continually monitored and staff found using the system inappropriately
may face disciplinary action.

Data Storage on Computer Systems and Servers

Computer data storage, often called storage or memory, is a technology consisting

of computer components and recording media that are used to retain digital data. It is a core
function and fundamental component of computers.

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The central processing unit (CPU) of a computer is what manipulates data by performing
computations. In practice, almost all computers use a storage hierarchy, which puts fast but
expensive and small storage options close to the CPU and slower but larger and cheaper options
farther away. Generally the fast volatile technologies (which lose data when off power) are
referred to as "memory", while slower persistent technologies are referred to as "storage";
however, "memory" is sometimes also used when referring to persistent storage.

Only business information can be stored on computer systems. You are not permitted to store
any personal data on the computer system, including documents, spreadsheets, databases, games
and jokes.

Use of the Email System

The email system is for the company purposes and must not be misused. While it is acceptable
to send or receive business messages from outside the company, users should be aware that this
information might not be secure outside the company. This needs to be considered before you
send email. Personal information, such as documents, spreadsheets, databases, games, jokes and
other non-business-specific email must not be circulated via the email system.

Internet

The Internet is the global system of interconnected computer networks that use the internet
protocol suite (TCP/IP) to link devices worldwide. It is a network of networks that consists of
private, public, academic, business, and government networks of local to global scope, linked by
a broad array of electronic, wireless, and optical networking technologies. The Internet carries a
vast range of information resources and services, such as the inter-linked hypertext documents
and applications of the World Wide Web (WWW), electronic mail, telephony, and file sharing.

Use of the Internet is for company purposes only. You are not to retrieve, distribute or store
unapproved or non-business-related material from the Internet. You must have approved access
and this is provided on an individual basis.

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 Release of Official Information

The disclosure or release of official information is subject to the Official Information. That
information related to company, its suppliers or the users of its services is to be treated at all
times as confidential to the board and is to be used by employees for official purposes only.

Employees of co are also subject to the provisions of the Privacy. The main object of this
information is to promote and protect personal information and it seeks to give individuals some
measure of control over personal information about themselves.

Released by authorized employees, and only in accordance with the procedures as stated in the
Official Information. Board instructions about the release of official information must also be
followed.

It is not to be released to the media or the public without the proper authorization. For example,
staff may not remove or copy company documents or records for external use without approval
from their manager. It should never be used for personal motives.

Public Comment

Staff members should not respond to requests from the media for comment on matters relating to
the company. Only authorised staff members should respond to media requests for comment on
such matters. If the media makes an approach to you, inform your principal/board so they can
respond to the media request. For example if one of the media calls you and asks questions
related company’s information, you can’t give them any information about company unless you
have authorisation so you should inform your supervisors.

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 Breaches of the Code of Conduct

A Breaches of the code of conduct is violate or disobey of the code while code of conduct is a
formal document companies prepare that outlines standards of acceptable workplace behavior
and ethical decisions for employees. It is designed to help companies develop a professional
image and establish a strong ethical culture. For employees, a code of conduct offers clear
guidance on what to do and not to do on the job. Discipline and penalty procedures are usually
included in a code of conduct.

The company’s Code of Conduct describes the standards of behavior expected of staff. As
outlined in the Code, behavior or actions that are considered unacceptable by company may
result in disciplinary action against the employee concerned, which could include punishment or
termination of employment.

Penalty Basics

The penalty component of a code of conduct lets employees know in advance what to expect if
they violate a code. Discipline procedures and policies should be clearly laid out in the code of
conduct so there is gray area regarding penalties. This is especially important in avoiding
discrimination and wrongful termination lawsuits. Conduct codes and penalty systems are
typically established by human resources staff and shared with supervisors and employees.

Penalty systems typically address two categories of wrongful behavior: minor and major.

Minor penalties

Minor penalties vary by company, but typically include frequent employee tardiness, minor acts
of insubordination, incomplete work and misuse or abuse of office equipment. Common
penalties for minor code infractions include a series of oral and written warnings and reduced job
privileges and responsibilities.

Major Penalties

Some breaches of codes are so severe they require harsher penalties, even on a first offense.
Major infractions include acts of violence, threats toward co-workers or managers, theft or abuse
of power.

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Common penalties include demotions, job transfers, pay reductions, and in the most extreme
cases, termination. Some companies specifically state which offenses are considered
"terminable" in their penalty sections.

Disciplinary Action

Disciplinary action is about problem solving. The is concerned to identify problems associated
with performance or behavior, and to make sure that the process for fixing those problems is
prompt, consistent and fair. In general, disciplinary procedures include informal or formal
disciplinary action along the following lines:

1. Informal Disciplinary Action:

– Discussion of the problem

– Assistance to help overcome the problem
– Referral to the Employee Assistance Programme, if appropriate
– Temporary transfer to other duties

2. Formal Disciplinary Action:

– Oral warning
– Written warning
– Removal of discretionary conditions of employment (ie: delegations, flexible working
hours, etc.)
– Transfer to another position at existing salary
– Transfer to another position with reduced pay (but not below the minimum rate for that
position)
– Suspension (with or without pay)
– Dismissal with notice
– Dismissal without notice.

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Other options may be considered, depending on the circumstances of the case.

Whether disciplinary action is informal or formal, the company will make sure that the
disciplinary procedures are fair. This means that:

(a) You must be told of your right to request union, legal or other assistance and/or
representation.

(b) You must be told of the specific behavior or performance that is causing concern, and
given a reasonable opportunity to provide an explanation.

(c) You must be told, where appropriate, of the action that is required to amend or improve
your behavior or performance, and be given a reasonable opportunity to do so.

(d) We must undertake an appropriate investigation before any substantive disciplinary

action is taken.

(e) If the offence is sufficiently serious, an employee is to be placed on suspension pending

investigation.

(f) An oral warning would usually precede a written warning, depending on the seriousness
of the misconduct.

(g) It is a requirement that the process and result of any disciplinary action are recorded in
writing, read and signed by you (the employee), and then placed on your personal file.

In general terms, no disciplinary papers will go on your file unless you have seen them or have
been given a genuine opportunity to see them. If you are not satisfied with the disciplinary
action taken, you have the right to pursue a personal grievance. This procedure is outlined in
your employment agreement.

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 Acknowledgement of Receipt of Code of Conduct

Acknowledgement of receipt is a documented verification, that document verifies documents that

have been received or goods have been received and services have been rendered. Typically, the
acknowledgment is indicated by the recipient’s signature on a bill of lading, an invoice or
another form. This below form is sample of acknowledgement of code of conduct that you will
fill when you receive a copy of code of conduct.

I ............................................................................................................................. (name)

Acknowledge that I have received a copy of the Code of Conduct issued……………….

I have also been advised/received a presentation outlining my obligations under the Code.

I understand that a breach of the Code may lead to disciplinary action, including dismissal

Signed ............................................... Date ..............................................

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 Appendixes
This appendix show you in practical what BECO is. Beco is powering Somalia means it provides
electric supply most of the country as you can see the blow pictures.

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BECO Officer who is implementing daily office work

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BECO employee that works for mechiner or electircte

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BECO Power Generation Section

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BECO Transmission Section

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BECO Distribution Section

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