Ethics Training

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Ethics Training
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What is the Code of Ethics?

• Enables SEIU to meet our ethical challenges
• Give SEIU members, leaders and staff belief in
  SEIUs commitment to achieve the highest ethical
  standards
• Hold officers and managers accountable
• Promote the mission of justice for all
• Adopted by the delegates of the 2008 SEIU
  International Convention

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What Does the Code Do?

• Promotes a culture that supports the highest
  ethical standards
• Establishes a system of accountability
• Provides appropriate checks and balances
• Minimizes the opportunity for misuse or abuse in
  union spending and decision-making authority
• Supports transparency
• Safeguards our members trust

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Who is Subject to the Code?

• Local officers on policy making boards (or
  councils)
• International board members
• Local management staff
• International management staff

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1) An employer at a SEIU worksite is pleased
with the way the recent contract was negotiated
and sends the chairperson of the Union Bargaining
Committee 300 worth of Starbucks cards to thank
her. What should the Union Representative do
with the gift cards?

• Since they are minimal value, the organizer can
  keep them.
• The organizer should put them towards some coffee
  for the next members meeting.
• The chairperson must return the Starbucks cards.
• The organizer is free to do what she/he likes,
  provided that they report the receipt of the gift
  to the Ethics Liaison.

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1) An employer at a SEIU worksite is pleased
with the way the recent contract was negotiated
and sends the chairperson of the Union Bargaining
Committee 300 worth of Starbucks cards to thank
her. What should the Union Representative do
with the gift cards?

• Since they are minimal value, the organizer can
  keep them.
• The organizer should put them towards some coffee
  for the next members meeting.
• The chairperson must return the Starbucks cards.
• The organizer is free to do what she/he likes,
  provided that they report the receipt of the gift
  to the Ethics Liaison.

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Feedback

• Members must have absolute trust in the honesty
  of all SEIU dealings with vendors and employers.
• To avoid such breaches of trust or the
  appearances of impropriety (that is, giving the
  impression of acting improperly without
  necessarily acting improperly), officers and
  managerial employees of SEIU are prohibited from
  accepting personal payments or gifts from any
  employer that engages in collective bargaining
  with SEIU or its Affiliates (unless the value of
  the gifts is minimal).
• A gift worth 300 is not of minimal value and
  should be declined.

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2) What kind of work-related decisions can
officers, managers, and supervisors make that
involve a relative or employee with whom he or
she has a personal relationship?

• Wages and benefits
• Hours of work and assignments
• Evaluations and training
• None of the above

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2) What kind of work-related decisions can
officers, managers, and supervisors make that
involve a relative or employee with whom he or
she has a personal relationship?

• Wages and benefits
• Hours of work and assignments
• Evaluations and training
• None of the above

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Feedback

• SEIU does not prohibit the employment of
  qualified relatives of current officers and
  employees, or of individuals with whom an
  employee is having a romantic or intimate
  personal relationship.
• However, the existence of such relationships may
  lead to problems including favoritism or the
  appearance of favoritism.
• Officers, managers and supervisors may not make
  work-related decisions involving their relative
  or employee with whom they have a personal
  relationship even if they do not directly
  supervise that person.
• This prohibition includes decisions about hiring,
  wages, hours, benefits, assignments, evaluations,
  training, discipline, promotions and transfers.

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3) Can a manager and staff member in the same
department have a romantic relationship?

• So long as the manager is not supervising the
  employee.
• So long as the manager doesnt try to influence
  the employees rate of pay.
• So long as the manager doesnt become involved in
  any of the employees work related issues.
• All are correct.

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3) Can a manager and staff member in the same
department have a romantic relationship?

• So long as the manager is not supervising the
  employee.
• So long as the manager doesnt try to influence
  the employees rate of pay.
• So long as the manager doesnt become involved in
  any of the employees work related issues.
• All are correct.

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Feedback

• Relatives and employees who have personal
  relationships may work in the same department as
  long as they do not have a direct reporting or
  supervisor-to-subordinate relationship.
• Officers, managers and supervisors may not make
  work-related decisions involving their relative
  or employee with whom they have a personal
  relationship even if they do not directly
  supervise that person.
• This prohibition includes decisions about hiring,
  wages, hours, benefits, assignments, evaluations,
  training, discipline, promotions and transfers.

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4) Doug, a manager in SEIU Local 622, has an
exciting opportunity to get in on the ground
floor of a business that sells Union tee-shirts,
mugs, and buttons. Doug provides over half of
the start-up capital for the business. One of
the main clients that the business expects is
SEIU Local 622. Is Doug allowed to invest in
this business, and if so, is he under any
restrictions?

• Yes, and he doesnt need to disclose it as long
  as he isnt the sales rep to the Union.
• Yes, but the Local must give him permission
  first.
• Yes, he can invest so long as he does not
  participate in any decision by the Local to
  purchase items from the business.
• No.

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4) Doug, a manager in SEIU Local 622, has an
exciting opportunity to get in on the ground
floor of a business that sells Union tee-shirts,
mugs, and buttons. Doug provides over half of
the start-up capital for the business. One of
the main clients that the business expects is
SEIU Local 622. Is Doug allowed to invest in
this business, and if so, is he under any
restrictions?

• Yes, and he doesnt need to disclose it as long
  as he isnt the sales rep to the Union.
• Yes, but the Local must give him permission
  first.
• Yes, he can invest so long as he does not
  participate in any decision by the Local to
  purchase items from the business.
• No.

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Feedback

• The assets and funds of SEIU are held in trust
  for the benefit of the membership.
• The membership needs to have confidence that
  those assets and funds are spent properly.
• Officers and managerial employees are prohibited
  from participating in or trying to influence any
  decisions between SEIU and a firm that they own
  or in which they hold a substantial financial
  interest.
• A substantial ownership refers to any interest
  that is (a) a significant part of their financial
  well-being or (b) large enough to influence the
  business decisions.
• In this case, Dougs investment is large enough
  to enable him to influence the decisions of the
  business.
• Therefore, he should not participate in or try to
  influence the Locals decisions to purchase items
  from the business.

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5) Kris, a member of Local 333s accounting
staff, notices that 10,000 is being transferred
monthly by her supervisor to an account she does
not recognize. She does not see the transfers
showing up on reports to the Secretary-Treasurer.
Kris is concerned that these payments have not
been approved but is afraid to raise it with her
supervisor because shes worried about losing
her job. What should she do

• Contact the Ethics Liaison or the Ethics
  Ombudsperson to raise her concerns.
• Nothing, because there is no guarantee that she
  wont lose her job.
• Nothing, because her supervisor can retaliate
  with bad performance evaluations and there is no
  protection against that.
• Begin an investigation because she cant go to
  the Ombudsperson unless she knows, without a
  doubt, that there is illegal activity.

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5) Kris, a member of Local 333s accounting
staff, notices that 10,000 is being transferred
monthly by her supervisor to an account she does
not recognize. She does not see the transfers
showing up on reports to the Secretary-Treasurer.
Kris is concerned that these payments have not
been approved but is afraid to raise it with her
supervisor because shes worried about losing
her job. What should she do

• Contact the Ethics Liaison or the Ethics
  Ombudsperson to raise her concerns.
• Nothing, because there is no guarantee that she
  wont lose her job.
• Nothing, because her supervisor can retaliate
  with bad performance evaluations and there is no
  protection against that.
• Begin an investigation because she cant go to
  the Ombudsperson unless she knows, without a
  doubt, that there is illegal activity.

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Feedback

• SEIU encourages all employees to bring to the
  attention of the Union any questions or concerns
  that the Ethics Code may have been violated.
• The Code expressly prohibits retaliation against
  employees for making good faith complaints,
  reports or inquiries.
• Kris should raise her concerns with the Ethics
  Liaison for her local or with the Ethics
  Ombudsperson and include her fear of retaliation.

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6) Under the Code of Ethics, there are rules
about hiring, supervising, and work-related
decisions involving those having an ongoing
romantic or intimate personal relationship. In
the Code, what is the definition of a personal
relationship?

• A personal relationship includes dating, living
  together, or being a significant other, and
  applies to heterosexual, gay, and lesbian
  relationships.
• A personal relationship is only defined as a
  heterosexual, gay or lesbian relationship that
  has the legal status of marriage or civil union.
• The definition of personal relationship only
  applies to those heterosexual, gay, or lesbian
  couples who are living together.
• The definition of personal relationship does
  not apply to couples who have just been dating.

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6) Under the Code of Ethics, there are rules
about hiring, supervising, and work-related
decisions involving those having an ongoing
romantic or intimate personal relationship. In
the Code, what is the definition of a personal
relationship?

• A personal relationship includes dating, living
  together, or being a significant other, and
  applies to heterosexual, gay, and lesbian
  relationships.
• A personal relationship is only defined as a
  heterosexual, gay or lesbian relationship that
  has the legal status of marriage or civil union.
• The definition of personal relationship only
  applies to those heterosexual, gay, or lesbian
  couples who are living together.
• The definition of personal relationship does
  not apply to couples who have just been dating.

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Feedback

• Personal relationship means an ongoing romantic
  or intimate personal relationship that may
  include dating, living together, or being a
  significant other.
• This applies to heterosexual, gay and lesbian
  relationships.
• Giving relatives or personal relations special
  treatment, and even creating the impression of
  special treatment, conflicts with our principles
  and our duty to conduct the business of SEIU
  without favoritism.

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7) How should a gift of minimal financial value
to an officer or manager from a business or
professional firm that does business with the
Union be handled?

• It should be returned, or if perishable, placed
  in a common area for staff.
• It should be shared with members.
• It must be returned if that is not an option, it
  must be discarded.
• Officers and managers are free to keep gifts of
  minimal financial value.

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7) How should a gift of minimal financial value
to an officer or manager from a business or
professional firm that does business with the
Union be handled?

• It should be returned, or if perishable, placed
  in a common area for staff.
• It should be shared with members.
• It must be returned if that is not an option, it
  must be discarded.
• Officers and managers are free to keep gifts of
  minimal financial value.

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Feedback

• Members must have absolute trust in the honesty
  of all SEIU dealings with vendors and employers.
• To avoid such breaches of trust or the
  appearances of impropriety (that is, giving the
  impression of acting improperly without
  necessarily acting improperly), officers and
  managerial employees of SEIU are prohibited from
  accepting personal payments or gifts from any
  employer that engages in collective bargaining
  with SEIU or its Affiliates (unless the value of
  the gifts is minimal).
• In this case, the gift is of minimal value, so
  this rule is not triggered.

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7) SEIU International is looking for bids on
new office furniture. Matt, the Purchasing
Manager, would like to give his sisters new
company a chance to bid on the contract. To
help her come up with a bid, he tells his sister
how much has been budgeted for the furniture.
His sister submits a bid lower than the budget.
If it is the lowest bid, can Matt accept the bid?

• Yes, because letting her know what the budget was
  didnt give his sister an advantage because she
  still had to submit a bid.
• No, because Matt may not participate in decisions
  involving the Unions relations with a firm in
  which his sister has a substantial ownership or
  financial interest.
• Yes, because the bid was the lowest.
• No, because his sister owns the company and the
  Local cant do business with a company owned by a
  relative.

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7) SEIU International is looking for bids on
new office furniture. Matt, the Purchasing
Manager, would like to give his sisters new
company a chance to bid on the contract. To
help her come up with a bid, he tells his sister
how much has been budgeted for the furniture.
His sister submits a bid lower than the budget.
If it is the lowest bid, can Matt accept the bid?

• Yes, because letting her know what the budget was
  didnt give his sister an advantage because she
  still had to submit a bid.
• No, because Matt may not participate in decisions
  involving the Unions relations with a firm in
  which his sister has a substantial ownership or
  financial interest.
• Yes, because the bid was the lowest.
• No, because his sister owns the company and the
  Local cant do business with a company owned by a
  relative.

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Feedback

• SEIU does not prohibit the hiring of qualified
  vendors that are owned by or employ relatives of
  SEIU employees, or those with whom an employee is
  having a personal relationship.
• However, employees may not enable family and
  personal relationships to influence professional
  interactions with vendors or potential vendors.
  The existence of such relationships may lead to
  problems, including favoritism or the appearance
  of favoritism.
• Giving relatives of personal relations special
  treatment, or even giving the appearance of
  special treatment, is not acceptable.
• Therefore, Matt should not participate in any
  decisions involving SEIUs relations with his
  sisters firm.

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8) Brenda is the Purchasing Manager for Local
622. She starts to have a relationship with a
sales representative for the travel company that
the Local uses. At what point does she have to
report the relationship to the Ethics Liaison?

• When she thinks it is becoming serious.
• If it is going on over a month.
• If it ends badly.
• As soon as they begin dating.

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8) Brenda is the Purchasing Manager for Local
622. She starts to have a relationship with a
sales representative for the travel company that
the Local uses. At what point does she have to
report the relationship to the Ethics Liaison?

• When she thinks it is becoming serious.
• If it is going on over a month.
• If it ends badly.
• As soon as they begin dating.

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Feedback
To ensure that she is in compliance with the
Code, Brenda must disclose any relationship that
may give rise to a conflict of interest to her
Locals Ethics Liaison (who serves as the Locals
resource for ethics questions or concerns) or to
the Ethics Ombudsperson (who is part of SEIU
Legal Department) as soon as the relationship
begins.
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9) Jason, Local 333s attorney, is having
problems with his personal computer hooking up
to the sound system at his house. He convinces
Claire, one of the IT managers at the Union, to
leave work a couple hours early and stop at his
house on the way home to look at his computer.
Claires department relies on Jason for
resolving many of their issues around contracts
and she doesnt want to alienate him, so she
agrees to do so. Have Claire and Jason violated
the Code?

• Neither one has violated the Code since Claire is
  doing Jason a favor.
• Claire has violated the Code because she agreed
  to do the job, but Jason did not since he only
  requested it.
• Yes. Jason is not allowed to make use of
  Claires time for personal use, and Claire must
  conduct herself in manner consistent with her
  fiduciary responsibility to SEIU members.
• Jason violated the Code because he is not allowed
  to use Claires time for personal use, but Claire
  has not since she needs Jasons goodwill to get
  her job done.

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9) Jason, Local 333s attorney, is having
problems with his personal computer hooking up
to the sound system at his house. He convinces
Claire, one of the IT managers at the Union, to
leave work a couple hours early and stop at his
house on the way home to look at his computer.
Claires department relies on Jason for
resolving many of their issues around contracts
and she doesnt want to alienate him, so she
agrees to do so. Have Claire and Jason violated
the Code?

• Neither one has violated the Code since Claire is
  doing Jason a favor.
• Claire has violated the Code because she agreed
  to do the job, but Jason did not since he only
  requested it.
• Yes. Jason is not allowed to make use of
  Claires time for personal use, and Claire must
  conduct herself in manner consistent with her
  fiduciary responsibility to SEIU members.
• Jason violated the Code because he is not allowed
  to use Claires time for personal use, but Claire
  has not since she needs Jasons goodwill to get
  her job done.

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Feedback

• Officers and managerial employees may not take
  any funds or other property belonging to SEIU or
  divert any union funds or property to the
  individuals personal use or advantage.
• A couple of hours of Claires time , paid for
  by the Union, is the property of the Union that
  should be used for the benefit of the Union and
  its members.
• Both Jason and Claire violated the Code by
  diverting Claires work time to Jasons personal
  advantage.

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10) Joe, an Internal Organizing Supervisor, is
invited to weekly lunches in the hospital
cafeteria by Bob, the Labor Relations Manager at
the SEIU represented hospital. Joes lunch
selections always come to less than 20. If the
hospital pays, can Joe accept the lunches under
the Code?

• No, the hospital is an employer of the SEIU
  members and the value of the meals over the year
  is more than minimal.
• Yes, the value of the meals is minimal.
• Yes, because the hospital is not a vendor of the
  Union.
• No, because Joe can never accept any meals from
  an SEIU employer.

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10) Joe, an Internal Organizing Supervisor, is
invited to weekly lunches in the hospital
cafeteria by Bob, the Labor Relations Manager at
the SEIU represented hospital. Joes lunch
selections always come to less than 20. If the
hospital pays, can Joe accept the lunches under
the Code?

• No, the hospital is an employer of the SEIU
  members and the value of the meals over the year
  is more than minimal.
• Yes, the value of the meals is minimal.
• Yes, because the hospital is not a vendor of the
  Union.
• No, because Joe can never accept any meals from
  an SEIU employer.

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Feedback

• Members must have absolute trust in the honesty
  of all SEIU dealings with vendors and employers.
• To avoid such breaches of trust or the
  appearances of impropriety (that is, giving the
  impression of acting improperly without
  necessarily acting improperly), officers and
  managerial employees of SEIU are prohibited from
  accepting personal payments or gifts from any
  employer that engages in collective bargaining
  with SEIU or its Affiliates (unless the value of
  the gifts is minimal).
• The value of Joes meals over the year is not
  minimal thus he should decline the lunches.

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11) Sarah is a supervisor of field
representatives at Local 622. Her
sister-in- law, Elaine, applies for a posted
position that reports to Sarah. Elaine goes
through the same process as other applicants.
Can Sarah hire her sister-in-law if she feels
that, after the process, Elaine is the most
qualified applicant?

• No, the Code prohibits supervisors from making
  hiring decisions about in-laws.
• Yes, hiring a sister-in-law is not prohibited.
• Yes, as long as she discloses the relationship to
  the Ethics Liaison.
• No, under the Code relatives cannot be hired by
  any department of the Local.

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11) Sarah is a supervisor of field
representatives at Local 622. Her
sister-in- law, Elaine, applies for a posted
position that reports to Sarah. Elaine goes
through the same process as other applicants.
Can Sarah hire her sister-in-law if she feels
that, after the process, Elaine is the most
qualified applicant?

• No, the Code prohibits supervisors from making
  hiring decisions about in-laws.
• Yes, hiring a sister-in-law is not prohibited.
• Yes, as long as she discloses the relationship to
  the Ethics Liaison.
• No, under the Code relatives cannot be hired by
  any department of the Local.

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Feedback

• SEIU does not prohibit the employment of
  qualified relatives of current officers and
  employees, or of individuals with whom an
  employee is having a romantic or intimate
  personal relationship.
• However, officers, managers may not make any
  hiring decisions about their relatives or attempt
  to influence hiring decisions made by others.
• Relatives falling under this prohibition include
  in-laws, as well as foster or step relations, or
  any member of the employees household.
• The only exception to this rule requires the head
  of a department or program and the Director of
  Human Resources to approve the hiring in writing.
• Since Sarah presumably has not gone through this
  process, she may not hire Elaine.

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12) John is accused of violating the Code of
Ethics. He knows he did nothing wrong, but an
investigation is launched. John is very busy
and decides he does not have time to cooperate
with the investigation. What happens now?

• He may not have a hearing.
• The police will be called.
• John can be charged with another Code violation
  because failure to cooperate with an
  investigation is in itself a violation.
• All are correct.

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12) John is accused of violating the Code of
Ethics. He knows he did nothing wrong, but an
investigation is launched. John is very busy
and decides he does not have time to cooperate
with the investigation. What happens now?

• He may not have a hearing.
• The police will be called.
• John can be charged with another Code violation
  because failure to cooperate with an
  investigation is in itself a violation.
• All are correct.

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Feedback
Because SEIU must maintain the highest ethical
standards, failure to fully cooperate with an
investigation of an alleged violation of the Code
is a separate violation of the Code in itself.
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13) The Ethics Liaison is

• A person at the International who is responsible
  for Union-wide ethics training.
• A person who decides on discipline for Code
  violators.
• A person who is responsible for holding hearings.
• A person at the Local who provides ethics advice
  and training.

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13) The Ethics Liaison is

• A person at the International who is responsible
  for Union-wide ethics training.
• A person who decides on discipline for Code
  violators.
• A person who is responsible for holding hearings.
• A person at the Local who provides ethics advice
  and training.

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Feedback

• The Ethics Liaison of the Local or Affiliate
  plays a critical role in SEIUs ethics program.
• Each SEIU Local and Affiliate will have an Ethics
  Liaison who serves as a primary point of contact
  for ethics inquiries, advice and training.
• Local leaders and staff are encouraged to speak
  with their Liaison if they have ethical
  questions, concerns or suggestions for
  strengthening and promoting ethical practices in
  their Local.

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Ethics Training