[{"data":1,"prerenderedAt":482},["ShallowReactive",2],{"document-non-profit-code-of-conduct-D14018":3},{"document":4,"label":24,"preview":11,"thumb":25,"description":5,"descriptionCustom":6,"apiDescription":5,"pages":8,"extension":10,"parents":26,"breadcrumb":30,"related":38,"customDescModule":174,"customdescription":6,"mdFm":175,"mdProseHtml":481},{"description":5,"descriptionCustom":6,"label":7,"pages":8,"size":9,"extension":10,"preview":11,"thumb":12,"svgFrame":13,"seoMetadata":14,"parents":16,"keywords":23},"NON-PROFIT CODE OF CONDUCT [YOUR ORGANIZATION NAME] The purpose of this Non-Profit Code of Conduct is to establish clear and ethical guidelines that govern the behavior of all staff, volunteers, board members, contractors, and affiliates associated with [YOUR NON-PROFIT ORGANIZATION NAME]. This document outlines the standards expected in all interactions within the organization and with external stakeholders to ensure a respectful, transparent, and mission-driven environment. MISSION AND VALUES ALIGNMENT All individuals affiliated with [YOUR NON-PROFIT ORGANIZATION NAME] are expected to uphold and promote the organization's mission and values in every action they take. This includes making decisions that prioritize the organization's purpose and the communities it serves. ETHICAL BEHAVIOR AND INTEGRITY We expect all staff, volunteers, and affiliates to maintain the highest level of ethical behavior and integrity. This includes honesty in all communications, transparency in decision-making, and accountability for their actions. Personal and organizational integrity are the foundations of trust. RESPECT FOR ALL INDIVIDUALS We are committed to fostering an inclusive and respectful environment. All individuals within the organization are to be treated with respect, fairness, and dignity, regardless of their background, beliefs, or identity. Discrimination, harassment, or any form of disrespectful behavior will not be tolerated. CONFIDENTIALITY AND PRIVACY Confidentiality is crucial to maintaining the trust of those we serve. All members of [YOUR NON-PROFIT ORGANIZATION NAME] must safeguard sensitive information related to our clients, donors, partners, and the organization. This information should only be used for legitimate, authorized purposes. COMPLIANCE WITH LAWS AND REGULATIONS We are committed to full compliance with all applicable local, state/provincial, and federal laws, as well as any industry-specific regulations that affect our work. This includes laws related to non-profit governance, financial reporting, labor standards, and data protection. 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The Policy aims to prevent situations where personal, financial, or other interests could potentially conflict with the duty of board members to serve the organization's objectives. SCOPE This Policy applies to all board members of [YOUR ORGANIZATION NAME] and governs any situations where personal interests could impact their decision-making. It includes all direct and indirect interests, including financial, business, or other material benefits that may be gained from board decisions. POLICY PRINCIPLES Duty of Loyalty: Board members must prioritize the interests of [YOUR ORGANIZATION NAME] above their personal or financial interests when making decisions on behalf of the organization. Disclosure: Any board member who has a personal, financial, or other conflict of interest in a matter under consideration must disclose it to the board. Recusal: Board members must recuse themselves from discussions and decisions where a conflict of interest is identified to prevent biased decision-making. Transparency: All conflicts of interest must be documented in the minutes of the meeting and made transparent to relevant stakeholders. IDENTIFYING CONFLICTS OF INTEREST Financial Interests: Board members must disclose any financial interests they or their family members have in organizations or entities that do business with [YOUR ORGANIZATION NAME]. Personal Relationships: Conflicts may arise from personal relationships with staff, vendors, or other board members that could influence a board member's judgment. Competing Organizations: Board members should disclose any involvement in competing organizations or other entities that could create a conflict with their duties to [YOUR ORGANIZATION NAME]. DISCLOSURE REQUIREMENTS Annual Disclosure: Board members are required to submit an annual disclosure form identifying any potential conflicts of interest they may have. Ongoing Disclosure: In addition to annual disclosures, board members must promptly disclose any new potential conflicts as they arise during the course of their term. MANAGING CONFLICTS OF INTEREST Conflict Review: Upon disclosure of a potential conflict, the board will review the situation and determine if a conflict of interest exists.","Conflict Of Interest Policy For Board Members","https://templates.business-in-a-box.com/imgs/1000px/conflict-of-interest-policy-for-board-members-D13933.png","https://templates.business-in-a-box.com/imgs/250px/13933.png","https://templates.business-in-a-box.com/svgs/docviewerWebApp1.html?v6#13933.xml",{"title":94,"description":6},"conflict of interest policy for board members",[96,99],{"label":97,"url":98},"Human Resources","human-resources",{"label":36,"url":100},"company-policies","conflict interest policy for board members","/template/conflict-of-interest-policy-for-board-members-D13933",{"description":104,"descriptionCustom":6,"label":105,"pages":106,"size":107,"extension":10,"preview":108,"thumb":109,"svgFrame":110,"seoMetadata":111,"parents":112,"keywords":117,"url":118},"Confidentiality Agreement The undersigned reader acknowledges that the information provided by [YOUR COMPANY NAME] in this business plan is confidential; therefore, reader agrees not to disclose it without the express written permission of [YOUR COMPANY NAME] It is acknowledged by reader that information to be furnished in this business plan is in all respects confidential in nature, other than information which is in the public domain through other means and that any disclosure or use of same by reader may cause serious harm or damage to [YOUR COMPANY NAME] Upon request, this document is to be immediately returned to [COMPANY NAME] ___________________ Signature ___________________ Name (typed or printed) ___________________ Date This is a business plan. It does not imply an offering of securities. 1.0 Executive Summary 1 Chart: Highlights 2 1.1 Objectives 3 1.2 Mission 3 1.3 Keys to Success 3 2.0 Organization Summary 4 2.1 Legal Entity 4 2.2 Start-up Summary 5 Table: Start-up 5 Chart: Start-up 5 3.0 Products 6 4.0 Market Analysis Summary 7 4.1 Market Segmentation 7 Table: Market Analysis 8 Chart: Market Analysis (Pie) 8 4.2 Target Market Segment Strategy 9 4.3 Service Providers Analysis 9 4.3.1 Alternatives and Usage Patterns 10 5.0 Web Plan Summary 11 5.1 Website Marketing Strategy 11 5.2 Development Requirements 11 6.0 Strategy and Implementation Summary 12 6.1 SWOT Analysis 12 6.1.1 Strengths 13 6.1.2 Weaknesses 13 6.1.3 Opportunities 13 6.1.4 Threats 13 6.2 Competitive Edge 14 6.3 Marketing Strategy 14 6.4 Fundraising Strategy 14 6.4.1 Funding Forecast 15 Table: Funding Forecast 16 Chart: Funding Monthly 16 Chart: Funding by Year 17 6.5 Milestones 17 Table: Milestones 18 Chart: Milestones 18 7.0 Management Summary 19 7.1 Personnel Plan 19 Table: Personnel 19 8.0 Financial Plan 19 8.1 Start-up Funding 21 Table: Start-up Funding 21 8.2 Important Assumptions 22 8.3 Break-even Analysis 22 Table: Break-even Analysis 22 Chart: Break-even Analysis 22 8.4 Projected Surplus or Deficit 23 Table: Surplus and Deficit 23 Chart: Surplus Monthly 24 Chart: Surplus Yearly 24 Chart: Gross Surplus Monthly 25 Chart: Gross Surplus Yearly 25 8.5 Projected Cash Flow 26 Table: Cash Flow 26 Chart: Cash 27 8.6 Projected Balance Sheet 28 Table: Balance Sheet 28 8.7 Standard Ratios 29 Table: Ratios 29 Table: Funding Forecast 1 Table: Personnel 2 Table: Surplus and Deficit 3 Table: Cash Flow 4 Table: Balance Sheet 5 1.0 Executive Summary [YOUR COMPANY NAME] [YOUR NAME] [YOUR ADDRESS] [YOUR CITY], [YOUR STATE/PROVINCE], [YOUR ZIP/POSTAL CODE] Phone: [YOUR PHONE NUMBER] Fax: [YORU FAX NUMBER] Email: [YOUREMAIL@YOURCOMPANY.COM] Website: [YOUR WEBSITE ADDRESS] Introduction [YOUR COMPANY NAME] is a 501(c)(3) tax-exempt non-profit organization formed in 2010. [YOUR COMPANY NAME] was the vision of [NAME]. The Foundation was formed to purchase distressed homes that might otherwise have been destroyed and hiring unskilled workers to remodel the homes while teaching the workers a new skill. Location [YOUR COMPANY NAME] was formed on X/XX/XXXX in the State of Missouri and located at [YOUR ADDRESS] [YOUR CITY], [YOUR STATE/PROVINCE], [YOUR ZIP/POSTAL CODE]. The Company The Foundation will sell or rent renovated homes to people who are trying to re-establish their lives with assistance with down payment money or reduced rents. [YOUR COMPANY NAME] sees this as \"paying it forward\" by helping to beautify the community; giving people a new career to help them financially and helping those who can't afford to buy or rent a home. Our Services [YOUR COMPANY NAME] specializes in identifying, investigating and purchasing distressed and foreclosed residential homes in [YOUR CITY]. Such properties will be readied for resale and sold in a short period of time, usually within eight months. The Foundation will work with the local community organizations to identify families in need with the Foundation subsidizing up to 50% of the down payment needed to purchase a renovated home. Additionally, the Foundation will also rent to families in need at a subsidized rate. The Market [YOUR COMPANY NAME] is located in [YOUR CITY]. The Company will purchase distressed properties, renovate and resell or rent in [YOUR CITY]. Financial Considerations The current financial plan for [YOUR COMPANY NAME] is to obtain grant funding in the amount of $1,200,000. The grant will be used to purchase distressed homes, renovate homes, purchase office and construction equipment, purchase a work van and pickup, hire employees, subsidize down payments for families and working capital for the first year of operations. The major focus for grant funding is as follows: 1. Non-Profit organization 2. Purchase and renovate distressed homes to beautify and upgrade communities 3. Subsidize down payments and rents for families in need due to economic conditions 4. Renovate homes using \"green\" and pre-used materials 5. Renovate homes using energy savings applications 6. Employ and train unskilled workers during renovation Chart: Highlights 1.1 Objectives [YOUR COMPANY NAME] has the following objectives: 1. Revitalize neighborhoods and increase property values by performing renovations on distressed properties 2. Perform renovations with \"green\" and pre-used materials in an effort to minimize future utility costs and reduce the use of our natural resources 3. Assist local communities and needy individuals with proceeds obtained from grant funding and the resale of the distressed properties 4. Build an organization which is community oriented and is respected by our industry 5. Hire employees; the Foundation will look to hire veterans, minorities and the unemployed 1.2 Mission The mission of [YOUR COMPANY NAME] is to help people and families to re-establish their lives and give security of a home to their children. In carrying out our mission the Foundation will purchase distressed homes and renovate these homes using recycled materials. We strive to be environmentally friendly by doing our own Lead Based Paint Testing and Asbestos Testing. Additionally, all homes will be renovated with energy saving \"green materials\" and applications. The Foundation will provide jobs for ambitious people who because of the economy have found themselves without resources. [YOUR COMPANY NAME] creates jobs and housing that will help the economy recover and grow. 1.3 Keys to Success [YOUR COMPANY NAME] keys to success are: 1. Highly experienced and community passionate Director's of [COMPANY NAME] 2. Lack of competition in the renovation market for our area 3. Inordinate amount of distressed properties available for purchase 4. Hiring and training our construction crews 5. Energy savings and environmental issues in renovating homes 2.0 Organization Summary [YOUR COMPANY NAME] [YOUR NAME] [YOUR ADDRESS] [YOUR CITY], [YOUR STATE/PROVINCE], [YOUR ZIP/POSTAL CODE] Phone: [YOUR PHONE NUMBER] Fax: [YORU FAX NUMBER] Email: [YOUREMAIL@YOURCOMPANY.COM] Website: [YOUR WEBSITE ADDRESS] [YOUR COMPANY NAME] is a 501(c)(3) tax-exempt non-profit organization formed in 2010. [YOUR COMPANY NAME] was the vision of [NAME]. [NAME] has been in construction for over 40 years and wanted to help people in [YOUR CITY] who have been affected by the economic downturn. [YOUR COMPANY NAME] was formed to purchase distressed homes that might otherwise have been destroyed and hiring unskilled workers to remodel the homes while teaching the workers a new skill. The Foundation will then sell or rent these homes to families who are trying to re-establish their lives with assistance with down payment money or reduced rents. [YOUR COMPANY NAME] sees this as \"paying it forward\" by helping to beautify the community; giving people a new career to help them financially and helping those who can't afford to buy or rent a home. 2","Non-profit Organization Business Plan","39",993,"https://templates.business-in-a-box.com/imgs/1000px/non-profit-organization-business-plan-D12024.png","https://templates.business-in-a-box.com/imgs/250px/12024.png","https://templates.business-in-a-box.com/svgs/docviewerWebApp1.html?v6#12024.xml",{"title":6,"description":6},[113,116],{"label":114,"url":115},"Business Plan Kit","business-plan-kit",{"label":114,"url":115},"non profit organization business plan","/template/non-profit-organization-business-plan-D12024",{"description":120,"descriptionCustom":6,"label":121,"pages":122,"size":9,"extension":10,"preview":123,"thumb":124,"svgFrame":125,"seoMetadata":126,"parents":128,"keywords":127,"url":131},"VOLUNTEER AGREEMENT This Volunteer Agreement (the \"Agreement\") is effective on [DATE], BETWEEN: [YOUR COMPANY NAME], (the \"Company\"), a Company organized and existing under the laws of the [State/Province] of [STATE/PROVINCE], with its head office located at: [COMPLETE ADDRESS] AND: [NAME OF THE VOLUNTEER], (the \"Volunteer\"), an individual with their main address located at OR a Company organized and existing under the laws of the [State/Province] of [STATE/PROVINCE], with its head office located at: [COMPLETE ADDRESS] Collectively, the Company and Volunteer shall be referred to as the \"Parties.\" WHEREAS, the Company performs certain work related to [SPECIFY DETAILS OF WORK] (defined herein as the \"Company's Work\"); and WHEREAS, the Volunteer is desirous to donate their Services to the Company, and the Company is willing to accept the Services, upon the terms and conditions hereinafter set forth; NOW, THEREFORE, in consideration and as a condition of the Parties entering into this Agreement and other valuable considerations, the receipt and sufficiency of which consideration is acknowledged, the Parties agree as follows: DEFINITIONS \"Services\" shall mean the Services willingly provided by the Volunteer as described under this Agreement. \"Volunteer\" has the meaning of a person or company entering into this Agreement. SERVICES The Volunteer shall render the following Services to the Company: [SPECIFY THE SERVICES] WARRANTIES BY PARTIES The Volunteer represents and warrants to the Company that the Services shall be performed by suitably qualified and experienced personnel, using all reasonable skill and care, and in accordance with all laws and regulations in force from time to time which are applicable to the Company as it pertains solely to the delivery of the Services. The Company warrants that they have full legal authority and capacity to enter into this Agreement with the Volunteer. Parties will only use the Services in accordance with the obligations under this Agreement. Parties shall at all times during the term of this Agreement comply with and shall cause each of its affiliates to comply with the policies and standards of the Agreement for delivering the Services. Each Party warrants that it has the right to enter into this Agreement and that its performance will not violate any agreement between it and any third party. OBLIGATIONS OF THE VOLUNTEER Before commencing the role of Volunteer, the Volunteer shall provide its identification proof, curriculum vitae, and police proof to the Company. The Volunteer authorizes the Company to perform a background check on the Volunteer before permitting the Volunteer to provide its Services. The Volunteer shall provide Services to the Company as described in this Agreement at Section 2.1. The Volunteer agrees to follow the supervision and direction of any personnel, employee, or volunteer to whom the Volunteer has been assigned to perform the Services, and to participate in any training required by the Company in order to perform the voluntary Services. RELATIONSHIP It is understood by both the Parties that nothing in this Agreement will be construed as creating a relationship of partnership, joint venture, agency or employment between the Parties. The Volunteer understands that it shall not receive any employee benefits provided by the Company. PAYMENTS For the performance of the Services and any Additional Services, the Volunteer understands that the Services provided will be a donation and under no circumstances will expect wages, salary or any other benefits from the Company. TERM AND TERMINATION TERM: The term of the Agreement is from the Effective Date of this Agreement until [DATE]. The Volunteer has agreed to provide [NUMBER OF HOURS] hours per week during the term of this Agreement. TERMINATION: In the event of a noncompliance with any material term or condition of this Agreement by either Party, the other Party, in addition to any other remedies it may have, may terminate this Agreement by a written notice to the breaching Party specifying such non-compliance. This Agreement shall terminate automatically in [NUMBER OF DAYS] days unless the breaching Party cures the breach within such [NUMBER OF DAYS]-day period. The present Agreement shall be automatically terminated at the expiration of the period of the present Agreement unless the Agreement is renewed at the end of the mentioned term. However, both the Parties shall have the right to terminate the present Agreement by providing each other with a prior written notice of [NUMBER OF DAYS] days. Termination of this Agreement shall release either Party from its obligations arising under this Agreement prior to the Effective Date of termination. Termination by any Party shall not affect the rights and obligations of either Party which accrued before the Effective Date of termination and does not affect any obligations of confidentiality covered by this Agreement. The Company may decline to accept the Volunteer's time and may terminate this Agreement without prior notification. LIABILITY AND INDEMNIFICATION The Volunteer agrees to indemnify and hold the Company harmless against any damages related to the Volunteer's activity. The Volunteer further understands that if the Volunteer is responsible for injuries to third parties or damages to their property while acting outside the scope of assigned Volunteer duties, said Volunteer may be held personally liable for any monetary damages a court may award to the injured party. It is further understood and agreed to by the Volunteer that the Services rendered to the Company shall apply only in the case of liability arising out of the ordinary negligence that occurs during the scope of the Volunteer's Services agreed to herein, and that in no way do any of these provisions apply for the benefit of the Volunteer, his/her heirs, executors or administrators in any action arising out of gross negligence, willful misconduct, or any other conduct on the part of said Volunteer, which causes or may give rise to criminal liability. CONFIDENTIAL INFORMATION AND NON-DISCLOSURE The Parties understand that some information may be of a confidential and sensitive nature. The Parties agree not to discuss or disclose information associated with this Agreement. Definition: \"Confidential Information\" means any proprietary information, technical data, trade secrets or know-how of the Company, including, but not limited to, research, business plans or models, product plans, products, services, computer software and code, developments, inventions, processes, formulas, technology, designs, drawings, engineering, volunteer lists and volunteers (including, but not limited to, volunteers of the Company on whom the Volunteer called or with whom the Volunteer became acquainted during the term of his performance of the Services), markets, finances or other business information disclosed by the Volunteer either directly or indirectly in writing, orally or by drawings or inspection of parts or equipment","Volunteer Agreement","6","https://templates.business-in-a-box.com/imgs/1000px/volunteer-agreement-D13436.png","https://templates.business-in-a-box.com/imgs/250px/13436.png","https://templates.business-in-a-box.com/svgs/docviewerWebApp1.html?v6#13436.xml",{"title":127,"description":6},"volunteer agreement",[129,130],{"label":97,"url":98},{"label":36,"url":100},"/template/volunteer-agreement-D13436",{"description":133,"descriptionCustom":6,"label":134,"pages":135,"size":136,"extension":10,"preview":137,"thumb":138,"svgFrame":139,"seoMetadata":140,"parents":141,"keywords":144,"url":145},"Employee Handbook Understanding employment at [YOUR COMPANY NAME] Revised on [DATE] Prepared By: [YOUR NAME] [YOUR JOB TITLE] Phone 555.555.5555 Email info@yourbusiness.com www.yourbusiness.com Table of Content Table of Content 2 Welcome to [YOUR COMPANY NAME]! 5 1. Organization Description 6 1.1 Introductory Statement 6 1.2 Customer Relations 6 1.3 Products and Services Provided 7 1.4 Facilities and Location(s) 7 1.5 The History of [YOUR COMPANY NAME] 7 1.6 Management Philosophy 7 1.7 Goals 8 2. The Employment 9 2.1 Nature of Employment 9 2.2 Employee Relations 9 2.3 Equal Employment Opportunity 10 2.4 Diversity 10 2.5 Business Ethics and Conduct 12 2.6 Personal Relationships in the Workplace 13 2.7 Conflicts of Interest 13 2.8 Outside Employment 14 2.9 Non-Disclosure 15 2.10 Disability Accommodation 16 2.11 Job Posting and Employee Referrals 17 2.12 Whistleblower Policy 18 2.13 Accident and First Aid 20 3. Employment Status and Records 21 3.1 Employment Categories 21 3.2 Access to Personnel Files 22 3.3 Personnel Data Changes 23 3.4 Probation Period 23 3.5 Employment Applications 24 3.6 Performance Evaluation 24 3.7 Job Descriptions 25 3.8 Salary Administration 25 3.9 Professional Development 26 4. Employee Benefit Programs 27 4.1 Employee Benefits 27 4.2 Vacation Benefits 27 4.3 Military Service Leave 29 4.4 Religious Observance 29 4.5 Holidays 29 4.6 Workers Insurance 30 4.7 Sick Leave Benefits 31 4.8 Bereavement Leave 32 4.9 Relocation Benefits 33 4.10 Educational Assistance 33 4.11 Health Insurance 34 4.12 Life Insurance 35 4.13 Long Term Disability 35 4.14 Marriage, Maternity and Parental Leave 36 5. Timekeeping / Payroll 40 5.1 Timekeeping 40 5.2 Paydays 40 5.3 Employment Termination 41 5.4 Administrative Pay Corrections 42 6. Work Conditions and Hours 43 6.1 Work Schedules 43 6.2 Absences 43 6.3 Jury Duty 45 6.4 Use of Phone and Mail Systems 45 6.5 Smoking 46 6.6 Meal Periods 46 6.7 Overtime 46 6.8 Use of Equipment 47 6.9 Telecommuting 47 6.10 Emergency Closing 48 6.11 Business Travel Expenses 49 6.12 Visitors in the Workplace 51 6.13 Computer and Email Usage 51 6.14 Internet Usage 52 6.15 Workplace Monitoring 54 6.16 Workplace Violence Prevention 55 7. Employee Conduct & Disciplinary Action 57 7.1 Employee Conduct and Work Rules 57 7.2 Sexual and Other Unlawful Harassment 58 7.3 Attendance and Punctuality 60 7.4 Personal Appearance 60 7.5 Return of Property 61 7.6 Resignation and Retirement 61 7.7 Security Inspections 62 7.8 Progressive Discipline 62 7.9 Problem Resolution 64 7.10 Workplace Etiquette 65 7.11 Suggestion Program 67 Acknowledgement of Receipt 68 Welcome to [YOUR COMPANY NAME]! On behalf of your colleagues, we welcome you to [YOUR COMPANY NAME] and wish you every success here. At [YOUR COMPANY NAME], we believe that each employee contributes directly to the growth and success of the company, and we hope you will take pride in being a member of our team. This handbook was developed to describe some of the expectations of our employees and to outline the policies, programs, and benefits available to eligible employees. Employees should become familiar with the contents of the employee handbook as soon as possible, for it will answer many questions about employment with [YOUR COMPANY NAME]. We believe that professional relationships are easier when all employees are aware of the culture and values of the organization. This guide will help you to better understand our vision for the future of our business and the challenges that are ahead. We hope that your experience here will be challenging, enjoyable, and rewarding. Again, welcome! [PRESIDENT NAME] President & CEO 1. Organization Description 1.1 Introductory Statement This handbook is designed to acquaint you with [YOUR COMPANY NAME] and provide you with information about working conditions, employee benefits, and some of the policies affecting your employment. You should read, understand, and comply with all provisions of the handbook. It describes many of your responsibilities as an employee and outlines the programs developed by [YOUR COMPANY NAME] to benefit employees. One of our objectives is to provide a work environment that is conducive to both personal and professional growth. No employee handbook can anticipate every circumstance or question about policy. As [YOUR COMPANY NAME] continues to grow, the need may arise and [YOUR COMPANY NAME] reserves the right to revise, supplement, or rescind any policies or portion of the handbook from time to time as it deems appropriate, in its sole and absolute discretion. Employees will be notified of such changes to the handbook as they occur. 1.2 Customer Relations Customers are among our organization's most valuable assets. Every employee represents [YOUR COMPANY NAME] to our customers and the public. The way we do our jobs presents an image of our entire organization. Customers judge all of us by how they are treated with each employee contact. Therefore, one of our first business priorities is to assist any customer or potential customer. Nothing is more important than being courteous, friendly, helpful, and prompt in the attention you give to customers. [YOUR COMPANY NAME] will provide customer relations and services training to all employees with extensive customer contact. Customers who wish to lodge specific comments or complaints should be directed to the [TITLE AND NAME OF THE PERSON RESPONSIBLE] for appropriate action. Our personal contact with the public, our manners on the telephone, and the communications we send to customers are a reflection not only of ourselves, but also of the professionalism of [YOUR COMPANY NAME]. Positive customer relations not only enhance the public's perception or image of [YOUR COMPANY NAME], but also pay off in greater customer loyalty and increased sales and profit. 1.3 Products and Services Provided You will find more information about our products and services by reading the [YOUR COMPANY NAME] Corporate Brochures. 1.4 Facilities and Location(s) Head Office: [ADDRESS] [CITY], [STATE] [ZIP/POSTAL CODE] [COUNTRY] 1.5 The History of [YOUR COMPANY NAME] [DESCRIBE THE HISTORY OF YOUR COMPANY HERE] 1.6 Management Philosophy [YOUR COMPANY NAME] management philosophy is based on responsibility and mutual respect. Our wishes are to maintain a work environment that fosters on personal and professional growth for all employees. Maintaining such an environment is the responsibility of every staff person. Because of their role, managers and supervisors have the additional responsibility to lead in a manner which fosters an environment of respect for each person. People who come to [YOUR COMPANY NAME] want to work here because we have created an environment that encourages creativity and achievement. [YOUR COMPANY NAME] aims to become a leader in [DESCRIBE YOUR COMPANY'S FIELD OF EXPERTISE]. The mainstay of our strategy will be to offer a level of client focus that is superior to that offered by our competitors. To help achieve this objective, [YOUR COMPANY NAME] seeks to attract highly motivated individuals that want to work as a team and share in the commitment, responsibility, risk taking, and discipline required to achieve our vision. Part of attracting these special individuals will be to build a culture that promotes both uniqueness and a bias for action. While we will be realistic in setting goals and expectations, [YOUR COMPANY NAME] will also be aggressive in reaching its objectives. This success will in turn enable [YOUR COMPANY NAME] to give its employees above average compensation and innovative benefits or rewards, key elements in helping us maintain our leadership position in the worldwide marketplace. 1.7 Goals [DESCRIBE YOUR COMPANY'S GOALS HERE] 2. The Employment 2","Employee Handbook","34",280,"https://templates.business-in-a-box.com/imgs/1000px/employee-handbook-D712.png","https://templates.business-in-a-box.com/imgs/250px/712.png","https://templates.business-in-a-box.com/svgs/docviewerWebApp1.html?v6#712.xml",{"title":6,"description":6},[142,143],{"label":97,"url":98},{"label":36,"url":100},"employee handbook","/template/employee-handbook-D712",{"description":147,"descriptionCustom":6,"label":148,"pages":149,"size":9,"extension":10,"preview":150,"thumb":151,"svgFrame":152,"seoMetadata":153,"parents":155,"keywords":154,"url":158},"ANTI-HARASSMENT POLICY OVERVIEW The company is committed to providing a working environment free of discrimination and/or harassment. We prohibit discrimination/harassment in the workplace, whether committed by or against managers, colleagues, customers, suppliers or visitors. We want our employees to work and grow in a healthy, respectful and productive environment. Discrimination or harassment in the workplace based on race, colour, religion, sex, national origin, citizenship, age, sexual orientation, disability, marital status or any other basis prohibited by law, will not be tolerated. The company prohibits inappropriate conduct based on any of the above characteristics at work, in the company's business or at events sponsored by the company. SCOPE This policy applies to all current employees of [COMPANY NAME], including full-time and part-time, contractual, permanent and temporary employees and also applies to job applicants. This policy applies to all behaviour related in any way to work, including off-site meetings, training and business trips. HARASSEMENT / DISCRIMINATION DEFINITION Harassment / Discrimination Harassment / discrimination is unwanted, unreasonable and offensive behaviour towards the person being harassed, which creates an intimidating, hostile or humiliating work environment for the person concerned. There are different types of harassment that can occur at work, it can be based on: Race, ethnic origin, nationality or skin colour Gender identity and/or sexual orientation Religious or political convictions Membership or no-membership of a trade union Disabilities, illness, sensory impairments or learning difficulties Age Pregnancy/maternity/paternity This list is not exhaustive Harassment is: Offending or humiliating someone physically or verbally; Threatening or intimidating someone; Making unwelcome jokes or comments about someone's race, national or ethnic origin, colour, religion, age, sex, sexual orientation, marital status, family status, disability or pardoned conviction. Harassment can occur between people of the same sex or opposite sex. Sexual Harassment Sexual harassment has been defined as unwanted and unwelcome sexual advances, requests for sexual favours, and other verbal or physical conduct of a sexual nature that: Is made either explicitly or implicitly a term or condition of employment; Issued as a basis for employment decisions affecting such an individual; Has the purpose or effect of substantially interfering with an individual's work performance and of creating an intimidating, hostile, or offensive work environment. The company prohibits inappropriate conduct that is sexual in nature of work, on company business, or at company-sponsored events including the following: Offensive or humiliating behaviour that is related to a person's sex; Behaviour of a sexual nature that creates an intimidating, unwelcome, hostile or offensive work environment; Behaviour of a sexual nature that could reasonably be thought to put sexual conditions on a person's job or employment opportunities. Comments, jokes, or degrading language; Sexually suggestive objects, books, magazines, photography, cartoons, pictures, calendars, posters, electronic communications, or other materials; Unwelcome sexual advances, requests for sexual favours, or any sexual touching; Offering favourable terms or conditions of employment or benefits in exchange for sexual favours or threatening or imposing less-favourable terms or conditions of employment if sexual favours are refused. Sexual harassment is prohibited whether it's between member of the opposite sex or members of the same sex. MANAGEMENT AND STAFF RESPONSIBIITY All managers have a responsibility to maintain a workplace free of discrimination and personal harassment. Managers are directly responsible for the conduct of their staff and the smooth running of their department. Also, [COMPANY NAME] expects all employees to comply with this policy and all employees to conduct themselves appropriately. Management are responsible for: ","Anti Harassment Policy","4","https://templates.business-in-a-box.com/imgs/1000px/anti-harassment-policy-D12624.png","https://templates.business-in-a-box.com/imgs/250px/12624.png","https://templates.business-in-a-box.com/svgs/docviewerWebApp1.html?v6#12624.xml",{"title":154,"description":6},"anti harassment policy",[156,157],{"label":97,"url":98},{"label":36,"url":100},"/template/anti-harassment-policy-D12624",{"description":160,"descriptionCustom":6,"label":161,"pages":8,"size":9,"extension":10,"preview":162,"thumb":163,"svgFrame":164,"seoMetadata":165,"parents":167,"keywords":166,"url":173},"NON-DISCLOSURE AGREEMENT (NDA) This Non-Disclosure Agreement (the \"Agreement\") is made and effective [DATE], BETWEEN: [YOUR COMPANY NAME] (the \"Disclosing Party\"), a corporation organized and existing under the laws of the [State/Province] of [STATE/PROVINCE], with its head office located at: [YOUR COMPLETE ADDRESS] AND: [RECEIVING PARTY NAME] (the \"Receiving Party\"), an individual with his main address located at OR a corporation organized and existing under the laws of the [State/Province] of [STATE/PROVINCE], with its head office located at: [COMPLETE ADDRESS] WHEREAS, Receiving Party has been or will be engaged in the performance of work on [DESCRIBE]; and in connection therewith will be given access to certain confidential and proprietary information; and WHEREAS, Receiving Party and Disclosing Party wish to evidence by this Agreement the manner in which said confidential and proprietary material will be treated. NOW, THEREFORE, it is agreed as follows: NON-DISCLOSURE OF CONFIDENTIAL INFORMATION Both Parties understand and agree that each Party may have access to the confidential information of the other party. For the purposes of this Agreement, \"Confidential Information\" means proprietary and confidential information about the Disclosing Party's (or it's suppliers') business or activities. Such information includes all business, financial, technical, and other information marked or designated by such Party as \"confidential\" or \"proprietary.\" Confidential Information also includes information which, by the nature of the circumstances surrounding the disclosure, ought in good faith to be treated as confidential. For the purposes of this Agreement, Confidential Information does not include: Information that is currently in the public domain or that enters the public domain after the signing of this Agreement. Information a Party lawfully receives from a third Party without restriction on disclosure and without breach of a non-disclosure obligation. Information that the Receiving Party knew prior to receiving any Confidential Information from the Disclosing Party. Information that the Receiving Party independently develops without reliance on any Confidential Information from the Disclosing Party. Each Party agrees that it will not disclose to any third Party or use any Confidential Information disclosed to it by the other Party except when expressly permitted in writing by the other Party. Each Party also agrees that it will take all reasonable measures to maintain the confidentiality of all Confidential Information of the other Party in its possession or control. TERM The term of this Agreement is [number] of [years/months] from the date of execution by both Parties. TITLE The Receiving Party agrees that all Confidential Information furnished by the Disclosing Party shall remain the sole property of the Disclosing Party. DISCLAIMER","Non Disclosure Agreement Nda","https://templates.business-in-a-box.com/imgs/1000px/non-disclosure-agreement-nda-D12692.png","https://templates.business-in-a-box.com/imgs/250px/12692.png","https://templates.business-in-a-box.com/svgs/docviewerWebApp1.html?v6#12692.xml",{"title":166,"description":6},"non disclosure agreement nda",[168,170],{"label":18,"url":169},"business-legal-agreements",{"label":171,"url":172},"Confidentiality Agreements","confidentiality-agreement","/template/non-disclosure-agreement-nda-D12692",false,{"seo":176,"reviewer":188,"legal_disclaimer":174,"quick_facts":192,"at_a_glance":194,"personas":198,"variants":223,"glossary":251,"sections":282,"how_to_fill":328,"common_mistakes":369,"faqs":386,"industries":414,"comparisons":431,"diy_vs_pro":444,"educational_modules":457,"related_template_ids_curated":460,"schema":467,"classification":469},{"meta_title":177,"meta_description":178,"primary_keyword":179,"secondary_keywords":180},"Non-Profit Code of Conduct Template | BIB","Free non-profit code of conduct template covering ethics, conflicts of interest, gifts, confidentiality, harassment, and financial integrity.","non-profit code of conduct template",[181,182,183,184,185,186,187],"nonprofit code of conduct template","nonprofit code of ethics template","non-profit staff code of conduct","board code of conduct nonprofit","volunteer code of conduct template","nonprofit ethics policy template","nonprofit conflict of interest policy",{"name":189,"credential":190,"reviewed_date":191},"Bruno Goulet","CEO, Business in a Box","2026-05-02",{"difficulty":193,"legal_review_recommended":174,"signature_required":174},"medium",{"what_it_is":195,"when_you_need_it":196,"whats_inside":197},"A Non-Profit Code of Conduct is a governance document that sets the ethical standards all staff, board members, and volunteers are expected to follow. This free Word download covers conflicts of interest, gift policies, confidentiality, harassment, financial integrity, and the process for reporting violations — ready to edit online and distribute to your team.\n","Use it when onboarding new staff, board members, or volunteers; when applying for grants or IRS tax-exempt status renewal; or when a compliance gap, staff dispute, or donor concern signals the need for clearer written standards.\n","Purpose and scope, conflicts of interest and disclosure procedures, gift and hospitality rules, confidentiality obligations, anti-harassment and anti-discrimination standards, financial integrity requirements, use of organizational resources, and a violation reporting and whistleblower protection policy.\n",[199,203,207,211,215,219],{"title":200,"use_case":201,"icon_asset_id":202},"Executive directors","Establishing a consistent ethical baseline across all staff and volunteers","persona-nonprofit-exec",{"title":204,"use_case":205,"icon_asset_id":206},"Board chairs and governance committees","Meeting fiduciary duties and satisfying funder due-diligence requirements","persona-board-chair",{"title":208,"use_case":209,"icon_asset_id":210},"HR managers at nonprofits","Standardizing onboarding documentation and disciplinary reference points","persona-hr-manager",{"title":212,"use_case":213,"icon_asset_id":214},"Grant writers and development officers","Demonstrating organizational accountability to foundations and government funders","persona-grant-writer",{"title":216,"use_case":217,"icon_asset_id":218},"Volunteer coordinators","Setting clear behavioral expectations before placing volunteers in client-facing roles","persona-volunteer-coordinator",{"title":220,"use_case":221,"icon_asset_id":222},"Compliance officers","Documenting ethics policies to satisfy state charitable registration requirements","persona-compliance-officer",[224,228,232,236,240,244,247],{"situation":225,"recommended_template":226,"slug":227},"Establishing a standalone policy for board members only","Board Member Code of Conduct","code-of-conduct-D13318",{"situation":229,"recommended_template":230,"slug":231},"Documenting conflict-of-interest rules for grant compliance","Conflict of Interest Policy","conflict-of-interest-policy-for-board-members-D13933",{"situation":233,"recommended_template":234,"slug":235},"Creating a broader governance framework for the organization","Nonprofit Bylaws","bylaws-not-for-profit-corporation-D1004",{"situation":237,"recommended_template":238,"slug":239},"Defining acceptable use of technology and organizational data","IT Acceptable Use Policy","it-acceptable-use-policy-D13720",{"situation":241,"recommended_template":242,"slug":243},"Setting formal anti-harassment rules with investigation procedures","Anti-Harassment Policy","anti-harassment-policy-D12624",{"situation":245,"recommended_template":121,"slug":246},"Onboarding new volunteers with a condensed behavioral agreement","volunteer-agreement-D13436",{"situation":248,"recommended_template":249,"slug":250},"Documenting whistleblower protections as a standalone policy","Whistleblower Policy","whistleblower-policy-D12649",[252,255,258,261,264,267,270,273,276,279],{"term":253,"definition":254},"Conflict of Interest","A situation in which a staff member, board member, or volunteer has a personal or financial interest that could improperly influence a decision they make on behalf of the organization.",{"term":256,"definition":257},"Whistleblower Protection","A policy provision that shields employees and volunteers from retaliation when they report suspected misconduct, fraud, or policy violations in good faith.",{"term":259,"definition":260},"Fiduciary Duty","The legal and ethical obligation of board members to act in the best interests of the organization and its mission, rather than in their own personal interest.",{"term":262,"definition":263},"Related-Party Transaction","Any financial arrangement between the organization and a board member, staff leader, or their immediate family — requiring disclosure and board approval.",{"term":265,"definition":266},"Gift Policy","A written rule specifying what types and values of gifts, meals, or entertainment staff and board members may accept from donors, vendors, or other parties.",{"term":268,"definition":269},"Confidential Information","Non-public information about the organization's finances, donors, clients, personnel, or strategy that members may not disclose outside authorized channels.",{"term":271,"definition":272},"Form 990","The annual information return filed with the IRS by most tax-exempt organizations, which is publicly available and includes governance policy disclosures.",{"term":274,"definition":275},"Duty of Loyalty","The board member obligation to put the organization's interests above personal gain — a core component of nonprofit governance and conflict-of-interest management.",{"term":277,"definition":278},"Acknowledgment and Signature","A signed statement by each covered person confirming they have read, understood, and agree to comply with the code of conduct.",{"term":280,"definition":281},"Reporting Channel","A designated person, role, or mechanism — such as an ethics hotline or board chair — through which violations or concerns are submitted for investigation.",[283,288,293,298,303,308,313,318,323],{"name":284,"plain_english":285,"sample_language":286,"common_mistake":287},"Purpose and scope","States why the code exists, who it applies to (staff, board members, and volunteers), and when it takes effect.","This Code of Conduct applies to all employees, board members, and volunteers of [ORGANIZATION NAME] ('Organization') effective [DATE]. Its purpose is to promote ethical conduct, protect the Organization's integrity, and safeguard the trust of donors, clients, and the public.","Limiting scope to paid staff only — excluding board members and volunteers leaves the organization's most visible representatives without written standards, which undermines funder credibility.",{"name":289,"plain_english":290,"sample_language":291,"common_mistake":292},"Conflicts of interest","Defines what constitutes a conflict of interest, requires disclosure to a designated authority, and prohibits participation in related decisions.","Any covered person who has a personal, financial, or professional interest in a matter before the Organization must promptly disclose that interest in writing to [DESIGNATED ROLE] and abstain from discussion and voting on the matter.","Requiring disclosure only at initial onboarding rather than on an ongoing basis — conflicts arise at any time, and a one-time disclosure form misses situations that develop during tenure.",{"name":294,"plain_english":295,"sample_language":296,"common_mistake":297},"Gifts, meals, and hospitality","Sets a dollar threshold for permissible gifts and specifies categories — such as cash, gift cards, and vendor entertainment — that are always prohibited.","Covered persons may not accept gifts, meals, or entertainment valued at more than $[DOLLAR AMOUNT] from any donor, vendor, or grant applicant. Cash and cash equivalents of any value are prohibited. All permitted gifts must be reported to [ROLE] within [X] business days.","Setting no dollar threshold and relying on vague language like 'nominal value' — without a specific number, the policy is unenforceable and staff will apply wildly different interpretations.",{"name":299,"plain_english":300,"sample_language":301,"common_mistake":302},"Confidentiality","Prohibits unauthorized disclosure of donor identities, client records, personnel matters, financial details, and strategic plans — both during and after the relationship with the organization.","Covered persons shall not disclose Confidential Information — including donor identities, client records, personnel files, or unpublished financial data — to any external party without prior written authorization from [ROLE]. This obligation survives separation from the Organization.","Omitting a post-separation obligation — former board members and volunteers retain access to confidential knowledge, and without an explicit continuing duty, disclosure after departure is difficult to address.",{"name":304,"plain_english":305,"sample_language":306,"common_mistake":307},"Anti-harassment and non-discrimination","Prohibits harassment, discrimination, and retaliation based on protected characteristics, and names the person responsible for receiving complaints.","The Organization does not tolerate harassment or discrimination based on race, color, religion, sex, national origin, disability, age, or any other characteristic protected by law. Complaints should be directed to [HR CONTACT / EXECUTIVE DIRECTOR]. Retaliation against anyone who reports a concern in good faith is prohibited.","Listing protected characteristics but omitting a named complaint contact and timeline — without a process, the prohibition has no enforcement path and exposes the organization to liability.",{"name":309,"plain_english":310,"sample_language":311,"common_mistake":312},"Financial integrity","Requires accurate record-keeping, prohibits unauthorized expenditures, and mandates compliance with donor restrictions and grant conditions.","All financial transactions must be accurately recorded in the Organization's books. No covered person shall authorize expenditures exceeding $[AMOUNT] without prior written approval from [ROLE]. Funds restricted by donors or grantors must be used solely for their designated purpose.","No expenditure approval threshold — without a specific dollar ceiling, the policy offers no practical check on unauthorized spending and fails the internal controls test that auditors apply.",{"name":314,"plain_english":315,"sample_language":316,"common_mistake":317},"Use of organizational resources","Limits use of the organization's equipment, data, brand, and name to authorized work-related purposes and prohibits personal or political use.","Organization equipment, systems, and brand materials may be used only for authorized organizational purposes. Use of the Organization's name or logo to endorse personal activities, political candidates, or outside organizations is prohibited without written approval from [EXECUTIVE DIRECTOR].","Ignoring social media entirely — staff posting on personal accounts using the organization's name or logo can create real reputational risk, and the policy should explicitly address this scenario.",{"name":319,"plain_english":320,"sample_language":321,"common_mistake":322},"Reporting violations and whistleblower protection","Describes how to report a suspected violation, who receives the report, the investigation process, and the protection available to reporters who act in good faith.","Covered persons who suspect a violation of this Code should report concerns to [DESIGNATED CONTACT] or, if the concern involves that contact, directly to the [BOARD CHAIR]. Reports may be made anonymously. The Organization prohibits retaliation against any person who reports a concern in good faith.","Providing only one reporting channel — if the only contact is the executive director and the concern involves the executive director, a single-channel policy creates a dead end and deters legitimate reporting.",{"name":324,"plain_english":325,"sample_language":326,"common_mistake":327},"Acknowledgment and annual review","Requires each covered person to sign an acknowledgment form confirming they have read and will comply with the code, and sets a schedule for annual policy review.","Each employee, board member, and volunteer must sign and return the Acknowledgment Form attached as Exhibit A before beginning service. The Executive Director shall review this Code annually and present any proposed amendments to the Board for approval.","Collecting signatures at onboarding but never re-obtaining them after policy updates — staff can truthfully say they never agreed to a revised provision, which defeats the purpose of the update.",[329,334,339,344,349,354,359,364],{"step":330,"title":331,"description":332,"tip":333},1,"Insert the organization's legal name and effective date","Replace every instance of [ORGANIZATION NAME] with your registered nonprofit name and set an effective date that gives the board time to formally adopt the policy before distribution.","Use the name exactly as it appears on your IRS determination letter — inconsistencies between governance documents can complicate grant applications.",{"step":335,"title":336,"description":337,"tip":338},2,"Define the scope and covered persons","Confirm that the policy explicitly names employees, board members, and volunteers. If your organization uses independent contractors or interns, add them to the scope section.","Consider adding a line for organizational agents and consultants — anyone acting on the organization's behalf should be covered even if not on payroll.",{"step":340,"title":341,"description":342,"tip":343},3,"Set specific thresholds for gifts and expenditures","Replace [DOLLAR AMOUNT] placeholders in the gift policy and financial integrity sections with numbers your board has approved — common gift limits are $25–$50, and expenditure approval thresholds often start at $500 or $1,000.","Align your expenditure threshold with the limits in your existing financial policies or audit requirements to avoid internal contradictions.",{"step":345,"title":346,"description":347,"tip":348},4,"Name the designated contacts for each reporting channel","Fill in the role or individual responsible for receiving conflict-of-interest disclosures, harassment complaints, and whistleblower reports. Each section should have a different escalation path for situations involving that contact.","For small organizations where the executive director holds most roles, designate the board chair as the secondary contact throughout the document.",{"step":350,"title":351,"description":352,"tip":353},5,"Tailor the confidentiality and social media language","Add any organization-specific categories of confidential information — such as client health data, immigration status, or proprietary program methods — and specify whether personal social media posts referencing the organization require approval.","If your organization serves vulnerable populations, a sentence referencing applicable privacy laws (HIPAA, FERPA) adds compliance credibility with institutional funders.",{"step":355,"title":356,"description":357,"tip":358},6,"Attach an acknowledgment form as Exhibit A","Create a one-page acknowledgment that states the policy name, effective date, and the signature and date lines for each covered person. Reference it explicitly in the final section of the code.","Store signed acknowledgments in each person's personnel or volunteer file — auditors and funders may request them as evidence of governance compliance.",{"step":360,"title":361,"description":362,"tip":363},7,"Present the final draft to the board for adoption","Place the code on the next board meeting agenda as an action item. Record the adoption in the meeting minutes by resolution number and date.","Having the board chair sign the adopted version alongside the policy effective date signals institutional commitment to funders reviewing your governance documents.",{"step":365,"title":366,"description":367,"tip":368},8,"Schedule an annual review date","Enter a specific calendar month for annual review in the acknowledgment section — typically aligned with your fiscal year-end or annual board retreat.","Set a calendar reminder for 30 days before the review date so the executive director has time to gather staff feedback before presenting amendments to the board.",[370,374,378,382],{"mistake":371,"why_it_matters":372,"fix":373},"Applying the code only to paid staff","Board members and volunteers represent the organization publicly and handle sensitive information. Excluding them creates an accountability gap that funders and auditors will flag.","Explicitly name employees, board members, and volunteers in the scope section, and collect a signed acknowledgment from each group before they begin service.",{"mistake":375,"why_it_matters":376,"fix":377},"Using vague gift thresholds like 'nominal value'","Without a specific dollar amount, enforcement is impossible — different staff will apply different standards, and no one can be held accountable for accepting a $75 gift card.","Set a specific dollar cap (e.g., $25 or $50) approved by the board, and list categories that are always prohibited regardless of value, such as cash and gift cards.",{"mistake":379,"why_it_matters":380,"fix":381},"Providing only one reporting channel","If the single contact is the person about whom a concern is being raised, the reporter has no safe path forward — creating a chilling effect on legitimate disclosures.","Include at least two reporting options: a primary contact (typically the executive director or HR) and a board-level escalation path (typically the board chair or audit committee).",{"mistake":383,"why_it_matters":384,"fix":385},"Adopting the policy without a board resolution","A code of conduct signed only by the executive director lacks formal governance authority. Grant applications increasingly require evidence of board adoption, and an unsigned or informally adopted policy fails that test.","Place the policy on a board meeting agenda as an action item, pass a formal resolution adopting it, and record the resolution number and date in the meeting minutes.",[387,390,393,396,399,402,405,408,411],{"question":388,"answer":389},"What is a non-profit code of conduct?","A non-profit code of conduct is a written governance document that defines the ethical standards all staff, board members, and volunteers must follow. It typically covers conflicts of interest, gift rules, confidentiality, anti-harassment, financial integrity, and the process for reporting violations. It serves as both an internal behavioral guide and a compliance document for funders, regulators, and the IRS.\n",{"question":391,"answer":392},"Is a code of conduct required for nonprofits?","No federal law mandates a code of conduct for nonprofits, but the IRS Form 990 asks whether the organization has a written whistleblower policy and a conflict-of-interest policy — both of which are typically embedded in a code of conduct. Many state charitable registrars and institutional funders also require documented ethics policies as a condition of registration or grant eligibility.\n",{"question":394,"answer":395},"Who does a non-profit code of conduct apply to?","Best practice is to apply the code to all employees, board members, and volunteers. Some organizations also include independent contractors, consultants, and interns who act on the organization's behalf. Each covered person should sign an acknowledgment form before beginning service.\n",{"question":397,"answer":398},"How is a code of conduct different from an employee handbook?","An employee handbook covers employment terms, HR policies, leave, and operational procedures — primarily for paid staff. A code of conduct focuses on ethical behavior and applies broadly to everyone affiliated with the organization, including board members and volunteers who are not covered by an employee handbook. The two documents complement each other and should be consistent.\n",{"question":400,"answer":401},"How often should a non-profit code of conduct be reviewed?","At minimum annually, typically aligned with the fiscal year-end or an annual board retreat. A review is also warranted after any significant incident, leadership change, major funder requirement, or change in applicable law. Each review should be documented in board meeting minutes, and updated acknowledgment forms should be collected if the policy changes materially.\n",{"question":403,"answer":404},"What should a non-profit conflict of interest policy include?","A conflict of interest section should define what constitutes a conflict, require covered persons to disclose any potential conflict promptly in writing, prohibit them from participating in discussion or voting on the related matter, and specify who receives disclosures and how they are recorded. Annual disclosure statements — separate from the one-time onboarding acknowledgment — are considered best practice.\n",{"question":406,"answer":407},"Can volunteers be held to the same code of conduct as employees?","Yes. Requiring volunteers to sign the same acknowledgment form as employees establishes a common behavioral baseline, reduces organizational liability, and signals to funders that governance standards apply uniformly. Volunteers should receive a copy of the code and sign the acknowledgment before their first day of service.\n",{"question":409,"answer":410},"What happens when someone violates the code of conduct?","The policy should specify who investigates violations, the timeline for investigation, the range of consequences (from a formal warning to termination or board removal), and the process for appealing a finding. Documenting each step — report received, investigation conducted, outcome determined — protects the organization if the matter escalates to a legal dispute.\n",{"question":412,"answer":413},"Does adopting a code of conduct protect our nonprofit from liability?","A well-drafted and actively enforced code of conduct reduces liability exposure by demonstrating that the organization set clear standards and took reasonable steps to prevent misconduct. However, a code of conduct that exists on paper but is never distributed, signed, or enforced can actually increase liability — courts and regulators treat it as evidence that the organization knew the standard and failed to enforce it.\n",[415,419,423,427],{"industry":416,"icon_asset_id":417,"specifics":418},"Social Services","industry-social-services","Client confidentiality and mandatory reporting obligations require extra specificity in the confidentiality and anti-harassment sections, particularly for organizations serving minors or vulnerable adults.",{"industry":420,"icon_asset_id":421,"specifics":422},"Healthcare Nonprofits","industry-healthtech","HIPAA compliance obligations should be referenced explicitly in the confidentiality section, and financial integrity rules must address Medicare and Medicaid billing restrictions.",{"industry":424,"icon_asset_id":425,"specifics":426},"Education and Youth Programs","industry-education","Volunteer screening, mandatory reporter training, and child safeguarding policies should be cross-referenced from the harassment and confidentiality sections.",{"industry":428,"icon_asset_id":429,"specifics":430},"Arts and Culture","industry-arts-culture","Donor relations and sponsorship acceptance rules are particularly important, as gift and hospitality thresholds in this sector require careful calibration against IRS private benefit rules.",[432,435,438,441],{"vs":230,"vs_template_id":433,"summary":434},"conflict-of-interest-policy-D14017","A conflict of interest policy is a standalone document focused exclusively on identifying, disclosing, and managing situations where personal interests could influence organizational decisions. A code of conduct is broader — it encompasses conflicts of interest alongside harassment, confidentiality, financial integrity, and gifts. Organizations often adopt both, with the code of conduct referencing the standalone conflict policy for procedural detail.",{"vs":134,"vs_template_id":436,"summary":437},"employee-handbook-D712","An employee handbook governs employment terms, HR procedures, leave policies, and operational expectations for paid staff. A code of conduct sets ethical and behavioral standards for everyone affiliated with the organization, including board members and volunteers who are not employees. Both documents are needed; the handbook handles employment, the code handles ethics.",{"vs":234,"vs_template_id":439,"summary":440},"non-profit-organization-bylaws-D12056","Bylaws are the foundational legal document governing the organization's structure — board composition, officer roles, meeting procedures, and amendment processes. A code of conduct operates within that structure to set day-to-day behavioral standards. Bylaws are filed with the state; a code of conduct is an internal governance policy adopted by the board.",{"vs":121,"vs_template_id":442,"summary":443},"volunteer-agreement-D13972","A volunteer agreement is a one-on-one document signed between the organization and an individual volunteer that defines their role, schedule, and acknowledgment of key policies. The code of conduct is the underlying policy document that the volunteer agreement references. The agreement is the commitment; the code is the standard being committed to.",{"use_template":445,"template_plus_review":449,"custom_drafted":453},{"best_for":446,"cost":447,"time":448},"Small to mid-size nonprofits establishing or updating ethics documentation without complex regulatory requirements","Free","2–4 hours to customize and present to the board",{"best_for":450,"cost":451,"time":452},"Organizations applying for large government grants, state charitable registration, or subject to sector-specific regulations such as HIPAA","$300–$800 for a nonprofit attorney or governance consultant review","3–5 business days",{"best_for":454,"cost":455,"time":456},"Larger nonprofits with complex structures, multiple affiliate entities, or a history of compliance incidents requiring bespoke policy design","$1,500–$4,000+","2–4 weeks",[458,459],"nonprofit-governance-essentials","form-990-governance-disclosures",[231,461,246,436,243,461,462,463,464,250,465,466],"non-profit-organization-business-plan-D12024","non-disclosure-agreement-nda-D12692","board-meeting-minutes-D13904","non-profit-gift-acceptance-policy-D13367","annual-report-D12759","acknowledgment-of-obligations-D503",{"emit_how_to":468,"emit_defined_term":468},true,{"primary_folder":470,"secondary_folder":100,"document_type":471,"industry":472,"business_stage":473,"tags":474,"confidence":480},"business-administration","policy","non-profit-organizations","all-stages",[475,476,477,478,479],"governance","nonprofit","compliance","code-of-conduct","ethics",0.95,"\u003Ch2>What is a Non-Profit Code of Conduct?\u003C/h2>\n\u003Cp>A \u003Cstrong>Non-Profit Code of Conduct\u003C/strong> is a governance document that establishes the ethical standards all staff, board members, and volunteers must follow in their work for the organization. It addresses the situations most likely to create reputational, legal, or financial risk — conflicts of interest, gifts from donors or vendors, unauthorized disclosure of confidential information, harassment, misuse of organizational resources, and financial misconduct — and specifies how each type of concern should be reported and resolved. Unlike bylaws, which govern organizational structure, a code of conduct governs individual behavior and applies to everyone affiliated with the organization regardless of role or compensation.\u003C/p>\n\u003Ch2>Why You Need This Document\u003C/h2>\n\u003Cp>Without a written code of conduct, your organization has no consistent standard to apply when a board member accepts a vendor dinner, a volunteer shares client information on social media, or a staff complaint about a colleague goes unresolved. The IRS Form 990 asks publicly whether your organization has a whistleblower policy and a conflict-of-interest policy — both are standard sections of a code of conduct — and a "no" answer is visible to every donor, funder, and watchdog that reviews your filing. Institutional funders increasingly require documented ethics policies as a grant eligibility condition, and state charitable registrars in several states treat the absence of written governance standards as a compliance deficiency. A formally adopted and signed code of conduct closes these gaps, gives leadership a clear disciplinary reference point, and signals to donors and the public that the organization takes accountability seriously. This template gives you a complete, board-ready starting point in a single free Word download.\u003C/p>\n",1778773547771]