Mtskheta-Mtianeti Regional Hub (MMRH) was established in 2002 as The Youth Association of Akhalgori; however, as a result of the Russo-Georgian War in August 2008, the organization itself became internally displaced. These events brought changes to the organization’s goals and objectives, and the organization was renamed For Better Future, CSO. Starting in 2021, as a result of rebranding, the organization changed its name to Mtksheta-Mtianeti Regional Hub and expanded its target locations.
Most of our organization’s beneficiaries are IDPs from the 2008 conflict, and they have limited communication with residents of the occupied territory. Therefore, the peacebuilding and conflict resolution process for the South Ossetia region is a major focus for our organization. We collaborate with international organizations and local non-governmental organizations to promote confidence-building and dialogue techniques. Since 2009, our organization has actively participated in the Georgian-Ossetian negotiation process, bringing together civil society organizations from the Tskhinvali region and from Georgia to participate in dialogues on neutral territory. MMRH also works with ethnic minorities in Georgia, including Ossetian people currently living in the occupied territory. One of our main priorities is to develop civil society organizations in the Mtskheta-Mtianeti region and promote their active and effective civic participation.
Most of our organization’s beneficiaries are IDPs from the 2008 conflict, and they have limited communication with residents of the occupied territory. Therefore, the peacebuilding and conflict resolution process for the South Ossetia region is a major focus for our organization. We collaborate with international organizations and local non-governmental organizations to promote confidence-building and dialogue techniques. Since 2009, our organization has actively participated in the Georgian-Ossetian negotiation process, bringing together civil society organizations from the Tskhinvali region and from Georgia to participate in dialogues on neutral territory. MMRH also works with ethnic minorities in Georgia, including Ossetian people currently living in the occupied territory. One of our main priorities is to develop civil society organizations in the Mtskheta-Mtianeti region and promote their active and effective civic participation.
Accomplishments
Peacebuilding process
Our organization works on legal and humanitarian issues connected to war affected populations, as well as the population of the Mtskheta-Mtianeti region. Mtskheta-Mtianeti Regional Hub (MMRH) is actively involved in the identification of their needs and challenges in order to highlight them on an international level.
In 2017-2019 MMRH implemented the project “Peacebuilding in IDP Settlements, EVS in Georgia.” Two individuals from Poland conducted voluntary service in the Tserovani IDP Settlement in Georgia and helped MMRH to promote peacebuilding in other IDP settlements in the Mtskheta-Mtianeti region.
In collaboration with CHCA (Charity Humanitarian Center Abkhazeti) and DRC (Danish Refugee Council), MMRH implemented the project ”From Dependency to Self-Sufficiency - Innovative, Effective and Scalable Livelihood Solutions for Georgia.” The main goal of the project was to improve the livelihood conditions for the Ossetian and Georgian populations living in the Akhalgori Region. Through the project, 6 Individual Business Grants and 14 Poverty Reduction Grants were supported (funded).
In 2015, through the organization Trust in Development, MMRH implemented a project for promoting women’s businesses in the Akhalgori, Tskhinvali, and Pankisi regions. During the training sessions for women, several small businesses were promoted with our support. In collaboration with the Lithuanian NGO Trust in Development, MMRH organized a conference in July 2013 called "The Problems of Akhalgori District: Internally Displaced Persons and their Future." The conference speakers included representatives from Akhalgori’s government in exile, Tbilisi State University, and the European Union Monitoring Mission (EUMM). Following the presentations, attendees from the Akhalgori IDP community formed working groups to draft a letter of appeal to the international community (http://youtu.be/_06AFW33ZZU). This letter of appeal has been shared with international organizations and local nongovernmental organizations (http://civil-forum.org/menu_id/12/id/408/lang/2~).
Through a UNDP COBERM grant, MMRH organized the European School for Young Leaders program from 2011-2012 (http://youtu.be/A-NHBfy8LQU). Ten youth were selected, five from the IDP community and five from the occupied territories, to attend a one-week training program in the Czech Republic. Participants received training in a range of conflict resolution, advocacy, and project development skills. They also had an opportunity to meet with youth-led organizations in Prague. This project encouraged the youth to engage in conflict resolution dialogue that they could later apply in their local communities.
In 2017-2019 MMRH implemented the project “Peacebuilding in IDP Settlements, EVS in Georgia.” Two individuals from Poland conducted voluntary service in the Tserovani IDP Settlement in Georgia and helped MMRH to promote peacebuilding in other IDP settlements in the Mtskheta-Mtianeti region.
In collaboration with CHCA (Charity Humanitarian Center Abkhazeti) and DRC (Danish Refugee Council), MMRH implemented the project ”From Dependency to Self-Sufficiency - Innovative, Effective and Scalable Livelihood Solutions for Georgia.” The main goal of the project was to improve the livelihood conditions for the Ossetian and Georgian populations living in the Akhalgori Region. Through the project, 6 Individual Business Grants and 14 Poverty Reduction Grants were supported (funded).
In 2015, through the organization Trust in Development, MMRH implemented a project for promoting women’s businesses in the Akhalgori, Tskhinvali, and Pankisi regions. During the training sessions for women, several small businesses were promoted with our support. In collaboration with the Lithuanian NGO Trust in Development, MMRH organized a conference in July 2013 called "The Problems of Akhalgori District: Internally Displaced Persons and their Future." The conference speakers included representatives from Akhalgori’s government in exile, Tbilisi State University, and the European Union Monitoring Mission (EUMM). Following the presentations, attendees from the Akhalgori IDP community formed working groups to draft a letter of appeal to the international community (http://youtu.be/_06AFW33ZZU). This letter of appeal has been shared with international organizations and local nongovernmental organizations (http://civil-forum.org/menu_id/12/id/408/lang/2~).
Through a UNDP COBERM grant, MMRH organized the European School for Young Leaders program from 2011-2012 (http://youtu.be/A-NHBfy8LQU). Ten youth were selected, five from the IDP community and five from the occupied territories, to attend a one-week training program in the Czech Republic. Participants received training in a range of conflict resolution, advocacy, and project development skills. They also had an opportunity to meet with youth-led organizations in Prague. This project encouraged the youth to engage in conflict resolution dialogue that they could later apply in their local communities.
working with young leaders
Our organization has a wealth of experience working with and training young leaders. In 2016, MMRH implemented the Let Girls Learn project, an innovative initiative of the First Lady of the United States Michelle Obama. The main goal of the project is to expend educational opportunities for girls—including in areas of conflict and crisis. Through the project, Tserovani IDP Youth House girls were trained in different classes such as IT, sewing, animation, and puppet theatre.
Working with the support of the US Embassy in Georgia, American Corners is a joint partnership project that promotes cooperation and understanding between the United States and Georgia by providing accurate information about the US. In order to reach the IDP community, MMRH manages an American Corner “on wheels” (referred to as the Bookmobile) that travels among IDP settlements with free English resources and educational programing.
Since 2014, MMRH has facilitated summer and winter camps for IDP students to discover and support students' leadership skills. These skills can help students integrate further into society and encourage healthy civic thinking.
Through the Democracy Commission Small Grant Program, MMRH continued work with youth leaders and established IDP Youth Community Engagement Clubs in three IDP settlements in the Mtskheta-Mtianeti region. Potential leaders were identified and given a chance to become assets to their community. MMRH provided spaces in each settlement with equipment and internet access, trained youth on relevant topics, and empowered participants to take part in the development of their communities.
Since 2014, MMRH has run Youth Professional Development Programs to build economic capacity and opportunities in the Tserovani, Tsilkani and Prezeti IDP Settlements. These programs also serve to build professional skills among job seekers and increase local employment opportunities.
MMRH supports youth education opportunities by working with the Erasmus Mundus Scholarship Program in the Tserovani IDP Settlement. Based our organization's recommendation, nine IDP youth started a 3-year international relations degree program at Poland’s Adam Mickiewicz University in 2013.
Since 2017, For MMRH has been a hosting and sending organization of European Voluntary Service and hosts and sends volunteers abroad through different projects. Through the partnership with various European youth organizations, MMRH gives youth opportunities to take part in multiple training programs to develop their skills and gain experience.
Working with the support of the US Embassy in Georgia, American Corners is a joint partnership project that promotes cooperation and understanding between the United States and Georgia by providing accurate information about the US. In order to reach the IDP community, MMRH manages an American Corner “on wheels” (referred to as the Bookmobile) that travels among IDP settlements with free English resources and educational programing.
Since 2014, MMRH has facilitated summer and winter camps for IDP students to discover and support students' leadership skills. These skills can help students integrate further into society and encourage healthy civic thinking.
Through the Democracy Commission Small Grant Program, MMRH continued work with youth leaders and established IDP Youth Community Engagement Clubs in three IDP settlements in the Mtskheta-Mtianeti region. Potential leaders were identified and given a chance to become assets to their community. MMRH provided spaces in each settlement with equipment and internet access, trained youth on relevant topics, and empowered participants to take part in the development of their communities.
Since 2014, MMRH has run Youth Professional Development Programs to build economic capacity and opportunities in the Tserovani, Tsilkani and Prezeti IDP Settlements. These programs also serve to build professional skills among job seekers and increase local employment opportunities.
MMRH supports youth education opportunities by working with the Erasmus Mundus Scholarship Program in the Tserovani IDP Settlement. Based our organization's recommendation, nine IDP youth started a 3-year international relations degree program at Poland’s Adam Mickiewicz University in 2013.
Since 2017, For MMRH has been a hosting and sending organization of European Voluntary Service and hosts and sends volunteers abroad through different projects. Through the partnership with various European youth organizations, MMRH gives youth opportunities to take part in multiple training programs to develop their skills and gain experience.
entrepreneurship
Since its establishment, MMRH has implemented various programs for IDPs, as well as for the region itself. But we considered that something more sustainable was needed for the local community in the Tserovani IDP Settlement. In 2012, as part of our mission for women's economic development, MMRH established the social enterprise Ikorta. Twelve women from the Tserovani IDP community are employed at the enterprises, which provides them with professional opportunities close to their homes as well as income to support their families. Ikorta now provides stable funding for MMRH to run organizational activities.
As a result of establishing a social enterprise, we realized that entrepreneurship was a priority for social and regional development and was increasingly recognized as an important driver of economic growth and employment, as well as a key aspect of economic dynamism.
In 2018, MMRH implemented the project “Entrepreneurial Education for Integration of War-Affected Communities,” which is funded by the International Visegrad Fund. Together with partner organization ADRA Slovakia, MMRH builds individuals' entrepreneurial skills and promotes business development in war-affected communities and rural areas in the Mtskheta-Mtianeti region. This project promotes cooperation between local government and individual entrepreneurs in order to develop businesses on a local level to address unemployment and stimulate the local economy. The project includes a training series and study visits for individuals and local municipality representatives in the Mtskheta-Mtianeti region.
In 2017, together with our Peace Corps and European Voluntary Service volunteers, MMRH implemented a Financial Literacy Training series in Galavani Public School for entrepreneurial class pupils. The program is supported by Peace Corps Georgia.
As a result of establishing a social enterprise, we realized that entrepreneurship was a priority for social and regional development and was increasingly recognized as an important driver of economic growth and employment, as well as a key aspect of economic dynamism.
In 2018, MMRH implemented the project “Entrepreneurial Education for Integration of War-Affected Communities,” which is funded by the International Visegrad Fund. Together with partner organization ADRA Slovakia, MMRH builds individuals' entrepreneurial skills and promotes business development in war-affected communities and rural areas in the Mtskheta-Mtianeti region. This project promotes cooperation between local government and individual entrepreneurs in order to develop businesses on a local level to address unemployment and stimulate the local economy. The project includes a training series and study visits for individuals and local municipality representatives in the Mtskheta-Mtianeti region.
In 2017, together with our Peace Corps and European Voluntary Service volunteers, MMRH implemented a Financial Literacy Training series in Galavani Public School for entrepreneurial class pupils. The program is supported by Peace Corps Georgia.
promotion of civil social development
Since 2017, For Better Future has operated under the name Mtskheta-Mtianeti Regional Hub (MMRH), under the project “Civil Society Sustainable Initiatives,” which promotes CSO development on a regional level, volunteerism, and collaboration between CSOs and business and CSOs and governmental institutions. Through this project, MMRH implements various activities and trainings on a regional level.
Through the Democracy Commission Small Grant Program, For Better Future continued work with youth leaders and established IDP Youth Community Engagement Clubs in three IDP settlements in the Mtskheta-Mtianeti region. Potential leaders were identified and given a chance to become assets to their community. MMRH provided spaces in each settlement with equipment and internet access, trained youth on relevant topics, and empowered participants to take part in the development of their communities.
Through the Democracy Commission Small Grant Program, For Better Future continued work with youth leaders and established IDP Youth Community Engagement Clubs in three IDP settlements in the Mtskheta-Mtianeti region. Potential leaders were identified and given a chance to become assets to their community. MMRH provided spaces in each settlement with equipment and internet access, trained youth on relevant topics, and empowered participants to take part in the development of their communities.
code of conduct
This Code of Conduct has been developed and adopted by the CSO Mtskheta-Mtianeti Regional Hub (hereafter MMRH).
This Code of Conduct is intended to serve as a guide for all staff in how to uphold the ethical foundation of the organization’s views and actions. The purpose of the Code of Conduct is to facilitate attainment of the goals and objectives defined by MMRH's mandate and charter through the establishment of the highest ethical and professional standards for its employees. It also aims to help employees to ensure the safety of beneficiaries and to ensure that the MMRH's work does not put the people we work for and with at greater risk.
MMRH staff are personally and collectively responsible for maintaining these standards and expected to act in accordance with the principles and values stated in this Code of Conduct.
This Code of Conduct applies to all in MMRH, including its board members and recruited employees, support personnel, consultants, interns, volunteers and anyone representing MMRH. Also, the Code of Conduct applies to MMRH's implementing partners, if this is considered by the agreement concluded between the parties.
Whether signed or not by employee, the Code of Conduct shall automatically form an integral part of all of MMRH's contracts of employment and conditions of service for all staff.
1. RESPECT AND DIGNITY
• MMRH staff shall respect all persons equally and without any distinction or discrimination based on nationality, race, ethnicity, gender, religious beliefs, political opinion or disability.
• MMRH staff shall respect local laws, customs, habits and the local culture.
• MMRH staff shall strive to contribute to the working environment such that everyone enjoys equality and respect towards one other.
• MMRH staff shall always seek to care for the interests of its beneficiaries including the most vulnerable children, IDPs, women, single parents, the elderly, the disabled and those with special needs, as well as minority groups.
• MMRH staff shall always be informed about MMRH's policies, objectives, activities and about the concerns of its beneficiaries and do the utmost to support MMRH's protection and assistance work.
2. PERSONAL AND PROFESSIONAL CONDUCT
• MMRH staff shall protect the reputation of MMRH. Their personal and professional performance shall always be based on non-discriminatory and gender-sensitive conduct.
• MMRH staff shall undertake not to abuse the power and influence that they have by virtue of the position over the lives and well-being of the beneficiaries, colleagues and other persons.
• MMRH staff shall never request and/or receive any service or favor from beneficiaries, colleagues or other persons in return for protection or assistance. They also shall never engage in any exploitative relationships (e.g. sexual, financial or employment-related) with beneficiaries, colleagues or other persons.
• MMRH staff shall observe the requirements of the local laws and shall not seek to take personal advantage of any privileges or immunities that have been conferred to them by MMRH.
• MMRH staff shall uphold the highest standards of competence, efficiency and integrity in their professional life and demonstrate truthfulness, dedication and honesty in their actions.
• MMRH staff shall be patient, respectful and courteous to all persons with whom they deal including colleagues, beneficiaries, local leaders and government representatives, representatives of donors, and other NGO and UN colleagues.
• At work MMRH staff shall dress in a manner appropriate to the assignment and the cultural setting.
• At work MMRH staff shall act in conformity with all MMRH instructions and policies.
3. CONFLICT OF INTEREST
• MMRH staff shall perform official duties and conduct private affairs in a manner that avoids conflict of interest, thereby preserving and enhancing public confidence in MMRH.
• MMRH staff shall work to serve the mandate, objectives and values of MMRH and ensure that personal views, behavior and beliefs, including political and religious convictions, do not adversely affect official duties or activities performed on behalf of MMRH.
• MMRH staff shall resist any undue political pressure in decision-making, shall neither seek nor accept instructions regarding the performance of their duties from any government or from any authority external to MMRH.
• MMRH staff’s actions shall be free of any consideration of personal gain. Any potential conflict of interest (e.g. family relations or shareholding with a service provider, or business partner) must be disclosed.
• MMRH staff shall not accept any favors, gifts or remuneration from any authority, nor shall they accept these from any other source external to MMRH if it relates to their professional activities without prior authorization, except for minor token items of appreciation.
• MMRH staff shall not engage in any outside occupation or employment without prior authorization. MMRH staff shall not accept supplementary payments or subsidies from a government or any other source.
• MMRH staff shall not request and/or receive any “favors” or any other “interest”, except the one established by the labor contract, if it is related to his professional activities.
4. FINANCIAL AND MATERIAL RESOURCES
• MMRH staff shall safeguard and make responsible use of the information and resources to which they have access by reason of their employment with MMRH.
• MMRH staff shall handle MMRH's financial and material resources with the utmost care, safeguard these at all times against theft or other damage, keep and maintain them properly, and ensure that unauthorized and unethical use of MMRH funds or private misuse does not occur.
• MMRH staff shall conduct all official duties with integrity, free from any taint of dishonesty or corruption, including not engaging in any act of favoritism and nepotism in relation to colleagues, beneficiaries and other persons.
• MMRH staff shall not use MMRH's offices, property, financial and material resources for private gain or for the private gain of any third party, including family members, friends or those they favor.
• MMRH staff shall exercise due care in all matters of official business, and not reveal any confidential information about the beneficiaries, colleagues and other work-related matters, except in cases when information concerns criminal offence and its disclosure is obligatory as defined by the law.
• MMRH staff shall protect and manage MMRH's human, financial and material resources efficiently, bearing in mind that these resources have been placed at MMRH's disposal for the benefit of beneficiaries and other vulnerable persons.
5. MEDIA, INFORMATION AND IT
MMRH is responsible and open towards media agencies and any other interested persons and welcomes transparency where its activities and activities of its employees are concerned. MMRH sets up certain norms for its employees for relations with representatives of media agencies which are dictated by its aspiration to provide objective information and acknowledgment of the responsibility for the latter. General inquires about MMRH, its activities and employees shall be forwarded to MMRH's Chairman, Board or other authorized person. Any inquiries concerning financial matters shall be forwarded to the head of the financial department.
• MMRH staff, if asked for a public statement or interview, shall agree upon the content of the statement with abovementioned persons. If during the statement or interview it is necessary to reveal the information or photos of the other persons (e.g. beneficiary) or their property, the prior consent of the concerned person shall be sought and they shall be clearly informed how and where this will take place.
• MMRH staff shall be aware that journalists are to be considered in the same manner after working hours. MMRH's staff shall clarify their role as media spokesperson before they pass on information other than general information on MMRH's mandate and programs.
• MMRH staff shall exercise necessary caution and discretion in regards to sensitive issues (e.g. political, religious, military or other) in official or private communications, including telephone calls, radio messages, e-mails and letters which may create a threat to MMRH's activities and reputation.
• MMRH's staff shall not disclose to media agencies (internet blogs, Facebook or other networks and forums) MMRH-related information, articles, books and/or other materials for publication without prior consent from MMRH's Chairman or the Board.
• MMRH's staff shall maintain electronic files and archives in a responsible manner. Information that may be considered illegal, offensive or inappropriate must under no circumstances be processed, downloaded, stored or disseminated.
• MMRH's staff shall be committed to, both while working for and after leaving MMRH, not revealing any confidential information they have obtained while working for MMRH to any third party. MMRH's staff shall be aware that breach of professional secrecy both while employed and after leaving the organization might lead to a claim for compensation and/or legal prosecution.
6. ALCOHOL, AND CRIMINAL AND UNETHICAL ACTIVITIES
• MMRH staff shall have no involvement in criminal and unethical activities that contravene human rights and compromise the image and interest of MMRH.
• MMRH staff shall exercise care with alcohol and will refrain from/avoid using intoxicating substances, including alcohol, while on duty.
• MMRH staff shall neither support nor take part in any form of illegal, exploitative or abusive activities, including, for example, prostitution, child labor, trafficking of human beings and intoxicants.
• MMRH staff shall, under no circumstances, drive a vehicle under the influence of alcohol or any other illegal intoxicants. Any knowledge of staff handling any kind of motorized transportation means under such influence should be reported to MMRH and will be dealt with as a breach of the Code of Conduct and security regulations and will lead to consequences for the individual’s labor contract.
• The only exemption from this regulation will be in a situation where there is a life threatening situation and all other options have been exhausted. Any claim to have utilized this clause shall be thoroughly investigated to clarify the circumstances.
7. SAFETY, HEALTH AND WELFARE
The safety and wellbeing of MMRH employees while on duty is an ultimate good for which the primary responsibility remains with MMRH management.
8. WORKING ENVIRONMENT
• MMRH staff shall treat all colleagues fairly, with courtesy, dignity and with respect for different customs and cultures.
• MMRH staff shall not, under any circumstances, carry out any harassment act. Such acts include unacceptable and unpleasant behavior which results in other people being harassed physically, psychologically and sexually.
• MMRH staff shall contribute to building a harmonious workplace based on team spirit, mutual respect and understanding.
• MMRH staff shall seek to resolve differences and solve problems when they arise based on the mutual respect and in the best interests of the beneficiaries and MMRH.
9. PROHIBITION OF SEXUAL EXPLOITATION AND ABUSE
Sexual exploitation and sexual abuse violate universally recognized international human rights standards, are a criminal offence in many countries, and have always been unacceptable behavior for MMRH personnel. The term “sexual exploitation” is here defined as any abuse of power and position of vulnerability for sexual purposes though use of force, threats, or abuse of trust and considering profiting monetarily, socially, or from political pressure.
• MMRH staff members and management are obliged to create and maintain an environment that prevents sexual exploitation and abuse and promote the implementation of the Code of Conduct. Staff at all levels have particular responsibilities to support and develop systems that maintain this environment.
The abovementioned standards are not intended to be an exhaustive list. Any type of sexually exploitative or abusive behavior may be grounds for disciplinary measures.
10. ESPECIALLY FOR MMRH'S RESPONSIBLE PERSONS
• MMRH's responsible persons (e.g. MMRH's chairman, board members, managers and coordinators) have the particular responsibility of setting a good example when it comes to their behavior both on and off duty.
• MMRH's responsible persons shall not engage in or tolerate any form of harassment in the workplace, included but not limited to bullying, sexual harassment and abuse of power. All managers are obliged to prompt actions when harassment is alleged.
• MMRH's responsible persons shall be open to views of all team members, and shall will provide timely feedback on the performance of each team member through guidance, motivation and full recognition of their merits.
• MMRH's responsible persons shall endeavor to ensure that the health and well-being of staff are not subject to undue risk.
11. FOR ALL:
MMRH staff shall report any information received indicating a situation where any of the above agreements are broken through one of the following reporting channels:
1) Through line manager or any senior manager
2) Through appointed focal points or staff representatives, if applicable
CSO Mtskheta-Mtianeti Regional Hub
This Code of Conduct is intended to serve as a guide for all staff in how to uphold the ethical foundation of the organization’s views and actions. The purpose of the Code of Conduct is to facilitate attainment of the goals and objectives defined by MMRH's mandate and charter through the establishment of the highest ethical and professional standards for its employees. It also aims to help employees to ensure the safety of beneficiaries and to ensure that the MMRH's work does not put the people we work for and with at greater risk.
MMRH staff are personally and collectively responsible for maintaining these standards and expected to act in accordance with the principles and values stated in this Code of Conduct.
This Code of Conduct applies to all in MMRH, including its board members and recruited employees, support personnel, consultants, interns, volunteers and anyone representing MMRH. Also, the Code of Conduct applies to MMRH's implementing partners, if this is considered by the agreement concluded between the parties.
Whether signed or not by employee, the Code of Conduct shall automatically form an integral part of all of MMRH's contracts of employment and conditions of service for all staff.
1. RESPECT AND DIGNITY
• MMRH staff shall respect all persons equally and without any distinction or discrimination based on nationality, race, ethnicity, gender, religious beliefs, political opinion or disability.
• MMRH staff shall respect local laws, customs, habits and the local culture.
• MMRH staff shall strive to contribute to the working environment such that everyone enjoys equality and respect towards one other.
• MMRH staff shall always seek to care for the interests of its beneficiaries including the most vulnerable children, IDPs, women, single parents, the elderly, the disabled and those with special needs, as well as minority groups.
• MMRH staff shall always be informed about MMRH's policies, objectives, activities and about the concerns of its beneficiaries and do the utmost to support MMRH's protection and assistance work.
2. PERSONAL AND PROFESSIONAL CONDUCT
• MMRH staff shall protect the reputation of MMRH. Their personal and professional performance shall always be based on non-discriminatory and gender-sensitive conduct.
• MMRH staff shall undertake not to abuse the power and influence that they have by virtue of the position over the lives and well-being of the beneficiaries, colleagues and other persons.
• MMRH staff shall never request and/or receive any service or favor from beneficiaries, colleagues or other persons in return for protection or assistance. They also shall never engage in any exploitative relationships (e.g. sexual, financial or employment-related) with beneficiaries, colleagues or other persons.
• MMRH staff shall observe the requirements of the local laws and shall not seek to take personal advantage of any privileges or immunities that have been conferred to them by MMRH.
• MMRH staff shall uphold the highest standards of competence, efficiency and integrity in their professional life and demonstrate truthfulness, dedication and honesty in their actions.
• MMRH staff shall be patient, respectful and courteous to all persons with whom they deal including colleagues, beneficiaries, local leaders and government representatives, representatives of donors, and other NGO and UN colleagues.
• At work MMRH staff shall dress in a manner appropriate to the assignment and the cultural setting.
• At work MMRH staff shall act in conformity with all MMRH instructions and policies.
3. CONFLICT OF INTEREST
• MMRH staff shall perform official duties and conduct private affairs in a manner that avoids conflict of interest, thereby preserving and enhancing public confidence in MMRH.
• MMRH staff shall work to serve the mandate, objectives and values of MMRH and ensure that personal views, behavior and beliefs, including political and religious convictions, do not adversely affect official duties or activities performed on behalf of MMRH.
• MMRH staff shall resist any undue political pressure in decision-making, shall neither seek nor accept instructions regarding the performance of their duties from any government or from any authority external to MMRH.
• MMRH staff’s actions shall be free of any consideration of personal gain. Any potential conflict of interest (e.g. family relations or shareholding with a service provider, or business partner) must be disclosed.
• MMRH staff shall not accept any favors, gifts or remuneration from any authority, nor shall they accept these from any other source external to MMRH if it relates to their professional activities without prior authorization, except for minor token items of appreciation.
• MMRH staff shall not engage in any outside occupation or employment without prior authorization. MMRH staff shall not accept supplementary payments or subsidies from a government or any other source.
• MMRH staff shall not request and/or receive any “favors” or any other “interest”, except the one established by the labor contract, if it is related to his professional activities.
4. FINANCIAL AND MATERIAL RESOURCES
• MMRH staff shall safeguard and make responsible use of the information and resources to which they have access by reason of their employment with MMRH.
• MMRH staff shall handle MMRH's financial and material resources with the utmost care, safeguard these at all times against theft or other damage, keep and maintain them properly, and ensure that unauthorized and unethical use of MMRH funds or private misuse does not occur.
• MMRH staff shall conduct all official duties with integrity, free from any taint of dishonesty or corruption, including not engaging in any act of favoritism and nepotism in relation to colleagues, beneficiaries and other persons.
• MMRH staff shall not use MMRH's offices, property, financial and material resources for private gain or for the private gain of any third party, including family members, friends or those they favor.
• MMRH staff shall exercise due care in all matters of official business, and not reveal any confidential information about the beneficiaries, colleagues and other work-related matters, except in cases when information concerns criminal offence and its disclosure is obligatory as defined by the law.
• MMRH staff shall protect and manage MMRH's human, financial and material resources efficiently, bearing in mind that these resources have been placed at MMRH's disposal for the benefit of beneficiaries and other vulnerable persons.
5. MEDIA, INFORMATION AND IT
MMRH is responsible and open towards media agencies and any other interested persons and welcomes transparency where its activities and activities of its employees are concerned. MMRH sets up certain norms for its employees for relations with representatives of media agencies which are dictated by its aspiration to provide objective information and acknowledgment of the responsibility for the latter. General inquires about MMRH, its activities and employees shall be forwarded to MMRH's Chairman, Board or other authorized person. Any inquiries concerning financial matters shall be forwarded to the head of the financial department.
• MMRH staff, if asked for a public statement or interview, shall agree upon the content of the statement with abovementioned persons. If during the statement or interview it is necessary to reveal the information or photos of the other persons (e.g. beneficiary) or their property, the prior consent of the concerned person shall be sought and they shall be clearly informed how and where this will take place.
• MMRH staff shall be aware that journalists are to be considered in the same manner after working hours. MMRH's staff shall clarify their role as media spokesperson before they pass on information other than general information on MMRH's mandate and programs.
• MMRH staff shall exercise necessary caution and discretion in regards to sensitive issues (e.g. political, religious, military or other) in official or private communications, including telephone calls, radio messages, e-mails and letters which may create a threat to MMRH's activities and reputation.
• MMRH's staff shall not disclose to media agencies (internet blogs, Facebook or other networks and forums) MMRH-related information, articles, books and/or other materials for publication without prior consent from MMRH's Chairman or the Board.
• MMRH's staff shall maintain electronic files and archives in a responsible manner. Information that may be considered illegal, offensive or inappropriate must under no circumstances be processed, downloaded, stored or disseminated.
• MMRH's staff shall be committed to, both while working for and after leaving MMRH, not revealing any confidential information they have obtained while working for MMRH to any third party. MMRH's staff shall be aware that breach of professional secrecy both while employed and after leaving the organization might lead to a claim for compensation and/or legal prosecution.
6. ALCOHOL, AND CRIMINAL AND UNETHICAL ACTIVITIES
• MMRH staff shall have no involvement in criminal and unethical activities that contravene human rights and compromise the image and interest of MMRH.
• MMRH staff shall exercise care with alcohol and will refrain from/avoid using intoxicating substances, including alcohol, while on duty.
• MMRH staff shall neither support nor take part in any form of illegal, exploitative or abusive activities, including, for example, prostitution, child labor, trafficking of human beings and intoxicants.
• MMRH staff shall, under no circumstances, drive a vehicle under the influence of alcohol or any other illegal intoxicants. Any knowledge of staff handling any kind of motorized transportation means under such influence should be reported to MMRH and will be dealt with as a breach of the Code of Conduct and security regulations and will lead to consequences for the individual’s labor contract.
• The only exemption from this regulation will be in a situation where there is a life threatening situation and all other options have been exhausted. Any claim to have utilized this clause shall be thoroughly investigated to clarify the circumstances.
7. SAFETY, HEALTH AND WELFARE
The safety and wellbeing of MMRH employees while on duty is an ultimate good for which the primary responsibility remains with MMRH management.
- All MMRH staff members shall promote the safety, health and welfare of all MMRH staff as a necessary condition for effective and consistent performance.
- MMRH staff shall remain aware of and comply with instructions designed to protect their health, welfare and safety. MMRH staff shall always consider the safety of staff in operational decisions.
- MMRH staff shall follow safety and security regulations/procedures set for the area of operation. Any breaches should be reported to MMRH management for further follow-up.
- MMRH staff shall make themselves familiar with the MMRH security policy and shall conduct their work accordingly, bearing in mind that common sense always prevails, and each situation is dealt with individually.
8. WORKING ENVIRONMENT
• MMRH staff shall treat all colleagues fairly, with courtesy, dignity and with respect for different customs and cultures.
• MMRH staff shall not, under any circumstances, carry out any harassment act. Such acts include unacceptable and unpleasant behavior which results in other people being harassed physically, psychologically and sexually.
• MMRH staff shall contribute to building a harmonious workplace based on team spirit, mutual respect and understanding.
• MMRH staff shall seek to resolve differences and solve problems when they arise based on the mutual respect and in the best interests of the beneficiaries and MMRH.
9. PROHIBITION OF SEXUAL EXPLOITATION AND ABUSE
Sexual exploitation and sexual abuse violate universally recognized international human rights standards, are a criminal offence in many countries, and have always been unacceptable behavior for MMRH personnel. The term “sexual exploitation” is here defined as any abuse of power and position of vulnerability for sexual purposes though use of force, threats, or abuse of trust and considering profiting monetarily, socially, or from political pressure.
• MMRH staff members and management are obliged to create and maintain an environment that prevents sexual exploitation and abuse and promote the implementation of the Code of Conduct. Staff at all levels have particular responsibilities to support and develop systems that maintain this environment.
- MMRH staff shall not commit any act of sexual exploitation, sexual abuse or sexual violence towards colleagues, beneficiaries or others.
- Where an MMRH staff member develops serious concerns or suspicions regarding sexual abuse or exploitation by a fellow worker, whether in the same agency or not, they must immediately report such concerns via their supervisor and/or established reporting mechanisms.
- MMRH staff shall not engage in any sexual relations with persons that benefit or look to benefit from MMRH's assistance or with any persons under the age of 18 years except in cases when the staff is legally married to that person.
The abovementioned standards are not intended to be an exhaustive list. Any type of sexually exploitative or abusive behavior may be grounds for disciplinary measures.
10. ESPECIALLY FOR MMRH'S RESPONSIBLE PERSONS
• MMRH's responsible persons (e.g. MMRH's chairman, board members, managers and coordinators) have the particular responsibility of setting a good example when it comes to their behavior both on and off duty.
• MMRH's responsible persons shall not engage in or tolerate any form of harassment in the workplace, included but not limited to bullying, sexual harassment and abuse of power. All managers are obliged to prompt actions when harassment is alleged.
• MMRH's responsible persons shall be open to views of all team members, and shall will provide timely feedback on the performance of each team member through guidance, motivation and full recognition of their merits.
• MMRH's responsible persons shall endeavor to ensure that the health and well-being of staff are not subject to undue risk.
11. FOR ALL:
MMRH staff shall report any information received indicating a situation where any of the above agreements are broken through one of the following reporting channels:
1) Through line manager or any senior manager
2) Through appointed focal points or staff representatives, if applicable
CSO Mtskheta-Mtianeti Regional Hub