Code of Ethics
Youth Darpan Media (hereinafter referred to as “Youth Darpan” / “We” / “Us” / “Our”) is deeply committed to transparency and dignified conduct in all its affairs. We are governed and guided by the overarching principles contained in Our Code of Ethics and which We share herein for your information.
Youth Darpan was founded with the intention to fill the vacuum created by mainstream media given the disconnect between what the media was reporting and what the general public was understanding. It is also Our intention to slow down the way ‘breaking news’ comes out, which often leads to false or inaccurate information being circulated in society. In pursuance of Our vision and mission, and to be the most reliable platform through which people get news and information on issues which matters the most, We follow certain ethical principles.
In furtherance of Our intent expressed above and Our pursuit to be the most reliable platform through which people get news and information on issues that matter the most, We have adopted the following principles: Be a neutral platform that facilitates dialogue and enables people from different backgrounds and political inclinations to come together, discuss and solve issues that matter most. Present the most accurate important information available at the time We are reporting on a particular issue. Credit source wherever needed or applicable. Plagiarism in any form is unacceptable and prohibited. Strive for balanced, unbiased, and logical opinions on issues. Maintain a clear distinction between business interests and editorial decision-making. In no way can the business interest take over editorial decision-making. Give accurate information instead of breaking the news. We will wait before sharing if enough information is not available and not to speculate. Include diverse voices in the story to make it fair and balanced. Issue public apology in case of error and rectify the error. Publicise or mention at the outset if a story is not from editorial and is an advertisement/advertorial. Remain strong and resolute in the wake of pressure from people in power. Stand with the editorial in case of any legal dispute and in case of harassment.
Build Trust and Credibility
The success of our business is dependent on the trust and confidence we earn from our employees, customers and shareholders. We gain credibility by adhering to our commitments, displaying honesty and integrity and reaching company goals solely through honorable conduct. It is easy to say what we must do, but the proof is in our actions. Ultimately, we will be judged on what we do.
When considering any action, it is wise to ask: Will this build trust and credibility for Youth Darpan? Will it help create a working environment in which Youth Darpan can succeed over the long term? Is the commitment I am making one I can follow through with? The only way we will maximize trust and credibility is by answering “yes” to those questions and by working every day to build our trust and credibility.
Respect for the Individual
We all deserve to work in an environment where we are treated with dignity and respect. Youth Darpan is committed to creating such an environment because it brings out the full potential in each of us, which, in turn, contributes directly to our business success. We cannot afford to let anyone’s talents go to waste.
Youth Darpan is an equal employment/affirmative action employer and is committed to providing a workplace that is free of discrimination of all types and from abusive, offensive or harassing behavior. Any employee who feels harassed or discriminated against should report the incident to his or her manager or to human resources.
All Youth Darpan Journalist are also expected to support an inclusive workplace by adhering to the following conduct standards:
- Treat others with dignity and respect at all times.
- Address and report inappropriate behavior and comments that are discriminatory, harassing, abusive, offensive or unwelcome.
- Foster teamwork and employee participation, encouraging the representation of different employee perspectives.
- Seek out insights from employees with different experiences, perspectives and backgrounds.
- Avoid slang or idioms that might not translate across cultures.
- Support flexible work arrangements for co-workers with different needs, abilities and/or obligations.
- Confront the decisions or behaviors of others that are based on conscious or unconscious biases.
- Be open-minded and listen when given constructive feedback regarding others’ perception of your conduct.
Youth Darpan will not tolerate discrimination, harassment or any behavior or language that is abusive, offensive or unwelcome.
Create a Culture of Open and Honest Communication
At Youth Darpan everyone should feel comfortable to speak his or her mind, particularly with respect to ethics concerns. CEO have a responsibility to create an open and supportive environment where employees feel comfortable raising such questions. We all benefit tremendously when employees exercise their power to prevent mistakes or wrongdoing by asking the right questions at the right times.
Youth Darpan will investigate all reported instances of questionable or unethical behavior. In every instance where improper behavior is found to have occurred, the company will take appropriate action. We will not tolerate retaliation against employees who raise genuine ethics concerns in good faith.
Set Tone at the Top
Management has the added responsibility for demonstrating, through their actions, the importance of this Code. In any business, ethical behavior does not simply happen; it is the product of clear and direct communication of behavioral expectations, modeled from the top and demonstrated by example. Again, ultimately, our actions are what matters.
To make our Code work, CEO must be responsible for promptly addressing ethical questions or concerns raised by employees and for taking the appropriate steps to deal with such issues. Managers should not consider employees’ ethics concerns as threats or challenges to their authority, but rather as another encouraged form of business communication. At Youth Darpan, we want the ethics dialogue to become a natural part of daily work.
Uphold the Law
Youth Darpan’s commitment to integrity begins with complying with laws, rules and regulations where we do business. Further, each of us must have an understanding of the company policies, laws, rules and regulations that apply to our specific roles. If we are unsure of whether a contemplated action is permitted by law or Youth Darpan policy, we should seek the advice from the resource expert. We are responsible for preventing violations of law and for speaking up if we see possible violations.
We are dedicated to ethical, fair and vigorous competition. We will sell Youth Darpan products and services based on their merit, superior quality, functionality and competitive pricing. We will make independent pricing and marketing decisions and will not improperly cooperate or coordinate our activities with our competitors.
It is important that we respect the property rights of others. We will not acquire or seek to acquire improper means of a competitor’s trade secrets or other proprietary or confidential information. We will not engage in unauthorized use, copying, distribution or alteration of software or other intellectual property.
We will not selectively disclose (whether in one-on-one or small discussions, meetings, presentations, proposals or otherwise) any material nonpublic information with respect to Youth Darpan, its securities, business operations, plans, financial condition, results of operations or any development plan. We should be particularly vigilant when making presentations or proposals to readers to ensure that our presentations do not contain material nonpublic information.
Health and Safety
Youth Darpan is dedicated to maintaining a healthy environment. A safety manual has been designed to educate you on safety in the workplace. If you do not have a copy of this manual, please see the HR department.
Avoid Conflicts of Interest
Conflicts of Interest
We must avoid any relationship or activity that might impair, or even appear to impair, our ability to make objective and fair decisions when performing our jobs. At times, we may be faced with situations where the business actions we take on behalf of Youth Darpan may conflict with our own personal or family interests. We owe a duty to Youth Darpan to advance its legitimate interests when the opportunity to do so arises. We must never use Youth Darpan property or information for personal gain or personally take for ourselves any opportunity that is discovered through our position with Youth Darpan.
Here are some other ways in which conflicts of interest could arise:
- Being employed (you or a close family member) by, or acting as a consultant to, a competitor or potential competitor, supplier or contractor, regardless of the nature of the employment, while you are employed with Youth Darpan.
- Hiring or supervising family members or closely related persons.
- Serving as a board member for an outside commercial company or organization.
- Owning or having a substantial interest in a competitor, supplier or contractor.
- Having a personal interest, financial interest or potential gain in any Youth Darpan transaction.
- Placing company business with a firm owned or controlled by a Youth Darpan employee or his or her family.
- Accepting gifts, discounts, favors or services from a customer/potential customer, competitor or supplier, unless equally available to all Youth Darpan employees.
Determining whether a conflict of interest exists is not always easy to do. Employees with a conflict of interest question should seek advice from management. Before engaging in any activity, transaction or relationship that might give rise to a conflict of interest, employees must seek review from their CEO.
Gifts, Gratuities and Business Courtesies
Youth Darpan is committed to competing solely on the merit of our News, Articles, products and services. We should avoid any actions that create a perception that favorable treatment of outside entities by Youth Darpan was sought, received or given in exchange for personal business courtesies. Business courtesies include gifts, gratuities, meals, refreshments, entertainment or other benefits from persons or companies with whom Youth Darpan does or may do business. We will neither give nor accept business courtesies that constitute, or could reasonably be perceived as constituting, unfair business inducements that would violate law, regulation or policies ofYouth Darpan or customers, or would cause embarrassment or reflect negatively on Youth Darpan’s reputation.
Employees may accept unsolicited gifts, other than money, that conform to the reasonable ethical practices of the marketplace, including:
- Flowers, fruit baskets and other modest presents that commemorate a special occasion.
- Gifts of nominal value, such as calendars, pens, mugs, caps and t-shirts (or other novelty, advertising or promotional items).
Generally, employees may not accept compensation, honoraria or money of any amount from entities with whom [Company Name] does or may do business. Tangible gifts (including tickets to a sporting or entertainment event) that have a market value greater than $50 may not be accepted unless approval is obtained from management.
Employees with questions about accepting business courtesies should talk to their CEO or the HR department.
Accurate Public Disclosures
We will make certain that all disclosures made in financial reports and public documents are full, fair, accurate, timely and understandable. This obligation applies to all employees, including all financial executives, with any responsibility for the preparation for such reports, including drafting, reviewing and signing or certifying the information contained therein. No business goal of any kind is ever an excuse for misrepresenting facts or falsifying records.
Employees should inform Executive Management or CEO if they learn that information in any filing or public communication was untrue or misleading at the time it was made or if subsequent information would affect a similar future filing or public communication.
We create, retain and dispose of our company records as part of our normal course of business in compliance with all Youth Darpan policies and guidelines, as well as all regulatory and legal requirements.
All corporate records must be true, accurate and complete, and company data must be promptly and accurately entered in our books in accordance with Youth Darpan’s and other applicable accounting principles.
We must not improperly influence, manipulate or mislead any unauthorized audit, nor interfere with any auditor engaged to perform an internal independent audit of Youth Darpan’s books, records, processes or internal controls.
Promote Substance Over Form
At times, we are all faced with decisions we would rather not have to make and issues we would prefer to avoid. Sometimes, we hope that if we avoid confronting a problem, it will simply go away.
At Youth Darpan, we must have the courage to tackle the tough decisions and make difficult choices, secure in the knowledge that Youth Darpan is committed to doing the right thing. At times this will mean doing more than simply what the law requires. Merely because we can pursue a course of action does not mean we should do so.
Although Youth Darpan’s guiding principles cannot address every issue or provide answers to every dilemma, they can define the spirit in which we intend to do business and should guide us in our daily conduct.
Each of us is responsible for knowing and adhering to the values and standards set forth in this Code and for raising questions if we are uncertain about company policy. If we are concerned whether the standards are being met or are aware of violations of the Code, we must contact the CEO of Youth Darpan.
Youth Darpan takes seriously the standards set forth in the Code, and violations are cause for disciplinary action up to and including termination of employment.
Confidential and Proprietary Information
Integral to Youth Darpan’s business success is our protection of confidential company information, as well as nonpublic information entrusted to us by employees, customers and other business partners. Confidential and proprietary information includes such things as pricing and financial data, customer names/addresses or nonpublic information about other companies, including current or potential supplier and vendors. We will not disclose confidential and nonpublic information without a valid business purpose and proper authorization.
Use of Company Resources
Company resources, including time, material, equipment and information, are provided for company business use. Nonetheless, occasional personal use is permissible as long as it does not affect job performance or cause a disruption to the workplace.
Employees and those who represent Youth Darpan are trusted to behave responsibly and use good judgment to conserve company resources. Managers are responsible for the resources assigned to their departments and are empowered to resolve issues concerning their proper use.
Generally, we will not use company equipment such as computers, copiers and fax machines in the conduct of an outside business or in support of any religious, political or other outside daily activity, except for company-requested support to nonprofit organizations. We will not solicit contributions nor distribute non-work related materials during work hours.
In order to protect the interests of the Youth Darpan network and our fellow employees, Youth Darpan reserves the right to monitor or review all data and information contained on an employee’s company-issued computer or electronic device, the use of the Internet or Youth Darpan’s intranet. We will not tolerate the use of company resources to create, access, store, print, solicit or send any materials that are harassing, threatening, abusive, sexually explicit or otherwise offensive or inappropriate.
Youth Darpan is a high-profile Media company in our community, and from time to time, employees may be approached by reporters and other members of the media. In order to ensure that we speak with one voice and provide accurate information about the company, we should direct all media inquiries to the PR team. No one may issue a press release without first consulting with the Public Relations Executive.
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