Live, enjoy and dare..... also with vitiligo!

Code of conduct

Internal Code of Conduct stands for good manners. Respect for each other, equality, integrity, honesty and safety are central concepts. These form the basis for the code of conduct used within

Article 1 Definitions

Sexual harassment means: unwanted sexual advances, requests for sexual favors or other verbal, non-verbal or physical behavior that also involves any of the following:

  • submission to such conduct is made, either explicitly or implicitly, a condition of an individual's employment;
  • submission to or rejection of such behavior by an individual is used as a basis for decisions affecting that individual's work;
  • such conduct is intended to impair an individual's job performance and/or create an intimidating, hostile or unpleasant work environment or has the effect of impairing an individual's job performance and/or creating an intimidating, hostile or unpleasant work environment created.

Aggression means: incidents in which a person is psychologically or physically harassed, threatened or attacked, under circumstances directly related to the performance of the work. This also includes bullying.

Discrimination means: any form of distinction, exclusion, limitation or preference the purpose or which may have the effect of preventing the recognition, enjoyment or exercise on an equal basis of human rights and fundamental freedoms, political, economic, social or cultural terrain or in other areas of social life is destroyed or damaged.

Philosophy of life is defined as: a more or less coherent system of values, norms and beliefs that give meaning and direction to life.

Article 2 Purpose and general principle

a rejects sexual intimidation, aggression and discrimination on the grounds of race, age, philosophy of life, religion, political opinion, gender, nationality, hetero or homosexual orientation, marital status and disability as forms of undesirable behavior.

b undertakes to prevent and combat these forms of undesirable behavior in daily activities and when developing policy.

c The code of conduct is part of the general policy of and of the professional attitude of volunteers and board members of

Article 3 Status and scope

a The code of conduct is an interpretation of the legal provisions regarding sexual harassment, aggression and discrimination.

b The code of conduct applies to employees (volunteers and board members) of

c is responsible for publishing the code of conduct.

Article 4 (Volunteer) contract

Not entering into, terminating or not renewing a (volunteer) contract may not be related to a ground of discrimination prohibited by law, including age and disability.

Article 5 Working conditions and workplace

a The design of complies with the legal requirements, in particular the Arbo legislation, but is in any case such that employees and their customers feel safe.

b Interaction between employees is determined by respect for everyone's color, gender, philosophy of life, age and other grounds mentioned in this code of conduct.

c Discriminatory, sexist or other insulting or offensive statements or jokes, oral or written, are not permitted.

d Aggressive actions or expressions are not permitted.

e The determined below a is partly expressed by offering opportunities for experiencing expressions related to gender, philosophy of life and age.

Article 6 Interaction between volunteers and board members

a Employees are guided by the rules of conduct in this code of conduct when interacting with other employees.

b Employees do not accept aggressive behavior from other employees and do not initiate aggressive behavior towards them themselves.

c Employees do not accept sexual behavior from other employees and do not initiate sexual behavior towards them themselves.

d Employees do not accept discriminatory behavior from other employees and do not cooperate in or initiate discriminatory behavior.

Article 7 Effect towards participants, customers, visitors and third parties

a This code of conduct is communicated to all employees by

b Participants, customers, visitors to and third parties are expected not to act contrary to the provisions contained in this code of conduct. Where appropriate, they can be made aware of the existence and content of this code of conduct.

Article 8 Supervision

The board of is responsible for monitoring compliance with the provisions of this code of conduct.

Article 9 Complaints

In the event of a violation of the code of conduct, an employee can identify this and report it to the chairman of The chairman is primarily responsible for internal handling. If the employee has reason to do so, he or she can file a complaint. For more information about the complaints procedure and procedures, he or she can contact the chairman and/or the Volunteer Coordinator of

Article 10 Evaluation

This code of conduct will be evaluated as often as necessary, but at least once a year, and adjusted where necessary.