Employees of Myth Detector, or any of its affiliates or subsidiaries, performing work for it or on its behalf, are expected to act lawfully, honestly, ethically, and in the best interests of the organization while performing duties on its behalf.
Respect in the workplace
All employees of Myth Detector should respect their colleagues. No discrimination on any ground or harassment in interpersonal relations is allowed.
Professionalism
All employees must demonstrate integrity and professionalism in the workplace. All employees should fulfill their job duties with respect toward stakeholders and the community and complete their duties with skill and in a timely manner. Management mustn’t abuse their authority.
Employees should try not to disrupt the workplace or present obstacles to their colleagues’ work.Employees should follow their schedules.
Exceptions from standard working hours are subject of negotiation between employees and administration.
Protection of Company Property
All employees should treat Myth Detector’s property, material or intangible, with respect and care. They shouldn’t misuse organization’s equipment and respect all kinds of incorporeal property, including trademarks, copyright and reports and any information produced by Myth Detector. Employees should use them only to complete their job duties.
Confidential information
Myth Detector’s business information is a valuable asset that everyone must protect. Myth Detector’s personnel are required to use confidential information of organization for business purposes only and must always keep such information in strict confidence. This concerns confidential information of third parties that we have received under non-disclosure agreements.
Editorial Independence and Impartiality
Myth Detector is not under the editorial control of the State, a political party or a politician. It should rely only on evidence and act in an independent, impartial and apolitical manner. Myth Detector must apply identical standards and procedures in its research activities in order to avoid a selective approach.
Myth Detector should explain to the audience the methodology used in any of its publications, and also inform them of ways of correcting errors and providing feedback.
Myth Detector should provide the audience with detailed information about sources so as to enable others to double-check them too. Exceptions could be the cases when disclosure of a source may pose a threat to him/her or information has been provided on the condition of confidentiality.
Myth Detector should disclose any possible conflict of interest or bias from the experts we quote or use that could potentially affect the quality of work we publish.
Conflict of Interest
Employees should avoid any personal, financial, political or other interests that might hinder Myth Detector’s integrity and their capability or willingness to perform their job duties. Our employee shall not be a member of any party or publicly support any candidate or party for the office. Myth Detector shall not conclude any agreement or partnership with a political party or any other public relations that could endanger the organization’s integrity, reputation, independence, and impartiality.
Myth Detector’s staff shall not make any partisan statements in the name of the operation or accept in a professional context any gifts, favours, or services with advantageous conditions that go beyond common social and courtesy items.
Open & Honest Corrections Policy
Employees should correct a mistake immediately once they learn about it. Correction is done clearly and transparently in line with the corrections policy, seeking so far as possible to ensure that readers see the corrected version.
Policies
All employees should read and follow our Myth Detector’s policies. If they have any questions, they should ask the administration.
Disciplinary Measures for Violating the Code of Conduct
Violation of the codes of conduct of Myth Detector, the International Fact-Checking Network (IFCN) and the European Fact-Checking Standards Network (EFCSN), in particular, specific forms, timeframes and implementation procedures, are regulated by the Labor Regulations Code of Myth Detector. The measures are as follows:
- Verbal warning – in case of accidental misconduct;
- Reprimand – for negligent violation of codes of conduct and non-compliance with labour ethics requirements;
- Financial sanction – in case of gross and/or repeated violations of codes of conduct;
- Termination of the employment contract – in case of deliberate gross violation with prior knowledge of the internal regulations and codes of conduct of the organization and/or after implementing the measures listed above.
The obligation of adherence to the labor regulations code and the code of conduct is stipulated in the employment contacts of Myth Detector.
