Workplace Policy

ORPE Human Rights Advocates – Workplace Policy

1. Mission-Centered Conduct

All employees, interns, and volunteers must align their work with ORPE’s mission: to defend human dignity, uphold the rule of law, and advance divine justice through principled advocacy, legal reform, and servant leadership. Every action, communication, and engagement must reflect these values.

2. Ethical and Professional Integrity

• All staff are expected to demonstrate the highest ethical standards, including honesty, confidentiality, and responsibility in all duties.
• Personal and professional conduct must embody integrity, compassion, humility, and respect toward colleagues, clients, and the communities we serve.
• Bribery, corruption, manipulation of facts, or misuse of organizational resources will result in immediate disciplinary action.

3. Anti-Discrimination and Inclusion

ORPE maintains a zero-tolerance policy toward discrimination based on race, ethnicity, nationality, gender, age, religion, disability, or political opinion.

• We welcome and empower individuals from diverse backgrounds, especially those historically marginalized or oppressed.
• All staff must foster an environment of dignity, respect, and spiritual solidarity.

4. Workplace Spirituality and Divine Accountability

We affirm that all power is accountable to God. Staff are encouraged to:

• Engage in regular reflection on justice and moral responsibility.
• Recognize the sacred dimension of their work.
• Refrain from religious coercion while fostering an environment where faith and conscience may inform action.

5. Justice-Oriented Leadership and Collaboration

• Leaders must model character-driven leadership, transparency, and humility.
• Hierarchies are to be exercised as platforms for service, not domination.
• Collaboration across departments and partnerships is essential to achieving systemic change.

6. Harassment-Free Workplace

ORPE prohibits all forms of harassment—including sexual, verbal, psychological, or spiritual abuse.

• Clear reporting channels are established for victims or witnesses.
• Retaliation against whistleblowers or complainants is strictly prohibited.

7. Work Environment & Accountability

• Hybrid work arrangements may be permitted where mission effectiveness is maintained.
• Staff must adhere to project deadlines, reporting requirements, and internal communication protocols.
• Evaluations will be based on mission alignment, integrity, and impact, not just metrics.

8. Confidentiality and Legal Responsibility

• All client information, legal files, and internal deliberations must be handled with the utmost confidentiality.
• Employees must comply with relevant legal standards, including local, national, and international human rights laws.

9. Conflict of Interest

• Employees must disclose any potential conflicts of interest related to personal, financial, or professional matters.
• Staff shall not use their positions for personal gain or to advance unrelated agendas.

10. Disciplinary Procedures

Violations of this policy will result in:

• Verbal or written warnings;
• Suspension or reassignment;
• Termination and/or legal action, depending on severity.

11. Employee Benefits Provisions

As a mission-driven organization, ORPE recognizes that our people are our greatest asset. We are committed to the well-being, growth, and dignity of all employees and volunteers through the following benefits, where applicable:

A. Compensation & Recognition

• Fair Compensation: ORPE strives to provide fair, transparent compensation aligned with the responsibilities of the role, local labor laws, and available funding.
• Performance Incentives: High-performing staff may be eligible for merit-based recognition and bonuses subject to budgetary approval.

B. Leave Policies

• Annual Leave: Full-time employees are entitled to paid annual leave as per local labor standards (e.g., 15–25 days per year).
• Sick Leave: Paid sick leave is granted for medical recovery or to care for a dependent.
• Parental Leave: Maternity and paternity leave is provided in compliance with national labor laws.
• Spiritual Renewal Leave: Eligible staff may request up to 5 additional days per year for faith-based retreat, rest, or spiritual renewal.

C. Health and Well-being

• Medical Coverage: Where available, ORPE will contribute to basic health insurance or provide medical support stipends.
• Mental Health Support: Staff may access faith-informed counseling or partner referrals for trauma, stress, or burnout.

D. Professional Development

• Training & Capacity Building: Staff may receive access to internal and external training on human rights law, legal advocacy, and servant leadership.
• Educational Support: Limited scholarships or subsidies may be available for further studies aligned with ORPE’s mission.

E. Work-Life Balance

• Flexible Work Arrangements: ORPE may offer hybrid or remote work options where role responsibilities and security allow.
• Family and Community Engagement: Time off and accommodations will be considered for major family events and community obligations.

12. Grievance Redressal Mechanism

ORPE is committed to justice, fairness, and transparency within our own workplace. Any employee, intern, or volunteer who experiences misconduct, unfair treatment, or unethical behavior has the right to file a grievance without fear of retaliation.

A. What Can Be Reported

• Discrimination, harassment, or bullying.
• Breach of contract, unfair workload, or wage issues.
• Abuse of power, corruption, or misuse of funds.
• Retaliation or violation of this workplace policy.

B. Grievance Reporting Process

1. Informal Resolution: Individuals are encouraged, when appropriate and safe, to first address the concern with the person involved.
2. Formal Complaint: Submit a written grievance to the HR Coordinator or Ethics Committee via email or sealed letter, describing:

• Nature of the issue;
• Persons involved;
• Date(s) and evidence, if available;
• Desired resolution.

• Complaints are reviewed confidentially within 10 business days.
• An impartial investigation will be conducted with respect for all parties.

• Decisions will be documented and shared with the complainant.
• Disciplinary or restorative actions will be taken as warranted.
• No retaliation will be tolerated.

C. Appeal

• If unsatisfied, the complainant may request a second review by the Executive Committee or an external advisory panel (if available).

Final Note

At ORPE Human Rights Advocates, we believe that justice must begin within our own house. This policy is a living document and will be reviewed periodically to reflect our commitment to human dignity, fairness, and divine accountability.

Conclusion

This workplace policy reflects ORPE’s identity as a justice-driven, spiritually inspired, and professionally grounded organization. By upholding these standards, every team member contributes to a culture of transformation, accountability, and hope