1. PURPOSE 

 

To provide a framework for the employees of Island Aviation Services Limited to identify and resolve issues concerning the ethical conduct of individuals at IASL. 
 

2. ABBREVIATIONS 

2.1. IASL – Island Aviation Services Limited

2.2. HRD – Human Resources Division

2.3. HOD – Head of Department 

3. SCOPE AND APPLICATION 

The provisions of the Code of Conduct apply to all employees and management of IASL.

4. PRINCIPLES

The obligations contained in the code are derived from the five fundamental ethical principles 

5. RESPECT FOR LAW AND ORDER

A system of governance based on the rule of law and accountability.

• All employees have an obligation to observe the laws and regulations of the country and to comply with IASL’s policies and procedures. In addition, they have an obligation when travelling abroad to respect and abide by the laws and customs of the host country. 
• Employees should exercise any discretion conferred on them by law in a bona fide manner, and employees who have any doubts about any laws and/or regulations or any policies and/or procedures, should immediately refer to their supervisor for guidance.
•  Similarly, the supervisor should refer to their superior in matters of concern. 

6. RESPECT FOR PERSONS 

The ethical principle covers the conduct of employees in their dealings with others including employees of IASL, external organizations, and members of the community. IASL supports the principles of procedural fairness and values social justice, equal opportunity and the provision of a safe and supportive working environment. As such all employees are expected to treat others fairly, honestly, responsibly and with proper regard for their rights and obligations. 

Employees are expected to: 

• Promote a high standard of respect for all employees and the general community. 
• Treat other employees with courtesy and fairness. 
• be responsive and prompt in dealing with other employees and the general community. 
• When supervising employees, create a fair and just working environment. 
• Observe procedural fairness when engaged in decision-making. 
• Not engage in discrimination of any kind, including race, national origin, color, sex, age, physical disability, political or any other opinion, property, birth or other status, or native island. 
• Not engage in behavior which may reasonably be perceived as harassment, bullying or intimidation. 
• Have respect for cultural differences and 
• Respect the privacy of others in the collection, use and access of personal information whilst performing IASL duties or activities. 

7. INTEGRITY

Employees are placed in a position of trust and are expected to be honest and impartial when carrying out their duties to maintain public confidence in IASL and to uphold the reputation of the IASL community. 

7.1 AVOIDING CONFLICT OF INTEREST 

Conflict of interest include but are not limited to: 

• personal relations with other employees. 
• personal relations with persons with whom IASL is dealing. 
• personal financial interests in matters which involve IASL. 
• outside employment that may compromise the integrity of IASL. 
• use of confidential information obtained during IASL’s duties. 

Employees who become involved in any of the situations stated above must inform the HOD or HRD. Failure by an employee to declare a potential or perceived conflict of interest to HOD or HRD may result in disciplinary action. 

7.2 PERSONAL RELATIONS 

• Employees must disclose to IASL any personal relationships with a current or prospective employee which may give rise to an actual or perceived conflict of interest. 
• Employees working in the same department must disclose any personal relationship as to avoid any conflict of interest. 
• Employees who are in a situation where a personal relationship is a source, actual or perceived conflict of interest, must inform the HOD / HRD. 

7.3 PRIVACY AND CONFIDENTIALITY

• Employees must respect the privacy of others and ensure that personal information is accessed and used only for IASL purposes and not disclosed except where authorized by law. 
• Employees who have access to such information have a duty to maintain the confidentiality, integrity, and security of such information, irrespective of the medium of storage. 
• Any actual or suspected misuse of any private information must be reported to a supervisor or other appropriate person. 

7.4 EXTERNAL ACITIVITIES

• Employees may be members of political parties, professional or other interests and engagement with various communities is encouraged, provided that the involvement does not conflict with their work and contractual obligations toward IASL. 
• Employees must ensure that they disclose and manage any potential conflicts of interest that may arise because of any duties owed to other legal entities and organizations. 

7.5 PUBLIC COMMENTS AND SOCIAL MEDIA 

• Public comment by IASL’s employees in their capacity as private citizens is permitted provided that any such comment makes it clear that the view expressed is their own and not necessarily the view of IASL. 
• Public comment on any IASL’s issues must be made by the spokesperson appointed by IASL. 
• Employees shall exercise discretion and responsibility when engaging in social media activities, refraining from sharing sensitive company information or making derogatory remarks about colleagues, customers, or the company. Employees shall avoid posting content that could potentially harm the reputation of the airline.

7.6 RECEIPT OF BENEFITS 

• IASL employees should discourage the receipt of any gifts or benefits in connection with their employment or position except where this may arise in an official capacity. 
• IASL employees must disclose to IASL any financial interest they may have in any organization from which IASL proposes to obtain services or equipment or enter any contract which would result in a financial transaction. 
• IASL employees must ensure that where contracts are proposed through their area of expertise with external organizations, any close personal relationship between employee and personnel of that organization must be disclosed. 
• IASL employees shall avoid giving gifts, hospitality, preferential treatments, or benefits which might affect or appear to affect the ability of the customers/clients to make clear judgements on business transactions. 
• Employees of IASL are discouraged from receiving any gifts or benefits in connection with their employment as it might be reasonably seen to compromise their professional judgement and integrity. 

7.7 OUTSIDE WORK 

• Employees are permitted to engage in outside work, paid or unpaid, however, such work should not undermine the work and contractual obligations towards IASL. 
• Outside work must not be undertaken, which may cause a conflict of interest in IASL’s duties. 
• Outside work should not include any work involving similar business carried out by IASL. 

8. DILIGENCE 

Exercise proper care and attention in performing their duties, to carry out their duties to the best of their ability and to ensure that IASL’s resources are used economically and efficiently. 

8.1 CARRYING OUT DUTIES AND STANDARDS OF PERFORMANCE 

All IASL’s employees will: 

• Carry out official decisions, directions, and policies faithfully and impartially. 
• Seek high standards in providing service, working, administration and governance. 
• Create a safe work environment. 
• Adhere to professional codes of conduct where applicable. 
• Provide excellent customer service. 
• Seek feedback and strive for continuous improvement in service delivery and operations. 
• Report fraudulent or corrupt conduct appropriately. 
• Take reasonable steps to ensure compliance and protect intellectual property rights of IASL. 
• Give due credit to the contributions of employees. 
• Assess all employees work fairly and objectively. 
• Maintain their professional skills and keep up to date in their area of expertise and ensure they are informed of IASL policies and guidelines. 

8.2 DUTY OF CARE 

• Proper care and attention should be exercised when undertaking activities, where others will rely on the advice or information offered. 
• Employees have a duty to take reasonable care and to avoid causing harm to others and must follow safe working practices and actively promote safe working conditions. 
• Supervisors and HOD’s are responsible for ensuring that activities within their areas are undertaken with due diligence for the health and safety of employees and others. 

9. ECONOMY AND EFFICIENCY 

Ensure that IASL resources are used efficiently, effectively and for legitimate purposes, and waste should be avoided. 

• Email and internet activity by Employees must be conducted in a professional manner for legitimate IASL business and with due regard and respect for other persons. 
• Employees must ensure that making the occasional telephone call is kept to a minimum. 
• Equipment and materials should be treated with care and secured against theft. 

10. NON-COMPLIANCE WITH THIS CODE 

The code regulates the behavior of IASL employees and forms part of each Employees employment contract. 

• Where an IASL employee is aware of or suspects a breach of this code, they must immediately report the breach in accordance with IASL’s Whistleblowing Policy. 
• Failure to comply with the code’s provision will be managed and dealt with under the relevant IASL policy, procedure and employment contracts as applicable. 
• Failure to comply with this code may result in disciplinary action. 
• IASL may act against a person making a frivolous or vexatious complaint. Any employee found to have made such a complaint may be subject to the Company’s disciplinary procedure. 

DOWNLOAD [01.09.2024]

 

Overview of Human Resource Policies

• Acceptable use of Information Systems 
• Annual Privilege and Concession Travel on Company Services for Staff 
• Attendance Policy 
• Board of Directors’ Annual Privilege Concession travel on Company’s Service
• Buddy Concession Travel on Company’s Services Policy 
• Buddy Concession Travel on Company’s Service for Board of Directors
• Code of Conduct
• Code of Ethics 
• Disciplinary Policy
• Duty Travel on Company Services Policy 
• Duty Travel on Maldivian Policy 
• Electronic Systems Policy 
• Eligibility of Service Continuity for Rehired Staff 
• Grievance Handling Policy 
• Leave Policy 
• Personnel File Policy
• Pilot Recruitment, Fleet Change, Command Upgrade and Agreement Policy 
• Policy on Appointment of Postholders and Establishment of Postholder Terms
• Policy on Funding for Air Transport Pilot License Training
• Policy on Problematic Substance Use
• Promotion Policy 
• Recruitment Policy 
• Retirement Policy 
• Safety and Quality Policy 
• Sexual Harassment Policy 
• Smoking Policy
• Staff Identification Card Policy
• Staff Loans Policy 
• Training Policy
• Whistleblower Policy 
• Work Placement for External Candidates