SLCG CODE OF CONDUCT

Here you can find our group's public policies concerning various issues.

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SLCG CODE OF CONDUCT
24 Nov 2018, 17:20


SLCG CODE OF CONDUCT


Contents
1. INTRODUCTION ......................................................................................................................................... 1
2. OUR VALUES .............................................................................................................................................. 2
3. OUR STANDARDS ......................................................................................................................................3
4. PURPOSE OF THIS CODE ........................................................................................................................4
5. EXPECTED KEY BEHAVIORS FROM ALL SLCG ENLISTED PERSONAL...........................................4
5.1 EXPECTED BEHAVIORS FROM ALL ENLISTED PERSONAL ...........................................................4
5.2. INTERPERSONAL RELATIONSHIPS ......................................................................................................4
5.3 ACCEPTABLE VS.UNACCEPTABLE BEHAVIORS ............................................................................. 6
6. RESPONSIBILITY FOR HANDLING AND AVOIDING UNACCEPTABLE BEHAVIORS AND RELATIONSHIPS .... 7
7. RESOLVING BEHAVIORS AND RELATIONSHIP ISSUES: ...................................................................8
7.1. GENERAL ................................................................................................................................................ 8
7.2 COUNSELING ......................................................................................................................................... 8
8. DISCIPLINARY ACTIONS FOR NOT COMPLYING WITH OUR CODE OF CONDUCT ....................8
9. BEHAVIORS AWARENESS AND TRAINING ..........................................................................................9


1. INTRODUCTION:
You all know what it feels like to be a member of a really good team, the feeling that together you will succeed even against the odds, whether in training or on missions. What’s more, you know you will succeed in a way that shows the SLCG at their best.
When in a good team, you benefit from strong role models, who set common goals and high expectations. They have the confidence in your abilities and inspire you to reach beyond your perceived limits so that you can be in the winning platoon or the champion company.

As a member of the SLCG you feel valued, that your strengths are appreciated, and you are always challenged to improve, and that you are encouraged to think and use your initiative.
You expect outstanding performance to be recognized and rewarded. Similarly, you expect unacceptable performance or behavior to be punished in the right way regardless of rank.


2. OUR VALUES:
Values are specific beliefs that people have about what is important and unimportant, good and bad, right and wrong. Values develop out of our direct experiences with people who are important to us and have impact on our lives.

They are the very center of what we all do and define who we are, both as individuals and as an organization. They are the bedrock or foundation, the guiding principles that remain constant, whatever the situation

When values are declared and followed, they form the basis of respect and trust. When they are not stated, they are often inferred from observable behavior. When they are stated and not followed, trust and respect are broken.

The SLCG attracts and retains qualified people with commonly shared values of:
• HONOR
• RESPECT, and
• DEVOTION TO DUTY.

These values anchor our cultural and service norms and serve as a common foundation for our interpersonal relationships within the SL Coast Guard.

3. OUR STANDARDS:

We interact, communicate and work together as teams to accomplish our missions. Indeed, mission success depends on cultivating positive, professional relationships with our personnel. An environment of mutual respect and trust inspires teamwork, assures equal treatment, and grants members the opportunity to excel.

Professional interpersonal relationships always acknowledge military rank and reinforce respect for authority. Good leaders understand the privilege of holding rank requires exercising impartiality and objectivity. Interpersonal relationships which raise even a perception of unfairness undermine good leadership and discipline.

The SLCG has relied on custom and tradition to establish boundaries of appropriate behavior in interpersonal relationships. Proper social interaction is encouraged to enhance unit morale and esprit de corps. Proper behavior between seniors and juniors, particularly between officers and enlisted personnel, enhances teamwork and strengthens respect for authority.
By long-standing custom and tradition commissioned officers have leadership responsibilities extending across the SLCG. Likewise, chief petty officers have a distinct leadership role, particularly within their assigned command. Both provide leadership not just within the direct chain of command, but for a broader spectrum of the SLCG. Due to these broad leadership responsibilities, relationships involving officers or chief petty officers’ merit close attention.

SLCG policy is to sustain a professional work environment which fosters mutual respect among all personnel and decisions affecting personnel, in appearance and actuality, are based on sound leadership principles.

Commanding Officers, officers-in-charge, are expected to provide an environment which enhances positive interaction among all personnel through education, training, and adherence to core values.

4. PURPOSE OF THIS CODE:

The SLCG Code of Conduct translates our Values and Standards into desired enlisted behaviors.
Through these behaviors, our group communicates our Values and Standards in everything that they do.
Our people learn these behaviors from their leaders, adopt and internalize them – so that they then truly ‘Live our Values and Standards’.
Furthermore, these behaviors promote a level of high performance of individuals and teams, therefore ‘Improving Our Match Fitness’.

5. EXPECTED KEY BEHAVIORS FROM ALL SLCG ENLISTED PERSONAL:


5.1 EXPECTED BEHAVIORS FROM ALL ENLISTED PERSONAL

All enlisted are expected to demonstrate our values in everything they do: HONOR, RESPECT, and DEVOTION TO DUTY.


5.2. INTERPERSONAL RELATIONSHIPS

Coast Guard policy on interpersonal relationships has been crafted to be as gender-neutral as possible.
As people work together, different types of relationships arise. Professional relationships sometimes develop into personal relationships. Service custom recognizes that personal relationships, regardless of gender, are acceptable provided they do not, either in actuality or in appearance:
• Jeopardize the members' impartiality,
• Undermine the respect for authority inherent in a member's rank or position,
• Result in members improperly using the relationship for personal gain or favor, or
• Violate SLCG policies for harassment or conduct

The great variety of interpersonal relationships precludes listing every specific situation that members and commands may encounter. While some situations are clearly discernible and appropriate action is easily identified, others are more complex and do not lend themselves to simple solutions. Evaluating interpersonal relationships requires sound judgment by all personnel. Factors to consider in assessing the propriety of a relationship include: the organizational relationship between the individuals: whether one member can influence another's personnel or disciplinary actions, assignments, benefits or privileges the relative rank and status of the individuals: peers, officer/enlisted, CPO/junior enlisted, supervisor/ subordinate, military/civilian, instructor/student; and the character of the relationship (e.g., personal, romantic, marital).

a. Personal relationship: Non-intimate, non-romantic association between two or more people (of the same gender or not), such as occasional attendance at recreational or entertainment events (movies, ball games, concerts, etc.) or meals. (Does not involve Code of Conduct violations.)

b. Romantic relationship: Cross-gender or same-sex sexual or amorous relationship. (Does not involve Code of Conduct violations.)
c. Unacceptable relationship: Inappropriate and not allowed under Service policy. Resolution normally administrative. The relationship must be terminated or otherwise resolved once recognized.

d. Prohibited relationship: Violates the Code of Conduct policy. Resolution may be either administrative, punitive, or both as circumstances warrant.

Relationships cross gender lines and same sex can develop into romantic relationships, and even lead to marriage. A relationship, including marriage, does not violate Service policy unless the relationship or the members' conduct fails to meet the standards set by this section, standards of conduct set.

Romantic Relationships Between Members are Unacceptable When:
• Members have a supervisor/subordinate relationship (including periodic supervision of duty section), or
• Members are assigned to the same duty station


The relationship is manifested in the work environment in a way which disrupts the effective conduct of daily duties. The nature of operations and personnel interactions on station activities and station units makes romantic relationships between members assigned to such units the equivalent of relationships in the chain of command and, therefore, unacceptable. This policy applies regardless of rank, grade, or position.
Romantic relationships between chief petty officers forward in rank and junior enlisted personnel SR and PO3’s are unacceptable.

Coast Guard policy prohibits the following relationships or conduct, regardless of rank, grade, or position of the persons involved:
• Seaman Recruits are 100% off-limits for romantic relationships, no exceptions
• Engaging in sexually intimate behavior aboard any SCLG vessel, or in any SLCG- controlled workplace.
• Romantic relationships outside of marriage between commissioned officers and enlisted personnel.
• Personal and romantic relationships between instructors at training commands and students.
Service members married to Service members, or otherwise closely related (e.g., parent/child, siblings), shall maintain requisite respect and decorum attending the official military relationship between them while either is on duty or in uniform in public. Members married to members or otherwise closely related shall not be assigned in the same chain of command.


5.3 ACCEPTABLE VS.UNACCEPTABLE BEHAVIORS

Examples of acceptable personal relationships:
• Two crew members going to an occasional movie, dinner, concert, or another social event.
• Members jogging or participating in wellness or recreational activities together.

Examples of unacceptable relationships:
• Supervisors and subordinates in a romantic relationship.

Examples of unacceptable conduct:
• Changing duty rosters or work schedules to the benefit of one or more members in a relationship when other members of the command are not afforded the same consideration.


6. RESPONSIBILITY FOR HANDLING AND AVOIDING UNACCEPTABLE BEHAVIORS AND RELATIONSHIPS


All personnel are responsible for avoiding unacceptable or prohibited behaviors relationships.
Primary responsibility rests with the senior member. Seniors throughout the chain of command shall attend to their associations and ensure they support the chain of command, good order, and discipline.

Personnel finding themselves involved in or contemplating unacceptable relationships should report the situation and seek early resolution from their commanding officer, officer-in-charge, or Coast Guard Chaplain. Any potential conflict with Coast Guard policy should be addressed promptly. Commands are expected to assist members in understanding Coast Guard policy requirements and resolving conflicts. Bringing an unacceptable relationship to early Command attention will increase the opportunity for early, positive resolution.

SLCG Regulations specifically charge commanding officers and officers in charge with responsibility for their command's safety, efficiency, discipline, and well-being. They should take prompt, appropriate action to resolve conduct which does not comply with the provisions of this section.

Interpersonal relationships involving Training Center staff and students are particularly susceptible to abuse by the senior member. The Director of the Training and commanding officers of training commands may issue local directives further restricting or prohibiting such relationships as they deem

appropriate. The Directors may issue supplemental regulations addressing lower enlisted relationships, including when SR’s are in training situations


7. RESOLVING BEHAVIORS AND RELATIONSHIP ISSUES:


7.1. GENERAL

Avoiding unacceptable personal behaviors and relationships is in the best interest of all concerned. Training, counseling, and administrative actions help prevent unacceptable behaviors, personal relationships or minimize detrimental effects when unacceptable relationships develop. Prompt resolution at the lowest level possible is desirable.


7.2 COUNSELING

Early counseling often can resolve potential concerns about the lack of demonstration of the proper behaviors as well as characteristics of a relationship.

They may determine appropriate actions to ensure the behaviors are observed and a relationship develops in a manner consistent with Service custom.

Counseling may be informal or more formal, including written documentation by Administrative Remarks or an Administrative Letter of Censure.

Specific to relationships: counseling may include a direct order to terminate a relationship.

8. DISCIPLINARY ACTIONS FOR NOT COMPLYING WITH OUR CODE OF CONDUCT

a. Personnel reassignment
Specific to relationships: Members may request, or a command may recommend reassignment of a member involved in a questionable relationship. However, reassignment is not a preferred option.
b. Evaluations
When members do not respond favorably to counseling, comments, and marks in officer and enlisted evaluations may be appropriate.
c. Other Administrative Action
As warranted, commands may recommend separation, removal or withdrawal of advancement recommendations, appointment to another status, or promotions.
d, Disciplinary Action

Nonjudicial punishment or disciplinary actions may address conduct issues, and/or fraternization and/or other unlawful and/or prohibited relationships.


9. BEHAVIORS AWARENESS AND TRAINING

Avoiding unacceptable and prohibited personal and interpersonal behaviors and relationships requires that personnel clearly understand SLCG policy and its application. The unit training program is an ideal forum to accomplish this. Training Fraternization and Interpersonal Relationships shall be conducted at all officer and enlisted accession points and at recruit training courses. Training at station units is also strongly encouraged.


THIS DOCUMENT IS OFFICIAL AS OF TODAY
AND COMPLIANCE IS MANDATORY.



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