practical guide - European Commission - Europa EU

ETHICS

A PRACTICAL GUIDE FOR INTERPRETERS

Interpretation

PRACTICAL GUIDE TO ETHICS FOR INTERPRETERS

Dear Colleagues, As conference interpreters we are privy to many confidential discussions and inside information, and we are no doubt all fully aware of the need to safeguard confidentiality and of the professional standards we are expected to apply in the exercise of our profession. Beyond interpreting, as civil servants and staff working for the EU institutions, we equally need to respect the Commission's corporate rules and guidelines on ethics and integrity and be aware of our statutory obligations. This short guide which was drafted by some of your colleagues, aims to inform you about the general principles and statutory rules, whilst specifically focusing on issues and practical examples which are most relevant for interpreters. I would like to pay a special tribute to Ursula Paulini, Nuria Bonel, Maria Koroknai, John Swales and Ieva Zauberga who drafted this excellent document, as well as to Biliana Sirakova, who is SCIC's Ethics correspondent, for her valuable input and advice.

Ann D'haen-Bertier Director SCIC A

Document source: SCIC Dir. A Document date: 12.01.2012

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1. INTRODUCTION..................................................................................................................4 2. GENERAL PRINCIPLES ....................................................................................................5 3. RULES and GUIDELINES .................................................................................................6 1. LOYALTY TO THE COMMISSION ......................................................................................................................6 2. RESPECTING CONFIDENTIALITY ....................................................................................................................7 3. REPORTING WRONG-DOING .............................................................................................................................7 4. CONFLICTS OF INTEREST...................................................................................................................................8 5. EXTERNAL ACTIVITIES........................................................................................................................................9 6. FINANCIAL INTEGRITY..................................................................................................................................... 11 7. HARASSMENT ....................................................................................................................................................... 11

4. PROFESSIONAL CONDUCT .........................................................................................13 4.1. TEAMWORK ....................................................................................................................................................... 13 4.2. MEETING PREPARATION ............................................................................................................................. 13 4.3. LINE MANAGEMENT ...................................................................................................................................... 14 4.4. PUNCTUALITY................................................................................................................................................... 14 4.5. THE BOOTH – OUR WORK SPACE............................................................................................................. 14 4.6. LISTENING COMFORT.................................................................................................................................... 15 4.7. COMPUTERS AND MOBILE PHONES ....................................................................................................... 15 4.8. DRESS CODE....................................................................................................................................................... 16

5. REFERENCES and FORMS ...........................................................................................18 5.1 REFERENCES ...................................................................................................................................................... 18 5.2 FORMS ................................................................................................................................................................... 19


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PRACTICAL GUIDE TO ETHICS FOR INTERPRETERS 1. INTRODUCTION As a public body accountable to other institutions, national governments and above all European citizens, the Commission and therefore we as civil servants have a duty to uphold high ethical standards for the common good. The Commission Communication on "Ethics and Integrity" issued in March 2008 clearly emphasized the importance of these corporate values. The most important rules on ethics and integrity are therefore enshrined in the Staff Regulations and their implementing provisions. We should all be aware that breaches of the statutory obligations set out in these texts may be subject to disciplinary action, ranging from written warnings or reprimands to downgrading or ultimately removal from a post. However, ethical dilemmas cannot always be resolved simply by applying rules. In dealing with specific situations we have to exercise judgement and common sense. Over recent years the Commission has therefore also published a number of guidelines to assist staff in the practical implementation of ethical rules on such matters as external activities, the use of social media and most recently gifts. They are not intended to create new rules but rather to raise awareness of certain ethical issues. In the same vein, this is a practical guide to ethics with a selective approach: it focuses on the typical working environment of interpreters. It presents the general principles, illustrates the statutory rules and describes the aspects of professional behaviour which are most relevant to the daily work of both staff and freelance interpreters. At the end of the guide you will find an extensive list of links to the official reference texts. You may still have questions, which you are welcome to refer to your Head of Unit or our DG's Ethics Correspondent Biliana Sirakova (SCIC/S/1, Human Resources). They will be pleased to help you. Disclaimer: This Practical Guide to Ethics for Interpreters aims to clarify the relevant standards, obligations and procedures. It is published for information purposes only. Only the statutory texts are binding and must be referred to in any legal or administrative proceedings.


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PRACTICAL GUIDE TO ETHICS FOR INTERPRETERS 2. GENERAL PRINCIPLES Working for the European Commission was our choice. It implies a conscious commitment to the fundamental objectives and the ethical values of this Institution. By observing the highest moral standards of integrity wherever we exercise our professional duties we best serve our common goals and the interest of European citizens. Moral integrity is a tall order. So let's get down to earth. What are the real ethical challenges in the working life of an interpreter? As SCIC interpreters we may be assigned to many working environments – different institutions, agencies or even intergovernmental contexts. It is worth remembering that we are Commission staff and that ultimately we owe our loyalty to this Institution. We are not decision makers and may not actively have to defend Commission interests very often but as communicators we are at the interface between the Institution and its stakeholders and thus certainly in a prime position to protect its reputation. The outside world will judge the Commission by what they see and experience and – in our particular case – by what they hear. DG Interpretation is a service provider. A multitude of customers from very different walks of life and with varying degrees of responsibility rely on us daily to overcome linguistic barriers and to assist them in achieving their objectives. Being serviceminded and courteous - and showing due respect for all those we work for and work with - is therefore an indispensable part of our professional conduct. This translates into seeking the best solutions for the needs of our customers and adapting our conduct to suit different persons or situations. After all there is no better reward or motivation than a satisfied customer at the end of the working day. Customer satisfaction depends primarily on the quality of interpretation. We should therefore aspire to carry out our task with competence and a sense of responsibility, in accordance with the highest professional standards. This means investing in personal development and lifelong learning through acquiring new languages, knowledge and skills needed to provide high quality interpretation and to take on new responsibilities. Finally, a word about one of the most essential requirements for a professional interpreter - confidentiality. We have privileged access to confidential documents and information which we must handle with the utmost sensitivity and discretion, by drawing a clear line between what we come to know in meetings and what we may express in casual private conversations. We should ensure that whatever we do gives a positive and professional image of our service.


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PRACTICAL GUIDE TO ETHICS FOR INTERPRETERS 3. RULES and GUIDELINES This chapter presents a number of practical scenarios taken from the working life of interpreters to illustrate the most relevant ethical rules laid down in the Staff Regulations. Furthermore specific Commission decisions and implementing guidelines are mentioned as appropriate. 1. LOYALTY TO THE COMMISSION Q: You are invited by your old school to give a presentation about the EU or you take round a group of visitors. Are you allowed to say what you like? A: No, you are free to express personal opinions, but you should not present them as those of the institution and nothing you say should bring the EU into disrepute. A eurosceptic rant is not acceptable. Abstain from such activities if you have nothing positive to say about the Commission or the EU. Q: You are chatting to a group of friends over a glass of wine. Are you allowed to say that a certain high-ranking EU official has all the charisma of a wet blanket? A: Yes, this is a private conversation. Big Brother is not watching you. But make sure they are good friends. Q: You see an update in Facebook - a friend of yours has posted a link to President Barroso's State of Union address. Can you express your opinion publicly in Facebook? A: You are free to express your opinions as long as you follow the social media guidelines. It has to be clear that you are speaking in your personal capacity and not representing the Commission. It is advisable that you add a disclaimer to that effect in your profile. Speaking more generally, when communicating via social media you should refrain from posting disrespectful views on colleagues, employers, meeting participants and contents which may be damaging to the status of our profession.

You have a duty of loyalty to the Communities and should conduct yourself with the interest of the Communities in mind (SR Article 11). You have the right to freedom of expression, with due respect for the principles of loyalty and impartiality (SR Article 17a) and for the good reputation of the interpreting profession (HINTS Declaration on the use of social media).


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2. RESPECTING CONFIDENTIALITY Q: After a Eurogroup meeting you bump into your old friend Joe Bloggs from the Financial Times and have a chat in a pub. Are you allowed to offer your impressions of the meeting? A: Obviously not. This is a clear breach of confidentiality, even if the FT is probably already as well informed as you anyway. Q: You have been working in a high-level meeting discussing price-sensitive information relating to the financial markets. Are you allowed to use this information in decisions about your personal assets? A: No, not before it becomes public knowledge. Q: After a summit you are having dinner with your wife and you tell her about the jokes the heads of state and government exchanged. Is this a breach of confidentiality? A: Strictly speaking you should not reveal anything to anybody, but this is harmless gossip rather than a breach of confidentiality. Your wife may not be amused anyway. Q: You are working in a summit and have briefly come out of the room. Are you allowed to share with a national delegate, e.g. an expert from the Permanent Representation, information about what is going on in the meeting room or your personal view as to the outcome of the meeting? A: No, you will have to remain politely vague. Delegates are officially briefed on the discussions in the meeting room. You are not supposed to divulge details of the discussions if they are not made officially known by the spokesperson.

You should refrain from any unauthorised disclosure or use of information received in the line of duty, unless that information has already been made public or is accessible to the public (SR Article 17).

3. REPORTING WRONG-DOING Q: You are on a selection board and you observe by chance that one of the candidates appears to have received a copy of the speech in advance. What do you do? A: You should raise the matter with the other members of the selection board and, if no satisfactory explanation emerges, cancel that part of the test and report the matter to the head(s) of unit concerned. Such cheating is unlikely, but even if you merely have Document source: SCIC Dir. A Document date: 12.01.2012

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PRACTICAL GUIDE TO ETHICS FOR INTERPRETERS suspicions that speeches are deliberately made very easy or difficult, you should raise the matter with the other members of the board and consider cancelling that part of the test, even if no wrong-doing can be proved. Q: You are sharing a booth with 2 colleagues, one of whom takes pleasure in disparaging and taunting the other. What do you do? A: You tell the person to put an end to this behaviour. If it goes on and if the victim agrees you should report it to the head of unit concerned. Q: A colleague repeatedly reports sick and is to be seen shopping or jogging at such times. What do you do? A: You have a word with the colleague concerned and with his/her head of unit. Such behaviour is dishonest and unfair to colleagues who have more work to do as a result.

If you become aware of facts pointing to a possible illegal activity or serious failure to comply with professional obligations, you should report these facts (SR Article 22a, 22b).

4. CONFLICTS OF INTEREST Q: You are on a selection board and one of the candidates is your lover. What do you do? A: You have to declare a conflict of interest, but you are not obliged to reveal the reason. There would also be a conflict of interest if you had been coaching that candidate for the test or competition. A conflict of interest can also work the other way: you may be called upon to judge the performance of a person with whom you have a long standing feud. Again you should decline to serve on the selection board. Q: You are on a selection board and one of the candidates is a friend or former student. What do you do? A: You should be aware of your duty of impartiality and inform the other board members. Some situations come close to a conflict of interest but are sometimes unavoidable in our service. They have to be managed responsibly. Q: In the context of pedagogical assistance you are sent to a university to attend the final exams of an interpreting course. At lunchtime you are invited for a meal together with the other members of faculty. At the end of the day an exam candidate walks up to you and enquires about job opportunities in SCIC. To thank you for the useful information you have shared with her she offers you a box of chocolates. How do you react? A: Accepting the invitation for lunch on the part of the course leader is certainly acceptable and indeed part of your effort to maintain good working relations between


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PRACTICAL GUIDE TO ETHICS FOR INTERPRETERS SCIC and the training institutions, but remember to declare it on your expenses form. On the other hand accepting a gift from an individual student who may later apply for a test or competition is unwise and may be seen as an attempt to impair your impartiality. Q: When on mission all team members receive a tasteful Hungarian ashtray depicting Sissi. Do you declare it? A: Probably not, since its value is unlikely to exceed the 50€ limit and there is obviously no conflict of interest.

You should not deal with matters in which you have any personal interest which is likely to impair your independence and impartiality (SR Article 11a). If it falls upon you to perform such duties, you should discuss the matter with your head of unit. If you are offered any gifts, consider whether they may give rise to a conflict of interest in the future before accepting them. If the combined value of any gifts, favours or donations you are offered from a single source exceeds €50 in any given year and you wish to accept them, you must first obtain the approval of the Appointing Authority.

5. EXTERNAL ACTIVITIES Q: You become chairman of your local residents' committee. Do you need to apply for permission? A: Yes, this is an assignment or 'occupational activity', even if it is unpaid. It is unlikely that it will be refused. But even here there are potential incompatibilities, if for example your committee campaigns against the Commission's property plans. Q: You become chairman of your squash club. Do you need to apply for permission? A: No, this is a leisure activity. Q: You write an article about Life at the Commission for your local newspaper back home. Do you need to apply for permission? A: Yes, because the subject is the EU. Q: You write a novel. Do you need to apply for permission to have it published? A: No, because the subject of your publication has nothing to do with the EU. But if you wish to receive royalties you will need to apply for permission. Q: You wish to run a dog charity when you retire. Do you need to apply for permission?


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PRACTICAL GUIDE TO ETHICS FOR INTERPRETERS A: Yes, any occupational activity in the first 2 years of retirement is subject to this requirement. An official who retires has to sign a declaration to this effect. Q: You wish to volunteer your services as an interpreter for a non-profit association, a charity or an NGO. Are you allowed to do so? A: Yes, but it is an outside activity which in principle requires prior authorization. Note, however, that for volunteer work concerning EC-affiliated bodies (such as the European Schools, 'Femmes d'Europe', the Culture and Leisure Clubs of the Commission) and provided it does not interfere with your work assignments, this authorization is deemed to be granted implicitly by the Director General. Q: You wish to teach interpreting in your free time. Do you require permission? A: Yes, this is an 'occupational activity' which can be remunerated or not. Note that the duration of any teaching activities should not exceed 100 hours per academic year. Q: You are invited to present a paper on interpretation in a conference in your home country. Do you need to apply for permission? A. You need to discuss it with your Head of Unit. If s/he believes that this activity is in the interest of the service and can be considered part of your duties, s/he can approve it. Then you will have to introduce a request for an administrative mission. Once the mission is approved by your hierarchy, you need no further authorization. However, you have to ask for permission to publish any text or speech which is connected to your professional activity. If your hierarchy does not consider this activity to be in the interest of the service, it becomes an outside activity which requires you to apply for authorization and probably also for leave.

If you wish to engage in an outside activity or assignment (whether paid or unpaid) you have first to obtain the permission of the Appointing Authority (12b). This rule is also valid for those intending to engage in an occupational activity (whether paid or unpaid), within two years of leaving the service (16) or while on personal leave (CCP). For details please refer to the Commission decision on outside activities A.N 85/2004. Article 5 of this decision concerns voluntary work and Article 6 regulates teaching activities; Article 7 stipulates that permission shall not be granted for assignments or outside activities which are pursued in a professional or similar capacity (e.g. architect, lawyer, economist, accountant, computer expert, engineer, interpreter, doctor, translator, consultant etc.). This means that while on active service you may not exercise interpretation as your profession on a regular and/or remunerated basis outside your SCIC assignments. External activities should not interfere with the performance of your duties.


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6. FINANCIAL INTEGRITY Q: You travel to Luxembourg in a colleague's car and you declare travel expenses for your own car. Is this ethical? A: Obviously not, since you have not incurred any expenses. This is a clear case of fraud. Q: You interpret at a Council dinner in Luxembourg. Should you declare the meal you have eaten while working? A: No, just as there is no salary deduction for similar dinners in Brussels. You have sung for your supper. You do not have to declare a meal if you were assigned to work (whether or not you actually had to work). Q: Your offspring has to photocopy a vast number of pages for some school project. Are you allowed to use Commission photocopiers and paper? A: No, this is misuse of Commission property, which should be used only for work purposes. The Guidelines on the use of Commission Information and Communication Technologies offer more information.

You should conduct yourself with the interest of the Communities in mind (SR Article 11). Failure to comply with obligations under the Staff Regulations, whether intentionally or through negligence, can make you liable to disciplinary action (SR Article 86).

7. HARASSMENT Q: You are working with a beginner who makes a lot of mistakes. You pull faces, thrust notes at him and make negative comments. Is this harassment? A: It may become harassment if it is clearly unwelcome and you persist regardless. But constructive criticism is useful and usually welcomed. Q: A male colleague makes appreciative comments about his female colleague's attractive dress. Is this sexual harassment? A: No, but it becomes sexual harassment if he persists with such comments when the recipient has made clear that they are unwelcome.


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You should refrain from any form of psychological or sexual harassment (SR Article 12a). Sexual harassment is treated as sex discrimination.


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4. PROFESSIONAL CONDUCT

This section describes the aspects of professional behaviour that are most relevant to our daily work as interpreters. Ethical behaviour is a way of life and applies to the way in which we interact within the Commission, be it with our colleagues, superiors, other members of staff or our customers. As we all know, the Common Appraisal Standards that offer guidance for our annual assessment by our reporting officers are organized under three main headings: efficiency, ability and aspects of conduct. This clearly shows that our institution attaches as much importance to the way we behave at work as to the quality and efficiency of the work we do. Let us then look at what these “aspects of conduct” imply for our day-to-day activities and behaviour. 4.1. TEAMWORK The work of an interpreter is individual, but it can be of a high quality only if all the members of a team perform well and there is an organized team effort. This refers both to the small team sharing a booth and to the larger team working together in a meeting. We should always treat our colleagues with respect and consideration, and the same goes for our superiors and our customers. Respect means respect not just for the person but also for his time and space. Helping colleagues is also extremely important and is an art form in itself, as we need to know exactly when and how we should offer to help. We should not force our help on colleagues or feel offended if they turn help down. Just knowing that help is available, if needed, may be all the help required. Likewise, it is wise to let colleagues know what kind of help we should like to receive, particularly if we feel that we are not being properly helped. Respect for colleagues in other booths should translate into the proper use of the relay button, or the B channel, i.e. making sure we release the relay button after doing a retour in order to free the channel for the A language booth, or not "stealing" the channel from a booth trying to provide a retour. 4.2. MEETING PREPARATION One of our most important duties as interpreters is to prepare thoroughly and systematically for all the meetings we are assigned to. The more we know about the subject matter, background and terminology of a meeting, the better we will perform in


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PRACTICAL GUIDE TO ETHICS FOR INTERPRETERS the booth. Thorough preparation takes time and effort, but it is absolutely essential if we are to achieve our main objective, providing quality interpretation. As meetings are becoming increasingly specialised and technically complex, meeting preparation can sometimes be a challenging task in itself, but it will certainly bear its fruit and contribute to maintaining our reputation for quality. Our meeting preparation work is made much easier by the excellent resources made available to us on SCICNet by the Meeting Preparation Team. All the relevant information can be accessed at the following address: http://scic.ec.europa.eu/DAI/preparation/meeting.htm 4.3. LINE MANAGEMENT As a general rule, members of staff must follow the instructions of their superiors, unless they are manifestly illegal or constitute a breach of the relevant internal control standards. For interpreters, this means following the instructions of our Head of Interpreting Unit, who should always be our first port of call in any issue or problem that arises in our professional life. We should also remember that in these cases it is always better to go through official channels and up the hierarchy without skipping levels. Another important requirement in our relations with our hierarchy and the administration is to keep ourselves properly informed by reading our e-mails regularly and consulting the relevant pages on SCIC-Net. 4.4. PUNCTUALITY When we work in the booth, respect and consideration imply that we come to work punctually, or let Planning or colleagues know in good time, if we are held up by an emergency or unforeseen circumstance. These principles also imply that we should share the work fairly and not leave the booth for too long. 4.5. THE BOOTH – OUR WORK SPACE Since a booth is a relatively limited, confined space, we also need to respect others when we share that space. Keeping the booth clean at all times, leaving it tidy at the end of the day and not leaving documents on the floor are other ways of showing respect both to colleagues and to those who manage the booths and documents for us. Respect for our customers is also fundamental, and we can demonstrate it by the way we behave in the booth. The ground rule is always to behave discreetly. Our customers will not take us seriously as skilled professionals if we do not behave appropriately. We should avoid excessive gesturing in the booth, or uproarious laughter while our own booth is not working, or any activity that betrays complete lack of interest in the work we are doing.


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PRACTICAL GUIDE TO ETHICS FOR INTERPRETERS 4.6. LISTENING COMFORT Moreover, respect for our customers means ensuring their listening comfort. Form is sometimes as important as content, for the content to be properly conveyed. Here are some everyday examples: •

Making proper use of the microphone is a basic requirement. We should always talk into the microphone; we should not however speak too close to it, as this will distort the sound or make our breathing too audible.

•

We should refrain from turning the microphone on and off too often, as this may expose listeners to disturbing differences in sound levels. Moreover, we need to make sure that the microphone is off when making comments and refrain from making inappropriate comments which may be overheard if the cough button lets us down.

•

Too many 'ums and ers' or equivalent noises may also be disturbing. We should articulate clearly and not mumble. A pleasant voice and precise articulation always create a favourable impression. We should also control the volume of our voice and not shout into the microphone. Speaking too loudly strains our vocal chords as well as our colleagues’ ears.

•

It is also advisable to keep quiet when not working. Microphones are very sensitive and they pick up any background noise, so we should be careful about shuffling papers, pouring water, yawning, coughing, eating noisily, making excessive use of pencils for drawing, or making other unpleasant noises. Actually, anything that clinks, clicks, beeps, rustles, cracks, pops, rings, or makes other unidentified noises should not go into the booth, or if it does, should be duly neutralised.

4.7. COMPUTERS AND MOBILE PHONES The way we use computers and mobile phones in the booth should also be respectful to our colleagues and customers. Computers can of course be very useful in the booth to look up documents and check vocabulary. A laptop is easier to carry around than mountains of paper and heavy dictionaries. Any tool which helps us to work more professionally is welcome. Here are some guidelines on the use of computers and mobile phones: •

As computers can be noisy (there tends to be a slight background hum at the very least), colleagues can be easily distracted by a flickering screen or typing. Experience shows, though, that colleagues are not usually disturbed by restrained and sensible use of computers. Before switching on a computer, we should check with colleagues whether they mind. If they express reservations, we should keep use to a minimum.


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PRACTICAL GUIDE TO ETHICS FOR INTERPRETERS •

As a rule, computers should be used only for work-related purposes and even there discretion should be applied. Watching films and doing translations are definitely to be avoided.

•

With respect to the use of the Internet, attention is drawn to the fact that the Commission server may not be used where, for example, offensive, racist, discriminatory, sexually explicit or other equally inappropriate websites are accessed or where other personal use exceeds reasonable limits.

•

Given that the Commission's servers can be used both directly from the booth and via remote access from other places, we should not forget that usually e-mails or other messages sent through the Commission's system will indicate our Commission e-mail address and thereby establish a link to the Commission. We should not forget that the same may apply when we use the social media (such as Twitter or Facebook).

•

We must be aware that the Commission is entitled to monitor the use of information and communication technologies (ICT) and that it does so in practice. If abuse is suspected, our DG may request DG HR to open an investigation into our use of these services.

•

We should not forget that the computer equipment, Internet access, telephones, fax machines and printers made available to us at work have been installed for official use. We may, however, make occasional, limited use of these means of communication for private purposes, provided that we do nothing illegal or improper, do not disrupt the functioning of the service itself, or act against the interests of our institution.

•

We should refrain from sending messages indiscriminately to a very large number of addressees and from asking others to send out such messages. This is fundamental to avoid spamming, safeguard server capacity and ensure the smooth functioning of the service.

•

Given the nature of our work, it is essential to make proper use of our mobile phones. This is usually taken to mean that we should refrain from disturbing our colleagues and customers. But it is just as important to know when we must use them. We should never forget that our mobile phones must be switched on so that we can be reached whenever we are on stand-by, and we should also keep our phone on in silent mode in the booth when requested to do so by Programming or our hierarchy.

4.8. DRESS CODE The way we dress is also an element of the respect we show to our colleagues and customers alike. A good way to check whether we are dressed appropriately is to ask


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PRACTICAL GUIDE TO ETHICS FOR INTERPRETERS ourselves whether we would be embarrassed by the way we are dressed if the simultaneous interpreting equipment broke down one day and we had to go into the meeting room to do consecutive interpreting for our delegation. This will normally imply a jacket and tie for men and a similar degree of formality for women. Appropriate personal care, which also includes controlling body odours and avoiding excessive use of perfumes, is another important element of the respect and consideration we show to others.

Of course, it is very difficult to lay down hard and fast rules, and to do so exhaustively; in fact our reflection about ethics is an ongoing process as we continue to embrace new domains of activities. If you have any new insight or suggestions to offer, please don't hesitate to raise them with your Head of Unit. Ultimately, however, as mentioned earlier, we will always have to fall back on our common sense and exercise consideration for others at all times. We hope that these recommendations will support you in this endeavour.


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PRACTICAL GUIDE TO ETHICS FOR INTERPRETERS 5. REFERENCES and FORMS 5.1 REFERENCES Administrative notice on Acceptable use of Commission Information and Communication Technology (ICT) http://www.cc.cec/guide/publications/infoadm/2006/ia06045_en.html

Code of Good Administrative Behaviour for staff of the European Commission in their relations with the public http://eur-lex.europa.eu/LexUriServ/site/en/oj/2000/l_267/l_26720001020en00630066.pdf

Commission decision on outside activities

http://www.cc.cec/guide/publications/infoadm/2004/ia04085_en.html

Communication from Vice-President Kallas to the Commission on Enhancing the Environment for Professional Ethics in the Commission

http://myintracomm.ec.europa.eu/hr_admin/en/ethics/Documents/080305_comm_ethic_en.pdf

Guidelines for all staff on the use of social media http://myintracomm.ec.europa.eu/infoadm/en/2011/Documents/ia11034_annexe_smg_e n.pdf Information Security/Classified information

http://www.cc.cec/security/help_advice/information_en.htm

Investigation and Disciplinary Office of the Commission (IDOC) reports

http://myintracomm.ec.europa.eu/HR_ADMIN/EN/IDOC/Pages/manual_reports.aspx

Practical Guide to Staff Ethics and Conduct

http://myintracomm.ec.europa.eu/hr_admin/en/ethics/Documents/guide_ethics_en.pdf

Staff regulations

http://www.cc.cec/statut/_en/ind_stat.htm

Rules applicable to officials and other servants of the European Commission drawn up by the Commission http://www.cc.cec/statut/_en/toc_500.htm

HINTS (Heads of International Organizations' Interpreting Services) Declaration on the Use of Social Media.


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PRACTICAL GUIDE TO ETHICS FOR INTERPRETERS 5.2 FORMS External activities authorization form Sysper 2> Ethics module

http://www.cc.cec/SYSPER2/login.jsp;sysper2SessionID=gqpyTnLX1gJw11HRhNN1zCl8XQk2hZqD 89639K8MTn1F3tFy0tGh!589956855

Gift authorization form

http://myintracomm.ec.europa.eu/hr_admin/en/ethics/obligations/conflicts_interest/Documents/ form_gift_en.doc

Decoration/honour authorization form

http://myintracomm.ec.europa.eu/hr_admin/en/ethics/obligations/conflicts_interest/Documents/ form_gift_en.doc

Gainful employment of spouse declaration form

http://myintracomm.ec.europa.eu/hr_admin/en/ethics/obligations/conflicts_interest/Documents/ form_13_act_spouse_en.doc

Potential conflict of interest declaration form

http://myintracomm.ec.europa.eu/hr_admin/en/ethics/Documents/form_conflict_en.doc

Application for authorisation to engage in an occupation after leaving the Commission

http://myintracomm.ec.europa.eu/hr_admin/en/ethics/obligations/Documents/form_16_en.doc

Application to work during personal leave/CCP Sysper 2> Ethics module

http://www.cc.cec/SYSPER2/login.jsp;sysper2SessionID=gqpyTnLX1gJw11HRhNN1zCl8XQk2hZqD 89639K8MTn1F3tFy0tGh!589956855

Declaration of intention to stand for public office

http://myintracomm.ec.europa.eu/hr_admin/en/ethics/Documents/form_cand_2007_en.doc

Declaration of election or appointment

http://myintracomm.ec.europa.eu/hr_admin/en/ethics/Documents/form_elect_2007_en.doc


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