Professional Documents
Culture Documents
Petroleum Studies
and Research Center
Revision Record
Date Issue Reason for change
July 1, 2012 Permission received from
SRAK to use their Code of
Conduct as a base.
November 15, 2012 0.8 Modified from original,
expanded, and some
sections trimmed, to fit
KAPSARC
December 3, 2012 0.9 First official draft, to be
approved by the Board of
Trustees
January 15, 2013 1.0 Approved by Board of
Trustees
July 2, 2013 1.1 To produce a simplified
version, as requested by
Board of Trustees
Version Control
The Code will be reviewed at least annually and is subject to
modification. The custodian keeps one set of the originally
approved and signed version. Any revisions will be made to this
existing version.
Summary vii
3. People 7
3.1 Equal opportunity 7
3.2 Harassment 8
3.3 Substance abuse 9
5. Research integrity 11
5.1 Objectivity, integrity, and quality 11
5.2 Plagiarism 11
5.3 Protecting confidentiality agreements 12
7. Information management 14
7.1 Public disclosure 14
7.2 Intellectual property 14
7.3 Data privacy and protection 15
7.4 Record management 16
Conflicts of interest
All employees must disclose, in writing, any actual or potential
conflicts of interest between their private activities and KAPSARC
business. Conflicts may arise when an employee or a family
member has a professional or financial interest w an outside party
that is in a business relationship with the Center e.g. a contractor,
stakeholder, or consultant. If an employee intends to use their
position within KAPSARC to benefit materially or financially, this
must be reported to their line manager.
Insider dealing
All employees must abide by applicable laws and regulations when
dealing with the trade of shares or other securities. Employees
should exercise integrity when party to confidential or inside
information. No such information should be used for personal
advantage nor should misinformation be spread which is designed
to manipulate the price of publicly listed securities.
People
Equal opportunity
KAPSARC provides equal opportunity to all job applicants and
employees. Discrimination of any kinds if not tolerated. All
employment related decisions must be based on merit,
qualifications, performance, and other job-related factors, never on
family relations or personal connections. Favoring individuals
related through family, tribe, culture, or background is strictly
forbidden.
Substance abuse
KAPSARC supports a safe, productive working environment by
ensuring the workplace is free from substance abuse, such as
illegal drugs, misuse of prescription drugs, or other substances,
such as alcohol. Employees are prohibited from being at work or
attending KAPSARC business while impaired by drugs or alcohol.
Consuming, possessing, selling, or distributing these substances
is strictly forbidden.
Research integrity
Plagiarism
Proper credit must always be given for work performed by others.
Plagiarism is not tolerated.
Financial reporting
All KAPSARC business transactions must be recorded clearly and
accurately. Employees are expected to execute only approved
transactions and maintain adequate records.
Information management
Public disclosure
Public disclosures of KAPSARC information can only be made by
authorized spokespersons. Employees must not disclose
confidential information or release any media or materials related
to the Center without permission from Public Relations. Seek
guidance from the Director of Public Relations if in doubt.
Intellectual property
Employees must follow all laws and regulations related to
intellectual property, such as patents, trademarks, copyrights and
other protected information, whether owned by the Center or an
external party. Employees are encouraged to follow general IP
principles outlined in the Code.
Record management
KAPSARC is required by law to maintain appropriate and timely
records of its activities, including electronic files. All employees
must do their part to make and store these records.
When in doubt, make sure to satisfy yourself about the status and
probity of any agent and make sure the agent understands the
KAPSARC position on bribery and facilitation payments. Please
report any concerns you may have about corrupt activities, either
within KAPSARC or in dealings with third parties, to your line
manager.
You may accept or give the following without the prior approval of
your line manager unless applicable local regulation applies lower
value limits. However, any of these must be reported subsequently
to your line manager and recorded:
A gift (whether of one or more items) of a value not exceeding
50 US Dollar or its equivalent, including corporate gifts which
feature the logo of the donor (diaries, calendars etc.) and gifts
given during the festive season of the year, for example New
Year and Eid.
Meals related to a business context of a value not exceeding
100 US Dollars or its equivalent per person.
Occasional invitations to events, not exceeding 200 US Dollar
or its equivalent in value per person and not extending over a
period of more than one day. ‘Occasional’ means not more
than two or three times a year with the same business partner.
You may only accept or give the following with your line manager
or President approval:
Gifts or hospitality with a value exceeding the above.
Events for periods exceeding the length or occurring more
frequently than the norms above.
Travel or accommodation.
Gifts or hospitality given to or received from government
officials or representatives.
3. People
3.2. Harassment
Do no harm to people
Protect the environment
Comply with all applicable HSE laws and regulations
HSE Rules include, but are not limited to complying with the law,
standards and procedures, intervening in unsafe or non-compliant
situations, and respecting our neighbors.
5. Research integrity
5.2. Plagiarism
7. Information management