Texas After Violence Project Code of Conduct

1. Confidentiality. Do not ever, ever, discuss or reveal any information about a person we are interviewing or have interviewed, outside of the project office or with anyone other than your colleagues, unless and until the person granting the interview has made the interview public, and unless and until you have received specific and explicit permission from the director to discuss the interview.

2. Against Certain Forms of Invidious Discrimination. The Texas After Violence Project does not discriminate on the basis of race, color, religion, creed, national origin, sex, gender, gender expression, sexual orientation, citizenship, disability,* age of persons who are over eighteen (18) or emancipated minors, body size or shape, or physical appearance.

*There is an exception to the non-discrimination rule about disability. The project will not interview any person who is not legally able to consent. For the same reason, the project will not interview anyone who is under eighteen (18) years old, unless that person is an emancipated minor. (In Texas, teenagers may ask a court to be regarded as adults in certain circumstances: to be "emancipated" or "released from the disability of minority.")

3. Limits on interviews. No one from the Texas After Violence Project will participate (as an interviewer, videographer, or observer) in more than two (2) interviews in any seven-day period.

4. No use of legally prohibited drugs; limited use of prescription drugs with certain effects; and no use alcohol on the job.

No one may drink alcohol, or be under the influence of alcohol, while representing the Texas After Violence Project, including during an interview, in a private meeting, or in a public forum or presentation.

5. No weapons ever. No one will bring weapons when working at our office or elsewhere for the project. The rule applies when conducting or recording an interview, attending a conference or training, or otherwise representing the project, and also during travel to or from any of these activities.

6. Work in pairs. No one will go into any private space, such as a home, as an interviewer or other representative of the project, by herself or himself. No one will conduct any interview by herself or himself. Staff, volunteers, and interns may work solo at the office, at any library or archive open to the public, at courthouses, or at other public locations. There are many places that fall in between clearly public and clearly private; we will address these situations on a case-by-case basis. When in doubt, work in pairs.

7. Interviewers and videographers (and observers, if any). must be attentive, empathetic, and non-judgmental to and with any interview narrator before, during, and after an interview. No one will judge, criticize, argue with, show disagreement with, chastise, insult or act disrespectfully to any person that the Texas After Violence Project seeks to interview, is interviewing, or has interviewed, or to anyone else. People who are not able to maintain this respectful and non-judgmental stance, including with people with whom they disagree, must not participate in interviews.

8. No removal of any kind of property from the office. No one will take anything out of the office that does not belong to her or him without the specific and explicit permission of the director, associate director, or a project coordinator, or unless the thing you want to borrow is a personal possession of one of your colleagues, and she or he gives specific and explicit permission to borrow it.

Violation of any of the above rules (1-8) will be grounds for immediate termination of a person's relationship with the project.

9. Growth through deliberate reflection.Every member of the Texas After Violence Project team must be willing to participate in regular, collective, respectful and constructive criticism of our work.

10. Take care of yourself!

Additional expectations apply for those conducting or videographing interviews

Adapted from Texas After Violence Project bylaws and board-adopted policies (September 27, 2007), and interview protocols (revisions, November 2008, circulated 20 April 2009, submitted online 14 June 2009 and updated 1 July 2009. Additional revisions on 12 February 2010 and on July 22, 2011). - vmr

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