Human Resources Policy and Procedures ManualThe policies and procedures presented are implemented to support staff, management, and the organization. They are intended to help ensure that staff is treated equally, and have redress in cases where a staff member believes that he/she has been treated unfairly.
Child Protection Policy
The Child Protection Policy sets out common values, principles, and beliefs and describes the steps that will be taken in meeting our commitment to protect children and aims to:
- Protect the rights of children who may be directly or indirectly involved in EQMM’s programs and activities.
- Ensure that staff, representatives, and staff of member organizations take all judicious steps to ensure that children they are in contact with are treated with respect and dignity, are protected, and are kept safe from harm.
Sexual Harassment PolicyAll employees of Equality Myanmar have the right to be treated with dignity and respect and to be protected against harassment in the workplace. EQMM holds the responsibility to identify and prevent sexual harassment and to develop a culture of dignity and respect in the work environment. EQMM will respond to sexual harassment complaints, reports, and allegations with prompt and appropriate corrective action in order to stop prohibited conduct, eliminate any hostile environment, take steps to prevent the recurrence of sexual harassment, and address any effects in the workplace from such conduct. EQMM encourages all members of the organization to report any concerns or complaints of sexual harassment.The Sexual Harassment policy is meant to inform the employees about what conduct constitutes sexual harassment, the ways and means EQMM adopts to prevent occurrence of any such event, and, in the event of such an occurrence, to enable a fair mechanism for dealing with such conduct.Attachment: Download
Accounting and Finance Manual
Finance & accounting management is an area within the organization that needs better definition. The purpose of this manual is to outline the current standard policies and procedures in use in a way that makes them more understandable, effective, facilitates follow-up and makes reporting more consistent.
The following policies and procedures govern the entire administration of EQMM’s programs and all financial transactions undertaken by EQMM personnel (staff members, consultants/resource persons, interns, and volunteers) and EQMM-supported network partners in carrying out approved organizational activities.
These policy and procedures are regularly reviewed and updated to reflect changes in staffing, and organizational policy. The purpose of these policies and procedures is to specify roles and responsibilities for authorized finance personnel, financial planning, and reporting.
Failure to comply with these policies and procedures may result in disciplinary action, which can include dismissal and/or withholding payment of salaries.
I. Policy Statement
The EQMM Anti- Corruption Policy is a living document that reinforces EQMM human rights based principles and values. This document is a work in progress, bearing in mind EQMM’s practice of consultations, meetings and one-on-one engagement with the staff from different
levels of the organizational structure. This policy has been strongly informed by an interactive process involving staff members articipating in defining and discussing corruption, cultural understanding, tolerance and effective remedies. The purpose of this policy is to outline our three pronged approach to addressing corruption through awareness, prevention and solutions, creating a culture of transparency and accountability.
Gender and Disability inclusion Policy
As Equality Myanmar has always showed the utmost respect to the human dignity and human rights culture and every activity that we are doing have to be considerate about the participation of every kind of Gender and Disabilities inclusion while promoting them in the meantime.
Attachment : DownloadDetail
The purpose of these guidelines is to outline Equality Myanmar’s standard procurement policies and procedures in an user‐friendly, understandable and more effective way in order to facilitate follow‐up and make reporting more consistent. The aim of the internal control system for procuring goods and services is to ensure orders are handled properly by individuals having the skills to evaluate what purchases are required from suppliers (or providers) offering the best deals.
Procurement guidelines must to be used as a tool when procuring goods and services by Equality Myanmar (EQMM)’s personnel (staff members, consultants/resource persons, interns and volunteers) and EQMM‐supported network and sub‐grant partners. These guidelines are aimed at ensuring transparency and avoiding any conflicts of interest in the procurement process by any individuals within the organization.
These policies and procedures can be further developed and improved following feedback and comments from users’ experiences and utilization of the procurement guidelines. In this regard, the guidelines will be regularly reviewed and updated to reflect changes in staffing and organizational policies.
Failure to comply with these policies and procedures may be deemed as serious misconduct and merit disciplinary action by EQMM’s Management Committee.
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Equality Myanmar (EQMM) was founded with the goal of empowering the people of Myanmar through human rights education and advocacy to engage in social transformation and promote a culture of human rights.
In doing so, personnel at Equality Myanmar (EQMM) is personally and collectively responsible for upholding and promoting the highest ethical and professional standards in their work. This also applies to board members when representing EQMM and temporary personnel such as consultants, interns and volunteers during their assignments with EQMM. Management at all levels of the Organization have a responsibility to ensure that all personnel are aware of this Code of Ethics, that they understand what it means in concrete behavioral terms and how it applies to their daily work.
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