About

This section contains a historical compilation of each past Season, showcasing the work that The IO Foundation has implemented, advocacy wins, technological advancements and community impact achieved.

Season 2024

Season 2023

Season 2022

Season 2021

Season 2020

Season 2019

Season 2018

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Estonian version

MTÜ "The IO Foundation" ASUTAMISLEPING

Jean Francois Queralt (isikukood: 37503030090, elukohaga Philippines) ja fesalife OÜ (i.k 14469686, elukohaga Estonia), edaspidi asutajad sõlmisid mittetulundusühingu asutamislepingu järgmistel tingimustel:

1. Mittetulundusühingu nimi on MTÜ "The IO Foundation"

2. Mittetulundusühingu asukohaks on Riia 128, 50411 Tartu, Estonia linn/vald

3. Mittetulundusühingu eesmärgiks on "To respect, protect and provide solutions for Digital Rights and promote the creation of a Universal Declaration of Digital Rights (UDDR)".

4. Asutajad kohustuvad tasuma kõik asutamisega seotud kulud.

5. Asutajad määravad mittetulundusühingu juhatuse liikme(te)ks: Jean Francois Queralt - i.k: 37503030090, elukohaga Philippines fesalife OÜ - i.k: 14469686, elukohaga Estonia

6. Asutajad kinnitavad asutamislepingu lisana mittetulundusühingu põhikirja.

Asutamisleping on sõlmitud 05.04.2018

English Version

AGREEMENT ESTABLISHING THE NGO "THE IO FOUNDATION"

Jean Francois Queralt (personal identification code: 37503030090, residing in the Philippines) and fesalife OÜ (i.k 14469686, residing in Estonia), the founders entered into a non-profit-making association under the following conditions:

1. The name of the non-profit association is MTÜ "The IO Foundation"

2. The seat of the non-profit association is Riga 128, 50411 Tartu, Estonia city / municipality

3. The purpose of the non-profit association is "To respect, protect and provide solutions for Digital Rights and promote the creation of a Universal Declaration of Digital Rights (UDDR) ".

4. The founders undertake to pay all costs associated with their establishment.

5. The founders shall appoint the following as a member(s) of the board of a non-profit association:

   Jean Francois Queralt - i.k: 37503030090, residing in Philippines fesalife OÜ - i.k: 14469686, residing in Estonia

6. The statutes of the non-profit association shall be approved by the founders as an annex to the memorandum of association.

The memorandum of association has been entered into on 05.04.2018

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Estonian version

MTÜ "The IO Foundation" põhikiri

1. MTÜ "The IO Foundation" (edaspidi ühing) on avalikes huvides tegutsev organisatsioon, mille asukohaks on Tallinna linn.

2. Ühingu eesmärgiks on edendada, kaitsta, arendada ja väärtustada digitaalseid õigusi.

3. Ühingu liikmeks olla iga füüsiline või juriidiline isik, kes on valmis aktiivselt kaasa lööma ühingu eesmärkide elluviimisel ja täidab põhikirja nõudeid. Liikmeks vastuvõtmise ja väljaarvamise korraldab ühingu juhatus.

4. Ühingu liikmel on kõik seadusest tulenevad õigused ja õigus saada juhtorganitelt igakülgset teavet ühingu tegevuse kohta.

5. Ühingu sisseastumis- ja liikmemaksu suurused kinnitab üldkoosolek.

6. Ühingu liige võidakse ühingust välja arvata lisaks seaduses sätestatud juhtudele, kui ta ei tasu kindlaksmääratud ajaks ettenähtud liikmemaksu või sisseastumismaksu; või on esitanud ühingusse vastuvõtmisel teadlikult ebaõigeid andmeid, mille tõttu tema vastuvõtmine ühingu liikmeks ei olnud õiguspärane.

7. Ühingu kõrgeimaks organiks on liikmete üldkoosolek vastavalt seadusele, kus võivad osaleda kõik ühingu liikmed.

8. Üldkoosoleku kokkukutsumisel ja otsuste vastuvõtmisel lähtutakse seadusest. Üldkoosolek on otsustusvõimeline sõltumata osalejate arvust.

9. Ühingu juhatusse valitakse üks kuni kolm liiget viieks aastaks.

10. Ühingu tegevuse lõpetamise korral antakse järelejäänud vara üle tulumaksusoodustusega mittetulundusühingute ja sihtasutuste ja usuliste ühenduste nimekirja liikmeks olevale sarnase eesmärgiga organisatsioonile või avalik- õiguslikule juriidilise isikule.

Vastu võetud 08.07.2020

English Version

Statutes of the NGO "The IO Foundation"

1. The NGO "The IO Foundation" (hereinafter the association) operates in the public interest an organization based in the city of Tallinn.

2. The purpose of the Association is to promote, protect, develop and enhance digital rights.

3. Any natural or legal person who is willing to take an active part in membership may be a member of the association to achieve the goals of the association and fulfills the requirements of the articles of association. Membership admission and expulsion shall be organized by the board of the association.

4. A member of the association has all the rights arising from law and the right to receive from the governing bodies comprehensive information on the activities of the association.

5. The amounts of the association's entrance and membership fees are approved by the general meeting.

6. A member of an association may be expelled from the association in addition to the cases provided by law, if he fails to pay the prescribed membership fee, or entrance fee; or has knowingly submitted incorrect information upon admission to the association data due to which his admission as a member of the association was not lawful.

7. The highest body of the association is the general meeting of members in accordance with the law where all members of the association may participate.

8. When convening a general meeting and adopting resolutions, the law shall apply. The general meeting has a quorum regardless of the number of participants.

9. One to three members shall be elected to the board of the association for a term of five years.

10. Upon termination of the activities of the Association, the remaining assets shall be transferred non-profit associations and foundations and religious associations with income tax relief a similar organization or public to a legal person.

Adopted on 08.07.2020

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About

The IO Foundation is a nonprofit organization registered in Estonia under their e-Residency program.

This document provides methods to verify the legal nonprofit status of The IO Foundation.

Direct Link

The direct link to the Foundation's info page is:

https://ariregister.rik.ee/ettevotja?lang=eng&id=9000220393

Manual verification

• Go to https://ariregister.rik.ee/eng

• Enter "The IO Foundation"

• Press Search

• Click on the entry

Article 1 - Organization

1.1 Principal Office

The principal office of the Corporation will be determined by the Board of Directors. Other offices may also be established at such places that the Board deems necessary for the conduct of business. A copy of these bylaws will be kept at the principal office.

1.2 Registered Agent

The Registered Agent's details are in the Articles of Incorporation filed with the Secretary of State and can only be changed with Board approval and appropriate state filings.

1.3 Governing Instruments

The Corporation operates under its Articles of Incorporation and Bylaws, which the Board of Directors can amend.

Article 2 - Purpose, Objectives, and Membership

2.1 Charitable, Educational, Religious, and Scientific Purposes

Organized exclusively for charitable, educational, religious, or scientific purposes under Section 501(c)(3) of the Internal Revenue Code, The IO Foundation (TIOF) advocates for Data-Centric Digital Rights.

2.2 Inurement of Income

Income is not distributed to members, directors, officers, or others but may be used for reasonable compensation for services.

2.3 Legislative or Political Activities

The Corporation does not engage in political campaigns or substantial legislative influence efforts.

2.4 Operational Limitations

Activities are limited to those permissible for a tax-exempt 501(c)(3) corporation.

2.5 Nondiscrimination Policy

Discrimination based on sex, age, race, color, national origin, religion, physical handicap, or disability is prohibited.

2.6 Membership

The Corporation will not have members.

Article 3 - Board of Director Meeting

3.1 Meeting Location

Meetings are held at the principal business location or an alternate site chosen by the Board.

3.2 Regular Meetings

Regular meetings are scheduled at times and frequencies suitable for Board members.

3.3 Special Meetings

Special meetings can be called by the president, with a 3-day notice including the agenda.

3.4 Telephone Meetings

Meetings can be held via conference call, with decisions made having equal authority as in-person meetings.

3.5 Action Without a Meeting

Board actions can be taken without a meeting if all members consent in writing.

3.6 Quorum

A majority of Directors constitutes a quorum for Board-approved actions.

Article 4 - Directors

4.1 Authority

The Board of Directors manages the Corporation's business, subject to limitations in the Articles of Incorporation.

4.2 Election

Board members are elected by voting members at the annual meeting for at least one year.

4.3 Number of Directors

The Board determines the number of Directors, not less than three, and can adjust this number.

4.4 Resignation

Directors can resign by submitting a letter to the Secretary, effective immediately or as specified.

4.5 Vacancies

Board vacancies are filled by a majority vote of current Directors until the next annual meeting.

4.6 Compensation

Directors serve voluntarily, with possible reimbursement for expenses and compensation for other roles within the Corporation.

Article 5 - Officers

5.1 Number of Officers

The Corporation has a President and a Secretary, with additional officers added by the Board.

5.2 Election

Officers are elected by the Board, which sets their term length and compensation.

5.3 Removal and Resignation

Officers can be removed or resign at any time, with removal requiring Board action and resignation requiring written notice.

5.4 President

The President manages day-to-day operations under Board guidelines and serves as the chief financial officer in the Treasurer's absence.

5.5 Secretary

The Secretary is responsible for meeting notices, minutes, maintaining records, and the Corporate Record Book.

5.6 Compensation

Officers' compensation is determined by the Board, regardless of their Director status.

Article 6 - Authority to Execute

6.1 Binding Power

Binding agreements require written Board authorization.

6.2 Signatories

The President and Secretary sign documents requiring a corporate officer's signature.

Article 7 - Dissolution

Upon dissolution, after settling liabilities, remaining assets are disposed of as determined by the Board.

Article 8 - Corporate Records

8.1 Corporate Minutes

Records of all meetings are kept at the principal office or another Board-approved location.

8.2 Financial Records

The chief financial officer maintains accurate financial records for tax preparation.

8.3 Inspection of Records

Directors can inspect corporate records and Bylaws after signing a confidentiality affidavit.

8.4 Fiscal Year

The fiscal year is determined by the Board following IRS guidelines.

Article 9 - Indemnification and Insurance

9.1 Indemnification

Directors and officers are indemnified, except in cases of negligence or misconduct.

9.2 Insurance

The Corporation may purchase insurance for agents, including directors, officers, and employees.

Article 10 - Adoption

Certifies the Bylaws as adopted by the Board of Directors.

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About

The IO Network US Foundation is a nonprofit organization registered in the great state of Delaware, United States.

This document provides methods to verify the legal nonprofit status of The IO Network US Foundation, both in the great state of Delaware and at the federal level with the Internal Revenue Service (IRS.)

Manual verification

Delaware Registration

• Go to https://icis.corp.delaware.gov/eCorp/EntitySearch/NameSearch.aspx

• In the field Entity Name, enter "The IO Network"

• Press Search

• Click on the entry

Federal Registration - 501(c)3 status under IRS

• Go to https://apps.irs.gov/app/eos/ (IRS's Tax Exempt Organization Search)

• In the field Select Search By > Employer Identification Number (EIN)

• In the field Search Item, enter "61-2106784"

• Press Search

• Click on the entry

About

The following regulations apply for Malaysian-based corporations.

• Companies Act 2016

• Income Tax Act 1967

• Employment Act 1955

• Sales and Services Tax Act 2018

• Personal Data Protection Act 2010

• Financial Services Act 2013

About

This section contains the list of Policies that guide The IO Network MY Sdn. Bhd. in accordance to Malaysian regulations and in compliance with the shared values policies of the TIOF Network whenever possible.

1. Introduction:

This policy is in accordance with Section 56 of the Companies Act 2016 and the “Guideline For The Reporting Framework For Beneficial Ownership of Legal Persons” issued by the Companies Commission of Malaysia. The aim of this policy is to act as a general framework and guidance for shareholders to disclose and inform the Company of the ultimate beneficial ownership of their shares and/or any agreement affecting their entitlement to exercise their voting rights.

2. Effective Date:

This policy has been adopted by the Board of Directors and shall come into force with effect from passing of the Directors’ Resolution.

3. Definitions:

“Act” means the Companies Act 2016;

“BO” means the ultimate owner of one or shares in the Company and does not include a nominee of any description;

“Board” means the Board of Directors of the Company and includes its committees (if any);

“CCM or SSM” means the Companies Commission of Malaysia, also known as the Registrar of Companies Malaysia or Suruhanjaya Syarikat Malaysia;

“interest in shares” means an interest in shares as defined under Section 8 of the Companies Act 2016;

“Member” means a person whose name is entered in the register of members as the holder for the time being of one or more shares (irrespective of the types or class of shares) in the Company;

“Policy” means the “POLICY ON REPORTING OF BENEFICIAL OWNERSHIP OF SHARES IN THE COMPANY”

4. Scope and Application:

4.1 This policy outlines the Company’s implementation of Section 56 of the Act and the “Guideline For The Reporting Framework For Beneficial Ownership of Legal Persons” issued by CCM to enable the Company to obtain the BO information from its shareholders and record such information in a separate part of the register of members.

4.2 This policy applies to all shareholders of the Company to enable the seeking of information on the “ultimate owner of shares” who is an individual (natural person) who meets one or more of the following criteria:

a) has interest, directly or indirectly not less than 20% of the shares of the Company;

b) holds, directly or indirectly not less than 20% (twenty per centum) of the voting shares of the Company;

c) has the right to exercise ultimate effective control whether formal or informal over the company; or the directors or the management of the Company;

d) has the right or power to directly or indirectly appoint or remove a director(s) who holds a majority of the voting rights at the meeting of directors; or

e) is a member of the Company and, under an agreement with another member of the Company, controls alone a majority of the voting right in the Company.

5. Notice to Member to Obtain Information:

5.1 The Company may, by notice in writing at least once in a calendar year, require any member within such reasonable time as is specified in the notice:

i. to inform the Company whether he holds any voting shares in the Company as beneficial owner or as trustee; and

ii. if he holds the voting shares as trustee, to indicate so far as he can the persons for whom he holds the voting shares by name and by other particulars sufficient to enable those persons to be identified and the nature of their interest.

5.2 Where the Company is informed that a person, whether a member or not, having an interest in any of the voting shares in the Company is beneficial owner or as a trustee, the Company may be notice in writing require that person within such reasonable time as is specified in the notice:

i. to inform the Company whether he holds that interest as beneficial owner or as trustee; and

ii. if he holds the voting shares as trustee, to indicate so far as he can the persons for whom he holds such interest by name and by other particulars sufficient to enable those persons to be identified and the nature of their interest.

5.3 The Company may, by notice in writing at least once in a calendar year, require any member within such reasonable time as is specified in the notice:

i. to inform the Company whether any of the voting shares carried by any voting shares in the Company held by him are the subject of an agreement or arrangement under which another person is entitled to control his exercise of those rights; and

ii. if the member is under such an agreement or arrangement, to give particulars of the agreement or arrangement and the parties to such agreement or arrangement.

6. Obligation of Member to Inform Company:

6.1 If a member of the Company has received a notice issued under Paragraph 5 herein, the member has an obligation to inform the Company whether he is the BO or has met at least one of the criteria stated under paragraph 4.2 of this Policy, as a trustee or that the voting rights held by him is subject to an agreement or arrangement in which another person is entitle to exercise that voting rights.

6.2 A member shall notify the Company when there are changes in the BO information. 6.3 A member commits an offence under Section 56 of the Act if he:

a) does not reply to the notice issued by the Company; or

b) in purported compliance with such a notice makes any statement which he known to be false in a material particular or recklessly makes any statement which is false in a material particular, unless he can prove that the information in question was already in possession of the Company or that the requirement to give it was for any reason, frivolous or vexatious.

7. Supporting Document:

7.1 In identifying and verifying the BO information, the Company may require a member to provide such documents as are necessary which may include, but are not limited to, certified copies of a national identification card, passport of other similar documents, founding documents and agreements regulating the power to bind the Company.

7.2 The supporting documents shall be kept by the Company at the same location with the register of BO to show that reasonable steps have been taken in identifying the BO.

7.3 Supporting documents that are kept may be:

a) either in the national language or English language;

b) either in physical or electronic form; and

c) from the day the individual becomes a BO and up until 7 years after such individual ceases to be a BO.

8. Keeping of BO Information:

8.1 The Company shall ensure that the BO information and the supporting documents to verify the BO information are in order and kept at the registered office or at the same place the register of members or the register of partners is kept.

8.2 The BO information and the supporting documents shall be kept for at least 7 years from the date a person ceases to be a BO.

8.3 The BO information shall be kept either in the national language or English language and may be kept either in physical or electronic form.

9. Access to BO Register and Information:

9.1 The Company shall ensure that the BO information can be accessed in a timely manner by the competent authorities and the law enforcement agencies as and when required. Competent authorities, law enforcement agencies, the BO and the persons authorized by the BO may be provided with copies of the BO information and supporting documents, upon request.

9.2 The Company shall give access in a timely manner to the BO whose name is recorded in the register of BO or the persons authorized by the BO as and when requested in writing. For the avoidance of doubt, a BO shall only be given access to the BO information relating to him.

10. Review & Contact Details:

10.1 This policy shall be reviewed periodically by the Board of Directors in accordance with the requirements of the Act and/or such guidelines, directives or policies that may be issued by CCM or other competent authorities from time to time.

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About

The DHATHAM v0.5 House Rule, which is an evolution from the CHATHAM House Rule in response to the new digital realities, stipulates:

In other words, be considerate and ask for permission before capturing a digital representation of others or posting about them on social media or any other digital medium.

Participate

The Dhatam House Rule is a live statement that is open for adaptation and improvements.

To participate in the next iteration of the rule, check the Dhatam House Rule live discussion.

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Introduction

Definitions

This document employs terms related to the DCDR Advocacy that can be found in the TIOF terminology.

For a structure of The IO Foundation, please visit

• The IO Foundation's Organizational Chart

• The IO Foundation's Organizational Taxonomy

About this document

This document, hereinafter the Policy, sets out the position maintained by TIOF in matters of Anti-corruption and Anti-bribery that you will need to be aware of while being a TIOF Member. You should familiarize yourself with it and comply with it at all times. Any questions you may have with regard to its contents or what you have to do to comply with it should be referred to your corresponding Team Human Resources Manager.

Any Member who breaches this Policy will face disciplinary action, which could result in dismissal for gross misconduct. Any non-employee who breaches this Policy may have their contract (or equivalent official relationship with TIOF) terminated with immediate effect.

Scope

This document directly applies to:

• All TIOF Members

This document indirectly applies to:

• All TIOF Contributors

The policies set out in this document apply to all TIOF Members unless otherwise indicated. They therefore apply to Members of the Boards (Directors, Advisers, Consultants), Employees, Volunteers and Interns; this is irrespective of their engagement type. They equally apply to all Contributors and will be used as part of the selection criteria when engaging with them.

This Policy applies within all TIOF Spaces, including (although not limited to) management activities, contributions or events; it and also applies when an individual is officially representing the organization in public spaces. Examples of representing the organization include (although not limited to) using an official e-mail address, posting via any official channel or acting as an appointed representative at an event.

Policy details

Anti corruption and Anti bribery statement

What is bribery?

"Bribe" means a financial or other inducement or reward for action which is illegal, unethical, a breach of trust or improper in any way. Bribes can take the form of (although not limited to) money, gifts, loans, fees, hospitality, services, discounts, the award of a contract or any other advantage or benefit.

"Bribery" includes offering, promising, giving, accepting or seeking a bribe.

If you are unsure about whether a particular act constitutes bribery, raise it with your corresponding Team Human Resources Coordinator.

Specifically, you must not:

• give or offer any payment, gift, hospitality or other benefit in the expectation that a transaction advantage will be received in return or to reward any support received;

• accept any offer from a third party that you know or suspect is made with the expectation that we will provide a transaction advantage for them or anyone else;

• give or offer any payment (sometimes called a facilitation payment) to a government official in any country to facilitate or speed up a routine or necessary procedure.

Gifts and hospitality

This Policy does not prohibit the giving or accepting of reasonable and appropriate hospitality for legitimate purposes such as building relationships, maintaining our image or reputation or marketing our advocacy, initiatives and services.

A gift or hospitality will not be appropriate if it is unduly lavish or extravagant, or could be seen as an inducement or reward for any preferential treatment (for example, during contractual negotiations or a tender process). All such tokens of appreciation are to be notified to your corresponding Team Human Resources Coordinator.

Gifts must be of an appropriate type and value depending on the circumstances and taking account of the reason for the gift. Gifts must not include cash or cash equivalent (such as vouchers) and in any case be given in secret.

Promotional gifts of low value such as branded stationery may be given to or accepted from existing contributors, suppliers and partners.

Record-keeping

You must declare and keep a written record of all hospitality or gifts given or received. You must also submit all expenses claims relating to hospitality, gifts or payments to third parties in accordance with our Financial procedures and record the reason for expenditure.

All accounts, invoices and other records relating to dealings with third parties including suppliers and customers should be prepared with strict accuracy and completeness.

How to raise a concern

If you are offered a bribe, or are asked to make one, or if you suspect that any bribery, corruption or other breach of this policy has occurred or may occur, you must report it in accordance with our Whistleblowing Policy as soon as possible.

Conduct outside of Work

We do not seek to interfere with the personal lives or conduct of our Members. However, some times certain conducts outside of work can interfere with our legitimate advocacy and/or initiatives' interests.

You are expected to conduct your personal affairs in a manner that doesn't adversely affect the integrity, reputation or credibility of yourself and/or The IO Foundation.

Illegal or immoral conduct outside of work by any Member that adversely affects our legitimate advocacy and/or business interests, or other TIOF Member's ability to perform their responsibilities, will not be tolerated.

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Introduction

Definitions

This document employs terms related to the DCDR Advocacy that can be found in the TIOF terminology.

For a structure of The IO Foundation, please visit

• The IO Foundation's Organizational Chart

• The IO Foundation's Organizational Taxonomy

About this document

This document, hereinafter the Policy, sets out the position maintained by TIOF in matters of Anti-harassment and Anti-bullying that you will need to be aware of while being a TIOF Member. You should familiarize yourself with it and comply with it at all times. Any questions you may have with regard to its contents or what you have to do to comply with it should be referred to your corresponding Team Human Resources Manager.

This Policy covers harassment or bullying which occurs in or out of TIOF Spaces, including at TIOF-related events or social functions. It covers bullying and harassment by TIOF Members and also by Contributors, such as customers, suppliers or visitors to our premises.

Any Member who breaches this Policy will face disciplinary action, which could result in dismissal for gross misconduct. Any non-employee who breaches this Policy may have their contract (or equivalent official relationship with TIOF) terminated with immediate effect.

Scope

This document directly applies to:

• All TIOF Members

This document indirectly applies to:

• All TIOF Contributors

The policies set out in this document apply to all TIOF Members unless otherwise indicated. They therefore apply to Members of the Boards (Directors, Advisers, Consultants), Employees, Volunteers and Interns; this is irrespective of their engagement type. They equally apply to all Contributors and will be used as part of the selection criteria when engaging with them.

This Policy applies within all TIOF Spaces, including (although not limited to) management activities, contributions or events; it and also applies when an individual is officially representing the organization in public spaces. Examples of representing the organization include (although not limited to) using an official e-mail address, posting via any official channel or acting as an appointed representative at an event.

Policy details

Anti harassment and Anti bullying statement

What is harassment?

Harassment is any unwanted physical, verbal or non-verbal conduct that has the purpose of violating a person's dignity or creating an intimidating, hostile, degrading, humiliating or otherwise offensive environment for them. A single incident can amount to harassment.

Harassment also includes treating someone less favorably because they have submitted or refused to submit to such behavior in the past.

Unlawful harassment may involve conduct of a sexual nature (sexual harassment) or may be related to any given personal, immutable characteristic dimension.

Harassment may include, for example:

• Unwanted physical conduct or "horseplay", including assault, touching, pinching, pushing, grabbing and intentionally blocking normal movement or interfering with work;

• unwelcomed sexual advances, suggestive behavior or invitations;

• offensive e-mails, text messages or otherwise content;

• mocking, mimicking or belittling a person's disability;

• visual displays such as derogatory or sexually-oriented imagery, photography, cartoons, drawings or gestures.

What is bullying?

Bullying is purposely offensive, intimidating, malicious or insulting behavior involving the misuse of power that can make a person feel vulnerable, upset, humiliated, undermined or threatened. Power does not always mean being in a position of authority, it can include both personal strength and the power to coerce through fear or intimidation as well as the ability to reassign resources at will.

Bullying can take the form of physical, verbal and non-verbal conduct.

Bullying may include, by way of example:

• physical or psychological threats;

• overbearing and intimidating levels of supervision;

• inappropriate derogatory remarks about someone's performance.

If you are being harassed or bullied

If you are being harassed or bullied, consider whether you feel able to raise the problem informally with the person responsible. You should explain clearly to them that their behavior is not welcome or makes you uncomfortable. If this is too difficult or embarrassing, we encourage you to reach out to your respect Team Human Resources Manager, who can and will provide confidential advice and assistance in resolving the issue either formally or informally.

If informal steps are not possible or appropriate, or have not been successful, you should raise the matter formally under our Grievance Procedures. The complain will be investigated in a timely and confidential manner and will be conducted by someone with appropriate experience and no prior involvement in the complaint, where possible.

We will consider whether any steps are necessary to manage any ongoing relationship between you and the person accused during the investigation.

Once the investigation is complete, we will inform you of our decision. If we consider you have been harassed or bullied by an employee the matter will be dealt with under the Disciplinary Procedures as a case of possible misconduct or gross misconduct. If the perpetrator is a Contributor or any other third party, we will consider what action would be appropriate to deal with the problem.

Whether or not your complaint is upheld, we will consider how best to manage any ongoing working relationship between all the parties concerned.

Protection and support for those involved

Members who make complaints or who participate in good faith in any investigation must not suffer any form of retaliation or victimization as a result.

False accusations

Should the investigation conclude that the accusation was false, the matter will be dealt with under the Disciplinary Procedures as a case of possible misconduct or gross misconduct.

Record-keeping

Information about a complaint by or about a Member may be placed on the Member's personnel file, along with a record of the outcome and of any notes or other documents compiled during the process.

These will be processed in accordance with The IO Foundation's Personal Privacy and Data Protection Policy.

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Introduction

Definitions

This document employs terms related to the DCDR Advocacy that can be found in the TIOF terminology.

For a structure of The IO Foundation, please visit

• The IO Foundation's Organizational Chart

• The IO Foundation's Organizational Taxonomy

About this document

This document, hereinafter the Policy, sets out the position maintained by TIOF in matters of Antiterrorism that you will need to be aware of while being a TIOF Member. You should familiarize yourself with it and comply with it at all times. Any questions you may have with regard to its contents or what you have to do to comply with it should be referred to your corresponding Team Human Resources Manager.

Any Member who breaches this Policy will face disciplinary action, which could result in dismissal for gross misconduct. Any non-employee who breaches this Policy may have their contract (or equivalent official relationship with TIOF) terminated with immediate effect.

Scope

This document directly applies to:

• All TIOF Members

This document indirectly applies to:

• All TIOF Contributors

The policies set out in this document apply to all TIOF Members unless otherwise indicated. They therefore apply to Members of the Boards (Directors, Advisers, Consultants), Employees, Volunteers and Interns; this is irrespective of their engagement type. They equally apply to all Contributors and will be used as part of the selection criteria when engaging with them.

This Policy applies within all TIOF Spaces, including (although not limited to) management activities, contributions or events; it and also applies when an individual is officially representing the organization in public spaces. Examples of representing the organization include (although not limited to) using an official e-mail address, posting via any official channel or acting as an appointed representative at an event.

Policy details

Definitions

• Terrorism: The unlawful use of violence and intimidation, especially against civilians, to achieve political or ideological objectives.

• Terrorist Activity: Any act that is intended to intimidate or coerce a civilian population or to influence the policy of a government.

Antiterrorism statement

Implementation process

The IO Foundation will actively observe this policy in all of its processes, with particular attention to funding sources. Among others, the organization will undertake:

• Risk Assessments: Regularly conducting assessments to identify potential risks related to terrorism and take appropriate actions to mitigate those risks.

• Due Diligence: Implement thorough vetting processes for funding sources, partners, contractors and beneficiaries to ensure they do not have ties to terrorist organizations or activities.

• Training and Awareness: Provide training for employees on recognizing and reporting suspicious activities related to terrorism.

• Reporting Obligations: Establish clear organizational procedures for reporting any suspected terrorist activities or associations to the appropriate authorities.

• Monitoring and Compliance: Regularly monitor operations and partnerships to ensure compliance with this policy and applicable regulations.

Additional considerations

The IO Foundation will carefully analyze, be mindful of and comply with:

• Specific funder's considerations, requirements or otherwise limitations

• All relevant antiterrorism laws and regulations specific to the jurisdictions in which it operates

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Introduction

Definitions

This document employs terms related to the DCDR Advocacy that can be found in the TIOF terminology.

For a structure of The IO Foundation, please visit

• The IO Foundation's Organizational Chart

• The IO Foundation's Organizational Taxonomy

About this document

This document, hereinafter the Policy, sets out the position maintained by TIOF in matters of Conflicts of Interest that you will need to be aware of while being a TIOF Member. You should familiarize yourself with it and comply with it at all times. Any questions you may have with regard to its contents or what you have to do to comply with it should be referred to your corresponding Team Human Resources Manager.

Any Member who breaches this Policy will face disciplinary action, which could result in dismissal for gross misconduct. Any non-employee who breaches this Policy may have their contract (or equivalent official relationship with TIOF) terminated with immediate effect.

Scope

This document directly applies to:

• All TIOF Members

This document indirectly applies to:

• All TIOF Contributors

The policies set out in this document apply to all TIOF Members unless otherwise indicated. They therefore apply to Members of the Boards (Directors, Advisers, Consultants), Employees, Volunteers and Interns; this is irrespective of their engagement type. They equally apply to all Contributors and will be used as part of the selection criteria when engaging with them.

This Policy applies within all TIOF Spaces, including (although not limited to) management activities, contributions or events; it and also applies when an individual is officially representing the organization in public spaces. Examples of representing the organization include (although not limited to) using an official e-mail address, posting via any official channel or acting as an appointed representative at an event.

Policy details

Conflict of Interest statement

Definitions

Interested Person

Any director, principal officer, or member of a committee with the board of director’s delegated powers, who has a direct or indirect financial interest, as defined below, is an interested person.

Financial Interest

A person has a financial interest if the person has, directly or indirectly, through business, investment, or family:

1. An ownership or investment interest in any entity with which the Organization has a transaction or arrangement;

2. compensation arrangement with the Organization or with any entity or individual with which the Organization has a transaction or arrangement; or

3. A potential ownership or investment interest in, or compensation arrangement with, any entity or individual with which the Organization is negotiating a transaction or arrangement.

Compensation includes direct and indirect remuneration as well as gifts or favors that are not insubstantial.

A financial interest is not necessarily a conflict of interest. Under Article III, Section 2, a person who has a financial interest may have a conflict of interest only if the board of directors or the appropriate governing committee decides that a conflict of interest exists.

Duty to Disclose

In connection with any actual or possible conflict of interest, an interested person must disclose the existence of the financial interest and be given the opportunity to disclose all material facts to the directors and members of committees with board of directors delegated powers considering the proposed transaction or arrangement.

Determining Whether a Conflict of Interest Exists

After disclosure of the financial interest and all material facts, and after any discussion with the interested person, he/she shall leave the board of directors or committee meeting while the determination of a conflict of interest is discussed and voted upon. The remaining board or committee members shall decide if a conflict of interest exists.

Procedures for Addressing the Conflict of Interest

1. An interested person may make a presentation at the board of directors or committee meeting, but after the presentation, he/she shall leave the meeting during the discussion of, and the vote on, the transaction or arrangement involving the possible conflict of interest.

2. The chairperson of the board of directors or committee shall, if appropriate, appoint a disinterested person or committee to investigate alternatives to the proposed transaction or arrangement.

3. After exercising due diligence, the board of directors or committee shall determine whether the Organization can obtain with reasonable efforts a more advantageous transaction or arrangement from a person or entity that would not give rise to a conflict of interest.

4. If a more advantageous transaction or arrangement is not reasonably possible under circumstances not producing a conflict of interest, the board of directors or committee shall determine by a majority vote of the disinterested directors whether the transaction or arrangement is in the Organization’s best interest, for its own benefit, and whether it is fair and reasonable. In conformity with the above determination, it shall make its decision as to whether to enter into the transaction or arrangement.

Violations of the Conflict of Interest Policy

1. If the board of directors or committee has reasonable cause to believe a member has failed to disclose actual or possible conflicts of interest, it shall inform the member of the basis for such belief and afford the member an opportunity to explain the alleged failure to disclose.

2. If, after hearing the member’s response and after making further investigation as warranted by the circumstances, the board of directors or committee determines the member has failed to disclose an actual or possible conflict of interest, it shall take appropriate disciplinary and corrective action.

Records of Proceedings

The minutes of the board of directors and all committees with board delegated powers shall contain:

1. The names of the persons who disclosed or otherwise were found to have a financial interest in connection with an actual or possible conflict of interest, the nature of the financial interest, any action taken to determine whether a conflict of interest was present, and the board of directors’ or committee’s decision as to whether a conflict of interest in fact existed.

2. The names of the persons who were present for discussions and votes relating to the transaction or arrangement, the content of the discussion, including any alternatives to the proposed transaction or arrangement, and a record of any votes taken in connection with the proceedings.

Compensation

1. A voting member of the board of directors who receives compensation, directly or indirectly, from the Organization for services is precluded from voting on matters pertaining to that member’s compensation.

2. A voting member of any committee whose jurisdiction includes compensation matters and who receives compensation, directly or indirectly, from the Organization for services is precluded from voting on matters pertaining to that member’s compensation.

3. No voting member of the board of directors or any committee whose jurisdiction includes compensation matters and who receives compensation, directly or indirectly, from the Organization, either individually or collectively, is prohibited from providing information to any committee regarding compensation.

Annual statements

Each director, principal officer and member of a committee with board of directors’ delegated powers shall annually sign a statement which affirms such person:

1. Has received a copy of the conflicts of interest policy;

2. Has read and understands the policy;

3. Has agreed to comply with the policy; and

4. Understands the Organization is charitable and in order to maintain its federal tax exemption it must engage primarily in activities which accomplish one or more of its tax-exempt purposes.

Periodic reviews

To ensure the Organization operates in a manner consistent with charitable purposes and does not engage in activities that could jeopardize its tax-exempt status, periodic reviews shall be conducted. The periodic reviews shall, at a minimum, include the following subjects:

1. Whether compensation arrangements and benefits are reasonable, based on competent survey information and the result of arm’s length bargaining.

2. Whether partnerships, joint ventures, and arrangements with management organizations conform to the Organization’s written policies, are properly recorded, reflect reasonable investment or payments for goods and services, further charitable purposes and do not result in inurement, impermissible private benefit or in an excess benefit transaction.

Use of outside experts

When conducting the periodic reviews as provided for in Article VII, the Organization may, but need not, use outside advisors. If outside experts are used, their use shall not relieve the board of directors of its responsibility for ensuring periodic reviews are conducted.

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Introduction

Definitions

This document employs terms related to the DCDR Advocacy that can be found in the TIOF terminology.

For a structure of The IO Foundation, please visit

• The IO Foundation's Organizational Chart

• The IO Foundation's Organizational Taxonomy

About this document

This document, hereinafter the Policy, sets out the position maintained by TIOF in matters of Equality of Opportunities that you will need to be aware of while being a TIOF Member. You should familiarize yourself with it and comply with it at all times. Any questions you may have with regard to its contents or what you have to do to comply with it should be referred to your corresponding Team Human Resources Manager.

This Policy sets out TIOF's approach to equal opportunities and the avoidance of discrimination at work. It applies to all aspects of employment with us, including (although not limited to) recruitment, pay and conditions, training, appraisals, promotion, conduct at work, disciplinary and grievance procedures and termination of employment.

Any Member who breaches this Policy will face disciplinary action, which could result in dismissal for gross misconduct. Any non-employee who breaches this Policy may have their contract (or equivalent official relationship with TIOF) terminated with immediate effect.

Scope

This document directly applies to:

• All TIOF Members

This document indirectly applies to:

• All TIOF Contributors

The policies set out in this document apply to all TIOF Members unless otherwise indicated. They therefore apply to Members of the Boards (Directors, Advisers, Consultants), Employees, Volunteers and Interns; this is irrespective of their engagement type. They equally apply to all Contributors and will be used as part of the selection criteria when engaging with them.

This Policy applies within all TIOF Spaces, including (although not limited to) management activities, contributions or events; it and also applies when an individual is officially representing the organization in public spaces. Examples of representing the organization include (although not limited to) using an official e-mail address, posting via any official channel or acting as an appointed representative at an event.

Policy details

Equal opportunities statement

Discrimination

Members must not unlawfully discriminate against or harass other people including current and former TIOF Members or Contributors.

This applies in the workplace, outside the workplace (when dealing with customers, suppliers or other work-related contacts) and on work-related trips or events, including social events.

The following forms of discrimination are prohibited under this Policy and are unlawful:

• Direct discrimination: treating someone less favorably because of a given personal characteristic dimension.

• Indirect discrimination: a provision, criterion or practice that applies to everyone but adversely affects people with a particular personal characteristic dimension more than others and is not justified.

• Retaliation: treating someone that has complained or has supported someone else's complaint about discrimination or harassment less favorably. Harassment is dealt with further in our Anti-harassment and Anti-Bullying Policy.

Recruitment and selection

Recruitment, promotion and other selection exercises such as redundancy selection will be conducted exclusively on the basis of merit and strictly following objective criteria that avoid discrimination. Shortlisting should be done by more than one person if possible.

Applicants should not be asked questions which might suggest an intention to discriminate on the grounds of any given personal characteristic dimension. Should the question be unavoidable, it must be done on the grounds of examining options to overcome observed difficulties.

Applicants should not be asked about health or disability before a position offer is made, except in the very limited circumstances allowed by law: for example, to check that the applicant could perform an intrinsic part of the position (taking account of any reasonable adjustments) or to see if any adjustments might be needed at the interview because of a disability.

Disabilities

If you are disabled or become disabled, we encourage you to tell us about your condition so that we can consider what reasonable adjustments or support may be appropriate.

In any case, this is not mandatory unless the disability affects your ability to perform your responsibilities as described in your Engagement Document.

Part-time and fixed-term work

Part-time and fixed-term Members should be treated the same as comparable full-time or permanent Members and enjoy no less favorable terms and conditions (on a pro-rata basis where appropriate), unless different treatment is (and must be) justified.

Breaches of this Policy

Serious cases of deliberate discrimination may amount to gross misconduct resulting in dismissal.

If you believe that you have suffered discrimination you can raise the matter through our Grievance Procedures.

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Introduction

Definitions

This document employs terms related to the DCDR Advocacy that can be found in the TIOF terminology.

For a structure of The IO Foundation, please visit

• The IO Foundation's Organizational Chart

• The IO Foundation's Organizational Taxonomy

About this document

This document, hereinafter the Policy, sets out the position maintained by TIOF in matters of Data Privacy and Data Protection that you will need to be aware of while being a TIOF Member. You should familiarize yourself with it and comply with it at all times. Any questions you may have with regard to its contents or what you have to do to comply with it should be referred to your corresponding Team Human Resources Manager.

Any Member who breaches this Policy will face disciplinary action, which could result in dismissal for gross misconduct. Any non-employee who breaches this Policy may have their contract (or equivalent official relationship with TIOF) terminated with immediate effect.

Scope

This document directly applies to:

• All TIOF Members

This document indirectly applies to:

• All TIOF Contributors

The policies set out in this document apply to all TIOF Members unless otherwise indicated. They therefore apply to Members of the Boards (Directors, Advisers, Consultants), Employees, Volunteers and Interns; this is irrespective of their engagement type. They equally apply to all Contributors and will be used as part of the selection criteria when engaging with them.

This Policy applies within all TIOF Spaces, including (although not limited to) management activities, contributions or events; it and also applies when an individual is officially representing the organization in public spaces. Examples of representing the organization include (although not limited to) using an official e-mail address, posting via any official channel or acting as an appointed representative at an event.

Policy details

Data Privacy and Personal Privacy Interest statement

Definitions

• Personal Data: Any information related to an identified or identifiable natural person.

• Processing: Any operation or set of operations performed on personal data, such as collection, storage, use or disclosure.

• Data Subject: A natural person whose personal data is processed by the organization.

• Data Controller: The entity that determines the purposes and means of the processing of personal data.

• Data User: An individual or entity, including TIOF Members, TIOF Collaborators or any other third parties, who is authorized by the organization to access, use or process personal data in line with the purposes defined by the Data Controller. Data Users must handle personal data in compliance with this policy, relevant laws and the instructions provided by the Data Controller to ensure the privacy and security of the data.

• Data Processor: The entity that processes personal data on behalf of the Data Controller.

Principles of Data Processing

The IO Foundation adheres to the following principles for the lawful, fair and transparent processing of personal data:

• Lawfulness, Fairness and Transparency: Personal data is processed lawfully, fairly and in a transparent manner with respect to the data subject.

• Purpose Limitation: Personal data is collected for specified, explicit and legitimate purposes, strictly for the advancement and achievement of its advocacy, and is not further processed in a manner incompatible with those purposes.

• Data Minimization: Only data that is necessary for the specified purposes is collected.

• Accuracy: The organization ensures personal data is accurate and kept up-to-date. Inaccurate data is erased or rectified without delay.

• Storage Limitation: Personal data is retained only for as long as necessary for the purposes for which it was collected. The data subjects are entitled to access and deletion of their data at any given time upon request.

• Integrity and Confidentiality: Personal data is processed securely, ensuring protection against unauthorized or unlawful processing and accidental loss, destruction or damage.

• Accountability: The organization is responsible for demonstrating compliance with data protection laws and this policy.

Lawful Bases for Processing

The IO Foundation will only be process Personal data if at least one of the following legal bases applies:

• Consent: The data subject has given explicit consent for the processing of their personal data for one or more specific purposes.

• Contractual Necessity: Processing is necessary for the performance of a process to which the data subject is a party or to take pre-contractual steps at the request of the data subject.

• Legal Obligation: Processing is necessary to comply with a legal obligation to which the the organization is subject.

• Vital Interests: Processing is necessary to protect the vital interests of the data subject or another person.

• Public Interest: Processing is necessary for the performance of a task carried out in the public interest.

• Legitimate Interests: Processing is necessary for the purposes of the legitimate interests pursued by the organization or a third party, except where such interests are overridden by the interests or fundamental rights and freedoms of the data subject.

Rights of Data Subjects

Data subjects have the following rights regarding their personal data:

• Right to Access: Data subjects have the right to request and obtain confirmation as to whether personal data concerning them is being processed, and if so, to access the data and information about the processing.

• Right to Rectification: Data subjects have the right to request the correction of inaccurate personal data or completion of incomplete data.

• Right to Erasure (Right to be Forgotten): Data subjects can request the deletion of their personal data in certain circumstances, such as when the data is no longer necessary for the purposes for which it was collected.

• Right to Restrict Processing: Data subjects can request the restriction of processing under specific conditions.

• Right to Data Portability: Data subjects have the right to receive their personal data in a structured, commonly used and machine-readable format and have the right to transmit that data to another controller.

• Right to Object: Data subjects have the right to object to the processing of their personal data based on legitimate interests or public interest, including profiling.

• Right to Withdraw Consent: If personal data is processed based on consent, the data subject has the right to withdraw consent at any time without affecting the lawfulness of the processing based on consent before its withdrawal.

Data Collection and Processing

The IO Foundation collects personal data in the following ways:

• Directly from the Data Subject: Through registration forms, surveys, applications, email or other direct interactions.

• Automatically: Through the use of cookies or other tracking technologies on our website and other platforms.

• Third Parties: Where lawful, personal data may be obtained from third-party sources for specific purposes (e.g., partnerships, publicly available data).

The data collected may include:

• Personal Identification Information:

  • Full name, address, phone number, email address, date of birth and sex.

  • Identification numbers such as passport number, national identification card or driver’s license.

• Professional Information:

  • Employment details such as job title, employer, work address and work contact information.

  • Professional qualifications, resumes or work experience where relevant (e.g., for volunteers or job applicants).

• Financial Information:

  • Bank account details, payment card numbers or other financial information where necessary for processing donations, grants or disbursements.

  • Tax identification numbers for regulatory or reporting purposes.

• Demographic Information:

  • Information related to nationality and language preferences when relevant for the organization’s operations or for delivering culturally appropriate services and information.

• Sensitive Personal Data:

  • Data such as health information, disability status, religious or philosophical beliefs or other sensitive categories of data when necessary for providing specific services (for example when organizing events), complying with legal requirements or safeguarding individual rights.

• Location Data:

  • IP addresses or geographic location data collected through interactions with our website or other platforms to improve service delivery, analytics relevant to the organization's advancement and achievement of its advocacy and provide region-specific content.

• Technical Information:

  • Device type, operating system, browser type and browsing behavior (e.g., pages visited, links clicked among others) gathered automatically through cookies and other appropriate tracking technologies.

• Communication Data:

  • Records of communications with our organization, including emails, phone calls and any other interaction or correspondence made via our website, social media or other official communication channels.

• Survey or Feedback Data:

  • Responses to surveys, questionnaires, feedback forms or program evaluations conducted to assess the impact of our activities or improve future operations.

• Volunteer and Event Data:

  • Information provided by individuals who register for the organization's events, participate in programs or offer volunteer services, including availability, skillsets and preferences for activities.

• Photographs, Audio, and Video Data:

  • Media files such as photographs, video recordings or audio files, which may be collected during events, workshops or other activities, with explicit consent for specific purposes.

Data Retention

The IO Foundation retains personal data only for as long as necessary to fulfill the purposes for which it was collected, in line with legal, regulatory or contractual obligations and observing at all times the provisions detailed in this policy. Upon expiration of the retention period, personal data will be securely deleted, anonymized or archived in compliance with applicable laws.

Data Security

The IO Foundation implements appropriate technical and organizational measures to protect personal data from unauthorized access, misuse, alteration or destruction. These measures include:

• Encryption of personal data whenever technically possible

• Access controls to limit data access to authorized TIOF Members only

• Regular security audits and reviews

• Employee training on data privacy and security best practices

Data Transfers

Personal data may be transferred to countries outside the European Economic Area (EEA), the United States and Malaysia. Where such transfers occur, the organization ensures that appropriate safeguards are in place, such as Standard Contractual Clauses (SCCs) or other lawful mechanisms, to protect the data in accordance with applicable laws.

Data Breach Notification

In the event of a data breach, on the part of the organization or one of its applicable data controllers, data users or data processors, that poses a risk to the rights and freedoms of data subjects as detailed in this policy, the organization will notify the relevant supervisory authorities without undue delay and, where required, the affected individuals. Data breach notifications will be made in accordance with applicable data protection laws, including GDPR, U.S. law, Malaysia’s PDPA and any other applicable jurisdiction.

Data Processors

When engaging third-party data processors to process personal data on its behalf, the organization will ensure that these processors comply with applicable data protection laws and adhere to this policy.

Children’s Privacy

The IO Foundation does not knowingly collect personal data from children under the age of 13 (in the U.S.) or under the relevant age of consent as defined by applicable local laws without verifiable parental consent. Should the organization discover that it has inadvertently collected data from a child without consent, it will take steps to delete such data promptly.

Changes to this Policy

The IO Foundation reserves the right to amend this policy at any time to ensure continued compliance with applicable laws. Any significant changes to this policy will be communicated to data subjects through appropriate means, including website updates or direct communication where applicable.

Contact Information

For any questions, concerns, or requests related to this policy or the processing of personal data, please contact The IO Foundation via email to: [email protected]

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Introduction

Definitions

This document employs terms related to the DCDR Advocacy that can be found in the TIOF terminology.

For a structure of The IO Foundation, please visit

• The IO Foundation's Organizational Chart

• The IO Foundation's Organizational Taxonomy

About this document

This document, hereinafter the Policy, sets out the position maintained by TIOF in matters of Sickness Absence that you will need to be aware of while being a TIOF Member. You should familiarize yourself with it and comply with it at all times. Any questions you may have with regard to its contents or what you have to do to comply with it should be referred to your corresponding Team Human Resources Manager.

This Policy sets out TIOF's approach to the necessary arrangements for sick pay and for reporting and managing sickness absence.

Any Member who breaches this Policy will face disciplinary action, which could result in dismissal for gross misconduct. In particular, abuse of sickness absence, including failing to report absence or falsely claiming sick pay will be treated as misconduct under our Disciplinary Procedures. Any non-employee who breaches this Policy may have their contract (or equivalent official relationship with TIOF) terminated with immediate effect.

Scope

This document directly applies to:

• All TIOF Members

This document indirectly applies to:

• All TIOF Contributors

The policies set out in this document apply to all TIOF Members unless otherwise indicated. They therefore apply to Members of the Boards (Directors, Advisers, Consultants), Employees, Volunteers and Interns; this is irrespective of their engagement type. They equally apply to all Contributors and will be used as part of the selection criteria when engaging with them.

This Policy applies within all TIOF Spaces, including (although not limited to) management activities, contributions or events; it and also applies when an individual is officially representing the organization in public spaces. Examples of representing the organization include (although not limited to) using an official e-mail address, posting via any official channel or acting as an appointed representative at an event.

Policy details

Sickness Absence statement

Reporting when you are sick

If you cannot attend work because you are sick or injured you should communicate it as early as possible and no later than 30 minutes after the time when you are normally expected to start work to:

• your corresponding Team Manager, or

• your corresponding Team Human Resources Manager, or

• a fellow TIOF Member who will be able to forward the communication to any of the above.

The Channels to communicate must be:

• Telephone

• Email

• TIOF's Slack workspace

Evidence of incapacity

You must complete a self-certification form for sickness absence of up to seven calendar days.

For any absence of more than a week you must obtain a certificate from your doctor stating that you are not fit for work; said certificate will have to clearly indicate the reason for such decision. You must also complete a self-certification form to cover the first seven days. If absence continues beyond the expiry of a certificate, a further certificate must be provided.

If your doctor provides a certificate stating that you "may be fit for work" you must inform us immediately. We will hold a discussion with you about how to facilitate your return to work, taking into account of your doctor's advice. If appropriate measures cannot be taken, you will remain on sick leave and we will set a date for a review.

Statutory sick pay

UK Members

You may be entitled to Statutory Sick Pay (SSP) if you satisfy the relevant statutory requirements. Qualifying days for SSP are Monday to Friday, or as set out in your Engagement Document. The rate of SSP is set by the government in April each year. No SSP is payable for the first three consecutive days of absence, it starts on the fourth day of absence and may be payable for up to 28 weeks.

Other jurisdictions

This section will be updated as we gather the necessary information for missing jurisdictions.

Return-to-work interviews

After a period of sick leave we may hold a return-to-work interview with you. The purposes may include:

• ensuring you are fit for work and agreeing any actions necessary to facilitate your return;

• confirming you have submitted the necessary certificates;

• updating you on anything that may have happened during your absence;

• raising any other concerns regarding your absence record or your return to work.

Managing long-term or persistent absence

The following paragraphs set out our procedure for dealing with long-term absence or where your level or frequency of short-term absence has given us cause for concern. The purpose of the procedure is to investigate and discuss the reasons for your absence, whether it is likely to continue or recur, and whether there are any measures that could improve your health and/or attendance. We may decide that medical evidence, or further medical evidence, is required before deciding on a course of action.

We will notify you in writing of the time, date and place of any meeting, and why it is being held. We will usually give you a week's notice of the meeting.

You may bring a companion to any meeting or appeal meeting under this procedure. Your companion may be either a trade union representative or a colleague, who will be allowed reasonable paid time off from duties to act as your companion.

If you or your companion cannot attend at the time specified you should let us know as soon as possible and we will try, within reason, to agree an alternative time.

If you have a disability, we will consider whether reasonable adjustments may need to be made to the sickness absence meetings procedure, or to your role or working arrangements.

Medical examinations

We may ask you to consent to a medical examination by a doctor or occupational health professional or other specialist nominated by us (at the organization's expense).

You will be asked to agree that any medical report produced may be disclosed to us and that we may discuss the contents of the report with the specialist and with our advisers. All medical reports will be kept confidential and held in accordance with our Data Protection Policy.

Initial sickness absence meeting

The purposes of a sickness absence meeting (or meetings, should it be deemed necessary) will be to

• discuss the reasons for your absence,

• how long it is likely to continue,

• whether it is likely to recur,

• whether to obtain a medical report and

• whether there are any measures that could improve your health and/or attendance.

In cases of long-term absence, we may seek to agree a return-to-work programme, possibly on a phased basis.

In cases of short-term, intermittent absence, we may set a target for improved attendance within a certain timescale.

If matters do not improve

If, after a reasonable time, you have not been able to return to work or if your attendance has not improved within the agreed timescale, we will hold a further meeting (or meetings, should it be deemed necessary). The organization will seek to establish whether the situation is likely to change, and may consider redeployment opportunities at that stage. If it is considered unlikely that you will return to work or that your attendance will improve within a short time, we may give you a written warning that you are at risk of dismissal. We may also set a further date for review.

Final sickness absence meeting

Where you have been warned that you are at risk of dismissal, and the situation has not changed significantly, we will hold a meeting to consider the possible termination of your employment.

Appeals

You may appeal against the outcome of any stage of this procedure. If you wish to appeal you should set out your appeal in writing to your corresponding Team Human Resources Manager, stating your grounds of appeal, within one week of the date on which the decision was sent or given to you.

If you are appealing against a decision to dismiss you, we will hold an appeal meeting, normally within two weeks of receiving the appeal. This will be dealt with impartially and, where possible, by someone who has not previously been involved in the case.

We will confirm our final decision in writing, usually within one week of the appeal hearing.

The date that any dismissal takes effect will not be delayed pending the outcome of an appeal. However, if the appeal is successful, the decision to dismiss will be revoked with no loss of continuity or pay.

The organization

The challenges

Our Values

The IO Foundation embraces the following values to drive its mission:

Our Guiding Principles

The IO Foundation's work is guided by the following Guiding Principles:

Our Network

Our Governance

Our Initiatives

The IO Foundation organizes its work around a set of Initiatives, each of them designed to bring about the changes in the tech ecosystem that shall protect the final user by design.

Our Work

Our Partners

Across the years, The IO Foundation has partnered and collaborated with global and regional organizations, ranging from government agencies, universities, standards developing organizations (SDOs) and other NGOs.

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About

This section provides all the information about how The IO Foundation finances its advocacy and operations.

The organization actively attempts to balance traditional means of funding (donations, grants) with offering its own products and services aligned with its Data-Centric Digital Rights (DCDR) advocacy.

Funding streams

In accordance to its Resource Mobilization and Allocation policy, The IO Foundation accepts resources from a variety of sources, categorized into streams, that are consistent with its Mission, Vision, Values and Guiding Principles. The following are the recognized types of resource mobilization streams:

Unrestricted and Restricted resources

In accordance to its Finance Policy, The IO Foundation categorizes all mobilized resources into two distinct categories:

Budgeting

The IO Foundation establishes every season an budget plan for the upcoming season.

Budget plans are not currently made public (although it is on our roadmap) due to resource constraints.

Nonetheless, you can consult the organization's Annual Reports which are public.

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Engaging the correct stakeholders

In the efforts to ensure that technology is designed and build in ways that are protective of citizens and their digital twins, the most important actor is largely non-engaged: Technologists.

They are the people tasked to architect and build the technology everyone is so much concerned about and yet they occupy, on a practical level, a marginal space in the whole conversation.

Challenges

TIOF has identified the following challenges:

Supporting the NextGen Rights Defenders

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Supporting TIOF

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Introduction

About

This document describes all the elements that conform The IO Foundation's organization identity (aka Branding Guidelines) and their usage rules on any generated content, by either TIOF Members, Contributors or any other third parties.

It is a reference document to which all TIOF productions, either for internal or external use, must refer and adhere.

You should familiarize yourself with this it and comply with it at all times. Any questions you may have with regard to its contents or what you have to do to comply with it should be referred to the corresponding Team Comms Manager.

Concepts

Name

The following forms are authorized when referring to The IO Foundation:

Mission & Vision

The following are the official formulations of The IO Foundation's Mission & Vision:

Mission: To promote, protect and provide solutions for Data-Centric Digital Rights.

Vision: A world where Human Rights and Data-Centric Digital Rights are one and the same.

Values

The IO Foundation embraces the following values to drive its mission:

The advocacy

The IO Foundation's advocacy is called Data-Centric Digital Rights. The following forms are to be used internally in TIOF and highly encouraged when referring to the advocacy:

About the DCDR advocacy

Data-Centric Digital Rights advocates to establish the necessary technical standards to transparently protect citizen's digital twins and enable technologists to create better and safer digital societies through embracing their role as NextGen Rights Defenders.

Iconography

While there is currently no agreed-upon iconography for the Data-Centric Digital Rights, The IO Foundation uses the following assets: [WIP]

DCDR Principles

TIOF Members

The following is the official information about the Humans composing The IO Foundation.

You can also check the TIOF's Organization Chart.

Contents

Descriptions

The following are the official definitions to be used when describing or referencing The IO Foundation and its DCDR advocacy. A number of variations are provided in an attempt to fit different character limitations.

Full version

The IO Foundation (TIOF) is a global for-impact NGO advocating for Data-Centric Digital Rights. Born from a fundamental concern about the state of technology in the world, its mission is to Promote, protect and provide solutions for Data-Centric Digital Rights, thus enabling the implementation of better and safer digital societies.

As data becomes an increasingly powerful economic, political, and social force, programmers are emerging as the next generation of Human and Digital Rights defenders.

Following its vision of A world where Human Rights and Digital Rights are one and the same, TIOF aims to raise awareness of the importance of Data-Centric Digital Rights in collaboration with all stakeholders ranging from programmers, bodies of governance, civil society and corporate.

Mini version (under 300 characters)

The IO Foundation (TIOF) is a global for-impact NGO advocating for Data-Centric Digital Rights to establish a more solid approach to Rights from a technical standards perspective and to raise awareness on the critical role of programmers as the Next Generation of Human and Digital Rights defenders.

Micro version (under 160 characters)

TIOF is a for-impact NGO advocating for Data-Centric Digital Rights aiming to establish a more solid approach to Rights from a technical standards perspective.

Nano version (under 100 characters)

The IO Foundation is a global for-impact NGO advocating for Data-Centric Digital Rights (DCDR).

Logos

The following are the official logos for The IO Foundation.

Fonts (typeface)

The official font for The IO Foundation content is Montserrat.

Color palette

The following are the official colors composing The IO Foundation's color palette.

QR Codes

The following are the official QR Codes to link The IO Foundation's online resources.

#Tags

The following are the official #Tags used by The IO Foundation in all of its Channels.

• #TheIOFoundation (or #TIOF)

• #Data-Centric-Digital-Rights (or #DCDR)

• #HeyBigTech

• #DhathamHouseRule

• #RightsTech

Official Channels

The following are the official, sanctioned, Media Channels used by The IO Foundation for its outreach actions.

Official Website

The following is the official website for The IO Foundation and its initiatives.

Official Documentation

The following is the official documentation site for The IO Foundation and its initiatives.

URL Shorteners

The following are the official URL shortener domains used by The IO Foundation.