-------- Forwarded Message --------
Subject: 	Response for WS2 Sub Group on Staff Accountability.
Date: 	Sat, 4 Feb 2017 16:47:37 +0000
From: 	Karen Mulberry <karen.mulberry@icann.org>
To: 	avri doria <avri@acm.org>, Jordan Carter
<jordan@internetnz.net.nz>, ws2-diversity@icann.org
<ws2-diversity@icann.org>
CC: 	León Felipe Sánchez Ambía <leonfelipe@sanchez.mx>, Mathieu Weill
<mathieu.weill@afnic.fr>, Thomas Rickert (thomas@rickert.net)
<thomas@rickert.net>

Dear CCWG Accountability WS2 Subgroup on Staff Accountability,

Please find attached here policies which relate to staff’s
accountability.  These will be posted shortly on _ICANN.org_ for broader
community access.

These policies are:

·         Anonymous Hotline

·         Confidentiality

·         Conflict of Interest

·         Employee Conduct & Work Rules

·         Equal Employment

·         Fraud

·         Open Door

·         Outside Business Interests

·         Prohibition of Workplace Harassment

The ICANN CEO is responsible at the overall level for the ICANN
organization staff member’s accountability, as noted in prior responses
as well. In relation to staff accountability, there are many ways that
ICANN holds staff accountable to these employment policies. Adherence to
these policies is a fundamental expectation underlying the work of every
ICANN Organization Staff member. 

As to adherence, ICANN Organization’s management, led by the CEO, is
responsible for managing all staff members’ adherence to policies.  The
policies themselves set out reporting chains, and investigatory
processes that are each followed.  There are multiple ways to ensure
adherence and it is through the management chain, and well-established
Human Resource practices, that potential violations from the policies
are reported and investigated.  The Complaints Officer, once
established, could serve an important role in identifying violations of
employment policies.  Under ICANN’s new Bylaws, the community’s ability
to directly hold staff accountable are also enhanced, through the
availability of a broadened IRP and Reconsideration.  While the Office
of the Ombudsman does not have jurisdiction over HR matters, community
complaints of unfairness of staff members can be taken to the Ombudsman. 

In addition, as the policies also identify issues that could result in
violations of laws, the applicable legal systems and California Attorney
General also could reach ICANN organization staff member conduct.  ICANN
is governed by California laws and regulations, U.S. Federal laws and
regulations (including laws related to ICANN’s tax exempt status), law
and regulations of other places that it has employees, and is guided by
best practices under those schemes.

All staff members are regularly informed of staff policies through the
annual confirmation process, training programs and intranet blogs, as
well as at any point when an issue or question is raised that addresses
one of the policies. Employment policies are always available to staff
through ICANN’s intranet.

We hope the information is helpful. The point person for future
questions on human resources is Diane Schroeder, who is happy to
participate on sub-group team calls if requested.

/Karen Mulberry/

Multistakeholder Strategy and Strategic Initiatives (MSSI)

ICANN

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