The CTC Code of Conduct
The standards of behavior expected from every member organization, Community Representative, and participant of Cebu Tech Communities — and the definitive standard for evaluating Misconduct.
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How to read this portal
The Code now runs to seven articles. They're laid out in full below (V7). After the ratified text, a short section notes what V7 changed versus earlier drafts, and the remaining proposals it didn't adopt.
The Code is the yardstick for Misconduct.
Under By-Laws §2.3, a violation of this Code is Misconduct. V7 rewrote it in a Contributor-Covenant style — ratifying much of what earlier drafts had only proposed (harassment definition, scope, retaliation, interim measures, an enforcement scale).
Art. 1 Purpose, Commitment & Scope
Purpose (§1.1). The Code sets the standards of behavior expected from all member organizations, Community Representatives, and participants — operationalizing the six Core Values and serving as the definitive standard for evaluating Misconduct under By-Laws §2.3. Its goal is an open, welcoming, diverse, inclusive, safe, and healthy community across Cebu's tech ecosystem.
Our Commitment (§1.2 · new in V7)
CTC pledges a harassment-free and inclusive experience for everyone, and to act in ways that keep the community free of discrimination and harassment — regardless of:
age · body size · visible or invisible disability · neurodiversity · ethnicity · race · color · national or social origin · sex · sex characteristics · gender identity and expression · sexual orientation · religion or belief · socioeconomic status · geographic location within or beyond Cebu · level of experience or education · personal appearance · pregnancy and family status.
Scope (§1.3)
Who it binds
- All Community Organizations, Representatives, and Full & Incubatee Members.
- All Executive Board members, Committee Leads, committee members, volunteers, organizers, speakers, sponsors, and exhibitors.
- Anyone while representing CTC in public — in person or online.
Where it applies
- All CTC-organized or affiliated Activities — venues, session rooms, hallways, social gatherings, and related areas.
- All official channels, forums, mailing lists, chat servers, repositories, social accounts, and any CTC-administered platform.
V7 settled the earlier “personal vs. CTC capacity” question by defining scope directly: the Code reaches conduct whenever a person is in a CTC space or is representing CTC.
Art. 2 Expected Standards of Conduct
Expected Behaviors (§2.2 · new in V7)
- Demonstrate empathy, kindness, and respect toward others.
- Respect differing opinions, viewpoints, and experiences.
- Give and gracefully accept constructive feedback.
- Accept responsibility, apologize for mistakes, and learn.
- Focus on what's best for the whole community.
- Use welcoming, inclusive language — online and in person.
- Speak up or seek help when witnessing conduct that conflicts with this Code.
The six Core Values remain the backbone (§2.3–2.8):
Give First
- Contribute value, mentorship, and support without expecting transactional returns.
Innovation
- Promote creative solutions; encourage respectful exchange and responsible experimentation.
Integrity
- Act honestly and ethically; disclose conflicts of interest; represent CTC accurately.
Collaboration
- Cooperate and share resources; respect each org's autonomy and focus.
Inclusive Empowerment
- Keep a respectful, welcoming, safe environment; refrain from gatekeeping.
Sustainability
- Support the long-term health of CTC; conduct Activities without harming the ecosystem.
Art. 3 Prohibited Conduct
V7 replaced the thin V6 list with a detailed, enforceable definition. All of the following are Misconduct under By-Laws §2.3.
§3.1 Harassment
Harassment includes, but is not limited to:
- Offensive, demeaning, or discriminatory comments tied to any characteristic in §1.2, or other exclusionary behavior.
- Deliberate intimidation, stalking, or following — in person or online.
- Harassing photography or recording, or logging/screenshotting someone's activity to harass.
- Sustained disruption of meetings, talks, Activities, or online discussions.
- Unwelcome sexual attention or advances; sexualized language or imagery in CTC spaces.
- Unwanted physical contact or simulated physical contact.
- Threats or incitement of violence, including encouraging self-harm.
- Doxxing — publishing, or threatening to publish, private information without consent.
- Publishing private communications without consent.
- Advocating for or encouraging any of the above.
- Continued one-on-one contact after a request to stop.
A person asked to stop harassing behavior must comply immediately. Harassment does not include respectful disagreement or good-faith, considerate feedback.
§3.2 Other Unacceptable Behavior
- Insults, personal attacks, demeaning jokes, trolling, or derogatory comments — public or private.
- Microaggressions and subtle disrespect or exclusion.
- Creating multiple or false identities, or evading a suspension or ban.
- Conduct that would be inappropriate in a professional setting.
§3.3 Organizational & Network Violations
- Unauthorized commercial exploitation of the CTC network, member lists, or channels.
- Misrepresentation of CTC or of an org's nature, non-profit status, or independence.
- Financial impropriety — misuse of funds, assets, sponsorships, or resources.
- Abuse of authority — leveraging a role for personal, professional, or corporate advantage.
§3.4 Retaliation
Retaliation against anyone who, in good faith, reports a violation, supports a reporter, or takes part in an investigation is itself a serious violation of this Code.
Art. 4 Reporting
How to report (§4.1)
- Report to the Membership Committee for review and investigation.
- Use the secure Whistleblower Form or the designated point of contact.
- During an Activity, report directly to organizers or EB members present — identifiable to participants.
- Witnesses are encouraged to report, whether or not they're the target.
What to include (§4.2)
To the extent possible: who was involved, what happened, the date, time, and location or platform, any witnesses, and supporting evidence — to enable a swift, fair review.
Confidentiality (§4.3 · new)
Reports are handled discreetly. The reporter's and involved parties' identities are kept confidential to the extent consistent with a fair investigation and the accused's due-process rights.
Conflicts of interest (§4.4 · new)
Anyone handling a report who has a conflict — or is a subject of it — must recuse and be replaced, per By-Laws §2.4.2(c) and §5.2.1.1.
Art. 5 Enforcement & Due Process
The Membership Committee is the investigative body and ensures every case follows the By-Laws' due-process provisions (§5.1); the accused gets a minimum of 14 days to respond.
Interim & activity-level measures (§5.2 · new)
To protect participants, organizers and EB members present at an Activity may take immediate, reasonable measures — warning or removing someone whose conduct violates the Code — pending full review. The EB may likewise impose interim measures during an investigation, without prejudice to due process.
Enforcement scale (§5.3 · new)
Consequences are proportional to the nature, severity, and pattern of the violation — generally escalating, though the Board may impose more serious consequences at once where warranted:
Correction
A private, informal request to stop, or a written clarification of the violation.
Warning
A formal written warning, with stated consequences for continued behavior.
Restriction / Suspension
A time-limited restriction on, or suspension from, channels, Activities, or rights.
Removal / Expulsion
Permanent removal of a Representative, or expulsion of an organization.
Art. 6 Penalties
Penalties are applied proportionally, distinguishing an individual's action from an organization's, per By-Laws §2.3.
Individual Misconduct
- Formal written warning (EB)
- Suspension from all channels & Activities, ≤1 year (2/3 EB)
- Permanent removal as a Representative (2/3 EB) — org appoints a replacement
Organizational Misconduct
- Suspension of voting rights & privileges, ≤1 year (2/3 EB)
- Full expulsion from CTC, per By-Laws §2.4
Art. 7 Miscellaneous Provisions
Good-Faith Reporting (§7.1)
Report in good faith. Filing maliciously false or retaliatory reports is itself Misconduct.
No Retaliation (§7.2 · new)
No one shall suffer disadvantage, reprisal, or retaliation for a good-faith report or for taking part in an investigation.
Relationship to the By-Laws (§7.3)
A legally binding annex; where it conflicts with the By-Laws, the By-Laws prevail.
Amendments (§7.4)
Amendable only via the By-Law amendment process — a Supermajority Vote under a Supermajority GA Quorum.
Procedures — following the Code, and consequences for breaking it
These are proposed, step-by-step procedures: one track for staying compliant, one for what happens — with who acts and by when — when the Code is broken.
Why this is still useful after V7
V7 added the missing reporting channels, interim measures, and an escalation scale (§4–5) — but still leaves the fine detail undefined: intake timelines, notice mechanics, decision gates, appeal handling, and records. These drafts fill that operational gap, using the timelines and thresholds already in the By-Laws.
Track A · Following the Code
What every organization & Representative actually does to stay compliantAcknowledge on entry
Each Community Representative reads and formally acknowledges the Code when their org is admitted or when they are newly seated as a Representative.
Re-affirm at renewal
At the Q1 Annual Membership Renewal, each Full Member re-affirms the Code on behalf of its current Representatives.
Disclose conflicts early
When a sponsorship or professional affiliation overlaps with community duties, disclose it in writing before participating in the affected decision. Logged in a standing COI register.
Raise concerns informally first
For minor friction, raise it directly or ask a neutral Committee member to facilitate — before it becomes a formal case. Reserved for non-serious matters (not harassment or safety).
Report when it's serious
Use the secure Whistleblower Form for anything serious. Include what happened, when, and any evidence. Confidential and protected from retaliation.
Cooperate with review
If asked, respond honestly and on time. Retaliating against a reporter or witness is itself a violation.
Track B · When the Code is broken
The end-to-end disciplinary procedure, with roles & timelinesIntake
A report arrives via the Whistleblower Form. The Committee logs it and acknowledges receipt.
Screening & triage
Confirm the matter is within the Code's scope, then assess a provisional severity tier (Minor / Serious / Severe). Conflicted committee members recuse.
Interim measures (if needed)
Where there is a credible safety risk, a time-capped, non-punitive precautionary suspension may be imposed pending the outcome. Lapses automatically if no decision is reached.
Notice to the respondent
The accused receives the substance of the allegation (what, when, where) and the chance to respond in writing or at a hearing — reporter identity shielded unless disclosure is essential to a fair defense.
Investigation & finding
Gather evidence, interview parties, and weigh it against the standard of proof — preponderance of the evidence (clear & convincing for expulsion).
Recommendation
The Committee presents its findings and a recommended penalty — matched to the severity tier — to the Executive Board.
Adjudication
The Board decides. A warning is by simple Board action; a suspension or removal of a Representative needs a 2/3 Supermajority of the Board; expulsion needs 2/3 of the Board plus confirmation by the General Assembly.
Notice of decision
A written decision issues to the parties, stating the grounds, the penalty, the effective date, and the right to appeal.
Appeal
A suspended or penalized party may appeal to the General Assembly, which may affirm or overturn by the applicable vote.
Closure & records
The outcome is recorded in a confidential disciplinary register kept by the Secretary, and any lifted interim measures are reversed. Repeat offenses reference the record as an aggravating factor.
Who does what
| Role | Responsibility in the process |
|---|---|
| Reporter (any member) | Raises the concern in good faith; cooperates with the review. Protected from retaliation. |
| Membership Committee | Intake, screening, investigation, and recommendation. The investigative body — not the decider. |
| Respondent | The accused Representative or organization. Entitled to notice, ≥14 days, and a fair chance to respond. |
| Executive Board | Adjudicates, sets the penalty, and may impose interim measures. Conflicted members recuse. |
| General Assembly | Confirms expulsions and hears appeals. |
| Secretary | Keeps the confidential disciplinary register and the COI register. |
Timelines shown are proposed defaults drawn from the By-Laws (the 14-day defense window is fixed by §2.5.2(b); the 30-day appeal by §2.3.5). The others are new and open for the membership to set.
Power, Money & Ill Intent
V7 did not adopt these. The adversarial behaviors most corrosive to a community — coercion, manipulation, theft beyond funds, self-dealing, and financial crime — remain unnamed or buried inside "abuse of authority" and "financial impropriety." And the enforcement process, even with V7's new interim measures and escalation scale, still says nothing about handling a suspected crime. These proposals are kept here for a future revision.
Conduct the Code still doesn't name
Each card notes what V7 covers, then proposes the missing prohibitions. All remain drafts for discussion.
Power dynamics & coercion
Partial · §3.1(e)- Coercion & undue influence — using authority, seniority, or leverage to pressure a member into acts, votes, or favors; quid-pro-quo ("do this or lose access/opportunity").
- Favoritism, cronyism & nepotism — steering roles, funds, or endorsements by loyalty or relationship rather than merit.
- Exploiting a power imbalance — a leader or mentor leveraging authority over a dependent member for personal, financial, or romantic benefit; consent given under such imbalance is suspect.
Manipulation & deception
Not addressed- Manipulation & coercive control — deliberate deception, gaslighting, or emotional pressure to steer a member's decisions.
- Governance manipulation — vote-buying, ballot manipulation, collusion, packing meetings, or gaming quorum/notice rules to engineer an outcome.
- Social engineering — deceiving members or staff to obtain access, credentials, data, or funds.
Theft & misappropriation
Partial · §3.1(d) funds only- Theft of property — taking or converting CTC or member assets, equipment, or services without authorization — not just shared funds.
- IP & credit theft — passing off others' work, ideas, code, or content as one's own; claiming credit for collective work; plagiarism.
- Data & access theft — stealing member data, credentials, or access (overlaps Impersonation & Misuse of Member Data).
Ill intent & personal gain
Partial · §3.1(e)- Self-dealing — using one's role, non-public information, or relationships for personal or financial gain at CTC's or members' expense.
- Bribery & kickbacks — offering, soliciting, or accepting anything of value to sway a CTC decision (vendors, sponsors, membership, elections).
- Bad-faith acts — sabotage or deliberate harm to CTC, a member org, or an individual.
Money laundering & financial crime
Not addressed at all- Money laundering — using CTC accounts, sponsorships, donations, or events to disguise the origin, ownership, or destination of illicit funds, or to funnel money to obscure its source.
- Fraud & embezzlement — deceptive financial schemes, or misusing entrusted funds for unauthorized purposes (named plainly, beyond the vague "misuse" of §3.1(d)).
- Facilitating illicit finance — knowingly accepting funds from illegal sources, or enabling tax evasion, sanctions evasion, or other illicit finance through CTC.
The procedure for handling these is undefined
The disciplinary pipeline isn't built for crimes
The process — Membership Committee investigates, Executive Board adjudicates, penalties and appeal — assumes ordinary community misconduct. It never says what happens when the conduct is a suspected crime like theft, fraud, bribery, or laundering. Left undefined:
• When does a matter cross from internal misconduct into suspected crime, and who makes that call?
• Is there a duty to preserve evidence, freeze funds/access, and avoid tipping off the subject?
• Who runs a financial or forensic investigation — the Membership Committee isn't equipped for it?
• Is there a duty (or discretion) to report to authorities? Money laundering carries mandatory reporting in many jurisdictions.
• How do the internal process and any criminal process run in parallel without obstructing each other?
• How are misappropriated or laundered funds recovered, and is restitution a condition?
A protocol for suspected crimes, running alongside the normal process
Classify
The Committee and Executive Board assess whether the matter is a potential crime (theft, fraud, laundering, bribery). The classification is recorded.
Preserve & contain
Immediately preserve records, freeze the relevant funds, disbursements, and access, and avoid tipping off the subject. Chain of custody is maintained.
Independent investigation
Anyone implicated recuses entirely. The Auditor leads, engaging an independent or forensic reviewer for financial matters — not the ordinary Membership Committee route.
External referral
On credible evidence of a crime, the Executive Board decides by supermajority whether to report to authorities. Laundering and fraud may trigger a mandatory report.
Parallel process
Internal discipline proceeds independently of any legal case, on its own standard of proof, and must not obstruct the legal process.
Recovery & restitution
CTC pursues recovery of misappropriated or laundered funds; restitution may be a condition, and expulsion is the default for a proven crime.
Disclosure & records
The Assembly is informed appropriately; confidential legal and financial records are kept by the Secretary and Auditor.
Prevention: the same risk is best stopped at the source — add AML/KYC-style vetting of funders to the Sponsorship & Donation Intake procedure, so illicit money never enters CTC in the first place.
What V7 changed vs. earlier drafts
Most of what earlier drafts flagged as vague, missing, or “proposed” is now ratified in V7.
Now defined / adopted
- Harassment — a detailed a–k definition (§3.1), replacing the one vague line.
- Scope — its own section naming who and where, settling the personal-vs-CTC question (§1.3).
- Our Commitment — a protected-characteristics pledge (§1.2).
- Retaliation — now prohibited and separately protected (§3.4, §7.2).
- Doxxing & ban-evasion — named explicitly (§3.1, §3.2).
Enforcement, now spelled out
- Interim measures — organizers/EB can act immediately at an Activity (§5.2).
- Escalation scale — Correction → Warning → Restriction/Suspension → Removal (§5.3).
- Confidentiality of reports, balanced against due process (§4.3).
- Conflicts of interest in handling reports — recusal required (§4.4).
- Reporting channels — Whistleblower Form, a named contact, and on-site reporting (§4.1).
Cross-reference note: because V7 renumbered Expulsion to §2.4, the Code's references to “§2.4.2” for the expulsion procedure are now correct — under V6 they pointed to the wrong section.
Still open — not in V7
A short list of proposals V7 didn't take up, kept for a future revision. Most live in the section above.