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Code Of Ethics

CODE OF ETHICS


1. MISSION AND VISION

1.1. Mission

To develop, project, strengthen, and promote the growth of the LGBTIQA+ community, its allies, and their families in a dignified, inclusive, and inspiring space

1.2. Vision

La Casa de Rubén Community Center invites, includes, informs, and inspires through three pillars:

a) People: To be the ideal space for our users, collaborators and team, where they feel inspired to be their best version, actively contributing to society, exalting their individuality and unique value.

b) Space: To be a place in constant growth and evolution that invites more and more people to feel safe, accepted and loved within their community.

c) Community: To be a space for reliable, truthful and authentic information, which promotes inclusion, respect and coexistence in our city, state and country.

2. OBJECTIVE AND SCOPE

The purpose of this Code of Ethics is to establish the regulatory framework of principles, values and provisions of ethical behavior that will govern the actions of all persons linked to La Casa de Rubén Community Center, AC, at their different levels of responsibility, ensuring the fulfillment of its social purpose with integrity, transparency and respect for human dignity.

This regulatory instrument is mandatory and its observance extends to associated persons, members of the Board of Directors, management personnel, operational collaborators, volunteers and third parties acting on behalf of or on behalf of the Association, in compliance with its corporate purpose.

3. SCOPE OF APPLICATION

The provisions contained in this Code apply to all acts, procedures, programs, projects, and institutional relationships in which the Association participates. Compliance is required both internally and in external relationships with authorities, partner organizations, beneficiaries, donors, and other stakeholders who collaborate voluntarily, permanently, or occasionally.

4. ON VALUES, PRINCIPLES AND NORMS.

4.1. VALUE : Respect for human dignity

PRINCIPLE: Respect for human dignity constitutes the fundamental ethical basis of all institutional action. It implies the unconditional recognition of the intrinsic value of each person, regardless of their origin, condition, identity, history, or circumstances. This principle demands equitable, fair, and caring treatment, free from any form of discrimination, violence, degrading treatment, or exclusion.​

RULE: All persons who collaborate with, represent, or have any relationship with the Association must, at all times and under all circumstances, conduct themselves with absolute respect for the dignity of beneficiaries, colleagues, volunteers, visitors, and external stakeholders. The following are considered serious ethical violations:

a) To make offensive comments, jokes, derogatory nicknames or humiliating gestures;

b) Develop behaviors that ignore, minimize or make invisible the individuality or autonomy of people;

c) To exert pressure, coercion, authoritarian treatment or any form of verbal, symbolic, institutional or structural violence.​

Furthermore, all internal policies, procedures, and practices must align with this guiding principle. Any omission, justification, or tolerance of such alignment by any person in a position of hierarchical responsibility will be subject to ethical and, where applicable, disciplinary action.

4.2. VALUE: Diversity

PRINCIPLE: Diversity is a structural element of institutional identity. It implies the active recognition and positive appreciation of the multiple ways of being, identifying, expressing oneself, and living together that coexist in the community, including sexual, gender, cultural, linguistic, bodily, religious, neurodivergent, and generational diversity. The Association affirms its commitment to the protection, inclusion, and full visibility of LGBTIQ+ people, as well as all historically marginalized identities, understanding that their recognition is not a concession, but an ethical duty.

RULE: Every person affiliated with the Association, whether as operational staff, management, or volunteers, must treat all people equitably, with dignity, and free from prejudice, paying special attention to those whose identities have been socially violated. The following constitute sanctionable ethical violations:

a) Addressing a trans or non-binary person using pronouns, names or references other than those they have explicitly indicated, even under the excuse of ignorance or custom;

b) To make expressions, jokes, insinuations or gestures of disapproval towards LGBTIQ+ people, or towards forms of gender expression, affectivity or corporeality that do not conform to heteronormative stereotypes;

c) Denying or limiting access to institutional programs, spaces or decisions for reasons of sexual orientation, gender identity or expression, including the use of restrooms, participation in workshops or representative appointments;

d) To make invisible or minimize situations of discrimination towards LGBTIQ+ people within the institutional community, through silence, trivialization or deliberate neglect;

e) Appealing to religious beliefs, personal convictions or supposed cultural values to justify differential treatment, restrictions, omissions or exclusions contrary to the principle of inclusion.

Any violation of this principle will be considered a serious ethical breach. Its repetition, cover-up, or active tolerance, especially by middle management or coordinating personnel, will generate direct institutional liability.

4.3. VALUE : Equality

PRINCIPLE: Equality implies the recognition and active elimination of all forms of structural, social, institutional, or symbolic inequality that prevent equitable access to the rights, services, and opportunities offered by the Association. Equality is not limited to the uniform application of rules, but requires identifying and removing the conditions that perpetuate exclusion, subordination, or unjustified differential treatment, especially with respect to historically marginalized groups.

RULE: All persons affiliated with the Association must, in the performance of their duties, ensure the effective application of the principle of substantive equality, adhering to criteria of equity, contextual justice, and non-discrimination. The following are considered sanctionable ethical violations:

a) Applying procedures, requirements, selection criteria or access conditions that create implicit barriers for people in vulnerable situations, without objective and reasonable justification;

b) Granting benefits, attention or preferences based on personal relationships, ideological affinities, informal internal hierarchies or particular sympathies;

c) To prevent or discourage the active participation of people for reasons of gender, age, education, social origin or economic situation;

d) Use language or institutional practices that replicate stereotypes, rigid gender roles or assumptions of inferiority, especially in dissemination materials, forms, workshops or community activities;

e) Omitting reasonable adjustments, support or resources necessary to ensure the equitable participation of people with disabilities, language barriers, limited literacy or specific needs.

Ignorance of the context, the argument of institutional neutrality, or the mechanical application of formal rules does not absolve one of ethical responsibility. Equality demands acting with critical awareness, structural sensitivity, and active commitment to combating all forms of inequality.

4.3. VALUE: Participation

PRINCIPLE: Participation is a substantive right of beneficiaries and a structural component of institutional legitimacy. It implies ensuring effective, accessible, and meaningful mechanisms for involvement in the planning, implementation, monitoring, and evaluation of institutional actions that impact their lives or their communities. Participating is not simply "giving an opinion if one wishes," but rather exercising active citizenship; it is not "delegating decisions," but rather building them collectively, in an informed and co-responsible manner.

RULE: Every person performing functions within the Association must design, facilitate, and safeguard safe, free, and genuine spaces for community participation, without exclusion, manipulation, or sham consultation. The following constitute sanctionable ethical violations:

a) To deliberately, selectively or unjustifiably exclude beneficiary persons or community groups from decision-making, planning, design or feedback processes on projects or services that affect them;

b) To instrumentalize participation as a symbolic validation mechanism, without granting binding value or effectively incorporating the proposals received;

c) Using internal power structures, unexplained technical criteria or unilateral decisions as an argument to ignore or omit the voice of beneficiaries or organized community groups;

d) Failure to provide clear, timely and understandable information so that people can participate in an informed and deliberate manner, especially when there are linguistic, educational or technological barriers;

e) Simulating participatory processes without registration, systematization or traceability, preventing the real exercise of the right to influence institutional actions.

All participation must be voluntary, free from coercion, and with guarantees that it will be taken into account. The ethical responsibility for compliance rests with both those who design the policies and those who implement them.

4.5. VALUE: Sustainability

PRINCIPLE: Institutional sustainability requires conscious, responsible, and strategic management of all resources, material, financial, human, and symbolic, under a long-term vision that ensures the permanence, social impact, and ethical coherence of the organizational project. This principle also implies active respect for the natural environment, operational efficiency, budgetary transparency, and the capacity to make decisions that do not compromise the well-being of future generations or the integrity of the communities served.

STANDARD: All persons involved in the planning, execution, or supervision of resources must adhere to the highest standards of efficiency, legality, traceability, and accountability, avoiding any practice that implies waste, misuse, opacity, or negligence in institutional management. The following constitute sanctionable ethical violations:

a) Use of the Association's financial, material or logistical resources for personal purposes, unrelated to the institutional mission or without duly documented technical justification;​

b) To authorize or make expenditures, acquisitions or contracts that violate principles of rationality, austerity or functional relevance;

c) Omitting controls, records or supervisory mechanisms established for the management of resources, including forms, logs, reports and accounting documentation;

d) Generate waste, negative impacts or environmental deterioration as a result of avoidable, unnecessary or contrary institutional practices to ecological protection criteria;

a) Systematically resist the implementation of technologies, processes or methodologies that optimize resources, reduce waste or promote operational sustainability.

Anyone managing institutional resources must assume their role as custodian of common assets. Any harm to the collective patrimony, whether through action or omission, will be considered a serious ethical breach.

4.6. VALUE: Passion

PRINCIPLE: Institutional passion translates into a complete vocational commitment to community, social, and transformative work. It does not refer to a spontaneous emotion, but to a constant and committed professional disposition that implies sensitivity to the realities being addressed, ethical conviction regarding the organization's purpose, and a proactive attitude toward the challenges posed by daily work.

STANDARD: All individuals affiliated with the Association must perform their duties with enthusiastic professionalism, dedicated responsibility, and a sense of purpose, avoiding attitudes of indifference, disinterest, or rote performance that could jeopardize the quality of the institutional relationship with the communities served. The following constitute sanctionable ethical violations:

a) Repeatedly maintaining an apathetic, evasive or mechanical attitude in the performance of essential functions, without reasonable justification or documented improvement based on feedback;

b) To disconnect emotionally or institutionally from the objectives of the position, limiting oneself to the minimum fulfillment of tasks without commitment to the collective impact of one's work;

c) Trivialize, minimize or show explicit disdain towards the situations of vulnerability, suffering or urgency of the beneficiaries;

d) Systematically refusing to collaborate, propose improvements, assume new responsibilities or resolve conflicts with a constructive attitude oriented towards the common good;

e) To refer in public or in internal spaces to the institutional work with sarcasm, contempt or comments that unjustifiably discredit its meaning or social value.

Ethical passion is not imposed as an emotion, but it is evaluated as an observable commitment. Its systematic absence deteriorates the organizational climate, collective motivation, and social trust in the institutional project.

4.7. VALUE: Integrity

PRINCIPLE: Institutional integrity demands consistency between words and actions, rigorous adherence to legal and ethical principles, and transparent, honest, and upright conduct at all levels of responsibility. Moral ambiguity, the discretionary use of power, the personal exploitation of collective resources, and the pretense of compliance are not tolerated. Integrity is a prerequisite for legitimately representing the Association, both internally and externally.


RULE: All persons holding positions of representation, resource management, decision-making, or internal or external communication must conduct themselves with integrity, legality, institutional loyalty, and accountability. The following constitute sanctionable ethical violations:

a) To deliberately alter, omit or falsify information in reports, documents, files, financial reports or administrative processes of any nature;

b) Soliciting, accepting or offering benefits, gifts, favors, preferential treatment or undue privileges by reason of position, function or relationship with the Association;

c) Participating in institutional decisions or actions that generate a real, potential or apparent conflict of interest, without having previously declared it and without having formally excused themselves from the process;

d) Use the name, image, assets, social base, services, facilities or platforms of the Association for personal, political, commercial purposes or purposes contrary to the institutional objectives;

e) To cover up, tolerate or fail to report conduct contrary to the ethical principles of the Association, especially when it involves people with hierarchical power or internal influence.

Failure to comply with this rule will be considered a serious ethical breach and will result in direct liability, without prejudice to any legal action that may arise. Integrity is not an ideal expectation: it is a legally enforceable obligation.

4.8. VALUE: Solidarity

PRINCIPLE: Institutional solidarity implies an active, conscious, and sustained willingness to collaborate with those facing vulnerability, exclusion, or risk, not out of charity, but from ethical co-responsibility and a structural commitment to social justice. Solidarity is not an occasional emotional reaction, but an operational principle that guides decision-making, policy design, resource allocation, and the daily conduct of staff and volunteers.


RULE: All individuals collaborating with the Association must act with a genuine willingness to serve, a commitment to cross-functional collaboration, and a tangible support attitude towards the needs faced by beneficiaries and the institutional teams themselves. The following constitute sanctionable ethical violations:

a) Unjustifiably refusing to provide support in urgent or extraordinary situations when it is within their reasonable functions or capabilities, even if this requires temporary flexibility or operational adaptation;​

b) Acting with indifference, coldness or systematic resistance towards legitimate requests from beneficiaries, colleagues or volunteers, especially in contexts of high vulnerability;

c) Evading shared responsibilities under individualistic, hierarchical or contractual arguments, when this implies neglect or institutional abandonment;

d) To refer in a derogatory or ironically derogatory way to the suffering, limitations or adverse conditions experienced by the people served by the Association;

e) To obstruct, sabotage or refuse to participate in internal, inter-institutional or community collaboration initiatives aimed at the common good.

Solidarity must be verifiable through actions, not just statements. Its structural absence compromises not only the prestige but also the very reason for the Association's existence.

4.9. VALUE: Social Responsibility

PRINCIPLE: Institutional social responsibility demands a critical and active awareness of the impact that the Association's decisions, policies, practices, and omissions have on the people, communities, territories, and systems of which it is a part. This principle implies acting with foresight, accountability, transparency, and public ethics, directing all interventions not only toward achieving internal objectives but also toward the effective promotion of the common good, social justice, and the structural transformation of the conditions that perpetuate exclusion.


RULE: Every person who collaborates with the Association, at any hierarchical level, must make decisions and perform functions considering their social, ethical, environmental, and community impact, and assume the institutional and personal responsibility arising from such impacts. The following constitute sanctionable ethical violations:


a) Making decisions, designing programs or implementing actions without adequately evaluating their social consequences, especially when they may produce regressive, stigmatizing or exclusionary effects on people or communities served;

b) Omitting evaluation, feedback or impact monitoring processes, especially when there is evidence of impacts, complaints or manifestations of harm;

c) To conceal, justify or minimize negative effects caused by the institution under arguments of efficiency, budget or operational burden;

d) Systematically refusing to adopt mechanisms for improvement, correction or reparation when there is institutional damage caused to individuals, groups, allies or third parties;

e) Engaging in practices that prioritize personal, reputational or short-term interests over the real needs of the target communities.​

Social responsibility is non-delegable and verifiable. Simply declaring transformative goals is not enough: it demands ethical consistency and ongoing accountability to the people to whom the institutional project is owed.

4.10. VALUE: Professionalism

PRINCIPLE: Institutional professionalism implies the ethical, competent, and disciplined performance of assigned duties, adhering to quality standards, operational responsibility, continuous professional development, and rigorous compliance with protocols. This principle demands a commitment to constant improvement, organizational excellence, and the proactive and efficient achievement of goals, aligned with the Association's mission. Being a professional is not just about "knowing how to do something," but about "doing it ethically, consistently, and with excellence."
​

RULE: All members of the Association must perform their duties with technical diligence, attention to detail, adherence to procedures, and full responsibility for the results of their work. The following constitute sanctionable ethical violations:

a) Repeatedly failing to comply with assigned schedules, deliveries, objectives or responsibilities, without justified cause or timely communication in this regard;

b) Performing institutional tasks with disorder, negligence, carelessness or disinterest, compromising the quality of service or the proper functioning of the work team;

c) Refusing to follow current institutional guidelines, protocols, formats or methodologies, without sound technical justification or authorization from the competent authority;

d) Refusing to participate in training, updating or evaluation processes when these have been formally convened by the Association;

e) Using subjective, improvised or inconsistent criteria in the development of technical interventions, diagnoses, reports or activities that require verifiable methodological support.

Professionalism is not measured by academic level, but by observable performance, attitude toward work, and commitment to institutional goals. Its systematic absence weakens the operational legitimacy of the project.​

4.11. Prevention of Conflicts of Interest

PRINCIPLE: A conflict of interest constitutes a situation in which a person's personal, family, professional, or financial interests, whether real, potential, or apparent, interfere, could interfere, or appear to interfere with the impartial, objective, and loyal performance of their duties within the Association.

This principle requires acting with total transparency in these scenarios, refraining from participating in any process in which objectivity, fairness or public trust in the organization could be compromised.

RULE: Every person who collaborates, represents or has decision-making, contracting, supervisory or interlocution functions on behalf of the Association has the ethical duty to identify, declare in writing and refrain from participating in situations of conflict of interest.

The following constitute punishable ethical offenses:

a) Omitting the timely declaration of personal, family or professional relationships that have a direct link with persons, organizations, suppliers or allies with whom a formal institutional relationship is or is intended to be established;

b) To intervene in contracting, evaluation, supervision or financing processes in which a person or entity with whom there is a direct or indirect relationship of interest participates, without having formally excused oneself in writing before the competent authority;

c) Participate in institutional actions that may result in personal, economic, political or reputational benefits for oneself or for people with whom one has a relevant link;

d) Use privileged information obtained in the performance of duties to obtain advantages or favor decisions external to the Association;

e) Issue technical opinions, reports or recommendations on situations or people in which one has a personal interest that may compromise objectivity or generate the perception of bias.

f) The existence of a conflict of interest does not, in itself, constitute an ethical violation. The violation consists of concealing it, failing to declare it, or intervening despite its existence. The sanction will be proportional to the level of institutional harm it has caused or could have caused.

5. ETHICAL RESPONSIBILITIES BY LEVEL

In order to ensure the proper application of this Code, specific ethical responsibilities are established according to the organizational level of the Community Center, considering its functions, powers and impact on institutional management.

5.1. Of the Associated Persons

Associates act with loyalty, transparency, and institutional commitment, always protecting the social purpose, legality, and ethical integrity of the Community Center. Their responsibilities include:

a) Define and promote the strategic principles of the organization.

b) Establish effective governance mechanisms.

c) Monitor compliance with the rules.

d) Prioritize decisions aligned with institutional values.

e) Avoid conflicts of interest and misuse of your position.

5.2. From the Board of Directors

The Council exercises institutional direction, control, and oversight in strict adherence to ethical, legal, and transparency principles. Its functions include:

b) Resolve situations related to possible ethical violations.

b) Resolve situations related to possible ethical violations.

c) Act with independence, objectivity and fiduciary responsibility.

d) To serve as an ethical example for all stakeholders.

e) Promote an institutional culture based on integrity, legality and ethical service.

5.3. From the General Directorate

The General Directorate leads operational management with professionalism, transparency and institutional responsibility, ensuring:

a) Regulatory, ethical and strategic compliance.

b) Effective and ethical implementation of decisions made by the governing bodies

c) Implementation of the strategic guidelines defined by the Assembly and the Council.

d) Efficient coordination of programs and projects in accordance with institutional principles.

e) Promotion of a safe, inclusive work environment oriented towards human and professional development.

5.4. Of the Operational Staff

The operational team performs its duties with integrity, efficiency, and social commitment, strictly adhering to internal and legal policies. Its main responsibilities are:

a) Maintain high standards of institutional conduct.​

b) Protect the confidentiality of institutional and beneficiary information.

c) Actively contribute to the achievement of strategic objectives.

d) Avoid actions that compromise ethical principles or affect institutional reputation.

e) Demonstrate empathy, responsibility and ongoing commitment to quality and continuous improvement.

5.5. Of the Volunteers

Volunteers adhere to the same ethical standards established for operational staff, committing to:

a) Act with respect, solidarity, integrity and responsibility.

b) Proactively participate in institutional activities.

c) Follow established internal instructions and procedures.

d) Complete the induction, training and supervision processes defined by the institution.

e) Refrain from conduct that puts the safety or dignity of the beneficiaries at risk or negatively affects the institutional image or credibility.

6. ETHICS CHANNEL AND REPORTING PROCEDURES

With the aim of ensuring institutional integrity, preventing irregularities and ensuring the effective application of the provisions contained in this Code, La Casa de Rubén Community Center, AC establishes formal mechanisms for the receipt, analysis, resolution and follow-up of complaints for conduct contrary to institutional ethical principles.

6.1. Institutional channels for reporting conduct contrary to the Code

The Association has institutional channels of confidential communication through which any person, whether collaborator, volunteer, beneficiary, supplier or related third party, can report, in good faith, acts, omissions or conduct that contravene what is established in this Code.

These channels are accessible, secure, impartial, and properly enabled and publicized within the organization. Complaints can be submitted verbally, in writing, or electronically through the following means: physical form, institutional email, suggestion boxes, confidential telephone line, or digital platform; and can be made with identification or anonymously, in accordance with the established internal procedures.

6.2. Procedures for receiving, analyzing, resolving and monitoring

The procedure for handling complaints submitted in accordance with this Code observes the following stages, under the principles of confidentiality, impartiality, speed and respect for due process:

a) Registration and acknowledgment of receipt: Every complaint received is registered by the competent body, a file number is assigned and, where appropriate, an acknowledgment of receipt is issued to the complainant when they have been identified.

b) Preliminary assessment: The competent body carries out an initial analysis of the complaint in order to verify its origin, assess the existence of minimum elements that justify its admission and determine the nature of the reported facts.

c) Opening of file: If the complaint is deemed appropriate, a file is formally opened, within which all documents, evidence, testimonies and actions related to the case are integrated.

d) Investigation and information gathering: The corresponding investigation is carried out through the collection of evidence, interviews, and other procedures that allow the facts to be clarified. Both parties involved are heard, protecting their right to a hearing and defense.

e) Issuance of resolution: Once the investigation is concluded, a duly founded and motivated resolution is issued, in which the existence or non-existence of the reported conduct is determined, as well as the corrective, preventive or sanctioning measures applicable, as the case may be.

f) Implementation and follow-up: The competent body monitors the implementation of the measures established in the resolution and ensures that the sanctioned conduct is not repeated. It may also order additional training measures, supervision, or adjustments to internal policies, when necessary.

6.3. Confidentiality mechanisms and protection against retaliation​

All complaints submitted will be handled under the strictest principles of confidentiality, safeguarding the identity of both the complainant and the persons involved, unless there is express consent from the owner or disclosure is required by law or a competent authority.

The Association ensures that no person who files a complaint in good faith will be subjected to retaliation, intimidation, sanctions, harassment, or any other form of harm as a result. Any attempt at retaliation or conduct that undermines the rights of the complainant will be considered a serious violation of this Code and may result in corrective measures or disciplinary sanctions in accordance with applicable procedures.

7. CLASSIFICATION OF OFFENSES

Conduct that contravenes the provisions of this Code is classified, for disciplinary purposes, based on criteria of intentionality, repetition, institutional impact, infringement of third-party rights and degree of transgression of ethical principles, according to the following categories:

Minor offenses: Sporadic breaches resulting from unintentional oversights or omissions that do not cause significant harm to people, processes, or institutional assets. Although they contravene ethical standards, they do not substantially violate the Association's guiding principles or disrupt its normal operations. The following are considered minor offenses, by way of example but not limitation:

a) Tardiness or occasional delays without justified cause.

b) Failure to comply with instructions from the immediate superior, provided that it does not result in serious consequences.​

c) Neglect of personal presentation or maintenance of the work area, provided that it does not compromise the safety or health of others.

Serious offenses: Infractions that demonstrate significant negligence or a deliberate violation of ethical standards, affecting institutional operations, the rights of third parties, the organizational environment, or public image. These include repeated conduct or conduct committed with knowledge of its impropriety, even without the clear intention of causing irreversible harm. The following are considered serious offenses, by way of example but not limitation:

a) The repetition or accumulation of six minor offenses within a period of thirty days.

b) Repeated non-compliance with the Center's internal regulations.

c) Gross negligence that affects the functionality of the Association.

d) Repeated and unjustified absences or lateness in the Association.

Very serious offenses: Willful conduct carried out with the full intent to violate fundamental principles of the Code, causing significant or irreparable harm to individuals, institutional resources, or the Association's reputation. These include discriminatory, violent, fraudulent, abusive, or corrupt acts, as well as legal, administrative, or criminal violations. Very serious offenses include, but are not limited to, the following:

a) Harassment, bullying or discrimination, in any of its forms.

b) Physical or verbal aggression that puts the integrity of another person at risk or damages the institutional image.

c) Theft, fraud, embezzlement or any act of dishonesty to the detriment of the Association, beneficiaries or third parties.

d) The unauthorized disclosure of confidential or privileged information.

e) The consumption, sale or introduction of illicit substances within the Association, as well as showing up to work in a state of intoxication or under the influence of narcotics.

8. CONSEQUENCES OF NON-COMPLIANCE WITH THE CODE

Failure to comply with the provisions contained in this Code of Ethics constitutes a violation of the institutional principles and values of La Casa de Rubén Community Center, AC, and entails the application of corrective measures or sanctions proportionate to the nature, severity, and circumstances of the act. These measures will be imposed in strict adherence to the principles of legality, impartiality, proportionality, objectivity, and respect for due process.

8.1. Corrective Measures and Applicable Sanctions

Violations of the Code will result in corrective measures or sanctions proportionate to the seriousness of the offense, the degree of responsibility, the damage caused, any mitigating or aggravating circumstances, and any prior offenses. Disciplinary measures, without prejudice to other legal or contractual actions, include:

a) Verbal or written warning for minor offenses: It has a corrective character and seeks to prevent the repetition of the behavior.

b) Temporary suspension of functions: Temporary separation from responsibilities or activities within the Association due to justified serious offenses.

c) Early termination of the employment relationship: This applies in cases of serious or very serious misconduct. It implies the termination of the employment, contractual, or voluntary relationship.

d) Access restriction: Preventive or corrective measure that limits access to institutional spaces or platforms to protect the people or resources of the Association.

e) Referral or complaint to authorities: In cases that constitute administrative, civil or criminal offenses, the corresponding authorities will be notified.

Every measure must be duly justified, registered and aligned with due process, for preventive, restorative and educational purposes.

9. ON THE PROCESS FOR DETERMINING CONSEQUENCES

The Board of Directors or the General Management will maintain permanent coordination with the operational areas of La Casa de Rubén Community Center, AC, in order to ensure the effective implementation of this Code and the consolidation of an institutional culture based on integrity, legality and ethical responsibility.

This coordination aims to facilitate the fulfillment of its responsibilities through timely access to relevant information, collaboration in the execution of resolutions, dissemination of good practices and promotion of continuous improvement actions.

Likewise, the Board of Directors or the General Management may formulate recommendations or proposals to the respective internal areas on regulatory adjustments, procedures or organizational strategies aimed at preventing ethical risks, strengthening institutional transparency and continuously improving control, supervision and accountability mechanisms.

10. ON THE DISSEMINATION, TRAINING AND ACCEPTANCE OF THE CODE

The normative effectiveness of this Code of Ethics requires its adequate dissemination, understanding and integration into the organizational culture of La Casa de Rubén Community Center, AC. To this end, the following mandatory provisions are established regarding institutional communication, ethical training and formalization of individual commitments.

10.1. From the Strategy of Communication and Ethical Training

The Association will implement a permanent strategy of communication and ethical training, aimed at ensuring that all persons who perform functions or maintain links with the institution, regardless of the legal nature of their relationship, know, understand and adopt the principles, values and norms contained in this Code.

This strategy will include, among other mechanisms:

a) The formal delivery of the Code during the incorporation, hiring or collaboration processes;

b) Conducting ethics induction sessions;​

c) The periodic delivery of training sessions, in person or virtually;

d) The preparation and dissemination of information materials adapted to the different functional profiles;

e) The development of awareness-raising activities, analysis of practical cases and strengthening of ethical capacities.

The coordination, execution and monitoring of these actions will be the responsibility of the General Directorate in coordination with the Board of Directors.

10.2. Declaration of Acknowledgement and Adherence

Every person who formally joins the Association, whether as an associate, member of governing bodies, operational collaborator, external advisor or volunteer, must sign an express declaration stating:

a) Having received this Code of Ethics;

b) To have read and understood its content, and

c) Commit to fully complying with it in the performance of their duties or activities within the organization.

This declaration will be included in the signatory's institutional file as formal proof of their adherence. In cases of occasional, indirect, or external affiliation, acceptance of the Code may be formalized through contractual clauses, collaboration agreements, or duly authenticated electronic mechanisms that expressly refer to its mandatory observance.

11. ON MODIFICATIONS AND VALIDITY

11.1. Amendments to the Code

This Code of Ethics may be reformed, added to or updated when required by the applicable regulatory framework, institutional needs or continuous improvement processes in matters of integrity and governance.

The modifications must be approved by the Board of Directors of La Casa de Rubén Community Center, AC, through a formal resolution adopted by a majority vote in a duly convened and documented session. Once approved, they must be clearly and promptly communicated to all obligated parties and immediately incorporated into the processes of training, adherence to, and compliance with the Code.

11.2. Validity

This Code comes into effect from the date of its approval by the Board of Directors, and compliance will be mandatory for all persons who are part of or collaborate with La Casa de Rubén Community Center, AC, without exception.

The current version of the Code will be published in the institutional internal communication channels and will be available for permanent consultation by all persons linked to the organization.