The Supervisory Board has drawn up a code of ethics for the Mykolaivvodokanal: staff have been banned from commenting on decisions, recording meetings and speaking to the media without permission

Mykolaivvodokanal has adopted a Code of Ethics, which governs not only staff behaviour at work but also their activity on social media, communication with journalists, participation in internal discussions, the acceptance of gifts and the reporting of colleagues’ misconduct.

The document was approved by the company’s Supervisory Board on 17 June and published on the official website of «Mykolaivvodokanal» on 22 June.

NikVesti has analysed the Code of Ethics and compiled the most interesting rules that employees of the utility company must now adhere to.

According to the code, employees must adhere to the principles of patriotism, tolerance, dignified conduct, integrity, zero tolerance for corruption, impartiality, professionalism, transparency, confidentiality and corporate culture.

The principle of patriotism is explained in the document as respect for human rights and freedoms, the state symbols of Ukraine and the use of the official language whilst performing official duties.

Employees are also prohibited from using foul language, raising their voices, provoking conflicts and disseminating information that may undermine the professional dignity of colleagues or damage the company’s reputation. The code also sets out requirements regarding appearance — a formal business style of dress or another style appropriate to the employee’s role.

A separate section of the document concerns behaviour on social media. The code states that employees’ social media posts may affect the company’s reputation and the level of trust in it held by the public and donors.

Employees are prohibited from publishing the company’s internal documents, information on procurement, tenders, inspections, audits and internal investigations prior to their official release. Furthermore, it is not permitted to publish, without authorisation, photographs, videos or other material taken on the organisation’s premises, at critical facilities or during corporate events.

On social media, employees are also prohibited from commenting on internal decisions, conflicts, personnel matters and the outcomes of meetings of the company’s governing bodies.

«Do not comment on or discuss in public internal decisions, conflicts, the outcomes of meetings of the company’s governing bodies or personnel matters,» the document states.

The code also sets out specific rules for communicating with journalists. Employees are prohibited from providing comments to journalists regarding the company’s activities without authorisation. If a journalist or member of the public approaches an employee, they must refer them to those authorised to speak on behalf of the water utility.

Employees are also required to notify their line manager or the person responsible for regulatory compliance if they come across false information about the company on social media or receive enquiries from journalists regarding the activities of «Mykolaivvodokanal».

Another prohibition relates to internal meetings. Staff are prohibited from making audio, video or other recordings of internal meetings, working discussions and official communications without official permission, if this is done for the purpose of subsequent distribution to third parties.

Furthermore, materials from internal discussions may not be passed on to outsiders, including journalists, without authorisation.

A separate section of the code deals with gifts and the fight against corruption. Employees are prohibited from using their position for personal gain, accepting remuneration for lobbying on behalf of other individuals or companies, and receiving gifts from tender participants, people on whom the employee makes decisions, or those seeking to gain an advantage from the company.

At the same time, the code permits the acceptance of gifts that are in line with ‘generally accepted notions of hospitality’, provided this does not contravene the law. The value of a single such gift must not exceed one subsistence minimum for able-bodied persons on the day it is received. The total value of gifts from a single person or group of people over the course of a year must not exceed two subsistence minimums.

If an employee becomes aware of a breach of the code, they must report it to their manager, the security department, the compliance officer or the «whistleblowing hotline», if such channels exist within the organisation. The code also permits breaches to be reported anonymously.

The document specifically states that an employee must respond to breaches committed by colleagues. If they observe another employee breaching the Code, they must point this out to them, demand that such actions cease, and report the breach to the «hotline».

The Code states that compliance with its rules is one of the criteria for assessing employees’ performance. Breaches of these rules may affect an employee’s performance appraisal and lead to disciplinary action.

The Code applies not only during working hours. The document states that its provisions also apply to employees’ public conduct, particularly in the digital environment.

«Every employee must remember that their behaviour directly affects both their own reputation and that of the Company; therefore, adherence to the Code is also encouraged in employees’ everyday lives,» the Code states.

Upon familiarising themselves with the document, employees must confirm with their signature that they have received, read and understood the Code of Ethics. It also states that failure to comply with its provisions may result in disciplinary action, termination of employment or contractual relations, as well as possible legal proceedings.

In total, the Code of Ethics consists of 20 sections. It sets out rules governing employees’ conduct on social media, communication with journalists, the recording of internal discussions, gifts, anti-corruption restrictions, reporting of breaches and liability for non-compliance with these rules.

The water utility’s supervisory board

The municipal enterprise «Mykolaivvodokanal» became the first municipal enterprise to establish a supervisory board. This is a collegial body that exercises strategic oversight of the company’s activities, approves key management decisions and financial plans, and assesses the performance of senior management. It does not interfere in day-to-day operations; it influences the appointment and evaluation of the director, but will not dismiss or hire staff at other levels.

The decision to establish supervisory boards in Mykolaiv’s municipal enterprises was adopted in 2024 as part of corporate governance reform. Yuliia Mincheva, an external adviser to the Mayor of Mykolaiv, noted that the supervisory boards would nevertheless be governing bodies, rather than advisory ones, with responsibility for the decisions taken. They will bear both legal and financial responsibility for their actions.

In January 2025, a competition was announced to select independent members, and on 29 May 2025, the City Council approved its composition.

The supervisory board of the municipal enterprise «Mykolaivvodokanal» comprises five members. A month ago, in May, the supervisory board of the municipal enterprise officially approached the National Agency for the Prevention of Corruption with a request to carry out an unscheduled audit.