1. Introduction
The governing body of the Tyrol Festival Erl non-profit private foundation as the representative of the proprietors of the Tyrol Festival Limited Company (referred to in the following as the Tyrol Festival) has concluded a binding code of conduct for Festival employees. This comprises voluntary internal guidelines for the company going beyond legal regulations and provisions which are to be observed by employees in accordance with the values of integrity, transparency and appreciation. All employees are to behave fairly and with respect and are to prevent any form of discrimination. This applies within the Tyrol Festival as well as in contact with third parties. Executive personnel are primarily responsible for dealing respectfully with others and must therefore regularly stress the significance of this topic and set an example through their own personal behaviour.
2. Objectives
It is the central concern of the management of the Tyrol Festival to be able to guarantee a peaceful location free of discrimination so that artistic and professional endeavours may evolve. By the implementation and observance of the code of conduct, behavioural and management decisions which might arise to the disadvantage of employees or of the Tyrol Festival itself are to be prevented or regulated. The code of conduct therefore serves to increase efficiency, avert risks and prevent in the best possible way anything which is detrimental both internally as well as outside the Tyrol Festival, and as a consequence is harmful to the reputation of the Tyrol Festival. The code of conduct and the values expressed in it refer in equal part to the manner of behaviour and decisions in the artistic as well as the economic sphere.
3. Values of the Tyrol Festival Erl
According to the company agreement, the purpose of the Tyrol Festival Erl Limited Company is the organization and presentation of the Tyrol Festival Erl. It is a non-profit-making activity of high social significance. Besides impeccable business management characterized by cost-effectiveness, economic efficiency and purposefulness, an exemplary entrepreneurial philosophy is an essential integral component in organizing the Tyrol Festival Erl. The entrepreneurial philosophy of the Tyrol Festival is based on the following values:
Integrity means honesty and sincerity in our thinking and actions while constantly ensuring the justified interests of the Tyrol Festival and its stakeholders.
Transparency requires objectively comprehensible decisions, entrepreneurial procedures and structures. The involvement of several decision makers is considered to be worth striving for in the sense of open communication.
Appreciation creates relationships between human beings based on dignity, respect and tolerance and is thus an essential prerequisite for avoiding misuse of power and discrimination.
4. Issues that are to be reported
a. Bias
If the objective power of judgement of a decision maker might be limited because of personal motives, he or she has to report this. Bias occurs in particular if a personal close relationship of a family relative, or of an intimate or friendly nature exists between a person and the decision maker.
b. Conflict of interest
If the risk exists of directly or indirectly favouring a person privately through a decision, the decision maker and/or the favoured person has to report this. Such occurrences which might be harmful to the interests of the Tyrol Festival exist, among others, in the following circumstances: Transactions between a company of the decision maker or a company of a person with a personal close relationship to the Tyrol Festival; granting of credit to employees and third persons; acceptance of advantages such as presents or invitations exceeding a value of € 100; carrying out an ancillary occupation which competes with the professional activity for the Tyrol Festival; actions which contravene the principles of economic efficiency, cost-effectiveness and purposefulness.
c. Misconduct
If misconduct is suspected on the part of an employee towards other employees or third persons, this is to be reported by all those who know about it. Misconduct exists above all but not exclusively in the following circumstances:
d. Essential for an issue that has to be reported is the fact that misconduct, bias and a conflict of interests begin when the risk of influence exists and not only at the time when such an influence has in fact taken place. Issues that have to be reported, should be avoided as far as possible in advance by employees.
5. Procedure if issues exist that have to be reported
Each employee is obliged to provide information without being asked and in good time to the immediate superior about an issue that should be reported or to indicate the existence of an issue that should be reported in the case of a third party, and to reveal all information and grounds for this assumption. If the issue to be reported concerns the immediate superior him- or herself, the employee has to approach the next highest superior. In such a case everything necessary is to be undertaken so as to protect the identity of the employee reporting the issue. In the case of misconduct of the management, the chairperson of the foundation’s board of governors is to be informed.
If a person concerned should nevertheless decline to report discriminatory behaviour directed against him or her, no consequences pertaining to the labour law arise.
The immediate supervisor or the chairperson of the foundation’s board of governors decides individually about the relevant procedure or about possible sanctions against the employee. Thus in keeping with the principle of dual control, the next highest level of management is to be informed and included in the decision.
The obligation to report an issue is considered to be fulfilled also when the ombudswoman of the Tyrol Festival Erl has been informed.
Essential for circumstances that have to be reported is the fact that misconduct, bias and a conflict of interests begin when the risk of influence exists and not only at the time when such an influence has in fact taken place. Circumstances that have to be reported should be avoided as far as possible in advance by employees.
6. Coming into effect
The code of conduct comes into effect immediately.
Erl, 17th of June 2018
Chairperson of the board of governors
Dr Hans Peter Haselsteiner
(basiert auf die Verhaltensregeln des Vorstandes vom 17.07.2018)
Als Tiroler Festspiele Erl teilen wir die grundlegenden gesellschaftlichen Werte, die durch Normen und gesetzte festgehalten sind. Zu diesen gehören u.a.:
Der Schutz der Menschenwürde, die Wahrung persönlicher Integrität und gegenseitigen Respekts und Wertschätzung, die Anerkennung von gesellschaftlicher Diversität, sowie die Umsetzung von Geschlechtergerechtigkeit und Chancengleichheit.
Die Durchführung der Tiroler Festspiele Erl erfüllt einen öffentlichen Auftrag zu Kunst und Kultur und hat daher eine hohe gesellschaftliche Bedeutung. Neben einem einwandfreien wirtschaftlichen Agieren bedeutet das auch die Verpflichtung zu einer vorbildlichen Unternehmenskultur. Dazu gehört das Bewusstsein, dass Grenzverletzungen Überschreitungen der körperlichen oder psychischen Grenzen anderer Menschen sind und als Belästigung auch Vorgänge empfunden werden können, die nicht beabsichtigt waren.
Folgende Werte und Grundsätze tragen zu einem verantwortungsvollen Miteinander bei:
Arbeitgeber haben weiters den Mitarbeiter*innen gegenüber die gesetzliche Fürsorgepflicht einzuhalten. Als Arbeitgeberin haben wir somit dafür zu sorgen, dass die Interessen der Mitarbeiter*innen und so die Einhaltung gesellschaftlicher Werte gewahrt werden. Als Gegenstück dient die gesetzliche Treuepflicht der Arbeitnehmer*innen dem Arbeitgeber gegenüber, die auch eine Unterlassungspflicht ist. Damit haben Arbeitnehmer*innen die Überschreitung der körperlichen/psychischen Grenzen anderer Menschen zu unterlassen und die Interessen des Arbeitgebers zu wahren.
Bei unserem Verhaltenskodex handelt es sich um eine unternehmensinterne Richtlinie, die neben den gesetzlichen Bestimmungen auch die Werte und Grundsätze der Festspiele verbindet und von allen Mitarbeiter*innen einzuhalten ist.
Die Verhaltensregeln und die darin ausgedrückten Werte beziehen sich gleichermaßen auf Verhaltensweisen und Entscheidungen aus dem künstlerischen und wirtschaftlichen Bereich sowie im Kontakt mit sonstigen Dritten.
Aus Sicht der Festspiele bedeutet dies in der Umsetzung:
Auf Basis der oben angeführten Werte verpflichtet sich das Team auf verbindliche Verhaltensregeln für alle Mitarbeiter*innen, Mitwirkenden, Künstler*innen und Externen in unseren Häusern, unabhängig der Position:
Bei Verdacht auf Fehlverhalten (sexuelle Belästigung, Machtmissbrauch oder Diskriminierung u.ä.) können sich die Mitarbeiter*innen zeitnah an die Geschäftsführung wenden:
Mag. Andreas Leisner, Künstlerischer Betriebsdirektor und Geschäftsführer: a.leisner@tiroler-festspiele.at
Bernd Loebe, Intendant und Künstlerischer Geschäftsführer: b.loebe@tiroler-festspiele.at
Hintbox für die anonyme Meldung von Missständen
Außerdem besteht jederzeit die Möglichkeit, die Ombudsfrau, Frau Dr. Christine Baur, Tel. 0676 31 30 103, ombud.tfe@gmx.at zu kontaktieren.
Erl, am 20.10.2023