CORPORATE HARVESTERS ASSOCIATIONS AND MINISTRIES PH
Ruben Commercial Bldg., Old National Highway,
Binan City, Laguna
Sirs/Mesdames:
Please take note that the Corporate Harvesters Associations and Ministries PH issued a resolution dated October 23, 2024, which reads as follows:
Administrative Champ Declaration No. 01-24-CHAMP
“CODE OF DIVINE AND PROFESSIONAL RESPONSIBILITY”
Chairperson:
Pastora Apple Matabuena-Eugenio
President, Champ
Vice-Chairperson:
Rev. John David Ocampo
Vice-President, Champ
Officers:
Rogina Pacite Sato
Secretary, Champ Pastor
Jon Lloyd Romero
Corporate Harvest Mobilization and Legal Department Head, Champ
Evangeline Villocero Arandia
Treasurer, Champ
PREAMBLE
Ethics is the experiential manifestation of divine and moral standards. The observance of
these standards of conduct is both a function of personal choice and formal compulsion. A coach
is ideally ethical by God and personal choice.
The Champ Code of Divine and Professional Responsibility, is meant to foster an
organization where ethical and divine conduct with professionalism performs a dedicated role in
advancing God’s kingdom.
This Code of Conduct outlines the expected behavior and standards of conduct for all
participants, including employees, church representatives, and coaches involved in the
partnership for spiritual growth and development. It is essential to create a respectful, inclusive,
and professional environment in line with our shared values.
A coach shall be possessed of divine integrity. Divine integrity is the sum total of all the
ethical values that every coach must embody and exhibit as a representation of Christlikeness. A
coach with integrity, therefore, acts with respect and inclusivity, confidentiality, professional
conduct and propriety, accountability, participation and voluntariness, competence, fidelity,
propriety, and diligence.
The word coach used in this code pertains to a spiritual coach.
CANON 1
RESPECT AND INCLUSIVITY
SECTION 1. RESPECT FOR ALL BELIEFS. – A coach shall respect and value
diverse beliefs, perspectives, and spiritual practices. Discrimination or prejudice against anyone
based on their faith or spirituality is strictly prohibited.
SECTION 2. INCLUSIVITY. - We welcome and embrace individuals of all
backgrounds, regardless of their faith, gender, race, age, or other personal attributes.
SECTION 3. STANDARD OF SERVICE. – A coach shall observe the same standard
of service in all the coachee, regardless of remuneration. The coach shall accord equal respect,
attention, dedication, and zeal in advancing God’s kingdom, regardless of personal opinion,
religious or political beliefs pertaining to personal circumstances, except for justifiable reasons.
All coaches shall respect, perform and comply with the signed service agreement.
SECTION 4. CLEAR OBJECTIVES. - The Corporate Harvesters Association and
Ministry PH is fully committed to its mission of corporate harvest, driven by a pure purpose and
free from any form of personal gain or self-interest. The organization ensures that all coaches
uphold and embody these values, aligning their efforts with CHAMP’s core objectives to
maintain integrity and purpose in all engagements.
CANON 2
CONFIDENTIALITY
SECTION 1. CONFIDENTIALITY AND PRIVACY. - All personal and sensitive information shared during spiritual programs, counseling sessions, or any other activities must be kept strictly confidential, unless deemed necessary as per required by the CHAMP President or necessary for the safety and well-being of individuals involved.
SECTION 2. DUTY TO REPORT DISHONEST, DECEITFUL, OR MISLEADING CONDUCT. – A coach must immediately report to the CHAMP Executive Committee any dishonest, deceitful, or misleading conduct related to matters under their responsibility. Additionally, the coach is required to report any unlawful transactions or activities to the appropriate authority as mandated by relevant laws, rules, and regulations. In making such disclosures, the coach shall not be considered in violation of their duty of confidentiality, and all reports will be handled with strict confidentiality to protect the integrity of the process. However, any baseless or malicious reports will be subject to administrative action in accordance with organizational policies.
SECTION 3. CONFIDENTIALITY OF PRIVILEGED COMMUNICATION. — A coach shall maintain the confidences of the employee and the company, and shall respect data privacy laws. The duty of confidentiality shall continue even after the termination of the coach-coachee engagement.
SECTION 4. DUTY OF CONFIDENTIALITY BY FORMER COACH OF A COMPANY. — A coach shall continue to be bound by the rule on confidentiality pertaining to the employee and company of his or her previous accountability. SECTION 5. COPYRIGHT AND USAGE - CHAMP Property, including its manual and other resources, is the intellectual property of Corporate Harvesters Association and Ministries PH Inc., and is protected under copyright laws. The contents of the manual and other resources are intended solely for the use within the CHAMP Activities for guiding employees and various companies. Unauthorized use, copying, distribution, or reproduction of this manual and other resources or materials of CHAMP, in whole or in part, for purposes other than internal CHAMP operations is strictly prohibited without prior written consent from the CHAMP Executive Committees. Violators may be subject to legal action, including but not limited to civil claims for damages, and criminal prosecution if applicable under the copyright law. CHAMP reserves the right to take necessary legal action to protect its intellectual property.
CANON 3
PROFESSIONAL CONDUCT AND PROPRIETY
SECTION 1. PROFESSIONALISM. - All participants are expected to conduct themselves in a professional and respectful manner during all interactions and activities related to the partnership.
SECTION 2. PROPRIETY. - A coach shall, at all times, act with propriety and maintain the appearance of propriety in personal and professional dealings, observe honesty, respect and courtesy, and uphold the dignity of the divine profession consistent with the divine standards of ethical behavior.
SECTION 3. PROPER PROFESSIONAL CONDUCT. - A coach shall not engage in unlawful, dishonest, immoral, or deceitful conduct.The churches and coachees relationship within CHAMP is built on mutual respect, accountability, and spiritual growth. As individuals undergoing coaching, coachees are expected to maintain integrity, respect boundaries, and uphold the values of the organization. To ensure transparency and alignment with CHAMP’s mission:
1. Pastors and the CHAMP Executive Committee must be informed of any significant mentoring, counseling, or spiritual guidance happening between coachees;
2. No unauthorized spiritual leadership or influence should be exercised without proper accountability to designated coaches and church leaders;
3. Coachees must avoid forming exclusive groups that operate outside the knowledge of CHAMP leadership, preventing division, misinformation, or unregulated teachings;
4. Any concerns, conflicts, or ethical issues arising between coachees must be reported to a CHAMP coach or the Executive Committee for proper guidance and resolution; and
5. Any abuse, manipulation, or misuse of the coachee-coachee relationship will be subject to corrective action in alignment with CHAMP’s core values and policies.
SECTION 4. FORMAL DECORUM AND APPEARANCE. - All CHAMP members and coaches are required to wear their issued CHAMP ID at the company premises. Semi-formal attire and closed-toe shoes are required. If the company has issued a required polo shirt, the coach can wear it every CHAMP session.
SECTION 5. SAFE ENVIRONMENT; AVOID ALL FORMS OF ABUSE OR HARASSMENT. — A coach shall not create or promote an unsafe or hostile environment, both in private and public settings, whether online, in workplaces, educational or training institutions, or in recreational areas. To this end, a coach shall not commit any form of physical, sexual, psychological, or economic abuse or violence against another person. A coach is also prohibited from engaging in any gender-based harassment or discrimination.
SECTION 6. NON-SOLICITATION AND IMPERMISSIBLE ADVERTISEMENT. — A coach shall not, directly or indirectly, solicit, or appear to solicit. A coach shall not, directly or indirectly, advertise his services on any platform or media except with the use of dignified, verifiable, and factual information. In no case shall the permissible advertisement be self-laudatory. The use of CHAMP ID or its membership for solicitation or any fundraising event is prohibited.
SECTION 7. NO FINANCIAL INTEREST IN TRANSACTIONS; NO GIFTS OR PERSONAL INTEREST IN THE PERFORMANCE OF DUTY. — All coaches shall not, directly or indirectly, promote or advance his or her private or financial interest or that of another, in any transaction of his personal interest. Neither shall such coach solicit gifts or anything of value in relation to such interest or in the performance of his or her duties.
SECTION 8. PROHIBITION ON LENDING AND BORROWING — During the course of the coach-coachee relationship or partnership with the company, neither the coach nor the coachee shall lend or borrow money under any circumstances. Additionally, they shall refrain from borrowing or lending personal items to uphold professionalism, maintain clear boundaries, and adhere to ethical standards. The coaching relationship should be rooted in guidance and spiritual mentorship, free from material exchanges that may create obligations, expectations of reciprocity, or potential conflicts of interest. This policy safeguards personal and professional integrity, ensuring a coaching environment built on trust, respect, and ethical conduct.
CANON 4
ACCOUNTABILITY
SECTION 1. DISCIPLESHIP - The main goal in Corporate Harvesters Association and Ministries PH is to send the employees to Christ and let them experience the real transformation through Jesus Christ our Lord. It includes setting personal meetings, follow through or online schedules outside champ schedule, if necessary tracking progress of your disciples and regularly reflecting and evaluating their spiritual journey.
SECTION 2. LEARNING GROWTH AND DEVELOPMENT. - Continuous learning and engaging in collaboration within the association will be established. All coaches are responsible for his or her own spiritual growth enhancement. This can involve attending workshops, seminars, and mentorships. Techniques and approach in corporate harvest might depend on the values and mission of the assigned company. Association is committed to provide necessary training to its volunteer members.
SECTION 3. FEEDBACK AND EVALUATION. –All coaches will undergo a Monthly Evaluation, to help coaches assess their impact on handling souls in corporate set up. Evaluation can guide us in making improvements and recommendations.
SECTION 4. ACCOUNTABILITY - All coaches shall observe the highest degree of morality, adhere to rigid standards of mental fitness, and faithfully comply with the rules and regulations. Failure to honor this covenant makes the coach unfit to continue.
SECTION 5. NON-DISCLOSURE. - All coaches shall not reveal to any other company any information gathered in a coaching session during and after two 2 years of the partnership contract.
5.1 All discussions, testimonies, prayer request, and personal matters shared during the CHAMP Coaching Sessions shall be treated confidential, unless otherwise approved by the CHAMP Executive Committee;
5.2 All coaches shall maintain the confidentiality of any personal or sensitive information of the company or of the employees shared during the CHAMP Coaching Sessions;
5.3 No personal testimonies, prayer request, or discussions shall be disclosed publicly or used for promotional purposes without the express written consent of the CHAMP Executive Committee;
5.4 Any information regarding corporate policies, internal affairs, or employee participation shall not be disclosed or used for any purpose outside the score of this Agreement;
5.5 This confidentiality obligation shall remain in effect even after the termination of this Agreement.
5.6 Restrictions on Disclosure: Neither the CHAMP nor the coaches shall disclose any personal, sensitive, or proprietary information obtained during the CHAMP Coaching Sessions to any third party without written consent from the involved party, except in cases required by law;
5.7 Protection of Employee Privacy:
● Employees’ personal and professional concerns shared during CHAMP Coaching Sessions shall not be discussed outside the session.
● The CHURCH or Coaches shall not use any information shared during CHAMP Coaching Sessions to influence employment decisions, unless otherwise it may affect and bring a reasonable damage to the company.
● The CHAMP shall ensure that its coaches do not disclose or misuse any shared information.
5.8. Duration of Confidentiality Obligations: This confidentiality obligation shall remain in effect indefinitely, even after the termination of this Agreement.
CANON 5
PARTICIPATION AND VOLUNTARINESS
SECTION 1. VOLUNTARY PARTICIPATION. - All employees are encouraged to participate in spiritual growth programs voluntarily. No one should be coerced or pressured to participate.
SECTION 2. FREE WILL. - Participants are free to express their beliefs, opinions, and spiritual experiences without fear of retribution or discrimination.
SECTION 3. ACTIVE INVOLVEMENT IN TRAINING AND WORKSHOP. - A coach shall keep abreast of CHAMP developments, participate in continuing training and workshop, and support efforts to achieve standards of excellence.
. — A coach shall diligently and act on any matter entrusted by a coachee or employee. A coach shall be punctual in all CHAMP sessions, submissions of reports and all matters professionally referred to by the CHAMP Executive Committee and Company, including meetings and other commitments.
CANON 6
FIDELITY
SECTION 1. THE RESPONSIBLE AND ACCOUNTABLE COACH. — A coach shall uphold the divine law of God, obey the laws of the land, and at all times advance the honor and integrity of the divine profession.
SECTION 2. COACH-COACHEE ROMANTIC RELATIONSHIP – Coach-coachee relationship is of the divine highest fiduciary character. As a trust relation, it is essential that the engagement is founded on the confidence reposed by the employee on the coach. A coach shall be mindful of the trust and confidence reposed by the employee. To this end, a coach shall not abuse or exploit the relationship with an employee. SECTION 3. COACH TO COACH ROMANTIC RELATIONSHIP - If a romantic relationship between coaches it must be disclosed to the CHAMP Executive Committee through its CHAMP Coordinator with the proper approval of their pastors. The relationship must not interfere with the responsibility as a coach. Failure to disclose or comply with the policy rules can lead to disciplinary actions, including reassignment or termination.
SECTION 4. PROHIBITION AGAINST CONFLICT- OF-INTEREST. - In relation to current handled coachee, the following rules shall be observed: (a) A coach shall not enter into a business transaction with an employee or coachee or knowingly acquire an ownership, possession, security, or other pecuniary interest adverse to a coachee or employee. (b) A coach shall not, by undue influence, acquire any substantial gift from a coachee or employee, including a testamentary gift, or prepare on behalf of a coachee or employee an instrument giving the coach such gift, directly or indirectly.
SECTION 5. PROHIBITION AGAINST DATING, ROMANTIC OR SEXUAL RELATIONS WITH A COACHEE OR ANY EMPLOYEE. — A coach shall not have dating, romantic, or sexual relations with a coachee or any employee during the engagement, unless the consensual relationship existed between them before the coach-coachee relationship commenced.
CANON 7
CONFLICT RESOLUTION
SECTION 1. RESOLUTION PROCESS. - Participants are encouraged to resolve conflicts or disputes through open and respectful Godly communication. If needed, a formal conflict resolution process may be initiated.
SECTION 2. HANDLING EMPLOYEES CONCERNS AND CONFLICTS. – Corporate Harvesters Association and Ministries PH are very clear in our position, we are here to support the company’s values and culture. We are not the HR department of the company responsible for resolving their issues or concerns within the organization. Our role is to protect the relationship between two parties and we must be careful in handling employees’ rants and issues about the company. The association will provide proper guidance and counseling sessions for these instances.
SECTION 3. COACHES, NATURE OF DISCIPLINARY PROCEEDINGS. - Disciplinary proceedings against coaches shall be confidential in character and summary in nature. Nonetheless, the final order of the Corporate Harvesters Association and Ministries PH shall be published. SECTION 4. PROCEEDING, HOW INSTITUTED. - Proceedings for the, termination, suspension, or discipline of coach may be commenced by the Corporate Harvesters Association and Ministries PH Board Officers on its own initiative, or upon the filing of a complaint by the companies, or by any person, before the Corporate Harvesters Association and Ministries PH Officers.
SECTION 5. OFFENSES AND SANCTIONS. -
Serious offenses. — Serious offenses include:
(a) Gross misconduct, or any inexcusable, shameful or flagrant unlawful conduct;
(b) Serious dishonesty, fraud, or deceit, including falsification of documents and making untruthful statements;
(c) Bribery or corruption;
(d) Conviction of a crime involving moral turpitude;
(e) Grossly immoral conduct, or an act that is so corrupt or false as to constitute a criminal act, or so immoral as to be reprehensible to a high degree;
(f) Sexual abuse;
(g) Threat of physical or economic harm, amounting to a crime;
(h) Sale, distribution, possession and/or use of illegal drugs or substances;
(i) Violation of confidentiality of the company;
(j) Prohibited borrowing of money from an employee or company; and
(k) No romantic relationships are allowed between the member and the employee.
Less serious offenses. — Less serious offenses include:
(a) Simple negligence in the performance of duty;
(b) Prohibited lending of money;
(c) Absentee. Three (3) consecutive absence without a justifiable and valid ground;
(d) Simple dishonesty;
Light offenses. — Light offenses include:
(a) Not wearing proper ID and uniform;
(b) Being late at champ session; and
(c) No submission of reports
SANCTIONS:
(a) If the coach is found guilty of a serious offense, termination shall be
imposed.
(b) If the coach is found guilty of a less serious offense, suspension shall be imposed.
(c) If the coach is found guilty of a light offense, reprimand shall be imposed.
GENERAL PROVISIONS
SECTION 1. EFFECTIVITY CLAUSE. – The Code of Divine and Professional Responsibility shall take effect on October 23, 2024 and shall be published in the Corporate Harvesters Association and Ministries PH socials and furnished all its partnered companies and its coaches.
SECTION 2. PROSPECTIVE APPLICATION. – The CDPR shall be applied prospectively.
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