Coacharya Global Policies 

Owner: Coacharya LLC, USA

Effective Date: Updated January 2026. This Policy has been in force and in common use since the LLC’s inception in 2013.

Applies to: All individual (B2C) and organisational (B2B) participants, globally

Code of Ethics & Professional Conduct

Aligns with ICF / EMCC standards and sets expectations for learners, faculty, and partners.

Effective: From October 2013

Owner: Coacharya LLC

Purpose
Coacharya is committed to the highest standards of ethical conduct, professionalism, and integrity in coaching, leadership development, and organisational development. This Code sets expectations for learners, faculty, mentors, supervisors, partners, and representatives of Coacharya.

Ethical Foundations
This Code is informed by and aligned with the ethical principles and professional standards of leading global bodies, including the International Coaching Federation (ICF) and the European Mentoring and Coaching Council (EMCC), while reflecting Coacharya’s systemic and integrative philosophy.

Standards of Conduct
All participants and representatives of Coacharya are expected to:

• Act with integrity, honesty, and professional responsibility
• Respect the dignity, autonomy, and diversity of all individuals
• Maintain appropriate professional boundaries
• Avoid conflicts of interest, or disclose them transparently where unavoidable
• Represent qualifications, certifications, and affiliations accurately
• Refrain from misleading claims, guarantees of outcomes, or unethical influence

Learning and Assessment Integrity
Participants agree to:

• Complete assessments and submissions honestly and independently
• Do not plagiarise, misrepresent work, or misuse Coacharya’s intellectual property
• Respect cohort learning norms and faculty guidance

Confidentiality and Respect
All parties must respect the confidentiality of personal disclosures shared during programs, subject to legal and safety exceptions.

Consequences of Breach
Coacharya reserves the right to investigate ethical concerns and take appropriate action, which may include warnings, removal from a program, revocation of certification, or termination of affiliation, without refund.

Accessibility & Inclusion Policy

Affirms Coacharya’s commitment to inclusive learning and reasonable accommodations.

Commitment to Inclusion
Coacharya is committed to fostering inclusive, respectful, and accessible learning environments for participants across cultures, geographies, abilities, and identities.

Reasonable Accommodations
Where reasonably possible, Coacharya will seek to provide accommodations for learners with disclosed accessibility needs, including but not limited to:

• Learning or sensory accommodations
• Mobility or physical access considerations (for in-person programs)
• Time-zone or scheduling sensitivities (for global cohorts)

Accommodation requests should be made in writing to support@coacharya.com with reasonable advance notice.

Limitations
Accommodations are subject to:

• Timely disclosure of needs
• Practical feasibility
• Program integrity and accreditation requirements

Coacharya does not guarantee that all requests can be accommodated.

Respectful Learning Environment
Discrimination, harassment, or exclusionary behaviour based on any personal characteristic will not be tolerated.

Recording & Confidentiality Policy

Purpose
This policy clarifies how session recordings are handled and establishes confidentiality expectations to protect participants, faculty, and Coacharya.

Session Recordings
Coacharya programs may include recorded sessions for:

• Educational review
• Faculty development
• Learner reflection or assessment

Where recording occurs:

• Participants will be informed in advance
• Recordings will be used only for legitimate educational or quality purposes
• Access will be restricted to authorised individuals

Participants may choose to mute audio, disable video, or refrain from sharing sensitive information during recorded sessions.

Learner Recordings
Participants may not record sessions independently without explicit written permission from Coacharya and all affected participants.

Confidentiality Boundaries
Participants agree to:

• Maintain confidentiality of personal or organisational information shared by others
• Do not disclose peer or client information outside the learning context

Confidentiality may be limited where disclosure is required by law, regulation, or to address the risk of harm.

Data Handling
Recordings and related materials are stored securely and retained only for as long as necessary, in alignment with Coacharya’s Privacy Policy.

Anonymized data may be used for research, education, and product development

Contact

Email: support@coacharya.com
Website: www.coacharya.com

Human Resources Policy

(Global, Remote Workforce)

Applies To: All contracted service providers, faculty, facilitators, associates, and advisors
Jurisdiction: United States (globally applicable by principle)

1. Purpose

This Human Resources Policy establishes the principles, standards, and expectations governing engagement, performance, conduct, and collaboration within the organization. It supports a high-trust, inclusive, and accountable work environment aligned with our mission as a leadership development education provider.

2. Employment & Engagement Framework

1. The organization operates with a remote-first, contract-based service model.
2. Engagement is based on clearly defined scopes of work, deliverables, and outcomes.
3. No policy herein shall be construed as creating an employer–employee relationship unless explicitly stated in a written agreement.
4. Work is evaluated based on outcomes, quality, and impact, not hours logged.

3. Equal Opportunity, DEIB & Inclusion

The organization is committed to providing a work environment that is inclusive, respectful, and free from discrimination.

3.1 Equal Opportunity

We provide equal opportunity without regard to race, color, religion, sex, gender identity or expression, sexual orientation, age, disability, marital status, veteran status, nationality, or any other protected status under applicable law.

3.2 Diversity, Equity, Inclusion & Belonging

We actively cultivate:

• Psychological safety
• Cultural respect across geographies
• Equitable access to opportunities and recognition
• Inclusive communication and decision-making

Discriminatory, harassing, or exclusionary behavior will not be tolerated

4. Performance Management & Remuneration

4.1 Performance Philosophy

Performance is assessed holistically, considering:

• Quality and consistency of deliverables
• Ownership and accountability
• Collaboration and contribution to collective success
• Alignment with organizational values and ethics

4.2 Remuneration Principles

• Compensation is fair, role-aligned, and market-informed
• Remuneration may be reviewed periodically based on:
  • Performance impact
  • Role criticality
  • Expanded responsibilities
  • Organizational sustainability
• Performance-linked incentives may apply where contractually specified

Tenure alone does not determine compensation adjustments.

4.3 Holidays

• Statutory national holidays of the Country, generally not more than 10
• Additionally, depending on need and merit, a maximum of 10 paid holidays

5. Collaboration & Engagement Expectations

Collaboration is a core requirement.

All service providers are expected to:

• Communicate clearly and respectfully
• Participate meaningfully in agreed collaboration forums
• Share relevant information transparently
• Respond in a timely and professional manner

Remote work requires intentional engagement and clarity, particularly in asynchronous environments.

6. Initiative, Ownership & Accountability

The organization values:

• Proactive initiative
• Responsible decision-making
• Ownership beyond formal role definitions

With autonomy comes accountability:

• Commitments must be honored
• Issues must be surfaced early
• Errors are addressed through learning and corrective action
• Blame-oriented behavior is discouraged

7. Learning, Wellbeing & Sustainability

As a leadership development organization:

• Continuous learning is encouraged at all levels
• Sustainable work practices are prioritized
• Wellbeing, reflection, and recovery are respected

Excessive overwork is not considered a performance indicator.

8. Confidentiality, Data Protection & Intellectual Property

1. All confidential, proprietary, client, learner, and organizational information must be protected.
2. Information may only be used for authorized purposes.
3. Intellectual property created under contract shall be governed by applicable agreements.
4. Breach of confidentiality may result in termination of engagement and legal action.

9. Policy Governance & Amendments

This policy:

• Serves as a guiding framework
• May be updated periodically
• Does not replace contractual obligations or applicable laws

CODE OF CONDUCT & ETHICS ADDENDUM

1. Ethical Standards

All individuals representing the organization are expected to uphold the highest standards of integrity, professionalism, and ethical behavior.

This includes:

• Honesty in communication
• Accuracy in representation of credentials and capabilities
• Respect for clients, learners, colleagues, and partners

2. Professional Conduct

Expected conduct includes:

• Respectful and inclusive behavior
• Constructive feedback and dialogue
• Appropriate boundaries in professional relationships

Unacceptable conduct includes:

• Harassment or intimidation
• Discrimination or retaliation
• Abusive or disrespectful communication
• Misuse of authority or influence

3. Conflicts of Interest

All actual or potential conflicts of interest must be disclosed promptly.
Individuals must avoid situations where personal interests could improperly influence professional judgment.

4. Use of Organizational Name & Representation

• The organization’s name, materials, and brand must be used responsibly and accurately.
• Public statements or representations must align with agreed roles and permissions.

5. Reporting Concerns

Ethical concerns or policy violations should be reported promptly through designated channels.
Reports made in good faith will not result in retaliation.

6. Enforcement

Violation of this Code may result in:

• Corrective action
• Suspension of engagement
• Termination of contract
• Legal remedies where applicable

Closing Statement

This organization strives to be a workplace defined not by control, but by trust, responsibility, and shared purpose.
Each individual is expected to contribute to an environment where excellence, inclusion, and integrity coexist.