Code of Ethical Conduct for Police Officers

CODE OF ETHICAL CONDUCT FOR EMPLOYEES OF THE INTERNAL AFFAIRS AUTHORITIES

PREAMBLE

The effective organization and implementation of activities within the internal affairs authorities of the Republic of Azerbaijan directly depend on the personal, moral, and professional qualities of employees, as well as their ability to communicate with people.

Public trust is achieved through essential qualities such as integrity, moral purity, loyal service to the people and the state, and honesty.

Since the efficiency of activities is also linked to public support and confidence, the attitude and behavior of employees towards society, their role in maintaining public order and legality, and their respect for human dignity and fundamental rights and freedoms, adherence to the requirements of this Code by employees of the internal affairs authorities (hereinafter referred to as "employees") is one of the necessary conditions for enhancing the reputation of these authorities.

At the same time, taking appropriate legal measures against employees who act in contradiction to the provisions of this Code, engage in conflicts of interest, or commit corruption-related offenses creates an environment of transparency and accountability in the performance of their duties.

Given the above, as well as the significant role and importance of the internal affairs authorities in the law enforcement system, the existence of ethical conduct rules for employees is essential. For this purpose, the improved "Code of Ethical Conduct for Employees of the Internal Affairs Authorities" (hereinafter referred to as "the Code") establishes ethical conduct rules, principles, and the legal mechanisms for their observance.

 

Chapter 1. General Provisions

Article 1. Scope of the Code and Applicable Norms

1.1. The Code applies to all employees.

1.2. The Code is based on the Constitution and laws of the Republic of Azerbaijan, universally recognized norms and principles of international law, international treaties to which the Republic of Azerbaijan is a party, including the requirements of the Convention for the Protection of Human Rights and Fundamental Freedoms, Resolution No.                          690 (1979) adopted at the 31st session of the Parliamentary Assembly of the Council of Europe on May 8, 1979, and the annexed "Declaration on the Police," Recommendation No. R (2000) 10 adopted at the 106th session of the Committee of Ministers of the Council of Europe on May 11, 2000, and the annexed "Code of Conduct for Public Officials," Recommendation Rec(2001)10 adopted at the 765th meeting of the Deputies of the Committee of Ministers of the Council of Europe on September 19, 2001, and the annexed "European Code of Police Ethics," as well as the fundamental principles and standards established for police officers by the International Criminal Police Organization (INTERPOL), including Resolution No. AG-2001-RES-04 adopted at the 70th session of the INTERPOL General Assembly held on September 24-28, 2001, and the annexed "Global Standards for Combating Corruption in Police Forces (Services)."

Article 2. Duty to Comply with the Code

2.1. During their service, employees must remain loyal to the police oath and conduct themselves in accordance with both the oath and the provisions of the Code, both while on duty and off duty.

2.2. Employees must familiarize themselves with the requirements of the Code and commit to complying with them. An employee cannot commence service without first becoming acquainted with the Code and undertaking an obligation to adhere to its requirements. The commitment to comply with the Code's provisions is added to the employee's personal file.

2.3. Employees are required to participate in training sessions on the provisions of the Code, including integrity, conflict of interest, and anti-corruption measures, at least once a year. These trainings cover the theoretical and legal foundations of integrity, conflict of interest, and anti-corruption measures, practical application scenarios, and ethical dilemmas.

Article 3. Objectives of the Code

3.1. The objectives of the Code are as follows:

3.1.1. to establish standards of integrity and define the ethical principles and norms that employees must observe;

3.1.2. to ensure compliance with ethical conduct norms by employees;

3.1.3. to enhance the reputation of the internal affairs authorities and increase public trust in these authorities and their employees;

3.1.4. to improve efficiency and transparency in the activities of the internal affairs authorities;

3.1.5. to prevent corruption and conflicts of interest within the internal affairs authorities;

3.1.6. to align employees' activities with public expectations;

3.1.7. to inform society about the level of compliance with the Code’s provisions by employees and to enhance accountability.

Chapter 2. General Principles of Ethical Conduct

Article 4. Principle of Respect for Human and Civil Rights and Freedoms

4.1. An employee may restrict a person’s rights and freedoms only on the grounds provided for in the Constitution and laws of the Republic of Azerbaijan. If any person’s rights and freedoms are restricted, the employee must explain to them the grounds and reasons for the restriction, as well as their rights and obligations in this regard.

4.2. The activities of an employee serve to protect and safeguard human rights, freedoms, and legal interests. An employee must not make decisions or engage in actions (or inaction) that violate human rights and freedoms, legal interests, or that may tarnish their honor, dignity, and business reputation.

4.3. While performing official duties, an employee must act bravely, fearlessly, and decisively. In preventing crimes and other unlawful acts, the employee must respect the right to life and, except in cases prescribed by law, must not endanger the lives and health of others. The employee must protect individuals from unlawful acts and violence and must not leave persons in hazardous situations—especially women, children, the elderly, the sick, and persons with disabilities—without assistance.

4.4. It is unacceptable for an employee to treat any person in a manner that degrades human dignity. Forcing individuals suspected or accused of committing a crime to provide information or confess guilt, threatening them or others for this purpose, subjecting them to torture, cruel, inhuman, or degrading treatment or punishment, or exerting any physical or psychological pressure is strictly prohibited. An employee is obliged not to comply with any order, directive, or instruction that prescribes such treatment or punishment.

4.5. Except in cases prescribed by law, an employee must ensure the confidentiality of any information obtained in the course of duty regarding an individual’s private life, honor, and dignity.

4.6. An employee must respect the business reputation of legal entities and must not engage in any action or inaction that may damage their reputation.

4.7. In performing official duties, an employee must always consider fundamental rights such as freedom of thought, conscience, religion, expression, peaceful assembly, movement, and property use.

4.8. An employee must behave respectfully toward society and consider the circumstances of individuals belonging to vulnerable groups while carrying out official duties.

4.9. If an employee violates a person’s rights, freedoms, or legal interests, the internal affairs authorities are obligated to take necessary measures to restore the violated rights, freedoms, and legal interests of the affected individual and to compensate for the damages incurred. Any damage caused by unlawful actions of employees shall be compensated in accordance with the legislation of the Republic of Azerbaijan.

Article 5. Principle of Legality

5.1. Every employee must comply with the Constitution, laws, other legal acts of the Republic of Azerbaijan, and the requirements of this Code.

5.2. An employee must exercise their authority strictly within the framework of the law and must respect the legally protected rights of individuals who have committed crimes or other offenses. In cases where the necessity arises to use physical force, special means, or firearms, as stipulated by the Law of the Republic of Azerbaijan "On Police," the employee must not exceed their authority and must be able to select an appropriate measure. If necessary, in cases and procedures established by the Law of the Republic of Azerbaijan "On Police," the employee must use physical force, special means, or firearms proportionately to the threat in order to achieve a lawful objective.

Article 6. Principle of Equality Before the Law

6.1. Everyone is guaranteed equality of rights and freedoms regardless of race, ethnicity, religion, language, gender, origin, property status, official position, beliefs, membership in political parties, trade unions, or other public associations.

6.2. It is prohibited for an employee to restrict human and civil rights and freedoms on the grounds listed in Article 6.1 of this Code.

Article 7. Principle of Impartiality and Fact-Based Decision-Making

7.1. In the performance of official duties and decision-making, an employee must be guided by facts, act fairly and impartially, and must not allow their own or any interested party’s personal interests to influence the fulfillment of their official duties or create conditions for such influence.

7.2. To ensure objectivity and impartiality in professional activities, an employee must, in legally prescribed cases, request their removal from the process in accordance with established procedures.

Article 8. Principle of Political Neutrality

8.1. An employee cannot hold any elected or appointed political position or engage in political activities.

8.2. An employee must not be a member of any political party or organization and must not provide financial or any other type of support to political parties.

8.3. An employee is prohibited from establishing structural subdivisions of public or political associations or assisting in their creation within internal affairs authorities.

8.4. Except in cases prescribed by law, an employee must not operate within the interests of individuals, legal entities, or public associations, nor abuse their official position or authority.

Article 9. Principle of Public Trust

9.1. An employee is obliged to strengthen the reputation of the internal affairs authorities and the service within them, upholding their own honor and dignity.

9.2. An employee must not prioritize personal interests over the interests of society and their profession in the performance of official duties.

9.3. An employee must refrain from any actions that are incompatible with their professional duties, may damage their personal reputation, or undermine the credibility of the internal affairs authorities.

9.4. An employee is obliged to eliminate the consequences of violating ethical conduct norms and take measures to restore public trust.

9.5. An employee must maintain a healthy lifestyle, must not use narcotic drugs or psychotropic substances except as prescribed by a doctor, and must not consume alcoholic beverages while on duty or in uniform, whether on or off duty. Employees must not bring alcoholic beverages to their workplace. While consuming alcohol outside of duty hours, they must know their limits, maintain self-control, avoid degrading their honor and dignity, and must not consume alcohol to the extent that it impairs their ability to properly perform official duties the next day. An employee must be completely free from the effects of alcohol when reporting for duty.

9.6. An employee must adhere to generally accepted family and household norms, care for their family, including their children and parents, remain faithful in marriage, avoid hypocrisy and immorality in male-female relationships, and must not encourage such behavior in others.

9.7. An employee must wear their uniform with honor and dignity, maintain a neat and well-groomed appearance at all times, and set an example of high cultural standards through their behavior.

Article 10. Principle of Integrity

10.1. Employees are obliged to perform their official duties efficiently and conscientiously in the interests of individuals, society, and the state. In carrying out their duties, employees must fully utilize their knowledge and skills.

10.2. Employees must always serve as an example of integrity and honesty for society, adhere to universally accepted ethical, social, and family values both on and off duty, and properly fulfill their duties and obligations as citizens of the Republic of Azerbaijan as prescribed by law.

Article 11. Principle of Cultural Conduct

An employee must be polite, benevolent, attentive, and composed in relations with all individuals, including their direct and senior supervisors, subordinates, and colleagues.

Article 12. Principle of Loyalty

12.1. When matters do not fall within their official duties, employees must refrain from making public critical comments, statements, or assessments regarding the activities of other state bodies or their leaders (except in cases of illegal activities).

12.2. Employees must comply with the rules established by the Ministry of Internal Affairs of the Republic of Azerbaijan (hereinafter – the Ministry) regarding public statements.

Chapter 3. Requirements for Service Conduct

Article 13. Service Conduct and Service Discipline

13.1. The service conduct of an employee refers to activities related to the exercise of rights and fulfillment of duties assigned to them by law.

13.2. An employee must strictly adhere to their work schedule and any special service regime imposed when necessary, report to and leave the service location on time, avoid unauthorized absences, and, except in emergencies, must not leave their service location without direct authorization from their superior.

13.3. Upon the first call from their direct superior and in cases of natural disasters, large-scale technological accidents, fires, riots, or other emergencies, employees must report to their service location immediately, regardless of their working hours. If there are changes in their residence or personal information, they must promptly inform the head of their service body. Without obtaining permission as prescribed by law, an employee must not leave the administrative district where they reside or work, and when taking leave, they must inform their superior of the location where they will be spending their leave.

13.4. If an employee becomes aware that their close relative has been convicted, they must inform the leadership of their service body within one month of learning this information.

Article 14. Professionalism and Enhancement of Individual Responsibility

14.1. An employee is obliged to perform their duties within the powers established by the legislation of the Republic of Azerbaijan and with professionalism.

14.2. Improving one's qualifications is a duty of the employee, while ensuring the theoretical knowledge and professional training of subordinates is the responsibility of managerial personnel.

14.3. An employee must be well-acquainted with the rights and responsibilities of individuals and legal entities in their service area as defined by law, as well as with the principles and norms of human rights and freedoms established by the Constitution and laws of the Republic of Azerbaijan. They must continuously work on improving their general and legal knowledge, theoretical and professional skills, and stay informed about updates in national legislation.

14.4. An employee must be self-disciplined, perform their duties promptly and conscientiously, avoid bureaucratic delays, regularly strive to enhance their professionalism, education, and overall intellectual level, and pass on their knowledge, experience, and service traditions to younger employees.

Article 15. Prohibition of Violence and Harassment

15.1. Regardless of service or non-service relationships, an employee is prohibited from engaging in any form of violence or harassment.

15.2. An employee must not subject any colleague, subordinate, or other individuals associated with their official or non-official activities to degrading or insulting behavior, sexual harassment, discrimination based on gender, or any form of inappropriate conduct, including offensive language, gestures, threats, defamatory remarks, or improper proposals or invitations.

15.3. If an employee experiences violence, harassment, or any other concerning situations, they may report these matters either in writing or verbally to their direct superior. If the direct superior does not take appropriate action, the employee may escalate the complaint to higher or other relevant authorities.

15.4. Employees must not be subjected to pressure or persecution for filing complaints regarding sexual harassment, other forms of violence or harassment, or any other concerning situations.

Article 16. Use of Property

16.1. An employee must use the property at their disposal, including financial resources, communication, computer, and other communication systems, vehicles, and other material-technical equipment, efficiently and economically.

16.2. While on duty, an employee must not engage in activities unrelated to their official duties, must not use state property for personal interests or for purposes unrelated to the performance of their official duties, and must be responsible for the safekeeping and carrying of their service weapon and identification card.

Article 17. Use of Information

17.1. An employee must not disclose secrets or information intended for official use that becomes known to them in the course of their duties. They must not use or share such information for personal or other non-official purposes, either during or after their service, nor should they allow its use by third parties. Former police officers who have been dismissed from service are required to sign a non-disclosure commitment regarding such information (Annex No. 1). Employees must also maintain the confidentiality of information related to personal life, honor, and dignity.

17.2. An employee must comply with the rules established by the Ministry regarding the provision of official information. Except in cases provided by law where public disclosure is permitted, they must not disclose information related to their official activities or the activities of the Ministry to third parties without direct authorization from their superior or the Ministry’s leadership.

17.3. An employee must adhere to the internal regulations of the internal affairs authorities regarding the provision of official information.

17.4. It is prohibited to unjustifiably refuse the provision of information that is required to be disclosed by law or other normative legal acts, to delay its provision, to request information or documents from individuals or legal entities that are not required by law, or to provide incomplete or distorted information.

Article 18. Characteristics of Relations with Other Employees

18.1. An employee must preserve and promote traditions within the internal affairs authorities, including patriotism, camaraderie, mutual assistance, bravery, selflessness, nobility, dedication, loyalty to duty, professionalism, benevolence, and respect for veterans.

18.2. An employee must establish relations with colleagues based on mutual respect and assistance, avoid conflicts or biased attitudes towards each other, and focus their efforts on fulfilling their official duties.

18.3. An employee’s approach to shortcomings in a colleague’s work must be objective, demonstrating respect, tolerance, composure, and courtesy.

18.4. An employee must support their colleagues in fulfilling their duties properly and must not create obstacles for them.

18.5. In relations with superiors, an employee must strictly observe subordination and compliance with the hierarchy. They must be courteous and considerate towards subordinates, must not demonstrate superiority arising from their official position, and must not discriminate against colleagues based on the grounds specified in Article 6.1 of this Code or their job position.

Article 19. Compliance with Decisions, Orders, Directives, Instructions, or Assignments

19.1. An employee is obliged to comply with written decisions, orders, directives, instructions, or verbal assignments issued by their direct or higher superior, provided they are lawful and within their authority.

19.2. If an employee is certain that a decision, order, directive, instruction, or assignment given by their direct or higher superior is contrary to the law or other normative legal acts, they must submit a written justification to their direct or higher superior. In this case, the higher superior may either accept the objections and revoke the decision, order, directive, instruction, or assignment issued by the direct superior or reject the objections and maintain the order unchanged. An objection to an order does not suspend its execution.

19.3. Failure to comply with a lawful decision, order, directive, or assignment issued by a direct or higher superior within their authority results in disciplinary liability. However, failure to comply with an unlawful decision, order, directive, or assignment does not result in liability.

Article 20. Characteristics of Relations with Prosecutorial Authorities, Courts, and Lawyers

20.1. An employee must establish procedural relations with prosecutorial authorities, courts, and lawyers within the limits and procedures prescribed by law.

20.2. The principle of judicial independence and the requirement that judges are subject only to the law must be observed, and no attempts should be made to influence the activities of prosecutors and judges.

20.3. Except in cases where an employee exercises their rights to submit motions or perform other functions provided by law, they must not question the legality and justification of decisions and actions of prosecutors and courts or obstruct their implementation.

20.4. An employee must respect the role of defense attorneys in criminal proceedings and administrative offense proceedings and must assist in ensuring the right to effective legal assistance, particularly in cases involving detained or arrested individuals.

20.5. In carrying out procedural activities, an employee must maintain ethical relations with participants in the process, demonstrate honesty and restraint, and adhere to standards of professional communication.

Article 21. Characteristics of Relations with Other State Authorities (Institutions)

21.1. An employee must establish relations with other state authorities (institutions) within the rights, duties, and powers defined by law, ensuring effective cooperation with law enforcement and other state authorities in the fair and efficient implementation of the state’s law enforcement policy.

21.2. In interactions with employees of other state authorities (institutions), an employee must be competent, polite, demanding, and principled, based on the requirements of the law.

21.3. In relations with other state authorities (institutions), an employee must not demonstrate the privileges or powers granted to them by law or use cooperation for personal purposes.

Article 22. Characteristics of Relations with the Media

22.1. An employee must support the media’s interest in covering the activities of the internal affairs authorities and must not obstruct the exercise of media entities’ right to obtain honest and objective information as prescribed by law.

22.2. Since official (written and oral) statements made by an employee in the media are considered the official position of the internal affairs authorities, the information must be reliable and balanced, and discussions must be conducted without compromising legal norms. Media statements must be coordinated with the Press Service of the Ministry. Statements must adhere to the lexical, grammatical, and phonetic norms of the Azerbaijani language (clear, fluent, and concise).

22.3. When making statements in the media, an employee must comply with the following rules:

22.3.1. must refrain from making official statements, judgments, or assessments on matters beyond their authority, comply with legal requirements regarding the disclosure of property and other confidential information, and avoid situations that may lead to the disclosure of confidential data;

22.3.2. must not use expressions or reactions that could cause conflicts of interest, incite political, religious, racial, national, ethnic, gender, or social hostility or enmity, hatred or discrimination, physical or psychological violence, contain sexual or degrading elements, influence decisions made by themselves or others, or create the impression of biased execution of official duties;

22.3.3. must ensure compliance with the presumption of innocence;

22.3.4. must consider the serious potential consequences of their written or oral statements in the media, carefully choose their words and the content of the information, and maintain professionalism.

Article 23. Characteristics of Relations with Individuals

23.1. When communicating with individuals, an employee must strive to enhance public trust in the state’s law enforcement activities and the internal affairs authorities.

23.2. An employee must not establish non-procedural relations with participants in cases under the jurisdiction of the internal affairs authorities and must not make promises to interested parties regarding acceptable or unacceptable outcomes of such cases.

23.3. Except in cases prescribed by law or service necessity, an employee must prefer to communicate with individuals regarding the performance of official duties within the administrative buildings of the internal affairs authorities.

23.4. During meetings with applicants, an employee must explain the lawful ways to resolve their issues.

23.5. An employee must contribute to the development of relations between the internal affairs authorities and the public and facilitate effective dialogue.

23.6. In cases provided by law and the relevant acts of the Ministry, an employee may participate in the development of interactions with non-governmental organizations and representatives of civil society.

23.7. If an employee encounters a real threat, they must immediately report it, specifying the reason, to the Ministry's Internal Security Department through their direct superior.

Article 24. Characteristics of International Business Relations

24.1. Within the framework of international cooperation, an employee must work towards the development of business relations with international organizations and the authorities of foreign states and must provide comprehensive assistance to colleagues in this matter as prescribed by law.

24.2. When sent abroad as part of an official delegation or alone, an employee must comply with the objectives of the mission, including the program of the international event they are attending, respect the customs, national values, and regulations of the host country, and adhere to generally accepted ethical and social norms. They must not engage in any actions or inactions that could tarnish the reputation of the internal affairs authorities.

Chapter 4. Requirements for Preventing Conflicts of Interest and Corruption

Article 25. Activities Incompatible with Service

25.1. An employee must not engage in any external activity, whether paid or unpaid, that is incompatible with their official duties, negatively affects or may affect the impartial and objective execution of their official duties, or creates such an impression.

25.2. An employee cannot hold any other elected or appointed position and, except for scientific, pedagogical, and creative activities, must not engage in any entrepreneurial, commercial, or other paid activities. They may not receive any remuneration other than their salary and earnings from scientific, pedagogical, or creative work.

25.3. An employee’s ability to engage in other work must not create a conflict of interest. If an employee receives a specific job offer that may lead to a conflict of interest, they must immediately inform their superior and the relevant official of the internal affairs authorities responsible for confidential advice on conflict of interest and anti-corruption matters, obtain their opinion, and comply with its requirements. The relevant official providing confidential advice on conflict of interest and anti-corruption matters does not participate directly or indirectly in personnel management, disciplinary liability decisions, or employee performance evaluations and must operate independently in accordance with accountability and impartiality requirements.

25.4. If an employee wishes to participate in competitions (interviews, exams) for employment in other state bodies or accepts any job offer, they must notify the Ministry in advance by submitting a report in the prescribed manner.

25.5. An employee must not misuse their official duties outside the internal affairs authorities to secure future employment for themselves or others.

25.6. An employee must use entrusted information and resources solely for official purposes. Dismissed employees are prohibited from using any information or resources entrusted to them for service use.

25.7. From the time of dismissal, an employee must not, for two years, establish relations with state officials to influence the adoption of public-interest decisions for the purpose of advocating special interests. A person who engages in such advocacy by interacting with state officials to influence public-interest decision-making may only be employed in the internal affairs authorities two years after ceasing such activities.

25.8. If an employee is unable to determine whether an activity is incompatible with their service, they must consult the relevant official of the internal affairs authorities responsible for confidential advice on conflict of interest and anti-corruption matters.

25.9. An employee cannot be a party to transactions in which the internal affairs authorities are one of the contracting parties.

Article 26. Prevention of Conflicts of Interest

26.1. A conflict of interest arises when an employee’s personal interest affects or appears to affect the impartial and objective performance of their official duties. Personal interest refers to any material or non-material advantage for the employee themselves, their close relatives, family members, or other individuals and legal entities with whom they have a close relationship.

26.2. An employee must not allow any real, potential, or perceived conflict of interest and must not use their official powers for personal interests.

26.3. In cases where a contradiction may arise between official duties and personal interests, the employee must inform the relevant internal affairs official responsible for confidential advice on conflict of interest and anti-corruption matters about the nature of these interests, obtain their opinion, take all possible measures to prevent the conflict of interest, and comply with the recommendations.

26.4. If a job transfer offer may lead to a conflict of interest, the employee must report this to the relevant internal affairs official responsible for receiving information on conflicts of interest and anti-corruption matters.

26.5. When appointed to a position and during their tenure, an employee must be familiar with ethical conduct rules, as well as the legal and regulatory requirements for preventing corruption and conflicts of interest. If they have any questions about compliance with these regulations, they must seek advice from the internal affairs official responsible for confidential advice on conflict of interest and anti-corruption matters.

26.6. Before being appointed to a position and annually by January 10, the employee must report any existing or potential conflicts of interest arising from their official duties to the internal affairs official responsible for receiving information on conflicts of interest and anti-corruption matters.

26.7. An employee performing duties in criminal proceedings and administrative offense proceedings within the internal affairs authorities must recuse themselves and inform their direct superior in the following cases:

26.7.1. if they were not appointed to the position in accordance with the legislation of the Republic of Azerbaijan;

26.7.2. if they do not have the legal authority to review a criminal case, prosecution materials, or an administrative offense case under the legislation of the Republic of Azerbaijan;

26.7.3. if they are a victim, civil plaintiff, civil defendant, or their legal representative in the relevant criminal case, prosecution material, or administrative offense case;

26.7.4. if they have previously participated in the criminal case, prosecution material, or administrative offense case as a witness, court clerk, translator, specialist, or expert;

26.7.5. if they have a familial or personal dependency relationship with any participant in the proceedings, including their legal representative;

26.7.6. if they have any other personal interest in the criminal case, prosecution material, or administrative offense case.

Article 27. Prevention of Corruption

27.1. An employee is prohibited from taking any action (or inaction) or making decisions aimed at unlawfully obtaining material benefits, privileges, or advantages.

27.2. An employee must take measures to prevent their actions (or inaction) or decisions from leading to the acquisition of material benefits, privileges, or advantages.

27.3. If an employee is offered an unlawful material benefit, privilege, or advantage, they must take the following measures:

27.3.1. refuse the offered, promised, or given material benefit, privilege, or advantage (even if intended for use as material evidence, accepting such benefits, privileges, or advantages is strictly prohibited);

27.3.2. if the material benefit, privilege, or advantage is provided involuntarily, the employee must immediately report it to the internal affairs official responsible for receiving information on conflicts of interest and anti-corruption matters, and the item must be handed over to the Ministry’s Internal Security Department for official documentation. The Ministry’s Internal Security Department must record and assess the item. The assessment must be conducted by an independent expert or specialist;

27.3.3. identify the person who offered or promised the material benefit, privilege, or advantage;

27.3.4. promptly draft a report regarding the offer or promise of an unlawful material benefit, privilege, or advantage and submit it to the internal affairs official responsible for receiving information on conflicts of interest and anti-corruption matters.

27.4. Once initial evidence confirming the offer or promise of an unlawful material benefit, privilege, or advantage is collected, the relevant materials and information must be forwarded to the competent investigative body for evaluation.

Article 28. Restrictions on Receiving Gifts

28.1. An employee may not solicit, demand, or accept gifts for themselves or others that affect, may affect, or create the impression of affecting the objective and impartial execution of official duties, or that are given, offered, or promised as a reward for the performance of their duties.

28.2. No donation or payment may be directly or indirectly solicited, demanded, or accepted from any individual or legal entity for the internal affairs authorities.

28.3. The rule specified in article 28.1 of this Code does not apply to hospitality-related gifts whose value does not exceed the limit established by the Law of the Republic of Azerbaijan "On Combating Corruption." In such cases, the employee must report the gift to the relevant internal affairs official responsible for receiving information on conflicts of interest and anti-corruption matters within three days of receiving it. The relevant internal affairs official responsible for receiving information on conflicts of interest and anti-corruption matters must ensure that the gift is assessed by an independent expert or specialist. The employee may only accept the gift if its value does not exceed the limit specified in the Law of the Republic of Azerbaijan "On Combating Corruption." If the value of the gift exceeds the limit specified in the Law of the Republic of Azerbaijan "On Combating Corruption," it must be returned to the giver. If returning the gift is not possible, it must be handed over to the Ministry's Internal Security Department with an official record. Regardless of its value, all gifts must be registered by the Ministry's Internal Security Department.

28.4. If an employee believes that a gift received for purposes unrelated to their official duties affects, may affect, or creates the impression of affecting the objective and impartial execution of their official duties, they must report it to the relevant internal affairs official responsible for confidential advice on conflicts of interest and anti-corruption matters, obtain their opinion, and comply with their recommendations. If the relevant internal affairs official responsible for receiving information on conflicts of interest and anti-corruption matters deems it necessary, they may require the gift to be assessed in accordance with the procedure specified in article 28.3 of this Code. In such a case, the employee must submit the gift for assessment.

28.5. Even if the value of the gift does not exceed the limit specified in the Law of the Republic of Azerbaijan "On Combating Corruption," if the employee believes that it affects, may affect, or creates the impression of affecting the objective and impartial execution of their official duties, they must report it to the relevant internal affairs official responsible for confidential advice on conflicts of interest and anti-corruption matters, obtain their opinion, and comply with their recommendations.

28.6. If an employee is unable to decide whether to accept a gift or benefit from hospitality, they must consult the relevant internal affairs official responsible for confidential advice on conflicts of interest and anti-corruption matters, obtain their opinion, and comply with their recommendations.

28.7. When participating in regional, international, and other foreign events, if an employee receives a gift from representatives of other countries or international organizations as part of existing protocol and etiquette rules, they must immediately report it to the head of the delegation accompanying them. If they are traveling alone, they must inform their direct superior and the relevant internal affairs official responsible for confidential advice on conflicts of interest and anti-corruption matters upon returning from the trip, obtain their opinion, and comply with their recommendations.

Article 29. Declaration of Financial Information

29.1. Senior officers of the internal affairs authorities, heads and deputy heads of Main Departments and Departments, heads of city (district) police authorities, and heads of regular police units must submit financial information specified in Article 5.1 of the Law of the Republic of Azerbaijan "On Combating Corruption" to the Anti-Corruption Commission of the Republic of Azerbaijan through the Ministry, in accordance with the "Rules for the Submission of Financial Information by Public Officials" approved by the Law No. 945-IIQ of June 24, 2005.

29.2. Before assuming service, an employee must submit the financial information specified in Article 5.1 of the Law of the Republic of Azerbaijan "On Combating Corruption" to the Ministry of Internal Affairs.

Article 30. Abuse of Official Authority

30.1. An employee must not use their official authority or privileges granted by their position for non-service purposes.

30.2. An employee must not use their uniform, service weapon, or service identification to exert unlawful influence on individuals or legal entities, must not misuse them, and must restrict the use of their uniform in public places outside working hours.

30.3. In resolving difficulties or misunderstandings related to family, household, financial, or other matters, an employee must use only lawful methods and must not exploit cooperation with state bodies for personal interests in ways not prescribed by law.

30.4. If an employee becomes aware that a criminal prosecution, investigation, or civil legal proceedings have been initiated against them in another law enforcement agency, they must immediately report it to their direct superior. They must also inform their superior before any criminal prosecution, civil, or administrative-procedural court case is initiated against them.

30.5. An employee must not interfere in areas unrelated to their official duties, must not attempt to influence decisions on documents or materials within another employee’s competence, and must not show interest in matters unrelated to service necessity.

Article 31. Reporting Violations of the Code

31.1. If an employee believes that any other employee has violated the provisions of the Code or has obtained information about such a violation, they must report it to the direct or superior officer of the employee alleged to have committed the violation.

31.2. An employee must submit reports concerning violations of the provisions of the Code related to conflicts of interest and the prevention of corruption to the relevant internal affairs official responsible for receiving information on conflicts of interest and anti-corruption matters.

31.3. If an employee witnesses or has evidence of another employee’s involvement in corruption, they must take the measures specified in Article 27.3 of this Code.

31.4. If an employee, after reporting an issue in accordance with Articles 31.1 and 31.2, finds the response unsatisfactory, they may submit a written report to the Minister of Internal Affairs.

31.5. No direct or indirect retaliatory measures may be applied against an employee for submitting a report in accordance with the provisions of this article. Such measures include disciplinary punishment, dismissal, removal from office, reassignment, unlawful salary deductions, active or passive obstruction of promotion or incentives, negative characterization, or any other similar actions. If a person reporting violations related to conflicts of interest or corruption presents reasonable evidence of retaliatory measures taken against them, the burden of disproving these allegations falls on the relevant official.

Article 32. Prevention of Unlawful Influence

32.1. An employee must prevent any attempts by unauthorized persons to interfere with the execution of their official duties.

32.2. An employee must not put themselves in a position where they are obligated or appear to be obligated to act (or refrain from acting) in favor of others. Their conduct in professional and personal life must not make them susceptible to unlawful influence by others.

32.3. An employee must avoid financial and business relationships that could affect their impartiality and objectivity. They must not assume obligations (such as loans, debts, rent, or other financial commitments) that they know or should reasonably foresee they cannot fulfill. Any legal obligations undertaken must be fulfilled according to the agreed terms, and in exceptional cases where fulfillment is impossible, they must immediately inform their direct superior and explain the reasons.

32.4. When assessing applicants for service in the internal affairs authorities, their financial and other obligations (such as loans, debts, rent, etc.) that could impact their impartiality and objectivity during their service are examined, and the results of this assessment are considered during recruitment.

Article 33. Integrity Checks

Before being admitted to service in the internal affairs authorities, before being appointed to a higher position, and regularly during their tenure, an employee undergoes integrity checks. The procedure for these checks is determined by the Minister of Internal Affairs, and the results are considered during recruitment, promotions, and reassignments.

Chapter 5. Requirements for Off-Duty Conduct

Article 34. Characteristics of an Employee’s Off-Duty Conduct

34.1. An employee’s off-duty conduct must not tarnish their professional reputation.

34.2. An employee must not establish professional or personal relationships, engage in dealings, or make arrangements with individuals known for criminal or dubious lifestyles, including those recognized within the criminal world, unless required by official duty.

34.3. An employee must refrain from participating in gambling activities.

Article 35. Public Activities

35.1. An employee has the right to participate in the activities of national and international organizations in accordance with legislation and official duty regulations.

35.2. When engaging in public activities, an employee must not:

35.2.1. misuse their official position or authority for the interests of a public association, national, or international organization;

35.2.2. use their official position to pressure colleagues into participating in the activities of public associations.

35.3. An employee must avoid public activities that harm their official duties or the reputation of the internal affairs authorities.

Article 36. Religious Activities

36.1. An employee of the internal affairs authorities has the right to determine their religious beliefs freely.

36.2. Except for religions and religious movements that degrade human dignity or contradict the principles of humanity, an employee must respect everyone’s freedom of religion.

36.3. An employee must not promote their religious affiliation.

36.4. In connection with religious activities, an employee must adhere to the following rules:

36.4.1. must not be a member of any religious organization or institution, must not provide financial or other forms of support to religious organizations or institutions, and must not receive support from them;

36.4.2. must not use their official position to pressure colleagues into participating in religious organizations or institutions;

36.4.3. must not establish or assist in establishing structural subdivisions of religious organizations or institutions in any way;

36.4.4. must not violate public order or engage in immoral conduct while performing religious rites or participating in religious ceremonies.

Article 37. Scientific, Pedagogical, and Creative Activities

37.1. Engaging in scientific, pedagogical, or creative activities is an employee’s right.

37.2. In accordance with Article 58 of the Labor Code of the Republic of Azerbaijan, an employee who wishes to engage in scientific, pedagogical, or creative activities must submit a report approved by their superior to the Minister of Internal Affairs.

37.3. While engaging in scientific, pedagogical, or creative activities, an employee must adhere to the following rules:

37.3.1. must not disclose confidential information specified by law and must ensure the confidentiality of information obtained in connection with their official duties;

37.3.2. such activities must not cause the employee to violate service discipline;

37.3.3. must not accept compensation or rewards that could affect or create the impression of affecting the impartial execution of their official duties.

Article 38. Family and Household Matters

38.1. An employee is obligated to assist family members in need and care for their children, in accordance with Articles 17 and 38 of the Constitution of the Republic of Azerbaijan.

38.2. An employee must comply with generally accepted moral norms, public behavior standards, and cohabitation rules.

Article 39. Conduct on Social Media

Unless directly related to their official duties, an employee must not participate in public discussions on social media, share information about their official activities and duties, or disclose confidential (state secret) and sensitive information. Additionally, they must not post photographs of their service credentials, office, weapons, vehicles, special equipment, uniforms, uniform insignia, or themselves (whether in uniform or civilian clothing), nor should they encourage other employees to engage in such actions.

Chapter 6. Oversight and Accountability

Article 40. System of Guarantees

40.1. To ensure compliance with ethical conduct rules by employees:

40.1.1. their adherence to the Code must be regularly analyzed by themselves, their direct, or superior officers;

40.1.2. their direct or superior officers must implement the measures prescribed in the Law of the Republic of Azerbaijan "On Police" and the "Regulations on Service in the Internal Affairs Authorities of the Republic of Azerbaijan," as well as those provided in this chapter.

Article 41. Oversight Function

41.1. The supervision of compliance with ethical conduct rules in the internal affairs authorities is carried out by senior officials.

41.2. For this purpose, senior officials must:

41.2.1. determine the workload, service functions, and duties of subordinates in accordance with their professional qualities;

41.2.2. be fair and objective in evaluating the performance of subordinates;

41.2.3. not encourage subordinates to make unlawful decisions or take actions that contradict generally accepted ethical norms;

41.2.4. prevent the selection and appointment of personnel based on personal relationships;

41.2.5. lead by example in complying with the Code through their own service conduct;

41.2.6. establish and implement measures to prevent and address violations of ethical conduct rules;

41.2.7. initiate disciplinary actions within their authority in response to violations of service conduct rules;

41.2.8. take measures to eliminate the consequences of violations of ethical conduct rules and continuously enhance public trust in the internal affairs authorities;

41.2.9. fulfill other obligations related to compliance with ethical conduct rules as prescribed by law.

Article 42. Liability for Violations of Ethical Conduct Rules

42.1. Violation of the requirements of the Code constitutes grounds for holding an employee disciplinarily liable.

42.2. Disciplinary liability of an employee is enforced in accordance with the Law of the Republic of Azerbaijan "On Police," the "Regulations on Service in the Internal Affairs Authorities of the Republic of Azerbaijan," and the relevant job instructions within the prescribed procedure and timeframe.

 

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