Code of Ethics
A. Highest Professional Standards
The CALI private investigator must maintain the highest professional standards and moral principles. Investigations must be conducted with integrity, honesty and excellence with due diligence, truthfulness and the greatest possible accuracy and competence.
Investigators should strive to the highest professional responsibility and standards at all times to further CALI and the profession of Private Investigations. Investigators should conduct their business affairs fairly and in good faith and in compliance with California law and accepted and established professional standards.
B. Adherence to the Code of Ethics
All investigators should adhere to The Code of Ethics.
C. Duty to Uphold the CALI Association Reputation
Members have a duty to be truthful and must not libel, slander, communicate and/or publish defamatory or derogatory information regarding the CALI Association.
D. Assistance and Guidance Between Investigators
Assistance and guidance should be offered to investigators with lesser experience or those in need of help to complete an assignment. Education in the form of mentoring raises the level of knowledge and competency of all investigators.
E. Good Judgment
Members of CALI must exercise good judgment, in accordance with Code of Conduct, and the bylaws of CALI, in their dealings with other association members, association directors, and the general public. Members of CALI must respond to the needs of the association’s members in a responsible, respectful, and professional manner. CALI is dedicated to leading by example in serving the needs of its members, the general public and the interests and ideals of the private investigation industry in general.
F. Respect for Rights of Third Persons
The legal rights of all persons are to be respected by the investigator in pursuit of evidence and information for a client. This includes the right to privacy and from harassment. All persons with whom an investigator must communicate with regarding a matter under investigation, are to be afforded all rights and privileges of any citizen. An investigator must respect and not infringe upon the constitutional rights of any person.
G. Confidentiality
Discretion and confidentiality by an investigator are expected and anticipated. An investigator must provide truthful, accurate and factual reports to clients maintaining confidentiality and protecting the privacy interests of all persons involved in an investigation. Collection of personal identifying information must only be gathered for lawful purpose and must not be disclosed to any third party except as required by law. This confidentiality must extend beyond the term of the agreement.
H. Communication with Persons Represented by Counsel
An investigator working for an attorney, or client who is represented by counsel, is precluded from contacting an individual represented by opposing counsel. An investigator must not violate any rules regarding ex-parte contact during an investigation. Internet and Social Media contact are included.
I. Cooperation with Law Enforcement
An investigator must cooperate with all recognized and responsible law enforcement and governmental agencies, not interfering with ongoing investigations or knowingly promote the criminal activity.
Code of Conduct
SECTION 1: MAINTAINING THE INTEGRITY OF THE PROFESSION
Adherence to the Code of Conduct
1.1 All CALI members must adhere to The CALI Code of Conduct.
Abiding By The Law
1.2 The CALI member must, at all times, adhere to those legislated laws, rules and regulations of local, state and federal government, to include the Constitution of the United States of America and the Bylaws of the California Association of Licensed Investigators (CALI).
1.3 CALI members must attempt to stay current in laws applicable to the profession of private investigations and investigators must never undertake an assignment that is contrary to the Constitution of the United States of America or the security interests of this country. Members must always abide by these laws, rules and regulations and never willfully nor intentionally violate any laws and must not knowingly violate any right or privilege of any individual citizen which may be guaranteed or provided or by the United States Constitution, any State constitution, or laws of the State and Federal Governments or any subdivision thereof.
Licensing
1.4 The investigator must maintain a license issued by the respective licensing authority of their state.
1.5 CALI Membership is defined in the CALI Bylaws Article V. Not all levels of CALI membership require a private investigation license. All levels of CALI membership must abide by this Code of Conduct.
CALI Certifications (Certified Professional Investigator & Certified Security Professional)
1.6 The CALI member must not use certification credentials which have not been earned and are not current and maintained. Professional certifications presented by CALI are the property and domain of CALI, and not to be used by members who have not qualified and been granted such CALI certifications.
Investigator Advertising
1.7 Advertising of services must be truthful, tasteful, and in compliance with the laws of the state. The CALI Investigator must post their license number on all advertising and marketing materials, if required by the respective licensing authority of their state.
Professional Misconduct
1.8 CALI members must not engage in professional misconduct. Professional misconduct extends to conviction of felonious acts, perjury, fraud, falsification of information, or violation of any of provision of the CALI Code of Conduct. Such misconduct, and/or violation of the CALI Code of Conduct may result in disciplinary measures against the member in accordance with CALI Bylaws ARTICLE XIV – DISCIPLINE.
Disciplinary Measures
1.9 Members who are the subject of formal disciplinary action or revocation of their license by the licensing agency or authority in their respective state may as a result be subjected to disciplinary action by the CALI Board of Directors in accordance with the CALI Bylaws
Duty to Uphold the CALI Association
1.10 Members must not libel, slander, communicate and/or publish defamatory or derogatory information regarding the CALI Association.
SECTION 2: INVESTIGATOR-CLIENT RELATIONS
Scope of Services
2.1 The scope of services to be provided should be defined by contractual agreement between both parties prior to commencement of any work.
2.2 The Client should be provided a full explanation of the work to be performed, rates to be charged and any reporting agreed upon.
Duty to Client
2.3 The CALI members strive to provide the highest level of services for every client, diligently carried out assignments and render honest, unbiased investigations representing the best interests of the client to ensure that all services are conducted truthfully and lawfully.
Supervision of Employees of the Qualified Manager Investigator
2.3 The Qualified Manager investigator must ensure that all employees adhere to this Code of Conduct.
Communication
2.4 The CALI member must keep their client reasonably informed of the investigation to the extent set forth in their agreement.
Confidentiality
2.5 Discretion and confidentiality must be upheld by CALI members. All members agree to provide truthful, accurate and factual reports to clients maintaining confidentiality and protecting the privacy interests of all persons involved in an investigation. Collection of personal identifying information must only be gathered for lawful purpose and not disclosed to any third party except as required by law. This confidentiality must extend beyond the term of the agreement between the investigator and the client.
2.6 Services must not be provided to another party which involves the disclosure or use of confidential information obtained from a client, either for the private advantage of the member or his/her employees, or to the disadvantage of the client without his/her knowledge and consent, even though there may be other available sources of information.
Conflict of Interest
2.7 CALI members must be diligent in ensuring no agreement is entered into or services provided which jeopardizes an investigation involving another client. Any conflict which would prevent an investigator from performing a fair, professional investigation must be disclosed to the client.
Truthfulness and Accuracy
2.8 It is incumbent upon the investigator to be truthful and accurate in advertising, in dealings with clients, reporting findings, and in communications to any tribunal, court or law enforcement agency.
Courtesy and Respect
2.9 Courtesy and civility are to be extended to all clients and to the public, as well as to other CALI members, Executive Officers, the Executive Director, and Directors of the Board.
Personal Bias
2.10 Personal prejudice, bias and political or religious beliefs must not be permitted to interfere with the faithful and honest discharge of an investigator’s duty.
Records Maintenance
2.11 The client’s property must be preserved separately and safely, apart from other property in an investigator’s possession. A maintenance system of records keeping that allows information to be retrieved for a reasonable time after the work has been completed is to be expected.
Termination of Client Agreement
2.12 The CALI member’s service for a client must cease when either party withdraws from the working relationship and has clearly informed the other that all work is terminated. The relationship may be terminated upon reasonable notice by either the investigator or the client.
SECTION 3: RELATIONS WITH FELLOW INVESTIGATORS
Responsibilities of Agency Owner or Qualified Manager
3.1 The CALI member must make reasonable efforts to ensure that all persons working with or for the qualified manager must adhere to the same rules and abide by the law in the same manner as the qualified manager. Investigators must only subcontract with a licensed private investigator while performing their duties.
Partner, Employee and Subcontractor Responsibilities
3.2 All individuals working with or for a qualified manager licensed investigator are expected to adhere to the same rules of conduct demanded of the qualified manager.
Subcontractor Relations
3.3 A member who is subcontracted by another investigator to perform services on their behalf, must never directly contact the primary client without authorization by the contracting licensed investigator.
Interference with Investigations
3.4 An investigator must not interfere with business agreements or investigative services agreed up on between other investigators and their clients.
Reputation of Other Investigators
3.5 The CALI member must refrain from any conduct which would bring the investigator or the Association and profession at large under reproach. A member must strive to never knowingly cause harm or defame the professional reputation or practice of colleagues, other investigators, clients, employers, or any member of CALI.
Payment of Work to Other Licensed Investigators
3.6 CALI members must compensate each other appropriately and expediently for work performed. Whenever possible, to avoid controversies, investigators should execute a written agreement with a client and separately with any subcontractor engaged to do work in that regard that outline fees, costs, retainers, and description of work to be performed. Fees and retainers must be timely in accordance with any agreement.
Assistance and Guidance Between Investigators
3.7 Assistance and guidance should be offered by CALI members to investigators with lesser experience or those in need of help to complete an assignment. Education in the form of mentoring raises the level of knowledge and competency of all investigators.
Conflict of Interest with the CALI Association
3.8 CALI members are prohibited from persuading, or attempting to persuade any other member, exhibitor, advertiser, sponsor, subscriber, supplier, contractor, or any other person or entity with an actual potential relationship to or with CALI, to terminate, curtail, or not enter into a relationship with CALI, or to in any way reduce the monetary or other benefits to CALI with such entities.
The California Association of Licensed Investigators (CALI) is committed to providing a safe, professional atmosphere, and welcoming environment in which all of its members, including CALI staff and others participating in CALI events, activities, or meetings connected with or related to CALI, are treated with dignity and respect.
CALI has zero tolerance for and prohibits any type of discrimination and harassment, including sexual harassment, within the organization, at professional events, meetings, or anywhere CALI professional activities are conducted, regardless of location.
This Anti-Harassment Policy applies to all CALI members, including, but not limited to, attendees, CALI staff, volunteers, invited speakers, sponsors, exhibitors, service providers, contractors, and other invited guests that are not members of CALI.
Anti-Harassment Policy Statement
The California Association of Licensed Investigators (CALI) is a not-for-profit organization devoted to protecting and enhancing the private investigation industry, serving the professional interests of its members regardless of their race, gender, national or ethnic origin, religion, age, marital status, sexual orientation, and disability.
As a professional organization, CALI is committed to the fair, ethical treatment of its members and all other individuals participating in CALI activities or events connected with or related to CALI functions while providing a professional atmosphere for all.
CALI has zero tolerance for and prohibits any type of discrimination and harassment, including sexual harassment, within the organization, at professional events, meetings, or anywhere CALI professional activities are conducted, regardless of location.
This policy applies to all CALI members, including, but not limited to, attendees, invited speakers, volunteers, exhibitors, sponsors, CALI staff, service providers, contractors, and other invited guest that are not members of CALI.
Violators of this policy will be subject to discipline or other action as CALI may determine to be appropriate under the circumstances, as described later in this policy.
Candidates for elected office and leadership positions and appointees for committee assignments who are found to be in violation of this policy or are under investigation for harassment elsewhere may be barred from holding office and service assignments within the CALI association.
Definitions of Harassment
Harassment
Harassment consists of unwelcome conduct, whether verbal, physical or visual which causes distress, feelings of a lack of safety, or physical harm to another person based on their actual or perceived race/ethnicity, religion, age, gender expression or identity, socioeconomic status, disability, sexual orientation, citizenship status, geography, place of origin, marital status or familial status. Additionally, any kind of sexual harassment against anyone, regardless of the identities of the people involved, is covered by this policy.
Harassment does not need to have malicious intent; the impact on the person reporting the harassment must be addressed regardless of the intent. Harassment includes, but is not limited to, insults, insinuations, or negative stereotyping; threatening, intimidating, or hostile acts; denigrating jokes and display or circulation of written or graphic material that denigrates or shows hostility toward any member of the CALI or any non-member participating in any CALI activity, meeting, or event.
Sexual Harassment
Sexual harassment is defined as persistent, repetitive, or highly egregious conduct directed at a specific individual or group of individuals that a reasonable person would interpret as sexual in nature, taking into consideration the full context in which the conduct occurs.
Sexual harassment may include, but is limited to, the following:
- Unsolicited sexual advances by a person toward another person who has clearly communicated the other person’s desire not to be the subject of those advances.
- Sexual advances or propositions made by a person toward another during a CALI activity or event.
- Instances of offensive sexual remarks or speech or graphic sexual displays directed at a person while attending a CALI activity or event, who has clearly communicated the person’s objection to that conduct, and where the person is unable to avoid the conduct due to the confines of the activity or event.
Sexual harassment can occur intentionally or unintentionally. Some examples of sexual harassment are as follows:
- Unwelcome sexual flirtations, propositions, invitations or unwanted sexual compliments.
- Unwanted or unnecessary touching or physical closeness, such as kissing, hugging, grabbing or cornering.
- Using offensive words of a sexual nature, describing body parts or sexual acts, telling “suggestive” jokes or stories, or having conversations about sexual exploits, sexual preferences, or desires.
This definition is not intended to include occasional consensual banter or compliments of a socially acceptable nature. CALI members must use discretion to ensure that their words and actions are communicated with respect to other CALI members and non-members attending CALI sponsored activities, events, and meetings.
Discrimination
Discrimination is bias towards a CALI member or a non-member participating in CALI sponsored activities, events, and meetings that results in denial of professional opportunity or unfair treatment in their professional activities, on the grounds of demographic characteristics that are irrelevant to a person's competence. Some examples include discrimination based on race, gender, age, national and ethnic origin, religion, disability, gender identity or expression, sexual orientation, or political belief.
Other Types of Harassment
Abusive Conduct or Bullying
Abusive conduct or bullying is the malicious infliction of verbal or physical conduct that a reasonable person would find hostile, offensive, and unrelated to CALI’s professional standards. A single act may not constitute abusive conduct or bullying unless it is especially severe or pervasive. The following list of behaviors, which may be perceived as abusive conduct or bullying is not intended to be all inclusive.
- Repeated infliction of verbal abuse such as derogatory remarks, insults, and epithets.
- Verbal or physical conduct that a reasonable person would find threatening, intimidating, or humiliating.
- Willful and conscious disregard of the rights or safety of others
Scope of the Policy
This Anti-Harassment Policy applies to all attendees at CALI events, including members, volunteers, staff, prospective members (applicants for CALI membership), contractors, exhibitors, sponsors, guests, and invited speakers who are participating in CALI sponsored activities, events, meetings, annual conference, and other activity, regardless of location. In addition, this Policy also covers online speech or conduct on the CALI Listservs, online discussion boards or social media accounts operated under CALI.
Furthermore, this Anti-Harassment Policy applies to all cases involving allegations of non-sexual harassment, sexual harassment, and discrimination that may occur at any CALI sponsored, affiliated event, or on the CALI Listservs, online discussion boards or social media accounts operated under CALI.
The protections in this policy apply regardless of professional status or rank, race, gender, age, national and ethnic origin, religion, disability, gender identity or expression, sexual orientation, or political belief.
If you experience harassment or hear of any incidents of unacceptable behavior, CALI asks that you inform The
CALI President or a member of the Board of Directors so that we can take the appropriate action.
Reporting
CALI requires the prompt reporting of all perceived incidents of discrimination, harassment, abusive conduct regardless of the offender’s identity or position. Report any violations to CALI’s Anti-Harassment Policy immediately to the
CALI President, Executive Director, or any member of the CALI Board of Directors.
Complaints can be made verbally or in writing. The person verbally reporting the harassment shall be invited to file a formal complaint in writing. Reporting will be held in a confidential manner as is reasonably possible and practical.
Investigation
After receiving the formal complaint, the CALI President will promptly inform the CALI Board of Directors and Executive Director, and together, they shall determine the appropriate measures to the circumstances to review and commence (or direct the commencement of) an investigation. Every report of harassment will be investigated promptly and impartially, with every effort to maintain confidentiality. In case the complaint involves a prima-facie criminal act, such as an assault, local law enforcement agency will be immediately informed.
Disciplinary Action
If the CALI Board of Directors concludes that unlawful discrimination, harassment, abusive conduct, or retaliation has occurred (including conduct that could be perceived as discrimination, harassment, abusive conduct, or retaliation, and conduct that, if allowed to continue, could become discrimination or harassment), the CALI Board of Directors will take appropriate disciplinary action with respect to the complaint to correct the situation or such other action as is determined to be appropriate under the circumstances. Such action includes but is not limited to exclusion from CALI events, suspension, probation, or expulsion. Refer to the
CALI Bylaw 14.01 Discipline.
Non-Retaliation
CALI strictly prohibits retaliation against a member or anyone who, in good faith, reports an incident they believe to be violating the CALI Anti-Harassment Policy or who participates in the investigation of harassment or other discrimination complaints. CALI considers retaliation a serious policy violation and urges individuals to report any incidents of perceived retaliation immediately so such incidents can be thoroughly investigated. This no-retaliation policy applies even when the complaint is determined to be unfounded after investigation.