Governance Policies

Policies

For the key documents relating to IP Federation governance, click on the following links:


 Articles of Association 2012
Articles of Association adopted by special resolution passed at the ninety-third Annual General Meeting on 13 July 2012 with effect from 18 October 2012


 Governance Committee – terms of reference 2014
Revised terms of reference in the case (expected to be the norm) where the president and the director under the articles are the same person, adopted at a meeting of council on 14 November 2014 with immediate effect.


 Resolutions of IP Federation Council October 2012
Resolutions of the IP Federation Council October 2012, passed on 19 October 2012 with immediate effect:

  1. Delegation of council’s power on policy positions in cases of urgency
  2. Open committees
  3. Terms of reference of the governance committee
  4. Quorum in council meetings

 Anti-Bribery Policy 2015
The IP Federation fully recognises that bribery is a scourge that must be eliminated in all business and political dealings. Not only is bribery wrong, but the slightest hint or accusation of bribery could put at risk the integrity and reputation of the Federation on which its existence and influence depends. The Federation is fully committed to the implementation of the Bribery Act 2010 (“the Act”) which introduced an offence which can be committed by commercial organisations which fail to prevent persons associated with them from carrying out acts of bribery on their behalf. The Federation has taken note of the Ministry of Justice Guidance Note under Section 9 of the Act and believes that, by implementing this policy, it will have in place “adequate procedures” as specified in section 7(2) of the Act. We believe that these procedures also meet Principles 1 to 6 of the Guidance Note.


Equal Opportunities Policy 2016
The IP Federation is committed to promoting diversity and to providing equal opportunities for all staff and job applicants. We acknowledge the unique contribution that all individuals can make. We do not discriminate against staff on the basis of their gender, sexual orientation, pregnancy, maternity, paternity, marital or civil partner status, gender reassignment, race, colour, ethnic or national origin, religion or belief, disability, age or any other inappropriate or irrelevant criteria or distinction. We aim to create an inclusive working environment in which all individuals are able to fulfil their potential and make use of their skills, free from discrimination or harassment, and in which all decisions are based on merit.


 Health Safety and Environment Policy 2017
The IP Federation is committed to providing a safe working environment for its staff and members that supports accident prevention, minimises exposure to health risks and safeguards the environment.


 Policy Advisors Policy 2016
The IP Federation recognises and values the ongoing contributions made by many of its former member representatives, some of whom have previously continued to be part of the Federation as elected vice-presidents.


 President and VPs Election Policy 2016
The IP Federation relies heavily on the work carried out on its behalf by the president. The Federation recognises that the burden of the office of president could be eased by appointing vice-presidents to assist with the duties of the president.


 Solicitor Associates Policy Version 2
The IP Federation values the contributions made by its solicitor associates. This policy is intended to set out the principles by which the Federation selects and engages with its solicitor associates.


 Subscription Payment Policy 2015
The Federation is reliant on the subscriptions paid by its members and other contributing parties in order to carry out the objects set out in the Articles of Association. This policy sets out the process which will be followed in the event that a subscription is not paid within a specified period of that subscription becoming due.


 IP Federation Equal Opportunities Policy 2016
The IP Federation is committed to promoting diversity and to providing equal opportunities for all staff and job applicants. We acknowledge the unique contribution that all individuals can make. We do not discriminate against staff on the basis of their gender, sexual orientation, pregnancy, maternity, paternity, marital or civil partner status, gender reassignment, race, colour, ethnic or national origin, religion or belief, disability, age or any other inappropriate or irrelevant criteria or distinction. We aim to create an inclusive working environment in which all individuals are able to fulfil their potential and make use of their skills, free from discrimination or harassment, and in which all decisions are based on merit.


 Travel Policy
The IP Federation allocates a part of its budget each year to support travel by members’ representatives on its behalf. Typically, such travel is to meet with government or patent office representatives or other professional bodies to put forward Federation views or to gain information or insights on behalf of the Federation. This Travel Policy describes the mechanism by which the IP Federation monitors and allocates this budget and approves such travel.