Similarly to the business-focused companies, nonprofits employ workers who represent organizational values and fulfill its objectives. Therefore, the organization should provide its employees with a code of ethics – a document that describes the staff’s behavior, mission, and goals, paying attention to possible sanctions and infractions. An incomplete code of ethics may negatively impact workers’ understanding of situations that happen in the workplace. In many cases, this document may be superficial, failing to ensure compliance (Cooper, 2012). This issue can arise for many reasons, one of them being the code’s vagueness. The organization called Delaware Alliance for Nonprofit Advancement (DANA) provides an example of a publicly shared code of ethics that discusses key behaviors, and goals of employees but does not acknowledge problems or specific situations. DANA is a nonprofit organization based in the state of Delaware. It is focused on providing training courses for other local nonprofits. For example, it assists organizations in discussing policy issues, networking, strategy development, and other vital topics for a nonprofit establishment. Moreover, DANA advocates for the nonprofit sector and conducts research centered on nonprofit advancement. DANA’s code of ethics is linked to the Standards for Excellence Institute which developed the Ethics and Accountability Code for the Nonprofit Sector (DANA, n.d.). In the preamble to the code, some nonspecific characteristics and duties of nonprofits are mentioned. Here, the document includes the necessity to adhere to federal, state, and local laws. Moreover, such integral ethical values as fairness, honesty, trust, responsibility, and compassion are mentioned. Then, the code includes eight primary guiding principles which outline possible concerns. The first principle deals with the mission of the nonprofit. Here, it is mentioned that DANA and other organizations should work efficiently to fulfill the mission. One should note that while this document appears to be the code of ethics for DANA, it presents general information and does not provide specific examples. For instance, the second aspect talks about the governing body but does not include the specific structure of DANA. Nevertheless, it specifies that the board’s duty is to assure that the nonprofit has all the necessary resources for conducting its operations. Next, the code outlines the employees and volunteers’ responsibility to “act in the best interest of the organization” (DANA, n.d., para. 10). Contributors should not act in their personal interest, although sanctioning methods are not mentioned for noncompliance. Accurate financial record keeping and adherence to legal requirements are discussed as well. In regards to the public, DANA provides policies for openness, fundraising efforts, and public affairs. Here, the transparency of reporting and accessibility of information are highlighted. For example, “an organization’s fundraising program should be maintained on a foundation of truthfulness and responsible stewardship” (DANA, n.d., para. 14). This policy, while vague, offers a description of behavior for staff. Finally, the attention to the interests of people and participation in public affairs are encouraged in the code. Overall, the document is exceptionally obscure, offering only some basic ideas under which every nonpro