This organization invested significant resources in engaging a third-party to investigate an employee who should have been terminated years earlier. Based upon all information gathered by the external investigators, the organization terminated the accused employee; however, the effort and expense to the organization were significant. The organization spent tens of thousands of dollars to terminate an employee, whom they had sufficient grounds to fire only months into his employment. This case illuminates two poignant issues: organizations need clear and consistent company policies regarding acceptable employee behavior; and organizations need to enforce workplace policies when employees fail to comply with the acceptable standard of behavior.
Feel like your policy management could use a refresh? From policy creation, to campaigns, to reporting. Access all workshop recordings, slide decks, worksheets, and additional resources from the two day event!
Watch Recordings. Convercent is a lot more than just GRC. Good ethics are important to ensure that the organisation meets not only its objectives in a fair and equitable manner but its wider social responsibilities externally. In addition, the organisation is committed to ensuring high ethical standards within the workplace. The procedure that follows provides general guidance on ethics and refers to other policies of the organisation where necessary.
The procedure will be closely monitored and will be developed as necessary to ensure that it meets the needs of the organisation, its employees and its stakeholders. All employees will be provided with ethics training as part of the induction programme. Ongoing ethics training, as the ethics policy and procedure develops, will be cascaded to employees via management.
Employees who are faced with a potential breach of the business ethics code or have doubts about an ethical choice they are facing should, in the first instance, speak to their line manager.
The organisation has a Code of Conduct which employees are expected to abide by. The following areas are included in this procedure.
However, this list is not exhaustive and will be developed as required. Download: Code of Ethics and Business Conduct.
Respect for the Individual We all deserve to work in an environment where we are treated with dignity and respect. All [Company name] employees are also expected to support an inclusive workplace by adhering to the following conduct standards: Treat others with dignity and respect at all times.
Address and report inappropriate behavior and comments that are discriminatory, harassing, abusive, offensive or unwelcome. Foster teamwork and employee participation, encouraging the representation of different employee perspectives. Seek out insights from employees with different experiences, perspectives and backgrounds.
Avoid slang or idioms that might not translate across cultures. Confront the decisions or behaviors of others that are based on conscious or unconscious biases. Be open-minded and listen when given constructive feedback regarding others' perception of your conduct.
Create a Culture of Open and Honest Communication At [Company Name] everyone should feel comfortable to speak his or her mind, particularly with respect to ethics concerns. Set Tone at the Top Management has the added responsibility for demonstrating, through their actions, the importance of this Code.
Competition We are dedicated to ethical, fair and vigorous competition. Proprietary Information It is important that we respect the property rights of others. Selective Disclosure We will not selectively disclose whether in one-on-one or small discussions, meetings, presentations, proposals or otherwise any material nonpublic information with respect to [Company Name], its securities, business operations, plans, financial condition, results of operations or any development plan. Health and Safety [Company Name] is dedicated to maintaining a healthy environment.
Avoid Conflicts of Interest Conflicts of Interest We must avoid any relationship or activity that might impair, or even appear to impair, our ability to make objective and fair decisions when performing our jobs. Here are some other ways in which conflicts of interest could arise: Being employed you or a close family member by, or acting as a consultant to, a competitor or potential competitor, supplier or contractor, regardless of the nature of the employment, while you are employed with [Company Name].
Hiring or supervising family members or closely related persons. Serving as a board member for an outside commercial company or organization. Owning or having a substantial interest in a competitor, supplier or contractor. Having a personal interest, financial interest or potential gain in any [Company Name] transaction. Placing company business with a firm owned or controlled by a [Company Name] employee or his or her family. Gifts, Gratuities and Business Courtesies [Company Name] is committed to competing solely on the merit of our products and services.
Accepting Business Courtesies Most business courtesies offered to us in the course of our employment are offered because of our positions at [Company Name].
Meals, Refreshments and Entertainment We may accept occasional meals, refreshments, entertainment and similar business courtesies that are shared with the person who has offered to pay for the meal or entertainment, provided that: They are not inappropriately lavish or excessive. The courtesies are not frequent and do not reflect a pattern of frequent acceptance of courtesies from the same person or entity. The courtesy does not create the appearance of an attempt to influence business decisions, such as accepting courtesies or entertainment from a supplier whose contract is expiring in the near future.
The employee accepting the business courtesy would not feel uncomfortable discussing the courtesy with his or her manager or co-worker or having the courtesies known by the public. Gifts Employees may accept unsolicited gifts, other than money, that conform to the reasonable ethical practices of the marketplace, including: Flowers, fruit baskets and other modest presents that commemorate a special occasion. Gifts of nominal value, such as calendars, pens, mugs, caps and t-shirts or other novelty, advertising or promotional items.
Offering Business Courtesies Any employee who offers a business courtesy must assure that it cannot reasonably be interpreted as an attempt to gain an unfair business advantage or otherwise reflect negatively upon [Company Name]. The business courtesy is consistent with industry practice, is infrequent in nature and is not lavish. The business courtesy is properly reflected on the books and records of [Company Name]. Set Metrics and Report Results Accurately Accurate Public Disclosures We will make certain that all disclosures made in financial reports and public documents are full, fair, accurate, timely and understandable.
Corporate Recordkeeping We create, retain and dispose of our company records as part of our normal course of business in compliance with all [Company Name] policies and guidelines, as well as all regulatory and legal requirements.
Promote Substance Over Form At times, we are all faced with decisions we would rather not have to make and issues we would prefer to avoid. Accountability Each of us is responsible for knowing and adhering to the values and standards set forth in this Code and for raising questions if we are uncertain about company policy. Use of Company Resources Company resources, including time, material, equipment and information, are provided for company business use.
Media Inquiries [Company Name] is a high-profile company in our community, and from time to time, employees may be approached by reporters and other members of the media. Do the Right Thing Several key questions can help identify situations that may be unethical, inappropriate or illegal. Ask yourself: Does what I am doing comply with the [Company Name] guiding principles, Code of Conduct and company policies? Have I been asked to misrepresent information or deviate from normal procedure?
Would I feel comfortable describing my decision at a staff meeting? How would it look if it made the headlines? Once the code of ethics has been established employees can be encouraged to follow the code by means of:. Ethics training. Setting and following policies and procedures. Setting examples. Including ethical behaviour in the performance appraisal process. Ethics Training. In order for employees to operate within the organisation's code of ethics they must first understand what the ethics are.
Ethics training provides employees with the opportunity to gain an understanding of the organisation's ethics and their appropriate application. Ethical training can be included in:. The induction process. Specific training sessions aimed at ethics in the workplace. Management training programs. Other methods for providing indirect training in ethics include:. Involving employees in reviewing the organisation's code of ethics. Allowing teams to develop their own code of ethics as long as they align with the organisation's code of ethics.
Involving employees in dealing with ethical issues when they arise. Following Policies And Procedures.
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