The Dos and Don’ts of Creating a Code of Ethics in the Workplace
Ethics can be a highly subjective topic, and ethics in the workplace is no different. Every person seems to have a different threshold for what he/she considers to be “ethical” behavior, however it is of the utmost importance that an organization has a shared consensus of what ethical behavior is when dealing with its employees and customers. Ethics are generally based on social mores and stem from cultural, secular values, such as honesty, integrity, responsibility (both corporate and social), respect, and civic-mindedness.
Ethics policies should be an embedded part of the corporate culture, and it is cursory for them to be incorporated into an employee handbook or laid out in an explicit code of conduct. If the lines of ethics are blurred, a corporation can find itself in murky waters, having difficulty finding its moral compass that drives its business decisions or rules on questionable actions or behavior with an appropriate level of authority. Thus, ethics should drive corporate policies and decisions in the areas of:
Corporate mission, vision, and core values
Conflicts of interest
Client, customer, and vendor relations
Workplace safety (OSHA) and legal/regulatory issues, such as Sarbanes-Oxley
Anti-discrimination, anti-harassment, and equal opportunity programs
Anti-bribery or corruption
Conversely, there are definite areas to avoid when compiling a corporate code of ethics. Some of these include:
What’s most important when creating a corporate code of ethics is to consult many other sources and examples of other companies’ codes in your industry, compose a committee of leaders to compile the policy, and make sure that the code jibes with your company’s core values and is made readily available or posted for your employees.
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Contact us for acustomized demonstration and learn how LaborSoft can help you improve communications, build a more collaborative, safe, and supportive workplace, while reducing the likelihood of costly litigation.