A well-designed training program is an important tool to help explain its contents while emphasizing its importance. Enter your email to reset your password Or sign up using: As you develop a policy on how to handle complaints, think about your approach to conflict resolution.
Offering easy, non-confrontational ways to resolve conflict can enable employees to self-regulate and manage incidents. In fact, low visibility may do harm by communicating that a company does not really value its code of conduct.
They can also determine the effectiveness of the disciplinary scheme and the reporting mechanisms that have been created. Anti-harassment policies should explicitly define what is not appropriate, outline the steps for reporting an incident, and explain what to expect after a report has been filed.
Setting an example at the top will encourage integrity and give the code further credibility. Specify a process for reporting complaints When developing reporting procedures, approach them not as a company looking to avoid liability, but from the perspective of an employee who has been faced with an incident they need to report.
Getting Input A common mistake that companies make when drafting a code of ethics is not to consult employees. Make it clear that senior management, like everyone else, is governed by the code and will be held to the same high standards as all other members of the organization.
As Kvietkus says, "You want to be straightforward and not from a "gotcha" aspect. You would want to recommend an Employee Assistance Program or counseling.
However, sometimes there comes a point when the employee needs to be reminded of what is expected of him and what are appropriate and inappropriate workplace behaviors. Putting Someone in Charge Even if senior management and employees embrace a code of ethics, someone needs to be put in charge of applying and updating it.
The policy should be clearly communicated and enforced. This can lead to multiple incidents going unreported, and ignorance at the management level of a repeat offender or a cultural problem.
At that point, you can recommend that he seek help and support. Examples of specific issues covered by the policy could include: Singling out specific forms of harassment with their own policies can minimize others and make employees uncertain about which situations count as harassment.Writing a code of conduct As a business owner, you will have certain expectations of how your staff should behave.
Having a written code of conduct is important, as it provides clear instructions about what your staff can and can't do.
The code of conduct should be considered a sword that you wield when all other measures have been taken. Keep in mind that a code of conduct document is a legal document between you and the employee.
How to Write a Code of Ethics for Business: What is a Code of Ethics? and more specific policies about conduct to give employees, partners, vendors, and outsiders an idea of what the company. Guide to writing a code of conduct.
A code of conduct sets company norms for behavior. These norms are the foundation for diversity and inclusion. ORGANIZATIONAL CODE OF CONDUCT EXAMPLE Page 1 of 3 PE Eff. 7/ Instructions: This document is intended as an aid to assist non-State entities in establishing an organizational code of conduct.
It is not intended to be used verbatim, but rather to serve as. This Employee Code of Conduct Company Policy template is ready to be tailored to your company’s needs and should be considered a starting point for setting up your employment policies.
An employee code of conduct policy may also be referred to as a conduct in the workplace policy.