Proposed Code of Ethics

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ProposedCode of Ethics

ProposedCode of Ethics

Therelevant questions include the following:

Whatis the main code of conduct for a company or business?

Isthere a provision that caters for employees who are uncomfortablewith some of the practices?

Whatdoes sexual harassment entail?

Doverbal, sexist comments qualify as sexual harassment?

Whatare the legal implications associated with such offenses?

Asa person who is in charge of the Human Resource department, what canyou do to curb sexual harassment?

Whatshould a manager do when complaints are raised concerningwork-related harassment?

of Findings

WhatI learned from the Interview

Firstand foremost, all companies have a code of ethics that is inaccordance with the government laws and regulations. These codes arebasic practices that need to be adhered to by all individuals in theworkplace. The main ones include trust and credibility, respect forpeople, honesty, upholding the law, avoiding conflict of interest,and loyalty. In simple words, the primary code is to do the rightthing. Secondly, both the State Law and the Company have provided theright for employees to table their issues for any actions that maynot be suitable for them [ CITATION Soc14 l 1033 ].

Sexualharassment is any form of sex discrimination that violates the civilrights act. In the workplace, it entails unwanted sexual advances, aphysical or verbal manner of a sexual nature. The main component isthe unwelcome aspect of the sex-oriented verbal or physical act. Thisdescription shows words that are sexist in nature are considered aform of sexual harassment provided that the individual(s) subjectedto it perceive it as unwelcome [ CITATION Aus08 l 1033 ].

Becausesexual harassment is an offense both to the government and theorganization, there are associated legal implications. Any reportedcase will have to be investigated by the relevant body. Thesupervisor’s actions are equal to the act of the employer. Due tothis connection, then the company has a legal responsibility to curbsuch issues.

Recommendationsgiven by the Interviewee

Thefirst step is to report the incident to the manager who will thentake it up with the involved individual. Having a meeting with thevarious heads of departments would help in forging the way forward tothe situation. The manager’s duty is a bit more complicated. He hasto obtain top-management support, then develop a written policy,provide training to all staff and encourage appropriate conduct bymanagers and supervisors (Rukin Hyland Doria Tindall LLP &ampAttorney, 2014). Disciplinary action must accompany failure to adhereto the stipulated conditions.

Applyinginformation regarding Legal Implications

Itis imperative to ensure that all employees are respected in theworkplace. Therefore, the expected conduct must be disseminated toall workers. The repercussions associated with failure of adherenceto the code must also be tabled. Lack of cooperation has to bereported to the affiliated agency for the Law to take its course. Inthis way, the organization will have taken its responsibility inprotecting its employees

Reflectionon the Interview Process

Theinsight gathered seems to be efficient in handling the situation.Tom’s behavior can thus be handled and addressed. The process willbe applied because I have established that Tom’s behavior is out oforder and disrespectful. Also, the means of dealing with the behaviorhave been outlined. It involves developing pertinent policies,sensitizing everybody, and reporting any individual who goes againstthe rules to the authorities for legal action. In this way, everyone,including Tom will be keen on maintaining good working relations.

References

Rukin Hyland Doria Tindall LLP &amp Attorney. (2014, January 30). How Should an Employer Handle a Sexual Harassment Claim? Retrieved from Rukin Hyland Doria Tindall LLP &amp Attorney: http://www.rhdtlaw.com/employer-handle-sexual-harassment-claim/

Australian Human Rights Commission. (2008). Effectively preventing and responding to sexual harassment: A Quick Guide. Retrieved from Australian Human Rights Commission: https://www.humanrights.gov.au/our-work/sex-discrimination/publications/effectively-preventing-and-responding-sexual-harassment

Society for Human Resource Management. (2014, December 1). Code of Ethics and Business Conduct. Retrieved from Society for Human Resource Management: https://www.shrm.org/resourcesandtools/tools-and-samples/policies/pages/cms_014093.aspx

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