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1. Module-2
 Professional Ethical Codes
A professional code of ethics provides the employees with a set of guidelines they can use to
make good decisions in the workplace.
It allows you to set a baseline expectation for what is socially acceptable and how professionals
should approach problems.
Why is a code of ethics important?
 A professional code of ethics is designed to ensure employees are behaving in a manner that
is socially acceptable and respectful of one another.
 It establishes the rules for behavior and sends a message to every employee that universal
compliance is expected.
 It also provides the groundwork for a pre-emptive warning if employees break the code.
 Work Place Rights & Responsibilities (Whistle blowing, )
RIGHT - A right is something you are entitled to receive, e.g. to be treated in a fair, ethical and
legal way.
RESPONSIBILITY - A responsibility is a duty or something you should do, e.g. to treat others
with respect.
Rights of Employees -
 Receive a fair day’s pay for a fair day’s work.
 Receive at least the minimum wage.
 Receive a contract of employment.
 Adequate rest breaks.
 Holiday pay.
 Work in a safe and respectful atmosphere, free from danger, bullying or discrimination.
 Join a trade union.
Responsibilities of Employees -
 Carry out their duties as stated in their contract of employment.
 Arrive at work on time.
 Be loyal to their employer and not disclose confidential business information.
 Follow workplace rules and safety instructions
 Attend all training provided by the business.
Rights of Employers - Employers have the right to:
 Decide on the objectives of the business.
 Hire suitable staff for their business.

2.  Dismiss dishonest or unsuitable staff.
 Expect loyalty from their staff.
Responsibilities of Employers - The responsibilities of the employer are to:
 Ensure the workplace is safe and has healthy working conditions.
 Provide employees with adequate training and adequate gears, if necessary.
 Provide employees with statutory holidays and leave, e.g. maternity / paternity / parental
leave.
 Pay agreed wages. They must pay at least the minimum wage to their employees and
equal pay to men and women.
Whistleblowing- A whistle-blower is a person who exposes any kind of information that reveals
illegal, unethical, or not correct activities within an organization that is either private or public.
Many whistle-blowers have stated that they were motivated to take action and put an end to
unethical practices after witnessing injustices in their businesses or organizations. In addition to
ethics, social and organizational pressures are also motivating forces.
Whistle-blowers have the right to file complaints that they believe give reasonable evidence of a
violation of a law, rule, or regulation; gross mismanagement; gross waste of funds; an abuse of
authority and specific danger to public health or safety.
 CSR- The term corporate social responsibility (CSR) refers to practices and policies
undertaken by corporations that are intended to have a positive influence on the world. The
key idea behind CSR is for corporations to pursue other pro-social objectives, in addition to
maximizing profits.
TYPES OF CORPORATE SOCIAL RESPONSIBILITY
1. Environmental Responsibility- Environmental responsibility refers to the belief that
organizations should behave in as environmentally friendly a way as possible.
2. Ethical Responsibility- Ethical responsibility is concerned with ensuring an organization is
operating in a fair and ethical manner.
3. Philanthropic Responsibility- Philanthropic responsibility refers to a business’s aim to actively
make the world and society a better place.
4. Economic Responsibility- Economic responsibility is the practice of a firm backing all of its
financial decisions in its commitment to do good in the areas listed above.
Benefits of CSR
• It aids the attraction and retention of staff.
• It attracts green and ethical investment.

3. • It attracts ethically conscious customers.
• It can lead to a reduction in costs through recycling.
 Conflicts of Interest
A conflict of interest occurs when an entity or individual becomes unreliable because of a clash
between personal (or self-serving) interests and professional duties or responsibilities. Such a
conflict occurs when a company or person has a vested interest—such as money, status,
knowledge, relationships, or reputation—which puts into question whether their actions,
judgment, and/or decision-making can be unbiased. When such a situation arises, the party is
usually asked to remove themselves, and it is often legally required of them.
Common Types of Conflicts of Interest
 Self-Dealing: Self-dealing is the most common type of conflict of interest in the business
world. It occurs when a management-level professional accepts a transaction from
another organization that benefits the manager and harms the company or the company's
clients.
 Gifting: Gift issuance is also a very common conflict of interest. It happens when a
corporate manager or officer accepts a gift from a client or a similar type of person.
 Nepotism: Finally, the hiring of, or showing favorable workplace treatment to, a relative
or spouse—known as nepotism—can result in a potential conflict of interest.
Managing Boundaries and Multiple Relationships (Socializing with Current or Former
Clients, Making Referrals)
What are personal boundaries?
Personal boundaries are the physical, emotional and mental limits people use to protect
themselves from being drawn too much into their clients’ lives and from being manipulated or
violated by others.
They allow professionals to maintain psychological safety for themselves and their clients, and
make objective decisions about the therapeutic process to most effectively assist clients to
achieve their goals.
What are professional boundaries?
Professional boundaries are the legal, ethical and organisational frameworks that protect both
clients and employees, or workers, from physical and emotional harm, and help to maintain a
safe working environment. Sometimes we encounter challenging situations in our therapeutic
work, which can make maintaining these boundaries difficult. For example, if a client:
 Offers you gifts
 Invites you to a social function
 Wants to extend your relationship beyond the service provided, e.g., be your friend

4. Socializing at a Work with Clients
 Keep the conversation appropriate. Do not tell jokes at a party or gathering that one
would never tell in the office.
 Discuss non-work topics. Aim to keep the conversation away from business. Get to
know the team – ask them about their hobbies, families, and interests.
 Be a listener, not a talker. Most people feel special when someone really listens to what
they say. If you're the one doing all the talking, people may perceive you as selfish and
self-centred. So listen first, and talk second.
 Relax... but not too much - Be yourself and have fun, but don't relax so much that you
say or do something you'll regret the next day.
Organizational Loyalty- The relationship between employee and employer is changing,
especially our understanding of commitment and loyalty. An ethical employee owes the
company a good day’s work and his or her best effort, whether the work is stimulating or dull. A
duty of loyalty and our best effort are our primary obligations as employees, but what they mean
can change.
A manager who expects a twentieth-century concept of loyalty in the twenty-first century may be
surprised when workers express a sense of entitlement, ask for a raise after six months, or leave
for a new job after twelve months.