1. Policy Development
Dawn M. Gibson
Db4- Leadership and Ethical Decision Making- Jeoffrey Jenkins
Colorado Technical University
Rough draft (fully completed will be done by Friday)
Bringing in information on all types of Code of Conduct, regulatory compliances and give
each person a folder withal information including websites to research. I would ask for each
person’s input as to what they feel their company represents and codes they feel they would like
to see established and the penalties for them not being followed through. You won’t necessarily
have documents or papers of each code to sign as long as you have meetings either in groups or
individuals to explain them and sign a paper that states they have read and understood the codes,
regulations, compliances, and will follow through (Board, 2015).
What is a code of Conduct?
A code of conduct is how a company, business etc. expect their employees to conduct
themselves. It is in like the mission statement only, with how everyone should conduct
themselves in the business. These will include rules, regulations that are either posted on the
walls or in hand booklets for workers to READ and follow. These will include the mission’s
statement, dress codes, ethic rules and regulations, safety, workers’ rights, and harassment
policy. These may even include rules for sick time, time off, and family leave act. These are by
law also required to be posted on the company wall: the workers leave act, pregnancy act, as well
as any other legal workers’ rights. We have a Union board (which they play with) and a wall for
all laws pertaining to FMLA, workers law act, etc. We even have poster showing emergency
issues such as cpr, if someone has food caught in their throat. We also have a policy which states
workers are not to enter the dorms at any time, and no dating employees ( which some are
married, and some are dating so there goes that one they created) They prefer not to hire family
members unless they work in different areas. This I can see in some cases but in others I do not.
The reason why this was proposed is because one will cover for the other and more stealing was
going on. For an example: The manager has a family member, who steals from the company they
more than likely will cover for them, it also created a range where stealing was committed. The
question here is why punish all for what a few do. This is why I do not like the whistle blower
clause and refuses to sign it. I will report any wrong doing even if it is my own family. People
need to look at the work place as if it is their own as well. You may not own it but you work for
them, and all involved are in on how well a company looks. If they steal would you want to be
connected to them?? I would not. If they are corrupted would you want to be connected to them?
I am not talking about work we cannot control what happens but we can report wrong doing.
Which I am about to do while risk losing my job.

2. Code of conduct are different for different places like hospitals, lawyers, etcs.
Purpose of a code of Conduct
There are many reasons they have a code of conduct; to protect the company, to protect
employees, and to protect all. The code of conduct is as it sounds. Basically, it is how a place or
workers to conduct their actions. How they talk, work, and serve the company and customers, his
includes rules, regulations. Upon being hired booklets or a folder should be given that state what
is expected along with a contract you sign stating you will abide by them ( hopefully you are
wise enough to read through any document before signing. People just take for granted and sign
documents and do not realize what they have agreed to, foolish move. You are allowed to request
a copy of anything that you sign. These should enclose a mission statement, dress code, ethic
rules/ regulations, safety, workers’ rights, harassment policies and others (DeGeorge, 2010).
Importance of a code of conduct
It is important to have a code of conduct so that there are set boundaries that employee and
employers know about, so there are no excuses for errors. There are pros and cons to these as
well.
Cons:
Although it may be well informed, managers tend to bend the rules for some and not others.
There are certain circumstances that cannot be avoided. Falling in love, accidents, sudden deaths,
being late or no shows; some people do not have cell phones and many areas here do not have
reception, GPS around here is pretty worthless) This is when exception to the rules could and
should be made. It is true some call in and lie, but many times there are exception for certain
people which are wrong.
Pros:
Dress codes are a God sent (unless uniforms are ugly) Have you ever been served by kids with
their pants hanging down? Ewww. Dress codes state what is expected, proper clothes which is
uniformed to match, uniforms most employers provide along with laundry service ( linen
companies I can tell you are awful they had the whole summer yet we are missing uniforms).
These are basically guidelines as to what is expected as employees represent a company.
Meetings are done every day as to go over issues. Mostly what we can do to improve issues (
which if they are not liked they are ignored) Every day we go over because students who apply
for jobs and stop showing up. Hairnets and hats, gloves, and other issues are discussed. ( they
never get gloves does not mean clean as when they touch a meat, to cheese, etc.. or even eat with
them on. )

3. Disseminating and implementing the code of Conduct
This takes a great deal of work. One has to seek what is expected and what is wanted from the
company policy. One needs criteria, communication, ethical behavior, and reporting as these
steps.
Ex. If I was running my horse stables This is how it would work.
My Mission statement is helping horse and people communicate
Code of ethics is treating horses, clients and co-workers with respect. There should be no yelling
or arguing. Abuse of any type will not be tolerated. (Definitions would be at the end of each page
as well as at the end of documents) Abuse includes hitting swatting, yelling or with holding
anything like food water, etc. There will be no whips, kicking, or hitting the equines at any time.
Customers will also have a statement to sign. A check board should also be included as well as
meetings before each shift. Everyone from employee to customer will have to sign a “contract of
agreement” each would be different of course). These horses are trained to be light hand- light
mouth and no pulling is needed. Horses are extremely tolerant but should never have to put up
with people cruel behaviors as they do. Only horse who pass my test are in any lesson program.
(I cannot wait until this happens again, I miss it so much and this time I will be in sole charge.)
You need to do this step by step what is your mission statement:
What would you like to see as your code of ethics (how will be act, talk perform, what will
they wear, suits, clothes that match; red shirt, black pants, jeans, etc.
How you would like them to react and what would they be expected to do with rude people, in
dangerous situations, fire, etc.
How would you implement them?
Would you have steps to termination? How would these steps be? (We are supposed to have a
verbal, than a write up, 3 write ups we are terminated unless we can fight the reasons given and
sometimes, they are fictional and people just quit)
What I would do depends on the situation. If I am working with the handicapped I expect a lot
of patience from my employees. Hitting or abusing a horse or customer is immediate
termination. There will be no second chance because trust in either case is hard to gain.
I do see where some bosses do not follow their own code of conduct and if they do not or
managers do not, it should be natural that employees do not follow. After all they are supposed
to be the prime example makers. It is their own policy, and they should follow it.

4. References:
Board, E. (2015). Leadership and ethical decision making. [VitalSource Bookshelf version].
Retrieved from http://legacy.vitalsource.com/books/9781938390708/epubcfi/6/2
DeGeorge, R. (2010) Business ethics, Pearson Education, Prentice Hall, One Lake Street, Upper
Saddle River, NJ. 07458.