In which we explain introduction, importance, sections, steps of creation, responsibilities, violations and some other important contents about codes of conduct.
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Code of Conduct Guide for Organizations
1.
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3. What is Code of Conduct?
Importance of a Code of Conduct
Why Have a Code of Conduct?
Sections of Code of Conduct
Steps of How to Create Code of Conduct
HRs Responsibilities in COC & Violation
Progressive Discipline and its steps
Violations of COC
Examples of World’s Best Code of Conducts
4. For a group or organization is an agreement on rules of
behavior for the members of that group or
organization.
The code of conduct provides employees with
guidance for handling difficult ethical situations
related to the business.
5. Code of conduct is a central guide and reference for
employees in supporting day-to-day decision making.
A well written code clarifies organization’s mission,
values and principles, linking them with standards of
professional conduct. The code should be used as a
reference for day to day business related to ethics
within the organization.
6. A well-written code of conduct clarifies an
organization’s mission, values and principles, linking
them with standards of professional conduct. The code
articulates the values the organization wishes to foster
in leaders and employees and, in doing so, defines
desired behavior.
7. Company Vision, Mission and Philosophy
COC Purpose
Scope
Responsibility/Accountability
Implementation
8. Review sample codes of ethics.
Review other documents related to your business
Think about the ethical dilemmas that face not only
your company, but also its competitors.
9. Management and employees and ensure the company
is in compliance with federal and state employment
law.
They should carry their responsibilities with
accountability, fairness, integrity & professional
development
HRs should clearly communicate expectations through
orientations
HR should give employees copies or access to COC
10. To investigate
To give quick response
To base actions on COC guidelines
To give sanctions to the violations
11. A system of escalating responses intended to correct
the negative behavior rather than to punish the
employee.
The goal of progressive discipline is to improve
employee performance
14. To support economic, social and political integrity
To inform and protect current and potential
consumers of work
To protect the integrity of the industry
To encourage equal opportunity at all levels of
employment