A simple start to creating a simple Corporate Code of Conduct. Thirty-five percent of businesses have no formal code of conduct. If your company is one of them, it's time to put one in place.

1. The Lines
Defining the corporate lines of conduct

2. Consensus is illusive
• You may think that you and your fellow employees have similar
sensibilities regarding corporate conduct based on your business
relationship, friendship, education or numerous other social factors.
But thoughts on corporate conduct and rules of engagement can vary
widely.
• If a company lacks a corporate code of conduct or ethics, everyone is
entitled to their own opinion and that leaves individuals potentially in
harms way and leaves the company wide open to dispute.
• If your company is without any conduct guidelines and without a
formal HR person, it’s time to express how the company expects
employees to conduct themselves.

3. Something that works
• You’re company is not a Fortune 500 business.
• You need to make things simple and clear.
• Here are five lines that will set expectations and define expected
behavior in your company.
• Feel free to add or subtract any lines your company needs.
• Each line can be defined by the company. Choose what fits your
company.
• The definitions should be shared with all current and potential
employees, so that they are aware of the company expectations and
culture.

4. The Lines
Language
Personal relationships
Customer relationships
Dress
Reporting

5. Language
Permissive
• Anything goes, we have no restrictions on language
Restrictive
• At this company we do not tolerate abusive swearing, intended to offend,
intimidate or otherwise cause emotional or psychological harm. Examples of
words that we will not tolerate are: (list your words)
No tolerance policy
• The company has a no profanity and no swearing policy. Not even HE-double
toothpicks.

6. Personal Relationships
Permissive
• Anything goes, we have no restrictions on consensual personal relationships. Any non-consensual
relationship pursuits will result in immediate termination. No means No.
Restrictive
• We allow relationships at the company if they are consensual and in the open. Relationships that are
secret or involve married individuals are HIGHLY discouraged and may result in termination of one or
both individuals. Any non-consensual relationship pursuits will result in immediate termination. No
means No.
No tolerance policy
• As a company, we discourage personal relationships. Personal relationships will result in one or both
individuals termination. Any non-consensual relationship pursuits will result in immediate
termination. No means No.

7. Customer Relationships
Permissive
• Anything goes, we have no restrictions on consensual customer relationships. If a customer is abusive or difficult, we
trust our employees to end the corporate relationship with the customer. We will not tolerate any non-consensual
relationships that our employees pursue or that our customers pursue with our employees.
Restrictive
• Customers can be difficult, and often have challenging expectations of their business relationships. We will not tolerate
any non-consensual relationships that our employees pursue or that our customers pursue with our employees.
However, if a customer is engaging in other abusive or challenging behavior with an employee, we expect the employee
to transition the customer to their immediate supervisor or manager.
The customer is always right policy
• Customers can be difficult, and often have challenging expectations of their business relationships. We will not tolerate
any non-consensual relationships that our employees pursue or that our customers pursue with our employees.
However, if a customer is engaging in other abusive or challenging behavior with an employee, we expect the employee
to tolerate the behavior. We believe that short of pursuit non-consensual relationships, the customer is always right.

8. Dress
Permissive
• Anything goes, we have no restrictions or dress code
Restrictive
• We expect that employees will dress according to their job function. (options)
• Define business casual
• Define uniform
• We strongly discourage exposure of midriffs
• We encourage tee shirts to be plain, without logos or other design elements
No tolerance policy
• Define exactly the uniform or dress that your company expects

9. Reporting
Anonymous reporting
• A web site or voicemail where employees can report misconduct or concerns
Trusted company leaders
• Select three people in the company that each bear the responsibility for hearing
employee concerns. Make their names and contact information readily available.
Consider sending these three employees to HR or harassment training.
Hire a third party
• Consider hiring a HR firm to handle complaints or ask your corporate attorney to
be the contact for corporate harassment complaints.

10. The Goal: a great work environment
• Communicate the behavior expectations that align with your corporate
culture to all current and future employees.
• The lines are intended as guides, use them as a place to start. Add or delete
as your company needs evolve and as best suit your company.
• As Bob Dillion wrote, “You better start swimming or you’ll sink like a stone,
cause the times the are a changing”. 2017 was a watershed for changing
intolerance of inappropriate behavior.
• DO SOMETHING. It’s likely to save you headaches and heartache in the
future.