The document outlines the importance and structure of a code of conduct (CoC) for organizations, highlighting its role in guiding ethical behavior and decision-making among employees. It details the responsibilities of HR in implementing and communicating the CoC, and describes the progressive discipline process for addressing violations. Additionally, it references examples of best practices from notable companies like Google, Coca-Cola, IBM, and Toyota.

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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

12.  Verbal Warning
 Written Warning
 Suspension
 Termination

13.  Minor
 Major
 Severe
 Procedures

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

15.  Google
 The Coca-Cola Company:
 IBM
 Toyota