In today’s workplaces, human resources professionals often take on the role of ethics advisors to managers and employees in the company. When workplace misconduct surfaces, the HR team may be called upon to assist in internal investigations and spread awareness of ethics issues to help prevent future code of ethics violations. HR professionals need to be able to recognize when ethical issues need to be addressed and understand how to develop techniques for resolving them.
Join Angela Reddock-Wright, employment attorney, author and speaker, as she discusses practical strategies for identifying and resolving ethics issues in the workplace.
Webinar attendees will learn:
When to escalate ethics issues and to whom
How to identify early warning signals of conflict between personal and work values
How to address specific employment-related ethical issues and conflicts
Leading strategies for handling ethical issues in the workplace
Key elements of an organizational code of ethics
How ethics affect a company’s bottom line
Life is about choices. We deal with choices in our personal lives everyday. Most of us are guided by such questions as, “Is this the correct thing to do? Is this the right decision to make?” We are guided by our own sense of morality, i.e. the difference between right and wrong.
Ethics, ethical behaviour, and the culture of ethics starts with the leadership of an organization. Associates in an organization emulate the behaviour of the leaders of the organization. So, if the leaders behave unethically, then, it stands to reason that subordinates will, also.
Life is about choices. We deal with choices in our personal lives everyday. Most of us are guided by such questions as, “Is this the correct thing to do? Is this the right decision to make?” We are guided by our own sense of morality, i.e. the difference between right and wrong.
Ethics, ethical behaviour, and the culture of ethics starts with the leadership of an organization. Associates in an organization emulate the behaviour of the leaders of the organization. So, if the leaders behave unethically, then, it stands to reason that subordinates will, also.
Code of conduct is a part of ethical practices in any business organisation. A code of Conduct is a Management tool for setting out an organisations values, responsibilities and ethical obligations. It provides guidance for handling different business situations.
Legality is only a first step
Questions to ask: When faced with a potentially unethical action.
Management’s role
Compliance/Integrity based codes
Corporate social responsibility
A definition and stakeholders
Ethical Principles for Business. Whether you work for a small business or a major corporation, ethical principles matters. The most recent lesson on the importance of business ethics came with the Wall Street collapse, as once highly esteemed financial institutions made headlines for their bad choices and questionable behavior.
While businesses have to meet economic expectations, they also have ethical responsibilities. Everyone, from the bottom to the top of the organizational chart, must take care to meet these responsibilities.
Topics covered:- Introduction, Historical aspects of Ethics, Correlation between values and behavior, Ethics at work place, objectives and benefits of ethics at work place, problems associated with unethical practices.
Module 2 Ethical Issues and Practices at Workplace (Professional Ethics)Nancy Girdhar
Professional Ethics
Need of Professional Ethics
Characteristics
Challenges in Decision Making
Employment Rights
Conflict of Interest
Employment Relationship at Workplace
The law is the key starting point for any business. Most leading businesses also have their own statement of Business Principles which set out their core values and standards. In Anglo American”s case, this is called “Good Citizenship”.
slides on understanding workplace ethics, what it affects, benefits of workplace ethics, slides on ethic codes, codes of conduct, values, ethic programs, required resources, two ethical styles, 3 steps to resolve ethical dilemmas and how to address ethical dilemmas, guidelines and slides on implementing ethic programs, detecting 6 key roles and responsibilities, guidelines for moral decision making, 10 common ethic code provisions, 15 slides on creating an effective code of conduct, and more.
Slides from the University of Michigan Investing in Ability 2015 series of events. The presenter is from Wayne State, and we are hosting the slides here for the convenience of our audience.
Code of conduct is a part of ethical practices in any business organisation. A code of Conduct is a Management tool for setting out an organisations values, responsibilities and ethical obligations. It provides guidance for handling different business situations.
Legality is only a first step
Questions to ask: When faced with a potentially unethical action.
Management’s role
Compliance/Integrity based codes
Corporate social responsibility
A definition and stakeholders
Ethical Principles for Business. Whether you work for a small business or a major corporation, ethical principles matters. The most recent lesson on the importance of business ethics came with the Wall Street collapse, as once highly esteemed financial institutions made headlines for their bad choices and questionable behavior.
While businesses have to meet economic expectations, they also have ethical responsibilities. Everyone, from the bottom to the top of the organizational chart, must take care to meet these responsibilities.
Topics covered:- Introduction, Historical aspects of Ethics, Correlation between values and behavior, Ethics at work place, objectives and benefits of ethics at work place, problems associated with unethical practices.
Module 2 Ethical Issues and Practices at Workplace (Professional Ethics)Nancy Girdhar
Professional Ethics
Need of Professional Ethics
Characteristics
Challenges in Decision Making
Employment Rights
Conflict of Interest
Employment Relationship at Workplace
The law is the key starting point for any business. Most leading businesses also have their own statement of Business Principles which set out their core values and standards. In Anglo American”s case, this is called “Good Citizenship”.
slides on understanding workplace ethics, what it affects, benefits of workplace ethics, slides on ethic codes, codes of conduct, values, ethic programs, required resources, two ethical styles, 3 steps to resolve ethical dilemmas and how to address ethical dilemmas, guidelines and slides on implementing ethic programs, detecting 6 key roles and responsibilities, guidelines for moral decision making, 10 common ethic code provisions, 15 slides on creating an effective code of conduct, and more.
Slides from the University of Michigan Investing in Ability 2015 series of events. The presenter is from Wayne State, and we are hosting the slides here for the convenience of our audience.
Work ethics is like invisible employee behavior, noticeable by its absence. Some common workplace ethics include punctuality, responsibility, teamwork, and attitude.
Employees, who have strong ethics in personal and professional life, need no explanation, unlike those employees for whom work ethics is a growing problem. So, how do you train them to be ethical to one and all, whether in the professional realm or personal?
Employee monitoring software helps stop time wasting at work and boost employee productivity. Employees waste more than 2 hours a day in activities which are not business related.
Managerial Ethics And Corporate Social Responsibility Sabih Kamran
MGT 201 Helpful Slides For Management Students Of Different Universities In Karachi And All Over Pakistan And World Managerial Ethics And Corporate Social Responsibility
A Framework for Thinking EthicallyThis document is designed as a.docxransayo
A Framework for Thinking Ethically
This document is designed as an introduction to thinking ethically. We all have an image of our better selves-of how we are when we act ethically or are "at our best." We probably also have an image of what an ethical community, an ethical business, an ethical government, or an ethical society should be. Ethics really has to do with all these levels-acting ethically as individuals, creating ethical organizations and governments, and making our society as a whole ethical in the way it treats everyone.What is Ethics?
Simply stated, ethics refers to standards of behavior that tell us how human beings ought to act in the many situations in which they find themselves-as friends, parents, children, citizens, businesspeople, teachers, professionals, and so on.
It is helpful to identify what ethics is NOT:
· Ethics is not the same as feelings. Feelings provide important information for our ethical choices. Some people have highly developed habits that make them feel bad when they do something wrong, but many people feel good even though they are doing something wrong. And often our feelings will tell us it is uncomfortable to do the right thing if it is hard.
· Ethics is not religion. Many people are not religious, but ethics applies to everyone. Most religions do advocate high ethical standards but sometimes do not address all the types of problems we face.
· Ethics is not following the law. A good system of law does incorporate many ethical standards, but law can deviate from what is ethical. Law can become ethically corrupt, as some totalitarian regimes have made it. Law can be a function of power alone and designed to serve the interests of narrow groups. Law may have a difficult time designing or enforcing standards in some important areas, and may be slow to address new problems.
· Ethics is not following culturally accepted norms. Some cultures are quite ethical, but others become corrupt -or blind to certain ethical concerns (as the United States was to slavery before the Civil War). "When in Rome, do as the Romans do" is not a satisfactory ethical standard.
· Ethics is not science. Social and natural science can provide important data to help us make better ethical choices. But science alone does not tell us what we ought to do. Science may provide an explanation for what humans are like. But ethics provides reasons for how humans ought to act. And just because something is scientifically or technologically possible, it may not be ethical to do it.
Why Identifying Ethical Standards is Hard
There are two fundamental problems in identifying the ethical standards we are to follow:
1. On what do we base our ethical standards?
2. How do those standards get applied to specific situations we face?
If our ethics are not based on feelings, religion, law, accepted social practice, or science, what are they based on? Many philosophers and ethicists have helped us answer this critical question. They have suggested .
How Best Practices in Triage Protocol Can Boost Compliance and Reduce RiskCase IQ
With recent announcements of increasingly stringent federal policies around record-keeping and due diligence, compliance and investigation professionals are feeling the pressure to demonstrate consistency and rigor in their case management processes.
Planning your investigation, having the right team members involved and reporting on outcomes of an investigation can all be difficult phases of the process.
However, being able to demonstrate that you are quickly, consistently and accurately triaging incidents is even more important now.
The key is to establish decision-making approaches and plan out your entire protocol before the matter comes to your attention through hotline reporting or other mechanism. This ensures structure and success as you triage, investigate, staff the investigation properly and meet the inevitable challenges of reporting and addressing the root causes of incidents.
How to Drive Efficiency and Reduce Risk with Investigative Case Management So...Case IQ
In order to avoid risk while running a successful organization, today’s leaders need to do more than react to cases of harassment, misconduct and employee fraud. They need to prevent these issues. Purpose-built case management software provides data-driven reports that help companies manage risk, spot trends and protect employees and the organization by preventing incidents, as well as fines and reputation damage.
But home-grown or dated solutions come with many challenges. For instance, managing incidents and investigations using manual methods leads to duplication of effort and information silos, resulting in inefficiency. Using these solutions also comes with security risks and inconsistent documentation, opening the company up to fines and lawsuits.
i-Sight’s powerful case management platform streamlines your investigative process and provides the data you need to analyze results, prevent incidents and protect your employees. You’ll save time and money, ensure compliance, and reduce risk, all with one tool.
Who's Lying? Using the Cognitive Interview to Assess Credibility in Workplace...Case IQ
When investigating a “he said/she said” case of sexual harassment or other alleged misconduct, are you using scientifically validated methods to interview witnesses, assess their credibility, and reach a defensible conclusion?
Over the past 15 years, scientists have found that much of the conventional wisdom on how to effectively interview witnesses and determine truthfulness is wrong. At the same time, courts have found companies liable for using scientifically unproven interviewing techniques in workplace investigations.
In this webinar you will learn about the hundreds of research studies that scientists have conducted on how to best interview witnesses and assess credibility. You will learn how to apply these scientifically validated methods to your investigations.
Join the i-Sight team and former U.S. Department of Justice attorney Michael Johnson as they discuss how to apply these scientifically validated methods to your investigations.
Protecting the Mental Wellbeing of Corporate InvestigatorsCase IQ
Vicarious trauma is a type of second-hand psychological response most often associated with first responders and front-line crisis workers. Although corporate incident investigators and HR and compliance professionals are usually not the first on the scene, they frequently find themselves listening to both victims and accused people who recount what could be the worst days of their professional lives.
There is no doubt that the case management process can be stressful and sometimes triggering for those who are managing it. The personal and organizational impacts can include compromised risk assessment and investigations, investigator burnout and absenteeism, and a less healthy workplace overall.
Join expert workplace investigator Ken McCarthy as he shares his experience with vicarious trauma and compassion fatigue resulting from his involvement in workplace investigations.
As an investigator, you don’t define your value to the organization; leadership does. What are you doing to be a better business advisor and contribute to the organization’s goals? In other words, why should the bosses listen to you?
Because misconduct doesn’t happen in a vacuum! It results from a perfect storm of factors like employee ignorance, a failure to see the larger implications, a lack of training and procedures, or a failure of internal controls. And you have a view to all of this in your cases.
This webinar outlines how you can become a better strategic advisor, how to think like a business leader, and what keeps executives awake at night. You’ll learn how case management can drive a culture of prevention, and how you can prove the bottom-line ROI of investigations.
Join Meric Bloch, Strategic Advisor at Winter Investigations as he discusses how investigators can become business advisors to the C-suite using their knowledge of case management and risk assessment.
In this webinar, you will learn:
Goals of a strategic business advisor.
-What advice does a strategic advisor give?
-What should a strategic advisor not do?
-How an investigator can become a strategic advisor.
-How stellar case management positions investigators as strategic advisors.
5 Steps to Creating an Ethical Work CultureCase IQ
You get it. Being an ethical organization matters. A lot.
But ethics isn’t just a quarterly HR campaign or a glossy conduct guide; in order to really have a bottom-line business impact, organizational ethics must function as an integral pillar of company culture over time.
So, what are the best practices to make sure your organization is regularly thinking about ethics and including it in everyday decision making? What are some creative ways to bring focus to this vital but often overlooked function? And how can you most effectively deal with and investigate an incident or a breach when it occurs?
How to Assess, Level Up, and Leverage Your Culture of ComplianceCase IQ
Compliance officers know that a strong culture of compliance is indispensable to risk management and better business performance in the modern world. So how, exactly, can you capture insights into the current state of your corporate culture, and then use that information to (1) shore up weak spots in ethics and compliance operations; and (2) leverage a strong culture of compliance for better operations across the enterprise?
Join Matt Kelly, Editor and CEO of RadicalCompliance.com, as he discusses how and why compliance leaders need to use data to improve their investigations and corporate culture.
Everything You Need to Get E&C Investigations Right (According to the DOJ)Case IQ
Internal investigations have long been a part of every ethics & compliance program and every E&C professional’s tool kit. However, the US Department of Justice has made clear that internal investigations are more important than ever.
In October 2021, Deputy Attorney General Lisa Monaco reinstituted the substance of the Yates Memo, requiring companies to turn over all information on any culpable individuals. Recent criminal enforcement actions by the DOJ have thrown new and increasing scrutiny on internal investigations. Now, CCOs and CECOs must certify compliance in any FCPA settlement.
In short, getting E&C internal investigations right has taken on a new importance.
5 Ways to Build Employee Trust for Less Turnover and Fewer IncidentsCase IQ
Over the past few months, we’ve seen employees quit in record numbers. While there are many reasons for “The Great Resignation”, a standout is employee trust. A study from Gallup suggests that only one in three employees strongly agree that they trust the leadership of their organization.
Employees want to trust the companies they work at and the people they work with. They want to feel comfortable coming to HR with their complaints and concerns. But building trust takes time, and effort. As organizations are planning their post-pandemic strategies, now is a perfect time to place an intentional emphasis on building trust.
Hybrid Workplace Harassment: Are You Protecting Your Company from Hidden Thre...Case IQ
In today’s “new world of work,” many organizations run on a hybrid model, with some employees working remotely and others in the physical office. While this set-up is convenient, it can cause unique interpersonal issues between employees.
Reduced face-to-face communication makes it harder for teams to bond, while making it easier for harassers to get away with bad behavior. To reduce harassment incidents in your hybrid workplace, you need to foster a culture of openness, willingness to learn, and compassion.
Join workplace investigation and executive management expert Kenneth McCarthy as he outlines how to address and prevent hybrid workplace harassment incidents.
Finding Value Before a Crisis: How Workplace DEI Drives Revenue and Prevents ...Case IQ
The topic of workplace diversity, equity, and inclusion is at an all-time high right now. It has been proven that there is a direct correlation between inclusive workforces, productivity, and revenue. According to the McKinsey & Company diversity report, “companies in the top-quartile for ethnic and cultural diversity on executive teams were 33% more likely to have industry-leading profitability.”
Without a strong DEI program, though, your organization could face internal harassment incidents, discrimination lawsuits, high employee churn, and a poor corporate reputation, leading to lost customers and clients.
Join inclusive marketing consultant, speaker, and author Michelle Ngome as she outlines DEI best practices that will increase your organization’s revenue, as well as prevent workplace incidents.
How Not to Get Called Out on TikTok: Improving Your Brand Through Employer/Em...Case IQ
More and more, disgruntled employees have been taking to TikTok, Twitter, and other social media sites to share videos and posts of their bad work experiences. These stories are more likely than ever to go viral, which can lead to lost business, reputational damage, employee churn, and lawsuits, just to name a few unwelcome consequences for employers.
While some people might be acting in bad faith, employees have been finding tried traditional HR channels less than satisfactory. They feel un-heard and undervalued, and they turn to the internet to tell their stories, and receive fast responses.
You can’t build a brand or accomplish your mission statement without your employees. To avoid the repercussions of viral incidents and strengthen your brand, you have to repair your employer/employee relationship and work culture—or better yet, create a healthy, ethical culture from the start.
Join employment lawyer Janette Levey as she breaks down major viral incidents including Better.com, Starbucks, and Amazon, their consequences, and what to do to avoid them.
What is Psychological Safety in the Workplace?Case IQ
Catherine Mattice discusses how workplace concepts such as incivility, harassment, and inequity are intertwined, and how organizations can address them more proactively to create psychological safety for all workers.
Misconduct or Missed Conduct? Ensuring Consistent SAR Reporting of Internal M...Case IQ
Case management is an integral component of any institution’s overall compliance program, let alone those with suspicious activity report (“SAR”) filing responsibilities. However, misconduct is often reported through multiple channels such as whistleblower complaints, HR, and even through a company’s legal department. If misconduct requires SAR filing, input from HR, and advice from legal, but comes in through possibly siloed teams, how can a company feel confident that they are accurately capturing and consistently dispositioning these cases?
The answer boils down to an often-overlooked area – case management systems.
Join financial crime compliance advisory and training specialist Michael Schidlow, as he explains best and worst practices in the field, gives tips on what case management tools should always and shouldn’t ever do, and describes how to utilize metrics from those systems to get an accurate snapshot of their company’s risk profile.
Building Effective Sexual Harassment Prevention Policies and TrainingCase IQ
There’s no place for sexual harassment in today’s workplace, and employers have a responsibility to investigate every allegation. But reacting after a complaint is made doesn’t fix a culture that allows sexual harassment to occur. A proactive approach, incorporating a strong policy, backed by training and commitment at all levels, is key to building an organizational culture that discourages sexual harassment.
Join Philip Miles, employment lawyer, McQuaide Blasko, as he outlines the steps for building policies and training plans to prevent sexual harassment in the workplace.
How to recognize and minimize unconscious bias in the workplaceCase IQ
The modern workplace should be an inclusive and welcoming environment for all employees but that isn’t always the case. In fact, systemic inequality is the norm for a vast number of workplaces throughout North America, Europe and beyond. And while the BLM and MeToo movements have received much media attention, the underlying factors that contribute to the inequality they point out aren’t always addressed.
Implicit, or unconscious, bias is the root of many systemic inequities in the workplace. It’s important that we recognize our personal biases, take action to mitigate them and actively serve as an ally to others.
On June 10, join Catherine Mattice-Zundel, president of Civility Partners, a training and consulting firm focused on helping organizations build positive workplace cultures, as she outlines strategies for uncovering and reducing implicit bias in workplace decision-making.
The webinar will cover:
● The origins of bias and four different types of bias
● Risk factors that increase our likelihood to engage in bias
● How to compensate for and attempt to overcome bias through clear and tangible actions
● Strategies to combat microaggressions and other exclusive behaviors using simple, tried and true
intervention methods
Search Engine Skills for Workplace InvestigatorsCase IQ
Whether you are investigating fraud, harassment or other misconduct, solid online research skills can serve you well. The internet is a valuable resource for finding information and evidence to support your case, and it’s important to stay up to date on its use and limitations.
Join Cynthia Hetherington, investigation expert, trainer and founder of Hetherington Group, as she explores techniques and tools for getting the information you need online.
Preventing Bullying and Harassment Through Diversity and Inclusion in the Wor...Case IQ
In a 2019 Monster survey, 90 per cent of employees said they had experienced bullying in the workplace. The Pew Research Center reports that 69 per cent of women say they have been sexually harassed in a professional setting. These numbers point to a serious problem that leaders can’t afford to ignore.
Policies and training are, of course, critical to the prevention of bullying and harassment, but there are other avenues that you may not have considered. Diversity and inclusion have benefits that go far beyond compliance. Not only do companies that embrace diversity and inclusion outperform those that don’t, but understanding, accepting and valuing differences ensures a fairer, more collaborative environment with less conflict.
Join Catherine Mattice-Zundel, president of Civility Partners, a training and consulting firm focused on helping organizations build positive workplace cultures, as she explores strategies for using diversity and inclusion to prevent harassment and bullying.
The webinar will cover:
What constitutes bullying and harassment in the workplace
Best practices for addressing and preventing bullying and harassment
How diversity and inclusion helps to reduce bullying and harassment
How to achieve diversity and inclusion
Case studies of how bullying, inequities and harassment tie together, and how resolving one requires resolving all
Insider Threat: Cases and Controls to Prevent Internal Fraud and PreventionCase IQ
“I never would have imagined”, said the company owner, manager, colleague, or workplace friend. It is hard to reconcile that people would engage in fraudulent behavior in the workplace, let alone the depth of these schemes. Financial misconduct and internal fraud are among the biggest threats to today’s organizations. Without the right controls and prevention measures in place, companies are at financial and reputational risk.
Join financial crime compliance advisory and training specialist Michael Schidlow, as he reviews recent cases of internal fraud, what we can learn from them, and controls that companies can put in place to prevent fraud
7 Ways to Increase Ethical Accountability and Decrease Fraud Risk Case IQ
It’s long been clear that organizations with strong ethical cultures perform better than those without. In addition to the multitude of positive impacts a strong ethical culture provides, these organizations will also typically experience less fraud and misconduct. However, to achieve maximum results, a strong ethical culture must focus on accountability and include robust fraud prevention measures.
Ethical accountability takes time and effort to build, but the rewards of fostering the right culture in an organization are measurable. Fewer fraud incidents, for example, can be demonstrated by hard numbers. A strong code of conduct is a great start, but it’s critical to have a comprehensive ethics program that fosters accountability.
Join Joseph Agins, CFE, CCEP, adjunct professor and fraud expert, as he outlines strategies organizations can use to ensure every employee from the C-Suite down has the tools they need to help them make ethical decisions and prevent fraud.
The webinar will cover:
The importance of tone from the top
Identifying the pressures employees face and thus the ethics and fraud risks
Understanding the resources employees have (or not) to report wrongdoing
Whether the internal imagining of the culture matches the reality
Developing tools and strategies for fostering ethics in the workplace
Anti-fraud measures that should be incorporated into every ethics policy
Encouraging ethics and accountability
Cracking the Workplace Discipline Code Main.pptxWorkforce Group
Cultivating and maintaining discipline within teams is a critical differentiator for successful organisations.
Forward-thinking leaders and business managers understand the impact that discipline has on organisational success. A disciplined workforce operates with clarity, focus, and a shared understanding of expectations, ultimately driving better results, optimising productivity, and facilitating seamless collaboration.
Although discipline is not a one-size-fits-all approach, it can help create a work environment that encourages personal growth and accountability rather than solely relying on punitive measures.
In this deck, you will learn the significance of workplace discipline for organisational success. You’ll also learn
• Four (4) workplace discipline methods you should consider
• The best and most practical approach to implementing workplace discipline.
• Three (3) key tips to maintain a disciplined workplace.
Attending a job Interview for B1 and B2 Englsih learnersErika906060
It is a sample of an interview for a business english class for pre-intermediate and intermediate english students with emphasis on the speking ability.
As a business owner in Delaware, staying on top of your tax obligations is paramount, especially with the annual deadline for Delaware Franchise Tax looming on March 1. One such obligation is the annual Delaware Franchise Tax, which serves as a crucial requirement for maintaining your company’s legal standing within the state. While the prospect of handling tax matters may seem daunting, rest assured that the process can be straightforward with the right guidance. In this comprehensive guide, we’ll walk you through the steps of filing your Delaware Franchise Tax and provide insights to help you navigate the process effectively.
Explore our most comprehensive guide on lookback analysis at SafePaaS, covering access governance and how it can transform modern ERP audits. Browse now!
Personal Brand Statement:
As an Army veteran dedicated to lifelong learning, I bring a disciplined, strategic mindset to my pursuits. I am constantly expanding my knowledge to innovate and lead effectively. My journey is driven by a commitment to excellence, and to make a meaningful impact in the world.
What are the main advantages of using HR recruiter services.pdfHumanResourceDimensi1
HR recruiter services offer top talents to companies according to their specific needs. They handle all recruitment tasks from job posting to onboarding and help companies concentrate on their business growth. With their expertise and years of experience, they streamline the hiring process and save time and resources for the company.
"𝑩𝑬𝑮𝑼𝑵 𝑾𝑰𝑻𝑯 𝑻𝑱 𝑰𝑺 𝑯𝑨𝑳𝑭 𝑫𝑶𝑵𝑬"
𝐓𝐉 𝐂𝐨𝐦𝐬 (𝐓𝐉 𝐂𝐨𝐦𝐦𝐮𝐧𝐢𝐜𝐚𝐭𝐢𝐨𝐧𝐬) is a professional event agency that includes experts in the event-organizing market in Vietnam, Korea, and ASEAN countries. We provide unlimited types of events from Music concerts, Fan meetings, and Culture festivals to Corporate events, Internal company events, Golf tournaments, MICE events, and Exhibitions.
𝐓𝐉 𝐂𝐨𝐦𝐬 provides unlimited package services including such as Event organizing, Event planning, Event production, Manpower, PR marketing, Design 2D/3D, VIP protocols, Interpreter agency, etc.
Sports events - Golf competitions/billiards competitions/company sports events: dynamic and challenging
⭐ 𝐅𝐞𝐚𝐭𝐮𝐫𝐞𝐝 𝐩𝐫𝐨𝐣𝐞𝐜𝐭𝐬:
➢ 2024 BAEKHYUN [Lonsdaleite] IN HO CHI MINH
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"𝐄𝐯𝐞𝐫𝐲 𝐞𝐯𝐞𝐧𝐭 𝐢𝐬 𝐚 𝐬𝐭𝐨𝐫𝐲, 𝐚 𝐬𝐩𝐞𝐜𝐢𝐚𝐥 𝐣𝐨𝐮𝐫𝐧𝐞𝐲. 𝐖𝐞 𝐚𝐥𝐰𝐚𝐲𝐬 𝐛𝐞𝐥𝐢𝐞𝐯𝐞 𝐭𝐡𝐚𝐭 𝐬𝐡𝐨𝐫𝐭𝐥𝐲 𝐲𝐨𝐮 𝐰𝐢𝐥𝐥 𝐛𝐞 𝐚 𝐩𝐚𝐫𝐭 𝐨𝐟 𝐨𝐮𝐫 𝐬𝐭𝐨𝐫𝐢𝐞𝐬."
[Note: This is a partial preview. To download this presentation, visit:
https://www.oeconsulting.com.sg/training-presentations]
Sustainability has become an increasingly critical topic as the world recognizes the need to protect our planet and its resources for future generations. Sustainability means meeting our current needs without compromising the ability of future generations to meet theirs. It involves long-term planning and consideration of the consequences of our actions. The goal is to create strategies that ensure the long-term viability of People, Planet, and Profit.
Leading companies such as Nike, Toyota, and Siemens are prioritizing sustainable innovation in their business models, setting an example for others to follow. In this Sustainability training presentation, you will learn key concepts, principles, and practices of sustainability applicable across industries. This training aims to create awareness and educate employees, senior executives, consultants, and other key stakeholders, including investors, policymakers, and supply chain partners, on the importance and implementation of sustainability.
LEARNING OBJECTIVES
1. Develop a comprehensive understanding of the fundamental principles and concepts that form the foundation of sustainability within corporate environments.
2. Explore the sustainability implementation model, focusing on effective measures and reporting strategies to track and communicate sustainability efforts.
3. Identify and define best practices and critical success factors essential for achieving sustainability goals within organizations.
CONTENTS
1. Introduction and Key Concepts of Sustainability
2. Principles and Practices of Sustainability
3. Measures and Reporting in Sustainability
4. Sustainability Implementation & Best Practices
To download the complete presentation, visit: https://www.oeconsulting.com.sg/training-presentations
What is the TDS Return Filing Due Date for FY 2024-25.pdfseoforlegalpillers
It is crucial for the taxpayers to understand about the TDS Return Filing Due Date, so that they can fulfill your TDS obligations efficiently. Taxpayers can avoid penalties by sticking to the deadlines and by accurate filing of TDS. Timely filing of TDS will make sure about the availability of tax credits. You can also seek the professional guidance of experts like Legal Pillers for timely filing of the TDS Return.
The Parable of the Pipeline a book every new businessman or business student ...
Handling ethics issues in the workplace
1. Handling Ethics Issues in the
Workplace
Angela J. Reddock-Wright, Esq.
The Reddock Law Group
2. Angela Reddock-Wright
Angela J. Reddock-Wright is the Founding and Managing
Attorney of The Reddock Law Group, a boutique employment
and labor law firm providing mediation, arbitration, workplace
investigation, workplace compliance training, and expert
witness services to clients. A former litigator, Reddock-Wright
has represented business clients in all aspects of employment
and labor law, including claims of wrongful termination,
harassment and discrimination.
An employment and labor lawyer for nearly 20 years, Reddock-
Wright is a recognized authority on employment and labor law
and workplace issues. She is an Adjunct Faculty member in the
UCLA Extension Business, Management and Legal program.
Reddock-Wright is a published author, legal commentator and
workplace blogger. You can follow her blog at
www.your-workmatters.com.
3. What is Ethics?
Simply Put
Merriam-Webster Dictionary:
• rules of behavior based on ideas
of what is morally good and bad
• a belief that something is very
important
• a theory or system of moral
values
In Business
A set of standards and values that
define how a business will manage
and respond to certain behavior and
promote the greater good.
IN HUMAN RESOURCES:
A set of standards and values that
defines how a business will
manage, interact with and engage
its employees.
4. Can We/Should We Attempt to Manage
Ethics in the Workplace?
Work is not church or a religious movement.
A person who is fundamentally honest doesn't need a code of ethics. The
Ten Commandments and the Sermon on the Mount are all the ethical code
anybody needs." -- Harry S. Truman
How can we manage morals, ethics and values in the workplace?
Should we event attempt to?
Integrity has no need of rules.” --Albert Camus
4
5. Can’t We All Just Get Along?
Aren’t ethics universal?
Aren’t we all bound by a common set of moral standards and values?
Why do we need a common set of standards and guidelines?
Can we hold people to a standard of just doing the right thing?
For example: The Golden Rule - Do Unto Others As You Would Have Them
Do Unto You
What are some other universally known and common ethics principles
and sayings?
5
6. Common and Universal Ethics Themes In
Human Culture
People should:
• respect the rights of others
• keep their promises
• be honest
• take responsibility for their actions
• act in the best interests of others
• help others in need when possible
• be fair
From Ethics in the Workplace, 3rd
Edition, Dean A. Bredson, Keith Goree, South-
Western Cenage Learning 2012, 2007
6
7. Ethics Credos of Some Famous People
We Know
Be more concerned with your
character than your reputation,
because your character is what you
really are, while your reputation is
merely what others think you are.“ –
John Wooden
Honesty is the cornerstone of all
success, without which confidence
and ability to perform shall cease to
exist.” --Mary Kay Ash
”Real integrity is doing the right thing,
knowing that nobody's going to know
whether you did it or not.” --Oprah
Winfrey
”The greatest homage we can pay
to truth is to use it.” —Ralph
Waldo Emerson
Honesty is the first chapter in the
book of wisdom.” --Thomas
Jefferson
WHAT IS YOUR PERSONAL
ETHICS CREDO?
8. How Do Most People Develop Their
Ethical Beliefs and Values?
Religious Beliefs – based on our religious upbringings and beliefs
Authority – an action or belief is important because someone important said so.
Culture – based on the beliefs of one’s cultural, ethnic or national background.
Morality – a common set of beliefs among most human beings, despite cultural
background and other experiences.
Law & Order - based on what the law says.
Intuition – something that we are born with.
Reason – based on logic and a set of experiences that have formed our beliefs.
From Ethics in the Workplace, 3rd
Edition, Dean A. Bredson, Keith Goree, South-Western
Cenage Learning 2012, 2007
8
9. What Words Do You Live By?
What is your personal ethics credo?
How do you use or apply this credo in your role
as a human resources/ethics professional?
9
10. The Problem
Although there are some universal ethics themes and
principles, for the most part, our individual ethics are
shaped based on our own moral and ethical backgrounds
and experiences.
Hence, when it comes to the workplace, it is important that
we create a common set of ethical principles and
guidelines that govern the workplace.
12. In What Areas Do Ethics Issues Arise in
Today’s Workplace?
Internal Relations
– Board/Executive Relations
– Manager/Employee Relations
– Human Resources/Employee Relations
External Relations
– Stockholders
– Consumers
– Customers
12
13. Specific Ethics Issues in Human
Resources
Recruitment & Hiring Practices
Discrimination & Harassment
Company Resource Abuse
Abusive Behavior
Lying to Employees
Email or Internet Abuse
Conflicts of Interest
Lying to a Customer or External Stakeholder
Employee Benefits Violations
Health or Safety Violations
Employee Privacy Breach
Falsifying time or expenses
13
14. Balancing of Interests
How do you as a human
resources/ethics professional
balance your role and
obligation to the
company/organization, while
also effectively managing and
representing the interests of
employees?
15. What are some ethical approaches to
resolving workplace issues?
Utilitarian
Rights
Fairness/Justice
Common Good
Virtue
Partial Source: Ethics in the Workplace, 3rd
Edition, Dean A. Bredson, Keith Goree, South
Western Cenage Learning 2012, 2007
15
16. Utilitarian Approach
The ethical action is the one that will
produce the greatest balance of benefits over harms.
Key Question: What is the potential
impact of your decision on
everyone?
16
17. Rights Approach
The ethical action is the one that
most dutifully respects the rights of all affected.
Key Question:
Is the person exercising a right? (i.e. the
right to vote, the right to free speech, the right
to a jury of your peers)
Do employees have guaranteed rights in the
workplace?
17
18. Duty Approach
The ethical action is based on doing something because
you have a moral obligation do so. The opposite of the
“rights approach.”
Key Question:
Is there a moral obligation to act ethically? (i.e. to feed the homeless, to
take care your children or parents?)
Do moral rights exist in the workplace?
18
19. Virtues Approach
The ethical action is the one that embodies the habits and
values of humans at their best.
Key Question:
What is the right thing to do based on general principles that are
deemed good in and of themselves and not because of the
consequences (i.e. ideas of honesty, loyalty, respect, responsibility,
self-discipline, compassion and courage. What is good or moral?)
19
20. Common Good Approach
The ethical action is the one that is for the
“greater good” and that contributes most to the
achievement of a quality common existence.
Key Question:
What decision or action creates the greatest common good?
20
21. Fairness/Justice Approach
The ethical action is the one that treats people equally, or if
unequally, that treats people proportionately and fairly.
Key Questions:
What is the fair and equitable thing to do? What have we done in the
past? Are we being consistent in our decision(s)?
21
22. Which Approach Works Best?
Which approach would work best in your
work environment?
Which approach, if any, is used in your
current work environment?
22
24. Are You Responsible for Reporting or
Upholding Ethical Behavior?
Does your position require you
to act?
Is there a possible harm or risk
to others if you do not act?
Are you personally involved?
Did you case the harm?
What is the cost or risk of acting
or not acting?
Is there a solution to the
problem?
Source: Markkula Center for Applied Ethics
25. One Possible Strategy: The 6 Step Approach
1. Obtain Relevant Facts
2. Identify the ethical issues from the facts
3. Determine who is impacted
4. Identify the alternatives available to the person who must resolve
the dilemma
5. Identify the likely consequences of each alternative
6. Decide the appropriate action
26. Second Possible Strategy: 3 Questions
by Blanchard & Peale
Is it legal?
Is it balanced?
Is it right?
Source: The Power of Ethical
Management by Kenneth Blanchard
& Norman Vincent Peale, 1988
27. Third Possible Strategy: Does it Click?
What are the consequences if I do this? Who will benefit?
Who will suffer?
Is it legal?
Would I like to see this as my image on the front page of the
newspaper? Would I like to tell this to my kids?
Does this decision support or damage our organizational culture
and values?
Does it cause a knot in my stomach?
Source: 2006 HR Leadership Conference
27
28. Fourth Possible Strategy: PLUS
Polices and Professional Considerations
Laws and/or Regulations
Universal Principles
Self (Personal Values or Standards)
Source: Keith Greene, SHRM Conference
28
32. How do you know when you have
an ethics problem in your organization?
33. 7 Signs of Ethical Challenges within a
Company/Organization
Pressure to Maintain Numbers
Fear & Silence
Young & Charismatic Leaders
A Weak Board of Directors
Source: Seven Signs of Ethical Collapse,
Marianne Jennings
Cultures of Conflict
A Disregard for the Rules
The Mask of Being A “Good
Corporate Citizen”/High-Profile
Philanthropy
34. Characteristics of Ethical Leaders
and Employees
LEADERS
Strong Personal Character
Passion to Do Right
Proactive
Consider Stakeholder Interests
Role Models for the Organization’s Values
Transparent and Actively Involved in
Organizational Decision Making
Competent Managers
Have a Holistic View of the
Company’s/Organization’s Ethical
Culture
EMPLOYEES
Honest
Respectful
Integrity
Industrious
Loyal
What do you believe are the
characteristics of an ethical
leader/employee?
35. Building An Effective Ethics Program for
Your Company/Organization
How do you begin to build and/or
expand the ethics program for your
company or organization?
35
36. Key: Stakeholder Buy-In
Board & Company Leadership
Investors
EMPLOYEES
Customers
Suppliers & Vendors
External Community
37. Benefits of a Company/ Organizational
Ethics Program
Employee commitment and trust
Investor loyalty and trust
Customer/community satisfaction
and trust
Helps the company/organization in
meeting its business (financial) goals
and/or public mission
38.
39. Next: Develop/Update Key Policies &
Procedures, Training, Accountability
Develop and/or Update Key Policies & Procedures
– Mission & Values Statements
– Employee Handbook
– Code of Conduct
– Conflicts of Interest Policy
– Whistleblower Policy/1-800 Hotline or Other Method for Reporting Complaints or
Violations
– Strict Policy Against Retaliation
Conduct Annual Training of All Internal Stakeholders
Require Accountability at All Levels Within the Organization (e.g.
build into the performance review process)
39
40. The Minimum Requirements of an
Effective Ethics & Compliance Program
A Code of Conduct, Including a
Conflicts of Interest Policy
Training for the Leadership &
Staff of the Organization
An Empowered Ethics Officer or High-
Level Employee Who is Responsible
for the Program
Monitoring, Audit & Reporting
Systems
Strong Enforcement of the
Standards & Punishment
No Discretionary Duties Given to
Individuals Who May Be Likely to
Break the Rules
Continuous improvement and
evaluation of the program
48. Conflicts of Interest Disclosure Statement and Affirmation
of Compliance for Board Members & Executive Leadership
49. Sample Corporate Business & Ethics
Programs
Sample Template: Society of Human Resources Professionals (SHRM)
http://www.shrm.org/templatestools/samples/policies/pages/cms_014093.a
Chevron Corporation
http://www.chevron.com/documents/pdf/chevronbusinessconductethicscod
50. Top-Rated Ethical Companies
See the 2014 List of the
World’s Top Ethical Companies
at Ethisphere
http://ethisphere.com/worlds-most-ethical/
52. Thank-you for Participating in
Today’s Webinar
Angela J. Reddock-Wright, Esq.
The Reddock Law Group
(213) 996-8474
angela@reddocklaw.com
www.reddocklaw.com
Contact us at i-Sight
j.gerard@i-sight.com