The document outlines an organization's code of conduct and ethics. It defines ethical codes and covers topics such as customer relations, equal employment, business ethics, personal relationships, conflicts of interest, non-disclosure, employee conduct, harassment, appearance, and workplace etiquette. Employees are expected to comply with all applicable laws and conduct business ethically. The code is intended to help employees understand the difference between right and wrong and apply ethical standards in their work.

1. ETHICAL CODE
OF CONDUCT
General
Guidelines to
Code of
Practice 1

2. DEFINITION OF ETHICAL CODE
A set of standards & rules, adopted by organizations to assist its members
in understanding the difference between right & wrong and in applying that
understanding to their decisions.
An ethical code generally implies documents at three levels:
 codes of business ethics,
 codes of conduct for employees,
 codes of professional practice.
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3. ASPECTS & BOUNDARIES
Customer Relations
Equal Employment Opportunity
Business Ethics And Conduct
Personal Relationships In The Workplace
Conflicts Of Interest
Outside Employment
Non-Disclosure
Employee Conduct And Work Rules
Sexual And Other Unlawful Harassment
Personal Appearance
Workplace Etiquette
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4. CUSTOMER RELATIONS
Customers are among any organization's most valuable assets.
Every employee represents the organization to its customers and the public.
The way employee does their jobs presents an image of the entire organization.
Customers judges the whole organization by how they are treated with each
employee contact.
Therefore, one of the first business priorities is to assist any customer or potential
customer. Nothing is more important than being well-mannered, friendly, helpful,
and prompt in the attention you give to customers.
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5. EQUAL EMPLOYMENT OPPORTUNITY
In order to provide equal employment and advancement opportunities to all
individuals, employment decisions are based on excellence, qualifications, and
abilities. Organizations does not discriminate in employment opportunities or
practices based on race, color, religion, gender, national origin, age, or any other
characteristic protected by law.
Employees can raise concerns and make reports without fear of reprisal. Engaging in
any type of unlawful discrimination can be subject to disciplinary actions, and may
lead to termination of employment.
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6. BUSINESS ETHICS AND CONDUCT
Organizations complies with all applicable laws and regulations and expects its
directors, officers, and employees to conduct business in accordance with the letter,
spirit, and intent of all relevant laws and to refrain from any illegal, dishonest, or
unethical conduct.
In general, the use of good judgment, based on high ethical principles, will guide you
with respect to lines of acceptable conduct.
If a situation arises where it is difficult to determine the proper course of action, the
matter should be discussed openly with your immediate supervisor and, if necessary,
with the Leader of the organization, for advice and consultation.
Compliance with this policy of business ethics and conduct is the responsibility of
every employee.
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7. BUSINESS ETHICS AND CONDUCT
When you come to confusion if your action complying with the code of ethics or not,
it is recommend to ask yourself these Seven Golden Questions before you contribute
any job:-
 Is it legal?
 Does it comply with company concepts & ethics?
 Does It Comply with company policies?
 Will you feel not guilty in front of God if you commit this action?
 Will you feel unashamed if others discover you did this action?
 Will this action appear proper certainly by all means?
 Will this action not struggle with your moral principles & will you feel comfortable if you
commit it?
If any of the above questions has an answer NO, just don’t commit the action you are 7

8. PERSONAL RELATIONSHIPS IN THE
WORKPLACE
The employment of relatives or individuals involved in any relationship in the same
area of an organization may cause serious conflicts and problems with favoritism and
employee morale. In addition to claims of partiality in treatment at work, personal
conflicts from outside the work environment can be carried over into day-to-day
working relationships.
Although that, some organizations has no prohibition against employing relatives of
current employees. But in cases of actual or potential problems, the organization
takes prompt action, and this can include reassignment. Employees in a close
personal relationship should refrain from public workplace displays of affection or
excessive personal conversation.
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9. CONFLICTS OF INTEREST
Employees have an obligation to conduct business within guidelines that prohibit
actual or potential conflicts of interest.
Transactions with outside firms must be conducted within a framework established
and controlled by the executive level of organization.
Business dealings with outside firms should not result in unusual gains for those
firms.
Unusual gain refers to bribes, bonuses, special fringe benefits, unusual price breaks,
and other windfalls designed to ultimately benefit the employer, the employee, or
both.
Promotional plans that could be interpreted to involve unusual gain require specific
executive-level approval. 9

10. CONFLICTS OF INTEREST
An actual or potential conflict of interest occurs when an employee is in a position to
influence a decision that may result in a personal gain for that employee or for a
relative because of the organization business dealings.
For the purposes of this policy, a relative is any person who is related by blood or
marriage, should be declared.
No "presumption of guilt" is created by the mere existence of a relationship with
outside firms.
Personal gain may result not only in cases where an employee or relative has a
significant ownership in a firm with which the organization does business, but also
when an employee or relative receives any kickback, bribe, substantial gift, or special
consideration as a result of any transaction or business dealings involving the
employer. 10

11. OUTSIDE EMPLOYMENT
Some Employers allows Employees to may hold outside jobs as long as they meet
the performance standards of their job. All employees are to be judged by the
same performance standards and will be subject to the employer scheduling
demands, regardless of any existing outside work requirements.
If the employer determines that an employee's outside work interferes with
performance or the ability to meet the requirements of the employer as they are
modified from time to time, the employee may be asked to terminate the outside
employment if he or she wishes to remain with the employer.
Outside employment that constitutes a conflict of interest is prohibited.
Employees may not receive any income from individuals outside the employer for
services rendered while performing their jobs.
Employer has the sole right to approve or disapprove Outside Employment
Requests. 11

12. NON-DISCLOSURE
The protection of confidential business information and trade secrets is vital to the
interests and the success of an organization. Such confidential information includes,
but is not limited to, the following examples:
All employees are required to sign a non-disclosure agreement as a condition of
employment. Employees who improperly use or disclose trade secrets or confidential
business information will be subject to disciplinary action, up to and including
termination of employment and legal action, even if they do not actually benefit from
the disclosed information. 12
Compensation data Pending projects and proposals
Computer processes Proprietary Service processes
Computer programs and codes Research and Survey strategies
Customer lists Scientific data
Customer preferences New Business line research
Financial Information Labor relations strategies
Private Technical data & Know-How Marketing strategies

13. EMPLOYEE CONDUCT AND WORK RULES
It is not possible to list all the forms of behavior that are considered unacceptable in
the workplace. The following are examples of infractions of rules of conduct that may
result in disciplinary action, up to and including termination of employment:
 Theft or inappropriate removal or possession of property
 Falsification of timekeeping records
 Working under the influence of alcohol or illegal drugs
 Possession, distribution, sale, transfer, or use of alcohol or illegal drugs in the workplace,
while on duty, or while operating employer-owned vehicles or equipment
 Fighting or threatening violence in the workplace
 Boisterous or disruptive activity in the workplace
 Negligence or improper conduct leading to damage of employer-owned or customer-owned
property
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14. EMPLOYEE CONDUCT AND WORK RULES
Insubordination or other disrespectful conduct
Violation of safety or health rules
Sexual or other unlawful or unwelcome harassment
Possession of dangerous or unauthorized materials, such as explosives or
firearms, in the workplace
Excessive absenteeism or any absence without notice
Unauthorized use of telephones, mail system, or other employer-owned
equipment
Unauthorized disclosure of business "secrets" or confidential information
Violation of personnel policies
Unsatisfactory performance or conduct 14

15. SEXUAL AND OTHER UNLAWFUL
HARASSMENT
Sexual harassment is defined as unwanted sexual advances, or visual, verbal,
or physical conduct of a sexual nature. This definition includes many forms
of offensive behavior. Physical conduct that includes touching, assaulting, or
impeding or blocking movements.
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16. PERSONAL APPEARANCE
Dress, grooming, and personal cleanliness standards contribute to the morale of all
employees and affect the business image presented to customers and visitors.
During business hours or when representing employer, it is expected to present a
clean, neat, and tasteful appearance.
You should dress and groom yourself according to the requirements of your position
and accepted social standards.
This is particularly true if your job involves dealing with customers or visitors in
person.
Your supervisor or department head is responsible for establishing a reasonable
dress code appropriate to the job you perform.
Consult your supervisor if you have questions as to what constitutes appropriate 16

17. PERSONAL APPEARANCE
Where necessary, reasonable accommodation may be made to a person with a
disability.
Without unduly restricting individual tastes, the following personal appearance
guidelines should be followed:
 Jelbab, Bermuda and shorts do not present appropriate professional attire.
 Extremely Short, open and tight dressing dos not present appropriate professional appearance.
 Unnaturally colored hair and extreme hairstyles, such as spiked hair, do not present an appropriate
professional appearance.
 Offensive body odor and poor personal hygiene is not professionally acceptable.
 Facial jewelry, such as eyebrow rings, nose rings, lip rings, and tongue studs, is not professionally
appropriate and must not be worn during business hours.
 Multiple ear piercings (more than one ring in each ear) are not professionally appropriate and must not be
worn during business hours.
 Visible excessive tattoos and similar body art must be covered during business hours. 17

18. WORKPLACE ETIQUETTE
Every organization strives to maintain a positive work environment where
employees treat each other with respect and courtesy. Sometimes issues
arise when employees are unaware that their behavior in the workplace may
be disruptive or annoying to others. Many of these day-to-day issues can be
addressed by politely talking with a co-worker to bring the perceived
problem to his or her attention. In most cases, common sense will dictate an
appropriate resolution.
The following workplace etiquette guidelines are not necessarily intended to
be hard and fast work rules with disciplinary consequences. They are simply
suggestions for appropriate workplace behavior to help everyone be more
conscientious and considerate of co-workers and the work environment.
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19. WORKPLACE ETIQUETTE
1. Return copy machine and printer settings to their default settings after changing
them.
2. Replace paper in the copy machine and printer paper trays when they are empty.
3. Retrieve print jobs in a timely manner and be sure to collect all your pages.
4. Be prompt when using the manual feed on the printer.
5. Keep the area around the copy machine and printers orderly and picked up.
6. Be careful not to take or discard others' print jobs or faxes when collecting your
own.
7. Avoid public accusations or criticisms of other employees. Address such issues
privately with those involved or your supervisor.
8. Try to minimize unscheduled interruptions of other employees while they are
working.
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20. WORKPLACE ETIQUETTE
9. Communicate by e-mail or phone whenever possible, instead of walking
unexpectedly into someone's office or workspace.
10. Be conscious of how your voice travels, and try to lower the volume of your voice
when talking on the phone or to others in open areas.
11. Keep socializing to a minimum, and try to conduct conversations in areas where
the noise will not be distracting to others.
12. Minimize talking between workspaces or over cubicle walls. Instead, conduct
conversations with others in their workspace.
13. Try not to block walkways while carrying on conversations.
14. Refrain from using inappropriate language (swearing) that others may overhear.
15. Monitor the volume when listening to music, voice mail, or a speakerphone that
others can hear.
16. Clean up after yourself and do not leave behind waste or discarded papers.
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21. Ethics and Morales are constant everywhere,
Rules or standards might change from organization to another,
Take your Ethics and Morales wherever you go and leave your
positive influence printed to your brand and name. Comply to
organization’s rules and standards.
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22. THANK YOU …
Author : Moatasem Mabrouk
Email : eng.Moatasem@gmail.com
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