The document outlines several critical policies that non-profit entities should have in place, including an anti-harassment policy, code of conduct, confidentiality policy, conflict of interest policy, equal employment opportunity policy, document retention and destruction policy, and a whistleblower/open door policy. It stresses that policies need enforcement mechanisms and should be signed annually by board members and employees. Key areas that policies should address are harassment, conduct, sensitive information, conflicts of interest, non-discrimination, records management, and reporting issues.
As well as undermining employee’s motivation and morale, illegal discrimination can lead to employee grievances.We have prepared a guide on discrimination which outlines what is classed as discrimination and how to avoid it.
Hr code of conduct (Safety book for employee)Imran Iftikhar
Code Of Conducts ,HEALTH & SAFETY POLICIES
General Guidelines
Ethics are about to avoiding contravention of any law
Responsible for following the rules and guidelines
Create a sound corporate culture. Responsibilities of the Owner/Manager
Responsibilities of the Safety Officer
Responsibilities of All Employees
As well as undermining employee’s motivation and morale, illegal discrimination can lead to employee grievances.We have prepared a guide on discrimination which outlines what is classed as discrimination and how to avoid it.
Hr code of conduct (Safety book for employee)Imran Iftikhar
Code Of Conducts ,HEALTH & SAFETY POLICIES
General Guidelines
Ethics are about to avoiding contravention of any law
Responsible for following the rules and guidelines
Create a sound corporate culture. Responsibilities of the Owner/Manager
Responsibilities of the Safety Officer
Responsibilities of All Employees
Dear my friends i really need your prayers because my brother ### Ameer Ahmed Shuaibu fell from a building at the university of maiduguri since on thursday night and still now not a word from him please put him in your prayer......i beg you in the name on ALLAH
Presentation on Professional Ethics.
You can also contact me for lecture on professional ethics, am happy to assist in this regards at no costs.
You can contact me at
*: jibrankazmi@gmx.co.uk
* +923237144755.
* syed.jibran.kazmi@skype
Is your employee handbook up to date? Essential components and sample polici...Thomas Benjamin Huggett
Exactly as it sounds, this presentation for human resources and employment law professionals covers the current issues and concerns for employee handbooks.
Dear my friends i really need your prayers because my brother ### Ameer Ahmed Shuaibu fell from a building at the university of maiduguri since on thursday night and still now not a word from him please put him in your prayer......i beg you in the name on ALLAH
Presentation on Professional Ethics.
You can also contact me for lecture on professional ethics, am happy to assist in this regards at no costs.
You can contact me at
*: jibrankazmi@gmx.co.uk
* +923237144755.
* syed.jibran.kazmi@skype
Is your employee handbook up to date? Essential components and sample polici...Thomas Benjamin Huggett
Exactly as it sounds, this presentation for human resources and employment law professionals covers the current issues and concerns for employee handbooks.
Ethical code must shed light and insight into how to solve dilemmas, some of which are unique or situationally too infrequent to be practical to code solutions for individually.
visit me in http://www.sujithbhaskar.brandmee.in/ or please comment my blogs in http://blog.centreetech.com/
Preventing Workplace Harassment - Creating a Safe and Respectful Environment.pdfLisa Bell
Discover how to halt workplace harassment. Establish a safe, respectful, and inclusive work environment. Effective methods for enhancing your workplace.
CM 1010, Professional Communication 1 Course Learning.docxShiraPrater50
CM 1010, Professional Communication 1
Course Learning Outcomes for Unit IV
Upon completion of this unit, students should be able to:
2. Identify legal and ethical considerations in a global work environment.
2.1 Explain a code of conduct—its intentions and expectations.
2.2 Describe legal and ethical implications within a code of conduct.
7. Develop communication techniques that enhance employment opportunities.
7.1 Explain employee communication requirements for knowledge of harassment, discrimination,
and other infractions.
Reading Assignment
In order to access the following resource(s), click the link(s) below:
Sczesny, S., Formanowicz, M., & Moser, F. (2016). Can gender-fair language reduce gender stereotyping
and discrimination? Frontiers in Psychology, 7, 1-11. Retrieved from
http://go.galegroup.com.libraryresources.columbiasouthern.edu/ps/i.do?p=AONE&sw=w&u=oran9510
8&v=2.1&it=r&id=GALE%7CA442088246&asid=1ec0b283aace2f9b6b9c768871fa6e64
Unit Lesson
Please be sure to maximize your Internet browser so that you can view each individual lesson on a full
screen, ensuring that all content is made visible.
Click here to access the Ethical
Communication video.
Click here to access the Ethical Communication video transcript.
Click here to access Unit IV Lesson 1.
Click here to access the Lesson 1 transcript.
UNIT IV STUDY GUIDE
Ethics and Legal Considerations
http://go.galegroup.com.libraryresources.columbiasouthern.edu/ps/i.do?p=AONE&sw=w&u=oran95108&v=2.1&it=r&id=GALE%7CA442088246&asid=1ec0b283aace2f9b6b9c768871fa6e64
http://go.galegroup.com.libraryresources.columbiasouthern.edu/ps/i.do?p=AONE&sw=w&u=oran95108&v=2.1&it=r&id=GALE%7CA442088246&asid=1ec0b283aace2f9b6b9c768871fa6e64
https://online.columbiasouthern.edu/bbcswebdav/xid-76252792_1
https://online.columbiasouthern.edu/bbcswebdav/xid-76078350_1
https://online.columbiasouthern.edu/bbcswebdav/xid-76096207_1
https://online.columbiasouthern.edu/bbcswebdav/xid-76098209_1
CM 1010, Professional Communication 2
UNIT x STUDY GUIDE
Title
Click here to access Unit IV Lesson 2.
Click here to access the Lesson 2 transcript.
Click here to access Unit IV Lesson 3.
Click here to access the Lesson 3 transcript.
Click here to access Unit IV Lesson 4.
Click here to access the Lesson 4 transcript.
Suggested Reading
In order to access the following resource(s), click the link(s) below:
This article provides a look at how discrimination can occur.
Beck, C. (2016, February 2). Former Yahoo worker alleges anti-male discrimination. Christian Science
Monitor. Retrieved from
https://libraryresources.columbiasouthern.edu/login?url=http://search.ebscohost.com/login.aspx?direc
t=true&db=a9h&AN=112704049&site=ehost-live&scope=site
The following webpage goes over several guidelines for creating a code of conduct and provides useful
examples.
HR Council for the Nonprofit Sector. (n.d.). Po ...
Tips and Tools for Great Financial Management: Critical Policies (support material)
1. Critical Policies – Non-Profit Entities
By Diana L. Sullivan, CPA, CGMA
Excellent information on employment policies and handbooks can be obtained from the Texas
Workforce Commission. Sample governance policies can be obtained from other nonprofits, from your
auditor, from professional associations, and even from the internet, where many companies post
policies. This list outlines key matters that need to be addressed in your entity’s policies.
Your policies need “teeth” – violations should result in discipline up to and possibly including discharge
from employment. Officers and directors who violate policies should be dealt with by the governing
body so that policies are respected at the highest level of the organization.
Board policies should be signed annually. Employees should receive an employee handbook when they
are hired and sign for it. Handbooks should be kept up-to-date, revisions distributed, and receipts
collected after a revision. Keep the signed acknowledgments on file.
Anti-Harassment Policy
Harassment based on national origin, race, color, gender, age, or disability will not be tolerated.
Harassment can include offensive remarks, jokes, slurs, physical conduct, graphics – be specific,
because many people do not understand harassment rules.
You could bring in a vendor to train your staff on anti-harassment law.
Vendors and non-employees harassing your staff are also unacceptable.
No retaliation of the reporting individual is tolerated.
All allegations are investigated.
Confidentiality is maintained as much as possible.
Code of Conduct
Be very clear about how employees should behave – mention professionalism, punctuality,
attendance, sobriety, dress, consideration for others, etc.
List specific behaviors, and don’t assume employees know what is unacceptable!
o Include a drug and alcohol policy.
o Include a smoking policy.
o Address the issue of firearms on your property.
Emphasize safety, protecting confidential information, and following anti-discrimination and
anti-harassment policies.
Require that copyrights and intellectual property be respected.
Address nepotism and favoritism.
Make it clear that company property and resources are not to be used for personal purposes; in
particular, discuss vehicles, equipment, supplies, computers, email, software, client information,
and internet access.
2. Critical Policies – Non-Profit Entities
Diana L. Sullivan, CPA, CGMA
Page 2 of 2
Confidentiality
Point out specific types of sensitive information to protect.
Protect the personal information of employees, vendors, and consumers of your service.
Address transmission and storage of sensitive electronic information.
Conflict of Interest Policy
Have policies for both the board and employees.
Prohibit second jobs and businesses if they conflict with the entity.
Prohibit receiving gifts, favors, entertainment and payments for personal gain.
Prohibit sending entity business to yourself or family members.
Require disclosure of possible conflicts.
Require abstention for board votes with possible conflicts.
Equal Employment Opportunity
Policy requires non-discrimination in employment and in choosing vendors.
Hiring, firing, training, promotion, transfer, layoffs, recall, compensation and benefits,
contracting, must all be non-discriminatory.
Harassment based on national origin, race, color, gender, age, disability is not tolerated.
Document Retention & Destruction Policy
List the kinds of records you keep, how long to retain records, and when to destroy items.
List which records can be discarded and which ones must be shredded.
List which records must be retained permanently.
Use a safety deposit box for critical items and keep photocopies in the office.
Whistleblower Policy - Open Door Policy
Specify someone employees can go to with problems and issues, especially when they feel they
cannot work out problems with their own manager.
Encourage employees to report problems to protect the entity.
Specifically encourage them to help prevent theft and fraud. Devastating situations are often
detected and stopped because of whistleblowers.
You could use a board member, a whistleblower hotline, or an outside service.
Managers are advised of their obligation to have an “open door.”
Remember – these policies can prevent or detect a lot of serious problems!