Company X 's Implementation Of A Compliant Ethics Program

Violations of Company X rules of acceptable behavior will be viewed as misconduct, which upon review can constitute immediate suspension. Pending further review and investigation some

Fetzko did not comply satisfactorily with the unit’s and Bureau’s requirements; Table 2. Performance Follow-up Timeline documents several of these instances: it was documented that the employee’s time sheet had discrepancies because once the employee was transferred to this unit, she adopted a different work schedule every day to fulfil personal needs, and required very close monitoring and counseling regarding her work schedule; staff in the Bureau are required to submit weekly activity reports and Ms. Fetzko received several request for a more detailed and representative report; The employee was counseled on six occasions; she also required repeated request for information, which she deliberately ignored, she was questions and limited on her non- position related CEU activities during work hours. Ms. Fetzko did not follow the standards created for the unit’s work and reports; she did not meet the deadlines even though she always had the advantage of setting her own deadlines; therefore, her reports were always delayed and incomplete. She did not show progress, and was non-responsive and

b. Speech involving one or other agency employees projecting behavior that would reasonably be considered reckless or irresponsible will follow disciplinary action.

An initial new hire and employee ethics training has to be develop and administered. Also on-going ethics refresher training for use throughout the employees career with Company Q will need to be incorporated in the program. Systems will be developed and put in place to monitor, audit, and report ethics violations. A time-line to re-evaluate these programs and their effectiveness towards meeting the companies social responsibility goals will be established. Based on the evaluation a revision or revamp of the program if necessary will be initiated. The ethics program needs to be reviewed and understood by all employees and expectation for compliance very clear. This can be accomplish by tying compliance in some form to employees and leadership individual performance goals. Shareholders all the way down to entry-level employees will benefit from the ethics program which will also put the company on track to being more socially responsible. Once a code of ethics is in place and training has been given, then Company Q can begin developing trust within the company and employees as well as the community. Continued education and training will enable the company to become more socially responsible.

Communication is the most important aspects to running a successful business. Inefficient communication can negatively impact the company in various ways. If there is harassment or our equal opportunity obligations are not being maintained, it can lead to hostility, distrust and loss of respect between staff members and it could potentially lead to emotionally distraught staff members, poor customer service and even a lawsuit. Also, The Cheesecake Factory requires all staff members to cooperate with investigations of possible violations. The Cheesecake Factory has developed an employee staff relations hotline to help prevent these potential outcomes and resolve any situations that do not coincide with The Cheesecake Factory’s code of ethics. The last key element to The Cheesecake Factory’s code of ethics is the supervisor’s roles and responsibilities. Supervisors are the personnel for ensuring the cooperation and enforcement of the Cheesecake Factories code of ethics. Supervisors are responsible for knowing the company’s policies and conducting themselves in a professional matter. Managers and supervisors are responsible for disciplining staff members in a private setting upon the breach of the policies and the code of ethics.

Under the “Inappropriate Conduct” section in the employee handbook, employees are subjected to discipline, including discharge

Ethics programs take the organization several steps above compliance when not only complying with the law, but adhering to the values of the organization and society by encouraging members to always do the right thing (Nelson, 2012). Values such as respect, integrity, and honesty help to guide business decisions (Ruddell, 2004). Ethics programs can be involved in conflict resolution when competing values cause an ethical dilemma (Nelson, 2012).

1) Oversight Accountability & Resources – ensure that the governing authority is knowledgeable about the operation of the compliance and ethics program and are able to exercise the appropriate oversight with regard to the execution and efficiency of the program (Parson & Weiss, 2013). The Chief Compliance Officer will have the overall responsibility of overseeing the program and that it is implemented properly. The day-to-day operations will be

This issue reflects a problem with Integrity and Ethical Values factor of the internal environment. Policy is important to and the foundation of an effective ethics program. Policy addresses a variety of behavioral issues, such as integrity and ethics, conflicts of interest, illegal or otherwise improper payments, and anticompetitive arrangements. So there is no problem on this factor.

A code of ethics highlights the responsibility and accountability standards of each and every employee within the organization. These codes are also motivating factors that guide the employees’ behavior, set the standard regarding ethical conduct, and build an organizations trustworthiness within

Here at Company X we strive for success using a set of ethical standards that will ensure peak employee performance as well as employee satisfaction at the company. We strive for excellence via training and employee education on policies and procedures.

Any employee found to have violated this policy may be subject to disciplinary action, up to and including termination of employment.

Today’s business world presents numerous ethical issues. In today’s world above board/moral ethics in organizations do not often materialize intuitively. Organization must strive to provide employees with a clear understanding of the overall company vision. This will aid employees in practicing the code of ethics, policies and procedures in the workplace. Companies must be unwavering in continuously delivering the uppermost ethics of provision in which customers, applicants and employees are entitled to under fair business practices. One major core value is to uphold responsible and fair business practices.

The ethical dilemma that I see present with this incident, is that the policies for absenteeism is not the same within each division, therefore, John Doe alleges unfair treatment, based on the division treating employees differently. In determining a resolution to this incident I took the following into account:

Every organization has a set of ethical standards that they abide by. The organization ethical standards purposes: it build the organization confidence in the community , keep the employees uniformed in what the organization strive to have as organizational behaviors and help the employees have guidelines to make ethical decisions that protects the organization.