PROFESSIONAL ETHICS
Personal, and corporate standards of behaviour expected by professionals
Ethics Defined “Ethics is concerned with how we should live our lives. It focuses on questions about what is right or wrong, fair or unfair, caring or uncaring, good or bad, responsible or irresponsible, and the like.” (Jaksa and Pritchard, “Methods of Analysis”) Ethics refers to standards of conduct . . . that indicate how one should behave based on . . .principles of right and wrong. As a practical matter, ethics is about how we meet the challenge of doing the right thing (Josephson Institute of Ethics)
Why the Interest in Professional Ethics? ◼
As occupations become more specialized, the ethical issues become more specialized
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Professional societies have increased efforts to establish ethical codes to guide members
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Increasing public scrutiny, lack of traditional deference
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Regulatory oversight, public protection
Need for Ethics
Ethical behavior is necessary for an organization to function in an orderly manner.
Ethical Principles 1. Responsibilities: Professionals should exercise sensitive and moral judgments in all their activities.
2. The public interest: Employees should accept the obligation to act in a way that will serve and honor the public. 3. Integrity: Employees should perform all responsibilities with integrity to maintain public confidence.
Ethical Principles 4. Objectivity and independence: Employees should be objective, independent, and free of conflicts of interest.
5. Due care: Employees should observe the profession’s standards and strive to improve competence. 6. Scope and nature of services: An employee in public practice should observe the Code of Professional Conduct.
Steps in Resolving an Ethical Dilemma
Identify the problem
Identify possible courses of action
Identify any constraints relating to the decision
Analyze the likely effects of the possible courses of action
Select the best course of action
“Four-Way Test” for Ethical Decision Making
Is it the truth?
Is it fair to all concerned?
Will it build goodwill and better friendships?
Will it be beneficial to all concerned?
Personal Ethics
Be honest at all times
Convey a sense of business ethics based on your own standards and those of society
Respect the integrity and position of your opponents and audiences
Develop trust by emphasizing substance over triviality
Present all sides of an issue
Strive for a balance between loyalty to the organization and duty to the public
Don’t sacrifice long-term objectives for short-term gains
Act like a professional in the field, by having:
A sense of independence A sense of responsibility to organization and the public interest Be concerned about the competence and honor of the profession as a whole A higher loyalty to the standards of the profession and fellow professionals than to the employer/client of the moment. The reference point in all activity must be the standards of the profession and not those of the client or the employer
Professional Codes of Ethics (Core Values) Advocacy
Independence
Honesty
Loyalty
Expertise
Fairness “Do the Right Thing” Behaving Ethically Includes:
• Being honest. • Keeping promises. • Doing your job well. • Not stealing.
Code of Conduct
It is the policy of the company that certain rules and regulations regarding employee behavior are necessary for efficient business operations and for the benefit and safety of all employees. Conduct that interferes with operations, discredits the Company, or is offensive to clients or coworkers will not be tolerated.
Every employee of the company shall always:
Maintain absolute integrity Maintain devotion to duty
Conduct himself at all times in a manner, which will enhance the reputation of the company
Employees are expected at all times to conduct themselves in a positive manner in order to promote the best interest of the Company.
Appropriate employee conduct includes:
Treating all clients, visitors, and coworkers in a courteous manner.
Refraining from behavior or conduct that is offensive or undesirable, or which is contrary to the Company’s best interest.
Reporting to management suspicious, unethical, or illegal conduct by coworkers, clients, or suppliers.
Reporting to management any threatening or potentially violent behavior by coworkers.
Cooperating with company investigations.
Complying with all Company safety and security regulations.
Wearing appropriate clothing.
Performing assigned tasks efficiently and in accordance with established quality standards.
Reporting to work punctually as scheduled and being at the proper work station, ready for work, at the assigned starting time.
Giving proper advance notice whenever unable to work or report on time.
Maintaining cleanliness and order in the workplace and work areas.
The following conduct is not acceptable and individuals engaged in it shall subject to discipline, up to and including termination:
Violating any Company policy or the terms and conditions of the employment contract.
Engaging in intimidation or threatening acts of workplace violence involving a coworker, guest, or client.
Engaging in any form of harassment. Requesting another employee to lend or borrow money or any form of credit shall considered as harassment.
Reporting to work under the influence of alcohol or illegal drugs, or possessing alcohol, illegal drugs on Company premises.
Disclosing confidential Company information.
Falsifying or altering any Company record or report, such as an employment application, medical record or report, expense accounts, Sales Report , Production Report, absentee report, or shipping and receiving records.
Stealing, destroying, defacing, or misusing Company property or another employee’s or client’s property.
Misusing Company communication systems, including electronic mail, computers, Internet access, and telephones.
Act of Misconduct
Without prejudice, to the general meaning of the term, ‘misconduct’, it shall be deemed to include the following:
Habitual late attendance or willful or habitual absence from duty without sufficient cause.
Habitual Negligence of neglect or duty, malingering slowing down of work or inciting other to do so.
Leaving place of work, if residing in the Company’s quarters, by the clerical and other essential categories, of staff without informing the Competent authority.
Gambling, drunkenness, intoxication, riotous, or disorderly behavior, threatening, or coercing other employee or interference with the work of other employee.
Collection of, or canvassing for, moneys within the precincts of the Company without permission of the management.
Acceptance of gifts from subordinates and engaging in money lending.
Deliberately spreading false information or rumors with a view to bringing about disruption in the normal work of the Company.
Canvassing for business of Insurance agency, commission agency, etc. amongst the employees of the Company.
Theft, fraud or dishonesty in connection with Company’s business or property.
Unauthorized use or occupation of the Company’s quarters.
Habitual indiscipline, or willful insubordination or disobedience of any lawful or reasonable order of higher authority.
Giving false information regarding one’s particulars for the purpose of employment or concealing any facts about previous employment, age or any other particulars required by the Company.
Taking or giving, offering or asking for bribes or any illegal gratification whatsoever or indulging in corrupt practices.
Assaulting or intimidating employee of the Company in the Company’s work premises or Hostel.
Causing willful damage to work in progress or to the property of the Employer
Bringing or attempting to bring any political or other outside influence to bear upon any superior authority in respect of matters pertaining to services under the Company.
Participating in radio-broadcast, or contributing any article or writing any letter to any newspaper, periodical on a subject having a bearing on the affairs of the Company without prior permission of the Management.
Going on illegal strike either singly or with other workers.
Conviction by a Court of law for any criminal offence involving moral turpitude.
Any breach of the Shops and Establishment Act 1960 or any other Act. Or any Rules, Regulations or byelaws there under or of HR Manual.
Engaging in any other employment whilst still in the service of the Company without permission of the management.
Canvassing for union or party membership or the collection of union or party, dues or contributions etc. in the Company’s work premises.
Organizing, holding, attending or taking part in any meeting within the Company’s work permission without prior permission of the management.
Distribution or exhibiting in the Company’s work premises or hostel, handbills, pamphlets, posters or causing them to be displayed by means of signs or writing or other visible representation any matter prejudicial to the Company without prior sanction of the management.
Refusal to accept any charge-sheet or order or notice communicate in writing.
Conduct within the office premises or its precincts which endanger life or safety of any person.
Willful falsification, defacement or destruction of personal records or any record of the Company.
Allowing an unauthorized person to operate Company’s vehicles or machinery without permission of the Competent Authority.
Wrongfully confining forcibly detaining any employee of the Company.
Possession of unlicensed arm or lethal weapons within the Company’s work premises or its hostel premises without prior permission of the Management.
Sleeping while on duty.
Resorting to go slow.
Neglect of Work.
Company will not tolerate harassment or intimidation of our employees on any basis prohibited by law, including race, color, sex, age, religion, national origin, handicap, disability, marital status, or veteran status. Moreover, any suggestions made to any employee that sexual favors will affect any term or condition of employment with the Company will not be tolerated. The following are examples of conduct that, depending upon the circumstances, may constitute sexual harassment:
Unwelcome sexual jokes, language, epithets, advances or propositions;
Written or oral abuse of a sexual nature, sexually degrading or vulgar words to describe an individual;
The display of sexually suggestive objects, pictures, posters or cartoons;
Unwelcome comments about an individual’s body;
Asking questions about sexual conduct;
Unwelcome touching, leering, whistling, brushing against the body, or suggestive, insulting or obscene comments or gestures;
Demanding sexual favors in exchange for favorable reviews, assignments, promotions, or continued employment, or promises of the same.
Any such unforeseen incidents will also be dealt in accordance with the provisions of the Sexual Harassment of Women (Prevention, Prohibition &Redressal) Act, 2013 and Sexual Harassment of Women at Workplace (Prevention, Prohibition &Redressal) Rules 2013.
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