Defining Ethical Policy & Procedure
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波士顿留学生essay论文代写 Workplace policies and procedures play a very defining role in shaping the behaviors of the employees as well as managers.
Defining Ethical Policy & Procedure
Introduction to Workplace Policies and Procedures
Workplace policies and procedures play a very defining role in shaping the behaviors of the employees as well as managers. Organizational policies are devised to set expectations and to make a just and fair working environment. These policies will always keep the behavior of the employees in check and they will always be held accountable for their deeds in the light of these policies.
In addition to that policies and procedures are created in accordance to the laws and regulations and to ensure that each element and factor in the organization is complying with the law, by creating policies, the organization is not only able to protect the organizational rights but it also creates a fair environment where the rights of the employees and employers are also secured (Soylu, 2017). Along with this by devising policies and procedures will also assist the management in formulating a sound and diligent decision and it paves the way for the management to work more effectively and take more sustainable steps even in the crucial situations (Csiernik, 2003). There are a plethora of organizational policies and each policy has a defined and unique purpose.
Ethical Policies and Their Explanation 波士顿留学生essay论文代写
1.External Hiring Policy:
Objective:
The objective of this policy is to recruit talented and qualified candidates that appropriately suits the standing position in the company. Each individual will go through a deep evaluative process of recruitment that is as follow:
Elements of Policy and Procedure
Personnel requisitions: Personal requisitions must be fulfilled by all the leading positions of the company approved by the CEO and vice-president of the company. This will help the company to fill the positions and it includes all the necessary details for the job opening.
Intake meeting: Intake meeting is a part of the hiring process in which HR will reach out to the hiring manager to conduct an intake meeting before posting about the job to learn deeply about the position. 波士顿留学生essay论文代写
Job posting: The HR department will post about the job opening that will include all the details about the job description and the company.
Interview process: The HR manager along with the hiring manager will conduct screening processes of the applicants and conduct evaluative interviews of the shortlisted candidates.
Reference Check: At this step, HR will conduct a thorough reference check, and all the information mentioned by the applicant in his form will be cross-checked and the HR will check the professional employment reference check as well.
Job Offers: At the final stage of recruitment, the job offer will be sent to the deserving and best-suited candidates. This will be sent after all the testing and evaluating phases.
2.Promotion Policy 波士顿留学生essay论文代写
Objective
The objective of this policy is to grant promotion to the internal applicants based on the excellency and improvement in their performance. The promotion policy can be applied to any employee who has completed an ample tenure in the organization. The promotion will be granted to the employee to increase his/her rank and with higher rank, there will be also an increment in the responsibilities, salary, and authority.
Elements of Policy and Procedure
Promotional Meetings: The employers and the HR managers will conduct a deep evaluative meeting with the employees who are applying for the promotion and they will discuss their career growth and development program, and their achievements in the work.
Identification of Opportunities: The managers will then conduct a thorough investigation of the possible occupational opportunities for the employees and will conduct a check on their performance in the company.
Approval: The managers at this step will ask for the approval of the leading positions and the supervisors of the company and will also discuss with them about further possibilities. 波士顿留学生essay论文代写
Final Verdict: A final decision will be declared based on the testing and investigation process and once the position and the employee for the promotion are declared the employee will be notified for further process.
Disciplinary Action
Disciplinary action will and can be taken against all the employers or leading authorities and employees who try unfair practices and means to reach to their desired positions. No unfair practices such as forgery of documents, fake performance reviews will be allowed in any case.
3.Employee Code of Conduct Policy
Objective
The scope of the policy is implemented for every individual working in the company. The policy is devised to ensure a sustainable and appropriate behavior of the employees working within the organization to ensure that each individual is working with a suitable behavior and is not degrading the organization, or the other fellows. The code of conduct policy will be applied to all the employees and whoever fails to abide by it will be prone to disciplinary actions.
Elements of Policy and Procedure
Compliance with Law: All the employees are advised to protect the legality of the company. The employees are also instructed to adhere to all the legal, environmental, organizational as well as safe and fair dealing laws. The employees are expected to ethically and responsibly deal with the finances of the company.
Respectful Behavior in the Workplace: While working in the organization the employees are expected to demonstrate respectful behavior towards every individual in the organization. The employees as well as the managers are advised to show avoidance from any act of discrimination, harassment and any portray of victimization.
Correct Utilization of Organizational Resources: The employees are expected to utilize all the resources of the company whether tangible or material with great care and respect. The employees are advised to pay great attention to the purpose of all the resources and should not negatively use it for their gain. The employees are expected to demonstrate sincerity with the company’s private and important documents and files and should not outsource it any cost. 波士顿留学生essay论文代写
Professionalism: The employees are expected to show utmost professional behavior in all of their dealing and they should delegate as well as handle all the tasks and responsibilities with professional and serious attitude.
Employee Appearance: All the employees working in the organization are expected to appear in a professional appearance that adheres to the company’s policies and rules of dressing conduct. All the employees should pay special attention to their dress code while visiting the organization.
Absenteeism: All the employees are expected to adhere to their work schedules and complete all the tasks, projects, and responsibilities assigned to them within the advice time frame. The employees should notify the governing body of the organization before if they want a day off or leave.
Avoidance from Corruption: All the employees are advised not to indulge themselves in any kind of activity that promotes corruption. The employees are expected to put the organizational interest before their interest.
Disciplinary Actions
In case any employee fails to comply with the code of conduct devised by the organization he/she will be liable to the disciplinary actions taken against him by the organizational body. The disciplinary actions make include
- Demotion
- Termination
- Reprimand
- The decrement in the benefits provided
4.Equal Employment Opportunity (EEO) Policy
Objective
The objective of this policy is to ensure that all the employees working within the organization are provided with equal occupational opportunities and no one is granted a high or low rank based on preferential treatment.
Elements of Policy and Procedure
Hiring: All the external, as well as internal applicants, will be recruited and selected for a post based on the merit and to ensure this the HR manager will conduct a thorough investigation of their submitted proposals.
Training: All the shortlisted candidates will be further provided with ample guidance and training programs under the performance management departments to ensure maximum results in their performance and to nurture their career and growth development.
Evaluative Performance: After the hiring and training sessions all the employees will be evaluated based on their performances in the organization. The candidates demonstrating maximum efficiency will achieve the desired positions on equal merits.
Disciplinary Actions
Disciplinary action will and can be taken against any employer who whatsoever tries to violate the EEO policy and he will be liable to strict actions.
5.Workplace Harassment or Violence Policy 波士顿留学生essay论文代写
Objective
The objective of this policy is to ensure a better, secure, and more beneficial working environment for the goodwill of employees where they can work with more productivity without any apparent tension or stress.
Types of Workplace Harassments:
- Sabotaging the work of another employee
- Bullying someone based on their appearance, religion, or culture.
- Demonstration of cruel or derogatory behavior
- Spreading fake news about someone
- Character assassination
- Sexual harassment
Elements of Policy and Procedure
To ensure that every employee is secured from such kinds of workplace harassment it is advised that the employees may reach out to the following persons and take specific steps.
Offenders: The employees are expected to reach out to the offenders directly if the offenders do not know that their actions can be considered as harassment. This should be done only in minor cases to resolve the matter within the department.
Department manager: If any stakeholder or customer is inflicting harassment on the employee then in such cases the employees are advised to take their matter to their respective department manager and complaint the offender to the manager. The manager will further investigate the matter and talk to HR.
HR: The employees can further consult the HR manager and complaint to them about the offenders and file legal actions against them.
Disciplinary Actions
Strict disciplinary actions will and can be taken against the members of the organization who fails to adhere to these policies and continue to harass the victim. Termination and legal action can also be taken against them.
6.Anti-Discrimination Policy 波士顿留学生essay论文代写
Objective
The objective of this policy is to secure the workplace and avoid any discriminatory acts that can cause damage to the organizational reputation. The policy will also protect the interest and benefits of the employees and by avoiding any discriminatory act the organization will be able to create a just and fair working environment.
Types of workplace discrimination
- Age
- Gender
- Ethnicity/ Culture or Racial
- Pregnancy
- Religion
- Disability
Elements of Policy and Procedure
To prevent any act of discrimination on the part of employers about the workplace following are some of the preventative measures.
Detailed Records: Employers are advised to keep a detailed record of the performance of the employees and they should always maintain a deep evaluative report on the employee’s behavior and performance.
Flexibility: Employers are advised to provide flexibility to the disabled and pregnant employers so that they cannot charge any allegations. Giving them flexibility will also prove beneficial for creating a productive work environment.
Fair Treatment: Employers are advised to treat all the employees based on their performance and skills, and provide equal and fair treatment to all the employees and guide them on their mistakes. No preferential treatment or workplace bias will be accepted.
Formal Job Criteria: A formal and structured job recruitment criteria should be stabled which includes a list of steps so that each applicant can be evaluated based on his skills and performance and hired based on his capabilities.
Disciplinary Actions
According to the EEO policy allegations against the discriminatory authority will be judged and investigated thoroughly to evaluate the situation. Strict legal actions will be taken against the employers practicing discriminatory acts and they will be accountable for major and strict organizational actions such as demotion, termination, etc.
7.Workplace Safety, Health, and Confidentiality Policy 波士顿留学生essay论文代写
Objective
The objective of this policy is to create a lawful, innovative, peaceful, and productive working environment, and this policy is applied to all the workforce of the organization.
Elements of Policy and Procedure
Security of Important Documents: All the employees, as well as managers, are expected to access the important organizational documents securely so that their privacy can be maintained (Dillon et al., 2008). The managers are advised to not outsource any important data of the organization that can be used against the organization by the competitor. All the important files and data must be used responsibly and reasonably.
Provision of Safety to Employees: All the employees and managers should be provided with safety gear and resources whenever they work in dangerous working sites that can cause health hazards. Proper arrangements should be made for stabilizing their mental as well as physical health and they should be provided with a positive working environment as this will affect their performance (Lowe & Korr, 2008). 波士顿留学生essay论文代写
Safety Training Sessions: All the working force should be provided with training sessions in which they should be taught about safety measures and preventative actions that they can practice to secure themselves from any dangerous threat. Visual demonstrations and presentations must be made available to them.
Emergency Management: Emergency management devices and gears such as smoke alarms, sprinklers, and fire extinguishers must be functional in the organization. All the employees and managers must be provided with technical training.
Disciplinary Actions
Disciplinary action will and can be taken against any employee or managers who fails to keep up with the confidentiality of data and safety policy and whoever plans to damage or destruct organizational safety.
Conclusion 波士顿留学生essay论文代写
Policies and procedures are important for an organization because these policies provide a guiding path to all the entities associated with the organization on so many levels. The organization can not only seek guidance and assistance with these policies but they can also get aid from these policies to defend their legal rights. Moreover, such policies also greatly assist the employees, and the working force can turn to these policies whenever they face any absurdity in the organization. Based on the organizational needs and requirements it can devise a set of policies and procedures that will ultimately ensure the goodwill of both the organization as well as the employees.
References
Csiernik, R. (2003). Ideas on Best Practices for Employee Assistance Program Policies. Employee Assistance Quarterly, 18(3), 15-32. https://doi.org/10.1300/j022v18n03_02
Dillon, T., Hamilton, A., Thomas, D., & Usry, M. (2008). The Importance of Communicating Workplace Privacy Policies. Employee Responsibilities And Rights Journal, 20(2), 119-139. https://doi.org/10.1007/s10672-008-9067-1
Lowe, T., & Korr, W. (2008). Workplace Safety Policies in Mental Health Settings. Journal Of Workplace Behavioral Health, 22(4), 29-47. https://doi.org/10.1080/15555240802157130
Soylu, A. (2017). Union Effects in Employee Performance and HRM Policies. Ergonomics International Journal, 1(1). https://doi.org/10.23880/eoij-16000105
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