Rules outlining acceptable conduct of employees are necessary for the orderly operation of any business and for the benefit and protection of the rights and safety of all employees. To promote understanding of what is considered unacceptable conduct and to encourage consistent action by the Company in the event of violations, examples of impermissible conduct are identified below. It is impossible to provide an exhaustive list of types of prohibited conduct.
Prohibited Conduct
The following list, therefore, contains only some examples of prohibited conduct.
- Entering Company property or working at a job site while under the influence of, or having in your possession, any intoxicating beverage or illegal drug. This includes consumption, sale or transfer of such substances during break times, meal periods, or during work time in Company vehicles or in personal vehicles on Company business.
- Stealing or attempting to steal Company property or the property of other employees or customers.
- Bringing firearms or weapons of any kind onto Company property or job site.
- Fighting, scuffling or indulging in horseplay.
- Removing Company property without written approval.
- Intentionally destroying or damaging Company property or the property of other employees or tampering with any safety equipment.
- Refusing a direct order from your supervisor (insubordination).
- Falsifying employment application, health questionnaire or other documents required by the Company.
- Concealing mistakes.
More Prohibited Conduct To Follow
- Failing to observe safety rules.
- Excessive tardiness or absenteeism.
- Soliciting, collecting funds, selling, or attempting to sell any merchandise to other employees on Company premises during work time at workstations.
- Distributing any non-work-related material of any kind during work time at workstations.
- Leaving the premises without permission.
- Threatening, intimidating, coercing, harassing or interfering with fellow employees or indulging in harmful gossip.
- Violating the Company’s policy against harassment and discrimination.
- Performing activities other than Company work during working hours.
- Conviction of a civil or criminal violation requiring an absence from work of more than one workday.
- Using Company stationery and/or Company supplies or materials for personal use.
- Smoking in restricted areas.
- Failing to report immediately to the supervisor any injury, no matter how slight.
- Operating a Company vehicle or a personal vehicle on a Company business without a valid driver’s license, valid registration or insurance required by law.
- Falsifying time records.
- Loafing or sleeping on the job.
- Disposing of refuse or litter in other than the containers provided for that purpose.
- Gambling on Company property.
- Using profane, abusive, or threatening language towards fellow employees, supervisors, or customers.
- Engaging in immoral conduct or indecency.
- Failing to report a malfunction of equipment to your supervisor.
- Driving faster than the designated speed limit in the Company parking lot, country clubs, or job sites.
- Any other serious misconduct.
- Any violation of any policy or procedure of the Company.
The above list is intended only as a guideline and not as an exclusive list of prohibited conduct. The Company may add work or safety rules at any time. Furthermore, all employees are employed on an at-will basis, and accordingly, there need be no specific reason to discharge any employee.
Why Important Human Resource Code of Ethics
The human resource code of ethics is necessary to establish that ethical concepts and rules for HR practitioners. The human resource code of ethics is relevant for various reasons. It fosters an ethical culture within the HR profession.
A human resources code of ethics protects the rights and interests of employees. Human resource professionals are accountable for working in the best interests of their workers and ensuring that they are treated fairly, with decency, and respect.
The human resource code of ethics can help to prevent legal and reputational risks for organizations. By adhering to ethical principles and guidelines, HR professionals can help to prevent legal violations, such as discrimination or harassment claims, and to safeguard the organization’s reputation and brand.