StudentShare
Contact Us
Sign In / Sign Up for FREE
Search
Go to advanced search...
Free

The Employment Code of Conduct - Essay Example

Cite this document
Summary
The writer of the essay "The Employment Code of Conduct" suggests several ways through which the company "Bodgitt and Blastit" may avoid misconduct and properly follow the disciplinary procedures. The company should be more careful about their reputation…
Download full paper File format: .doc, available for editing
GRAB THE BEST PAPER95.3% of users find it useful
The Employment Code of Conduct
Read Text Preview

Extract of sample "The Employment Code of Conduct"

The Employment Code of Conduct Creation, Importance, and Management of a Discipline and grievance procedure, as well as ill – effects of not creating one. Terms of References While analyzing the current situation of Bodgitt and Blastit limited we had revealed that the company does not work based on any disciplinary procedures. Well… they just developed their disciplinary procedures last year and they need some time to revise it. But firing without any consent or proof of the misconduct was yet a foul incident and the company needs to do something about it, because on the basis of this matter the employee can easily file a case against the company based on misconduct in the employment tribunal. Although, no company can write in their disciplinary procedures that “if” the employee is “thought” to be a thief, he shall be fired. Therefore, the company can not fire the employee without proper guidelines. Secondly, no formal procedures were used to avoid misconduct on the company’s behalf. Being a company Limited by shares, Bodgitt and Blastit should be more careful about their reputation as these kind of minute matters could spoil it. Here in this report we have suggested several ways through which the company may avoid misconduct and properly follow the disciplinary procedures. Introduction Disciplinary procedures are an important part for any organization, it is the disciplinary procedures that determine the complete directive of the firm that the employees are supposed to follow, it may also include the code of conduct. (Gennard, J. & Judge, G., 2005) All the ill effects of not following the terms mentioned in the disciplinary procedures are also mentioned in the same document, like suppose the penalty or punishment for misconduct such as abusing fellow workers is suspension from the company without pay, (Hall, R. & Stewart, J., 2001) so here the term in disciplinary procedure will be as follows: All the employees working for Bodgitt and Blastit limited should not use abusive language against any other employee, manager, stock holder or a general part of the company, or even in the office premises; failing to do so could lead to a suspension of the key employee. (Russell, Kate, 2004) In the above procedure and term, the problem was very clearly stated and so was its penalty. Therefore preventing the company from being a victim by means of a penalty from the employment tribunal. If any such information is not mentioned in the disciplinary procedures or even worse, if the company does not have a disciplinary procedure until now, this could be much worse, the employment tribunal may also force the company to not only let the “suffered” employee get back to his post in the company, but also the responsible (or rather, irresponsible) employee could also get some compensation out of the whole deal. Disciplinary Procedures: The importance It is very essential to have disciplinary procedure in any company, this is because it is not only the employee that suffers from the absence of such codes of conduct but even the company might get into a huge mess if an employee goes to the employment tribunal. (Farnham, D., 2000) A disciplinary procedure is equally important for the employee as much as it’s for the company’s board of directors. (Nairns, J. 2004) The following are the importance of a disciplinary procedure: 1. Importance for the employee: Any employee of any organization should know the basic working privileges as well as the rules of the organizations, he should be well informed of the rules and the penalties that might apply in case of neglecting the particular rule. Provides a safety in case of misconduct on the company’s behalf. Fair decision making: To explain this, the situation at Bodgitt and Blastit limited may be considered, here the company did not make a fair decision by throwing out the employees before any kind of a valid proof. Therefore, according to the code of conduct the employee can now file a suit against Bodgitt and Blastit limited in the employment tribunal. A security for the job: This document provides extra security of the job of an employee, suppose the employee got stuck in traffic and reached late for work, so the company cannot just throw out the employee on the basis of tiny reasons such as these. It implements better working conditions. Security for female workers: Many disciplinary procedures contain points relating to the treatment of their fellow co – workers and the charges for flirting or sexual harassment within the organization. 2. Importance for the employer: The procedure is like a code of conduct for the employees, only it is to be followed more strictly, else usually leads to penalties, suspension or getting fired. Saves the company from unwanted penalties and lawsuits. Better working conditions within the company. Gives the managers the answer to many of the employees union’s “Why’s?” Betterment for the brand name of the company. Generates respect amongst employees for the company. 3. Importance for the government: It ensures that the employees in the country are being treated fairly. Chances for further improvement. Disciplinary Procedures: How should they be managed? Following the disciplinary procedures “very” strictly may also lead to the crushing of any company’s reputation. Therefore it is necessary for the employer to firstly understand why the disciplinary procedure was broken and then analyze the possible solutions and punishments. (Leat, M. 2007) It is very important that the disciplinary procedure should available to employees at the time of joining or whenever a certain code in the disciplinary procedures has been changed, so that the employees are well informed to the “What not to do” situation. (Judge, G. & Gennard, J. 2005) The company should clearly mention in the disciplinary procedures what a gross conduct means. Thereby, informing the employees to not do anything out of the company’s policy. A good disciplinary should include the following: (Fritz, R. & Stringari, A. 1968) It should always be in a written format Specification: This will be necessary if there are several departments in a company, and should state which rules apply to which department or class of employees. Should never be racist or discriminative. This is very important for the reputation of the company. Should mention the actions that the company might take in case of any gross activity or misconduct. Should be compatible to attain and keep confidential witness records and actions against the target employee. It should ensure that the situation has been clearly and thoroughly investigated before any harsh action is to be taken. (please note that this was a mistake made by Bodgitt and Blastit limited, and due to this factor they can be easily fined) Warnings: The employee should be warned before any harsh decisions, else this damages the reputation of the company, the warning should always be written and not oral. Dangers of not creating the procedure The following are the dangers of not implementing or worse not creating the disciplinary procedures as set up by the company: The company will not have the rights to punish employees over most gross misconducts, such as theft, influence of drinks or drugs while at work, etc. If the target employee chooses to go to court, the company will have to bear fines if they don’t have disciplinary procedure (even if the company is right and the employee is wrong) Creates havoc within the company. Employee union might get more powerful than the board of directors itself. Loss of goodwill or brand name of the company. No help from the government in case of a gross misconduct. Without proper disciplinary procedures it is not possible to control internal conflicts within the organization. Conclusion In the Bodgitt and Blastit limited it is clear that the disciplinary procedures were not ensued properly since the company did not check for proofs against the dismissed employees and thus this is enough to prove the company at fault. As we have mentioned in our section “How to manage the procedure”, that the company must always have valid proofs or evidence against the convicted employee before taking harsh steps such as dismissal or suspension. Secondly, it has been clearly mentioned in the question statement that the disciplinary procedures have not been used; this is enough to get the company into trouble with the employment tribunal. Recommendations It is strongly recommended that the company should send the dismissed employees a written letter which will state that the company has started investigating in the matter and the employees will be contacted shortly after any evidence is found for or against them, so as to develop a trust in the employees and to ensure the chances of them going to court decrease. It’s either this, or the company should start collecting enough evidence against the employees to present in front of the court so as to save the reputation of the company and to attain a truthful nature in front of other employees. This is because this kind of a behavior from the company’s side could have also led to the damaged reputation of the company in front of other employees. References Gennard, J. & Judge, G. (2005). Employee Relations. Pg. 272 - 273 Hall, R. & Stewart, J. (2001). Human Resources in Organizations: An Intergrated Approach. P: 267 – 270 Farnham, D. (2000). Employee Relations in context. Pg: 423 - 458 Russell, K. (2004). Can I sack the B*****d?. Pg: 30 - 30 Nairns, J. (2004). Employment law for Business Students. Pg: 177 – 177 Leat, M. (2007). Emploring Employee Relations. Pg: 408 – 414 Gennard, J. & Judge, G. (2005). Employee Relations. Pg. 277 – 281 Fritz, R. & Stringari, A. (1968). Employer’s Handbook for Labor negotiation. Pg: 44 – 45 Read More
Cite this document
  • APA
  • MLA
  • CHICAGO
(“The Employment Code of Conduct Essay Example | Topics and Well Written Essays - 1500 words”, n.d.)
Retrieved from https://studentshare.org/human-resources/1545583-seen-exam-question
(The Employment Code of Conduct Essay Example | Topics and Well Written Essays - 1500 Words)
https://studentshare.org/human-resources/1545583-seen-exam-question.
“The Employment Code of Conduct Essay Example | Topics and Well Written Essays - 1500 Words”, n.d. https://studentshare.org/human-resources/1545583-seen-exam-question.
  • Cited: 0 times

CHECK THESE SAMPLES OF The Employment Code of Conduct

Electronic Industry Code of Conduct

To investigate how the EICC code of conduct would help the Western Digital Company.... FIAS (2007) observes that the EICC Codes of conduct in regards to the sector of Corporate Social Responsibility operates along parameters like employment conditions of the people pertaining to compensation schemes and other employment policies relating to discrimination and employment of children....
7 Pages (1750 words) Research Paper

Own Code of Conduct, IT Business

From the paper "Own code of conduct, IT Business" it is clear that the code of conduct will be reviewed by the employees by whom they are meant to guide.... There will also be an external evaluation conducted by federal agents and private agents to ensure that the codes are legal....
7 Pages (1750 words) Assignment

The Role of Ethical Standards while Carrying Out Various Activities within the Organizations

The interviewees warmly responded to the first question (refer to Appendix) and asserted that while devising and enforcing a professional/organizational code of conduct, various aspects are taken into concern.... hellip; In the modern business world, code of conducts is duly regarded as one of the vital aspects to perform day-to-day operational functions effectively.... It is crucial that the code of conducts should be prudently framed and implemented so that every staff member in an organization is well aware of the standard practices and behaviors....
8 Pages (2000 words) Research Paper

Employment and Society Issues

the employment rate in any society can confirm its inclination; it can tell whether it is inclined upward or vice-versa.... employment is the essence of a healthy society.... So is healthy work environment for employment.... Here, although we will be discussing employment in general, but more emphasis will be towards office jobs. People today are addictive towards their jobs, irrespective of whether they love it or not, they have to do it....
8 Pages (2000 words) Essay

Employee is at Liberty: The Employment Rights

An essay "Employee is at Liberty: the employment Rights" outlines that an employee is at liberty to dismiss an employee at any time.... nbsp; The relevant provisions are found in the employment Rights Act 1996.... Based on the facts of the case for discussion it appears that the three employees were dismissed for misconduct within the meaning of Section 98(2)(b) of the employment Rights Act 1996....
21 Pages (5250 words) Essay

Legal Framework in Employment

hellip; The case is related to the employment law of dismissal and employee rights in case of sexual harassment.... the employment Rights Act 1996 has given six potentially fair reasons for terminating an employee.... In any case, if an employer is unable to prove that the dismissal is justified as per the employment Relations Act 1996, it will be declared as unfair.... This essay "Legal Framework in employment" analyzes the fairness level of the decision made in the case with legal sanctions and the advice to the victims about what legal assistance they could seek given under the law....
15 Pages (3750 words) Essay

Development and Implementation of Human Resource Policies

They refer to the rules of conduct, which the organization establishes to attain the objectives.... HR policies ensure guidelines for the employment relations within the organization, thus identifying the recruitment intentions, promotion, and development of the employees, the compensation etc....
6 Pages (1500 words) Research Paper

Managing Corporate Integrity: Corporate Code of Conduct

"Managing Corporate Integrity: Corporate code of conduct" paper states that the Lockheed-Martin code of conduct provides elements that are most significant to the employees.... Lockheed-Martin's code of conduct reminds employees that they are respected and valued.... The AT&T code of conduct provides that loyalty or service to the organization should never be secondary to or dependant on individual benefits.... The guide foe employees to conduct their business ethically help the company to limit employee turnover....
6 Pages (1500 words) Term Paper
sponsored ads
We use cookies to create the best experience for you. Keep on browsing if you are OK with that, or find out how to manage cookies.
Contact Us