Memorandum Detailing Proposed Code of Conduct : ABC Recruitment Firm - Research Paper Example

ABC Recruitment firm Code of Ethics/Conduct Memorandum Detailing Proposed Code of Conduct –ABC Recruitment Firm Introduction: There have been complaints from clients in the recent past regarding the quality aspects of customer services that is being provided to them. There have also been allegations of bad conduct by the staff of recruitment agencies to customers and about the leakage of confidential information which has been forwarded to the higher management for necessary action. The performance of the recruitment agents have become very tardy, which has reflected in the decline of successful job placements for prospective clients who have used our services for gaining employment. Perhaps one of the major concerns in this company is now in terms of the fact that there has been an increase in staff attrition with consequent enhancement of conflict between employees and management that needs immediate addressal. The Management Team of ABC Consultants views the above matters most seriously and had uniform consensus and approval of the Board of Directors who wishes to promulgate and enforce the Code of Conduct/Ethics with immediate effect. That is from June 21, 2010. Any member of the staff, who needs any clarification on the below mentioned promulgated Code may please contact the HRD Manager, between office hours (9.00 am to 5.00 pm). Scope: This Code of Conduct is applicable to all covenanted and non- covenanted members of the staffs who are on the staff rosters (including temps) and would be strictly applied without fear or favor. Include Values of the Organization: The ABC Recruitment Firm attaches great significance to the moral and ethical impacts of its business that would strongly view any moves or motives by staff members or outsiders to jeopardize or compromise its ethical values in business. The management thus proposed the following changes or improvement in the business that need to be followed: 1. All staff members would be provided with photo-attached ID Cards which need to be carried by them during office hours; even if they need to go out of office during course on their official duties. 2. It is necessary that all the new employees read and follow the Written Manual of Code of Conduct and ethics of this company which has been provided to them upon accepting appointment in this company. The existing members of the work force would also be provided with copies of written manual which sets forth their ethical and moral interfacing with this company. 3. It has been observed that Staff Evaluations and Appraisals are now being conducted on yearly basis and sometimes it is only performed for non permanent employees and new recruits. However, it is necessary that “Performance appraisal is necessary to measure the performance of the employees and the organization to check the progress towards the desired goals and aims.” (Performance Appraisal). 4. The New Policy Resolution adopts the notion that Staff Evaluation and Appraisals are carried out in June and December of every year on a compulsory basis. The Management Team is at liberty to make structural or constitutional changes in the Code of Conduct/ Ethics. But this would be based on consensus, taking the work force into confidence and seeking their recommendations, whenever required. 5. This Management would not enforce any disciplinary laws or structures without taking the common and good interests of the enterprise into consideration and shall always strive to keep the best interests of the business as the paramount and supreme considerations, above all subservient and vested interests. Expectations Regarding Ethics: “There are four main areas to be considered: Respect, Probity, Image & Functionality.” (Mason). All these aspects have been covered in full details in the written Code of Conduct/Ethics which need to be honored by all employees. In case of any transgression or violation of the Code of Conduct on an individual or group basis, the system for remedial or ouster would be taken up by the Management Team without seeking out the views and arguments of the defense. Confidentiality Requirements: According to Rule 1.4.12 of the Code of Ethics, the Management assumes that employees shall treat all matters concerning the company as confidential and shall not divulge company secrets to outsiders. In the event, to the detriment of the company’s interests, the concerned guilty employees shall be summarily dismissed without notice period or compensation in lieu thereof. Consequences for Breach of Code: All members of the company have been provided with a written copy of the revised Code of Conduct/Ethics. Any deviation shall be strictly dealt with in commensuration with exiting laws and the company’s own policies and procedures regulating its Code of Conduct. Reference to Legislation: The relevant laws like Employment laws, Pension rules and other legal provisions shall apply without any kind of prejudices or discrimination. “The Guide is designed mainly for those needing "hands-on" information to develop wage, benefit, safety and health, and nondiscrimination policies for businesses.” (Employment Law Guide: Laws, Regulations, and Technical Assistance Services). Authorizations: The Board of Directors has authorized the Management Team under stewardship of the Managing Director to supervise the norms regulating the Code of Conduct/ Ethics of the responsibilities delegated to the departmental heads like HRD Manager, Finance Manager, etc. (Signed) Manager (HRD) E-Mail To: All employees Dated: 21 June 2010. Sub: New Code of Ethics/Conduct Dear All, In view of certain gross misconduct and lack of service commitment on the part of employees, the management has been constrained to enforce a New Revised Code of Ethics/Conduct with immediate effect, viz. 21 June, 2010. All existing members of the staff are required to abide by this Code of Ethics/Conduct failing which they could be liable to disciplinary action and even dismissal, should the circumstances so warrant. The management feels that this action is necessary in the greater interests of sound business practices and in order to offer the maximum benefits to employees, customers and shareholders. This is also to raise and sustain the level of performance bar of employees and afford them to make larger contribution to the business interests of the company. Hope all concerned would render maximum co-operation towards enforcement of newly enforced Code of Ethics/Ethics Thank you, Regards, (Signed) Manager (HRD) Works Cited Employment Law Guide: Laws, Regulations, and Technical Assistance Services. United States Department of Labour.2009. Web. 21 Jun. 2010. . Mason, Lesley. Office ethics: Code of Conduct Standards for Businesses. Helium. 2010. Web. 21 Jun. 2010. . Performance Appraisal. Appraisals. 2007. Web. 21 Jun. 2010. . Read More