Employees are required to make ethical decisions and protect the interests of the company. They must act with honesty and fairness. Employees are required to report any unethical behavior to a senior manager or the human resources department. Employees have a duty of loyalty to the company and should act in the best interest of the company.
Guidelines for acceptable behavior
Employees are required to make ethical decisions and protect the interests of the company. They must act with honesty and fairness. Employees are required to report any unethical behavior to a senior manager or the human resources department. Employees have a duty of loyalty to the company and should act in the best interest of the company.
Compliance with legislation
Company employees are required to observe all laws and regulations. If there are contradictory or stricter laws than what the company has in place, employees must comply with the laws and regulations. Employees may not falsify information on forms or records. Employees are required to report information and comply with litigation requests, complaints, and inquiries.
Examples of prohibited acts
Company employees shall not request or accept gifts, loans, or payments for themselves or others if it is meant to influence their duties or decisions. Employees shall not use confidential information for the private gain of the employee or any other person.
Company employees may not harass, invade the privacy of, intimidate, or interfere with another employee in a manner that is offensive. Employees may not engage in unprofessional behavior with other employees or customers. Employees may not engage in negligent or deliberate destruction or cause damage to the company’s property.
References:
Gonzalez-Padron, T. (2015). Business ethics and social responsibility for managers [Electronic version]. Retrieved from https://content.ashford.edu/
Snyder, J., Johnston, R., Rory, C, Valorie M., Morgan, J., Adams, K. (2017, June). How Medical Tourism Enables Preferential Access to Care: Four Patterns from the Canadian Context. Health Care Analysis, 25(2), 138-150.
