The Six Components of Successful Ethics Training

Our Company takes great pride in the high standards of honesty and integrity, which our employees maintain. Compliance with laws, regulations, and business ethics is essential to the survival of our business. Progress and development can be realized only through the combined efforts and cooperation of each employee of our company.

United in spirit, we pledge to perform our corporate duties with dedication, diligence, and integrity. Our business philosophy helps us determine our objectives, our approach to business activities, and the general direction of our company. These guidelines serve as a compass, helping us set and maintain the right direction for our business. Employees of our company follow these guidelines and move toward our business objectives.

To preserve these high standards, all employees must uphold their responsibility to inform supervisors immediately if they ever have reason to believe that the company or any of its employees are in violation of any law, or regulation. If an employee finds out that it is not practical to notify supervisor of a possible violation, employee should contact the next higher-level manager, the human resource department, or the company’s legal department.

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Conflict of Interest

It is the company’s policy that no employee may have any form of business relationship or financial or other interest with or in any entity if that relationship or interest conflicts, or even appears to conflict with the company’s interest Having an employee or immediate family member holding any kind of position in, or providing personal or other services to any supplier, customer, creditor, debtor or competitor of the company in any capacity or of any nature.

Legal Compliance

All employees are required to perform your works in strict compliance with all laws and regulations applicable to the company’s business activities.

Confidentiality of Information
Every employee is responsible for the confidential information and without expose to public.

Policy Prohibiting Harassment
Mutual respect is a core value at our company. Therefore, the company is committed to maintaining a work environment free of all forms of discrimination and harassment based on race, color, religion, gender, sexual orientation, gender identity or expression, national origin, age, disability, marital status, domestic partnership, and genetic information or any other legally protected status. Actions that may constitutes harassment include, but are not limited to: Offensive sexual remark, or request for sexual favors regardless of the gender of the individual involved. Offensive physical conduct, including touching, regardless of the gender of the individuals involved. Offensive remarks, comments, jokes to individual race, colors, gender, religion or other legally protected status. It’s each employee’s responsibility to maintain an environment fee of harassment. Developing an ethical training program is crucial in a business environment. IT helps employee make the right decision when an incident occurs. Ethical dilemmas usually do not present distinguishably.

The company’s ethical officer’s responsibility is to give employees a guideline, and tell them the expectations of the organization. The purpose of the training program is to develop common sense about ethical standards, and enhance employees’ ability to resolve any ethical challenge. There are three major components of the ethical training program. First, the training program will teach employee a basic understanding of the ethical philosophies of the company, and search for the common ethical values among employees. Newly hired employee needs to take introductory course with the first month for employment, so human resource can assess the employee attitude toward the ethical value, and planning on the following ethical training. The purpose of this ethical training curriculum is to let employees know what the core values of the organization are. When Employees understand the values, they can react to the situation and handle it properly for the organization. Employee will be given clear guidelines and expectations from the organization. The employee handbook will be available for each employee to download from intranet website, also send to employee’s email on the after the orientation.

There written documents are for employee to understand their responsibility within this organization, and use it as a reference. Employees will learn the position of company’s social responsibility in the training, so employees will have a clear idea what is their social responsibility as a member of the company. No matter how great the ethical codes are written, ethical training is a great method to integrate the company’s philosophy into workplace. Fairness of the ethical codes are clearly stated at the first session of the training, and it applies to all positions in the organization. (Knouse & Giacalone, 1997). Online training courses are very effective method to conduct a companywide training. Employees are required to take ethical training courses on different topic every 2-3 months. Courses can only be access within company network, and it include text, audio, and video materials about the company ethical standards and requirements.

At the end of each course, employees are required to take a test that cover in the course, and print out the result into hard copy or PDF format, then submit it to the human resource department. Our company is firmly committed to upholding the highest ethical principles of business operations. Compliance with the laws, rules and other requirements of society is a founding principle of our company. To help ensure that the company keeps this commitment, we should always encouraged employees to report any concerns they may have to their management or the Human Resources Department. Creating alternative way for employees to report potential violations regarding ethics or compliance issues through the confidential internet and telephone-based Hotline, administrated by an outside service. All information sent to the hotline will be kept confidential and will be reviewed only by those needed to help resolve the issue. Employee’s reports can be submitted on an anonymous basis, if employee choose, with mechanisms provided to respond to him or her.

Of course, Employees can still report any concerns directly to his or her management or the Human Resources Department. The Company will also proactively monitor employee’s activities through video surveillance, and employees require to use electronic badge to access company premise. Employees’ email and fax transaction will be archived on a server at least 3 years, so the company is compliance with the Sarbanes-Oxley Act. The IT department also has a proxy server to control internet surfing, and protect from potential security breached through malwares or Trojans. The purpose of the monitoring is to prevent employees leak confidential information accidently, but not to invade employees’ privacy. As a team member of the company, everyone is responsible to help the company to achieve the goal, and protect the company’s best interest. The program is to motivate employees to be responsible for the information they hold, and the company trusts each employee will give their best performance for the company. After a claim of employee’s misconduct is received by the human resource department, a preliminary interview will be performed to gather facts.

This is a necessary step for the investigation. If the claim has strong and sufficient evidences, then human resource department will form an auditing group to undertake the investigation. During the investigation, auditors will have the full access to the employee’s email, files, desk and computer. After the investigation has finished, a copy of report will send to human resource, appropriate officer, and legal department, then they will make the final decision. The company will contact the authority if the employee has clearly violated the law because of his or her unethical action. Human resource department will conduct an annual employees’ survey, and performance evaluation. Survey will have dozen of questions regarding ethical concern about employees’ team and feedback about the ethical training. Employees will self-assess their performance based on the corporation’s ethical standard. After the employee has finished the assessment, manager will have a short meeting to go over the employee’s comments and question about the company and giving comment to the employee’s performance.

This is a good way to build a two-way communication between the employee and the team leader. After the survey and review, human resource department will analyze the data to re-evaluate current ethical program. Human resource department will determine which parts of the program are successful, and what’re needed to improve or adjust. If an incident has occurred, then the department will archive all documents that relate to the incident for future reference. The ethical program committee will design a new ethical training course based on the incident. Every employee, manager, and executive needs to participate in ethical training programs and learn about the ethical principles that apply to specific situation at work.

References
Knouse, S. B., & Giacalone, R. A. (1997). The Six Components of Successful Ethics Training. Retrieved from http://www.instituteforethicalawareness.org/img/pdf_files/Thesixcomponentsofsuccessfulethicstraining.pd