SHRM-CP 2022: Ethical Practice

Question 1

Name 3 ways employer can/should protect the rights of employees?

Answer 1

> Create a Safe Work Environment (physical, extended, and community/interpersonal)
Maintain a Fair Working Environment (policies are fair, provide equal access to opportunity, and are compliant with laws and regulations)
Protect Employee Privacy (right to freedom from intrusion via viewing, monitoring, reading etc that are personal matters).

Question 2

Personal Integrity

Answer 2

Holding oneself accountable for shortcomings and strive to be ethical. Point out to senior management ways that the organization is not meeting ethical norms/org values. Prepared to hold others accountable for their actions and advocate where needed.

Question 3

Professional Integrity

Answer 3

Awareness of and commitment to ethics in work. Apply Business Acumen to understand ethical risks. Ensure a thorough knowledge of the businesses ethical vulnerabilities.

Question 4

Ethical Agent

Answer 4

Take actions as an HR leader to champion organizational ethical goals. Such as, communicate expectations to new employees and ensure HR policies are ethical and compliant.

Question 5

Name at least 4 core steps for Ethical Decision Making.

Answer 5

> Recognize ethical situations as they arise
Establish the facts about the situation (make sure you know the details such as different paths that can be taken, who will be affected, what will be the nature/extent of harm done, etc).
Evaluate the ethical dimensions of possible actions. (ie - what moral code will you decide through the lens of)
Apply relevant codes of ethics and behavior to the options.
Consult with Others (other ethical agents that will help ensure cultural differences/legal matters etc are able to be worked through appropriately)
Make a decision, own, and learn from one’s mistakes. (Even if it wasn’t the right call that time, be sure to learn from that experience).

Question 6

Transparency

Answer 6

Disclosure about dealings, transactions, processes to those who have a vested stake or interest. Provides assurance when behaviors cannot be witnessed and cannot be verified that they comply with laws, rules, or policies. Assists in creating an environment of trust.

Question 7

Honesty

Answer 7

Commitment to truthfulness and fairness, abiding by social and business norms.

Question 8

Conflicts of Interest

Answer 8

Situations in which a person or organization may benefit from undue influence due to involvement in outside activities, relationships, or investments that conflict with or have an impact on the employment relationship or its outcomes.

Question 9

Bribery

Answer 9

Exchange of anything of value to gain greater influence or preference.

Question 10

Authenticity

Answer 10

Refers to a person’s ability to stay true to their values and maintain their integrity in both their personal and professional lives.

From org perspective, refers to individual’s approach to forming and maintaining relationships with colleagues and others in the org.

Question 11

Code of Conduct

Answer 11

Defined as principles of conduct within an organization that guide decision making and behavior and can help an organization promote ethical behavior.

Question 12

What makes a Code of Conduct most effective?

Answer 12

Used as a tool that employees can use to examine their own conduct and make correct ethical decisions. Should reflect the needs, concerns, and values of the organization that creates, adopts, and uses it.

Question 13

Values-Based Code of Conduct Element

Answer 13

Describes organization’s principles and obligations to its stakeholders. Underlie and explain the rationale behind the rules that follow. This turns the tone to “what we all must do” versus “what we expect you to do”

Question 14

What is included in the Vales-Based code of conduct segment?

Answer 14

> Leadership communication on commitment to and enforcement of the code
Orgs mission statement/ vision statement
Broad statement of values and principles
Detailed statement of orgs ethical obligations to its various stakeholders

Question 15

Rules-Based Code of Conduct Element

Answer 15

Defines the organization’s ethical expectations

Question 16

What is included in the Rules-Based portion of a code of conduct?

Answer 16

> Ethical and conduct guidelines (policies regarding COI, Bribery, Harassment, Privacy)
Examples of behaviors to help employees recognize potential risk/conflict
Rules of conduct required to comply with laws/regulations
Description of enforcement process - including how suspected violations should be reported, how and by who it will be investigated, and ow they will be penalized.

Question 17

What are the 5 basic steps to drafting a Code of Conduct?

Answer 17

> Gather Information
Draft and Review (code should be clear, understandable, and actionable)
Adopt the code formally and communicate it to the organization.
Monitor enforcement
Evaluate and revise the code periodically

Question 18

Internal Investigation Element: Investigator

Answer 18

Appointed investigator should be experienced, neutral, and objective. Depending on scale, a small team may be used.

Question 19

Internal Investigation Element: Investigation

Answer 19

All parties should be interviewed and potential witnesses/third parties who might be able to shed light on events.

Question 20

Internal Investigation Elements: Documentation

Answer 20

Throughout, keep careful and detailed notes from interviews and other relevant documentation collected. Should be objective facts, not opinions.

Question 21

Internal Investigation Element: Confidentiality

Answer 21

Do not share or make public personal information. Especially important during investigation of misconduct.

Question 22

Internal Investigation Element: Credibility

Answer 22

Assess whether evidence gathered/allegations are true. Often things are they-said/they-said situation, which cannot be the end of the matter. Thus, must assess the credibility of various parties involved.

Question 23

Internal Investigation Elements: Conclusions

Answer 23

Findings are presented in confidential written report which is given to a separate decision maker and determine appropriate outcome.