SHRM-CP 2022: Ethical Practice Flashcards
Name 3 ways employer can/should protect the rights of employees?
> 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).
Personal Integrity
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.
Professional Integrity
Awareness of and commitment to ethics in work. Apply Business Acumen to understand ethical risks. Ensure a thorough knowledge of the businesses ethical vulnerabilities.
Ethical Agent
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.
Name at least 4 core steps for Ethical Decision Making.
> 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).
Transparency
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.
Honesty
Commitment to truthfulness and fairness, abiding by social and business norms.
Conflicts of Interest
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.
Bribery
Exchange of anything of value to gain greater influence or preference.
Authenticity
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.
Code of Conduct
Defined as principles of conduct within an organization that guide decision making and behavior and can help an organization promote ethical behavior.
What makes a Code of Conduct most effective?
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.
Values-Based Code of Conduct Element
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”
What is included in the Vales-Based code of conduct segment?
> 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
Rules-Based Code of Conduct Element
Defines the organization’s ethical expectations
What is included in the Rules-Based portion of a code of conduct?
> 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.
What are the 5 basic steps to drafting a Code of Conduct?
> 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
Internal Investigation Element: Investigator
Appointed investigator should be experienced, neutral, and objective. Depending on scale, a small team may be used.
Internal Investigation Element: Investigation
All parties should be interviewed and potential witnesses/third parties who might be able to shed light on events.
Internal Investigation Elements: Documentation
Throughout, keep careful and detailed notes from interviews and other relevant documentation collected. Should be objective facts, not opinions.
Internal Investigation Element: Confidentiality
Do not share or make public personal information. Especially important during investigation of misconduct.
Internal Investigation Element: Credibility
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.
Internal Investigation Elements: Conclusions
Findings are presented in confidential written report which is given to a separate decision maker and determine appropriate outcome.
