Use this sample business conduct policy when employing.
Policy No:
Issue Date:
Policy
The professional and ethical conduct of and its employees is a key element of the reputation of the Company and essential for the future growth and security of the business. Any action by any employee which breaches this policy will be treated seriously and may lead to dismissal as it threatens the future of all employees.
Scope
This policy applies to all employees.
Objectives
The objective of this policy is to determine guidelines for ethical and professional conduct to protect the Company's reputation.
Procedure
Acceptance of payments, loans, entertainment and gifts by employees
No employee may seek or accept any payment, loan (apart from loans from financial institutions at market rates), service, gratuity, gift (except as detailed below) or any other favour of more than a nominal value from any individual or organisation doing, or seeking to do, business with the Company.
No cash gift is to be accepted
In the case of a non-cash gift, its value must not exceed $200 and must be the only one received from the same person during the year. Any gift exceeding this amount must be reported to the Managing Director and it may be held by the Company, returned or given to a charity. If the employee is in any doubt, the gift should be reported to the Managing Director.
Organisations which compete with the Company
No employee or member of his/her immediate family may perform services for, or have any substantial interest in, any competitor of the Company unless approved by the Managing Director. Substantial interest is defined as more than 1% of a public company and any investment in a non-public company. Prompt disclosure to the Managing Director is required if a member of an employee’s immediate family performs services for or has any substantial interest in (as defined above) any competitor.
Organisations doing business with the Company
Prompt disclosure to the Managing Director is required if an employee or member of his/her immediate family performs, or wishes to perform services for, or have any substantial interest in (as defined above), any organisation which does business or seeks to do business with the Company.
Opportunities arising from employment
Any acquisition by an employee of any interest (property, securities or patent rights) in which the Company has or might have an interest in, must be disclosed promptly.
No employee should use any influence, to gain employment for themselves or immediate family, other than through normal recruitment procedures, with any organisation that does, or seeks to do, business with the Company.
Business gifts and entertainment
Appropriate gifts may be made to business acquaintances with the prior approval of the Managing Director. Gifts of a nominal value for personal consumption, such as confectionery, or flowers or souvenirs, which are appropriate for the circumstances, do not need prior approval.
In appropriate circumstances, employees may entertain individuals representing businesses with which the Company does, or seeks to do, business. The level of entertainment must be reasonable and in line with normal practice. Travel and accommodation must be approved by the Managing Director in advance in accordance with the appropriate policy.
Use of software
No unauthorised software can be used on Company premises and no unauthorised copies can be made of Company owned software. Please refer also to the current Use of Technology policy.
Use of Company property
Company property may only be used for the purpose for which it has been purchased. Any surplus product, property or promotional items can only be removed from the premises with appropriate approval.
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Below is a suggested contents list to be considered when developing a Human Resources Policies and Procedures Manual for your organisation.
Implementing them will help you with compliance with most relevant employment legislation and provide a platform for consistent and effective management of your people.
Remember: to be fully compliant you will need to ensure your employees are aware of the Policies and Procedures Manual and understand their responsibilities within them; to be fully effective you will need to ensure your managers have the skills to apply them in an appropriate manner.
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| Employment
Recruitment
Probation
Induction Program
Employment Conditions
Business Conduct
Bullying
Discrimination and Harassment
Drugs and Alcohol
Employee Relocations
Equal Employment Opportunity
Grievance
Travel and Business Expenses
Use of Technology
Vehicle Use
Working from Home
Occupational Health and Safety
Occupational Health and Safety
Rehabilitation
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Leave
Annual Leave
Bereavement Leave
Emergency Services
Jury Duty
Military Service Leave
Parental Leave
Public Holidays
Sick/Carers/Personal
Unpaid Leave
Learning and Development
Employee Development
Membership of Professional
Groups
Succession Planning
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Performance Management
Performance Management
Process
Positive Performance
Recognition
Corrective Performance
Management
Rewards
Overtime
Salary System Administration
Employment Termination
Employment Separations
Exit Interviews
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