Diploma in Business

Develop a code of conduct for JELL Industries (see the case study In Assessment Task 1). JELL has a number of polices and procedures to support Its core values and to ensure compliance with legislative requirements. JELL Industries acknowledges it role as a responsible corporate citizen in the local and wider community. Our success will result not simply from satisfying specific equipment needs for a quality product at reasonable prices, but from conducting Its business with Integrity toward our clients and employees.

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Integrity in our sales and services and also with our employees elates to the maintenance of high business ethics and moral standards that are essential and a not found to be defamed for the sake of results. Staff members found to be harassing or bullying other members of staff will face disciplinary action ranging from counseling and performance management to dismissal. JELL takes care to respect your right to privacy and fully complies with our obligations under the Privacy Amendment (Private Sector) Act 2000.

JELL uses any Information we collect in accordance with our Privacy Policy and to provide a more customized service experience. It Is company policy to comply In all respects with local/state/federal governments’ legislation. The relevant legislations that need to be complied with are as follows. Commonwealth – Legislation/Regulations Relevant legislation is available for reference through senior management or via access to the Internet. State legislation and summary notes are accessed on state government web sites.

A gulled to accessing federal and state legislation, court decisions, key national and state bodies and research tools is available at: Parliament of Australia, ‘Key internet links on Australian law, viewed May 2012, . Occupational Health and Safety The JELL OH&S and Rehabilitation Policy are displayed In all work locations. Silk’s commitment to the Occupational Health and Safety is further detailed as part of the JELL Occupational Health and Safety Management Standards.

Workplace harassment, Harassment, visualization and bullying in the workplace is illegal and such actions not tolerated by JELL. Staff members found to be harassing or bullying other members of staff will face disciplinary action ranging from counseling and performance management to dismissal. Anti-discrimination and equal opportunity JELL is committed to upholding affirmative action, equal opportunity and anti- discrimination legislation. This legislation is detailed at: Australian Human Rights and Equal Opportunities Commission, viewed May 2012, .

Vocational education and training, apprenticeships and traineeships (legislation) JELL is committed to upholding the Industrial and Commercial Training Act, the Apprenticeships and Traineeships Act 2001 and the Vocational Education and Training Act (2005). The act stipulates that within all sites of operation, all apprentices/trainees are restored on each shift with at least one vocationally competent person who verses the Prentice/trainee’s work and performance of duties. JELL directs all clients to the relevant guide to apprenticeships and traineeships and the relevant government websites.

TAG, viewed May 2012, . Access and equity policy (diversity and anti-discrimination) Policy JELL Industries values the diversity of its team, clients and communities and respects the rights of individuals and groups to operate in an environment free of discrimination. Access and equity (diversity and anti-discrimination) is fundamental to the operations of JELL. It is embedded in policies, practices and forward planning. JELL recognizes the importance of diversity in achieving our vision. JELL recognizes that valuing diversity is pivotal to achieving its vision.

At JELL anyone engaged in employment or the provision or receipt of training and/or services has the right to operate in an environment that is free from discrimination on the grounds of: age; breastfeeding; disability; industrial activity; lawful sexual activity; marital status; physical features; political belief or activity; pregnancy; race; religious belief or activity; gender; gender identity and sexual orientation; parental or career status or arsenal association; sexual/sexist or other forms of harassment.

Procedures are in place for handling any grievances including complaints of discrimination, unfair treatment or harassment. Complaints will be taken seriously and every effort will be made to resolve them quickly, impartially, empathetically and with appropriate confidentiality. Visualization of complainant/s and witness/sees is illegal. Complaints may also be lodged with the Equal Opportunity Commission. Privacy statement under the Privacy Amendment (Private Sector) Act 2000. JELL uses any information we 2. Answer a series of questions relating to business ethics.

Specifications You must submit: a written code of conduct. A completed questionnaire. Quality specifications: standards and expectations with regards to: personal behavior behavior towards others in the workplace behavior towards clients business ethics compliance with relevant legislation expectations regarding the use of information any specific requirements for individuals based on the nature of the industry. Your completed questionnaire should: Demonstrate an understanding and ability to manage business ethics in the workplace. Demonstrate compliance with legislative requirements.

Describe reasonable behavior and actions and support that organizational policies and procedures. Adjustment for distance-based learners No variation to assessment is required. Questionnaire – Business ethics 1 . Code of conduct For the code of conduct you have completed for JELL Industries, answer the following questions. A. How would you communicate the code of conduct? The code of conduct will be communicated through all company policies and procedures, the actions of human resources, education groups focusing on ethics and through an agreement illustrating requirements that is to be signed by employees. . Who would you be consulted and why? Line managers for each involved department would be consulted as they possess the information required to determine needs and also to communicate practices to subordinates. All employees will be given a copy of our code of conduct upon starting employment with JELL and ask to sign it. C. How would you monitor employee adherence to the code of conduct? Adherence would be monitored through feedback gained regularly from line managers, and is reinforced through clearly outlining consequences for UN-ethical actions and by maintaining a zero tolerance stance. How would you incorporate the code of conduct into HER policies and practices? They would be incorporated by clearly outlining behavioral expectations and consequences for non-compliance with these behaviors in any developed HER policy and procedure. 2. You have had a complaint from one of the senior managers that information relating to a sexual harassment investigation was being discussed amongst his team members. He believes the human resources officer may have discussed the case with a friend of hers (uninvolved in the case) who works in the managers department. A. What action would you take as the human resources manager?

A formal warning should be issued to the senior manager as he has disclosed personal information regarding an employee to an UN-involved party, in be clearly communicated during the warning interview. B. What could be the consequences of failing to act promptly and appropriately? The consequences could be as severe as termination, with formal interviews occurring and a follow up review at a later date. Damage to PR and financial loss can also occur as a result for the organization. C. How can you ensure all human resources staff are Lear about ethical expectations and behaviors?

This can be ensured by clearly communicating behavioral expectations within all HER policy and procedure and also by conducting education workshops designed to inform of ethical standards. 3. Your recruitment service provider has advised you that on an employee request form submitted to the provider, the manager specifically requested he preferred older women who won’t “run off and get pregnant”. A. What legislation is this in breach of? This is in breach of the discrimination legislation as candidates have been overlooked due to gender and age. . What action would you take?