Review the provided resources to become familiar with writing a code of conduct.
1. How to Write a Code of Conduct (With Template) (opens in a new window)
2. 4 Code of Conduct Examples (Plus Definition and Benefits) (opens in a new window)
* Example: Starbucks Standards of Business of Conduct (opens in a new window) *Note: Click on the downloadable PDF document
3. Contemplating Christian Ethics and Spirituality for Sound Leadership in Organisations (opens in a new window)
Read and imagine you are the Global CEO at Sacred Spaces Inc. (opens in a new window) [Original Media].
Create a code of conduct for the organization, Sacred Spaces Inc. (opens in a new window) [Original Media] that includes:
1. a page of content: a page of content includes the topics discussed in your code of conduct and the corresponding page number.
2. a mission statement that applies a Christian worldview: explains the purpose and core values
3. a list of policies and procedures:
* Be sure to include a section on the ethics and usage of artificial intelligence.
* Examples: Anti-discrimination, anti-harassment, social media, health and safety, drug and alcohol, conflicts of interest, DEIB, financial integrity, dress code.
4. Industry-specific related regulations: Expectations to comply with government regulations
5. Disciplinary actions: Explanation of steps to report violations within the code of conduct or policies in place and how the code will be enforced.
Submit the professional code of conduct by the deadline listed.
Requirements
* Citation Requirements: minimum of 5
* Three scholarly sources must relate specifically to Christian ethics and the application of a Christian worldview. One scholarly article provided as a resource in the course is acceptable.
* Submit a paper:
* Word Count: 250-500
* Double-spaced (not including the page of content)
* APA Formatting
* Plagiarism Submission
* Submit by the deadline
How to Write a Code of Conduct (With Downloadable Templates)
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A code of conduct for business is a set of regulations and rules that gives employees a definitive guide as to how they’re expected to behave within the workplace. Composing and implementing one can provide significant benefits for a company and ensure that all employees understand what is acceptable and what isn’t.
Read on to find the answer to your question, “What is a code of conduct?” Learn about the components of a workplace code of conduct and the steps to take when creating a code of conduct. A template you can use as a guide for drafting your own is also provided.
See 14 more policies your business should have.
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What is a code of conduct?
A code of business conduct is a set of rules that guide people in daily practices and interactions with each other. In the workplace, a code of conduct may also be referred to as a code of business ethics. Some organizations expect their employees to adhere to a code of conduct with many requirements and rules, whereas others are extremely simple. Codes of conduct are most often included in the employee handbook and may also be posted on the company’s website for investors, potential employees and stakeholders to view.
Why is a code of conduct for business important?
A code of conduct is important in the workplace because it provides employees with a concrete guide on how they’re expected to act while on the job. It demonstrates a company’s values and what the company expects and strives for in terms of company culture.
Benefits of a code of conduct include:
* Providing a guideline for behavior and expectations within the workplace: When discussing job performance, this is one of the first indicators of what is expected. Having this explicitly stated within the organization handbook provides a central reference point.
* Ensuring all employees are made aware of what is and isn’t tolerated at work: Dealing with difficult employees is one of the key sources of workplace conflict. Building awareness around expected behaviors opens up avenues for dialogue and engagement.
* Outlining a company’s values and principles: This is a way of showing the uniqueness of the organization and shaping the company’s structure. It also plays a significant role in improving employee recruitment and retention.
* Setting clear benchmarks as to how employee behavior and performance are measured: Having clear benchmarks ensures a level field for all employees and gives them the tools to recognize when actions don’t align with the organization’s goals or values.
* Informing stakeholders, investors and potential employees of the company’s ethics and standards: Ethics and standards are important to the workplace because they have a direct connection to employee trust, performance and satisfaction.
Along with these, there are other reasons why a code of business conduct is vital. It serves as a means for maintaining compliance, especially in industries where there are specific codes and procedures that must be followed. It also helps organizations protect themselves from damaging risks. When the company has specific steps to follow, they can demonstrate good faith effort in minimizing or even avoiding unethical or illegal acts.
How to write a code of conduct
The following are steps you can follow when drafting a code of conduct for your organization:
1. Determine who will be included in the creation of your company’s code of conduct
2. Consider any ethical issues that have occurred in the past
3. Create an outline
4. Discuss the draft with stakeholders
5. Compose the final draft
1. Determine who will be included in the creation of your company’s code of conduct
One of the first steps in drafting a code of conduct is determining who will be included in the process. Common individuals involved in developing a code of conduct include management, long-term employees and stakeholders. Many codes of conduct are created by upper management and then reviewed by a team of trusted employees as well as any stakeholders that may be affected by the code of conduct.
2. Consider past ethical issues
Before creating your code of conduct, consider all of the past ethical issues your company has faced and include how these will be prevented in your code of conduct. Additionally, you can also take into account ethical issues that similar businesses have faced and address these as a way to prevent them from occurring within your organization.
3. Create an outline
Determine the components you will include in your code of conduct, including, but not limited to:
* Conflicts of interest
* Asset protection
* Company policies
* Company culture
* Attendance expectations
* Sexual and general harassment and discrimination
* Cell phone and technology use while in the office
* Substance use
* Dress code
* Disciplinary actions that may be taken
* Privacy policy
* Equal opportunity
Once you have chosen the elements to include, outline each section with the information you feel is most appropriate to your organization.
4. Discuss the draft with stakeholders
Once you have outlined the code of conduct, give stakeholders the opportunity to review and discuss its contents.
5. Compose the final draft
After all stakeholders have had the chance to contribute, you can then compose the final draft for review and publication.
Components of a code of conduct
Here is a list of elements you might include in your code of conduct:
* Mission statement and values
* Workplace policies and procedures
* Industry compliance and regulations
* Disciplinary actions
Mission statement and values
Begin with your company’s mission statement. If you’re drafting values for your employees, ensure they stem from and support the mission statement. You can also include a statement on the ethics and professional standards your organization champions.
Workplace policies and procedures
Provide a statement on the expectation that employees must adhere to your policies and procedures. Remember that they will vary depending on the business and industry.
Some examples of common workplace policies include:
* Anti-harassment
* Financial integrity and compliance (reporting, payroll, business travel, purchasing)
* Data privacy
* Communications (conduct on social media and emails)
* Client and business partner code of conduct
* Intellectual property and conflicts of interest
Industry compliance and regulations
Indicate the company’s expectation that employees comply with industry and government laws and regulations.
Disciplinary actions
Include a section on violations and disciplinary actions. This tells employees how to report violations of the code of conduct or business policies. It also provides a statement on disciplinary actions for employees who violate the code of conduct or policies, which may include verbal warnings, written warnings, suspension and even termination.
Code of conduct template
Below is a template you can use when drafting your own code of conduct:
[Page of contents: Many codes of conduct include a page of contents that lists the topics discussed in the document and the page numbers on which each topic can be found.]
[Company policy and purpose of the code of conduct: This is a brief outline of the purpose of the code of conduct and the company policy regarding expectations surrounding the code of conduct.]
[Dress code: Use this section to clearly outline what is expected of employees in terms of dress code and grooming.]
[Technology use and security in the workplace: This section can include policies that pertain to cell phone use, internet usage, company email use and cybersecurity.]
[Relationships between employees: This section outlines expectations regarding relationships between employees, including fraternization and romantic relationships. It may also indicate whether dating supervisors is or isn’t allowed.]
[Expectations of company culture and behavior in the workplace:This section includes all expectations related to appropriate behavior at work and the organization’s ideal company culture. This may include punctuality, attendance, employee interactions and other behaviors that directly impact a company’s culture.]
[Harassment and discrimination:This section should clearly indicate what is not allowed in the workplace in terms of harassment and discrimination, including discriminatory or sexually based jokes, actions and comments.]
[Disciplinary actions: This section should include the disciplinary actions your organization is prepared to take in the event that the code of conduct is violated.]
FAQs about codes of conduct
What is the difference between a code of ethics and a code of conduct?
A code of ethics is a high-level guide that speaks to company values and morals. It’s about providing professionals with a framework for honesty and integrity. It’s a set of principles that dictates how actions should be judged. A code of conduct guides professionals on how they should act. It provides more details on specific rules and policies regarding broader beliefs.
Who writes the code of conduct?
In most cases, the human resources team creates the employee code of conduct in collaboration with the executives, managers and employees.
How is a code of conduct related to company culture?
A well-written code of conduct influences workplace communication and relationships within the framework of the company’s values and mission. It influences how employees relate to each other by fostering this belief system, which defines behavior and standardizes company culture.
Code of Conduct Templates for PDF & Word
Download these code of conduct templates to give employees a detailed guide on how they should behave within the workplace.
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*Indeed provides these examples as a courtesy to users of this site. Please note that we are not your HR or legal adviser, and none of these documents reflect current labor or employment regulations
What is a code of conduct?
A code of conduct includes policies and rules for employees and employers to follow in the workplace. Often, a company uses its core values, including its mission, to guide the creation of these codes. These guidelines outline how people can appropriately interact with one another at work. You can usually find a company’s code of conduct in its employee handbook, though a human resources department may also provide new employees a copy of the code of conduct. Each company has different rules outlined in its code of conduct, and each company has its own policies for enforcing this code.
Sometimes, a company also has a code of ethics. However, these two types of codes are different. A code of ethics is very broad, discussing a wide range of principles that guide decision-making, problem-solving or approach to conflict. A code of conduct, however, is more specific. This code includes details about behavior, action and policies for employees to follow.
Related: Code of Ethics vs. Code of Conduct: What’s the Difference?
Why is it important to have a code of conduct?
It’s important for all companies to operate with a code of conduct, especially because it’s often a requirement for companies. A code of conduct ensures everyone can feel comfortable at work. When employees treat one another with respect, they can avoid conflicts and work together harmoniously. Here are some other reasons why a code of conduct is important:
* Demonstrating company values: The code of conduct demonstrates the company’s values by highlighting prohibited certain behaviors. Additionally, when a company posts the code publicly, people interested in the company can learn more about the company’s ethics, values and morals.
* Guiding behavior in the workplace: When people have a clear set of expectations to follow, it’s easier to create a healthy work environment where everyone behaves professionally. A code of conduct helps guide the behavior of others by aligning conduct with company values.
* Adhering to the law: A code of conduct typically addresses inappropriate behavior, such as harassment in the workplace. If employees adhere to the company’s policies, they act within the law and everyone in the workplace is safe from harm.
* Increasing employee morale: When employees treat each other equally and with respect, everyone tends to feel more satisfied with their workplace. A code of conduct reinforces this behavior, which can help employers retain and attract more employees.
* Measuring employee success: Employers can better measure their employees’ success when they have a code of conduct. If they notice an employee isn’t following the rules in the code of conduct, the employer can pinpoint exactly how the employee can improve.
* Making ethical decisions: Often, a code of conduct is a reflection of the company’s values and mission. As a guideline for behavior, the code can encourage everyone in the company to make ethical decisions for the good of others and the company.
Related: Business Ethics: Definition, Types and Why Ethics Matter
What to include in a code of conduct
A code of conduct is often an extensive list of information that discusses work policies, behavior, actions and even consequences that guide workplace interactions. There are several items to discuss in a code of conduct. While each company operates differently, here are some important elements to include in a code of conduct:
Values, ethics and responsibility
Many codes of conduct include information about company values, ethical behavior and responsibilities for employees. This might include details about employee rights, the ethical practices expected for business interactions, honesty about work commitments, equity and inclusion or other value-based expectations. These sections typically reflect the values of the company by showing how the organization puts these values into practice each day.
Read more: How To Write Policies and Procedures in 7 Steps (With Tips)
Internal company conduct
It’s also important to include details about internal company conduct. This might include details about training, how often you can use your cellphone in the office or when to take your lunch break. This section also details the dress code, how much paid time off an employee gets and what to do if you’re sick. All of these details give employees the information they need to respond to situations accordingly, use their benefits and understand how internal company processes function.
Read more: Creating Fair PTO Policies for Your Team
Behavior and action
Another section to include in a code of conduct regards employee behavior. It’s important for the company to clearly state what it expects of each employee. This may include interactions with other employees, professionalism standards, use of social media, use of company resources, tardiness and an explanation of discipline in the workplace. When each person understands the expectations for their behavior, they can act within the guidelines set out by the code of conduct to create a healthy, safe work environment.
Related: Tips To Improve Disrespectful Employee Behavior
External company conduct
Just as a company’s employees interact with people internally, they also work with people externally, like clients. It’s important for the code of conduct to include information and guidelines about how to conduct these external relationships in a professional, appropriate manner. This section might have information about conflict of interest, privacy or client confidentiality. External company conduct is a reflection of the company to the public, so it’s necessary for each employee to understand what the company expects of them when interfacing with clients.
Misconduct
It’s crucial for a company to include a section on misconduct. While misconduct may occur in any of the previous sections, it’s beneficial to explicitly name behavior that’s inappropriate. This helps avoid miscommunication and makes it evident that the company doesn’t permit certain behaviors. Misconduct might include:
* Harassment
* Abuse or assault
* Bullying
* Reporting misconduct
* Intoxication
* Illegal activity
* Discrimination
* Plagiarism
Related: How To Identify and Deal With a Hostile Work Environment
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4 code of conduct examples
When employers write their code of conduct, it’s best if they have the well-being of all their employees in mind. This way, everyone feels like they’re respected and treated fairly in the workplace. A quality code of conduct can help facilitate a better company culture, which leads to happier employees. Here are a few examples that cover various components a company might include in their code of contact:
Example 1: Use of technology
Here’s an example of what a company might say about using technology in the workplace:
During working hours, the company only permits employees to use technology such as cellphones, social media or the internet for personal use while on break. When posting company-related content on social media, employees must express that they’re posting on behalf of themselves and not the company. The opinions they express should be respectful of the company. If an employee has a comment or concern about the company, it’s best they bring it up to their manager or human resources rather than posting it online.
Example 2: Plagiarism
Plagiarism is a form of misconduct, so it’s important to include a section on this in a code of conduct. Here’s an example:
At our company, we value giving credit when credit is due. Employees shall only take credit for their own original work. When using other resources, employees must use proper citations to give credit. Our company follows a unique style guide for in-text citations. Please refer to the Official Style Guide Handbook on the company’s website if you have any questions.
Related: A Complete Guide to Integrity in the Workplace
Example 3: Dress code
Often, a company has a dress code included in the code of conduct that dictates what type of clothing is appropriate for work. Here’s an example of a dress code:
Our company’s dress code is relaxed. Employees are free to wear jeans, T-shirts and sweatshirts. If employees wish to wear business casual attire, they can. Please wear appropriate clothing free of swearing, crude statements and references to illegal substances. Also, avoid clothing with rips, tears or holes. When a client or investor is visiting the office, the company plans to inform employees of any dress code changes ahead of time. Usually, in these instances, we ask that employees wear business casual attire. This includes nice slacks, khakis, formal skirts and dresses, button-down shirts, nice blouses and closed-toe shoes.
Example 4: Employee break policies
Employees need breaks throughout the day, and every company has a unique policy regarding breaks. Here’s an example of the break policy in a code of conduct:
Employees can take a paid 30-minute lunch each shift. Employees can choose to extend their lunch break to an hour, but they must clock out for 30 minutes. Employees working a shift of over eight hours or more also receive two 15-minute breaks. Employees must take one 15-minute break a few hours before their lunch break and the other in the hours after lunch.
We ask that employees communicate with one another about when they’re taking their breaks so there’s always someone available to assist customers. Employees are free to take their breaks in the lunchroom or outside of the premises. If employees ever feel like they need additional breaks, they should communicate this to their managers.
Frequently asked questions
What happens if an employee violates a company’s code of conduct?
Employers address violations of the company’s code of conduct on a case-by-case basis. Depending on the severity of the violation, an individual may receive a verbal or written warning. Their employer may also suspend or terminate their employment. Employers use a standardized process that’s company-specific to ensure they discipline all employees fairly.
How does a company develop a code of conduct?
Upper management personnel often begin the process of writing a company’s code of conduct. Then, they can present their documentation to long-term employees, investors, shareholders and human resources (HR) employees so these individuals can request changes or recommend additions. By sharing their original documentation with relevant parties, upper management personnel can better understand how a code of conduct may affect a company and all its employees. Upper management personnel can use the feedback they receive to edit and compose a final code of conduct that can be subject to change as the company continues its operations.
What kind of language does a compelling code of conduct use?
A compelling code of conduct uses positive language and an encouraging tone to convey its key points. For example, a code of conduct may use language like “This company depends on employees to wear their assigned uniforms to maintain an appearance of professionalism to its customers” rather than “Employees must wear their assigned uniforms during all scheduled shifts.” The former example explains the benefits of employees following the code of conduct while still establishing a rule for them to follow. The latter example uses a prohibitive tone.
Ethics & Compliance
We believe that conducting business ethically and striving to do the right thing are vital to the success of the company.
Starbucks Ethics & Compliance supports our mission and values and helps protect our culture and our reputation by fostering a culture that is committed to ethical leadership and conducting business with integrity by providing resources that help partners make ethical decisions at work.
We do this by advising and enabling leaders to drive ethical business practices, partnering with the business to ensure effective legal risk management and encouraging partners to speak up if they have questions or concerns.
The majority of reports we receive involve employee relations issues. This trend is consistent with other companies – retail or otherwise – that provide alternative reporting mechanisms as part of a comprehensive ethics and compliance program.
Standards of Business Conduct
As a global company, we are subject to the highest standards of ethical conduct and behavior. The Standards of Business Conduct help us make decisions in our daily work and demonstrate that we take our legal and ethical responsibilities seriously.
Contemplating Christian ethics and spirituality for sound leadership in organisations
Published in: Pharos Journal of Theology,2020
Database:Directory of Open Access Journals
By: Prof Angelo Nicolaides
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Additional information
Title
* Contemplating Christian ethics and spirituality for sound leadership in organisations
Authors
* Prof Angelo Nicolaides
Source
* Pharos Journal of Theology, Vol 101 (2020)
Publisher Information
* Africajournals, 2020.
Publication Year
* 2020
Collection
* LCC:Religion (General)
Subject Terms
* business ethics
* weltanschauung
* christian dogma
* orthodox ethics
* leadership
* spirituality
* Religion (General)
* BL1-50
* Religions of the world
* BL74-99
Description
* For the Orthodox believer, and most Christian denominations, Christian ethics applies to Christian faith and positive servant leadership motivations based on deep spirituality which is required to link in a manner which allows for the desired principles, standards, and procedures for actions and a set of divinely inspired virtues to be in place with relevance to all economic activity. In the modern world in which we live there is seemingly very little agreement regarding desired standards of good or ethical behaviour. One’s weltanschauung and culture invariably influence and shape human opinions on business ethics and what constitutes ‘good’ behaviour. There are numerous limitations in modernism when it comes to moral issues and the role religion can play. This article provides a brief explanation of the Christian worldview and the role of spirituality as an alternate approach to probing ethical matters in business. The Orthodox Christian Holy Bible speaks commandingly and expansively on all aspects of life, including desired conduct in business activities. There is indeed a systematic biblical context which apprises the desired practice in business for the global world of commerce.
Document Type
* article
File Description
* electronic resource
Language
* English
ISSN
* 2414-3324
Relation
* https://www.pharosjot.com/uploads/7/1/6/3/7163688/article_37_vol_101__2020___unisa.pdf; https://doaj.org/toc/2414-3324
Access URL
* https://doaj.org/article/1d888fe0f25b4adf9fcc37c20e797e96
Accession Number
* edsdoj.1d888fe0f25b4adf9fcc37c20e797e96
Transforming Homes, Uplifting Lives: The Inspiring Mission of Sacred Spaces
You are the CEO of Sacred Spaces, a global Christian-inspired furniture company dedicated to providing quality furnishings while simultaneously making a positive impact on communities worldwide. Established in 2008 following a transformative mission trip to impoverished regions of Central America, Sacred Spaces was born from the realization of the transformative power of faith and the profound impact of nurturing environments. Witnessing the lack of access to quality furniture and home décor in these communities sparked the idea for a company that not only offered beautiful furnishings but also contributed to the betterment of lives.
Rooted in Christian values and an entrepreneurial spirit, Sacred Spaces adopted a one-for-one model, ensuring that for every item sold, another is donated to underserved communities. Moreover, the company pledges 1/3 of its profits to grassroots causes, amplifying its commitment to social responsibility and community upliftment. By focusing on initiatives such as providing access to clean water, supporting education efforts, and aiding in disaster relief, Sacred Spaces aims to foster a brighter and more equitable future for all.
Today, Sacred Spaces employs a dedicated team of around 20,000 individuals globally, with a predominant presence in the Americas, particularly the United States. The company’s commercial manufacturing base is primarily located in China and Vietnam, where it upholds stringent ethical standards and ensures fair compensation for all workers. Each piece of furniture from Sacred Spaces transcends mere functionality, embodying symbols of hope, love, and grace, designed to create spaces that nurture the spirit and catalyze positive transformations. With every purchase from Sacred Spaces, customers become active participants in the company’s mission to construct a brighter world, one sacred space at a time.