The success of Company X is largely determined by the ethical actions and integrity of the employees that support Company X. We are committed to providing education and dialog to promptly address ethical questions or concerns raised by an employee. Managers should encourage discussion amongst employees especially regarding ethics. Ethics dialog should become integrated into a normal work day to keep ethics fresh on everyone’s minds and allow for manager and peer coaching.
Ethical dilemmas can occur at any level of business and all employees should be able to make a decision that properly reflects the values and integrity of Company X. We must strive that every action at Company X promotes credibility and builds trust both internally and externally to the company. Respect for Others We all deserve to work in an environment that encourages employee growth and collaboration.
Company X is an equal opportunity employer and is fully committed to providing a workplace that is free of discrimination or harassment of any type. The law is very clear regarding this matter and Company X will not tolerate discrimination against another person that includes, but is not limited to, race, sex, age, religious affiliation, national origin, disabilities, or any other class that is offered protection by federal, state or local laws. In addition, harassment of any nature will not be tolerated.
Harassment in the work place can take many forms that can include, but is not limited to, unwanted sexual advances, derogatory statements or jokes, lewd emails, unwanted touching, and leering at someone are a few examples of actions that could be considered harassment. It is important to remember what may seem acceptable to you may make someone else feel uncomfortable. A diverse base of cultures, ethnicities, religion and values is at the foundation of America and it should be expected in the work place.
The Term Paper on Chevron Texaco Examination Foreign Company Employee
Letter to Employees TO ALL EMPLOYEES: The Chevron Texaco Corporation combines companies with long and proud histories and worldwide reputations for honesty and integrity - two key values of The Chevron Texaco Way. These well-deserved reputations not only underlie our past accomplishments but also will be critical to our future success. The Chevron Texaco Manual of Compliance Procedures and ...
You must be contentious of how your actions translate across different cultures and how your actions may be perceived, regardless of intent. Anything that creates a hostile or offensive work environment is unacceptable and will be addressed by management. Any employee who feels discriminated or harassed against should immediately report the incident to his or her manager or human resources. Open Door Policy Company X has an Open Door Policy; this means that everyone should feel comfortable speaking his or her mind, particularly regarding ethics concerns, without fear of reprisal or intimidation.
Managers have a responsibility to create a supportive environment where employees feel comfortable discussing any concern or questions that they may have. Company X will only truly benefit when employees feel like that can take any concern they may have to management to prevent a mistake or wrong doing by asking the right question at the right time. Under no circumstance will Company X tolerate retaliation or intimidation against an employee who report instances of questionable or unethical behavior in good faith.
All claims will be fully investigated by Human Resources. Any employee who makes a false claim, with malicious intent will face disciplinary actions, up to and including termination. Some actions that could be brought forward in good faith include, but are not limited to, lodging an internal complaint, filing complaint with external agency, unethical practices, requesting accommodations in accordance with ADA Act, refusing to follow unlawful orders, or filing workers compensation claim.
Employees are encouraged to address any concerns they may have with their direct manager, ethical or otherwise. In the event the employee does not feel comfortable addressing the concern with his or her direct manager or the direct manager is culpable or unresponsive regarding the ethics violation or other issue, the employee is encouraged to report the incident to the Director of Human Resources. All issues of this nature will be kept confidential unless information must be shared due to legal action. Safety
The Term Paper on Paul Cronan Employees Company Aids
... matters, especially those that concern attendance; and to ... symbolic meaning. Typical definitions suggest that managers use all resources, including people, by ... with the disease; and promote work safety by teaching precautionary practices and protocols. ... situation would be difficult for me to handle. One, I would have a duty to inform the company of all employee ...
Company X is committed to providing and maintaining a safe workplace. Your safety and the safety of others should take precedence over anything else. All employees are required to comply with all of Company X’s safety rules and guidelines as well as any federal, state and local laws. Each employee is responsible to provide a safe work area for themselves and coworkers by maintaining an organized work area that is free from potential hazards. If there is ever any doubt regarding safety then you should immediately stop and notify manager.
If there is ever a doubt about how to safely perform a task, then immediately stop and notify manager. No employee should ever be put in a situation or put others in a situation where they fear for their safety or the safety of anyone else. Any additional measures that could be taken to further increase the safety of an employee should be taken. Any unsafe working conditions or procedures must be immediately reported to your manager. In the event of an injury, regardless of severity, it must be reported immediately to your manager and Human Resources.
There is nothing more important at Company X than the safety of our employees. There should never be a situation where an employee is put in an unsafe situation nor should an employee fear reprisal for reporting an unsafe condition. Employees should address safety concerns with direct managers; in the event that the direct manager is unresponsive then the employee must take safety concern to Director of Human Resources. No work is to occur until any safety concern is appropriately addressed.
Conflicts of Interests Employees at Company X must avoid any relationship or activity that might affect our judgment regarding business decisions. We may be faced with a situation where the decision we make to benefit Company X may conflict with our own interests. Opposing, we may be in a situation where a course of action benefits you personally, but may be may not be in the best interest of Company X. As an employee of Company X we must strive to advance the interests of Company X at every opportunity to do so, regardless of personal interests or conflicts.
The Business plan on Lincoln Electric 61623 Company Employees
The Lincoln Electric Company Headquartered in Euclid, Ohio, a suburb of Cleveland, The Lincoln Electric Company is a world leader in welding and cutting products, as well as a premier manufacturer of electric motors. The company is well known for its dedicated, talented workforce and its superior technology. Lincoln Electric Company gives its customers total solutions along with a commitment to ...
Property, information or position obtained while at Company X should only be used for the benefit of Company X and must never be used for the personal gain or you, your friends or family. Listed are some conflicts of interests intended to illustrate potential conflicts between Company X’s interests and your personal interests. This list is not exhaustive and should be used as a reference: ·Being employed a competitor or potential competitor, supplier, or customer, regardless of the nature of the employment, while you are employed with Company X.
Hiring or supervising family members or friends. ·Owning or having a substantial interest in a competitor, supplier or customer. ·Placing company business with a firm owned or controlled by a Company X employee or his or her family. ·Accepting gifts, discounts, favors or services from a customer/potential customer, competitor or supplier, unless equally available to all Company X employees. It is not always easy to determine if a conflict of interests exists or not. It is always best to seek advice from management and Human Resources when there is any doubt.
There is no violation for getting another opinion, so if there is any question at all, you are strongly encouraged to get as many valid opinions as possible. Another area that may present a conflict of interest or position of favor includes business courtesies. Business courtesies include gifts, gratuities, meals, refreshments, entertainment or other benefits from persons or companies with whom Company X does or may do business. We are committed to fair competition in the market through innovative products and solid business integrity.
Any action that creates a perception of favorable treatment towards vendors or clients in exchange for business courtesies should be avoided. Company X does not support accepting or giving business courtesies that could constitute unfair business practices, violation of laws, or brings embarrassment to Company X. It should be expected to offer or accept occasional meals, refreshments, entertainment and similar business courtesies as part of standard business practices. Some general guidelines regarding what would be considered appropriate and what would be inappropriate are provided.
Nutrition Company Business Plan
Executive summary: Bharat Food Science Nutritionals is a company which is in the market for 30 years and has been providing the highest quality formulations in Nutritional Supplement Industry for both human and animal needs. Main objective is to provide Humans with required nutritional supplements and make them healthier and more productive. It is known that low socio-economics groups just eat ...
