Ethics, Professionalism and Governance: Case Study 10-Jobs for you Employment Agency

This case study discusses the ethical and privacy concerns faced by Jobs For You employment agency and the importance of codes of conduct in building strategic industries. It also highlights the ACS codes of ethics and their influence on members across different industries, areas of expertise and roles.

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Subject Name: Professional Environments
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Ethics, Professionalism and Governance
Case Study 10-Jobs for you Employment Agency

Introduction
An employment agency, Jobs For You has a speciality in short term and casual labour needs.
However, recent court cases on unfair employment termination and poor treatment has
given the company a run for their money. Although the company sites no guarantee for
work, and employee excuses the company continues to face challenges with employee
accusations in which workers state point at violation of privacy in employee documentation
processes. Workers complain of possible discrimination, insults and mistreatment during the
recordings. Stella the recruitment manager has issues with ethical and privacy concerns. She
needs to prepare codes that allow for note taking within the legal restrictions.
Competent organizations today focus on people with an aim of building strategic industries1.
Although most companies concentrate on financial tactics, operational strategies engraved
in codes of conduct bear much fruit. Employees feel secure working in organizations that
enhance job security. The ISO 19600 International codes of management capitalize on the
principles of good governance, transparent and sustainable practices for risk reduction. 2As
good employees, workers registered under the Jobs For You employment agencies have
duties and responsibilities.
ACS Codes of Ethics
Among these is honesty, competence and professionalism which are codes engraved within
the ACS Code of Ethics. These influence all members across different industries, areas of
expertise and roles. According to the ACS professional ethical guides, failure to abide by the
laws could lead to negligence hence disciplinary action. 3 Stella needs to advice the company
on the importance of public trust hence the honesty code, which states “Circumstances will
undoubtedly arise during the course of your professional career where it may appear to be
beneficial for you to be deceptive in some way…”4This is important when making recordings
1 Herb, Keller, A culture of commitment, Leader to Leader, 4, 1997,
file:///C:/Users/BAT/Downloads/2136667_214210235_ACultureofCommitment.pdf
2 ISO 19600, International Standard for Compliance Management, EY, 2014.
file:///C:/Users/BAT/Downloads/2136781_1591653522_ISOStandards.pdf
3 ACS Code of Professional Conduct, Professional Standards Board, Australian Computer Society, 2014,
https://www.acs.org.au/content/dam/acs/rules-and-regulations/Code-of-Professional-Conduct_v2.1.pdf
4 Ibid, Section 1.2.3 Honesty, https://www.acs.org.au/content/dam/acs/rules-and-regulations/Code-of-
Professional-Conduct_v2.1.pdf

because it ensures that the company does not provide misleading information and
differentiates between professional and personal opinion.
On competence, the law allows the company to avoid misrepresentation of skills and
knowledge5.This means stakeholders should have accurate knowledge of the legislation,
responsibility and professional expertise. Competent employees use this value to offer
relevant services in line with the proprietary interests. Professionalism when dealing with
information tools and devices also points out the need to “take appropriate action against
members who engage in behaviours contrary to the code”…6Jobs For You has the mandate
to promote professional activities in its communication and ICT units. This means Stella as
the recruitment manager ensures that the hiring and firing activities do not attempt to
“influence any person”7nor take action that could lead to a breach of the law.
The Australian legislation allows the agency to terminate employment at any time.8 This is
ideal for this case where employment is on short-term basis. Employees who have major
complains have access to the 2009 Fair work Act which defines unfairness in the dismissal
process9
Bibliography
5 Ibid Section 1.2.4.Competence
6 Ibid, Section 1.2.6 ( b) Professionalism
7 Ibid, Section 1.2.6. ( e) Professionalism
8 Australian Government, Australian Public Service Commission, Section 29 ( 1), Public Service Act 1999
9 Fair Work Act, 2009 https://www.legislation.gov.au/Details/C2017C00323

Legislation
Australian Government, Australian Public Service Commission, Section 29 (1), Public Service
Act 1999
ISO 19600, International Standard for Compliance Management, EY, 2014.
file:///C:/Users/BAT/Downloads/2136781_1591653522_ISOStandards.pdf
ACS Code of Professional Conduct, Professional Standards Board, Australian Computer
Society, 2014, https://www.acs.org.au/content/dam/acs/rules-and-regulations/Code-of-
Professional-Conduct_v2.1.pdf
Fair Work Act, 2009 https://www.legislation.gov.au/Details/C2017C00323
Other References
Herb, Keller, A culture of commitment, Leader to Leader, 4, 1997,
file:///C:/Users/BAT/Downloads/2136667_214210235_ACultureofCommitment.pdf