7-Eleven Code of Conduct Analysis

This assignment delves into the 7-Eleven Code of Conduct, examining its provisions on ethical behavior, employee conduct, whistleblower protection, and legal compliance. It analyzes specific sections related to discrimination, exploitation, fraud, corruption, and enforcement mechanisms. The document highlights the importance of adhering to the code and the potential consequences of non-compliance. It also references relevant Australian legislation and regulations that underpin the code's framework.

Running head: GOVERNANCE, ETHICS AND SUSTAINABILTY
Governance, Ethics and Sustainability
Name of the Student
Name of the University
Author Note

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Table of Contents
Introduction to our code of conduct.................................................................................................2
Our core values................................................................................................................................2
Our principles..................................................................................................................................2
Discrimination.................................................................................................................................2
Exploitation......................................................................................................................................4
Corruption........................................................................................................................................5
Dishonest and Fraudulent Behavior.................................................................................................6
Whistleblower protection.................................................................................................................7
Enforcement.....................................................................................................................................8
Compliance with the code...............................................................................................................9

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Introduction to our code of conduct
7-Eleven is dedicated to perform with honesty, integrity and trust at all times specially at work
while representing the company and after working hours.
Our core values
The director and the employees of 7-Eleven Stores Pvt. Ltd are believed to always act in
conformity with established objectives:
 To carry out responsibilities for the financial markets and shareholders.
 To act with honesty, integrity, fairness and be accountable for our decisions.
 To ensure a safe working environment for the employees, treat the employees with
respect and maintain value diversity.
 To engage in business relationship with honesty, maintain accuracy and privacy of
business records.
This Code of Conduct sets out the guiding objectives that needs to be followed by the 7-Eleven
personnel against which we shall be held accountable.
Our principles
The 7-Eleven personnel are required to act with the enumerated principles at all times.
Discrimination
Unlawful discrimination means treating a person or a group of people including the international
students unequally based on the grounds of special features:

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 Religion or political belief, race, age or nationality
 Disability, marital status and family responsibility
Discrimination further contains engagement in behavioral conduct that results in the following:
 Bullying
 Intimidation
 Intentionally change of work rosters to create trouble to specific group of employees or
particularly any employee.
 Psychological harassment
 Unlawful discrimination at workplace
The Fair Work Act 2009 (Cth) and the Australian Human Rights Commission Act 1986
(Cth) are Federal statutes that focuses at safeguarding people from being subjected to
employment differentiation on personal attributes. The prohibition of employees from
receiving their remuneration or leaves or causing inconvenience for them that leads to
workplace discrimination. Therefore, it is dealt under the Fair Work Act 2009.
The state level statutes such as the Equal Opportunity Act 1984,Anti-Discrimination 1977
and Discrimination Act 1991 are also enacted to safeguard people from getting
discriminated on personal characteristics at state level.
Employees are expected to:
 Inform about any unlawful discrimination occurring at workplace to the Line manager
 Comply with state as well as territory laws and Commonwealth laws

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 Make honest complaint before the Fair Work Ombudsman while maintaining privacy of
information.
The employees including the international student must be ensured that they are not being
biased after informing about occurrence of workplace discrimination.
Exploitation
The term exploitation means an unfair treatment with the employees with an objective to
benefit from their work (Shacklock and Galtung 2016). 7-Eleven stores Pty Ltd. strictly forbid
exploitation of their employees including the international students at workplace. The Code of
Conduct disallows:
 Any illegal discrimination against the employees
 Harassment or bullying
 Threatening employees against making complaints about exploitation
In relation to the international students, the company must make sure that:
 The International students who are working as employees are not underprivileged
of their legal entitlements for the benefits of the employer.
 International students are compelled to work against the terms and conditions of
their visa permit
 The International students working as employees are not subjected to exploitation
based on their race, age or nationality.
 International Students are not threatened for informing the Fair Work
Ombudsman against any workplace exploitation.

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The International Students must comply with the provisions that are stipulated
under the Fair Work Act 2009 (Cth) as the legislation states that any issues
arising from underpayment and other forms of exploitation is dealt by the
legislations.
Corruption
The term Corruption refers to a fraudulent activity where a person exploits his or her
position of trust or gain advantage by acting against the interests of the person the fraudulent
represents. Bribery refers to a form of act that amounts to corruption and therefore it is strictly
restricted by the Code (Barak 2016).
In 7-Eleven, it is illegal for the personnel:
 To manipulate dealings of business for prohibiting manipulation in the organizational
transactions
 To offer and accept any non-regular payment or bribes for influencing decisions related
to business.
 To avoid any reasonable trials that ensures the personnel including the intermediaries,
contractors and the business partners that are acting in compliance with this Code, anti-
bribery policies and other laws related to this.
Anti-Bribery policies
Anti-bribery actions are not consistent with the principles of integrity and fairness that
might have an adverse effect on the goodwill of the organization as well as that of the suppliers,
investors, shareholders and consumers of the organization (Barak 2016). This Code strictly

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outlaws engaging into any corrupted activities and obligates compliance with the Competition
and Consumer Act as well as other equivalent legislations applicable to the business activities
of the organization.
Dishonest and Fraudulent Behavior
Actions that is likely to mislead and commit fraud to any entity or person that leads to
fraudulent and dishonest behavior resulting in financial loss to such person or entity. Dishonest
and fraudulent behavior consists of:
 Misrepresentation in cost claims
 Wage records being manipulated
 Exploitation of legal entitlements and wages of employees
 Dishonest and fraudulent misrepresentation of financial performance reports
Reverting to Dishonest and Fraudulent Behavior
The 7-Eleven personnel are needed to complain about any fraudulent and dishonest kind of
behavior. The company should maintain secrecy and confidentiality of employees making such
complaints to make sure that such complainants are not victimized.
Taking responsibilities towards financial markets and shareholders
The business operations of 7-Eleven must:
 To prevent from communicating any personal information to other person or any entity
that is dealing with the securities of the company or other entities while such a person has
been made aware of the inside personal information relating to such securities.

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 To make certain with transparency and honesty in disclosure, financial reporting and
other obligations as stipulated in the ASX Listing Rules and in the Corporations Act,
2001 (Cth)
Whistleblower protection
The specific principles must be complied with to safeguard whistleblowers:
Raising Concern
Any employee including the international students is permitted to raise concern regarding
any workplace related concern under the Whistleblower Protection Officers (WPO) and the Risk
Management team of the company either directly or by secretly mailing about the said concern.
Imprudent Conduct
Following are the activities that will lead to improper conduct, that is strictly banned by
this Code of Conduct:
 Harassment, discrimination or bullying
 Any act infringing the legal obligation under any legal contract
 Any form of corrupted, illegal, unethical and fraudulent conduct
 Unsafe work practices
Protection for Whistleblowers
In order to reinforce the whistleblower protections in the credit, corporate and financial
sectors, the Treasury Laws Amendment (Whistleblowers) Bill 2017 (the Bill) has been
established as a single rule under the Corporations Act 2001 (Cth). It makes certain that the

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investigation regarding the related concerns of the workplace is being conducted in a moderate
manner.
 It extends plenty of disclosures that are safeguarded under the CA 2001 (Cth) such as
disclosure about any conduct that results in improper state of affairs or misconduct
 The Bill expands the efficiency of the protection extended by the Act and expands the
eligibility of the whistleblower under the said Act.
 It imposes more stringent obligations to uphold privacy regarding the whistleblower’s
identity.
Enforcement
In case of non-compliance with the Code of Conduct, 7-Eleven must be entitled to fines
and penalties. The company or the employees may be subjected to criminal or civil liability or
any other monetary loss that might have an important impact on the reputation of the company.
The employees or the company shall be subjected to penalties or remedies for non-
complying with any of the provisions of the Code.
Discrimination and Exploitation
The infringement of this provision shall subject the entity or the person making such
contravention to criminal or civil liabilities or penalties under the legislations of state level,
which are applicable to the business operations. At the Federal level, it shall be subjected to
relevant penalties as stipulated under the Fair work Act 2009 (Cth).

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Fraudulent and deceitful behavior
Any fraudulent or dishonest conduct shall be subjected to disciplinary measures such as
penalties or civil or criminal liability under the AXS Listing Rules and the Corporation Act
2001 (Cth)
Corruption
The employees or the company shall be entitled to penalties or civil or criminal penalties
as stipulated in the territory and state within which the business carries out its operations.
Therefore, the Commonwealth legislations and constrains companies from engaging into
corrupted activities such as the Corporations Act 2001 (Cth) and Part IV of the Competition
and Consumers Act 2010 (Cth) may also impose penalties in the event of infringement of such
provisions.
Whistleblower Protection
The Corporations Act 2001 and the Australian Securities and Investment Commission
(ASIC) protects the whistleblower from being prejudiced after informing about violation of the
legislative provisions committed by the director, employee or manager of the company.
Compliance with the code
The Board of 7-Eleven considers compliance with this Code as a fundamental duty of the
personnel working in the organization. Any contravention of this Code of Conduct is always
reported to the appropriate authority and strict monitoring shall be implemented to make sure of
accountability. In the event of infringement of the Code, the infringer is subjected to the
disciplinary action including termination of employment. If such violation results in breach of

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any relevant legislation, the matter may be referred to appropriate enforcement authority and the
identity of the person complaining should be kept as confidential to protect such person from
being victimized.

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Reference List
Anti-Discrimination Act 1977
Australian Human Rights Commission Act 1986 (Cth)
Australian Securities and Investment Commission (ASIC)
Barak, M.E.M., 2016. Managing diversity: Toward a globally inclusive workplace. Sage
Publications.
Corporations Act 2001(Cth)
Discrimination Act 1991
Equal Opportunity Act 1984
Fair work Act 2009 (Cth)
https://www.7eleven.com.au/about-us
Part IV of the Competition and Consumers Act 2010 (Cth).
Shacklock, A. and Galtung, F., 2016. Measuring Corruption. Routledge.
Treasury Laws Amendment (Whistleblowers) Bill 2017 (the Bill)

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