Copyrights and Intellectual Property (pdf)

PART A – INTELLECTUAL PROPERTY AND COPYRIGHT
Intellectual Property and Copyright
Copyright Australia
Purpose
The Copyright Act regulates the legal protection extended to the owner in relation to
their original literacy, dramatic, musical and artistic works, and subject matter other than
works.
Process
Copyright protection is free and automatic from the time a work is first written down
or recorded in some way. There is no application for copyright in Australia, and there is no
system of registration, nor are there any forms to fill in, or fees to be paid.
Intellectual Property Laws Legislation and Amendments
The legislation of Intellectual Property provides the legislative basis for the patent,
trade mark, design and plant breeder’s rights system of Australia. It includes provisions for
administering the patent, trademarks, designs and plant breeder’s right offices including the
powers and functions. Establishing and maintaining the patents, trademarks, design and
plant varieties registers. Making and processing applications for granting standard or
innovation patents, granting plant breeder’s rights and registering trademarks and designs.
Prescribing the means to take infringement proceedings to protect and enforce rights in
patents.
The Intellectual Property Law Amendment Act amended the Patents Act, Trade mark
Act, Design Act and Plant Breeder’s Right Act in order to improve Australia’s Intellectual
property legislation like implement the protocol amending the World Trade Organization
Agreement, extend the jurisdiction of the Federal Circuit court to include plant breeder’s
rights matters, allow for a single trans-Tasman patent attorney regime and single patent
application, make minor administrative changes to the Patents, Trademarks and Design acts
to repeal unnecessary document and make minor technical amendments to the Patents Act
to correct oversights in the drafting of the Intellectual Property Laws Amendment Act.
Copyright Laws Legislation and Amendments
The federal legislation of Copyright is a legal right of the creator to protects the use
of their work once the idea has been physically expressed. It protects the form of expression
of ideas rather than the ideas, information or concepts expressed and it applies throughout
Australia. Copyright protects literary works, computer programs, artistic works, dramatic
works, musical works, cinematograph films, sound recordings, broadcasts and published
editions.
The Copyright Amendment has been regularly amended since 1968 to bring it up to
date with evolving technologies and concerns. In addition, the Copyright act also deals with
performers’ right and the moral rights of the creators. The act implements a number of
amendments supported by both creators and users of copyright content. This amendments
will simplify the statutory licences for education, extend the exception for exams to online

exams, simplify and update the provisions that enable libraries and other collecting
institutions to make preservation copies of material in their collections such as manuscripts,
introduce a fixed term of protection for unpublished works that are currently covered by
copyright indefinitely and simplify and update the provisions that allow the making of
accessible format versions for people with disabilities.
An Introduction to Copyright in Australia
An Introduction to Copyright in Australia can be used to organisation because this is
an important information sheet that gives every person a general idea or introductory
information about what copyright law really means. It is also a list of detailed practical
guides that gives further information about copyright law and how it applies in business.
This sheet of information listed things that can be protected by copyright, whereas
for the business that I am working on, it helps to honour the creation of the creator. It is
important that everyone knows the importance of Copyright not only to protect the
business but also to prevent some intruder to copy the other’s work without any
permission.
3 Areas Covered by Copyright Legislation
1. Brilliantfood Website
Policy and Application of Policy
The material contained on this website is protected by copyright. You may use this
website only for your personal and non-commercial purposes. Except to the extent
permitted by relevant copyright legislation, you must not use, copy, modify, transmit, store,
publish or distribute the material on this website, or create any other material using
material on this website without obtaining the prior written consent of Brilliantfood.
You are authorised to view the Brilliantfood website and its contents using the web
browser or, where expressly invited to do so, to share certain content on social media. You
must not otherwise reproduce, transmit (including broadcast), communicate, adapt,
distribute, sell, modify or publish or otherwise use any of the material on the Brilliantfood.
By using copyright policy at work, day to day, authorisation of using the website
without any changes or doing something else with a work that damages the creator’s
reputation or is offensive to the creator. If ever, changes are a must, approval and review of
articles that needs to post in website is a must.
2. Brilliantfood Computer Software or Programs
Policy and Application of Policy
Brilliantfood is committed to ensuring full compliance with the law in relation to
Software Copyright. Brilliantfood will under no circumstances tolerate unauthorised copying
of software will be liable to disciplinary or legal action. Under copyright law, all published
materials accompanying software such as documentation, and software user interface are
covered by law.
To qualify, user needs to demonstrate that they have use their skills and labour to
create the software without copying someone else work. All published materials
accompanying software must not be outside the work.
By using copyright policy at work, day to day, as a general rule, software cannot be
copy, reproduce and cannot be use outside the workplace. The author of every software

must be registered to employer’s name. Any printed paper, print out articles, video or
digital form cannot be use outside of work. If ever, needs to use any of the print out,
software, printed articles must obtain permission to the employer.
3. Brilliantfood Illustration, Images and Artworks
Policy and Application of Policy
Brilliantfood creates their own illustration, artworks, images that they used on their
website, company truck, publishing articles, flyers and other print outs and digital images.
Under copyright law, no reproduction may be made of any of the artworks from website or
computer files for personal use for any reason without approval of the employer.
By using copyright policy at work, day to day, Under Copyright Law it is fair use to
reproduce the illustration, images and artworks with the approval of the employer if ever
the illustration, images and artworks will be use in website, illustration for the company and
for the sake of using it inside the company.
EXISTING COPYRIGHT POLICY AND RECOMMENDED CHANGES
i. EXISTING STAFF
Existing Copyright Policy
ILLUSTRATION, IMAGES AND ARTWORKS
All Brilliantfood staff are responsible for ensuring that any copyright content use in
website, artworks and illustrations meets the copyright policy. Under copyright law, all
Brilliantfood staff can access copyright images, artworks and illustrations provided and
permissible by the employer to use for company’s purposes. Under copyright law, no
reproduction may be made of any of the artworks from website, or computer files for
personal use for any reason without approval of the employer.
Recommended Changes to Copyright Policy
1. Compliance
All staff must be aware of, and comply with copyright policy, obligations as
established under the copyright policy of Brilliantfood, in all activities undertaken in
connection with Brilliantfood.
All staff must comply with copyright legislation and regulations in every endeavour.
Failure to comply is unacceptable and Brilliantfood will investigate allegations and impose
penalties for copyright infringement by staff. Disciplinary proceedings, including termination
or expulsion, may be initiated against those responsible.
All staff, must ensure necessary permission or obtained approval before using
illustration, images and artwork. Copyright records should be recorded and keep.
2. Statutory
Under these copyright policy, artworks, images and illustrations can be use only
inside the company’s premises and can only be use by company’s project, website and
marketing. Anyone involved in the production, reproduction of the said materials must be
familiar with the obligations and rules under the statutory, including copying limits,
restriction of use and requirement upon using the images, artworks and illustrations.

3. Obligations
No staff may reproduce or copy any copyrighted images, artwork, and illustration in
print in violation of copyright policy. Copyrighted works include, but are not limited to:
printed illustration, articles, images and website artworks.
Brilliantfood holds a copyright policy which enables employees to reproduce or copy
if Employer’s permission has been approved to reproduce copyrighted works outside the
premisses.
4. Procedure
a. Be Transparent, hold a staff meeting to communicate policy updates.
b. All policies should be short and easily to understand.
c. All policies should be set out in clear and plain English
d. Post new workplace policies in common areas where employees can easily see them.
e. Hand out hardcopies of new policies in the form of memos or updates employees
handbooks.
f. Provide training when necessary.
g. Place a copy of the sign off in your employee’s personal files so there is documentation
showing that the workplace policy has been communicated.
ii. NEW STAFF
Copyright Policy
1. Compliance
All staff must be aware of, and comply with copyright policy, obligations as
established under the copyright policy of Brilliantfood, in all activities undertaken in
connection with Brilliantfood.
All staff must comply with copyright legislation and regulations in every endeavour.
Failure to comply is unacceptable and Brilliantfood will investigate allegations and impose
penalties for copyright infringement by staff. Disciplinary proceedings, including termination
or expulsion, may be initiated against those responsible.
All staff, must ensure necessary permission or obtained approval before using
illustration, images and artwork. Copyright records should be recorded and keep.
2. Statutory
Under these copyright policy, artworks, images and illustrations can be use only
inside the company’s premises and can only be use by company’s project, website and
marketing. Anyone involved in the production, reproduction of the said materials must be
familiar with the obligations and rules under the statutory, including copying limits,
restriction of use and requirement upon using the images, artworks and illustrations.
3. Obligations
No staff may reproduce or copy any copyrighted images, artwork, and illustration in
print in violation of copyright policy. Copyrighted works include, but are not limited to:
printed illustration, articles, images and website artworks.

Brilliantfood holds a copyright policy which enables employees to reproduce or copy
if Employer’s permission has been approved to reproduce copyrighted works outside the
premisses.
4. Procedure
a. Provide the New Copyright Policy of Brilliantfood.
b. All policies should be short and easily to understand.
c. All policies should be set out in clear and plain English
d. Post new workplace policies in common areas where employees can easily see them.
e. Hand out hardcopies of new policies in the form of memos or updates employees
handbooks.
f. Provide training when necessary.
g. Place a copy of the sign off in your employee’s personal files so there is documentation
showing that the workplace policy has been communicated.
*The new staff does not need to know the old Copyright Policy of Brilliantfood and they
should only guide, instruct, explain and provide about the new Copyright Policy of
Brilliantfood.
iii. Management
Existing Copyright Policy
ILLUSTRATION, IMAGES AND ARTWORKS
All Brilliantfood staff are responsible for ensuring that any copyright content use in
website, artworks and illustrations meets the copyright policy. Under copyright law, all
Brilliantfood staff can access copyright images, artworks and illustrations provided and
permissible by the employer to use for company’s purposes. Under copyright law, no
reproduction may be made of any of the artworks from website, or computer files for
personal use for any reason without approval of the employer.
Recommended Changes to Copyright Policy
1. Compliance
Management must be aware of, and comply with copyright policy, obligations as
established under the copyright policy of Brilliantfood, in all activities undertaken in
connection with Brilliantfood.
Management must comply with copyright legislation and regulations in every
endeavour. Failure to comply is unacceptable and Brilliantfood will investigate allegations
and impose penalties for copyright infringement by staff. Disciplinary proceedings, including
termination or expulsion, may be initiated against those responsible.
Management must ensure necessary permission or obtained approval before using
illustration, images and artwork. Copyright records should be recorded and keep.
2. Statutory
Under these copyright policy, artworks, images and illustrations can be use only
inside the company’s premises and can only be use by company’s project, website and
marketing. Anyone involved in the production, reproduction of the said materials must be
familiar with the obligations and rules under the statutory, including copying limits,
restriction of use and requirement upon using the images, artworks and illustrations.

3. Obligations
Management may not reproduce or copy any copyrighted images, artwork, and
illustration in print in violation of copyright policy. Copyrighted works include, but are not
limited to: printed illustration, articles, images and website artworks.
Brilliantfood holds a copyright policy which enables employees to reproduce or copy
if Employer’s permission has been approved to reproduce copyrighted works outside the
premisses.
4. Procedure
a. Management is responsible for copyright policy of Brilliantfood, its either new policy or
revised policy.
b. Advising the management on copyright agreements and policy. Review of the
Recommended changes to policy before implementing the recommended changes to
Existing Staff and New Staff.
c. Management involved in the planning, development and delivery and assessment of
recommended changes to copyright policy are to ensure the compliance before
implementation.
d. Management must maintain the implementation of information, provide training and
disseminating the information to the Staff.
e. Management must document and record all the information, process and procedure.

PART B – PRIVACY
WOOLWORTHS GROUP
Woolworths is Australia’s largest supermarket chain. Operating 995 stores across
Australia, Woolworths relies on the 115,000 team members in stores, distribution centres
and support offices to provide our customers with superior service, range, value and
convenience.
Woolworths prides itself on working closely with Australian growers and farmers to ensure
the best products are available to customers. Sourcing 96% of all fresh fruit and vegetables
and 100% of fresh meat from Australian farmers and growers. This makes Woolworths
Australia’s Fresh Food People.1
SUMMARY OF PRIVACY POLICY
Woolworths Group (Including Woolworths Group Limited and its related bodies
corporate) is committed to comply their privacy policy is aimed at their Woolworths
customers. The privacy laws of Woolworths Group range or extent to its businesses and
which set out standards for the management of personal information of customers, staff,
suppliers, and its management. The policy outlines the personal information management
practices. The Woolworths Group privacy policy is located in website and Woolworths
Human Resources.2
INFORMATION PRIVACY
Qantas hold the information in a combination of hard copy and electronic files. They
use third party information system providers who may store or have access to the personal
information. When the passenger book flights or access the information, a secure server is
used. Secure Socket Layer (SSL) encrypts the information that the customer sends through
the website.
No data transmission over the internet or website can be guaranteed to be secure
from intrusion. However, Qantas maintain physical, electronic and procedural safeguards to
protect the personal information in accordance with data protection legislative
requirements and industry standards.3
Customer have the rights to access their information or data of Bunnings. In some
cases, Bunnings also share the information with their parent company Wesfarmers and third
parties to facilitate the provision of products and services, marketing, advertising,
promotion services providers, credit reporting agencies and other credit providers to assist
in assessing any application, law enforcement agencies, government agencies and other
person disclosed to the customer at the time the relevant personal information is collected.4
PROCEDURES OF ACCESSING THE INFORMATION AND CHANGE OF INFORMATION

Woolworths access to personal information, they will provide you with access to any
of the personal information that they hold except in limited circumstances recognised by
law. If someone wants to access the personal information or have an enquiry they need to
contact Woolworths Privacy Officer at [e-mail] or by calling them 1300
908 631.
Alternatively, customer can write to Woolworths at:
Privacy Officer
Woolworths Group Limited
PO Box 8000
Baulkham Hills NSW 2153
Before Woolworths will provide to access the information, they may require some proof of
identity. They may charge a reasonable fee for giving access to the information if they
request requires substantial effort on Woolworths part.
Correction of Information or change of information, same procedure will be done. They
need to contact Privacy Officer at one of the above contact points.5
AUSTRALIAN PRIVACY PRINCIPLES6
PRINCIPLE TITLE PURPOSE
APP1
Open and Transparent
management of personal
information
Ensures that APP entities manage
personal information in an open and
transparent way. This includes having
a clearly expressed and up to date
APP privacy policy.
APP2
Anonymity and pseudonymity Requires APP entities to give
individuals the options of not
identifying themselves, or of using
pseudonym. Limited exceptions
apply.
APP5 Notification of the collection of
personal information
Outlines when and in what
circumstances an APP entity that
collects personal information must
tell an individual about certain
matters.
APP6 Use or disclosure of personal
information
Outlines the circumstances in which
an APP entity may use or disclose
personal information that it holds.
APP7 Direct marketing An organisation may only use or
disclose personal information for
direct marketing purposes if certain
conditions are met.
APP11 Security of Personal information An APP entity must take reasonable
steps to protect personal information
it holds from misuse, interference
and loss, and from unauthorised

access, modification or disclosure. An
entity has obligations to destroy or de
identity personal information in
certain circumstances.
APP12 Access to personal information Outlines an APP entity obligations
when an individual request to be
given access to personal information
held about them by the entity. This
includes a requirement to provide
access unless a specific exception
applies.
APP13 Correction of personal
information
Outlines an APP entity’s obligations in
relation to correcting the personal
information it holds about
individuals.
SHORT FALL BETWEEN ORGANISATION POLICY AND APPs
PRINCIPLE TITLE PURPOSE
APP3 Collection of solicited personal
information
Outlines when an APP entity can
collect personal information that is
solicited. It applies higher standards
to the collection of sensitive
information.
APP4 Dealing with unsolicited personal
information
Outlines how APP entities must deal
with unsolicited personal
information.
APP8 Cross-border disclosure of
personal information
Outlines the steps an APP entity must
take to protect personal information
before it is disclosed overseas.
APP10 Quality of Personal information An APP entity must take reasonable
steps to ensure the personal
information it collect is accurate, up
to date and complete.
APP13 Correction of personal
information
Outlines an APP entity’s obligations in
relation to correcting the personal
information it holds about
individuals.
AREAS WITHIN POLICY THAT EXCEED THE REQUIREMENTS OF THE APP
PRINCIPLE PURPOSE EXPLANATION

APP1
Ensures that APP entities manage
personal information in an open
and transparent way. This
includes having a clearly
expressed and up to date APP
privacy policy.
The privacy policy of Woolworths
ensures that APP entities manage the
personal information in an open and
transparent way. The policy is clearly
express and up to date APP privacy,
effective February 15, 2021 to make
them even clearer and easier to read
and to better explain areas that they
think it is relevant to the customers.
RECOMMENDATION
An APP entity must take reasonable steps to ensure the quality of personal
information at the time of the information collected is accurate. Personal information is
very sensitive and needs to be confidential. More strict steps are required if the information
is collected. Implementation of internal training or practices on how to collect personal
information and where to stored it securely by using encrypted codes. The procedure and
systems to audit, monitor, identify and correct poor quality personal information including
training of the staff. To help assess whether personal information is up-to-date and ensuring
updated information is promptly added to relevant existing records. Providing individuals to
update their information with a simple means of reviewing and updating their personal
information on an on-going basis or time to time through sending them email, to remind
them that they need to update their information.
1. Woolworths Group Limited 2021, Woolworths Group, Viewed 26th January 2021,
<https://www.woolworthsgroup.com.au/page/about-us/our-brands/supermarkets/
Woolworths>
2. Our Code of Conduct, Woolworths Group, Viewed 27th January 2021,
<https://www.woolworthsgroup.com.au/icms_docs/183764_Code_of_Conduct.pdf>
3. Privacy and Security 2019, Qantas, Viewed 27th January 2021,
<https://www.qantas.com/au/en/support/privacy-and-security.html#how-we-hold-
information-and-keep-it-secure>
4. Privacy Policy 2020, Bunnings, Viewed 28th January 2021,
<https://www.bunnings.com.au/trade/privacy-policy>
5. Woolworths Group Privacy Policy January 2018, Woolworths Group, Viewed 31st
January 2021, <https://www.woolworths.com.au/shop/discover/about-us/privacy-
policy>
6. Australian Privacy Principles quick reference, Australian Government, Viewed 31st
January 2021,
https://www.oaic.gov.au/privacy/australian-privacy-principles/australian-privacy-
principles-quick-reference/
DISTRIBUTION OF POLICY
Methods for distributing new policy to stakeholders relies on the selection of the
right tools and methods. To distribute new policy to stakeholders is to set up a meeting

for all the stakeholders, so you can hand out the new policy, explained and also you can
also ask their feedback straight away to them about the new policy. If ever they can’t
attend the meeting, while doing the meeting with the stakeholders, there’s video
conferencing going on also so that you can also ask their feedback. The other method is
conference calls and email.
To ensure that recommendations become part of normal business practice, review
and monitor regularly. Factor in reviews as part of the planning process is to assess
progress of implementation at critical milestones. Resources to establish a method for
collecting and maintaining data, conducting the reviews and evaluations and engaging
them will need to be addressed in the implementation plan. The methods that you can
do to monitor and review is to observe the staff, talking to the people, assessing their
practices and measuring their before and after change. You can also ask for their
feedback.
To review work practices including scheduling review meetings is to ensure that
system security meets the policy requirements are initiation, review and report. During
the initiation, the schedule of review meeting like date, time and location needs to set
up. You can also schedule some assessment for review of practices. All you need to do is
to minutes the review meeting, manage to document everything in the meeting and
work progress for the review of work practices, corrective and preventive actions for
those work that is failed.

PART C – ETHICS
QANTAS
Founded in Queensland outback in 1920, Qantas has grown to be Australia’s largest
domestic and international airline. Registered originally as the Queensland and Northern
Territory Aerial Services Limited (Qantas). Qantas is widely regarded as the world’s leading
long-distance airline and one of the strongest brands in Australia. We’ve built a reputation
for excellence in safety, operational reliability, engineering and maintenance and customer
service.
The Qantas Group’s main business is the transportation of customers using two
complementary airline brands – Qantas and Jetstar. Our airline brands operate regional,
domestic and international services. The Group’s broad portfolio of subsidiary businesses
ranges from Qantas Freight Enterprises to Qantas Frequent Flyer. 1
CODE OF ETHICS2
The Non-Negotiable Business Principles
1. We are committed to safety as our first priority;
2. We comply with laws and regulations;
3. We treat people with respect;
4. We act with honesty and integrity, upholding ethical standards;
5. We are committed to true and fair financial reporting;
6. We are committed to environmental sustainability;
7. We have a responsibility to safeguard the Qantas Group’s reputation, brands,
property, assets and information; and
8. We proactively manage risk.
COVER OF CODE OF ETHICS
The Principles are the foundation for our Group Policies. A supporting mandatory
training program ensures that the Principles and Group Policies are understood and
consistently applied in the business. Qantas are committed to complying with all applicable
laws and regulations and conducting business with the highest level of ethics and integrity.
This obligation applies particularly to dealings with shareholders, customers, suppliers,
competitors, governments, regulators, each other and all other stakeholders.

COMPARISON OF CODE OF ACS AND QANTAS
The difference between the Code of Ethics of Qantas and ACS are Qantas indicated
about their commitment to true and fair for their financial reporting and that they are also
committed to environmental sustainability while the code of ethics of ACS is all about the
honour, dignity and effectiveness of being a professional.
The parts of each code that I have prefer is the code of ethics of ACS which they
stated The Enhancement of Quality of Life where in People will strive to enhance the quality
of life of those affected by the work. I prefer the code because it is defined the total health,
happiness, vitality, wealth, relationship, physical, emotional well-being and financial
stability. It is indeed important the balance between work and the quality of the life of the
workers. If this two are balance together the worker will become more diligent and harder
worker. Code of Ethics helps people or the company make decision that is stated in line with
the codes and people can be autonomous because of this code.
As an IT professional I could work with the code of ethics that I had reviewed
because code of ethics is a rule for behaviour where in workers will follow this rule and they
will behave that is listed on the code of ethics. Without code of ethics workers will do
whatever they want to do, without respect to their job and to their co-worker. I won’t
change any on the listed code of ethics because it is already stated everything on the list, all
you need to do is respect the code and follow the code.
CODE OF ETHICS
1. Be Respectful
Respecting others the way you want to be respected is like treat people as you want
to be treated. Respect everyone, respect the workplace and respect the job. A workplace
that people respect each other is productive and cooperative. People must respect other’s
personal space, opinions and privacy.
2. Be Honest and Transparent
Be honest and transparent when working. People will know even you hid something
to them that might impact their job or even the person itself. Lies and cheating is bad when
it comes to relationship to your co-worker. They will not be compatible working with you
because they already know that you are not honest or even transparent. If you want to say
something to your co-worker, you can be honest and straightforward but you need to be
careful of words that you will use so you won’t offend people. Be truthful about the services
that you will provide, the knowledge that you possess and experience that we will gain.
3. Competence
Staff must possess a correct judgement, a skill to know how to differentiate what is
good and bad for the company. Having a good communication skill and must have an
attitude and talent to be successful leader. Should have a working habit that uses his/her
skills, knowledge, and critical thinking effectively in any situations. Should stand out and
easily distinguish the root cause of the problem. A person who is not simply basing his/her

judgement in only one side but looking the other side of the picture resulting to a good
decision.
4. Productivity
A person who uses a working ethics that works systematically in order to meet the
output that was defined by the company. Should uses his time effectively and can assess
own self daily in order to exceed what is the expected. Must learned to adopt with others in
order to increase the productivity.
5. Be professional
A staff is expected to continue the legacy of the company, should act like it’s mirror
at all times. Should do good things and must avoid creating conflict to others. Knowing how
to gain respect to everyone. Should be loyal, honest, and trustworthy. A person who acts in
accordance of the law.
DISTRIBUTION OF CODE OF ETHICS
Distribution the code of ethics in the workplace and distribute this code to
stakeholders involves communication. One way to distribute the code of ethics to
stakeholders is to have a meeting and handout to them the document explaining about the
new code of ethics to the company and on that meeting, you can provide to them the new
code of ethics and any necessary information that needs to be explain regarding the new
code of ethics. After the meeting just get feedback from the stakeholders to also have an
idea whether they understand the code of ethics and what is expected of them.
IMPLEMENTING THE NEW CODE OF ETHICS
NEW CODE OF ETHICS
1. Competence
Staff must possess a correct judgement, a skill to know how to differentiate what is
good and bad for the company. Having a good communication skill and must have an
attitude and talent to be successful leader. Should have a working habit that uses his/her
skills, knowledge, and critical thinking effectively in any situations. Should stand out and
easily distinguish the root cause of the problem. A person who is not simply basing his/her
judgement in only one side but looking the other side of the picture resulting to a good
decision.
2. Be Honest and Transparent
Be honest and transparent when working. People will know even you hid something
to them that might impact their job or even the person itself. Lies and cheating is bad when
it comes to relationship to your co-worker. They will not be compatible working with you
because they already know that you are not honest or even transparent. If you want to say
something to your co-worker, you can be honest and straightforward but you need to be

careful of words that you will use so you won’t offend people. Be truthful about the services
that you will provide, the knowledge that you possess and experience that we will gain.
IMPLEMENTING NEW CODE OF ETHICS
Implementing a new code to the staff involves is to have a meeting to all staff and
providing handouts of the new code of ethics. Provide necessary information to them and
explain the concrete guidelines about what is included on the new code of ethics. Give
necessary training to all the staff including manager, supervisor and employee. Provide a
pop-up quiz to test the understanding of the staff regarding the training. If they do not
understand the codes then provide appropriate training again then ask the stakeholders to
sign a document that they agree and they will abide the code of ethics. Provide a notice
board which the staff can see and have a quick glance of the summary of the code of ethics.
To collect the feedback from the staff, after the training, ask the staff for feedback or
suggestions to improve the code of ethics if revision is necessary.
REVIEW AND MONITOR
To review the understanding of the staff regarding the new code of ethics, and if
they followed in the workplace, the supervisor will conduct a surprise survey or
questionnaire to all the staff. The questionnaires include scenarios that targeted the
concept of the new code of ethics that was being implemented. This will assess the staff
understanding and if they also followed the good behaviour in the workplace. A small talk if
necessary, to those staff who seems to have concern in understanding the new code of
ethics.
To monitor the code of ethics if it is properly followed or they understand the new
code of ethics even without the guidance of the supervisor. It will be a successful
implementation if all the staff are following a good behaviour with or without any
supervision of the supervisor. Supervisor may provide assessment to each of the staff in
every 6 months, a checklist that focusses questions about the new code of ethics if that is
being followed regularly by the staff.
REVIEW AND GRIEVANCE PROCESS
GRIEVANCE RELATING TO THE CODE OF ETHICS
A grievance is a formal complaint of employee to employer. There are grievances
that can relate to the code of ethics. Once there are inconvenience that one staff or a group
of persons felt in the work place, they felt that their ethical standards are involved. Like if a
person felt that he was not being treated well in accordance to the code of ethics written in
the company’s policy. Other examples of grievances that may arise that involved code of
ethics are professionalism, attitude of staff, displaying not good verbal communication, not
respecting one’s right and etc.
CONFIDENTIAL REPORTING OF ANY BREACHES OF CODE OF ETHICS

Management has legal and ethical responsibilities to safeguard the confidentiality of
information who breaches of the code of ethics. They need to protect the privacy of the
person. The information and identities should be kept confidential. All reports of suspected
person who breaches the code of ethics will be dealt in private and confidential manner.
Only staff management with the right to know are made aware of a report of a suspected
staff. Records which relate to breaches of code of ethics are not placed on an employee’s
personal file but should be separated file. Confidential report is sensitive and should be
maintained in a secure place. Access to this report should be strict and needs to have a
process. Staff who will read the report must need to know. Breaches of confidentiality can
occur as a result of the way records are created, stored and transmitted. Written records
have durability and reproducibility distinct from spoken information, additional concerns
about the protection and handling of paper files or computerized records. Computerized
records in computer, laptop or any devices for protection needs to have a password
protection. Records on portable devices should not be opened and read in public places.
The records should be kept inside the company and management only and cannot be
outside the workplace.
PROCEDURE TO HANDLE GRIEVANCES
Addressing to the grievances in a work place needs to be tackle seriously because
this could lead an impact to the productivity at work. The human resources are the team
who is designed to determine the legitimacy of the grievances of any staff. The company
must provide the procedure on how the staff will report any inconvenience they felt at
work, it should be added in the handbook of a newly hire staff. Ensuring that they will feel
comfortable and all their grievances will be address with confidentiality.
Once the grievances occurred, the HR needs to acknowledged and letting the staff
knows that the company will provide immediate actions to the concerns. Listening and
gathering all the information raised by the staff should be written accordingly and making
the staff feels that the HR team is taking the matter seriously regardless if the alleged
concerns create a big impact to the company or not.
After listening to the staff, the HR will assess if the grievances is valid or not and if it
can be resolved immediately or there’s a need for further investigation. If the allegation
needs to raised to the next step, the HR needs to gather information and collect all the
details. If necessary, they could ask other staff who are involved just to check the other side
of the story. During the investigation, the HR should be fair and just to all and should be
aware of the confidentiality of all reports being gathered.
Once the investigation was completed, the HR will hold a meeting calling all the
parties involved in the grievances. All parties will be given a chance to explain their sides and
they can present evidences related to the grievances. In the meeting, the HR will act as a
mediator leading to resolved the grievances. A decision should be made and should be well
explained to both parties. There are decisions that settled the grievances and it favours both
parties to compromise. A minute of the meeting should be presented after and it should be
signed by all attendees.

There are decisions that would not satisfy the staff, an appeal can be raised and it
should be written formally. Another investigation will be conducted and it will be directly
raised to the higher management. The main objective of the entire process is to determined
the root cause of the grievances and needs to address in such a way that it will not be
occurred again. Ensuring that they will implement a healthy environment in the work place.
ENSURE STAKEHOLDERS UNDERSTAND AND CONTINUE TO APPLY THE NEW CODE
A good communication and training are applied to ensure that the stakeholders
understand and continuously applying the new code of ethics. Making sure that all staff
including the higher management is following the new code of ethics. The company may set
a program that involves: addressing ethics issues, punishing violators, and providing
incentives or tokens for those who are exemplary doing ethical work.
REVIEW AND MONITOR
The management should have a report of assessment regarding to the staff practice
or application at work about the new code of ethics so that management can review the
progress of their stakeholders towards meeting the objective of the codes. The objective of
the code of ethics should be established and presented to the stakeholders. It is important
that the stakeholders understand the code of ethics being implemented by the company. A
report will be presented to the stakeholders that tackles on a regular basis providing the
projection of the code of ethics to its main objective. Monitoring stakeholders to ensure
consistent and appropriate information is provided to stakeholders in dealing with the code
of ethics is to communicate and collaborate with them in a regular basis. Regular
assessment about their involvement with their behaviour regarding the new code of ethics.
1. Qantas Airway Limited, Qantas About Us, Viewed 7th January 2021,
<https://www.qantas.com/au/en/about-us.html>
2. Code of Conduct and Ethics 2019, Qantas Group, Viewed 7th January 2021,
<https://www.qantas.com/content/dam/qantas/pdfs/about-us/corporate-
governance/qantas-code-of-conduct.pdf >