Code of Conduct of Wesfarmers Limited

This report discusses the code of conduct of Wesfarmers Limited, a top company in Australia, and its commitment to social, financial, and environmental contributions. It covers topics such as discrimination, exploitation, whistle-blower protections, corruption, and enforcement.

Running head: REPORT 0
CORPORATE GOVERNNACE AND ETHICS
DECEMBER 28, 2018
STUDENT DETAILS:

REPORT 1
Introduction
The code of conduct refers to the set of the rules defining the social standards, spiritual rules
and liabilities of, and or suitable exercises for the people. The code of conduct which is
written for the company’s employees, secures the business and provides the notification to
the workers in respect of expectation of the employees. In the following parts, the code of
conduct of Wesfarmers limited is discussed. Wesfarmers limited is dedicated to providing the
social, financial and environmental contribution to the societies, constant principles related to
integrity, equality, justice and esteem. The board of Wesfarmers Limited had followed the
code to render the set of directing the principles observed by the employees of the
Wesfarmers. Employees of Wesfarmers Limited are anticipated to perform constantly with
principles set in the code.
Code of conduct of Wesfarmers limited-
The code of conduct of the Wesfarmers limited is examined as follows-
An Overview of Wesfarmers limited-
In Australia, Wesfarmers limited is one of the top companies. The company’s headquarters
are located Perth, Western Australia. The Westralian Farmers Cooperative limited was
created as Cooperative Corporation by the Farmers and Settler’s Association of Western
Australia in year 1914. Further, this was established as Wesfarmers limited in year 1984 and
listed in ASE as the public corporation. Now this has various hotels, markets, coal mining,
gas processing, chemicals, energy distribution, stores, home care stores, and departmental
stores. The Wesfarmers limited is one of the top companies having more than 210,000
workers and 500,000 stakeholders.

REPORT 2
Discrimination-
The structures and procedures, which support the daily operations of the group, are created to
ensure that all appropriate commonly identified human rights are protected. Constant with the
principles given in the moral sourcing policies and code of conduct, Wesfarmers limited is
devoted to make the environmental contribution, financial contribution, and social
contribution. Wesfarmers Limited ban discrimination and enforced, trafficked and child
workforce and are dedicated to secure and positive working conditions, involving right of
independence of the connotation and mutual negotiating. Wesfarmers Limited has group
extensive moral sourcing policies that establishes the minimum norms expected of the
divisions, which trade the products for resale.
The company has recognised that certain level of the discrimination on the basis of
femininity, phase, competition, incapability, sexual orientation, traditional context, faith,
family obligations or other fields of prospective variation is the probable risk in the corporate.
It is also identified by Wesfarmers Limited that the right of persons, which company hire to
bargain the salaries either personally or jointly, with or without the participation of other
people. The company also believes in enhancing the elasticity of office provisions presented
to the workers.
The protection of the workers is the high priority of the company and whereas the company is
seeing the advantages of the relentless make focus on creating the workplace secured.
Wesfarmers Limited also admits that if any member of the team is wounded at the workplace,
the protection performance still needs the development. The secrecy has been upraised as the
substantial issue during the year. The company has systems and processes in place to secure
confidentiality but admit that privacy security needs ongoing important means. As per the
relevant policies, all the dealers making products for resale should agree to conform to

REPORT 3
minimum standards in agreements with business. These are minimum requirements are as
follows-
1. No child labour
2. No misuse
3. No discrimination
4. Freedom of connotation
5. Woking condition should comply with appropriate common law
6. No corruption
7. Conservational agreement
Exploitation-
Wesfarmers Limited never bear illegal perception, employee exploitation oppression,
nuisance, or other offensive behaviour. Company can make the various and helpful
atmosphere by-
 Helping and functioning collaboratively
 Making sure that company does not exploit against, persecute, or harass the staff or
anybody at workplace
 Taking decision related to hiring based on the presentation. Safe working environment
Wesfarmers would give the secure working condition and conform completely with central
and domestic laws and rules in respect of the protection
It is required by the Wesfarmers employees would:
 Report issues related to the protection
 Abide by the policies related to security
 Obey with the alcohol policies of Wesfarmers

REPORT 4
 No smoking. It is required to not to smoke at the time or work out of the allowed break at
the premises, supported functions and actions.
The company has zero tolerance policy for unlawful possession of drugs and use, and the
exploitation of prescription drugs, at work whether on the premises of Wesfarmers Limited,
while running the business on behalf of Wesfarmers limited or at Wesfarmers-sponsored
roles. This policy is helpful for the employees to not be exploited.
Whistle-blower protections-
Wesfarmers is to making sure privacy regarding the matters raised as per policies, and that
those who create the reports in good faith are considered justly and don’t face the difficulties.
(a) Subject to the compliance with lawful needs, on receiving the report as per policies,
Wesfarmers would not, nor would the administrator, director or secured disclosure officers,
disclose the particulars that will advise or disclose the identification as the whistle-blower,
without first getting the consents.
(b) All documents made from the examination would be kept under severe protection and
unlawful release of data to the person not engaged in enquiry without the consents as the
whistle-blower would be breach of the policy. Whistle-blowers are guaranteed that the
release of data in breach of the policies would be considered as the severe matters and would
be dispensed with under disciplinary procedures of Wesfarmers.
(c) The employees and contractors of Wesfarmers within the team of Wesfarmers who is
subject to harmful treatments as the outcome of creating the report in good faith under the
policies must notify the top level supervisors in the division directly.

REPORT 5
Special protection to the whistle-blower under the Corporations Act-
The Corporations Act renders the specific security to disclosure regarding the Corporations
Act breaches, where following conditions are fulfilled:
 Whistle-blowers are the worker of Wesfarmers Group, or the individual or entity who
has the agreement for delivery of services and products with the Wesfarmers Group.
 The whistle-blower provides the name before creating the reports
 The report is created with honesty, and the whistle-blower has proper grounds to
suspect that there have breaches of Corporations Act by the Wesfarmers Group or the
workers (Zummo, McCredie and Sadiq, 2017).
Corruption
Wesfarmers Limited is committed to ensure anti- bribery at the workplace. Bribery may take
various methods. The advantage which is proposed, provided, or taken can be financial or
non-financial (Miklosik, et. al, 2018). For an example, it can include non-monetary gift, loan,
party-political or charitable contribution, give-and-take favour, job and service opportunities
or extravagant business hospitality. The Bribery can be taken in indirect manner
(McGaughey, 2018). For an example where the person obtains, the intermediary and the
agent to give offers that create the bribe to other people; or give proposal offer that makes the
bribe is created to the companions of the people who are required to be affected. Wesfarmers
employees should not provide, give proposal, give assurance, take, or demand the bribe and
should not be reason the bribe to be provided, presented, assured, and taken by the other
people. Under no circumstances would Wesfarmers Group support of the proposals, and
create, demand and take the unequal payments or new things of the value, to run business and

REPORT 6
affect the business decisions in the favour of Wesfarmers limited (Janssens and Kaptein,
2016).
Moreover, Wesfarmers Limited bans the proposing or taking of the gift, amusement, or
hospitality in the situations that can be considered to provide growth to an undue influence. If
value of gifts and entertainment exceeds the gift registration, it should be punctually noted in
related gift, entertaining performance register and stated to appropriate Anti-bribery Officers.
Anti-bribery Officers can take more data from the employees of the Wesfarmers Limited to
authorise that the above mentioned situations are met regarding the gift, amusement or
generosity, which is noted on the gift and amusement registers (Baumeister and Gutsche,
2017).
Dishonest and fraudulent behaviour
All the managers and workers of the companies are expected at every time to perform
constantly with relevant principles. According to the principle of act with honesty, integrity
and equality, it is required by the employees to be liable for the decisions (Pearn, 2015). The
honesty, integrity and equality are essential to the manner where the business runs and must
direct the decision. The values are essential to developing the faith of the dealers, clients,
associates, communities and stakeholders (Linn, Smith-Gander and Barrington, 2015). It is
required by the stakeholders, dealers, clients and the groups of the Wesfarmers-
 Performing the obligations with care and diligence, and looking for achieving the quality in
the parts
 Not taking participation in the unlawful or immoral activities
 Being liable for the decisions and the activities, and
 Making deal honestly with the clients, dealers and challengers

REPORT 7
The employees of the company should never make deal in the securities of Wesfarmers, or
the listed companies, however in control of inside data regarding these securities. Inside data
refers to the data that is not normally existing and if it were, can or will be likely to
substantially influence the prices the securities. The employees of the Wesfarmers who have
securities as per the Wesfarmers share plan should also be alert of and conform with
regulations of these plans and Wesfarmers Securities Trading Policies, while seeing dealing
in Wesfarmers securities as part of the plan. Extra prohibitions are applicable to the managers
and the leaders of the Wesfarmers, and can be applied to particular project teams from period
to period (Dakhelalla, 2014). According to the principle of act in compliance with laws and
policies of Wesfarmers, and do not create or take inappropriate payment. The employees of
Wesfarmers should be aware and conform with rules and regulations (Pulker, et. al, 2018).
Enforcement
The Code of conduct is enforced to anyone who is hired to work in Wesfarmers Group. This
Code is applicable to the person when that person is identified as the representative of
company. In certain situations, it would include the durations when employee is outside of
the company and working time (Klettner, Clarke and Boersma, 2014). The agent, advisor,
contractor and the mediators are also anticipated to identify and review the principles defined
in the code and must be made alert of the code or related business unit code at what time
company employ them to perform with them. The copy of the code may searched on website
of the Wesfarmers limited and Wesfarmers intranet. This copy and the related divisional unit
code would be given to all new workers at what time they came in Wesfarmers Group
(Grimmer, 2018).

REPORT 8
The Code has complete assistance of Board and Management of the Wesfarmers, and
compliance with code is considered extremely serious. As the degree of liability, obedience
with code and with own regional unit code is reviewed by the internal audit operation of the
company in respect of the Board of Wesfarmers. On breaching the Code, employees can face
corrective actions, involving closure of the service. If the circumstances involves the breach
of rules and regulations, the problem may also be referred to the proper laws. It is the
accountability to directly report the breach of the code by the co-workers to the direct
administrators or executives, and they should also report behaviour where there is no surety
whether the break of the code has happened. All the reports would be retained private and no
worker would be deprived or biased by making report in the good faith the breach or alleged
breach of the rules and regulations related to code (Jones, Comfort and Hillier, 2014).

REPORT 9
References
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REPORT 10
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