COMM1380 - Code of Conduct: AllStar Business Strategies Memo

This memo, addressed to the senior management of AllStar Business Strategies from the HR Manager, discusses the importance of a comprehensive code of conduct in the workplace. It addresses concerns raised by employees and aims to align organizational practices with the highest professional and ethical standards. The memo highlights key components such as creating a discrimination-free environment with equal opportunities and mutual respect, preventing exploitation, harassment, and bullying, and avoiding corrupt and fraudulent activities. It also emphasizes the importance of adhering to basic guidelines like dress code, and compliance with industrial statutes. Furthermore, the memo stresses the need for a whistleblowing mechanism to protect employees who report unacceptable behavior, ultimately concluding that a well-defined code of conduct is essential for fostering a healthy and competitive work environment.

Memo
To: The Senior Management
From: The HR Manager
Date: 02 January 2019
Regarding: Code of conduct at the workplace
The aim of the following memo is to shed light on the various aspects of the importance of
professional behaviour in the workplace and the means to achieve it. This is in response to
the rising number of concerns on the employees’ part and to ensure that the operations of the
entity All Star Business Strategies are in line with the highest professional and ethical
standards.
A code of conduct refers to the framework of organizational policies, objectives and ethics
which serves as a guideline for behaviour at the workplace (Zgheib, 2014). It is essential to
lay down a code of conduct to standardize the practices of the entity and educate employees
about acceptable and non-acceptable behaviours. Some of the chief components that must be
the part of the code of conduct have been explained as follows.
It is significant to note that the workplace should be free from the discriminatory practices of
any sorts, in order to create an environment comprised of equal opportunities, integrity and
mutual respect for each other. The discriminatory behaviour can be based on a number of
attributes such as physical appearance, ethnicity, gender, any form of disability, religious
beliefs and others (Vickers, 2016). It must be the duty of the members of the organization to
create a healthy work environment, based on cooperation and understanding. Some of the
instances of the discrimination are the treating peers unfairly because of the difference in
religious beliefs, dismissal from the job because of ill health, passing derogatory comments
on sexual preferences and others (Roberts, Davies and Jupp, 2014). The list is not exhaustive
and employees must be aware of the behaviour that is against legal acceptance.
Apart from discrimination, yet another major component of a healthy workplace is that the
same is free from any forms of exploitation, harassment and bullying activities. Some of the
instances of the above mentioned are the passing on obscene comments and jokes, screaming,

yelling, display of offensive content and others (Einarsen, et. al, 2010). In addition,
purposefully excluding an employee or a group based on ethnic differences, assigning
difficult tasks to the subordinates, are some other forms of the exploitation (Vickers, 2014).
Thus, the code of conduct must require the employees to not to indulge in any such practices
and abide by the objectives and ethical principles of the entity.
Another chief pillar of the code of conduct of an organization must be not to engage in the
corrupt and bribery activities. Corruption and bribery impede the overall goodwill and
integrity of the business of the entity (Loudon, McPhail and Wilkinson, 2015). Thus, the
employees must be aware that they do not engage in any activities that fall beyond the
framework of the official duties and functions, in exchange of monetary benefits,
entertainment or advantage in cash or kind. The employees must abide by the gift guidelines
of the enterprise. Further to add, the employees must not agree to accept remuneration or
offer benefits, which fall beyond the purview of the employment terms and conditions.
In addition to the above, the employees must not engage in fraudulent and dishonest
behaviour. This means not to place the individual interest above the organizational interest
while discharging the official functions. This includes the use of the information systems and
other property of the entity in the prescribed manner, not to share the essential information
acquired during the employment with the competitors, and not to engage in any other
profession while on employment with the entity All Star Business Strategies. Fraudulent
behaviour also includes the breach of the passwords and security, falsification of the office
money and destruction of bills, vouchers and other documents (Cubbage and Brooks, 2016).
Some other basic guidelines that must be followed by the employees while at the premises of
the entity are the basic dress code guidelines, non-engagement in activities like money
laundering, insider trading, littering, smoking, and alcoholism. The leaders must ensure that
the various applicable industrial and other statutes are complied with, required documents are
maintained and KYC guidelines are abided with.
In addition to the above, it is significant to note that the mechanism for whistleblowing and
enforcement are laid down, to protect the interests of the employees who raise the voice
against the unacceptable behaviour on the lines of the earlier mentioned principles of this
code.

Thus, from the discussions in the previous parts, it can be concluded that a code of conduct is
essential to guide the behaviour of the employees. The above discussion lays down certain
principles that are essential to creating a healthy and competitive work environment.

References
Cubbage, C. J., and Brooks, D. J. (2016) Corporate Security in the Asia-Pacific Region:
Crisis, Crime, Fraud, and Misconduct. United States: CRC Press.
Einarsen, S., Hoel, H., Zapf, D. and Cooper, C. (2010) Bullying and harassment in the
workplace: Developments, in theory, research, and practice. United States: CRC Press.
Loudon, R., McPhail, R. and Wilkinson, A. (2015) Introduction to Employment Relations.
Australia: Pearson Higher Education AU.
Roberts, C., Davies, E. and Jupp, T. (2014) Language and discrimination. UK: Routledge.
Vickers, L. (2016) Religious freedom, religious discrimination and the workplace. UK:
Bloomsbury Publishing.
Vickers, M. H. (2014) Towards reducing the harm: Workplace bullying as workplace
corruption—A critical review. Employee Responsibilities and Rights Journal, 26(2), pp. 95-
113.
Zgheib, P. W. ed., (2014) Business ethics and diversity in the modern workplace. United
States: IGI Global.