Employee Code of Conduct

Induction Process

The employee code of conduct refers to how an employee is expected to conduct themselves in the course of their duties or whilst representing your business. An employee code of conduct can lay out the rules and expectations for employees regarding;

• dealing with customers and suppliers
• compliance and reporting
• personal conflicts of interest
• accepting gifts or offers of entertainment, meals etc
• handling confidential information
• delegation of authority
• ethical behaviour
• integrity and honesty
• workplace safety
• dealing with the media
• workplace harassment
• grievances
• disciplinary processes, and
• any other area you wish to include that relates to how your employee might conduct themselves

If you are just starting out then many of these issues may not be relevant to your business at this stage. But it is important that you advise staff of their obligations, and your expectations by discussing anything that is relevant and that may come up in the course of their duties.

The Induction Process

The employee code of conduct should be documented and a copy given to the employee to keep. You should have the employee sign and date it to say that they have received it, read it and understood it. Then a signed copy of the document should be placed on the employees file.

Many businesses, even larger ones, underestimate the benefits of allocating 30 minutes to an hour with a new employee on their first day.

Many owners and managers tend to rush through the paperwork and throw their new staff member right into it. After all, you are paying them to be productive so they had better get out there and produce, right? Well, yes but....First things first. Time spent now will reward you well later on.

Benefits to you, the Employer.

Your staff will feel informed. One of the biggest complaints from employees about their place of work is that they are not kept informed of what is going on and what is expected of them.

Happy employees are more productive and take less time off work

You have documentary evidence that you have advised staff of the rules and regulations pertaining to working hours, notifying absences and the use of company equipment. These issues often cause the biggest headaches for small business owners.

If you do need to take disciplinary action or issue an employee warning in the future you can refer to the signed and dated copy of the employee code of conduct which provides evidence that the employee was informed of their obligations.

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