UNIVERSITY OF MANITOBA

ETHICS AND SOCIAL RESPONSIBILITIES

ASSIGNMENT 1: Code of Ethics

Part-C

Submitted to: Prof. Debra L. Chaboyer

Submitted by: Narinder Singh Gill

Student Id- 7865634

Introduction: In my last assignment, I have anxiety about the ethical issues in a company
where I worked in 2016. In the Last part of the assignment, I will explore a few codes of ethical
policy to determine that issue. Employees should know you as you are a liability.

The main motive to develop a Code of Ethics in business is that it communicates to workers that
your corporation is dedicated to doing business responsibly. Everyone including, senior
employers, permanent should follow the Code of conduct or temporary employees, also the HR
department should be bearing in mind this is a code of conduct policy. We must re-evaluate our
guiding principle before execution. In subsequent, there is a list of the code of principles with
their ethical issues.

1. Health and safety: Health and safety is the main issue of concern in the company. Ontario’s
occupational health and safety Act is built upon the principle that employees and employers must
act together to make sure a healthy and safe workplace. As I mentioned in my first assignment,
employees were using sharp tools to run their machines without any safety equipments. Health
and safety rules should be followed by all to ensure the workplace protected and better for
working people. The codes of conduct are as following:

 Legal responsibility: The Company is responsible for health & safety of all the
employees under their management. All employees are expected to perform their duties
in accordance with established safe work practices and take every precaution necessary to
safeguard the health and well being of themselves, co-workers etc. Management should
do everything possible to implement compliance with all relevant health and safety
legislation to ensure the prevention of any personal injury.
 Safety reporting and excellence: The Company has to execute the new safety
programs, which contain protection reporting. Regular safeguarding is important to keep
tools, machinery and the work environment safe and consistent. Lack of safeguarding or
insufficient safeguarding can lead to a hazardous condition, like accident and health
problems. There should be one important code of conduct regarding maintenance
supervisor should keep the record of monthly maintenance of all types of equipment.
REPORTING OF THE MISBEHAVIOUR:

Employees will direct contact with the supervisor or manager regarding any incident during
work. In the workplace, any injured person should be treated first with first aid kit then following
the other procedure. Employees should have the rights to refuse the work if she/he felt it is
unhealthy.

ENQUIRY AND PENALTY OF THE MISBEHAVIOUR:

Ontario Occupational Health and Safety Act is built upon the principle that employees and
employers must act together to ensure a healthy and safe workplace. Joint health and safety
Committee is a means of achieving this goal. Two members of the committee should be core
certification trained and a variety of employees should be trained in standard First Aid. If there is
any flaws in the security and the safety of the employees, then he should be punished with a fine
and suspend for one month.

2: Fair working conditions: In fair working condition every employee should be working in
revolving position on running line. The code of ethics of the company should be:

• No malfeasance: Company supervisor and permanent employers should be informed to

the employees about the risk and physical harm in that area where they are going to be
performed.
•Work division: The division of work is the partition of responsibilities in any
organization so participates can get a chance to learn more about every area of work. All
the workers should be treated similarly and work similarly in the different working
environment.

REPORTING OF THE MISBEHAVIOUR:

Employees should have rights to refuse the work if they feel uncomfortable and unsafe. If at any
time employees have further question related to their work or require detailed explanations about
policies, do not hesitate to ask your supervisor/manager or the president.
ENQUIRY AND PENALTY OF THE MISBEHAVIOUR:

There should be one employee handbook to answer some of the questions you will have as an
employee of the company and to give you general information about the company rules and
regulations and your benefits. Human rights are a free tool designed to help employees create a
human rights culture in the workplace to avoid discrimination. Employees can raise their voice
against age, color, gender etc if any supervisor or management found guilty in the manner of
doing discrimination or nepotism he/she should be punished as a warning letter or fine.

3. Workplace and policy - Violent behavior in the workplace is unacceptable from anyone. This
policy should be applied to workers as well as visitors, clients, delivery persons, etc. Everyone is
expected to maintain this policy and to work together to avoid workplace violence. Supervisors
will adhere to this policy and are responsible for ensuring that workers follow measures and
procedures and those workers have the information they need to protect themselves.

REPORTING OF THE MISBEHAVIOUR:

Every worker must work in compliance with policy and are encouraged to raise any concerns
about workplace violence and to report any violent incidents or threats. Workers may speak to
their supervisor, manager, the president or human resources without concern for negative
consequences for reports made in good faith.

ENQUIRY AND PENALTY OF THE MISBEHAVIOUR: Management guarantee to

investigate and deal with all incidents and complaints of workplace violence in a fair and timely
manner, respecting the privacy of all concerned as much as possible. If somebody find guilty
there should be proper punishment and fine for that person such as direct termination or
suspended for one month.

4. Organisation Molestation policy: any person in the workplace will not tolerate Workplace
Molestation. Everyone in the workplace must be dedicated to preventing workplace harassment.
Managers, supervisor, and workers are expected to maintain this policy and will be held
accountable by the employer. Harassment may also relate to a form of discrimination as set out
in the Ontario Human Rights Code.
REPORTING OF MISBEAHIVOUR:

The management of Bradshaw Canada Holding Inc. Should committed to providing a work
environment in which all individuals are treated with respect and dignity. Employees should
have the right to filling an application with Human Rights Board on a matter related to Ontario’s
Human Rights Code within one year of the last alleged incident. A worker should also retain the
rights to exercise any other legal avenues that may be available.

ENQUIRY AND PENALTY OF THE MISBEHAVIOUR: Human Resource Department

should examine the harassments issues with respecting privacy. Human Resource Department
should solve every case of harassment in a short period instead of taking it too far. During the
investigation time, committee should have private communication with all victims. There should
be direct termination and suspensions order if the allegation is proved right. On the other hand, if
the allegations are proved wrong, the company should write an apology letter to the person on
behalf of the company.

In the end, I will say if employees should work to conduct themselves in a business-like –manner
at all times. Inappropriate behaviour will result in disciplinary action and may result in
termination, suspension of the worker. The company should take whatever steps are responsible
to protect their workers from workplace violence, health, and safety, Harassment from all
sources.

References:

 https://www.icaew.com/-/media/corporate/files/technical/ethics/defining-and-developing-
an-effective-code-of-conduct-for-organizations.ashx?la=en
 https://www.whistleblowersecurity.com/four-reasons-business-needs-code-ethics/
 https://www.ccpa-accp.ca/wp-content/uploads/2014/10/CodeofEthics_en.pdf
 http://www.ocpinfo.com/library/council/download/CodeofEthics2015.pdf