CODE OF CONDUCT TRAINING
By following the guidelines in your company’s Code of Conduct training and applying sound judgment, you can all contribute to a safe, respectful, equitable, professional, and ethical workplace.
This Workplace Code of Conduct training program will enable employees to work to the spirit of and embody your Code of Conduct training or Workplace Conduct policy and procedures.
WHAT IS WORKPLACE CONDUCT?
Video: What Is Workplace Conduct? Our company is committed to providing you with a safe, respectful, equitable, professional, and ethical workplace.
Interactive Screen: What is a Code of Conduct? Why do we need one? When will you need to use the CoC? What is your role?
Scenario: Manager asking for a favor in return for a promotion. Favor is unrelated to work.
Key Learning: If you are asked to do something that you think may breach our Code of Conduct, the best course of action is to politely and unequivocally decline.
Scenario: Overhearing a senior colleague using a racial slur.
Key Learning: It may seem obvious what to do in this situation. But, if you were in any doubt, our Code of Conduct explains that this type of behavior is unacceptable. Each of us has a duty to report inappropriate behavior and uphold our core values.
BULLYING IN THE WORKPLACE
Interactive Screen: What is bullying? Examples of bullying. What to do if you are a victim. Subtle forms of bullying.
Interactive Screen: Real-life examples of the impact of bullying.
Scenario: Persistent and public criticism from a colleague.
Key Learning: Constant public criticism can have an adverse effect on a person’s confidence in their work and may cause them to be less engaged in group activities or team meetings.
Scenario: Action to take when someone refuses to stop criticizing a colleague in public.
Key Learning: Bullying doesn’t always involve raised voices or threats of violence. It can take the form of repeated criticism, or even nonverbal actions, such as aggressive body language. Exclusion is also a form of bullying.
Interactive Screen: What is abusive conduct? Verbal. Physical. Protected characteristics.
Scenario: Identifying actions that constitute abusive conduct.
Key Learning: In situations that involve abusive conduct, employers must take affirmative action and, in some cases, disciplinary measures against offending employees.
Scenario: Identifying the actions that should be taken when abusive conduct is reported.
Key Learning: The company should act to ensure that all employees are aware of what constitutes abusive conduct and that this conduct will not be tolerated.
VIOLENCE IN THE WORKPLACE
Video: Workplace violence can happen to anybody, whatever their role and whomever they work for. It is any form of violent or aggressive behavior that creates a hostile work environment.
Interactive Screen: Prevention. Zero tolerance policy. Don’t stay silent. Don’t remain a victim. Know who protects you.
Interactive Services: Real-life experiences of violence in the workplace.
Scenario: Identifying behaviors that may indicate the potential for workplace violence.
Key Learning: Overreacting to a normal request, abusing a customer, taking a lot of time off with no explanation, and obsessing with shootings in the news are all potential red flags for workplace violence. No single one of these signs is a sure indicator that someone may turn violent, but it should be enough to alert you to the possibility that action may need to be taken.
Scenario: Identify the actions to take when someone becomes verbally threatening.
Key Learning: It’s your duty to recognize the warning signs for workplace violence and to implement our zero tolerance policy by reporting all incidents and concerns immediately. You will never be asked to intervene with an individual directly.
Interactive Screen: Signs of substance misuse. Impact of substance misuse. Reacting to substance misuse.
Scenario: Action to take when you suspect a colleague is misusing drugs.
Key Learning: Signs that a colleague is unable, for whatever reason, to perform his or her duties should not be ignored. In cases like these, you should report what you find, even though it may be easier to ignore.
SOCIAL MEDIA RISKS
Interactive Screen: Additional risks of harassment and discrimination posed by social media. Vicarious liability. Use outside of business hours.
Interactive Screen: Real-life example of the misuse of social media and the consequences that follow.
Scenario: Hacking into a colleague’s online dating profile and changing their sexual orientation.
Key Learning: Sexual orientation is a protected group. Mocking someone’s sexual orientation will likely upset many people and cause hurt.
Scenario: Posting inappropriate comments on social media outside of working hours next to a photo where the employee is wearing a polo shirt with a company logo.
Key Learning: Employees can be held liable for their actions outside of work hours and off work premises, as well as for their conduct within the workplace.
The Code of Conduct is a company policy. It is designed to help support employees in their day-to-day decision-making. It also embodies your employees’ commitment to one another about how they will behave. The Code clarifies what is deemed to be appropriate and inappropriate behavior.
MORE WORKPLACE CONDUCT
This training program will help employees to deal with the ethical dilemmas that they may encounter in their everyday work.
Employees should refer to the Code of Conduct if they feel uneasy about the course of action they are about to take. But remember, the Code of Conduct cannot anticipate every issue; this is why comprehensive, scenario-based training is essential.
Situations may arise in which the right course of action isn’t clear. A good rule of thumb is if something seems unethical or improper, it probably is. Well-trained employees will recognize the need to discuss a challenging situation.
In addition to taking training, employees are responsible for reading, understanding, and following your company’s Code of Conduct. Our training will also make them aware of the applicable laws, regulations, and policies.