Where Ethics and HR Collide

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  susanferrari06/25/08 Report as spam
  1

  Where Should "Code of Ethics" Lie within an Organization

  Interesting... we have quality control on all our products and services to ensure we satisfy our customers, however, when it comes to quality control within the personnel of our company, well, where lies the responsibility to uphold the integrity of the personnel within the company? I don't have the answer, however, in my opinion, I don't think this function should lie within HR mainly becuase HR needs to also be included in this quality control process. Hmmmmm?

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  ExtremeGeek06/25/08 Report as spam
  2

  better the devil you know

  Well what a quandary. I?d prefer outside review process personally. Simply because, at least the people I?ve worked with, lie for each other to protect their respective groups. I?d be fully in favor of recording all interaction so as not leave anything up to who do you believe more.

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  mbmattis@...06/25/08 Report as spam
  3

  Where Ethics and HR Collide

  I think you're probably right. But where does it reside if not in HR? Should it be outsourced to a 3rd-party organization you can hire on a part-time basis?

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  mbtompkins06/25/08 Report as spam
  4

  employees spend more time at work- than home

  Send an email stating hirng policies.
  
  I would talk to the leaker and have them explain what
  identity theft was and who they were trying to hurt, and how they think I should handle the other employees outrage towards them for violating them, the company and themselves. I would ask them to send an email apologizing for the violation of their privacy and the release of employees home addresses, phones, socialsecurity numbers, etc to each individual and family harmed with the release fo information.
  
  I would give the employee 2 weeks off with pay and if/when they return I would place them if possible in a place that they would not be able to access such sensitive documentation or grossly violate the other employees, I would not seek retaliation. However, I would make it very clear that they need to earn my trust again and that I am giving them an opportunity to do that.
  If there is no place to effectively place this person I would ask them to consider taking a severance package and explain that we have a responsibility to protect other employees. I would ask them what they think a fair severance package would be enough to get through the 13 weeks before unemployment kicks in and I would not fight it. I'd probably increase it a little too. Then I'd make it clear that upon acceptance, I would give them a verification of employment to use elsewhere (to be sure that HR would not have the opportunity to retaliate) and their record woud be sealed to prevent dislosure of the atrocity. I would wish them well.
  
  There is a reason for "equal pay for equal work" laws and they are good for all concerned. I would have a third party audit the HR practices of the company and if discrimination was committed I would face it with my insurance company and attorney.
  
  If HR was found to be abusing the staff with illegal/unfair practices, I would certainly begin the interview process of HR people and outsourcing companies that could provide the same services and would be likely to take away the accessibility to the payroll or any other thing that could violate or put my employees at risk of such exposure.
  
  In the meantime I would simultaneously hold meetings with management. I would already know who the informal leaders are and bring them in to see how they are as a person, and how they and others are interpreting the email and explain how difficult that it is to determine whose skills are what and how much they are worth and how well the person uses them, etc. I would assure them that I am committed to equality and have an open door policy and that anyone can call or come in anytime.
  
  The morale of my employees is of utmost importance to me... they are selling their lives to me one day at a time and, more oftn than not, spemd more time at the company than they are with their own families.

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  ndlicht109/09/08 Report as spam
  5

  RE: Where Ethics and HR Collide

  You can not mandate ethics. It is a core belief system.
  
  Right and wrong, correct behavior, ethical standards, what does all of that really mean.
  
  Start it as acompany culture. Use assesment toos that can uncover a potentially unethical person who would lie, cheat, steal then hire using it.
  Make to comittment to creating ethical behavior by precicting it scientifically and weed out nthos who are not honest and dependable.