Outcome 2 Be able to work in ways that are agreed with the employer 1. Consequences of doing something that's not part of your job role e.g. giving others mixed, inconsistent, confusing messages, doing something you're not qualified, trained, experienced in doing could put yourself & others at risk of harm. This is why it is important to adhere to an
Everyone one from their employees all the way up to upper management and partners must adhere to the code of ethics put into place at the corporation. Microsoft recognizes that they face intense competition and will continue to face harsh competition across the markets of products and services, but yet they refuse to bend any rules in order to make it to the top. Microsoft also has a code of standards for their finance division that is separate but in addition to their ethical standards. The finance code of ethics demands the executives and the employees to act in a responsible manner and to avoid conflicts of interest. It also demands the employees to abide by the laws and regulation set forth by the state and federal governments.
Healthcare settings need to develop a clear written workplace policy stating that harassment and discrimination are not tolerated and establish a process for hearing complaints while maintaining confidentially by appointing an appropriate ‘Contact Officer’ to deal with complaints. If we are going to work harmoniously with people from diverse backgrounds, we need to be tolerant and respectful about values, beliefs and religious practices, which may be very different from our own. The more we learn about other cultures, the more we can put ourselves in other people’s shoes and respect their position. When you and a co-worker do not agree, try looking at things from their perspective. (DOE&T
Being sexually harassed can make a lot of people feel powerless, but there laws in place protecting our right to a safe, non-hostile workplace. In the case of the hostile workplace, one might not be directly harassed, but if the language and attitudes of one's coworkers makes one feel marginalized, threatened, or objectified, it is important that one say something, if not directly to the offending party, then to a supervisor. In more direct cases, it is important that one report to their immediate supervisor about the incident. Many companies have specific procedures for such incidents, and those procedures are best followed to the letter. Document all complaints.
Everything you do must be in their best interest and protect them from harm in every sense including but by no means restricted to, physical, emotional, financial and medical. I must report any risks I come across to a manager or supervisor; this can include poor working practices by other members of staff, equipment, other individuals, the working environment and even family members. Failure to report these would be seen as negligence on my part and could even result in prosecution. 2.1 Describe potential conflicts or dilemmas that may arise between the duty of care and an individual’s right. A potential dilemma could be the client not wanting to visit the hospital when the client has been medically advised that it is essential for them to do so, refusal of medication or any time the service user exercises their rights, to choose or refuse, that could potentially cause harm to themselves or others.
If you treat one person less favourable then another due to some personal characteristics, that is discrimination. Under current legalisation, it is illegal for an enterprise to discriminate against customers or staff on the basis of sex, marital status, pregnancy, sexual preference, race and nationality and physical and mental impairment. All staff should be a aware of this legislation, and what it means for day-to-day work practices. There is anti-discrimination legislation at both State and Federal Levels. 2.
Sexual Harassment Policy Sexual 1 Sexual Harassment Policy Lisa Human Resources Management Professor Michelle Clemons February 16, 2012 Sexual Harassment Policy Sexual 2 Sexual Harassment Policy Policy FedEx Company takes seriously its responsibility to provide a workplace that is professional and in which employees are treated with dignity and respect. Sexual harassment and/or retaliation against an individual who has complained about alleged sexual harassment or cooperated in an investigation of a sexual harassment complaint violates this policy and will not be tolerated. Definition of Sexual Harassment: Sexual harassment can include sexual advances, requests for sexual favors and or verbal or physical conduct of a sexual nature when: a. Submission to such conduct is made either explicitly or implicitly a term or condition of an individual's employment; or b. Submission to or rejection of such conduct by an individual is used as the basis for employment decisions affecting such individual; or c. Such conduct has a purpose or effect of reasonably interfering with an individual’s work by creating an intimidating, hostile, humiliating or sexually offensive work environment. FedEx Company will not tolerate under any circumstances to sexual harassment. To prevent sexual harassment, FedEx Company prohibits any conduct that may lead to or be interpreted as contributing to a sexual-harassing workplace, including any sexually-oriented conduct, or conduct based on sex, whether intended or not, that is unwelcome and has the effect of creating a work environment that is hostile, offensive, intimidating or humiliating to male or female employees, vendors, suppliers or customers.
GRIEVANCE If we feel the need for a grievance to take place we must follow the Disciplinary and Grievance procedures. Any Grievance must be kept confidential and dealt with in a professional way. If the Grievance is for yourself your employer must follow ACAS code of practice on Disciplinary and Grievance procedures. CONFLICT MANAGEMENT Conflict is always likely to happen in the work place. We are expected to act honestly and to not put yourself in any position which could cause conflict at work.
It aims to take over control and dominate the other. According to the Labor Code (Article L1153-1): No employees should suffer from the facts of sexual harassment, constituted by words or behaviors with repeated sexual connotation that create a intimidating, hostile or offending situation; and any form of serious pressure with the aim of obtaining an act of sexual nature that is wanted for the author’s of the fact profit or for another’s profit. It is unnecessary to have a hierarchical or working relationship between the author of the facts and the victim.
In order for employers to combat discrimination and ensure that the policies are working it is vital to train managers and employees about the complexities concerning discrimination in the workplace. In order to promote anti-discriminatory practice the organisation and employees must be able to; confront and report any form of discrimination that they may observe against a member of staff or the service users. It should also be make clear that any form of misconduct will not be tolerated and the disciplinary action that will be taken against those who breech the code of conduct. They can also use a source of employees networking to issue informative