Employee Code of Conduct – What Should Be In It

What should be included in your Employee Code of Conduct Policy? I believe it can either be included in your employee handbook or separately if you wish.

If you asked ten people what is acceptable or not acceptable you would most likely get ten different answers to this question.

A question like is it alright to take home a company pen? Your answers would vary widely from absolutely not, to I don't see any problem with it.

That is why you need to define things like the use of computers. Do you want your employees roaming the Internet at work. What is alright and not alright! Or how about personal business?

Is it alright to use the FAX and copiers for personal business?

Is it OK to sell Girl Scout Cookies?

How about borrowing items to use at home, from staplers to large equipment?

You obviously want to prohibit any illegal activity.

How about selling items like Girl Scout Cookies? What are the boundaries on selling things at work? Can a supervisor sell to a subordinate or not?

You can quickly see that having an Employee Code of Conduct can clear many questions up if you have it in writing.

Here are a few more things to think about when you are developing your employee code of conduct.

How about relationships whether personal, business or romantic? Is it ok for a supervisor to date a subordinate? Can a supervisor rent an apartment to a subordinate?

How about the use of language and the violation of law when it comes to things like religion, sexual orientation, race, national origin, etc.

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Should You Address Supervisor's Asking For Special Favors in Your Employee Code of Conduct Policy?

What about supervisors asking personal favors of their subordinates like picking up their clothes from the cleaners?

I am not saying you should or shouldn't be allowed to do any of the above with the exception of violating the law.

My point is you need to think about what you want to allow at work and what you do not. Then develop your policy and either have it as a separate document or include it in your employee handbook.

If you have reviewed other articles on this website you have already begun to understand that I am very strong on having an employee handbook.

Without it you will continue to experience problems when it comes to conduct at work. More importantly you may experience problems if an employee ever decides to challenge you. The question will be asked, was the employee aware of the policy? Show me how!

I have provided many different sample written warning letters on this website. See the Written Warning section for a sample written warning on many different areas.

For your peace of mind I would quickly develop both the employee code of conduct and an employee handbook. There are many good programs out there to assist you. Some are very inexpensive and others are not. Depending on what you need and your level of experience you need to choose the right one.

Thank you and May God Bless You!

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