Defining Ethical Policy & Procedure
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Defining Ethical Policy & Procedure
道德政策和程序代写 Workplace policies and procedures play a very defining role in shaping the behaviors of the employees as well as managers.
Introduction to Workplace Policies and Procedures
Workplace policies and procedures play a very defining role in shaping the behaviors of the employees as well as managers. Organizational policies are devised to set expectations and to make a just and fair working environment. These policies will always keep the behavior of the employees in check and they will always be held accountable for their deeds in the light of these policies. In addition to that policies and procedures are created in accordance to the laws and regulations. And to ensure that each element and factor in the organization is complying with the law.
By creating policies, the organization is not only able to protect the organizational rights but it also creates a fair environment where the rights of the employees and employers are also secured (Soylu, 2017). Along with this by devising policies and procedures will also assist the management in formulating a sound. And diligent decision and it paves the way for the management to work more effectively. And take more sustainable steps even in the crucial situations (Csiernik, 2003). There are a plethora of organizational policies and each policy has a defined and unique purpose.
译文：
工作场所政策和程序简介 道德政策和程序代写
工作场所政策和程序在塑造员工和经理的行为方面起着非常重要的作用。组织政策旨在设定期望并营造公正和公平的工作环境。这些政策将始终控制员工的行为，并且他们将始终根据这些政策对自己的行为负责。除此之外，政策和程序是根据法律法规制定的。并确保组织中的每个要素和因素都遵守法律。
通过制定政策，组织不仅能够保护组织权利，而且还创造了一个公平的环境，员工和雇主的权利也得到了保障（Soylu，2017）。与此同时，制定政策和程序也将有助于管理层制定合理的方案。勤奋的决策为管理层更有效地工作铺平了道路。即使在危急情况下也采取更可持续的步骤（Csiernik，2003 年）。有大量的组织政策，每个政策都有一个明确的和独特的目的。
Ethical Policies and Their Explanation 道德政策和程序代写
1.External Hiring Policy:
Objective:
The objective of this policy is to recruit talented and qualified candidates that appropriately suits the standing position in the company. Each individual will go through a deep evaluative process of recruitment that is as follow:
Elements of Policy and Procedure
Personnel requisitions: Personal requisitions must be fulfilled by all the leading positions of the company approved by the CEO and vice-president of the company. This will help the company to fill the positions and it includes all the necessary details for the job opening.
Intake meeting: Intake meeting is a part of the hiring process in which HR will reach out to the hiring manager to conduct an intake meeting before posting about the job to learn deeply about the position.
Job posting: The HR department will post about the job opening that will include all the details about the job description and the company.
Interview process: The HR manager along with the hiring manager will conduct screening processes of the applicants and conduct evaluative interviews of the shortlisted candidates.
Reference Check: At this step, HR will conduct a thorough reference check, and all the information mentioned by the applicant in his form will be cross-checked and the HR will check the professional employment reference check as well.
Job Offers: At the final stage of recruitment, the job offer will be sent to the deserving and best-suited candidates. This will be sent after all the testing and evaluating phases.
译文：
道德政策及其解释 道德政策和程序代写
1.外部招聘政策：
客观的：
该政策的目标是招聘适合公司现有职位的有才能和合格的候选人。每个人都将经历如下的招聘深度评估过程：
政策和程序的要素
人事聘用：个人聘用必须由公司首席执行官和副总裁批准的公司所有领导职位履行。这将有助于公司填补职位空缺，并包括职位空缺的所有必要细节。
入职会议：入职会议是招聘流程的一部分，在此过程中，HR 将与招聘经理联系，召开入职会议，然后再发布有关职位的信息，以深入了解该职位。
职位发布：人力资源部门将发布有关职位空缺的信息，其中包括有关职位描述和公司的所有详细信息。
面试流程：人力资源经理和招聘经理将对申请人进行筛选流程，并对入围候选人进行评估面试。
参考检查：在这一步，HR会进行彻底的参考检查，申请人在表格中提到的所有信息都会被交叉检查，HR也会检查专业就业参考检查。
工作机会：在招聘的最后阶段，工作机会将发送给应得且最适合的候选人。这将在所有测试和评估阶段之后发送。
2.Promotion Policy
Objective
The objective of this policy is to grant promotion to the internal applicants based on the excellency and improvement in their performance. The promotion policy can be applied to any employee who has completed an ample tenure in the organization. The promotion will be granted to the employee to increase his/her rank and with higher rank. There will be also an increment in the responsibilities, salary, and authority.
Elements of Policy and Procedure
Promotional Meetings: The employers and the HR managers will conduct a deep evaluative meeting with the employees who are applying for the promotion and they will discuss their career growth and development program, and their achievements in the work.
Identification of Opportunities: The managers will then conduct a thorough investigation of the possible occupational opportunities for the employees and will conduct a check on their performance in the company.
Approval: The managers at this step will ask for the approval of the leading positions and the supervisors of the company and will also discuss with them about further possibilities.
Final Verdict: A final decision will be declared based on the testing and investigation process and once the position and the employee for the promotion are declared the employee will be notified for further process.
Disciplinary Action
Disciplinary action will and can be taken against all the employers or leading authorities and employees who try unfair practices and means to reach to their desired positions. No unfair practices such as forgery of documents, fake performance reviews will be allowed in any case.
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2.促销政策 道德政策和程序代写
客观的
该政策的目标是根据内部申请者的优秀和绩效提升给予晋升。晋升政策适用于在组织中已完成足够任期的任何员工。晋升将授予员工以提高他/她的等级和更高的等级。职责、薪水和权力也会增加。
政策和程序的要素
晋升会议：雇主和人力资源经理将与申请晋升的员工进行深入的评估会议，他们将讨论他们的职业成长和发展计划，以及他们在工作中取得的成就。
机会识别：经理将对员工可能的职业机会进行彻底调查，并对他们在公司的表现进行检查。
审批：此阶段的管理人员将征求公司领导和监事的批准，并与他们讨论进一步的可能性。
最终裁决：将根据测试和调查过程宣布最终决定，一旦宣布晋升职位和员工，将通知员工进行进一步处理。
纪律处分
将而且可以对所有尝试不公平做法和手段以达到其理想职位的雇主或领导当局和雇员采取纪律处分。任何情况下都不允许伪造文件、虚假绩效评估等不公平行为。
3.Employee Code of Conduct Policy
Objective
The scope of the policy is implemented for every individual working in the company. The policy is devised to ensure a sustainable and appropriate behavior of the employees working within the organization to ensure that each individual is working with a suitable behavior and is not degrading the organization, or the other fellows. The code of conduct policy will be applied to all the employees and whoever fails to abide by it will be prone to disciplinary actions.
Elements of Policy and Procedure
Compliance with Law: All the employees are advised to protect the legality of the company. The employees are also instructed to adhere to all the legal, environmental, organizational as well as safe and fair dealing laws. The employees are expected to ethically and responsibly deal with the finances of the company.
Respectful Behavior in the Workplace: While working in the organization the employees are expected to demonstrate respectful behavior towards every individual in the organization. The employees as well as the managers are advised to show avoidance from any act of discrimination, harassment and any portray of victimization.
Correct Utilization of Organizational Resources: The employees are expected to utilize all the resources of the company whether tangible or material with great care and respect. The employees are advised to pay great attention to the purpose of all the resources and should not negatively use it for their gain. The employees are expected to demonstrate sincerity with the company’s private and important documents and files and should not outsource it any cost.
Professionalism:
The employees are expected to show utmost professional behavior in all of their dealing and they should delegate as well as handle all the tasks and responsibilities with professional and serious attitude.
Employee Appearance: All the employees working in the organization are expected to appear in a professional appearance that adheres to the company’s policies and rules of dressing conduct. All the employees should pay special attention to their dress code while visiting the organization.
Absenteeism: All the employees are expected to adhere to their work schedules and complete all the tasks, projects, and responsibilities assigned to them within the advice time frame. The employees should notify the governing body of the organization before if they want a day off or leave.
Avoidance from Corruption: All the employees are advised not to indulge themselves in any kind of activity that promotes corruption. The employees are expected to put the organizational interest before their interest.
Disciplinary Actions
In case any employee fails to comply with the code of conduct devised by the organization he/she will be liable to the disciplinary actions taken against him by the organizational body. The disciplinary actions make include
- Demotion
- Termination
- Reprimand
- The decrement in the benefits provided
译文：
3.员工行为准则政策 道德政策和程序代写
客观的
该政策的范围适用于在公司工作的每个人。该政策旨在确保在组织内工作的员工的可持续和适当的行为，以确保每个人都以合适的行为工作，并且不会有辱组织或其他同事。行为准则政策将适用于所有员工，任何不遵守的人都将受到纪律处分。
政策和程序的要素
遵纪守法：建议全体员工维护公司合法性。还要求员工遵守所有法律、环境、组织以及安全和公平交易的法律。员工应以合乎道德和负责任的方式处理公司的财务。
工作场所的尊重行为：在组织中工作时，员工应该对组织中的每个人表现出尊重的行为。建议员工和经理避免任何歧视、骚扰和任何受害行为。
组织资源的正确利用：期望员工谨慎和尊重地利用公司的所有资源，无论是有形的还是物质的。建议员工高度注意所有资源的用途，不应消极地利用它来谋取利益。希望员工对公司的私人和重要文件和文件表现出诚意，不应将任何费用外包。
专业性：
员工应在所有交易中表现出最专业的行为，他们应以专业和认真的态度委派和处理所有任务和责任。
员工形象：在组织中工作的所有员工都应以符合公司政策和着装行为规则的专业形象出现。所有员工在访问组织时都应特别注意他们的着装要求。
缺勤：所有员工都应遵守他们的工作时间表，并在建议的时间范围内完成分配给他们的所有任务、项目和职责。员工如果想休息或休假，应事先通知组织的管理机构。
避免腐败：建议所有员工不要沉迷于任何助长腐败的活动。员工应将组织利益置于自身利益之上。
纪律处分
如果任何员工未能遵守组织制定的行为准则，他/她将受到组织机构对其采取的纪律处分。纪律处分包括
- 降级
- 终止
- 惩戒
- 提供的福利减少
4.Equal Employment Opportunity (EEO) Policy
Objective
The objective of this policy is to ensure that all the employees working within the organization are provided with equal occupational opportunities and no one is granted a high or low rank based on preferential treatment.
Elements of Policy and Procedure
Hiring: All the external, as well as internal applicants, will be recruited and selected for a post based on the merit and to ensure this the HR manager will conduct a thorough investigation of their submitted proposals.
Training: All the shortlisted candidates will be further provided with ample guidance and training programs under the performance management departments to ensure maximum results in their performance and to nurture their career and growth development.
Evaluative Performance: After the hiring and training sessions all the employees will be evaluated based on their performances in the organization. The candidates demonstrating maximum efficiency will achieve the desired positions on equal merits.
Disciplinary Actions
Disciplinary action will and can be taken against any employer who whatsoever tries to violate the EEO policy and he will be liable to strict actions.
译文：
4. 平等就业机会 (EEO) 政策 道德政策和程序代写
客观的
该政策的目标是确保为组织内的所有员工提供平等的职业机会，没有人因优惠待遇而被授予高低级别。
政策和程序的要素
招聘：所有外部和内部申请者都将根据优点进行招聘和选拔，并确保人力资源经理对他们提交的申请进行彻底调查。
培训：所有入围的候选人将进一步得到绩效管理部门的充分指导和培训，以确保他们的绩效取得最大的成果，并促进他们的职业和成长发展。
绩效评估：在招聘和培训课程结束后，所有员工将根据他们在组织中的表现进行评估。表现出最高效率的候选人将在同等条件下获得理想的职位。
纪律处分
任何试图违反 EEO 政策的雇主都将受到纪律处分，并且他将面临严厉的处罚。
5.Workplace Harassment or Violence Policy
Objective
The objective of this policy is to ensure a better, secure, and more beneficial working environment for the goodwill of employees where they can work with more productivity without any apparent tension or stress.
Types of Workplace Harassments:
- Sabotaging the work of another employee
- Bullying someone based on their appearance, religion, or culture.
- Demonstration of cruel or derogatory behavior
- Spreading fake news about someone
- Character assassination
- Sexual harassment
Elements of Policy and Procedure
To ensure that every employee is secured from such kinds of workplace harassment it is advised that the employees may reach out to the following persons and take specific steps.
Offenders: The employees are expected to reach out to the offenders directly if the offenders do not know that their actions can be considered as harassment. This should be done only in minor cases to resolve the matter within the department.
Department manager: If any stakeholder or customer is inflicting harassment on the employee then in such cases the employees are advised to take their matter to their respective department manager and complaint the offender to the manager. The manager will further investigate the matter and talk to HR.
HR: The employees can further consult the HR manager and complaint to them about the offenders and file legal actions against them.
Disciplinary Actions
Strict disciplinary actions will and can be taken against the members of the organization who fails to adhere to these policies and continue to harass the victim. Termination and legal action can also be taken against them.
译文：
5.工作场所骚扰或暴力政策 道德政策和程序代写
客观的
该政策的目标是为员工的善意确保一个更好、更安全和更有益的工作环境，让他们可以在没有任何明显紧张或压力的情况下以更高的生产力工作。
工作场所骚扰的类型：
- 破坏另一名员工的工作
- 根据某人的外表、宗教或文化来欺负他
- 表现出残忍或贬损的行为
- 散布关于某人的假新闻
- 人物暗杀
- 性骚扰
- 政策和程序的要素
为确保每位员工免受此类工作场所骚扰，建议员工联系以下人员并采取具体措施。
违法者：如果违法者不知道他们的行为可被视为骚扰，员工应直接与违法者联系。这应该只在轻微的情况下进行，以解决部门内的问题。
部门经理：如果任何利益相关者或客户对员工进行骚扰，那么在这种情况下，建议员工将此事提交给各自的部门经理并向经理投诉。经理将进一步调查此事并与 HR 交谈。
人力资源：员工可以进一步咨询人力资源经理，向他们投诉违规者并对其提起法律诉讼。
纪律处分
对于不遵守这些政策并继续骚扰受害者的组织成员，将会并且可以对其采取严格的纪律处分。也可以对他们采取终止和法律行动。
6.Anti-Discrimination Policy
Objective
The objective of this policy is to secure the workplace and avoid any discriminatory acts that can cause damage to the organizational reputation. The policy will also protect the interest and benefits of the employees and by avoiding any discriminatory act the organization will be able to create a just and fair working environment.
Types of workplace discrimination
- Age
- Gender
- Ethnicity/ Culture or Racial
- Pregnancy
- Religion
- Disability
Elements of Policy and Procedure
To prevent any act of discrimination on the part of employers about the workplace following are some of the preventative measures.
Detailed Records: Employers are advised to keep a detailed record of the performance of the employees. And they should always maintain a deep evaluative report on the employee’s behavior and performance.
Flexibility: Employers are advised to provide flexibility to the disabled and pregnant employers so that they cannot charge any allegations. Giving them flexibility will also prove beneficial for creating a productive work environment.
Fair Treatment: Employers are advised to treat all the employees based on their performance and skills, and provide equal and fair treatment to all the employees and guide them on their mistakes. No preferential treatment or workplace bias will be accepted.
Formal Job Criteria: A formal and structured job recruitment criteria should be stabled which includes a list of steps so that each applicant can be evaluated based on his skills and performance and hired based on his capabilities.
Disciplinary Actions
According to the EEO policy allegations against the discriminatory authority will be judged and investigated thoroughly to evaluate the situation. Strict legal actions will be taken against the employers practicing discriminatory acts and they will be accountable for major and strict organizational actions such as demotion, termination, etc.
译文：
6.反歧视政策 道德政策和程序代写
客观的
该政策的目标是保护工作场所并避免任何可能损害组织声誉的歧视行为。该政策还将保护员工的利益和福利，通过避免任何歧视行为，组织将能够创造一个公正和公平的工作环境。
工作场所歧视的类型
- 年龄
- 性别
- 种族/文化或种族
- 怀孕
- 宗教
- 失能
政策和程序的要素
为了防止雇主对工作场所的任何歧视行为，以下是一些预防措施。
详细记录：建议雇主详细记录雇员的表现。他们应该始终保持对员工行为和绩效的深入评估报告。
灵活性：建议雇主为残疾和怀孕的雇主提供灵活性，以便他们不能提出任何指控。为他们提供灵活性也将有助于创造富有成效的工作环境。
公平待遇：建议雇主根据员工的表现和技能来对待所有员工，并为所有员工提供平等和公平的待遇，并引导他们改正错误。不接受任何优惠待遇或工作场所偏见。
正式工作标准：应稳定正式和结构化的工作招聘标准，其中包括一系列步骤，以便可以根据每个申请人的技能和表现对其进行评估，并根据其能力进行聘用。
纪律处分
根据 EEO 政策，将对歧视性机构的指控进行彻底的判断和调查，以评估情况。对有歧视行为的用人单位将依法追究其法律责任，并对降级、解聘等重大、严密的组织行为追究责任。
7.Workplace Safety, Health, and Confidentiality Policy
Objective
The objective of this policy is to create a lawful, innovative, peaceful, and productive working environment, and this policy is applied to all the workforce of the organization.
Elements of Policy and Procedure
Security of Important Documents: All the employees, as well as managers, are expected to access the important organizational documents securely so that their privacy can be maintained. (Dillon et al., 2008) The managers are advised to not outsource any important data of the organization that can be used against the organization by the competitor. All the important files and data must be used responsibly and reasonably.
Provision of Safety to Employees: All the employees and managers should be provided with safety gear and resources whenever they work in dangerous working sites that can cause health hazards. Proper arrangements should be made for stabilizing their mental as well as physical health and they should be provided with a positive working environment as this will affect their performance (Lowe & Korr, 2008).
Safety Training Sessions: All the working force should be provided with training sessions in which they should be taught about safety measures and preventative actions that they can practice to secure themselves from any dangerous threat. Visual demonstrations and presentations must be made available to them.
Emergency Management: Emergency management devices and gears such as smoke alarms, sprinklers, and fire extinguishers must be functional in the organization. All the employees and managers must be provided with technical training.
Disciplinary Actions
Disciplinary action will and can be taken against any employee or managers who fails to keep up with the confidentiality of data and safety policy and whoever plans to damage or destruct organizational safety.
译文：
7.工作场所安全、健康和保密政策 道德政策和程序代写
客观的
该政策的目标是创造一个合法、创新、和平和富有成效的工作环境，该政策适用于组织的所有员工。
政策和程序的要素
重要文件的安全性：希望所有员工和经理都能安全地访问重要的组织文件，以保护他们的隐私。 (Dillon et al., 2008) 建议管理者不要将组织的任何重要数据外包给竞争对手使用。必须负责任、合理地使用所有重要的文件和数据。
为员工提供安全：当所有员工和经理在可能导致健康危害的危险工作场所工作时，应为其提供安全装备和资源。应该为稳定他们的心理和身体健康做出适当的安排，并且应该为他们提供积极的工作环境，因为这会影响他们的表现（Lowe & Korr，2008）。
安全培训课程：应为所有工作人员提供培训课程，在培训课程中，他们应了解安全措施和预防措施，他们可以练习这些措施和预防措施，以保护自己免受任何危险威胁。必须向他们提供视觉演示和演示。
应急管理：应急管理设备和装置，如烟雾报警器、洒水器和灭火器，必须在组织中发挥作用。所有员工和管理人员都必须接受技术培训。
纪律处分
任何未能遵守数据保密性和安全政策的员工或管理人员以及任何计划损害或破坏组织安全的员工或经理都将受到纪律处分。
Conclusion
Policies and procedures are important for an organization because these policies provide a guiding path to all the entities associated with the organization on so many levels. The organization can not only seek guidance and assistance with these policies but they can also get aid from these policies to defend their legal rights. Moreover, such policies also greatly assist the employees. And the working force can turn to these policies whenever they face any absurdity in the organization. Based on the organizational needs and requirements it can devise a set of policies. And procedures that will ultimately ensure the goodwill of both the organization as well as the employees.
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结论 道德政策和程序代写
政策和程序对组织很重要，因为这些政策为与组织相关联的所有实体在如此多的层次上提供了指导路径。 组织不仅可以寻求这些政策的指导和帮助，而且他们还可以从这些政策中获得帮助来捍卫自己的合法权利。 而且，这样的政策对员工也有很大的帮助。 每当员工在组织中遇到任何荒谬的事情时，他们都可以求助于这些政策。 根据组织的需要和要求，它可以设计一组策略。 以及最终将确保组织和员工的善意的程序。
References 道德政策和程序代写
Csiernik, R. (2003). Ideas on Best Practices for Employee Assistance Program Policies. Employee Assistance Quarterly, 18(3), 15-32. https://doi.org/10.1300/j022v18n03_02
Dillon, T., Hamilton, A., Thomas, D., & Usry, M. (2008). The Importance of Communicating Workplace Privacy Policies. Employee Responsibilities And Rights Journal, 20(2), 119-139. https://doi.org/10.1007/s10672-008-9067-1
Lowe, T., & Korr, W. (2008). Workplace Safety Policies in Mental Health Settings. Journal Of Workplace Behavioral Health, 22(4), 29-47. https://doi.org/10.1080/15555240802157130
Soylu, A. (2017). Union Effects in Employee Performance and HRM Policies. Ergonomics International Journal, 1(1). https://doi.org/10.23880/eoij-16000105
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