Professionals work in a wide variety of settings and across many different industries including business, science, medicine, education, art, and public service. Many professions have Codes of Conduct that specify ethical behavior and expectations particular to that field. In addition, professionals must often make ethical judgments in their area of specialty that falls outside their specific Code of Conduct. Professionals often need to apply moral reasoning to their interactions with co-workers, clients, and the general public. These resources offer insights that apply to a wide range of professionals as they seek to develop standards of ethical behavior in their careers. Here we are pointing out some professional ethical standards

1. PROFESSIONAL ETHICS
Personal, and corporate standards of behaviour expected by professionals

2. Ethics Defined
“Ethics is concerned with how we should live our lives. It focuses on
questions about what is right or wrong, fair or unfair, caring or uncaring,
good or bad, responsible or irresponsible, and the like.” (Jaksa and
Pritchard, “Methods of Analysis”)
Ethics refers to standards of conduct . . . that indicate how one should
behave based on . . .principles of right and wrong. As a practical
matter, ethics is about how we meet the challenge of doing the right
thing (Josephson Institute of Ethics)

3. Why the Interest in Professional
Ethics?
◼ As occupations become more specialized, the ethical issues
become more specialized
◼ Professional societies have increased efforts to establish ethical
codes to guide members
◼ Increasing public scrutiny, lack of traditional deference
◼ Regulatory oversight, public protection

4. Need for Ethics
Ethical behavior is necessary for an organization
to function in an orderly manner.

5. Ethical Principles
1. Responsibilities:
Professionals should exercise sensitive and
moral judgments in all their activities.
2. The public interest:
Employees should accept the obligation to act
in a way that will serve and honor the public.
3. Integrity:
Employees should perform all responsibilities
with integrity to maintain public confidence.

6. Ethical Principles
4. Objectivity and independence:
Employees should be objective, independent,
and free of conflicts of interest.
5. Due care:
Employees should observe the profession’s
standards and strive to improve competence.
6. Scope and nature of services:
An employee in public practice should observe
the Code of Professional Conduct.

7. Steps in Resolving an Ethical
Dilemma
 Identify the problem
 Identify possible courses of action
 Identify any constraints relating to the decision
 Analyze the likely effects of the possible courses of action
 Select the best course of action

8. “Four-Way Test” for Ethical
Decision Making
 Is it the truth?
 Is it fair to all concerned?
 Will it build goodwill and better friendships?
 Will it be beneficial to all concerned?

9. Personal Ethics
 Be honest at all times
 Convey a sense of business ethics based on your own standards
and those of society
 Respect the integrity and position of your opponents and
audiences
 Develop trust by emphasizing substance over triviality
 Present all sides of an issue
 Strive for a balance between loyalty to the organization and duty
to the public
 Don’t sacrifice long-term objectives for short-term gains

10. Act like a professional in the field,
by having:
 A sense of independence
 A sense of responsibility to organization and the public interest
 Be concerned about the competence and honor of the
profession as a whole
 A higher loyalty to the standards of the profession and fellow
professionals than to the employer/client of the moment.
 The reference point in all activity must be the standards of the
profession and not those of the client or the employer

11. Professional Codes of Ethics (Core
Values)
Advocacy Independence
Honesty Loyalty
Expertise Fairness
“Do the Right Thing”
Behaving Ethically Includes:
• Being honest.
• Keeping promises.
• Doing your job well.
• Not stealing.

12. Code of Conduct
 It is the policy of the company that certain rules and regulations
regarding employee behavior are necessary for efficient business
operations and for the benefit and safety of all employees. Conduct
that interferes with operations, discredits the Company, or is offensive to
clients or coworkers will not be tolerated.
 Every employee of the company shall always:
Maintain absolute integrity
Maintain devotion to duty
 Conduct himself at all times in a manner, which will enhance the
reputation of the company
 Employees are expected at all times to conduct themselves in a
positive manner in order to promote the best interest of the Company.

13. Appropriate employee conduct includes:
 Treating all clients, visitors, and coworkers in a courteous manner.
 Refraining from behavior or conduct that is offensive or undesirable, or which is contrary to the Company’s best interest.
 Reporting to management suspicious, unethical, or illegal conduct by coworkers, clients, or suppliers.
 Reporting to management any threatening or potentially violent behavior by coworkers.
 Cooperating with company investigations.
 Complying with all Company safety and security regulations.
 Wearing appropriate clothing.
 Performing assigned tasks efficiently and in accordance with established quality standards.
 Reporting to work punctually as scheduled and being at the proper work station, ready for work, at the assigned starting time.
 Giving proper advance notice whenever unable to work or report on time.
 Maintaining cleanliness and order in the workplace and work areas.
 The following conduct is not acceptable and individuals engaged in it shall subject to discipline, up to and including termination:
 Violating any Company policy or the terms and conditions of the employment contract.
 Engaging in intimidation or threatening acts of workplace violence involving a coworker, guest, or client.
 Engaging in any form of harassment. Requesting another employee to lend or borrow money or any form of credit shall considered as
harassment.
 Reporting to work under the influence of alcohol or illegal drugs, or possessing alcohol, illegal drugs on Company premises.
 Disclosing confidential Company information.
 Falsifying or altering any Company record or report, such as an employment application, medical record or report, expense accounts, Sales
Report , Production Report, absentee report, or shipping and receiving records.
 Stealing, destroying, defacing, or misusing Company property or another employee’s or client’s property.
 Misusing Company communication systems, including electronic mail, computers, Internet access, and telephones.

14. Act of Misconduct
Without prejudice, to the general meaning of the term, ‘misconduct’, it shall be deemed to include the following:
 Habitual late attendance or willful or habitual absence from duty without sufficient cause.
 Habitual Negligence of neglect or duty, malingering slowing down of work or inciting other to do so.
 Leaving place of work, if residing in the Company’s quarters, by the clerical and other essential categories, of staff
without informing the Competent authority.
 Gambling, drunkenness, intoxication, riotous, or disorderly behavior, threatening, or coercing other employee or
interference with the work of other employee.
 Collection of, or canvassing for, moneys within the precincts of the Company without permission of the
management.
 Acceptance of gifts from subordinates and engaging in money lending.
 Deliberately spreading false information or rumors with a view to bringing about disruption in the normal work of the
Company.
 Canvassing for business of Insurance agency, commission agency, etc. amongst the employees of the Company.
 Theft, fraud or dishonesty in connection with Company’s business or property.
 Unauthorized use or occupation of the Company’s quarters.
 Habitual indiscipline, or willful insubordination or disobedience of any lawful or reasonable order of higher authority.
 Giving false information regarding one’s particulars for the purpose of employment or concealing any facts about
previous employment, age or any other particulars required by the Company.
 Taking or giving, offering or asking for bribes or any illegal gratification whatsoever or indulging in corrupt practices.
 Assaulting or intimidating employee of the Company in the Company’s work premises or Hostel.
 Causing willful damage to work in progress or to the property of the Employer

15.  Bringing or attempting to bring any political or other outside influence to bear upon any superior authority in respect of matters pertaining to
services under the Company.
 Participating in radio-broadcast, or contributing any article or writing any letter to any newspaper, periodical on a subject having a bearing
on the affairs of the Company without prior permission of the Management.
 Going on illegal strike either singly or with other workers.
 Conviction by a Court of law for any criminal offence involving moral turpitude.
 Any breach of the Shops and Establishment Act 1960 or any other Act. Or any Rules, Regulations or byelaws there under or of HR Manual.
 Engaging in any other employment whilst still in the service of the Company without permission of the management.
 Canvassing for union or party membership or the collection of union or party, dues or contributions etc. in the Company’s work premises.
 Organizing, holding, attending or taking part in any meeting within the Company’s work permission without prior permission of the
management.
 Distribution or exhibiting in the Company’s work premises or hostel, handbills, pamphlets, posters or causing them to be displayed by means of
signs or writing or other visible representation any matter prejudicial to the Company without prior sanction of the management.
 Refusal to accept any charge-sheet or order or notice communicate in writing.
 Conduct within the office premises or its precincts which endanger life or safety of any person.
 Willful falsification, defacement or destruction of personal records or any record of the Company.
 Allowing an unauthorized person to operate Company’s vehicles or machinery without permission of the Competent Authority.
 Wrongfully confining forcibly detaining any employee of the Company.
 Possession of unlicensed arm or lethal weapons within the Company’s work premises or its hostel premises without prior permission of the
Management.
 Sleeping while on duty.
 Resorting to go slow.
 Neglect of Work.

16.  Company will not tolerate harassment or intimidation of our employees on any basis
prohibited by law, including race, color, sex, age, religion, national origin, handicap,
disability, marital status, or veteran status. Moreover, any suggestions made to any
employee that sexual favors will affect any term or condition of employment with the
Company will not be tolerated. The following are examples of conduct that,
depending upon the circumstances, may constitute sexual harassment:
 Unwelcome sexual jokes, language, epithets, advances or propositions;
 Written or oral abuse of a sexual nature, sexually degrading or vulgar words to
describe an individual;
 The display of sexually suggestive objects, pictures, posters or cartoons;
 Unwelcome comments about an individual’s body;
 Asking questions about sexual conduct;
 Unwelcome touching, leering, whistling, brushing against the body, or suggestive,
insulting or obscene comments or gestures;
 Demanding sexual favors in exchange for favorable reviews, assignments,
promotions, or continued employment, or promises of the same.
 Any such unforeseen incidents will also be dealt in accordance with the provisions of
the Sexual Harassment of Women (Prevention, Prohibition &Redressal) Act, 2013 and
Sexual Harassment of Women at Workplace (Prevention, Prohibition &Redressal) Rules
2013.

17. Questions ?

18. THANK YOU
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