Ruby Tuesday Code Of Conduct

Ruby Tuesday: Ethical & Socially Responsive Business Ruby Tuesday opened its first restaurant in 1972 near the University of Tennessee’s campus. Almost 40 years later, the company has grown to roughly 800 locations across the United States and around the world and is comprised of more than 40,000 team members (Ruby Tuesday, n.d.). Ruby Tuesday’s mission is “Quality. Passion. Pride," and to uphold such strong values, it was compulsory that a code of conduct and ethics was established (Ruby Tuesday, n.d.). Key areas that our company focuses on are complying with laws, rules, and regulations- particularly harassment and discrimination. Confidentiality is also an integral part of our code of ethics. Appropriate steps will be taken to assure that

Confidentiality has several different levels that include employee, management, and business information. Employee data includes personal identifying information, disability and medical information, etc. Keeping this material confidential is important because the information could lead to criminal activity to include fraud or discrimination; this can result in decreased productivity and affect employee morale. Management information covers impending layoffs, terminations, workplace investigation of employee misconduct, etc. It should go without saying that sensitive data should only be available to management. Lastly, the business portion includes business plans, company forecasts, and special ingredients/recipes, information that would not be readily available to competitors. Employees and managers should receive training on how to properly handle confidential information (Jules Halpern Associates, LLC,

Ruby Tuesday should have mandatory online training courses to new hires as well as "refresher" training for current employees. Staff should be required to complete the training by a certain due date to ensure it is done in timely fashion. Having a company intranet and a company handbook is another way that Ruby Tuesday can implement its code of conduct; This would ensure that employees have easy access to the information should they have any questions. In conclusion, once employees have gone through proper training courses, having them sign and acknowledge that they have read and agree to abide by the code will be valuable if the code is violated and disciplinary action needs to be