At HT’s Back Porch, our success depends on us being able to earn and preserve the trust of our guests and all of our other stakeholders included employees, shareholders, and the community where we do our business. The only way that we can earn their trust is by always doing our best to do the right thing. HT’s Code of Conduct lays out our expectations of everyone who represents HT’s Back Porch. At HT’s we have a commitment not only to ourselves, but to those that we encounter every day. We must behave in such a way that encouragers the trust of our guests, employees and fellow coworkers, suppliers, shareholders, and our community. All this means is that we must obey the law and comply with the Code and all other company policies. We treat …show more content…
All purchases and contract decisions are based upon quality, service levels, and price. We do not base any business decisions off of personal relationships. Suppliers have every right to expect us to honor terms of contracts, to pay on time, and to protect their proprietary information. HT’s believes in competition in the marketplace but we expect it to be fair and open. We do not discuss price, distribution, or our suppliers with competitors or potential competitors as it is against the law. As an employee of HT’s, you must never engage in discussions with competitors or potential competitors that could be viewed as trying to control prices, the sale of any product, or boycotting certain suppliers. Theft of competitor’s proprietary information will also not be …show more content…
Our shareholders depend on the quality of the information that we provide them about our company. All financial books, records, and accounts must be kept up to date and accurately reflect all transactions and events. You must never become involved in something that could cause our financial statements to be misleading in any way. Making false claims on time sheets or time sheets, falsifying quality or safety results, recording false sales, under or overstating assets or liabilities, or deferring items that should be expensed is not acceptable and will not be tolerated. Every employee has a responsibility to take every step to provide full and accurate reports that will be shared with our stockholders and the general public. Each of us is expected to comply with record retention schedules and must never destroy documents in response to or anticipation of an investigation or lawsuit. All documents must and only be disposed of after a certain period of time. All employees are responsible for protecting and not misusing any assets of HT’s. Company electronics are to be used only for business purposes and in compliance with company policy. HT’s has a right to review any and all internet activity and email communications that are carried out on company electronics. You must never disclose company information to anyone, regardless of how “private” or
When discussing responsible practices within businesses it is important that these are carried out throughout each of the business sectors, these include the Marketing sector, Operations, Human Resources and the Finance sector. I will be investigating the practices that Greggs have put in to place for each of these sectors and how they affect the business.
Through all of this, Cleveland based Sherwin-Williams has remained committed to customer service and production of a quality product. They have a strong commitment to everyone involved in their company – customer, vendor, shareholder and employee alike. As stated in their business ethics policy, they are committed to conducting business in an ethical and legal manner throughout the world with the highest standards of integrity. They are committed to protecting the environment, health and safety of employees, customers and the public and they are an example for any company out there of how a successful company conducts business. (www.sherwinwilliam...
Phoenix House is committed to responsible corporate behavior. This governs the way the organization interacts with key stakeholders: clients, business partners, referral sources, contract holders, state regulators, donors, employees, vendors and the communities in which programs are operated. It impacts how the organization conducts activities related to service provision, human resources, marketing, fundraising and business affairs. It is the policy of Phoenix House that all employees, volunteers, interns, consultants, and board members will follow a strict code of ethics which sets forth specific legal, professional, and moral standards. Certain core values apply regardless of position. Additional codes address practices
As your chief executive officer, I feel the professional obligation to bring some concerns to your attention. Ferguson Enterprises strives to maintain the motto “Nobody expects more from us than we do.” I would like to reiterate the importance of this statement in an ethical sense. Ethics is the proper practices and policies regarding potentially controversial issues, such as corporate governance, bribery, discrimination, and fiduciary responsibilities. Good ethical conduct is not merely required; it is expected from each individual who represents Ferguson.
Taco Bell’s response to the “meat filling” charges was quick and direct. In an attempt to reassure both the customers and employees, Taco Bell launched an advertising campaign explaining the ingredients in its ground beef. The following analysis will discuss how Taco Bell used integrative thinking to combat the bad press and how the company applied Weick and Sutcliffe’s five HRO principles to reverse the negative sentiments generated by the lawsuit. I will also suggest small wins for Taco Bell in regards to the functionalities and implementation of the five HRO principles in order to manifest a more mindful and sustainable infrastructure in the wake of this event.
However, unlike McDonald's over the past three years, H&R Block has been in the market of “land grabbing” and buying back franchised owned offices sadly this is not for better control but to pad numbers for wall street. "Delivering consistent service quality to clients anywhere, anyway and anytime they want to be served" (Coate, 2014). One would think now that the company has almost 70% business ownership that ensures employees understood the vision would be effortless (H&R Block, Inc. 2016). Still, this new vision by Cobb led to a few challenges for H&R Block employees.
In conclusion, a company’s financial statements regarding its financial position are critical to all concerned. First and foremost, these financial statements provide critical tools for companies to make decisions to improve its share value in the global market of fierce competition. Secondly, they provide accountability to shareholders and stakeholders in the company providing better stability in its business practices and requirements regarding the Securities Exchange Commission (SEC) and General Accepted Accounting Principles (GAAP). Lastly, financial statements paint a picture that gives a measurable to the success of a dream once birthed long ago by an entrepreneur to get an idea to the marketplace with great expectations of striking it rich.
But the stakeholders play a very important role in preventing and deterring fraud. Stakeholders includes customers, suppliers, employees, the community and the government. Each play an important role since they have an interest in the integrity of financial reports of the publicly-traded company. Employees have a vested interest in the company’s success and they have a responsibility to protect their interest. Their roles may start from the bottom but they are key players in the company. To help deter or prevent financial statement fraud, the employee must report financial reporting fraud if it is detected. This can be done by way of a vigorous whistleblower program of some other tip line provided by the company. The community and its members, including the news media, can play a regulator role by confirming that the company is a good citizen with fair business practices. Shareholders should make sure that any company in which they’d like to invest is in compliance with standards of oversight and ethics. Investors need to play and active role also. They should be actively involved by monitoring the companies in which they invest. They should attend shareholder’s meeting regularly to discuss concerns and check the books of the company. This will allow them to stay current with what is going on within the company. Shareholders should always remain vigilant and make
It is the policy of Partnership Network that all full and part-time employees, contractors, providers, students, volunteers (collectively referred to as “staff”), and members of the governing authority are expected to perform their designated functions in a manner that reflects the highest standards of ethical behavior. The ethical standards contained in this policy shape the culture and norms of administrative operations and practices. Staff and members of the governing authority will be held fully accountable to these standards. Professionals are expected to follow the ethical standards required by their specific
...t penalty be instituted and the need for top management to certify the accuracy of financial information to reduce the occurrences of fraud should be implemented. The company should initiate proper control and recording process. All transactions should be carefully analyzed, documented in a journal and posted into ledger accounts. An honest external auditor should be used.
In conducting its business, integrity must which underlie all company relationships, including those with customers, suppliers, and communities and among employees. The standards of ethical business conduct are required of S&G employees in the performance of their company responsibilities. Employees will not engage in any conduct or activity that will raise questions as to the company's honesty, impartiality, and reputation or otherwise cause embarr...
its closing time at the restaurant and the staff is working on cleaning and stacking, making it ready for tomorrow. It’s been an old habit for the staff and the bosses to stick together with the cleaning. The restaurant finishes serving its last customer at around 11.45 everyday and by the time they clean up and close shop its nearly always 1 AM. The founder of Harry’s Dhaba Harvinder Singh Sodhi -Harry to his friends has always believed that it is important that the serving staff and the managers work together to ensure that they are all focused on good customer service rather than un-necessary hierarchical power games. This view comes from his own humble beginnings as a push cart vendor when he started out to now an owner of one of Ahmedabad’s fast growing restaurant chains. He believed that ensuring that all his staff was on the same page in their focus on customer satisfaction ensured that every one of them did their jobs properly and felt a form of ownership towards the business. This ensured that new employees coming in also bought
Although Hollate introduced a compliance program and code of conduct when it went public, the programs were put on “the back burner”. This outcome is not surprised for that the company does not pay attention to the programs. It is, therefore, important to “reinforce the values” and “employee a boundary system when actions are inconsistent with the code of conduct” for the purpose of early detection. Tyco provides a good example after its scandal, by initiating “mandatory annual compliance training for all its employees worldwide” and creating the Tyco Guide to Ethical Conduct to familiarize employees with company expectations and help them make ethical decisions. As tips is the most useful method for internal and external sources to detect frauds, the whistleblower hotline should be well communicated with encouragement on reporting any suspicious activity. In addition, to improve the effectiveness of the compliance program and code of conducts, Hollate should implement management monitoring and evaluation on a regular
4. Does the company have a published code of ethics made available to all personnel and does management require employees to confirm that they accept and agree to follow it? Does the frequency of exceptions undermine the code's effectiveness? Does the code of honour comply will all applicable rules and regulations?
The code of ethics of my organization was widely known among employees as ethical values and salient for all employees. Some ethical values presented to the employees were professionalism, fairness, integrity, respect, trust, client service, diversity, and excellence. In addition, the organization stressed a non-retaliation environment: Those who retaliated or tolerated retaliation against any employee who had raised questions or concerns were reprimanded. Employees were to report suspected misconduct relating to the organization’s business or the conduct of any of its managers, employees, clients, or subcontractors. If an employee observed or had good reason to suspect a violation of law or regulation, mandatory reporting of violations was warranted where the employee must report the situation. To be successful with establishing an understanding of ethical value, the organization educated their employees annually, through online or “in-house” training, about how to adhere to the organization’s code of ethics and ethical values at all times. The organization expected employees to emulate the organization’s ethical values and follow these values in the spirit of all applicable laws and regulations. To ensure that these values were followed, the organization provided various resources and tools to address ethical challenges