Code of Conduct for 7 Eleven Convenience Stores

Question: Discuss about the . Answer: Introduction Moral behaviour and high ethical standards play a big role in the success of 7-Eleven. The creation of a code of conduct is therefore important as it provides a guideline for making ethical decisions and prevents cases of discrimination, harassment or action on illegal acts. A code of conduct is necessary as it highlights the important values which employees of 7-Eleven are required to uphold for better relationships at work (Wilkins et al. 2014). All 7-Eleven personnel are therefore expected to read the code of conduct, agree to it and comply with the stipulated laws at all times while acting as a representative of the company. Discrimination refers to the unfair treatment of person or group of people on the basis of their gender, race, sexual preference, disability or nationality among other traits. For an inclusive environment, all forms of discrimination against diversity at the workplace should not be encouraged (Barak, M.E.M. 2016). 7-Eleven is highly against any form of discrimination to both fellow employees and customers. For a safe working environment, employees are expected to abstain from engaging in harassment, bullying or any discriminatory activities. Employees should also take note of the fact that engaging in such behaviour could be against the law and may call for legal action. Specifically, discrimination against international students working for the company is strictly prohibited. A study done by a student at Sydney University, Australia has shown that 60% of international students in employment are underpaid. An example of discrimination would be where employers take advantage of the limited local language speaking capabilities and understanding of the labour system by the international students to cheat them off their wages. 7-Eleven employers must ensure that international students have a full understanding of their rights and that they are compliant with relevant regulations such as the student visa permit. Employees are encouraged to report any cases of discrimination, bullying or harassment experienced or witnessed at the workplace to the relevant authorities within the company. Failure to report or address cases of discrimination affects all related parties negatively as is seen in cases where international students fail to challenge their employers and end up getting underpaid or no pay at all. Disciplinary action will be taken on all reported cases of discriminatory conduct within the stipulated work environment. Exploitation Exploitation in the work environment can be described as the act of taking advantage of an individual in a process that requires the individual to contribute more than they can receive in return. A situation in which the employee is underpaid despite delivering services fully to the employer is one example of exploitation. Exploitation is unlawful and should not be encouraged in the workplace. Employees are expected to refrain from exploitation or face stern disciplinary action when found to have engaged in exploits of any manner. Labour from international students in some countries is considered a large contribution to the economy (Paltridge, Mayson and Schapper 2014). Cases have been reported of international students in Australia who have been underpaid or not paid at all where their employers take advantage of the fact that they have limited understanding of the labour laws. Employers are also reported to coerce the international students into breaching their student visa conditions where a student is not allowed to exceed 40 working hours a fortnight, making most of their hours to go unpaid. International students in breach of this regulation face immediate deportation and this makes it hard for complaints to be forwarded. 7-Eleven personnel are therefore expected to conduct themselves in a fair manner in all activities without exploitation. Sexual exploitation is another form of exploitation in the work place where employment benefits are handed out based on sexual favours. In view of this, employee benefits such as promotions are expected to be given based on merit and performance. Employees should not engage in sexual exploitation under any circumstance and disciplinary action will be taken in any such case. Employee rights must be observed at all times to ensure that the working environment is free from all forms of exploitation. Some of the laws and policies in certain countries also contribute to exploitation of employees with the example of reduced funding for the Fair Work Ombudsman in Australia making it harder to fight for the rights of international students in the country. Employees are expected to know and understand their rights so that their vulnerabilities are not exploited. Corruption Corruption can be depicted as the engagement in acts that are dishonest or not within ethical standards especially by a higher authority often for personal gain. Workplace corruption exposes the company to an unfavourable working environment (Vickers 2014). Embezzlement and bribery are some of the forms of corruption that can be experienced at the workplace. Even though some of the corruption practices at the workplace may not be unlawful, employees are not allowed to practise it at any level. Corruption is highly prohibited at the workplace and cases of corruption must be reported through the appropriate channels. Bribery is the act of exchanging favours in order to gain an advantage that is not deserved. Employees must not engage in bribery in the form of hospitality, expenses or gifts. Gifts offered to the employees exceeding the value set by the company may be considered to be bribes and must not be accepted. Another example would be any offers or promises made to the employee in exchange for tampering with company property or services. Cases of bribery experienced or suspected by employees or individuals working for 7-Eleven should be brought forward. Corruption can be masked by charitable organizations where employees document embezzlements or fund misappropriations as charitable donations. Misuse and misappropriation of company resources by the employees for personal gain is unacceptable in the companys code of conduct. Corruption involving unlawful loss or theft is illegal and action taken to corrupt employees may be by legal officers. 7-Eleven personnel must uphold high moral standards and refrain from taking part or assisting in any corruption incidences at the workplace. Dishonest and Fraudulent Behaviour Honesty and accountability play a big role in maintaining proper working relationships in the workplace (Rujoiu O. and Rujoiu V. 2014). Fraud refers to actions leading to financial loss to the affected party achieved through deception. Fraudulent behaviour can be illustrated in an example where records are knowingly falsified, destroyed or concealed with the intention of personal gain or to cover up dishonest acts. Recent research reports a case where a company used falsified payroll records to cover up the underpayment of its workers. 7-Eleven employees must not engage or assist in any form of fraudulent behaviours. The employees are expected to maintain high ethical standards at all times while engaging as a representative of the company. Dishonest behaviour is exhibited when an employee participates in activities that are against the stipulated rules and regulations resulting in a loss. Situations in which dishonest behaviour may come to play include misuse of company information and dishonest violation of confidentiality and privacy as set out in the code of conduct. Gifts or favours exceeding a set value should not be accepted since it may suggest that something is expected in return and a breach of this is considered as dishonest behaviour. Fraudulent and dishonest behaviour is unethical and may even be illegal and it is therefore in the best interest of employees that they are compliant with the stipulated code of conduct and do not engage in either fraud or dishonesty. Some employers practise fraud by paying their employees then asking for most of it back as was the case for some international students in Australia as revealed by a 4Corners documentary. Employees are also expected to be accountable for all their decisions and engagements at the workplace and report any cases of dishonest behaviour and fraud so that appropriate action may be taken. Whistle-blower Protection Individuals reporting cases of misconduct or breach policy in good faith will not be held to a disadvantage. Unfavourable actions taken against such a person for doing so is not acceptable. Cases where one feels detrimental actions have been made against them for making allegations should be reported. Threats, discrimination, demotion, dismissal or some form of disciplinary action to the whistle-blower are some examples of treatment that is detrimental. International students may fail to report misconduct by employers due to threats made on basis of violation of their students visa restrictions. Disciplinary action is taken on employees who report false or fictitious cases without sufficient evidence causing the reported individual to bear an undeserved outcome. Whistle-blowers play a major part in exposing fraudulent and dishonest acts which could be detrimental to a company (Mechtenberg, Muehlheusser and Roider 2017). 7-Eleven seeks to provide the highest level of privacy and confidentiality for anyone reporting incidences of breach of code of conduct. Employees making such allegations are also expected to keep reported cases under investigation as confidential. Individuals receiving the reports, investigating or even assisting with information on the reports are also bound by the same confidentiality policy. Full cooperation by all persons involved in a report is expected at all times. Breach of confidentiality in a reported case may result in discrimination of the whistle-blower at the workplace among other negative effects. Confidentiality of all matters regarding reported cases is paramount as it encourages employees to speak up without discrimination. Records and files documented on reported cases of breach of code of conduct must remain protected under strict security and information only released to authorised individuals involved in investigation of the allegations. Release of any information that is private and confidential is a breach of the code of conduct and is dealt with stern disciplinary action. Employees are therefore expected to report any cases without any fear of harassment. Enforcement For promotion of professional, responsible and ethical behaviour at the workplace, the code of conduct has to be enforced and cases of breach dealt with (Wood, Saundry and Latreille 2014). Relevant officials of the company at different levels are assigned to deal with these cases. On completion of investigation of cases regarding breach of conduct, finalised reports are compiled and signed by the assigned personnel. The records should fully describe the discovery, conclusions and make recommendations based on the investigation. Recommendations made after investigations need to be approved by the relevant officials before enforcement of any disciplinary action. Employees of 7-Eleven when found to have engaged cases of fraud and dishonesty are dealt disciplinary action which may include dismissal or termination of employment. Company officials handling a dishonesty or fraud case may be forced in some instances to dismiss the employee during the investigation. The amounts involved in a fraud case may determine whether legal action is taken on involved individuals. It should be noted that money or misappropriated items that is repaid after a fraud case does not indemnify the accused personnel against further action. Disciplinary action determined by relevant officials is taken on any person who puts the whistle-blower at risk through a breach of the privacy and confidentiality policy. This may also include termination of employment depending on the concluded recommendation. Corruption taints the image of the company and individuals involved in addition to the undeserved losses incurred. Cases of corruption or embezzlement by employers in higher levels will be handled with stern action and in some cases legal repercussions. Bullying, harassment and discrimination create a hostile working environment and are prohibited by the code of conduct with the intention of embracing diversity. Any employee or person working with 7-Eleven who engages in any form of discrimination faces disciplinary action. Exploiting of personnel on any basis at the workplace is neither acceptable nor consistent with the 7-Eleven code of conduct. With regard to the extent of engagement and the effect of exploitation, stern action is taken on individual who take part in exploitation. Unlawful exploitation with an example of exploitation of immigrants for free or cheap labour is handle legally by the relevant parties. References Barak, M.E.M., 2016. Managing diversity: Toward a globally inclusive workplace. Sage Publications. Mechtenberg, L., Muehlheusser, G. and Roider, A., 2017. Whistle-Blower Protection: Theory and Experimental Evidence. Paltridge, T., Mayson, S. and Schapper, J., 2014. Welcome and exclusion: an analysis of The Australian newspapers coverage of international students. Higher Education, 68(1). Rujoiu, O. and Rujoiu, V., 2014, November. Academic dishonesty and workplace dishonesty: an overview. In Proc. Int. Manage. Conf (Vol. 8). Wilkins, A.M., Colvard, R. and Lipinski, J., 2014. Does your company have this document? All organizations should have an employee code of conduct. Strategic Finance, 96(1). Wood, S., Saundry, R. and Latreille, P., 2014. Analysis of the nature, extent and impact of grievance and disciplinary procedures and workplace mediation using WERS2011. Acas Research Papers, 10. Vickers, M.H., 2014. Towards Reducing the Harm: Workplace Bullying as Workplace CorruptionA Critical Review. Employee Responsibilities and Rights Journal, 26(2).