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The document discusses the Walt Disney Company's code of conduct. It provides details on the content and structure of Disney's 25-page code, which addresses commitments to customers, employees, shareholders, laws, and the community. While well-organized and informative, the code lacks consequences for not following the rules. The document also discusses the risks companies take by not having a code of conduct, such as legal issues, workplace violence, and waste of resources. Overall, it argues that a formal code establishes a company's values and manages risks, even if not legally required.
The document discusses the Walt Disney Company's code of conduct. It provides details on the content and structure of Disney's 25-page code, which addresses commitments to customers, employees, shareholders, laws, and the community. While well-organized and informative, the code lacks consequences for not following the rules. The document also discusses the risks companies take by not having a code of conduct, such as legal issues, workplace violence, and waste of resources. Overall, it argues that a formal code establishes a company's values and manages risks, even if not legally required.
The document discusses the Walt Disney Company's code of conduct. It provides details on the content and structure of Disney's 25-page code, which addresses commitments to customers, employees, shareholders, laws, and the community. While well-organized and informative, the code lacks consequences for not following the rules. The document also discusses the risks companies take by not having a code of conduct, such as legal issues, workplace violence, and waste of resources. Overall, it argues that a formal code establishes a company's values and manages risks, even if not legally required.
The Walt Disney Company distributes a 25-page Code of Conduct document
to each of its employees. This document is well written and addresses areas relevant to all employees. It contains the three main areas addressed as advantages to an effective code of conduct.
The first page of the Disney code of conduct includes a brief letter from Robert Iger, Chairman and CEO, stating the importance of the standards by which the company abides. He also addresses the importance of employees representing the company ethically. He instructs employees to speak up with concerns and problems. Igers personal correspondence and urging of employees to take responsibility for their conduct is a good way to begin.
The code continues by making reference to The Guideline, the companys website for reporting questionable and suspected illegal or unethical activities, filing complaints, and asking questions. There is also a 24-hour telephone hotline for employees who wish to speak with someone.
The Disney code of conduct is well organized and the detailed table of contents makes sorting through the information easier. The code is divided into sections discussing commitments to customers, co-workers, company and shareholders, the law and the community. Each page contains real employee quotes or questions and company answers on the sides of the pages to correspond with each topic of discussion.
It is continually made clear throughout the document that the code of conduct takes precedence over instructions from management and that the law takes precedence over the code of conduct. Employees are instructed to read and learn the code as well as the laws so that they can be knowledgeable about issues that may affect them in the workplace. In the case where something is unclear, employees are instructed to contact various departments such as Human Resources or the Legal Department to get answers to their questions.
To simplify the reading, key words and ideas are defined within sections. For example, three pages are devoted to accepting gifts. Gifts are defined with examples and the document includes a gift decision tree. Employees are also instructed to contact the Management Audit Department for further questions or concerns. Disney has gone above and beyond with the organization of this document, including a glossary of terms at the end. Employees are also given a table listing company resources and contact information if they should have questions on various sections.
Overall, the Walt Disney Company code of conduct is a solid document. It is well-organized, easy to read and visually appealing. However, the one thing this code lacks is consequences for not abiding by the rules and standards it puts in place. While it addresses privacy, conflicts of interest, safety, fairness, accurate record keeping and labor standards, not once is there a mention of what would happen if an employee should not follow the code. Each section that involves an unethical or illegal action is ended with a request for the employee to contact the appropriate manager or department for reporting a violation or to clarify any information.
If you receive a request to comply with a foreign boycott (or a request to supply boycott related information), consult with the Legal department to determine the appropriate course of action. If you ever receive such a request you should immediately advise the Legal department and follow its instructions to ensure that the information or documents we provide fully comply with our legal obligations. Regardless of local practice or the practices of other companies, make sure you avoid even the appearance of doing something improper. For more information, see our anti-corruption policy.
Use good judgment if authorized to use Company-provided Internet access; take care to never violate a law, harass other users, disclose confidential information or interfere with network users, services or equipment.
There are no disciplinary steps or actions mentioned in the code. The Walt Disney Company has created a document with a positive outlook that informs, empowers and motivates employees. However, the code is not fully effective in that it does not paint a complete picture of what it means to be a Disney employee, with the good and the bad.
Risk Assessment
While not mandatory for running a business, companies take a risk by not have a code of conduct in place. A lack of a code of conduct is risky and could cost a company legally or financially and could possibly cause other companies to not take them seriously.
Employees should know what is expected of them and within what parameters they should function. When standards are not expressly stated in writing, employees act at their own discretion. Management must hope that those actions are aligned with what is in the best interest of the company. A formal code of conduct can cause an employee to think twice before behaving in a questionable manner. If guidelines and consequences are presented to individuals early in their employment, they will take into consideration the ramifications should they disregard company policies.
It is possible for a lack of a code of conduct to cause some legal ramifications. In some states, the law requires a company to have a policy for certain matters. In the state of Vermont, employees must be given a copy of the company drug testing policy before making them submit to drug testing.
Studies have also shown that workplace violence is one of the top causes of fatal occupational injuries. A 2005 study showed that less than 30% of companies surveyed had a workplace violence policy in place. That same year, 792 or 14% of the 5,734 workplace fatalities were caused by assault or violent acts. In 2011, 10% of workplace fatalities were caused by homicide. Violent acts do not need to be caused by co-workers. Domestic violence can follow an employee to work and create serious legal problems for a company who does not have policies in place to protect its workers. Neither the Jo-Ann or Disney codes of conduct mentioned workplace violence.
The U.S. Department of Justice also gives leniency consideration to companies with codes of conduct. Should a company ever be convicted of a crime, its code of conduct can only help in the sentencing process. The departments Sentencing Guide states that The two factors that mitigate the ultimate punishment of an organization are: (i) the existence of an effective compliance and ethics program; and (ii) self-reporting, cooperation, or acceptance of responsibility.
Failure to create policies for matters such as use of company equipment can also cause problems. With the prevalence of so many forms of electronic communication, companies face issues such as employees wasting company time with personal matters or unintentionally revealing company secrets. Paying an employee to surf the Internet or email friends during work hours is a waste of money. An employee who uses a company computer for personal matters may accidentally allow sensitive company material in the wrong hands. These things can cause serious financial consequences to a company and if the problem is not corrected in a timely manner, companies can go out of business.
A formal code of conduct shows that the company takes its values seriously. In some ways, it can be seen as a marketing piece for the company. Potential business associates may see the code of conduct as a symbol of a company that is serious about its values, its commitment to employees, and its adherence to the law. If a company does not take the time to introduce a written code of conduct, other businesses may view that company negatively.
Companies need to be sure to enforce the code of conduct and keep it as a living, breathing document. It should be continually modified and updated as employment laws are updated. Employees should often be reminded of its existence and trained in any areas that may require it. Failure to introduce an employee to the companys culture and values can cost the company financially and later tarnish its reputation.
A code of conduct establishes a companys core values and presents expectations for each employee in regards to clients, customers and coworkers and the company. In many cases, it is a way for a company to show its employees, shareholders and business associates, its compliance to the laws concerning the workplace. This document, while legally necessary for only publicly traded companies, can be an essential tool for any business. This tool can endorse a company to other companies and can increase trust among shareholders and employees. Companies failing to utilize this tool, take unnecessary risks with its business operations. It is imperative that companies take every opportunity to put itself in a good light and having a code of conduct is a step in the right direction.