Companies must adhere to their own policies and procedures

A code of conduct is defined as a set of conventional principles and expectations that are considered binding on any person who is a member of a particular group. This definition is what would apply to company policies and procedures as related to conduct, discipline, Grievance policies, ethics policies and so on

The purpose of company policies and procedures is therefore to set out in a structured format the norms of behaviour acceptable of employees and management of the company.  Note I say “employees and Managers” and not just employees. A disciplinary code and policy for instance, is to regulate standards of conduct and incapacity of employees within a company or organisation. In addition it sets out how managers should deal with errant employees. This would then indicate that managers have an obligation to enforce the policies and procedures as set out and employees should be expected to adhere to these policies. Having policies and procedures creates certainty and consistency in the application of rules and regulations.

A code of conduct is a set of rules that become a standard for all employees under different circumstances in the workplace. Every company has its own rules that govern how employees can be expected to behave and how managers can be expected to respond to misbehaviour.

A code of conduct may be written or implied. Companies can have in their induction programmes copies of various policies and procedures that employees are expected to adhere to. In addition these become the standards to which employees automatically agree as part of the terms of employment.

The employer needs to establish that all employees are aware of the rules, the policies and the procedures as set out in such documents. In addition employees and managers must be aware of the reasonable standards of behaviour that are expected of them in the workplace.

All employees and managers must abide by and enforce the various policies and procedures that have been put in place in order for companies to comply with legislative requirements. The employees and management also need to ensure they are familiar with the requirements in terms of the various policies and standards that have been set.

This then would place the onus on management to ensure all employees are adequately trained and understand the terms and conditions of the policies that exist in the workplace. This does not mean giving employees a copy of the various policies and trusting they will read them – we all know this doesn’t happen. The employees must be put through formal training to ensure common understanding. Managements understanding of the meaning of ethics for instance must be the same as the employees understanding.  In addition, the company has an obligation to ensure the rules and regulations are enforced equitably, as soon as possible after a deviation occurs.

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Public courses 2014

March – Assessor and/or Moderator training
April – Diversity and/or Performance management
May – Employment Equity and Diversity
June – Assessor and/or Moderator Training
July – Change Management
August – Chairing a Disciplinary Hearing

Venue and specific dates will be advised on initial application

We reserve the right to cancel if we have insufficient interest in any particular workshop. Full details and costs will be provided on initial expression of interest to –

All training undertaken between now and end of April will be discounted by 5%
Please reserve your provisional dates ASAP

Other workshops available either in-house or as public courses

Institute Disciplinary Action
Understanding the Disciplinary process and Chairing a Disciplinary hearing
Supervisory Development Programme – Customised to suit your needs
Coaching for performance improvement
Competency based recruiting and selection (Targeted Selection)
Conducting effective Performance appraisal and management sessions
Performance Management – monitoring and evaluating
Management Development Programme (Various Modules to select from)
Primary labour legislation that impacts on a business
Management orientation programme – for potential aspiring managers
Excellence in customer service
Managing Diversity
Conflict Management
Chairing a disciplinary hearing
Mentoring and Coaching
Conducting effective performance appraisal meetings
Transformation and Change Management
Combined skills development and EE committee members training
Skills Development Committee members training (Required by the SETA’s) Employment Equity Committee members training (Required by legislation)Assessor training – three days
Moderator training (two days)
Develop Portfolio for Assessment – RPL advisor
Job profiles aligned to OFO’s
Situational leadership
Basic supervisory skills – an introduction to management
Change is an absolute – change is essential
Skills audits- how to establish the skills gap
Basic labour Relations for managers and Supervisors
Three stages of performance management

AMSI and associates cc is an ETDP SETA accredited provider

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