Code of Conduct For Employees

INTRODUCTION-

An employee code of conduct (also called a staff code of conduct) is a set of rules about how employees can and can’t behave during work hours. It describes your expectations for how the members of the company will conduct themselves when they are on the clock. It’s a living document that shapes the culture and norms of your entire organisation and it’s well worth having.

DIFFERENCE BETWEEN CODE OF ETHICS AND CODE OF CONDUCT-

A code of ethics is more high-level and spells out the company’s morals and values. As an organisation, a code of ethics may also have guidelines around conflicts of interest, corruption, policies for giving and receiving gifts and more.

Code of Conduct drills down even further and shares specific rules and policies that support those broader beliefs. Employee Code of Conduct will dig into the details of your discrimination, harassment and bullying policies and how the employees respond in those situations.

WHY IS IT IMPRTANT TO HAVE A CODE OF CONDUCT IN THE WORKPLACE? These documented guidelines and behaviors are way more than just a formality and they offer a number of advantages including:

1. Increased alignment: With the code of conduct in place, employees can familiarize themselves with the company’s norms and rules and so that they can behave accordingly.

2. Greater Consistency: The code of conduct should explain disciplinary actions, which means your organisation will ensure consistency when handling those situations. It should also keep different types of working in mind so that documents like work from policy guidelines remain consistent with in office ones.

3. Enforced Values: The code of conduct supports your organisation’s broader beliefs and values. A Code of Conduct helps to prevent the discrepancies by putting values into action and ensuring that each rules and regulations are followed properly.

 CODE OF CONDUCT POLICY

Objective:

The primary goal of the code of conduct is to establish and uphold a consistent standard of acceptable behaviour for all individuals within the company. It aims to ensure that all members fully comprehend the expectations placed upon them and emphasizes the importance of aligning their actions with the core values and principles of the company.

Applicability:

All members who represent the company on different platforms or associated with the company as employees, professionals, consultants etc.

Dress Code:

• The members are required to adhere to specific dress guidelines during working hours, important events, team gatherings, and official activities. The designated company uniform, including the T-Shirt or Jacket, must be worn. It is crucial to ensure that the T-Shirt or Jacket is not concealed or obscured by any other clothing or attire while members are delivering assignments, lectures, engaging in activities, or representing the company.
• Furthermore, members are expected to maintain a clean, neat, presentable, and professionally appropriate appearance, regardless of gender. Informal attire such as shorts, ripped or torn clothing, and sportswear are strictly prohibited within the premises, as they do not align with the professional environment.
• Members should use minimal jewelry that complements their attire and avoids anything that does not conform to the professional environment.
• If a team member is found wearing inappropriate clothing, they may be requested to return home to make the necessary changes. In such cases, it will be considered a half day leave without pay (LOP) for the member involved. It is crucial to inform the HR department about all such instances and to involve them in any necessary actions to be taken subsequently.
• Members should maintain a professional and presentable hairstyle that aligns with their attire. The use of vibrant hair colors, unprofessional cuts, and styles should be avoided.

 Work Timing, Punctuality and Attendance:

• All members are expected to arrive promptly and report 10 minutes prior to their office timings specified for their respective roles. Actual work hours may vary depending on the specific business needs and location. Please ensure that you are aware of and adhere to the office timings applicable to your role.
• Supervisors or managers will inform team members about their designated working hours and weekly offs for each branch or team. This ensures that everyone is aware of their respective schedules and can plan their work accordingly.
• Management has the authority to modify the office timings or the working hours of any department or branch based on local or regional requirements. This allows for flexibility and adaptation to specific circumstances.
• Team members are kindly requested to refrain from engaging in personal tasks during official working hours. The designated work hours should be dedicated to completing official responsibilities and contributing to the company’s goals.
• It is expected that all members be physically present within the office premises during the designated office hours. This facilitates effective communication, collaboration, and timely assistance among team members.
• Members are advised to inform and obtain approval for any planned leaves in advance. During the academic session, it is recommended to minimize long leaves to ensure the smooth functioning of the company’s operations.

Other Rules & Regulations:

• Members must not disclose salary, appraisal, or any other confidential information to anyone. Violations will result in disciplinary action.
• At, we have a strict policy against moonlighting. Moonlighting refers to engaging in secondary employment or business activities outside of an employee’s primary role at. It is strictly prohibited for all employees, regardless of their position or employment status. Moonlighting poses potential conflicts of interest and can impact an employee’s ability to fulfill their responsibilities effectively. It may lead to divided attention, reduced productivity, and compromised confidentiality and proprietary information. By accepting employment at, employees agree to dedicate their full time, attention, and effort to their roles within the company. Any engagement in secondary employment or business activities is a violation of company policy and may result in disciplinary action, up to and including termination of employment.
• Members are responsible for the security of their personal belongings, and the company will not be held accountable for any loss or damage.
• Members at must not engage in any direct or indirect employment with other organizations. Violation of this policy may lead to severe disciplinary action, including termination.
• Members must strictly adhere to the guidelines, and safety procedures. Failure to comply will result in disciplinary measures.
• Members are prohibited from posting or commenting on social media without permission from authorities. Non-compliance may result in immediate termination.
• Members are expected to exhibit positive and appropriate behavior towards each and every employee of the organisation reflecting the work culture.
• Displaying unruly behavior, making threats, or using abusive language within the premises is strictly prohibited.
• Accepting gifts from individuals or firms associated with vendors or using one’s position for personal favors is strictly prohibited.
• Unauthorized use or misuse of the company’s name, logo, website, or any confidential information is strictly prohibited. Disciplinary action will be taken against individuals found in violation of this policy.
• Safeguarding confidential information is paramount. Members must not inappropriately share, transfer, or disclose any confidential data without proper authorization in writing. Violations will result in strict disciplinary measures.
• Smoking, alcohol consumption, and chewing tobacco or pan masala are strictly prohibited during office. The same prohibition applies to members representing after office hours and while wearing apparel.
• Members should maintain a clean, organized workstation at all times and ensure clutter is cleared before leaving.
• Upon separation from, former members shall refrain from wearing the uniform, particularly during social interactions. This is to prevent any potential misinterpretation or implication of an ongoing association with the members. The company uniform is intended solely for active members and should not be worn by individuals who are no longer a part of the community. We value the integrity of our company and strive to maintain a clear distinction between current and former members.

BREACH/VIOLATION OF THE POLICY:

Violation of the policy guidelines outlined above may result in appropriate actions being taken, including but not limited to the following:

• Issuance of a warning letter.
• Counselling
• Freezing of increments or promotions for a specified period.
• Imposition of a financial penalty depending on the severity of the violation as deemed appropriate by the company.
• Suspension for a designated period.
• Termination of employment.
• Initiation of legal proceedings/ Laying of civil and criminal charges

Please note that organisation reserves the right to make changes to the policy at its sole discretion. The purpose of this policy is to foster a positive work culture for all members. Any attempt to misuse or take undue advantage of this policy will reflect negatively on an individual’s work ethics and may result in termination.

Disclaimer- This policy template is meant to provide general guidelines and can be used as a reference. It may vary from one organisation to another organisation