Cooperation with Disciplinary Authorities. Giving Precedence to the Duties of Judicial Office. A judge shall uphold and apply the law, and shall perform all duties of judicial office fairly and impartially. This comment is not intended to restrict the appropriate functions of the courts in statutory or common law review.
These norms are the foundation for diversity and inclusion. Company leaders across functions should be involved in the process of drafting codes of conduct to think critically about how to build culture on their teams, and how to build bridges with other teams.
Codes of conduct are only effective when they are integrated as part of a broader process that includes training, enforcement, monitoring and evaluation, and ongoing evolution.
Ideally the team should be diverse and inclusive, and influencers who can build company support for the code of conduct should participate; otherwise, consider bringing in an outsider to facilitate the process and help communicate the results.
Resist the temptation to cut and paste from the detailed codes of conduct developed for conferences and events — they are not designed to cover the nuances and complexities of workplace interactions. The writing an employee code of conduct should carefully consider the scope and enforcement of the code.
Does it just apply in the workplace, or also at work-related social functions and events? If a violation occurs, what is the process for filing a complaint?
If conflicts of interest arise along the reporting chain, what should an employee do? Often, codes of conduct are driven by lawyers, which is a mistake. Even with input from a broader multi-disciplinary team, having a lawyer lead the process will likely result in a risk-mitigating, law-oriented focus.
What you really want is a collaborative, values-driven approach — one that will inspire working with openness, trust, and collaboration instead of bias, fear, and avoidance. The code of conduct is not a silver bullet for inclusive workplaces.
To be effective, codes should be designed and implemented alongside other supportive components. If such efforts fail, we are concerned that companies will blame and dismiss diversity and inclusion altogether.
It should be integrated with other policies, including anti-discrimination, anti-harassment, inclusive benefits, and confidentiality policies, and should be consistent across partnerships with outside organizations, customers, and suppliers. Codes of conduct should be publicly shared, easily accessible, and highly visible.
In fact, low visibility may do harm by communicating that a company does not really value its code of conduct. The document should include concrete examples of behavior and situations in plain language to illustrate otherwise abstract concepts.
Detail the range of responses and the way enforcement will happen if the policy is violated. Our guidelines for developing strong value statements are: Support the idea that your employees will be treated humanely and with empathy as valuable members of your working team.
Explicitly state how and when actions that violate the code of conduct will be handled, and who is involved in enforcement. Avoid using in-house jargon or terminology when possible.
This helps ensure that those outside your organization can understand, which is great for recruiting new talent. Keep values clear, simple, and proactive; cover more complicated issues like the anti-harassment policy as standalone statements elsewhere in your code of conduct.
Specify who is covered You should include a passage describing the diversity you want to see in your company, taking care to recognize groups that tend to be targeted for exclusion.
The list should include the classes of individuals legally protected from discrimination known as protected classesbut it should not be limited to them. Specify a process for reporting complaints When developing reporting procedures, approach them not as a company looking to avoid liability, but from the perspective of an employee who has been faced with an incident they need to report.
Consider offering more than one option for incident reporting. Without an option that allows for anonymity, should a situation arise where an employee may fear retaliation, an incident may go unreported.
This can lead to multiple incidents going unreported, and ignorance at the management level of a repeat offender or a cultural problem. Offering easy, non-confrontational ways to resolve conflict can enable employees to self-regulate and manage incidents. Employees should know who to report to and how, and what to do if a conflict of interest interferes with the traditional reporting route.
A third party ombudsperson can be a powerful tool for creating a safe way to report that is outside the company hierarchy. Employees should also be given information on what to expect when they report, including different kinds of consequences for different actions, with clear examples.
They should be provided with a timeline so they understand how the process will unfold. When violations do occur, managers must periodically follow up with employees at three months and again at six months to determine if they feel the situation was resolved and to discuss whether the inappropriate behavior has stopped.
In addition to making employees feel valued, these follow ups will confirm that the company takes the code of conduct and related policies seriously — and is both comfortable talking about specific problems and willing to work on solutions until the problems are actually solved.
Managers need to be provided with training on how to take and process reports, with guidance on a schedule for investigating and resolving them.
As you develop a policy on how to handle complaints, think about your approach to conflict resolution. Cover what happens outside the workplace Some interactions do not arise to the level of overt exclusion or harassment, but still communicate bias, perpetuate stereotypes, or emphasize differences.
This makes them just as problematic, because they create awkwardness, make one employee feel uncomfortable at work, and may cause friction in relationships.The code of business conduct is also referred to as the code of ethics, depending on the company. It is a set of principles designed to guide workers to conduct .
Maryland Lawyer's Rules of Professional Conduct PREAMBLE, SCOPE AND TERMINOLOGY PREAMBLE: A LAWYER'S RESPONSIBILITIES  A lawyer, as a member of the legal profession, is a representative of clients, an officer of the legal system and a public citizen having special responsibility for the quality of justice.
1 Though not covered by this Code, there is a Code of Conduct for Employees of the Unified Judicial System (‘‘Employee Code’’).
It applies to ‘‘employees’’ defined as, ‘‘Employees of the Unified Judicial System’’ and includes 1) all state-level court employees, and 2) all county-level court employees who are under the supervision and .
Always follow both the letter and spirit of the law. If following the Code causes you to violate local law, follow local law.
However, if a conflict arises between local custom and the Code, follow the Code. Code of Conduct - Federal Facilities Owned and Leased by the General Services Administration.
Another type of case involves an attorney who is an employee of a law firm, where the law firm terminates the attorney's employment because that attorney obeyed a requirement of the Code of Professional Responsibility.