The implement of whistle blowing policy can make the employees can detects changes at company environment and they often know more the current situation of the company. As a result, the implementation of whistle blowing policy that allow the management team to find out the flaws in the company and take appropriate actions immediately. Then, information provided by the whistle blower should be kept in confidential. The identities of whistle blower also keep confidential to protect the safety of whistle blower. Rewards can be given accordingly.
A clear organizational structure, detailed and written rules, policies and procedures as well as fair employment practices and open door policy can reduce and minimize fraud inside the organization. It gives also employees open lines of communication with the management. Owner and top level management should lead by example and hold every employee accountable for their
The first step for a business to be ethically and social responsible is by establishing attainable goals and social responsibility tasks for the company. The top-level management should ensure that the goals they set for the business are measureable and all the actions are leading towards the right paths (Rampton, 2017). To become a more ethical business, a company should enforce code of conduct. A company’s values, ethics, objective and responsibilities can be show through codes of conduct. It also acts as a guideline and rules for all the employees to follow while performing their respective tasks (Magloff, n.d.).
The word ‘Ethics’ refers to a set of rules that describes appropriate and suitable conduct expected from people in the society. Ethics at workplace refers to the act of ascertaining what is right and acceptable as opposed to what are wrong, surreptitious and underhanded practices. It thus deals with concepts of right and wrong. Attitude, Behavior, Respect, Communication, and how one gets along with others are key constituents of ‘Ethics’. Ethics at workplace as a topic is pivotal to any organization or business or corporate entity, as it constitutes the guiding principles of professional conduct and decision-making process when dealing with fellow workers, superiors and external entities, thereby involving and affecting the entire place of work directly or indirectly.
The conversation and arguments includes the engagement partner who uses professional judgment, previous experience with the entity and the awareness of the existing and occurring developments to determine which other members of the engagement team are included in the argument. This argument places special attention can the vulnerability of the financial statements to material misstatements due to fraud. Usually the argument includes also the key members of the engagement team. It provides a chance for progress and advancement for more experienced engagement team members to all of the financial statements may be vulnerable to misstatement due to fraud. The engagement associate must think about matters that are going to be discussed to members of the engagement team not associated in the discussion.
At the point when the reports that managers present to stakeholders contain errors, false and deceptive or deliberately misleading or fail to disclose important information or fail to conform to regulation, it implies that there were existing issues. Tunji (2013) state: “The only solution to resolve this problem is by appointing an independent person, called internal controller or internal auditor, to investigate the report and bring out his findings. To help the independent auditor to be able to carry out his work in an orderly and efficient manner, he must be guided by some rules and regulations, which serve as the benchmark of practice in the company. These rules, which shall be established by the management, are to ensure that records are kept properly and can be relied upon so as to prevent or detect frauds and other anomalies that can derail operation or even bring an end to the business”. Management should layout the process and procedures of how business should be done including conditions/ policies of the organization, these will be used by auditors as the standard of the business running.
To be protected as a whistle-blower they need to make a ‘qualifying disclosure’ about malpractice. If they make a disclosure in good faith which they believe to be true to their employer, or through a professional process that your employer has agreed, they are then protected. This could be a disclosure about: • Criminal activity/offences • Failure to obey with a legal
They are created to protect employees and act as a safeguard to employment abuses. It stipulates an opening for employee complaints and objections, should there be valid and acceptable reasons for such complaints and objections. The main objectives of labour law is to deal with issues such as; contractual obligations, safety, discrimination and security. Contractual obligations refers to a law that ensures that the relationship between the employee and employer goes according to the contractual agreement that is given to the employee to sign before he/she joins the company. It ensures that the contract is signed by both parties and that they both understand the terms and conditions of the employment.
• Decisioning- After evaluating the causes for the grievance then the decision should be taken by the managers in regards. • Execution and review- next the decision must be executed regardless of the other concern, emotional and psychological factors. Then must follow-up to make sure that the problem is not just suppressed but sorted adequately. GRIEVENCE PROCESS Types of Grievances and how are they
Policy Purpose: An organisation should have an occupational safety and health policy as part of the preparation of the Safety Statement. The policy is based on the prevention of musculoskeletal disorders and sets out two things, these are how an organisation is going to implement measures on how to reduce or possibly completely remove the condition from the workplace. The purpose of the policy is to highlight the issue within the workplace and provide a framework for the training & development of employees throughout the entire organisation to enhance their performance but more importantly their safety. It is also extremely important for employees to be correctly informed on how to prevent the disorder from occurring. This can be achieved through