(#7)

Code of Ethics and Code of Conduct

Code of Ethics Definition

The code of ethics is a moral standard that the company expects employees to follow. At a
minimum, ethics guidelines are established by the laws and industry regulations. A business
can exceed minimum ethics guidelines to ensure that employees feel safe, avoid situations
where they feel harassment or discrimination. Conflicts of interest are also addressed in a code
of ethics. A well-written code of ethics that's adhered to builds trust among employees and
establishes credibility with partner companies and consumers.

Sometimes it is referred to as a Value Statement, it behaves like the Constitution with general
principles to guide behavior; outlining a set of principles that affect decision-making. For
example if an organization is committed to protecting the environment and "being green", the
Code of Ethics will state that there is an expectation for any employee faced with a problem, to
choose the most "green" solution. It works on the bases of "treat others as you would like to be
treated." When faced with ethical dilemmas or debatable situations, what's articulated in the
Code of Ethics can help guide decision making.

"Code of ethics" as such standards as are reasonably necessary to promote:

1. Honest and ethical conduct, including the ethical handling of actual or apparent conflicts of
interest between personal and professional relationships

2. Full, fair, accurate, timely, and understandable disclosure in the periodic reports required to
be filed by the issuer

3. Compliance with applicable governmental rules and regulations

Definition of Code of Conduct

A Code of Conduct applies the Code of Ethics to a host of relevant situations. A particular rule in
the Code of Ethics might state that all employees will obey the law, a Code of Conduct might list
several specific laws relevant to different areas of organizational operations, or industry, that
employees need to obey.

The Code of Conduct outlines specific behaviors that are required or prohibited as a condition of
ongoing employment. It might forbid sexual harassment, racial intimidation or viewing
inappropriate or unauthorized content on company computers. Codes, along with other
measures, have helped some companies dig themselves out of scandals, and have helped
many companies build a healthier work climate and reputation.
Another code of conduct example might require everyone to protect consumer data. This is a
law and sets a general guideline for all employees. However, the accounting department might
follow a higher set of privacy protocol set forth in the code of conduct. A call center might
require that all personal items be left in a locker to prevent accidentally capturing or removing
consumer personal information.

Every business should have a clear vision, when it comes to ethics and conduct. What that
happens, then employees work better as a team, job satisfaction increases and performance
improves when companies set the tone with meaningful ethical and conduct standards. The
result is a positive corporate culture, in which people want to go to work and that consumers
enjoy working with these employees.

Either way, whatever type of Code an organization chooses to employ, it's critical that it is
treated consistently in every instance of wrongdoing. The Code needs to apply to every
employee from the ground up, and no matter how small the violation, appropriate discipline
needs to take place. For example, if your Code stipulates that theft of company property is
prohibited, and an employee takes home one pack of post- it-notes from the supply inventory,
that's theft, and should be treated as such.

A great Code and a strong company culture is the heart of a successful organization. This code
helps the organizations to build a culture of integrity, transparency, and accountability. An
organization's culture is different in all industries: there's no one-size-fits-all solution for building
and adopting a strong organizational culture. One step in building a successful culture is with
the integration of a strong compliance program, including a whistleblower hotline. This is a
powerful tool for any organization to implement in their proactive measures to ensure their
business success and grow their strong culture where employees can thrive.

Each entity implements local employee codes of conduct. These codes are intended for all
employees to help them develop their activities while respecting the Group's ethical principles.

In compliance with local uses and regulations, they are based on 10 fundamental themes.

Difference of Code of Ethics and Code of Conduct

It is easy to see why a code of ethics and a code of conduct may be confused or used
interchangeably. Both have goals of setting a standard of behaviors from employees. Both Code
of Ethics and Code of Conduct are similar as they are used in an attempt to encourage specific
forms of behavior by employees. Ethics guidelines attempt to provide guidance about values
and choices to influence decision making. Conduct regulations assert that some specific actions
are appropriate, others inappropriate. In both cases, the organization's desire is to obtain a
narrow range of acceptable behaviors from employees.

They are, in fact, two unique documents. Code of ethics, which govern decision-making, and
code of conduct, which govern actions, represent two common ways that companies/
organizations/agencies self-regulate. They are often associated with large
companies/organizations/agencies, and provide direction to employees and establish a public
image of good behavior, both of which benefits businesses of any size.

The primary difference is that a code of conduct is less morally driven than a code of ethics. For
example, the code of conduct might require all employees to wear a specific color or a company
shirt when in the office. This is not an ethical issue, but it is a conduct issue designed to create
cohesiveness among employees.

Take a look for our table of Difference:

 Code of Ethics

*Ethics rules help people make decisions

*A moral standard that the company expects employees to follow

*Every code of ethics scenario should have a corresponding set of rules

*Ethics are higher level concepts

*Code of ethics might state that all employees must obey all safety protocols

*Ethical standards generally are wide-ranging and non- specific, designed to provide a set of
values or decision- making approaches that enable employees to make independent judgments
about the most appropriate course of action

 Code of Conduct

*Conduct rules require specific behaviors

*Code of conduct states how the company expects employees to behave

*Code of conduct may not always be ethically driven

*Code of conduct gets down to specific action expectations

*A code of conduct explains for example, the distance from an oxygen tank employees are
allowed to smoke.

*Conduct standards generally require little judgment; you obey or incur a penalty, and the code
provides a fairly clear set of expectations about which actions are required, accept- able or
prohibited.
Key principles of Code of Conduct

These codes are intended for all employees to help them develop their activities while
respecting the Group's ethical principles. In compliance with local uses and regulations, they are
based on 10 fundamental themes.

1. Respect for laws and regulations

The Group upholds the highest standards in how it runs its activities, notably by respecting
human rights, labor laws and the environment.

2. Respect for people

Safety and health in the workplace, Prevention of discriminatory actions and Respect for third
parties.

Safety and health in the workplace

Safety of employees is one of the priorities, and safety will never be compromised for the sake
of efficiency. Each employee has the right to work in safe and healthy conditions, and has a
duty to ensure this by behaving responsibly in the workplace; Safety policy extends to all
employees, subcontractors and service providers. Each employee must exercise their
professional activities by abiding with the safety, hygiene and health rules applicable in his or
her workplace, and by participating in appropriate training sessions that might be planned in
these areas.

Prevention of discriminatory actions

The Group is determined to offer personnel equal opportunities for recognition and career
advancement, regardless of their ethnic origins, gender, beliefs, sexual orientation or physical
condition and will not tolerate any form of discrimination, or harassment.

Respect for third parties

It is forbidden for any employee to discuss or agree with a competitor an arrangement which
prevents, restricts or distort fair competition. Agreements, for example, to fix prices, exchange
price information, share markets or limit productions are strictly prohibited.

3. Respect for the environment

Respect for the environment and the preservation of natural resources in its operations and
those of its customers is a major priority.

4. Respect for competition law regulations

Competition law is applicable to every aspect of a company's commercial activity: negotiations
with customers and suppliers, contacts with competitors, marketing and sales promotion.

5. Respect for rules on insider trading

Any employee holding sensitive information could influence the smooth operation of an agency
if it is made public. The employee must keep this information confidential and must not
undertake, or recommend that a third party undertake or have undertaken, any operations. The
employee concerned must abide by the measures in the memorandum on the prevention of
insider trading issued by the agency

6. Prevention of conflicts of interest

Each employee must commit avoiding any situation that involves a conflict between their
personal interests and those of their organization.

For example, a case where an employee may work simultaneously for a customer, supplier or
competitor or holds a major interest in these latter, either directly or indirectly. Any employee
who could potentially be in a conflict of interest is encouraged to inform his or her immediate
supervisor of this situation.

Respect for rules on corruption

It is prohibited to pay for, offer or grant unwarranted advantages, in any form whatsoever,
directly or through an intermediary, to a private party or a representative of the public authorities
in any country, with the purpose of obtaining favorable treatment or influencing the outcome of a
negotiation in which an organization is involved.

7. Protection of Activities

Each employee must properly protect and keep confidential any strategic, financial, technical or
commercial data or documents that are not public and whose disclosure to third parties could be
harmful to the interests of the organization.

✓ Protection of information

Likewise, professional and private information concerning a named person is confidential and
must be subject to all the precautions needed to prevent inaccurate or inappropriate
modification or disclosure. This duty on confidentiality continues even after the departure of an
employee.

✓ Protection of property and resources

Each employee must properly protect and keep confidential Group property and resources such
as intellectual property (patents, trademarks, and copyrights), installations, equipment and
financial resources or cash. These resources and property must be used in accordance with
their professional purpose and in the established framework.

✓ They may not be used for personal ends except if explicit authorization has been
granted by a duly authorized individual in the framework of established procedures.

✓ Lastly, it is the responsibility of each employee to protect the property and

resources of the Group against any damage, inappropriate alteration, fraud, loss or
theft.

8. Transparency and integrity of information

Each employee who takes part in the production, analysis, filing or communication of this
information must carry out these operations honestly and transparently.

1. Internal control and audit

Internal control systems set up within the Group (respect for laws, regulations, policies or
procedures, asset protection and reliable financial information) help control its activities,
operational efficiency and the efficient use of its resources.

2. Implementation of the Code of Conduct

If there is any doubt about the interpretation or application, in a given situation, of the rules
presented in this document.

Each employee has the right to inform his or her immediate supervisor, or his or her unit's
Human Resources Department, Legal Department or Corporate Governance Officer, the Group
Personnel Department or the Group Ethics Officer about it

In addition, an employee who has, in good faith, pointed out a breach in the rules pointed out in
this document will not be subject to any disciplinary measures.

(#8)
Professional ethics

Professional ethics encompass the personal, and corporate standards of behavior expected by
professionals.

The word professionalism originally applied to vows of a religious order. By at least the year
1675, the term had seen secular application and was applied to the three learned professions:
1. Divinity

2. Law

3. Medicine

The term professionalism was also used for the military profession around this same time.
Professionals and those working in acknowledged professions exercise specialist knowledge
and skill. How the use of this knowledge should be governed when providing a service to the
public can be considered a moral issue and is termed professional ethics.

It is capable of making judgments, applying their skills, and reaching informed decisions in
situations that the general public cannot because they have not attained the necessary
knowledge and skills. One of the earliest examples of professional ethics is the Hippocratic oath
to which medical doctors still adhere to this day.

A 12th-century Byzantine manuscript of the Hippocratic oath

Ethics in Law Enforcement and Policing

It's often said that no other profession demands a higher ethical standard than that of law
enforcement. Regardless of whether or not there are other careers that require a similar
dedication to doing the right thing, it is undeniable that there is an understandably tremendous
degree of expectations placed upon police officers.

Professional Codes of Ethics

General rule is to ethically act in accordance with approved standards of conduct and
responsibility or according to the respective ethical code of behavior

Importance of Professional Codes of Ethics

✓ Many ethical dilemmas in criminal justice

✓ Complicated relationships in the field

✓ Requirement of professionalism

Areas Of Ethical Concern For Decision Making

The three areas below are not "static." They, at times overlap, at times are mutually exclusive,
and numerous varieties in between.

Making Ethical Decisions: Process

Ethical decision-making refers to the process of evaluating and choosing among alternatives in
a manner consistent with ethical principles. In making ethical decisions, it is necessary to
perceive and eliminate unethical options and select the best ethical alternative.

The process of making ethical decisions requires:

1. Commitment: The desire to do the right thing regardless of the cost

2. Consciousness: The awareness to act consistently and apply moral convictions to daily
behavior

3. Competency: The ability to collect and evaluate information, develop alternatives, and
foresee potential consequences and risks

Good decisions are both ethical and effective:

Ethical decisions generate and sustain trust; demonstrate respect, responsibility, fairness and
caring; and are consistent with good citizenship. These behaviors provide a foundation for
making better decisions by setting the ground rules for our behavior.

Effective decisions are effective if they accomplish what we want accomplished and if they
advance our purposes. A choice that produces unintended and undesirable results uces is
ineffective. The key to making effective decisions is to think about choices in terms of their
ability to accomplish our most important goals. This means we have to understand the
difference between immediate and short-term goals and longer-range goals.

Making Ethical Decisions: Model

The "Character-Based Decision-Making Model" model, developed by the Josephson Institute of

Ethics, can be applied to many common problems and can also be used by most individuals
facing ethical dilemmas.

It involves three steps:

1. All decisions must take into account and reflect a concern for the interests and well being of
all affected individuals ("stakeholders").

The underlying principle here is the Golden Rule—help when you can, avoid harm when you
can.

2. Ethical values and principles always take precedence over non-ethical ones.
Ethical values are morally superior to non-ethical ones. When faced with a clear choice between
such values, the ethical person should always choose to follow ethical principles.

3. Perceiving the difference between ethical and non- ethical values can be difficult. This
situation often occurs when people perceive a clash between what they want or "need" and
ethical principles that might deny these desires. If some rationalization begins to occur, this
situation is probably present.

It is ethically proper to violate an ethical principle only when it is clearly necessary to advance
another true ethical principle, which, according to the decision- maker's conscience, will produce
the greatest balance of good in the long run.

Some decisions will require you to prioritize and to choose between competing ethical values
and principles when it is clearly necessary to do so because the only viable options require the
sacrifice of one ethical value over another ethical value. When this is the case, the decision-
maker should act in a way that will create the greatest amount of good and the least amount of
harm to the greatest number of er of people.

7 steps to help you make ethical distinctions between competing options when you are
faced with a difficult choice. (According to Josephson Institute of Ethics)

Making ethical choices requires the ability to make distinctions between competing options.
Here are seven steps to help you make better decisions:

1. Stop and think: This provides several benefits. It prevents rash decisions, prepares us for
more thoughtful discernment, and can allow us to mobilize our discipline.

2. Clarify goals: Before you choose, clarify your short- term and long-term aims. Determine
which of your many wants and "don't wants" affected by the decision are the most important.
The big danger is that decisions that fullfill immediate wants and needs can prevent the
achievement of our more important life goals.

3. Determine facts: Be sure you have adequate information to support an intelligent choice. To
determine the facts, first resolve what you know, then what you need to know. Be prepared ed
for additional information and to verify assumptions and other uncertain information. In addition:

a. Consider the reliability and credibility of the people providing the facts.

b. Consider the basis of the supposed facts. If the person giving you the information says he or
she personally heard or saw something, evaluate that person in terms of honesty, accuracy, and
memory.

4. Develop options: Once you know what you want to achieve and have made your best
judgment as to the relevant facts, make a list of actions you can take to accomplish your goals.
If it's an especially important decision, talk to someone you trust so you can broaden your
perspective and think of new choices. If you can think of only one or two choices, you're
probably not thinking hard enough.

5. Consider consequences: Filter your choices to determine if any of your options will violate
any core ethical values, and then eliminate any unethical options. Identify who will be affected
by the decision and how the decision is likely to affect them.

6. Choose: Make a decision. If the choice is not immediately clear, try:

a. Talking to people whose judgment you respect.

b. Think of a person of strong character that you know or know of, and ask your self what they
would do in your situation.

C. If everyone found out about your decision, would you be proud and comfortable?

d. Follow the Golden Rule: treat others the way you want to be treated, and keep your promises.

7. Monitor and modify: Ethical decision-makers monitor the effects of their choices. If they are
not producing the intended results, or are causing additional unintended and undesirable
results, they re-assess the situation and make new decisions.

(#9)
Ethical dilemmas, also known as a moral dilemmas, are situations in which there is a choice
to be made between two options, neither of which resolves the situation in an ethically
acceptable fashion. A moral dilemma is a conflict in which you have to choose between two or
more actions and have moral reasons for choosing each action. Learn more about moral
dilemmas from examples and test your knowledge with a quiz

Characteristics of Ethical Dilemmas

● A choice must be made between two (or more) courses of action

 Significant consequences for taking (or not taking) any action

● Each action is supported by one or more ethical principles

● Principles supporting the unselected courses (s) of action will be compromised

● Fundamentally ethics is knowing what is right and doing it.

● The heart has reasons that reason will never know. (Pascal)
What are the ethical models?

The ETHICS model is a theoretical grounded ethical decision- making model that draws from
the latest relevant literature in ethics and integrates multiple theoretical perspectives.
Specifically, the model is model is comprehensive and accessible, and can be used with a wide
range of cases

An ethical decision-making model is a framework that leaders use to bring these principles to
the company and ensure they are followed.

6 Steps for Making Ethical Decisions

In other instances, you may feel unsure about a situation and a decision, since there seem to be
a number of acceptable alternatives. If you ask yourself these types of questions, the issue
probably has ethical or moral implications.

This 6-step process helps you make a thoughtful and responsible decision.

1. ESTABLISH THE FACTS IN A SITUATION

Establish exactly what has happened (or is happening) and who is involved in the situation
before trying to figure out what to do about it. Ask yourself the following questions:

● What has happened or what is happening?

● When and where did certain events occur?

● Who is (or might be) involved in or concerned by the situation?

● What do the parties involved have to say about the situation?

2. DECIDE WHETHER THE SITUATION INVOLVES LEGAL OR ETHICAL ISSUES

The next step consists of determining whether the situation has legal implications. The following
questions can be useful in determining that: Has anyone been harmed by the action or decision
of another, and if so, in what way? Does the action or the situation contravene an existing law?
Was there a breach of contract? Were the actions of the athlete discriminatory or constituted
harassment?

3. IDENTIFY YOUR OPTIONS AND POSSIBLE CONSEQUENCES

Ask yourself: What could I do in this situation? Think about a variety of options. The first one to
consider should be not making any decision or taking no action. This would be the least
demanding option, and it could be thought of as representing one end of a continuum of
possibilities. As a second step, consider the other extreme of the continuum, and think of the
most comprehensive or liberal action you might take in the situation. Then, identify several
intermediate options. Do not rule out any option at this stage, even though at the outset it may
appear an unlikely choice.

4. EVALUATE YOUR OPTIONS

Assess the pros and cons of each of your options outlined in step 3. This is critical in reaching a
decision. The notions of outcome sought (i.e. striving to do what is good for individuals or the
team) and means used (striving to do things right) are central to ethical thinking. A decision
should reflect a fair balance between outcomes sought and the means used to achieve them.

5. CHOOSE THE BEST OPTION

Making an ethical decision requires a final reflection on what is the best decision under the
circumstances, a just and reasonable decision that will apply where an ethical dilemma is
involved. An ethical decision is "the right thing to do" with regard to the duties and
responsibilities of the person making the decision, is made "the right way", and is consistent
with the values and behaviors outlined in the Code of Ethics.

6. IMPLEMENT YOUR DECISION

Putting your decision or plan of action into effect requires that you consider a number of things,
particularly if it involves dealing with individuals or groups of people. Consider the following as
you establish an action plan:

-Choose your path. Exactly what are you going to do? Plan carefully the steps you are going to
take.

-Think about what may happen. Consider the likely outcomes of the decision and the how any
consequences will be managed.

-Identify who needs to know. Consider who needs to be informed of or involved in implementing
the action plan or decision.

-Determine if you can deal on your own with the person(s) involved. In issues not involving a
contravention of the law, it is often best to try to deal with the issue informally and directly with
the individual involved.

-Warn, don't threaten. This is an important concept when dealing with a situation at an informal
level. It entails informing the individual of the logical consequences of what can happen if a
situation is not resolved, rather than threatening the person with an end run.
-Think about what you might do next if the chosen plan of action doesn't work. If your original
decision or plan of action is ineffective, think carefully about what to do next. Inform the
individual that you now have to follow up with Plan B

Personal Values

I- Core Contributors

1. Age/era
2. Location
3. Socioeconomic
4. Ethnicity
5. Religion
6. Family

II- External Contributors

1. Education
2. Social Interaction
3. Vocation

Professional Values
1. Organizational
✓ Professional standards (SOP's)
✓ Organizational ethics

2. Governmental
✓ Equality for all
✓ Accountability

(#10)
Hammer Model of Scientific Misconduct
1. Negligence
✓ Lack of Training
✓ Lack of Support
✓ Lack of Commitment
2. Deliberate Dishonesty
3. Begins with lack of commitment
4. Money
5. Notoriety-media
6. Ends justify the means - I know he's guilty
7. Ego-I don't make mistakes

D-O-O-R Model of Decision Making

D- Determine
O - Options
O-Outcomes
R - Recycle
D-Determine

✓ What is wrong?
✓ What's the REAL issue for me?
✓ Is there a moral or ethical threat to me or someone else?
✓ Would this be a problem if someone else was involved?

O - Options
✓ What are some extreme choices?
✓ Am I considering several choices?
✓ What resources or help do I have available?
✓ Choose them wisely

O-Outcomes
✓ What could happen based on the Option I choose?
✓ What could happen if I do nothing?
✓ Who will be affected by what I do?
✓ Is it the RIGHT thing to do?

R - Recycle
After an option is chosen, return to see if the original question is still valid

Professional ethics and codes of conduct

Professional ethics are principles that govern the behavior of a person or group in a business
environment. Like values, professional ethics provide rules on how a person should act towards
other people and institutions in such an environment.

NOTE:
Unlike values, professional ethics are often codified as a set of rules, which a particular group of
people use.

This means that all those in a particular group will use the same professional ethics, even
though their values may be unique to each person.

The Code is an example of a codified set of professional ethics for those who choose to enter
the immigration advice profession.

Ethical principles
Ethical principles underpin all professional codes of conduct. Ethical principles may differ
depending on the profession; for example, professional ethics that relate to medical practitioners
will differ from those that relate to lawyers or real estate agents.

However, there are some universal ethical principles that apply across all professions, including:

1. honesty
2. trustworthiness
3. loyalty
4. respect for others
5. adherence to the law
6. doing good and avoiding harm to others
7. accountability

Professional codes of conduct draw on these professional ethical principles as the basis for
prescribing required standards of behavior for members of a profession. They also seek to set
out the expectations that the profession and society have of its members.

The intention of codes of conduct is to provide guidelines for the minimum standard of
appropriate behavior in a professional context. Codes of conduct sit alongside the general law
of the land and the personal values of members of the profession.

NOTE:
The primary value of a professional code of conduct is not as a checklist for disciplining non-
conforming members, although breaches of a code of conduct usually do carry a professional
disciplinary consequence. Rather, its primary value is to act as a prompt sheet for the promotion
of ethical decision-making by members of that profession.

Professional codes of conduct provide benefits to:

1. the public, as they build confidence in the profession's trustworthiness

2. clients, as they provide greater transparency and certainty about how their affairs will be
handled
3. members of the profession, as they provide a supporting framework for resisting pressure to
act inappropriately, and for making acceptable decisions in what may be 'grey areas'
4. the profession as a whole, as they provide a common understanding of acceptable practice
which builds collegiality and allows for fairer disciplinary procedures
5. others dealing with the profession, as the profession will be seen as more reliable and easier
to deal with.

Other contributors to professional ethics

Fiduciary duties- A legal obligation of one party to act in the best interest of another. The
obligated party is typically a fiuuciary, that is, someone entrusted with the care of money or
property. Also called fiduciary obligation.

When an adviser agrees to assist a client, they agree to take on a level of responsibility for that
person and their immigration matter. The client becomes dependent on the adviser in relation to
that assistance. This is a fiduciary relationship between the fiduciary (the adviser) and a
principal (the client). Even without a Code this fiduciary relationship means the adviser has
certain obligations to their client.

Contractual obligations

When an adviser enters into a contract (or written agreement) with a client this creates legally
binding obligations to perform the terms of the contract in a particular way. This includes a duty
to act with diligence, due care and skill, and also implies obligations such as confidentiality and
honesty, even if they are not specifically set out in the contract.

Many ethical issues are likely to stem from advisers' relationships with clients. Most of these can
be overcome by having clear terms in a written agreement about how certain matters will be
dealt with, such as the sharing of confidential information, the use of interpreters, refunds and
invoicing.

Codes of conduct

Codes of conduct are becoming more a staple in the academic lives of students while some of
these rules are based solely on academics others are more in depth than in previous years.

A code of professional conduct is a necessary component to any profession to maintain

standards for the individuals within that profession to adhere. It brings about accountability,
responsibility and trust to the individuals that the profession serves.

A code of conduct lays out an organization's expectations and guiding principles for appropriate
workplace behavior. Some policies also provide legal and ethical guidelines for relationships
between employees, service users and clients.

A well-written code of conduct clarifies an organization's mission, values and principles, linking
them with standards of professional conduct.... It can also serve as a valuable reference,
helping employees locate relevant documents, services and other resources related to ethics
within the organization.

A Code of Conduct is a written collection of the rules, principles, values, and employee
expectations, behavior, and relationships that an organization considers significant and believes
are fundamental to their successful operation.
Why Code of Conduct is Important?

Code of conduct is a central guide and reference for employees in supporting day-to-day
decision making. A well written code clarifies organization's mission, values and principles,
linking them with standards of professional conduct.

Codes of conduct

Professional codes of conduct draw on these professional ethical principles as the basis for
prescribing required standards of behavior for members of a profession. They also seek to set
out the expectations that the profession and society have of its members.

The intention of codes of conduct is to provide guidelines for the minimum standard of
appropriate behavior in a professional context. Codes of conduct sit alongside the general law
of the land and the personal values of members of the profession.

NOTE:

The primary value of a professional code of conduct is not as a checklist for disciplining non-
conforming members, although breaches of a code of conduct usually do carry a professional
disciplinary consequence.

Rather, its primary value is to act as a prompt sheet for the promotion of ethical decision-making
by members of that profession.