The quality of corporate codes of conduct continues to ratchet up as more stakeholders look to these important publications to learn about a company’s values, commitments and standards. Further, corporate leaders are increasingly relying on these documents to help manage the business. This can make the prospect of developing a new code or revising an existing one daunting.
For more on how to write a code of conduct, visit https://i-sight.com/resources/how-to-write-a-code-of-conduct/
How to Write a Code of Conduct that Works for Your Organization
1. How to Write a Code of
Conduct that Works for Your
Organization
Jason Lunday, Business Ethics and Compliance Consultant
2. Jason Lunday
Jason Lunday is a consultant with IntegrityFactor, a professional
services company. With more than 25 years of experience in consulting
and management, Lunday has worked with companies of many sizes
and across numerous industries to implement and enhance overall
ethics and compliance programs and their components, including
corporate values, codes of conduct and policies, training,
communication and risk, culture and program assessments.
Much of his work has involved development, revision and review of
corporate codes of conduct, as well as in-depth research on corporate
code of conduct fundamentals, trends and leading practices.
He has authored or co-authored over thirty articles, including for
Compliance & Ethics Professional, Corporate Compliance Insights,
ethikos: A Journal of Practical Business Ethics, Ivey Business Journal,
the Federal Ethics Report and EPAC Magazine.
Jason has worked for Goldman, Sachs & Co., Arthur Andersen LLP, the
Ethics Resource Center, VeriSign, Inc., and Premier, Inc. Jason holds
an MBA, with focus in business ethics and organizational behavior,
from the University of Virginia’s Darden Graduate Business School.
32. Regarding Misconduct . . .
A strong code:
• Provides management with an essential tool for clarifying and promoting
responsible conduct.
• Serves as the principal standards for determining what is misconduct.
• Documents employee understanding of standards (via acknowledgment)
• Communicates –
‒ How a company handles suspected reports of misconduct.
‒ Employee duties as part of an investigation.
‒ Basics of an investigation process (commitment to responsible
investigations, “good faith” reports, process at high level, any related
policies/procedures).
‒ The company’s commitment to disciplinary action.
36. Thank-you for participating
If you have any questions, please feel free
to email them to:
Jason L. Lunday, IntegrityFActor
jason.lunday@integrity-factor.com
Joe Gerard, Vice President Marketing and Sales
j.gerard@i-sight.com