Strong business ethics starts at the top of the company and works its way down to every level of operations. A code of ethics for business is the foundation of the guiding principles, both legal and value-oriented that companies use to keep their moral compass. If an ethical dilemma arises, you should consider what is legal, what is in the code of ethics and what is the best for the people involved and the company.
This post examines the pros and cons of internal vs. It also discusses what a safety audit is and why your organisation should conduct one.
What is a safety audit? After speaking to a number of customers about auditing, a large number of them prefer to use an audit that provides a numerical measure to quantify data. The reason for this is so it can be easily identified and compared from year to year. The HSE also approve the use of this type of auditing, however they will not endorse any particular audit system.
Our Quality Safety Auditing course and consultancy service is based on this type of auditing system and provides reliable auditing methodology which ensures consistency in scoring from year to year.
Why do an audit? So why should your organisation conduct a health and safety audit? The main reason is that you must comply with health and safety legislation including the Health and Safety at Work Act etc and the Regulations made under this Act.
You must regularly examine the quality and effectiveness of your health and safety management systems.
It is notable that when the HSE conduct their investigations into major accidents, it usually highlights health and safety management failures as being the root of the cause. It is an essential feature of successful health and safety management systems Control systems weaken over time and need to be constantly reviewed It facilitates planned improvements to the safety management system to reduce losses It helps improve skills and identify weaknesses in human resources It helps demonstrate management commitment to employees, health and safety committee members and third parties.
How to conduct a safety audit? There are two potential routes to auditing your organisation.
The first method is to train an employee to become your internal safety auditor or alternatively an external auditor could be appointed to conduct this safety audit. Here are our pros and cons of both routes: You can then determine compliance with: If you require any additional assistance with choosing the correct health and safety audit service, please complete our free audit selection toolwhich will help determine the correct solution for your organisation.
I have highlighted the pros and cons to external vs. Have your say by answering the quick question:The Pros of Employee Background Checks Why do background checks? The benefits of comprehensive employment background screening include: increased applicant and new hire quality, reduced workplace violence, reduced negligent hiring liability, reduced losses from employee dishonesty, making the right hire the first time, and avoiding negative publicity.
Nevertheless, regardless of the pros and cons of allowing such filings, the reality is that many companies do allow employees to file anonymous complaints and, even if a company does not, an employee may still submit an anonymous complaint.
Who should conduct workplace investigations? What are the pros and cons of using internal versus external investigations?
3.) Should employers use non-competition agreements or other restrictive covenants? If so, under what circumstances? What should an employer. We discuss the benefits and drawbacks to filling positions through internal promotion versus We discuss the benefits and drawbacks to filling positions through internal promotion versus external hires.
sign in. For Employers; For Recruiters However, i f you find that the cons outweigh the pros in your particular situation, you should. Who Should Conduct Workplace Investigations What Are The Pros And Cons Of Using Internal Versus External Investigators.
Topic 1: Analyse the issue of whether change leaders should be internal or external to the organization (i.e., drawn from the current ranks of leaders and even the current CEO versus drawn from other . Any policy has to balance these concerns, as well as to specifically address the variety of privacy issues that arise from testing (e.g., medical exams, drug testing), monitoring of employees’ (e.g., computer use, communications, videotaping), searches, investigations, and information gathering and handling (e.g., personnel records, medical information)%(17).