Paper Example on Code of Ethics for Obscenity Prevention Agency

Introduction

Obscenity Prevention Agency is an institution established by the government Department of Justice. The agency mission is to prevent and manage the production and distribution of pornographic materials through public sensitization, investigation, and prosecutions. The following code of ethics guides the professional conduct of all employees in the agency.

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Transparency

All employees are required to ensure that their communications and interactions increase the public trust with the agency. Fiscal integrity should be maintained through financial reporting and accountability.

Privacy and Security

The security procedure requires that the collection, use and access to personal and organization information be on authorization and in line with data protection legislation. Confidential information should be handled as such.

Responsiveness

Employees are encouraged to enhance their usefulness by responding promptly to client's queries and challenges. Staff should take the initiative wherever public interest is at stake.

Equal Opportunity Employment

The agency strictly employs and appraises employees based on their merit, qualifications, and career competence. Employment discrimination based on race, gender, religion, nationality, and disability is prohibited.

Safe Workplace

The organization disallows all forms of harassment, discrimination and bullying whether physical, verbal or physiological form. The rule applies to all sorts of sexual harassment. The agency is committed to a peaceful work environment and does not tolerate violence. Staff should report any abuse to personal supervisors or human resources.

Conflict of Interest

The agency expects all staff to avoid engaging themselves in any act that may be a directly or indirect expression of a conflict of interest. These include all activities that may lead one to pursue benefits for oneself, family or friends.

Corruption

The agency maintains a strict policy against all forms of fraud including accepting or giving bribery. Besides, acceptance of any personal gifts including money tokens, products, business or other courtesies for work-related reasons is prohibited.

Drugs and Alcohol

The organization is against the abuse of drugs and substance since it compromises the employee's integrity, capacity, safety, and health. Use of drugs within the facility or while on work duty is prevented and may warrant request for screening.

Justification for the Code of Ethics Elements

The entries in the Code of Ethics guide individual behavior to be in line with organizational culture and values. Besides, they regulate relationships between internal and external publics. Integrity promotes trust in the organization while privacy is fundamental in protecting sensitive information and data in within the justice system. Responsiveness fosters quality delivery of services. The clause on equal opportunities ensures equity and fairness in managing human resource while safety provision guarantees harmony and respect in the workplace. Conflict of interest may not lead to fraud, but it reduces impartiality an essential element in professionalism (Mele, 2009). Corruption is not only centrally to transparency and justice but also against the duty of public entrustment (Mele, 2009). The drug provisions promote professionalism. In the case of Obscenity Prevention Agency, the elements that set the foundation for ethical behavior are transparency, equal opportunities, and safety in the workplace. The basis for the items is the core values related to religion and culture of integrity, equality, and respect (Mele, 2009). The foundation of ethical behavior is individual values since they influence both attitudes and behavior (CCAB, 2014). Personal values should be consistent with organization values for complementarity.

From an officer's standpoint, the code of ethics is essential part while working in a community since it acts as a social contract among workers (CCAB, 2014). The system standardizes behavior for all workers and supports harmonious relationships. The code applies to all organization staff, and it sets out the dos and don'ts while interacting with others, for example, being responsive and avoiding harassment. From an agency standpoint, the code of conduct is a statement to internal and external parties of the standards to expect from the organization. The code provides ethical guidance in decision-making processes to meet the need of a diverse society (CCAB, 2014). First, the document represents the commitment of the organization leadership towards specific ethical behavior. Secondly, it helps in the management of risks associated with daily decision processes. Thirdly, it provides a disciplinary framework within particular governance arrangements, for example prescribing levels of access and authority to effects specific rules. Finally, it regulates the relationship between the organization and third parties.

Training is vital in the introduction of a new code of conduct in an organization. Training helps in explaining the logic behind the development of the code regarding its objectives, implications, and implementation process (CCAB, 2014). Practical internal training will be conducted to introduce the code of ethics at the Obscenity Prevention Agency. The training will focus on the importance and ways of making ethical decisions and provide an opportunity for employee feedback. The training will be mandatory for all staff including supervisors. Concerning delivery methods, the training will be physical, involve presentations of case studies and group discussions on the impacts and means of improving the code. An evaluation will be done at the end of the training to test the levels of understanding. Besides, the Agency will organize periodic training to enhance staff knowledge, refresh awareness, emphasize on commitment, and identify gaps for updating the code. Lastly, expectations are that all new employees and managers will undergo brief training on the code of ethics during work orientation. This on-needs basis training will provide a benchmark for standard behavior in the agency and emphasis organization value for ethics.

References

Consultative Committee of Accountancy Bodies (CCAB). (January 2014). Developing and implementing a code of ethical conduct: A guide for businesses and other organizations. CCAB. Retrieved from www.ccab.org.uk/PDFs/Code_Guidance_final_SG_Amends2.pdf.

Mele, D. (2009). Business ethics in action: Seeking human excellence in organizations. London, UK: Palgrave Macmillan.