Ethics

Evaluation and implementation of your ethics policy involves more than just what you, your administrator, or an ethics committee may "think" ethics is. An ethics policy is interpreted and implemented by all employees sometimes with varying results.

According to a recent article in Workforce magazine ("How Employees Decide Which Way to Go" by Louie V. Larimer, December 1997) ethical decisions are based on one of six different principles egoism, utilitarianism, existentialism, divine inspiration, deontology and exposure or conformism. Each philosophy relies on the thought process of the employee making the decision. The consequences of that decision could present liability issues for you as an employer if the employee is unclear about your organization's code of ethics or is fearful of retribution.

The six decision principles as reported in Workforce are: egoism: based on self-interest and calculated to bring positive results to yourself. utilitarianism: based on a concern for the people affected by the decision. existentialism: looking within yourself, feeling what is right and choosing a path irrespective of consequences because it's "the right thing to do." divine inspiration: relying on the word of God in holy writing or natural consequences. deontology: based on a defined duty or obligation promulgated by some acceptable authority such as a legal precedent or organization values statement. exposure/conformism: based on a concern for public image or what others may think if the decision is made public.

According to a survey conducted last year by the Ethics Officers Association and the American Society of Chartered Life Underwriters of 1,300 workers, half had committed at least one illegal or unethical act in the past year. Respondents indicated that the acts were a result of workplace pressure such as juggling family and job or dealing with a demanding or incompetent boss. Offenses reported ranged from taking office supplies and abusing sick days to manipulating quality control figures and abusing drugs or alcohol on the job.

Review your ethics policy to ensure that all employees are aware of and understand the basis for making ethical decisions. Incorporate ethics training into your employee development program and promote responsible conduct. Following is an example of an ethics policy from the City of Phoenix, Arizona.

The City of Phoenix Ethics Handbook is distributed to all city employees. The handbook is organized sensibly and includes laws and policies, procedures to follow, penalties and sanctions, and specific examples. City Code policy wording is included followed by comment explaining the code. To reinforce the basis for all employment with the city, a "vision and values" statement appears on page one of the Handbook.

Phoenix Ethics Policy It is the policy of the City of Phoenix to uphold, promote and demand the highest standards of ethics from all of its employees and officials, whether elected, appointed or hired. Accordingly, all city employees and members of city boards, commissions, committees and the city council should maintain the utmost standards of personal integrity, truthfulness, honesty and fairness in carrying out their public duties, avoid any improprieties in their roles as public servants and never use their city position or powers for improper personal gain.

Comment: The proper operation of municipal government requires all city employees and members of city boards, commissions, committees and the city council remain independent, impartial and responsible only to the public. You hold office or were hired for the public's benefit, and it is your responsibility to uphold the Constitution of the United States and the Arizona Constitution. In your official acts, you are bound to observe the highest standards of morality, and discharge faithfully the duties of your office or position regardless of personal considerations, recognizing that the public interest must be your primary concern. Democratic government can function properly only when the citizenry has confidence in how its government is run. Public trust is built largely upon the perceptions that citizens have regarding their city employees, city council members and members of city boards, commissions and committees. Once public confidence is destroyed, it is difficult to re-establish. As a result, a public agency may not be able to function effectively. Moreover, individual careers or reputations may be irreparably damaged. Hence it is imperative for you to foster the highest standards of personal integrity and honesty in discharging your public duties. You should remind yourself constantly of the civic trust that you hold by reason of your position. You should never compromise your honesty or integrity for personal gain or advancement. Always remain sensitive to the values of the public you serve.

The Handbook includes the following sections: Applicable Laws and Policies attendance; conflicts of interest; contracts with the city; disclosure of confidential information; discrimination; employment issues; gifts, favors and extra compensation; political activity; public access; use of city equipment, facilities or personnel for private gain; software management; and electronic mail. Procedures where to seek advice, what to do if you are uncertain, how to declare a possible conflict, and where to report improper behavior.

Penalties and Sanctions
Appendices include examples, Arizona statutes regarding conflict of interest of officers and employees and employment of relatives, key city laws, and declaration of gifts.

Ordering Information
For more examples of ethics policies you may order the Ethics from IPMA's HR Center Series. Please fax your request to (703) 684-0948. Agency members may e-mail their request to the IPMA Publications Department.