Code Of Conduct

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Civil servants have special obligations because they are responsible for managing Resources entrusted to them by the community, because they provide and deliver Services to the community and because they take important decisions that aff ect all aspects of a community’s life. Th ecommunity has a right to expect that the civil service functions fairly, impartially and efficiently. It is essential that the community must be able to trust and have confidence in the Integrity of the civil service decision-making process. Within the civil service itself, it needs to be ensured that the decisions and actions of civil servants reflect the policies of the government of the day and the standards that the community expects from them as government servants. The expectation that the civil service will maintain the same standards of professionalism, responsiveness and impartiality in serving successive political governments is a key element of the way our democratic Polity functions.

In a Democracy, an efficient civil service must have a set of values that distinguishes it from other professions. Integrity, Dedication to Public Service, impartiality, political neutrality, anonymity etc are said to be the hallmarks of an efficient civil service.

In India, the current set of ethical norms are the Conduct Rules, contained in the Central Services (Conduct) Rules, 1964 and analogous rules applicable to members of the All India Services or employees of various State Governments. The code of behaviour as enunciated in the Conduct Rules, while containing some general norms like ‘maintaining integrity and absolute devotion to duty’ and not indulging in ‘conduct unbecoming of a government servant’ is generally directed towards cataloguing specific activities deemed undesirable for government servants. These conduct rules do not constitute a Code of ethics.

The Draft Public Services Bill, 2007 proposes the necessary fi rst step towards evolving a code of ethics. It states in Chapter III.

Values of Public Service: The Public Service and the Public Servants shall be guided by the following values in the discharge of their functions:

patriotism and upholding national pride
allegiance to the Constitution and the law of the nation
Objectivity, impartiality, honesty, diligence, courtesy and transparency
maintain absolute integrity

Without prejudice to the provisions of this Act, the Central Government may, on the recommendations of or in consultation with the Central Authority, notify from time to time other values in this Section.

Review of Public Service Values: Th e Central Authority may from time to time review the adoption, adherence to and implementation of the Public Service Values in the departments or organizations under the Central Government and send reports to the Central Government.

Public Services Code

The Government shall promote the Public Service Values and a standard of ethics in the Public Service operations, requiring and facilitating every Public Service employee:

To discharge official duties with competence and accountability; care and diligence; responsibility, honesty, objectivity and impartiality; without discrimination and in accordance with law.
To ensure effective management, professional Growth and Leadership development .
To avoid misuse of official position or information and using the public moneys with utmost care and autonomy.
function with the objective that Public Services and Public Servants are to serve as instruments of Good Governance and to provide services for the betterment of the public at large; foster socio-Economic Development, with due regard to the diversity of the nation but without discrimination on the ground of caste, community, religion, gender or class and duly protecting the interest of poor, underprivileged and weaker sections.

In India, civil service values have evolved over years of tradition. These values also find place in various rules, including the Code of Conduct. The current set of ‘enforceable norms’ are ‘Conduct Rules’, typified by the Central Civil Services (Conduct) Rules – 1964 and analogous rules applicable to members of the All India Services or employees of various State Governments. As mentioned earlier, the code of behaviour as enunciated in the Conduct Rules, while containing some general norms like ‘maintaining integrity and absolute devotion to duty’ and not indulging in ‘conduct unbecoming of a government servant’, are generally directed towards cataloguing specifi c activities deemed undesirable for government servants. There is no Code of Ethics prescribed for civil servants in India although such Codes exist in other countries. A comprehensive Civil Service Code can be conceptualized at three levels. At the apex level, there should be a clear and concise statement of the values and ethical standards that a civil servant should imbibe. These values should reflect public expectations from a civil servant with reference to political impartiality, maintenance of highest ethical standards and accountability for actions. At the second level, the broad principles which should govern the behaviour of a civil servant may be outlined. This would constitute the Code of Ethics. At the third level, there should be a specific Code of Conduct stipulating in a precise and unambiguous manner, a list of acceptable and unacceptable behaviour and actions.

Some of the important conduct rules for a civil servents are as follows:

Should apply his best judgment except when acting under the direction of his superior officer.
He shall obtain such direction in writing. If impracticable to get written order on spot, then get the written order as soon thereafter as possible.
Should not evade the responsibility by asking written instruction of superior, where it is not necessary in the scheme of work distribution.
Must not bring outside influence upon any superior authority for transfer, posting, promotion etc.
Ensure his subordinates show integrity and devotion to duty.

For office matters, he must not directly approach court/Tribunals for grievance redressal before exhausting remedies in the departmental hierarchy.
Must not engage a private person to perform his official duties.
Cannot do social / charitable service during office hours.
Must not to adopt dilatory tactics or wilfully cause delays in official work.
Must not discriminate agains working woman. Must not indulge in sexual harassment.
Must not join any employee union/ labour union without government permission.
Must not threaten to go on strike to meet his demand / demand of any other Government servant.
Hunger strike, refusal to accept salary, non-cooperation with superior officer and other ‘satyagraha’ type activities also forbidden.
Without government permission, he must not accept any honor, ceremony, meeting, rally held in his honor (or in honor of another employee).
Suppose public/press has made some remarks against him for his official conduct. He cannot file defamation suit against them or make press statements, without government permission.
Must not take part in politics .
Must not give election fund/ assistance to any political party.
Must not make speculative Investment in share market. Frequent purchase or sale of Bonds/Equity=counts as speculation.
Must not take any Private trade or EMPLOYMENT without government permission.

A code of conduct is a set of rules that govern the behavior of employees within an organization. It is designed to promote ethical behavior and to protect the organization from legal liability. A code of conduct should be clear, concise, and easy to understand. It should be tailored to the specific needs of the organization and should be updated regularly to reflect changes in the law and in the organization’s business practices.

A code of conduct typically includes the following Elements:

Introduction: This section should provide an overview of the code of conduct and its purpose.
Purpose: This section should state the purpose of the code of conduct and explain why it is important.
Scope: This section should define the scope of the code of conduct, i.e., who is covered by it and what activities are covered.
Definitions: This section should provide definitions of key terms used in the code of conduct.
Conduct: This section should outline the specific behaviors that are expected of employees.
Conflicts of Interest: This section should address the issue of conflicts of interest and explain how employees should handle them.
Confidentiality: This section should address the issue of confidentiality and explain how employees should handle confidential information.
Plagiarism: This section should address the issue of plagiarism and explain how employees should avoid it.
Harassment: This section should address the issue of harassment and explain how employees should handle it.
Discrimination: This section should address the issue of discrimination and explain how employees should handle it.
Bullying: This section should address the issue of bullying and explain how employees should handle it.
Retaliation: This section should address the issue of retaliation and explain how employees should handle it.
Alcohol and Drugs: This section should address the issue of alcohol and drugs and explain how employees should handle them.
Use of Technology: This section should address the issue of the use of technology and explain how employees should use it.
Social Media: This section should address the issue of social media and explain how employees should use it.
Gifts and Gratuities: This section should address the issue of gifts and gratuities and explain how employees should handle them.
Outside Activities: This section should address the issue of outside activities and explain how employees should handle them.
Reporting Violations: This section should explain how employees should report violations of the code of conduct.
Enforcement: This section should explain how the code of conduct will be enforced.
Remedies: This section should explain the remedies that may be available for violations of the code of conduct.
Severability: This section should explain how the code of conduct will be interpreted if any part of it is found to be invalid.
Entire Agreement: This section should state that the code of conduct is the entire agreement between the employer and the employee and supersedes all prior agreements, understandings, and representations.
Governing Law: This section should state the law that will govern the interpretation and enforcement of the code of conduct.
Waiver: This section should explain how the code of conduct may be waived.
Notices: This section should explain how notices under the code of conduct will be given.
Headings: This section should explain that the headings in the code of conduct are for convenience only and do not affect its interpretation.
Counterparts: This section should explain that the code of conduct may be executed in one or more counterparts, each of which will be deemed an original, but all of which together will constitute one and the same instrument.

A code of conduct is an important tool for promoting ethical behavior and protecting an organization from legal liability. It is important to have a code of conduct that is clear, concise, and easy to understand. The code of conduct should be tailored to the specific needs of the organization and should be updated regularly to reflect changes in the law and in the organization’s business practices.

Here are some frequently asked questions and short answers about the following topics:

What is a code of conduct?
A code of conduct is a set of rules that govern the behavior of employees, customers, and other stakeholders in an organization. It is designed to promote ethical behavior and protect the organization from legal liability.
What are the benefits of having a code of conduct?
There are many benefits to having a code of conduct, including:
Protecting the organization from legal liability. A code of conduct can help to prevent employees from engaging in illegal or unethical behavior, which can protect the organization from lawsuits and other legal problems.
Promoting ethical behavior. A code of conduct can help to promote ethical behavior among employees, customers, and other stakeholders. This can lead to a more positive and productive work Environment.
Improving the organization’s reputation. A code of conduct can help to improve the organization’s reputation by demonstrating its commitment to ethical behavior. This can attract new customers and employees, and make it easier for the organization to do business.
What are the different types of codes of conduct?
There are many different types of codes of conduct, but they typically fall into one of the following categories:
General codes of conduct. These codes cover a wide range of topics, such as honesty, integrity, and respect.
Industry-specific codes of conduct. These codes are tailored to specific industries and may address issues that are unique to that industry.
Company-specific codes of conduct. These codes are developed by individual companies and may reflect the company’s unique culture and values.
How do I create a code of conduct?
Creating a code of conduct can be a complex process, but there are a few steps that you can follow to make the process easier:
Identify the purpose of the code. What are you trying to achieve by creating a code of conduct? Are you trying to protect the organization from legal liability? Promote ethical behavior? Improve the organization’s reputation? Once you know the purpose of the code, you can start to develop the specific rules and guidelines that will achieve that purpose.
Conduct research. There are many resources available to help you develop a code of conduct, including books, articles, and online resources. You can also consult with experts, such as lawyers or ethics consultants.
Draft the code. Once you have a good understanding of the purpose of the code and the relevant laws and regulations, you can start to draft the actual code. Be sure to use clear and concise language, and avoid jargon or technical terms.
Get feedback. Once you have a draft of the code, share it with employees, customers, and other stakeholders to get their feedback. This will help you to ensure that the code is clear, concise, and easy to understand.
Finalize the code. Once you have incorporated feedback into the code, you can finalize it and put it into effect. Be sure to communicate the code to employees, customers, and other stakeholders, and provide training on how to comply with the code.
How do I enforce a code of conduct?
Enforcing a code of conduct can be challenging, but there are a few things that you can do to make the process easier:
Make sure that the code is clear and concise. Employees should be able to understand the code and what is expected of them.
Provide training on the code. Employees should be trained on the code of conduct and how to comply with it.
Have a system for reporting violations. Employees should be able to report violations of the code without fear of retaliation.
Investigate violations. When a violation is reported, it should be investigated promptly and thoroughly.
Take appropriate action. If a violation is found, appropriate action should be taken, such as disciplinary action or termination.
What are the consequences of violating a code of conduct?
The consequences of violating a code of conduct can vary depending on the severity of the violation. In some cases, the consequences may be as simple as a warning. In other cases, the consequences may be more severe, such as disciplinary action or termination.

Sure, here are some multiple choice questions about the following topics:

Ethics
Which of the following is not an ethical principle?
(A) Autonomy
(B) Beneficence
(C) Non-maleficence
(D) Justice
Which of the following is an example of a deontological ethical theory?
(A) Utilitarianism
(B) Kantianism
(C) Virtue ethics
(D) All of the above
Which of the following is an example of a consequentialist ethical theory?
(A) Utilitarianism
(B) Kantianism
(C) Virtue ethics
(D) All of the above
Professionalism
Which of the following is not a characteristic of professionalism?
(A) Competence
(B) Integrity
(C) Confidentiality
(D) Honesty
Which of the following is an example of a conflict of interest?
(A) A doctor who owns stock in a pharmaceutical company that makes a drug that the doctor prescribes to patients.
(B) A lawyer who represents a client in a lawsuit against a company that the lawyer’s spouse works for.
(C) A teacher who accepts gifts from students.
(D) All of the above
Communication
Which of the following is not an effective communication technique?
(A) Active listening
(B) Eye contact
(C) Body language
(D) Jargon
Which of the following is an example of a non-verbal communication cue?
(A) Tone of voice
(B) Facial expression
(C) Body language
(D) All of the above
Teamwork
Which of the following is not a characteristic of effective teamwork?
(A) Communication
(B) Cooperation
(C) Coordination
(D) Competition
Which of the following is an example of a team building activity?
(A) A trust fall
(B) A scavenger hunt
(C) A ropes course
(D) All of the above
Problem solving
Which of the following is not a step in the problem solving process?
(A) Define the problem
(B) Generate solutions
(C) Evaluate solutions
(D) Implement the solution
Which of the following is an example of a brainstorming technique?
(A) Mind mapping
(B) 6-thinking hats
(C) Brainstorming
(D) All of the above
DECISION MAKING
Which of the following is not a type of decision making?
(A) Rational decision making
(B) Intuitive decision making
(C) Group decision making
(D) All of the above
Which of the following is an example of a decision making tool?
(A) A decision matrix
(B) A decision tree
(C) A cost-benefit analysis
(D) All of the above

I hope these questions were helpful!