ASSESSMENT TASK 5

1. Use of frequent points and Company’s Code of Ethics

Review the company’s code of ethics to identify current values and standards and to
identify whether it addresses the issue of accruing frequent flyer points

The company’s code of ethics is needed to set guiding principles for employees to act
with honesty and integrity in business’ daily operations. With the issue of accruing flyer
points, there are current standards and values identified in the company’s code of ethics.

- Conflicts of interest. Staff should both be and appear to be free of any interest
(Financial or otherwise) which might be regarded as being in conflict with their
integrity and objectivity.

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- Fair and honest dealing. Cannot meet the test of objectivity if the staff involves in

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misuse of a Boutique Build Australia position for personal gain (Financial or

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otherwise)

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Identify and review codes of ethics and other documents from at least three other
companies on how they manage the issue of staff use of frequent flyer points.
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These three identified provide guiding principle to make an ethical decision in business
practices:
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- Trust. Entrusted with the property and information and any uninformed consent to the
company of any account (Financial or otherwise) is an ethical failure.
- Service. Provide service fairly and objectively. Support the business environment with
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dignity and mutual respect.

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- Accountability. Take responsibility for decisions and actions. Observe professional

conduct and develop professional standards that align with organizational goals.
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MEMO
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MAY 2021
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To: All Staff

Subject: Use of frequent flyer points

It has come to my attention that there are staff members who have been accumulating
frequent flyer points from business travel and using these points for their own personal
travel. Due to this information, there will be an investigation on the usage of flyer points

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 and it is needed to update our code of ethics base on the usage of flyer points in order to
prevent unethical behavior as per our company values. See the needed additional
information below.

Code of Ethics and the issue of frequent flyer points (Updated)

The Code of Ethics and Conduct defines each responsibility of:

- The NSW State Librarian & Chief Executive (CE)
- Executives and people leaders in showing ethical leadership and personal
accountability
- Employees in adherence to the Code and showing behaviors which contribute to
an efficient, effective, and ethical place of work.
The Code also gives guidelines in terms of ethical decision-making. The key core values
and principles underpinning the Code are detailed, including the six core values of:

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 Integrity

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 Trust

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 Service

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Accountability
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 Equity of Access
 Innovation and Engagement
With the aforementioned detail, no staff will be allowed to accrue, use, transfer, swop
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frequent flier points for their personal gain.

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The additional information on the practice of flyer points will be added on the company’s
Code of Ethics as amended. All staff will be provided a full copy of updated Code of
Ethics. If there are any questions, please feel free to contact me or an email for further
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queries.
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Meryl D. Demasuay
Operations Manager
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2. Email to the CEO ( Assessor)

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To: CEO
Subject: Memo on use of frequent flyer points

Dear Sir,

Hope this email finds you well.

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 I am writing to inform you that I have written a memo regarding several staff’s practice
on accumulating frequent flyer points and updated the code of ethics for our company.
From now, staff will not be allowed to accrue, use, transfer, swop frequent flier points for
their personal gain. I believe the main point for an ethic code are:
- Integrity
- Trust
- Service
- Accountability
- Equity of Access
- Innovation and Engagement.

Please provide comments about the memo and do not hesitate to contact me at any time if
you have any further question or concern.

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Best regards,

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Meryl D. Demasuay
Operations Manager

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Attached File:
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Memo.docx

3. Updated Code of Ethics

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Boutique Build Australia

Code of Ethics
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All staff should act with honesty, sincerity and integrity in their approach to their work
for the Boutique Build Australia.
All staff should behave with integrity, honesty and fairness in all business, professional
and personal relationships.
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Staff should not knowingly or recklessly supply any information which is confidential, or
make any statement which they know is misleading, false or deceptive to a colleague,
client of the Boutique Build Australia, or the general public.

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 While Boutique Build Australia staff must observe the terms and conditions of their
employment, staff cannot be required to be complicit in any illegal act. If advised,
instructed or encouraged to engage in unlawful activity, they must decline, and report the
matter to a line manager. Staff should use the frequent flyer point for business
purposes and not for personal journeys.

Conflicts of interest
Boutique Build Australia staff should both be and appear to be free of any interest
(financial or otherwise) which might be regarded as being in conflict or incompatible
with their integrity and objectivity.

Independence is the cornerstone of objectivity. Both external and internal parties have a
need for credibility of information and action in relation to Boutique Build Australia
activities. Boutique Build Australia management at all substantive levels seeks credibility
and accountability in information and in the activities of all of its staff. Boutique Build

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Australia management must be careful to apply an attitude of professionalism within the

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bounds of commercial confidentiality, and should remain independent in fact as well as

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independent in appearance.

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Accordingly, Boutique Build Australia staff should recognize and avoid situations which
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may affect their integrity and objectivity by:
 being cautious of undue benefits or preferential treatment received in the course
of their employment. Such benefits may cloud their judgement or objectivity
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 ensuring to use the frequent flyer point as per company requirements

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 ensuring Boutique Build Australia facilities or property, information or resources

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are used
 in the best interests of the Boutique Build Australia community
 guarding against conflicts of interest arising from inappropriate financial
involvement and personal relationships.
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The interests of the Boutique Build Australia and the broader community
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Boutique Build Australia staff comprises a diverse population of individuals with

differing roles and functions, ethnic and cultural backgrounds and differential and
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sometimes complex relationships within the community. For such a community to

function fairly and effectively, due regard must be given to behavior which recognizes
the dignity and privacy of individuals, enhances fair dealing and representation both in
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action and perception.

The effective functioning of Boutique Build Australia depends on the mutual respect
required of individuals co-existing within that diverse community and with its broad
clientele, together with the pursuit of an environment characterized by co-operation,
collegiality, impartiality, equity, and financial responsibility.

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 Individuals must therefore be accountable for their actions both in a social and financial
sense by clearly establishing their own personal standards and those of the staff for whom
they are responsible and being aware of how these standards may conflict with tasks they
ask others (or themselves are asked) to do.
This should be in consonance with the Boutique Build Australia's strategic intentions,
recognizing that the Boutique Build Australia has a responsibility both to its stakeholders
and the broader community.
Confidentiality
Boutique Build Australia staff must protect the confidentiality of information acquired in
the course of their work. No staff member should use or disclose any confidential
information to a colleague, client of the Boutique Build Australia or any other party
without specific authority or unless such use or disclosure is:
in the normal course of business within the Boutique Build Australia, or

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 there is a legal or professional duty to disclose the information.

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Staff may acquire confidential information in the course of their employment. This may
take the form of confidential information about staff, customers, suppliers or other

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information intended to be confidential. It is important that this information should not be
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disclosed to third parties except when consent has been obtained from the Boutique Build
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Australia or with the consent of the other party, when there is a duty to disclose.
Staff members should discuss the matter fully with their immediate superior if they are in
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doubt as to whether there exists a right or duty to disclose confidential information. If the
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problem cannot be resolved by this action, they should consult an appropriate higher
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authority within the Boutique Build Australia, and/or the Boutique Build Australia's legal
advisors.
Boutique Build Australia staff at all levels should ensure that staff members for whom
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they are responsible, are aware of the confidential nature of relevant information acquired
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by them in their work, and should inform them of the need to maintain confidentiality of
such information.
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Staff members in receipt of confidential information should not use or appear to use such
information to gain personal advantage for themselves or for a third party.
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Technical standards
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Boutique Build Australia staff shall carry out their job responsibilities in accordance with
relevant contractual arrangements and/or in accordance with the technical and
professional standards relevant to that work. In this sense, Boutique Build Australia staff
members owe a duty of skill and care to the Boutique Build Australia.
Fair and honest dealing

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 Boutique Build Australia staff must be fair and must not allow bias or prejudice to
influence or override their objectivity in academic, research, administrative, business or
management matters. Staff should maintain an impartial attitude, particularly in terms of
the equity of individuals (including colleagues) or groups who may be vulnerable.
Objectivity is an important characteristic of Boutique Build Australia staff. If the work of
a staff member is influenced by dishonesty, prejudice, conflict of interest or bias, or
involves misuse of a Boutique Build Australia position for personal gain (financial or
otherwise), then that staff member cannot meet the test of objectivity.
The 'reasonable person' test is appropriate in determining whether a staff member has
behaved in an objective manner. In other words, whether a reasonable colleague,
knowing all the facts and circumstances, would conclude that the staff member has acted
properly and impartially.
Gifts, benefits and hospitality

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 Gifts, benefits or hospitality which are irregular and of nominal value, used for

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promotional purposes by the donor and seen as generally accepted commercial

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practice (such as a business lunch), may be accepted.

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 Gifts, benefits or hospitality which exceed a nominal amount, must be declared to
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the staff member's line manager and must not be accepted if in the view of the line
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manager the acceptance of the gift or gratuity would compromise objectivity and
be seen by the wider community as likely to influence the staff member in their
official capacity.
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 Gifts, benefits or hospitality offered as an inducement to place a staff member

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under an obligation to purchase goods or services cannot be accepted.

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 Staff must not accept gifts of money.

Ethical behavior
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Boutique Build Australia staff should conduct themselves in a manner which is consistent
with the Boutique Build Australia's strategic intentions, reputation, and functions for
which it was created under the Boutique Build Australia of South Australia Act. Staff
should refrain from any conduct which might bring discredit to the Boutique Build
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Australia.
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It is important that colleagues, clients, suppliers and the wider community, be satisfied
that Boutique Build Australia staff are acting fairly, honestly and in good faith. You
should not condone misleading, false or deceptive statements. The character of staff will
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be judged by their conduct, real or apparent.

Indicators of personal ethical behavior
 You must not allow dishonesty, personal prejudice or bias to influence you in the
conduct of your employment.

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  You should not accept gifts, benefits or hospitality if their nature and value may
be seen as compromising your objectivity and influencing you in your official
capacity.
 Your actions should be fair, honest, and truthful.
 You should avoid actual or perceived conflicts of interest.
 You should not condone the use of any statement which is misleading, false or
deceptive
 You should conduct yourself with care and skill, and ensure your actions do not
conflict with the requirements of integrity and objectivity.
 You should not use confidential or other information for personal advantage or for
the advantage of another.

Code of Ethics and the issue of frequent flyer points

Code of Ethics and the issue of frequent flyer points (Updated)

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The Code of Ethics and Conduct defines each responsibility of:

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- The NSW State Librarian & Chief Executive (CE)

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- Executives and people leaders in showing ethical leadership and personal
accountability

o.
rs e
- Employees in adherence to the Code and showing behaviors which contribute to
ou urc
an efficient, effective, and ethical place of work.
The Code also gives guidelines in terms of ethical decision-making. The key core values
and principles underpinning the Code are detailed, including the six core values of:
o
aC s
vi y re

 Integrity
 Trust
 Service
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 Accountability
Equity of Access
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
 Innovation and Engagement
With the aforementioned detail, no staff will be allowed to accrue, use transfer, swop
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frequent flier points for their personal gain.

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Finally
If you would be ashamed if your conduct was reported in a Boutique Build Australia
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newsletter or a local newspaper read by friends and colleagues, you should question
whether your behavior is ethical.

4. Email to Staff (Assessor)

To: All Staff

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 Subject: Updated Code of Ethics

Dear Staff,

Good Day!

Considering the critical points discussed in addressing the issue on the use of frequent
flyer points, I have updated our code of ethics which is also attached to this email.
Effective today, staff are not allowed to accrue, use, transfer, swop frequent flier points
for their personal use/gain. The company’s code of ethics underpins core values and
guidelines in detailed, together with the six core values in making an ethical decision:

- Integrity
- Trust
- Service

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- Accountability

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- Equity of Access

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- Innovation and Engagement

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Please read and observe the code. Do not hesitate to contact me at any time if you have
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any further question or concerns.

Kind regards,
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aC s

Meryl D. Demasuay
vi y re

Operations Manager

Attached File:
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Updated Code of Ethics.docx

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