1. Unethical Behavior
Unethical Behavior - It's Impact on Today's Workplace
It is a sad truth that the employees of just about every business, in every business, will occasionally encounter
team members who are taking part in unethical behaviors. Such unethical behaviors include a wide variety of
different activities. Among the most common unethical business behaviors of employees are making long-
distance calls on business lines, duplicating software for use at home, falsifying the number of hours worked, or
much more serious and illegal practices, such as embezzling money from the business, or falsifying business
records.
Though there is sometimes a difference between behaviors
that are unethical and activities that are actually illegal, it is
up to the business itself to decide how it deals with
unethical behavior - legal or not.
Many employees find that discovering unethical behavior
among co-workers actually tests their own values and
ethical behaviors. After all, unethical behavior that is not
illegal frequently falls in a grey area between right and
wrong that make it difficult to decide what to do when it is
encountered. Furthermore, different people have different
views regarding what is ethical and what is unethical. For
example, some people feel that it is alright to tell a little
"white lie", or to make one long distance call on the
company's nickel, as long as they can justify it in their mind.
When employees discover other employees doing
something that they know is wrong by the company's
standards, their own sense of what is right and what is
wrong instantly comes into question. That employee needs
to consider how s/he feels about that particular activity, as
well as informing about that activity, or turning a blind eye.
Even by deciding to do something about it, the employee who has discovered the unethical behavior is
presented with a number of difficult choices. Should the employee speak to the individual directly, or should the
employee head directly to a company supervisor?
Issues from the User Forum:
Unethical Behavior
I work for a company that sells a
surplus line of insurance. I have a
high ranking title with the company
and I oversee the premium that is
reported to the carrier. We are not
submitting certain contracts to our
carrier because th...
< more >
Suggest a solution for this issue
Post a question to other users

2. To make this decision a bit easier, many companies have adopted several techniques that allow for the
management of unethical activities. The first step is to create a company policy, in writing, that is read and
signed by each employee. This erases most feelings of ambiguity when it comes to deciding what to do after
witnessing an unethical behavior.
The second is to give a clear outline of what is expected of the person who has discovered the unethical
behavior. It should include the person who should be contacted, and how to go about doing it. With clear
instructions, there will be less hesitation in reporting unethical activities, and then they can be dealt with quickly
and relatively easily, before they develop into overwhelming issues.
Furthermore, the repercussions of unethical behaviors should be clearly stated. This way, both the person
doing the activity, and the witness to the activity will be well aware of the way that things will be dealt with, and
there won't be any risk of someone not reporting unethical behavior because they're afraid that the culprit will
be unfairly treated.
Communication is key in the proper management of unethical behavior in today 's workplace.

3. How can this person improve their situation?
Please be respectful at all times
Do not use any personal names or company names
Anonymous Employee reserves the right to either not post or to moderate
submissions
This is the problem the employee is having:
I work for a company that sells a surplus line of insurance. I have a
high ranking title with the company and I oversee the premium that is
reported to the carrier. We are not submitting certain contracts to our
carrier because the terms of the contracts exceed the coverage
provided by our carrier. He tells me that we are self-insuring the
product. I am not comfortable doing this and do not know what to do. I
have addressed the issue and it is falling upon deaf ears. I am not in
position to up and quit my job over this matter, I am looking for
another job right now, but I don't know how to handle matters in the
interim.

4. How to Effectively Discipline an Unethical
Employee
X
By KatherineF, eHow Contributor
Print this article
Personalized communication will prevent an employee from zoning
out during a confrontation.
Determining the best way to discipline an unethical employee can be tricky. Many
employers are unsure of how to simultaneously inflict the appropriate consequences and
maintain the employee's interest in future compliance. Effectively disciplining an unethical
employee is best accomplished by maintaining a logical mindset and placing confidence in
your ability to intervene.

5. Other People Are Reading
What Are the Steps to Take in Disciplining an Unethical Employee?
Employee Discipline Laws
Instructions
1.
o 1
Examine why the incident occurred to assess the significance of the employee's
behavior. Consider his past and determine whether or not the incident aligns with
his usual behavior patterns. This will prevent you from looking beyond the
employee's positive contributions to the company and enable you to trust in his
potential as a part of your team.
o 2
Talk with the employee, not at him. Although harsh and impersonal treatment
may intimidate an employee into compliance, his submission will most likely be
short-lived and he may resume the behavior once he feels that he can get away
with it. Regard yourself and your employee as members of the same team and
work together to solve the problem that has surfaced.
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o 3

6. Explain your perceptions of the violation clearly and specifically and address why
you feel that the consequences are appropriate. Being distant and casual will
give the employee an excuse to resent you and diminish any intrinsic motivation
to comply with your rules.
o 4
Consider the specific employee in need of correction to determine the best way
to address her lack of compliance. iscipline methods that inspire change in one
employee may be perceived as no big deal by another, so it is important to carry
through with discipline that will prevent any future deviance. Although you should
be firm in your discipline, do not be too harsh; employees who regard your
treatment as unfair may abandon their hopes of meeting your expectations
altogether.
o 5
Encourage open communication, now and in the future. Do not let your emotions
influence impulsive determinations and hinder your ability to think logically.
Employees who feel safe communicating with authority figures are more likely to
respect their opinions and consider their perspective when faced with a similar
decision in the future.
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