Ethics in Financial Institutions

Summary of corporate ethics codes in the Chosen institution

• Dealing with the Media

Only senior Management (Governor & Deputy Governors) or designated persons are authorized to respond to the media.

• All calls from the media should be forwarded to the Secretaries of Senior Management, who should: 
  a. Take a detailed message with name, number and the purpose of the call; b. Inform the media that you will relay the message c. If questions are asked, say “I am not authorized to address that issue”
  
  d. The media is very diverse, they have different needs and different forms of gaining the type of information that they want, therefore don’t let the media persuade you to respond to any issue.
  e. It is important to remain professional and courteous when processing a call. You must keep a courteous tone of voice at all times.
  
  
  f. Cell phones are effective when used properly. Inappropriate use of cell phones can negatively impact business relationships. Unless it is an emergency, cell-phones should not be used during working hours.
  g. Cell phones must be kept on vibrate.
   

Employee Policy That We Suggests
1. Compliance Department should ensure that a financial services business adheres to external rules and internal controls. In the financial service sector, compliance departments should work to meet key regulatory objectives to protect investors and ensure that markets are fair, efficient and transparent. They also should seek to reduce system risk and financial crime.

1. 2. CEO and senior leadership should at least communicate through email or bulletin, a daily message of ethics to employees. 

3.In terms of securing data, a password requirement should be placed on any computer with important data. But data associated with ethical issues, such as deciding who needs to know, are not so simple to address.
As Managers:

• personnel files should always contain periodic employee evaluation , notices of raises, employee commendations, and any evidence of any disciplinary proceedings that were taken against the employee.
• You should never keep documents or entries that do not relate to the employee's job performance or qualifications.  
• Many employers have gotten into trouble for keeping documents or notes that relate to an employee's political views, private life, or unsubstantiated criticisms about an employee's race, gender, or religion

4. Managers and employees should consider these three codes:
a. maintain competence
b. disclose conflict of interest
c. maintain confidentiality of information even after employment ends

5. What employees may display in their social media account, this could be a sensitive topic. 
a. Employees are free to vocalize their sentiments on social media.
b. they have the right to talk among themselves and the about their
working conditions. This right is not limited to union workers; it applies for all private employees.
c. Employees should try to be brand ambassadors for  the company. When employees talk privately about their brands or the industries in which their companies operate, their comments often have more credibility with their network of contacts than when they speak about them in professional contexts, likewise on social media. 

6.  What employees may not display in their social media account 
All government employees may use social media but with restrictions such as:
a. On duty or in the workplace prohibition- Employees may not engage in political activity while on duty or in government or federal workplace.
b. 24/7 Prohibition – Employees may not knowingly solicit, accept, or receive a political contribution for a political party, candidate in a partisan race, or partisan political group.
c. 24/7 Prohibition – Employees may not use their official authority or influence to affect the outcome of an election. 
d. 24/7 Prohibition – Further restricted employees may not take an active part in partisan political management or campaigning.

Customer Policies We Suggests  

We go by 6 complaint Process:
1. We acknowledge:Within three business days of receiving your complaint we will acknowledge receipt of your complaint. 
2. We review:We undertake an initial review of your complaint and determine what if any additional information or documentation may be required to complete an investigation. We may need to contact you to clarify details or request additional information where necessary.  
3. We investigate:Within 10 business days of receiving your compliant we will investigate your complaint objectively and impartially, by considering the information you have provided us, our actions in relation to your dealings with us and any other information which may be available, that could assist us in investigating your complaint.
4. We respond:Following our investigation we will notify you of our findings and any actions we may have taken in regards to your complaint.
5. We take action:Where appropriate we amend our business practices or policies.
6. We record: We will record your complaint for continuous improvement process and monitoring through regular review, your personal information will be recorded in accordance with relevant privacy legislation.

Reference: http://www.afta.com.au/uploads/331/atas-complaint-handling-brochure.pdf 
Reference: https://smallbusiness.findlaw.com/employment-law-and-human-resources/what-you-should-keep-in-your-employees-personnel-files.html