1. What type of code is it?

(Values based, Compliance Based, or a

Hybrid)
2. What makes this type of code?
3. What elements of the code are well done, and what do you find useful?
Why is it useful?
4. What elements do you think are unclear or missing?
5. Based on your knowledge of codes, do you think this would be an
effective code?
Typically, a code of conduct is the most visible part of an organization’s ethics and compliance
program. It often summarizes many features of this program. It also conveys a sense of what is
important to that company’s leadership.

Now, a company’s stakeholders are turning to the company’s code of conduct to learn about
leadership’s attitude about ethics and compliance. How does leadership view ethics and
compliance? Are the leaders committed to responsible business practices? In what ways do they
support this commitment? These questions –and more – might be understood through a code of
conduct – in what it ‘says’ through what it does and does not address and the way it addresses its
content.

What stories are these codes telling? Lackluster codes speak volumes — largely about what the
company appears to not care about. Such codes communicate the bare minimum about ethics
and compliance responsibilities – and their readers are right to expect as much from the
company.

Key elements of a code of conduct that “talk” to readers include the following:

 Accessibility
 Contents
 Style
According to Lunday

Yet many companies’ standards are not up to the challenge. These standards suffer from
numerous faults. In many cases they:

 Do not address the range of a company’s business activities, especially its principal ones.
 Are not clearly linked with the company’s principal business objectives and culture.
 Are not effectively linked to concepts of business integrity.
 Set the wrong tone, perhaps one that is too legalistic or too vague.
 Contain the wrong degree of detail regarding expectations.
  Do not address the realities of conducting business.
 Do not provide employees with effective ways to address business challenges.
These standards often are set up to fail because they do not specifically address the above
challenges by addressing the company’s unique characteristics and needs.

Molson Coors

1. What type of code is it? (Values based, Compliance Based, or a Hybrid)

Value based code – why ?

2. What makes this type of code? Molson Coors code of business conduct
is made off 5 parts. Each part showcase Molson Coors ethics in relation
to company’s various operations. It starts with Company’s ethical
statement that relates to all employee globally and provides a visual
model for ethical decision- making. Next part is providing guidelines
for leaders, in this section all leaders of Molson Coors are expected to
be a role model to lead with integrity and foster safe and retribution free
environment.

Second part of the code is addressed to Molson Coors employees. It’s

divided into 5 subsections: employees health and safety, respect in the
workplace, privacy of personal information, responsible alcohol use and
social media use. Thisr pard of Molos code of conduct provide
guidelines on conduction a business in ethical way with outside
stakeholders. In this section company pays attention to product quality
assurance, fair market competition, confidentiality of information,
integrity in business relations and responsible alcohol us. “In our
communities” part Molson presents company impact on community and
environment. It briefly talks about commitment to sustainability and
adherence to environmental laws, supporting political campganis and
community volunteering. Next part of this document highlits
company’s values and code of conduct that is important from the
investor point of view. Molson higlths its ethics in areas such as
accuracy of records, maintaining reputation, avoiding conflict of interest
and rules around trading company stock. Last part list company
resources ralted to solving ethical or compliance issue that available to
the all employees.
 3. What elements of the code are well done, and what do you find useful?
Why is it useful?
Conversely, great codes tell a story about a company strongly committed to responsible
conduct, its leadership’s reinforcement of key messages, the relation of ethics and
compliance to the company’s culture and success, the systems it maintains to help ensure
ethical conduct and the steps it plans to take to demonstrate accountability for its actions.
provide employees with effective ways to address business challenges. Uses clear language
easy to follow for different types of audiences .

4. What elements do you think are unclear or missing?

Not enough infroamtion on its environmnetla impact and how they are helping
to minimize its footprint in terms of using more sustainable protdiction or
packinging etc. Documents onny vaughly mention about company strive to
follow all envrionmeptal protection regualtiona and laws. Even thought
Molscon coors code of conduct addresses its global workforce, the overall
“feel” and potential ethic issues are tialred for nort American market. COC
dose not mention company’s point of view on ethical labour or engaging We are
commit- ted to a responsible supply chain, and all vendors must agree to uphold our ethical standards of
production and adhere to our Vendor Code of lululemon, and any other individual or or- ganization
working with us, must comply with all labor and employment standards laws, rules, regulations and
policies in the jurisdictions where we or they operate.

5. Based on your knowledge of codes, do you think this would be an

effective code?
1. Accoriding to Lunday there are 14 dimensions to help to ensure that development or
revision of a code of conduct is most likely to be successful:

1. Demonstrates Leadership Commitment and Support

 Within a code, the chief articulation of leadership’s commitment comes in the
introductory chief executive message. This message should be clear, simple, compelling
and reflect the executive’s style and perspective. In addition, where the code clarifies the
duties that the company and its leaders at all levels have to employees, this likely will
also help employees appreciate the commitment to leadership at all levels. – YES

1. Employs a Format that Fits the Workforce’s Characteristics and Needs

1. Adresses the specifics of Molson operatoons – selling beers, has components for ethics
for leaders and employess. Also, enterprises with operating companies with widely
divergent brands, cultures and operations may want codes for each entity – or at least
slightly different versions that better reflect the local operations.
2. Reflects and Reinforces the Company’s Culture

A successful code will reflect the organization’s culture – at least its positive and aspirational
qualities. This helps the code to reinforce these positive cultural elements. It also means that
employees can better identify with the code as it seems to emanate from the organization rather
than be thrust upon it. Key elements of the culture include:

 Mission and vision – The organization’s purpose

 Values – The organization’s collective beliefs
 Heritage – Where the organization comes from
 Style – The way in which things are done
 Priorities – What is important to leadership and the rest of the organization.
 Rituals – Activities employees engage in that reflect a uniqueness of the business.
 Heroes – Individuals and their feats that others hold in high regard.
 Branding – How the company presents itself
 Perspective – The company’s point of view

A company’s culture can be identified in its communications, stories, perspectives and

ways in which staff acts and responds to situation

Molosn coors is lacking in this area

1. Addresses the Organization’s Operations

Adresses helat and aafety gives an exaples of incident reporting. Addresses issues
asscociated with responsible alhcol use. Stating that the company is committed to health
and safety has little impact if it does not also discuss what may be unsafe conditions or
how staffs’ health specifically can be
compromised. Addressing operations, in essence, gets to “what we do, where we do it
and how we do it.”
 Reflecting the company’s operations into the code as well helps to address the realities of
daily business and where employees need to be especially aware of risks. Cues to this
may come from either industry issues or the company’s past issues.

1. Incorporates a Unifying Concept

The better codes of conduct incorporate a multi-faceted concept that pervades the
document. This concept helps to unify the code’s disparate topics. It aligns the code to its
overriding purpose and connects it to the company’s culture and sometimes. The code
may even reflect the ethics and compliance program’s brand or identity.

This concept strengthens the code’s aspirational qualities and helps employees to
appreciate the code on a higher order. The concept likely is most evident in the code’s
title. It also can be evident in the code’s structure, section and topic titles, the basis for the
code and its topics and visual design.

Living our brew slogan - unifingin otife in all sections of this code

6. Sets an Aspirational Tone

This tone connects responsible conduct to the company’s and the employee’s success. Such a
tone can inspire employees to appreciate the code’s role in the company’s success and ow the
employee, by following it, can help make a profound difference.

7. Provides Clear Expectations of Compliance

It needs to effectively inform employees of expectations regarding their conduct and the
consequences of non-compliance. In doing so, it provides clarity regarding expectations that
employees can take comfort in.

They can expect to be assessed on this compliance and that their peers also will be held to the
same standards. Such a code helps remove ambiguity and inconsistency regarding business
conduct from daily work. The code also may state what an employee can expect from the
organization in how he or she will be treated or supported, such as in seeking guidance or
reporting concerns.

Molson gives guidelines how and where to report unethical behaviour etc. gives resources

Based on Compelling Principles

A code and its standards should be based on underlying principles of good conduct, such as
integrity, fairness, responsibility and care, to name a few. This basis may relate back to the
company’s values and tie to what constitutes business success for the enterprise. Such a basis
helps employees to understand the code and its standards and appreciate their purpose. It can
elevate the standards up off the law to higher considerations that tie to the company’s
commitments and other duties to customers and other stakeholders.
The guiding principle for Molson in all aspect of its opertions and is living the brew

Addresses the Organization’s Risks Regarding Business Conduct

Risk may be anything that leads to a legal violation or keeps a company from meeting its
identified ethics and compliance business objectives, such as the company’s reputation as a
responsible employer.

Coordinates with policies and other guidance tools

Almost always, a code’s content will relate to topics that a company’s policies address. So, the
code should coordinate with these policies to ensure that employees receive consistent direction.
Typically, a code’s standards are written at a higher level than are policies, essentially providing
the “capstone” of the company’s standards. It is then helpful to provide employees with
reference to the related policies for additional guidance.

Supported with Topic and Code Concept Utilities

It is helpful to provide employees with additional guidance in understanding, appreciating and

applying the code and its standards. For such instances, utilities can provide the appropriate
assistance:

 Topic Utilities can include Questions & Answers, Frequently Asked Questions, Risk
Areas, and many other devices.
 Code Concept Utilities can help employees to appreciate the code and its contents in
light of the code’s overriding concept. These tools may include quotes or statements from
famous individuals, company leaders and other staff, reminders regarding the company’s
values and other types of content.

Provides Guidance for Decision Making

A code cannot cover every conceivable topic or issue that an employee likely will
encounter. Sometimes a standard relevant to an employee’s concern will not provide
enough clarity to help that employee resolve the matter. And even where an employee
may understand what do do, actually taking the responsible action may be difficult. To
this end, a good code of conduct includes decision guidance that help employees in such
situation. This decision guidance can include frequently asked questions, questions to ask
oneself, common topical risk areas, suggestions of how to apply the company’s values
and a host of other approaches to resolve a difficult or unclear situation.

Molson provides a framework for making ethical decision

1. Incorporates an Effective Writing Style

The writing style also should fit with the company’s culture and style; some companies use
certain words, phrases or terms to describe aspects of the way that they do business. Finally,
the writing style should fit with the audience’s larger societal culture.
Utilizes a Compelling Visual Style

A code’s visual design is critically important – it is the first feature of the code that employees
see and so it sets the perspective through which they will view the code – if they bother to pick it
up at all. First, a visual design should be interesting, enough that an employee is motivated to
open it up and find out what is inside.

The design also should ease navigation through and understanding of the code’s contents. A
well-designed code simply is easier to use. The design should align with the company’s branding
and identity guidelines so that the code is seen as a company document, not a generic one that
could fit with any company.

Next, the design should reflect the company’s culture: this step helps to ensure that an employee
will readily identify with the document and recognize that it emanates from the company, not
that it is imposed from elsewhere. Finally, the design should excite some interest; it should create
a compelling look that encourages employees to want to look inside and throughout the code
because it is interesting

Eeach section of Molson’s code of conduct is color coded showing again company’s
commintment and engagemtn to all aspect of business conduct and ethics.

In addition Molson Coors addresses topic of sustainability etc.

Bershire Hataway

What type of code is it? (Values based, Compliance Based, or a Hybrid) –

compliance based code - why

What makes this type of code? BH code of ethics and conduct is very sussinct
( only 5 pages long) and touches only on rules and regulations that relate to
legal compliance of the company. It composed of 5 sections: scope, purpose,
ethical standards, waivers, and violation of ethical standards.
 1. What elements of the code are well done, and what do you find
useful? Why is it useful? What elements do you think are unclear or
missing?

Personally I do not find this code of business ethics and conduct useful or
well done in any part. Comparing to other big corportatin guiding
documents BH falls short. As a global organization with vast and complex
investment portfolio its official code of busniess ethica and condut is
missing many points and therefore is presents itself to the public as a
company that do not care about corporate social responsibility or higher
business ethical values.

No real leadership attention to or real conviction for ethics and compliance.

No connection between ethics and compliance and the organization’s broader mission, values other aspects of its
culture

No clear connection between a code’s topics and the company’s activities

Limited scope of issues that the code covers because of insufficient understanding of how ethics impacts operations

Often written in a difficult-to-parse style with legalistic jargon.

An uninteresting, generic-looking document

Do not provide employees with effective ways to address business challenges.

Based on your knowledge of codes, do you think this would be an effective

code?
1. Demonstrates Leadership Commitment and Support

This document does not privied any information that would suggest that
ethical rules and regualtioan are supported by leadership. Quite to contrary
BH condCOC has a Waiver sectionin stating that senior leadership might be
exluded from following COC if approved by board of goveronrs. COC refers
the reader do the Auditing commeety as a govering body of any isusses
reladed to cond of cinduct or unethical behaviour.
Employs a Format that Fits the Workforce’s Characteristics and Needs

COC is very generic it does not realte to any business operation that are specific to BH.
Moreover COC states that the same expectation are set for everyone who works in the
company. Contrary to Molosn coors COC, BH leaders are not upold to higher stnadrard
and to model the behaviours and foster safe environment.

1. Reflects and Reinforces the Company’s Culture

COC does not refer to any aspect of BH culture or history. This sets the tone od this document to
serve the role only to cover the legal and complince part of business conduct. For any anywone
who is reading this document it would be hard to relate one personal values and see if they are
maching those of the company.

1. Addresses the Organization’s Operations

2. what we do, where we do it and how we do it.” We do not know how BH promomotes
its code of cinduct in it day to day operations. No inforamtonis given on work
environment, employee responsibilities and roles in acitivites as invlusivity, respect and
harassment or employer commitment to workers heatlh and safety.
3. Incorporates a Unifying Concept

COC is lacking a unifinginc conept, slogan that would make it more relatable to coapnys mission
or values. Unifiing conept for BH COC is legal compliance.

Sets an Aspirational Tone

Tone of this document is highly legal and commanding. Employees find little or no inernal
motivaton or aspiration to identify themselves with company values or principles.

Provides Clear Expectations of Compliance

BH provides a list of situation or business activities that might lead to violation of ethical
standard such as conflict of interest, corporate opportunities, fair dealing, insider traiding,
confidentiality, proper use of comamy’s assets, obaying legal regulations, disclosure, and
accounting defficinecises. However information given is very vague and lack expales or
references that would provide framework for employees on how to deal with particular
ethical or conduct dilemma. COC

Based on Compelling Principles

There is no compleing principle that sets the tone or point toward guiding
orincples for this company.
Addresses the Organization’s Risks Regarding Business Conduct
Yes it identifies the risk of associated with violoation of inside traiding,
inaccuarate accounting, They shall not knowingly conceal or falsify information,
misrepresent material facts or omit material facts necessary to avoid misleading the Company’s
independent public auditors or investors.

Coordinates with policies and other guidance tools

The document “Prohibited Business Practices Policy” sets forth the Company’s policy on
compliance with laws, specifically addressing such topics as prohibited offers or payments, gifts
and entertainment, transactions with certain countries and persons, accounting controls, and
accurate record-keeping. This Policy is furnished to senior managers and available to all
employees

has adopted specific “Insider Trading Policies and Procedures” applicable to the Company’s
directors, executive officers and key employees (“Directors and Covered Employees”). This
document is posted on Berkshire’s website and is sent periodically to Directors and Covered
Employees in connection with certification of compliance.

Supported with Topic and Code Concept Utilities

No personal stories or realtable exaples that would

 Topic Utilities can include Questions & Answers, Frequently Asked Questions, Risk
Areas, and many other devices.
 Code Concept Utilities can help employees to appreciate the code and its contents in
light of the code’s overriding concept. These tools may include quotes or statements from
famous individuals, company leaders and other staff, reminders regarding the company’s
values and other types of content.
 Provides Guidance for Decision Making

Warren Buffet quote and last section of the COC is coplinace procedure steps

Utilizes a Compelling Visual Style

Very plain document with no compleing visual style. Plain written text with no reference
to company logo, branding colours etc.

Code of conduct for Genealogists

 This is a hybrid type of code it s a mix of complice and value based code

For engineers or other professions like lawyers, medical professionals etc. two types of
codes of conduct usually apply: one, professional codes that are formulated by
professional associations like engineers and, two, corporate codes of conduct that are
formulated by companies in which engineers are employed. NSPE code of conduct
belongs to the former category, and it is a compliance type of conduct code. NSPE code
of conduct is an example of a code that is established by a professional order to protect
the public and the reputation of the professionals. Members of the profession who
breach their code of ethics might face disciplinary actions or even expulsion from their
professional order.

Specific ethical issues addressed by the NSPE code of ethics include conduct in their
professional duties that violates federal or state law, dishonest or fraudulent actions,
breaching client confidentiality, conflicts of interest, conduct that harms professional
reputation, disclosing trade secrets without permission, practicing beyond one’s
capabilities or education level, plagiarism with respect to another person’s ideas or work
product, misrepresentations related to the status of a degree obtained outside the U.S.,
false ethical allegations, and failure to comply with ethical requirements and
professional ethics of professional engineering societies.

To practice one’s profession in a competent way means that the practitioner must be
competent, and the professional practice must be conducted skilfully. This implies that
the practitioner must be well enough educated, must keep up to date in his field and
must take only work in his field of competence. With integrity and honesty, we mean
that the profession must be conducted in an honest, faithful and truthful manner. This
entails, for instance, that facts may not be manipulated, and agreements must be
honoured. Sometimes it is also stipulated that the profession must be practiced in an
independent and impartial way. Usually this is meant to imply that engineers should
avoid conflicts of interests. You have a conflict of interest if you have an interest that,
when pursued, conflicts with meeting your obligations to your employer or clients. This
may be a personal interest, like when you have stocks in a company that produces a
certain kind of measuring apparatus and you have to advice a large client about what
measuring apparatus to use. It can also be an interest that derives from another
professional role, for example when you advice two competing firms. Although conflicts
of interest do not necessarily lead to immoral behaviour it is better to avoid them
because a conflict can corrupt your professional judgement and diminishes your
trustworthiness as engineer. If a conflict of interest is unavoidable is should at least be
disclosed to the interest parties.
Obligations towards clients and employers are mentioned in most professional codes. In
many cases, it is stipulated that engineers should serve the interests of their clients and
employers and that they must keep secret the confidential information passed on by
clients or employers.
Virtually all professional codes in one way or another emphasize the social
responsibility of engineers. Matters frequently referred to are: safety, health, the
environment, sustainable development, and the welfare of the public. According to a
limited number of professional codes engineers must inform the public about the
aspects of the technology in which they are involved and that are relevant to the public,
such as the risks and hazards involved.

What elements of the code are well done, and you find useful? Why?

The shorter codes are meant to be a general framework that guides the professional of
the society towards certain ethical goals and responsibilities. These code have strength
in the fact that they are consice and therefore more likely to be read by the members of
the society. They are also more open to personal interpretation and application which
may allow the flexibility to apply the ethics in a large assortment of situations. The
downfall of the shorter codes are that they do not provide a specific coarse of action. A
member must decide the appropriate coarse by interpreting the codes themselves.
Luckily most of these codes are very simple and easy to read.

The longer codes of ethics are more specific. An advantage of these codes are that they
can give specific solutions to some ethical delimas that may be encountered by thier
members. A disadvantage of the longer codes is that many of the members will not
have the patience and motivation to read through all of the details of the codes, and are
more likely to not use them because of the intimidation of the length and complexity.

What elements do you think are unclear or missing?

No clare guieldines on hwo to dela with specific ethical dillemas.

No infroamtion about DNA – meaning this is outdated cond of conduct

No letter or messegag form govering body