Unethical Behavior and Workplace

HRTC's Code Of Ethics Hospitality Restaurant Training Center (HRTC) is seeking to create an ethical workplace as it provides training to underprivileged youths in culinary arts skills and techniques. The ethical goals and priorities of HRTC include creating an ethical workplace, commitment to ethical behavior, setting ethical examples, and developing positive business value and social change. In this regard, HRTC employees will be required to comply with all environmental, safety, and fair practice laws when conducting their various responsibilities.

As part of compliance with the relevant laws, the company's employees are required to be responsible and ethical when dealing with the firm's public image, products, partnerships, and finances. Secondly, HRTC requires employees to demonstrate respect to the management and their colleagues when carrying out their work. Third, at HRTC, employees should demonstrate professionalism and integrity in the workplace. Fourth, all employees are required to protect the company's property by treating it with respect and care regardless of whether its tangible or intangible.

Finally, the firm's employees are required to create a culture of open and honest communication while avoiding conflicts of interest in their work. Evaluation Tool During annual review, the ethical performance of every individual employee will be assessed using an ethics and integrity measurement tool that will include a set of four questions as follows: 1. Do you demonstrate honesty, integrity, and respect when carrying out your work? 2. Do you treat HRTC property with respect and care with or without supervision? 3.

Do you find it difficult to comply with some laws and organizational regulations relating to your work at HRTC? 4. Do you demonstrate honesty and openness when interacting with the management and your colleagues in the workplace? Complaint Process As part of establishing an ethical workplace at Hospitality Restaurant Training Center, employees will be allowed to anonymously complain about any unethical behavior in the workplace.

First, the organization will create a suggestion box where employees can place their complaints about unethical behaviors in the workplace and provide necessary paperwork to all employees. Secondly, once an unethical practice has been observed, the employee will be required to fill out all necessary paperwork and place it in the suggestion box. However, the paperwork should be accompanied with any relevant evidence and in compliance with what constitutes unethical behavior in the firm's workplace (Swain, n.d.).

The employee should ensure that the paperwork is based on facts and not feelings or exaggerations of the situation. Third, the employee will be required not to share his/her views regarding the unethical behavior with his/her colleagues. The human resource department will then collect and review the paperwork and address the unethical behavior based on organizational policies. Part B: Laws Relating to Ms.

Butler's Concerns Enforceable Contract in The HRTC E-Commerce Weekly Contract law principles provide different kinds of contract that are legally binding and enforceable by the law including Internet contracts. The HRTC E-Commerce Weekly is an example of an Internet contract that can be considered as a click-wrap agreement.

It is a click-wrap agreement because the user/reader is required to demonstrate his/her consent to the terms and conditions through clicking "AGREEMENT." While such agreements are considered legally binding, the establishment of an enforceable contract requires additional factors like adequate notice of the terms, adequate opportunity for the user to read the terms, and liberty for the user to accept or decline the terms.

Even though The HRTC E-Commerce Weekly provides sufficient notice of the terms, it does not provide the user with an option to demonstrate actual consent in a sufficiently clear and positive manner other than subscribing. The agreement does not provide constructive assent to the user, which implies that its not enforceable (Brehm, 2015). Therefore, the visitor did.