Employees Possess Responsibilities to their Employer

Employers possess the responsibility to coherently define transparent healthy workplace boundaries. Demonstrating these boundaries illustrate the limits and conduct of interaction within the workplace. This results in a healthier workplace and excelling employees are distinguished between inadequate or average performers. Code of conduct that is reflected within the workplace should be taken into account when outside the workplace as well.

Representation of an employer on the job also holds one accountable in regard to the employer in their personal life. A non-binary ethical dilemma occurs when employers impose values upon employees. The concept of privacy remains undefined and is left up to one’s own subjective principles and what he/she might perceive as infringement. Conclusively, yes, employees maintain a responsibility to their employer when not in the workplace if the employer has a legitimate interest in the conduct off the job. If the conduct were to tarnish the company’s image publicly or is deemed unethical by the employer, a legitimate interest can be defined. This process can be controversial and selective. For instance, if a company enforces an appearance value such as hair style restrictions or tattoo constraints, one may experience invasion on privacy. On the other hand, if an employee is witnessed in illicit conduct or provocative behavior, then an employer has a legitimate influence to take adverse action. In either case, the burden always lies on the employer to establish this sense of responsibility.

It makes a grave difference if employees are managers. Managers are viewed as role models and should reflect the company’s vision and values on a greater scale. The conduct of managers on and off the job will cultivate employee recognition and value, which will in return grow a sense of intrinsic accountability upon employees.   less