Ethics

1. Ethics • Sample comprised of 347 randomly selected HR professionals. • Analyzing 347 responses of 2828 emails sent, 2665 emails were received (response rate = 15%). • Survey fielded November 8 – November 14, 2005; presentation generated on November 16, 2005. • Margin of error is +/- 4%

2. Have you quit a job as an HR Professional for ethical reasons?

3. Have you quit a job as an HR Professional for ethical reasons?

4. Top five ethical reasons HR professional have/would quit their job Based on respondents who indicated they have quit a job due to ethical reasons

5. Ethical reasons HR Professionals have/would quit a job Percentage may not total 100% because multiple response were allowed N=338

6. Reasons HR Professionals have/would quit a job cont’d Percentage may not total 100% because multiple response were allowed N=338

7. Other • Pressure to change religious beliefs to match employer beliefs • policy inconsistency and no employee accountability • personnel mistreatment • personal reasons • Owners adding family members to medical plan that did not work for the company; EEs paying for medical coverage and Owner/Family Members getting medical free • Opportunity for growth • none of the above • No hope for change • Most should be dealt with by HR. I would quit if top management wasn't willing to address the issues. • Most I would deal with, not quit • Mismanagement of employee records and poor employee management • Mgmt style issues • Manager asking to lie on his behalf • Management practices that were in conflict with personal core values • Management mistreating customers (insulting in public); (in another position) management mistreating employees (discriminatory discipline, although not Title VII) • Management accepted harassment or intimidation of employees • Lack of support from Executive Team • Lack of respect for employees • Intentional violations of above • improper use of funds & poor employee treatment

8. Other continued • If I'm not able to correct an unethical problem • If asked to commit fraud or falsify documents I would work to have that person leave--potentially I would leave a job for any of the above yet it depends on the intentionality and depth of issue. • I would report harassment or theft not quit a job if I observed it. • I would like to be clear that I would not tolerate my employer intentionally violating any law or ethical standard. I do realize that "employees" may sometimes violate these circumstances and I would expect the employer to deal with those situations. • I would leave for any of the above reasons if not resolved • I could have checked all the reasons listed if I understood them to be perpetrated by or sanctioned by management. For violations of any of the above reasons by individual employees, I would work within the internal system to rectify. • Hostile Work Environment • horrible, mean, toxic boss - very poor manager, mistreating people - went ahead against my personal values • Have quit senior position, when my boss asked me to lie about his participation in a "deal that went bad" - currently making 25% of my previous salary and no longer have benefits • Handling of a layoff - several years ago • gender bias, and ignoring the importance of Hr • For many of the things I checked, I would only quit if I was forced to turn a blind eye or cover it up. I would not quit over an employee engaging in fraud, since I'm able to address and deal with it. If I was asked to cover it up, then I'd work elsewhere • Executives not fired but employees are for the same offense (e.g. sexual harassment); that is one of the reasons I left an employer. There were different rules for executives. VP of HR was aware of the sexual harassment but nothing happened. • Employers taking credit for employees' work • Disrespectful treatment of employees by management. • depends on how org handles the issue; if addressed and resolved appropriately, I wouldn't quit (applies to all the violations)

9. Other continued • Depending upon the severity of the above, I think all could be a reason for terminating. • Deliberate continuation of any of the above activities after discovery. • compensation not based on background and experience and coworkers with less adequate background paid the same. • bouncing a paycheck • Better Opportunities • Being asked to do something that goes against my integrity and honesty, period. • As an HR professional my job is to address all of the above • anything illegal or that I felt was unethical that the company would not correct or support my efforts to correct • Any of the above, if I was unable to effect change. • Any mistreatment of employees that went above and beyond what you could discipline and have the other management team members support • any known illegal or unethical practices, where corrective action is not taken immediately and seriously. • All of the above, assuming you tried to correct the situation and there was willful opposition. Your first duty would be to try to fix the situation not abandon it. • All of the above, although it would depend on the circumstances of the particular issue, whether widespread (company policy or culture issue) or an individual case. • All of the above

10. Other continued • would leave if couldn't rectify any of the above situations • Violating Company Safety Policies and Practices • Upper management continuously conducting themselves unethically and/or illegally despite pleas for ethical and legal practices from other managers. • Told by executive management to do something that was unlawful • This survey is odd - why would anyone continue working for an employer who engaged in any of these activities? • This question is not well-worded. Are you asking whether I would quit because I did these things or others did. And if others did, wouldn't it be my responsibility as an HR professional to rectify the situation, rather than living with it or quitting? • These all the depend on the circumstances and gravity of situation as well as management's role/approach to the situation; none of these would be reasons in sr management condemns the actions and acts properly to fix the issues • The assumption is that I would leave an organization if any of the above issues were known to the senior executive and nothing was done to correct and eliminate the problem. • Some of these depend on the level of the person committing the offense - management vs. line workers. If a line worker, could be handled through disciplinary process. If management, there is a core issue that may not be able to be affected by HR, and I'd • probably none / I'm a single parent dependent on my income with nothing to fall back on