Employee Untrustworthy Risk Identification and Control Process-World Credit Organization

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6.1 Employee Dishonesty Risk Identification and Control Process

6.1.1 Employee dishonesty risk identification and preventive measures table

Risk example

Categories of reasons for risk of dishonesty

Description of reasons for risk of dishonesty

Precautions

1. Talents apply for jobs with false identities or false academic qualifications;

2. The employee left without saying goodbye before the work that should be handed over has been handed over;

3. After mastering the important technology, important resources or other important business secrets of the company, the employee turned to a competitor or opened another similar company;

4. During the working period, employees engage in or help others engage in business that is competitive with the company;

5. Employees secretly ask for kickbacks from customers during sales or purchase of materials;

6. Employees take advantage of their position or work to encroach on the interests of the company;

7. Employees do not work hard or seriously, resulting in low efficiency;

8. After disputes between enterprises and employees, losses caused by insufficient legal protection. Especially for small and medium-sized enterprises, after employees have committed untrustworthy behaviors, they cannot protect their legitimate rights and interests due to the high cost of legal rights protection.

The risk of intentional breach of trust by employees

Employees have low moral standards, lack of sincerity, and like to do things that harm others or benefit themselves or lose themselves

1. Establish ICE8000 credit files for all employees free of charge, and require them to become members of the World Credit Organization [WCO] if possible.

2. For middle and high-level personnel, reserve cadres, and personnel in key positions, they are required to become members of the World Credit Organization [WCO].

3. For important positions and important positions or reserve cadres, credit investigations can be conducted before taking office.

4. Require employees to take an oath of conscience.

5. For confidentiality clauses or peer prohibition clauses, agree on clear and high liability for breach of contract, so as to pursue their legal and credit responsibilities.

Risk of employee negligence or being compelled to act in breach of trust

1. Due to work ability, experience, knowledge and other factors, employees commit dishonest behavior through negligence.

2. Employees are forced to act dishonestly due to too few or too many or inappropriate systems in the company

1. Regularly or irregularly train employees.

2. Formulate a system of rewards and punishments to encourage employees to actively improve their work capabilities, accumulate work experience and relevant knowledge.

3. Pay attention to the complaints and suggestions of employees.

4. Continuously improve the system.

5. Write the possible untrustworthy behavior of employees into the labor contract or employee rules or the relevant rules and regulations of the enterprise.

6. Let the head of the personnel department have international credit qualifications, so as to make full use of ICE8000 credit tools.

The risk of improper handling of labor and personnel disputes

Risks brought about by injustice or inefficiency of relevant state departments after disputes between employees and units

Add a CS clause or/and an arbitration clause to the employment contract, and use the ICE8000 dispute resolution mechanism to handle labor and personnel disputes. If the unit and employees are members of the World Credit Organization [WCO], the above clauses may not be added.

6.1.2 Flow chart of employee dishonesty risk control

Employee Distrust Risk Control Flowchart

The above content is excerpted from "Building an Integrity Unit - ICE8000 Integrity Management" (written by Fang Bangjian, free to use, but please indicate the source)