Ethical and Socially Responsive Business

Topics: Ethics, Confidentiality, Secrecy Pages: 6 (901 words) Published: June 14, 2015


Ethical and Socially Responsive Business

Melissa Perez

BUS 100 – Intro to Business

Marilyn Fitzpatrick

June 14, 2015

According to Chipotle’s Code of Conduct is centered on integrity. The definition of integrity is the quality of being honest and having strong moral principles; moral uprightness. It is generally a personal choice to uphold oneself to consistently moral and ethical standards.1 Employees of Chipotle are expected to use their good judgment, avoid situations that may compromise Chipotle and their personal values and adhere to Chipotle high ethical standards.

Chipotle’s Compliance with the Code of Conduct policies may be the most important of the company’s profile. Any breach or violation to the policy would cause Chipotle to take the necessary steps to safe guard the company including its employees. Complying with laws, rules, and regulations includes preventing harassment and discrimination, improper payments, and environmental compliance. When companies are in compliance they are not putting themselves at risk of huge fines, lawsuits, and negativity towards their company.

Janeka Samuels was a manager for 2 of Chipotle’s restaurant in San Luis Obispo. On a typical day, Janeka could not take a break unless another manager arrived to take over. One day the regional manager, Ben DeBilzan, arrived and Janeka asked DeBilzan whether she could take a break. Keep in mind that Janeka would start her day at 7:30am and it was mid afternoon when the regional manager came to the restaurant. When Janeka asked DeBilzan to take a break, he responded, ‘If you ask me for a m**f** break one more time I’m gonna hang you like in the show Roots’. In another incident DeBilzan gave Janeka a nametag with the words ‘Black Beans Rule’. Janeka alleged that it was not the first time that DeBilzan referenced Janeka’s race and it wouldn’t be the last. Janeka filed a lawsuit against DeBilzan and Chipotle claiming discrimination. Though Janeka filed the lawsuit, she still feared for her job. In and out of doctors and finally diagnosed with anxiety, Janeka returned to work and was fired on October of 2013. The fact that Janeka or any employee would have to suffer through such aggravation is inconceivable. Unfortunately, it is not something that can be completely stopped. No matter what kind of testing can be done or questions that can be asked, there will always by a stray that sneaks there way in. As long as the company is able and willing to deal with the actions of a few, corporate America is still in good hands.

Chipotle’s Retention of Records policy would be another important part of the Code to Conduct. Any records produced or received on behalf of Chipotle it is crucial to comply with business and legal requirements. This is because Chipotle must retain certain types of documents usually for a specified time. If Chipotle does not retain these documents, they may be subject to penalties and fines that would cause a disadvantage to Chipotle during litigation.

Chipotle confidential information is on a need to know basis. Confidential information can come in many forms and is described as information that the majority of the public does not know. When the employee is hired, they sign a confidentiality agreement. Any violation to this agreement can cause serious damage to Chipotle. This could be how the company runs their business to the recipes that are used to cook the food.

To ensure that employees of Chipotle are following the Code of Conduct, though it may be costly, solicit monthly feedback from management and staff. Hold quarterly or bi-quarterly training for all employees and discuss the potential consequences for not following policy. Management should be held to a different standard and require more specific specialized training. With management leading by example, it would show the employees how to be a proper...
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