What Is a Code of Conduct Violation?

by Neil Kokemuller, studioD Google

A code of conduct is a document developed by a company's human resources department. It lays out standards of ethical behavior and professional conduct employees are expected to maintain internally and during interactions with clients and partners. A violation of the code means you have acted in a way that goes against the code. Doing so leads to consequences, as outlined in the document.


Workplace codes of conduct typically outline consequences for behavioral violations based on level of severity. Minor violations are usually treated with an initial verbal or written warning. Repeated minor offenses can ultimately lead to more strict consequences. Common examples of violations treated as more minor or typically receiving warnings include unexplained tardiness or absences, inappropriate or unprofessional language with colleagues or clients, abuses of workplace resources and computer usage and simple instances of insolence or insubordination.


Major violations are more significant or escalated in nature compared with minor violations. More aggressive confrontations with colleagues, supervisors or customers, for instance, could lead to harsher penalties. Written, documented warnings and suspensions are examples of possible penalties for major conduct code violations. In some instances, if the violation is related to misuse of resources or abuses of power, the employee may be stripped of some privileges or duties.


Often referred to as terminable offenses, code violations considered severe normally result in either a demotion or automatic firing for cause. Valid claims of sexual harassment, physical threats made against others, bringing a weapon to work, destroying work property and theft are all examples of more severe conduct code violations. Codes normally indicate in the consequences section which types of behavior lead to automatic termination.


The conduct code lays out the basic steps when violations occur. If a colleague or client brings a claim against an employee, management or HR usually investigates. When supervisors deal with minor violations, they simply go through the verbal or written warning steps. Getting documentation even on simple violations is important to establish a pattern. If an employee is fired for repeated offenses, the company needs evidence against wrongful termination or discrimination claims. For firings with cause, the company needs to thoroughly document reasons for cause and maintain any evidence as support.

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