In relation to hiring and firing policies, the ethics code demands strict compliance with both internal and governmental regulations and ensures that due process is performed in the event of disciplinary reviews. This report will identify a system of inquiry by which compliance with the code of ethics can be measured and further offer serious change initiatives needed to update and streamline the existing code of ethics.Conflict of interest issues is rather heavily addressed in the existing code of ethics, further including issues of passing insider information or the sale of trade secrets in exchange for competitor reimbursement. From a decision-making perspective, it is important to identify the nature of the business, including dealings with external vendors or customers, to determine how far-reaching the code of ethics should be (Klein, 2002). For instance, since this organization works routinely with a wide variety of suppliers and distributors, the opportunity for off-site ethics violations in relation to conflict of interest is potentially large. Internally, it would be important to identify which specific departments have the broadest range of responsibilities, analyze their ability to access crucial company funds or information, and then develop an appropriate conflict of interest code which includes all members of staff.In relation to the sexual harassment issues at the company, there is a significant need to redesign the code of ethics to specifically define what constitutes sexual harassment, as this is missing from the existing document. It must be considered that this creates the potential opportunity for misconceptions or misunderstandings pertaining to the legal issues surrounding sexual harassment, also causing significant risk to the business for not clarifying its stand on sexual harassment issues. Many companies have been caught with their proverbial pants down and forced to pay large financial payouts when sued by sexually harassed workers in court.