New Year Regulation Plans
What is a new year plan?
The new year is the time when we decide what to do this next year and what kind of things will happen during that period. It is also a time when we set boundaries for ourselves, which means we can set limits such as age and the number of hours spent online, which limit our activity. In essence, it’s a decision to move from one stage of your life (before the big event) to another during the same calendar period.
Why should you consider a new year plan?
In this post, we have explained various types of new year regulation plans, why they exist in our daily lives and also explained ways to put these into practice. So if we are looking for a long term solution to manage our personal finances and save more money then we must consider implementing a New Year Regulation for our budgeting plans.
Types of New Years Regulations
There are two main types of New Year Regulations, Internal and External regulations. Internal is those that are made by private companies or organizations, like Google, Amazon, and Airbnb, while external is those that are created by government agencies and NGOs.
We will discuss both of these types of regulations briefly. Let us start with an internal regulation wherein we need to have something in place to prevent fraud and abuse of service providers like Uber, PayPal, etc. Here we will see different strategies to protect yourself against the negative impact of fraud. To understand better about all types of regulators and their advantages, please read some of our best advice on understanding the importance and power of each regulator on its website.
Internal Regulation Plan
Internal regulation refers to regulations that a company makes within itself. Since it involves regulation of individual activities of employees and contractors they are called Internal Regulations. This regulation helps in minimizing the risk of fraud and other unethical behaviour in business. Most of the times organizations or companies do not make the regulations themselves but it makes sure that the employees and people working on them are well aware of the rules and regulations that affect their business.
Internal regulations include;
Financial Stability Plan (FSP) – To keep the financial stability of the organization and its assets.
Employee Behavior Plan (EBP) – To help employees stay loyal and disciplined by providing them with all the information and support to handle issues like stress management, emotional management, and mental health care.
Work-Life Balance Plan (WLB) – To protect employees from stressful work by giving guidance to employees about their needs and ensuring they meet them.
Workplace Policy & Procedure Plan (WPPS) – Also known as Workplace Safety Program (WPS). WPPS ensures the safety of workers and provides them timely guidance and education on workplace issues.
The above regulations play essential functions in an organization, however, there are many others. For instance; Worker Health Care Plan (WPHC), Financial Stability Plan (FSP), Employment Discrimination & Unfair Housing Laws (EDU LAWS), Immigration & Refugee Protection Act (IIRA) and Equal Employment Opportunity Guidelines (EEG) are other types of internal regulations that businesses might implement. These regulations help businesses and employers to promote fairness and equity in the job market. For example, WPHC ensures compliance with the equal employment opportunity laws and prevents discrimination between employees (based on gender or race) from jobs based on sexual orientation, location or any other factors that aren’t related to employment (like religion). FSP ensures that companies provide employees with social benefits which they deserve, through subsidies provided by tax incentives. EBP regulates how employees behave with their colleagues and employers and protects them from harassment through penalties and fines for violation of regulations like abusive co-workers. EBP is commonly used for regulating the conduct of clients/employees and how to handle complaints and lawsuits. WLB regulates workforce productivity and encourages commitment to work by providing employees with a good work-life balance. Many international companies also use it to regulate employees’ work behaviours and to establish policies to guide employees in balancing their career aspirations and family responsibilities on their own. The WPPS ensures the safety and welfare of employees. For example, worker's compensation policies, disciplinary procedures, and employee performance reviews are all regulated under the WPPS and can help companies avoid litigation or harassment lawsuits. Finally, EDU LAWS ensures labour laws and immigration laws are enforced strictly in order to protect immigrant domestic labourers from exploitation and undue hardship. Effective protection of immigrants is an absolute necessity to ensure fair treatment of foreign migrant labourers and they don’t face undue hardship and problems at home. Some countries like Germany, Canada, Japan and the U.S. have enacted comprehensive legislation to enforce the laws and also to safeguard their citizens from unfair treatment.
External Regulation Plan
The external regulation plan is based on internal regulations but it differs from it in many aspects because it includes certain restrictions on the business and operations of the organization. It is also known as regulatory control (regulation control/supervision). There are various types of external regulations;
Financial Stability Plan – To maintain the financial stability of the company and its resources.
Worklife Plan – To provide workers with necessary services to enable them to achieve their goals and fulfil their tasks. In case of financial stability, they are expected to adhere to the policy plan.
Corporate Social Responsibility Plan (CSR) – To improve the environmental and economic well-being of the society. CSR helps companies and governments to develop relationships with communities and gives them opportunities to participate in social projects. This is especially important for corporations with global footprints.
Waste Management Plan (MWP) – To minimize the effects of damage caused to the environment and reduce wastage of food. Thus businesses and organizations are required to undertake corporate social responsibility (CSR) strategies and programs across their sectors. They also require their staff members to go beyond their traditional roles and take part in developing sustainable solutions.
Employment Law Reform Plan (EMPLOYLaws) – For promoting civil rights for women in labour law and protecting LGBTQA+ workers. When done right, civil rights are possible. When done wrong, they could lead to retaliation, harassment and discrimination. Employlaws also help the government to address social injustice and protect children from HIV, poverty and AIDS.
Anti-discrimination Plans - It includes setting policies that prohibit racism and anti-discrimination practices, including quotas and affirmative action.
Anti-Discrimination Insurance — To provide adequate coverage to employees who experience adverse discrimination from employers. Employers are supposed to carry out an investigation when their workers have been discriminated against or harassed.
Code of Conduct for Employees and Organizations
Organization Code of Conduct and Organizational code of conduct are closely interrelated with each other. All of us strive to create high standards of accountability for ethical behaviour so as to maintain consistency in behaviour and achieve compliance goals. However, there is always a need to adapt and adjust as the situation demands. Thus, the Code of Conduct is a crucial element for organizational ethics and we follow it to make sure that ethical behaviour becomes universal for every company and organization.
The core elements of Code of Conduct and Code of Conduct for organizations include;
Policy Statements
Coherence Statement
Code of Conduct
Supportive Action Steps
Code of Conduct and its Components
Code of Conduct and Its Elements
Policy statements
Coherence statement
This means everything you say or do must be consistent, clear and well-thought-out so that people can easily understand your values and vision. We know there are several questions like “what are your values and what do you know about them?” and “what are the objectives and mission of the company?” and not all of them are equally important. These words were intentionally chosen and they are meant to drive action for improving behaviour instead of causing discomfort. This is exactly what the Code of Conduct was created for it.
Here we can mention what our current codes of conduct are and why they are important to all of us and why they are useful in guiding us towards success.
Code of Conduct and supportive actions
Coherence Statement
As I mentioned earlier, the code of conduct and the Code of Conduct for organizations and individuals are closely connected because of the way they operate together, as it allows organizations and individuals to support efforts for achieving common goals. Therefore, they should also interact and work in tandem. A cohesive structure helps organizations know what’s expected of them in terms of the expectations of their employees.
Coherence Statement
It should clarify the intentions of managers and employees regarding their actions and decisions. Clear communication helps them communicate in response to and with the expectation of their clients. The process also allows them to respond effectively in case of a crisis scenario.
Supportive Action Steps
Supportive action steps are the measures that facilitate adherence by employees. These are actions taken after receiving feedback on actions and decisions. These steps are helpful for employees who want to respond immediately with appropriate actions. They are also aimed at helping employees to adopt positive attitudes towards themselves as a result of increased awareness of their shortcomings. Supportive action steps support employees in taking proactive actions and encourage them to be more involved in day-to-day activities that will support themselves, their families and the community. Such steps include being active in decision-making processes and establishing systems that support employees.
Code of Conduct and supportive actions
Supportive action steps are actions taken by employees and other stakeholders to support their own actions as a result of increasing awareness of their shortcomings or supporting them, creating an atmosphere of equality for employees. They also focus on building trust between employees and employers while encouraging them to act proactively. Supportive action steps should be accompanied by clear communication between employees and employers in relation to the process. While encouraging employees, supportive action steps need to focus in particular on such situations as the need to raise awareness on the issue and support their efforts. Supporting employees should.


