Under the Whistleblower Protection Act, employees who disclose illegal or improper activities are fully protected. The secretary is obviously troubled by the situation at her work. Refusing to prepare false expense reports for her boss is one way that the secretary expresses her feeling strongly that her company should do what is right. “The whistleblower profile is such that, if nothing is done to respond to their internal complaints, they often feel compelled to disclose to authorities outside the company-even to the media” (Halbert, Ingulli, 2012). In the primary interest of our entity, its incumbent upon employers to find a right balance between the exceptions to the employment-at-will doctrine to avoid liabilities associated with the violations of the exceptions.
Also discrimination claims can be based off of: 1) Disparate Impact or 2) Disparate Treatment. Disparate Treatment is a worker being the subject of discrimination due to race, skin color, ethnicity, or similar features (Bennett-Alexander, 2007). Disparate Impact is the company not intending to discriminate, although the company’s rules affect the workers on basis of race, skin color, ethnicity, or similar features (Bennett-Alexander, 2007). Horatio prior to filing his claim of racial discrimination must file a formal complaint. This complaint is filed with the EEOC.
The storing of such data calls for necessary security that would protect the employees’ privacy on their information from any litigation or theft. For Huffman Trucking to ensure the protection of employees’ information, it must address the risks related to the safeguarding of confidential information. That is, the company will ensure that no harm would come to the business. However, irresponsive of the procedure of handling the crucial information, the company must implement security measures to effectively safeguard the data, and the assets of the business, as well, from inherent threats such as litigation and
When a resignation is received, HR should take reasonable steps to do an outtake interview with the employee to find out why they are leaving and whether the company can take steps to improve the work environment. These outtake interviews should be kept in company records should a complaint arise, so that it can be demonstrated that the company did not have the requisite intent to constructive discharge employees. Finally, the company should make it a policy to address all employee complaints. This will not only foster better communication with employees, but allow the company to demonstrate that it has not constructive discharged an
If the pedestrian sues the company, Hotspur, there can be a recovery for the injury. The principal (employer) becomes liable for the agent's (employee) torts (wrongs), if the torts are committed within the scope of the agency or scope of the employment. This would fall under the theory of liability called “the doctrine of repondeat superior” and imposes indirect liability on a principal without regard to the personal fault of the principal for torts committed by an agent in the scope of the agency. In this case, the employee was not necessarily acting outside the scope of employment merely because she does something that he should not do. The employer cannot disclaim liability simply by showing that the employee had been directed not to do what he did.
According to the ethics section were they sat they conduct business honestly and honorably and expect our clients and suppliers to do the same. We train our employees to be ethical and expect them to always act in the best interests of International Widgets.so this may prohibit johns behavior of making business with other person while using widgets services 2. In addition to a possible ethics violation, could International Widgets pursue other legal avenues against John and/or its competitor? Review your textbook and library references to assist you in answering these questions. According to my research widget could sue john if he did sign the paper and accepting the terms but widget cant sue the competitor because the competitor has nothing to do with her business.
Please adhere to the following directives in regard to this mining disaster. 1) The company managers are asking that as employees of the company, releases of any information is sent only to the selected individuals on the posted list. Please be aware that any information regarding this situation is confidential and must go through the company press representative or designated personnel. No information is to be sent to anyone other than company representatives on that list. The act of releasing any information will be an infraction of company policy and may lead to termination of employment.
But what is the morality? Did she the columnist behave ethically? An employment contract is an agreement between an employer and an employee, this term may vary depending on the field. First we need to take a look at the terms that this agreement was signed under and what are conditions the employee will challenge if leaving the company before her contract expires. I believe that breaking a contract has nothing to do with the moral
Non compete agreements are defined as agreements between employees and employers so that an employee cannot compete with its employer after they are no longer working for them [ (Noncompete Agreement, 2011) ]. Non compete agreements are used to protect companies so that no one else can use their secrets, customers or any other information that can be used to compete against them. If an employee was to work for one company and learn the job from them then quit and go to another employer in the same field and use secrets or customers from the previous employer it would give the new employer an unfair advantage. There are many things to look at when drafting a non-compete agreement. First of all the agreement needs to be made valid and to be
P5 Data Protection Act 1998 This law makes sure that businesses do not wield peoples information in a way deemed unfair to the customer or underhand it protects the customer and the details they have given in confidentiality, organisations cannot pass on information to third part organisations without the persons written permission however this is normally put down in small print so people agree normally without even knowing what they have done however it makes it illegal to do things like give home adresses to companies wanting to go door to door and pester people unless authorisation is granted by the person themselves this law could apply to an organisation such as cheadle and marple sixth form college in the way that it would be very