The implied duty of fidelity protects business interests and imposes a obligation employee must not disclose any information or trade secrets of their employers business. Throughout the course of employment, an employer will obtain information, which may possibly be confidential information. If an employee’s position is highly ranked then there will be possibilities that the employer has acquired potential confidential business information that may be disclosed this type of situation will need to be addressed and employers will need protection. In Thomas v Farr plc. , the categories of information was sectioned out to address what type of information is not to be disclosed when the employment contract has ended.
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.
Workplace confidentiality requires that this information be identified and secured to prevent unauthorised access or release of the information and includes everything from policies on workplace Internet usage to nondisclosure agreements in employee contracts. Breaches of workplace confidentiality can result in a range of problems. Customers tend not to work with companies they think are untrustworthy, and consumers may specifically warn people away from companies that have mishandled private information like addresses, purchasing records, and credit card numbers. Companies can also experience compromises in their long term business plans if information about products in development or ideas a company is considering are released
One challenge is that the employers must keep abreast of the changes related to federal employment law and develop individual policies accordingly. The employers must adhere to the laws in order to avoid law suits and put forth effective leadership. Employment relationships are considered to be a contract. As a result, serious consequences can arise if there are any violations of the contract. Another challenge is that there are many restrictions on the employer related to employment law.
Abstract Unions are legally recognized as representatives of workers in many industries in the United States. Today, the goal of unions centers on collective bargaining over wages, benefits, working conditions for their members, and representation of their members in disputes with management over violations of contract provisions. This paper will discuss the specific working conditions that have prompted the attention of L-3 Communication’s employees. It will assess the benefits of organizing a union, create a mission, purpose, and objective statement for a strategic plan to organize a union, outline the components needed to start a union and ideas for each step, determine a possible timeline for the execution of the union, and speculate
Identify sources and types of information and advice available in relation to employment responsibilities and rights (1.1.4) You will find Sources and types of information and advice available in relation to employment responsibilities and rights in your:- · Work contract · Work handbook · Policy documents · Terms and conditions · Job description All these sources of information should be found within your workplace. 5. Describe the terms and conditions of own contract of employment (2.2.1) A contract of employment sets out what your employer expects of you in your job. It also includes what your pay will be and holidays you are entitled to. It also covers job description which describes the duties and responsibilities of your post.
The organization already has an effective employee relations program in which the management style is a teamwork approach instead of a command and control approach. There is also a open door policy that is in place to employees can voice their concerns and questions to management. Any problems related to the organizations decision making should be dealt with in house instead of unionization. What Management Can Legally Do * Bar non-employee union representatives from the property * * Prevent employees from distributing pro-union material during working hours * * Prohibit the distribution of pro-union materials by non-employees, provided the union is unable to reasonably communicate with employees in some other way * * Explain to employees why unionization is unnecessary * * Offer personal opinions about union policies * * Predict the negative effects that unionization could have on the organization, as long as its based on facts outside of the employer’s control * * Advise employees that they are not required to sign union cards and petitions, vote
Northern states typically model their laws and boards after the NLRA and the NLRB. In other states, public workers have no right to establish a union as a legal entity. The Federal Labor Relations Act provides for much more limited rights for employees of the federal government. Federal law does not provide employees of state and local governments with the right to organize or engage in union activities, except to the extent that the United States Constitution protects their rights to freedom of speech and freedom of association. The Constitution provides even less protection for governmental employees' right to engage in collective bargaining: while it bars public employers from retaliating against employees for forming a union, it does not require those employers to recognize that union, much less bargain with it.
Why or why not? The statements made by the employer appear to coincide with an unlawful promise of benefits, and therefore, are unacceptable in relation to the act. The concept of “positive coercion” is addressed in the case study, and these actions directly influence the manner in which employees may view the union and its possible entrance into the organization. In this context, the company does not possess a right to actively or even passively coerce employees into making a decision on one side or another, as this should be an independent decision that is left in the hands of employees without any type of influence. This is an important factor in demonstrating the value that is placed upon organizations and their ability to coerce employees to make decisions in one way or another, and how this type of behavior is unacceptable in all cases.
The next area that needs to be focused on is the authority that the foremen have over the line workers. It appears as though this may be one of the biggest concerns affecting the employee turnover. According to an article on heritage.org(2009) it is stated, “Employers are prohibited from negotiating directly with unionized employees.”(Unions in the workplace, para. 1) What this means is that the problem cannot be fixed by changing what the line workers do, but by changing how the foreman lead and direct the line workers. The way to do this is to have the foreman sit in on the discipline meetings with the union negotiator and the line worker.