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.
Balancing the need to expose wrong-doing with the need to protect “whistleblowers” requires wisdom. Protection is not a basic right. Right to feel protected as one does one's work. (Incorrect) No one can guarantee—or is responsible—for how we feel. We are responsible for noticing and monitoring our own emotions.
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.
It is important to remain completely professional at all times because you are performing a duty of care. If a staff member has any issues they should be discussed directly with a manager as soon as possible, so the best standard of work can be carried out. Outcome 2 Be able to reflect on own work activities 1. In my role as a carer it is important to reflect on activities in the work place because we can assess what activities certain service users enjoyed or didn’t enjoy, and that helps create more suitable activities for the service users in the future, experiencing different activities can teach me new skills like how to work with service users that have less mobility, or have difficulty understanding complicated tasks. Reflecting on
Incorrect answers will be marked as zero. Marks will not be awarded for explanations. Note: 2 marks each a. Which of the following is a requirement individual internal auditors must meet to comply with the standard on professional proficiency? 1) 2) 3) 4) Communicate the engagement results Exercise due professional care in performing their audit Manage the internal audit activity to ensure it adds value to the organization Conform to International Standards for the Professional Practice of Internal Auditing b.
CONSULTING B ETHICS PROGRAM Confidentiality When working with clients regarding the receiving and giving of personal information we must strive to ensure that all information be kept confidential to ensure a bond of trust with our clients and also a level of expertise and lawful respect to their businesses. This confidentiality of information should be used in all forms of information whither current or past clients with whom we may encounter. Ethics We must always conduct our own services honestly and honorably, and expect our clients and suppliers to do the same. Any information or advice given should reflect our ethical guidelines as well as societal to ensure our clients continue with us. Any information or actions we apply need to comply with in the law and logically with our society we are doing business with.
The people that you support have a right to expect that your practice is always of a high standard and up to date. 4.3 - Explain how to challenge discrimination and oppressive practice of others when working with an individual with dementia You should always challenge discrimination at work, but to do it, it is essential that you can recognise anti-discrimination practice. All work places have a discriminatory policy which all managers and employees should read and follow. My role is to protect vulnerable adults and and adults who do not have the mental capacity, people from discrimination, if you ignore discrimination when it happens this will be viewed as condoning. When discrimination happens it may be intentional, but it can also be because of ignorance or lack of unyou should always challenge discrimination at work, but to do it, it is essential that you can recognise anti-discrimination derstanding.
It is pivotal to develop a good rapport with the staff and build a trusting relationship otherwise the supervision is not effective. During my supervision, I ask the staff routinely if they have any concerns regarding safeguarding, health and safety concerns. Any issues around safeguarding and health and safety are treated with high importance and I act on them immediately. I believe this protects and prevents any major accidents or incidents to happen. For instance, Beddoe believes that the purpose of the professional supervision from an employer perspective is to ensure public protection.
The employer is not required to institute a policy of special treatment for an employee at the expense of other employees. The court affirmed that the purpose of Title VII is to decrease discrimination, not to create discrimination against some employees in order that others can respect their own holy
What action to take if you suspect abuse… Every member of staff has a professional and moral duty to report any witnessed or suspected abuse to their senior or line manager. If you witness/suspect abuse or any unsafe practices firstly ensure the safety of the individual (if in immediate danger). If you witness unsafe practices discuss with the colleague about the unsafe practice and the risks involved; show the safe way to do and explain how it minimises the risk. All abuse allegations and unsafe practices MUST be reported to your senior or line manager on duty IMMEDIATELY. Ensure any verbal reports have been put into writing and make a copy for your manager and keep a copy for yourself!