They could have explained to the managers that immediate termination is not the proper form of discipline for the offenses mentioned. They would have also told them that all employees involved would have to have the same disciplinary action taken to show that they are not being bias to some employees and not others. By law, generally, we go by legislation, statutes, and regulations made by states and by the federal government on multiple subjects for the good of the public and public welfare. “Laws do not, and are not intended to, incorporate ethical principles or values, but sometimes ethical standards will be reflected in laws.” (The Importance of Ethics in Criminal Justice. ( n.d. ) p. 12).
These data holds the vital basic information on each employee, and in the wrong hands, it can become detrimental to both the business and the employees. It is the reason everyone in the business should be secure, and report any suspicion that someone has tampered with his or her information. The company should deal with such matters with the necessary urgency, as they can prove catastrophic. The data can be either an electronic file or a hardcopy paper file. The storing of such data calls for necessary security that would protect the employees’ privacy on their information from any litigation or theft.
Overall, I think filling the safety complaints was a great choice and that he did the right thing in doing that. The company violated OSHA and didn't take the complaints seriously. They also violated the employee by not acting on a serious issue. The courts verdict would reflect my job in this case because I would feel as If I didn't protect the employee and that I could of prevented the lawsuit. If I were a human resource manager, I would be ashamed and I would feel like I didn't do my job, and that I just ignored a safety issue that was serious.
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
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.
NEWCORP LEGAL SCENARIOS BUSINESS LAW Legal Encounter 1 In the given situation NewCorp is liable for having to follow the guidelines of what the handbook states on the given situation with Pat. Pat has the right to sue NewCorp given the fact that when he was hired on he signed the handbook which in it, it has a section that is Notice of Unsatisfactory Performance/Corrective Action Plan. In this section of the handbook it states that if any employee has a deficiency in their job they are to be put on a Corrective Action Plan and if the performance does not improve they can be terminated. Therefore in a court NewCorp can be found in breach of contract, since the employee handbook is a signed contract. As well as the fact that Pat feel that because of him voicing an opinion on the school board, which has nothing to do with NewCorp, this may
assault, rape or indecent exposure. If the allegation is about my manager or the manager is unwilling to do anything, I will follow my company policy of reporting abuse and report to CQC. 2.2 Explain the actions to take if an individual alleges that they are being abused: Its most important to believe what you are being told, no matter how far fetched it seems or silly it sounds. Reassure the victim it was not their fault and they are not to blame for what has happened. Report the allegation to your team-leader immediately.
Dillard’s can’t afford any negative publicity regarding such issues. Dillard’s has to be aware of the potential devastation of laws suite involving discrimination of any type. There should be a training program set up for employees in order to educate and avoid potential litigation. Foreign trade can be a very risky business. Among all the risks involved with international trade, the political ones are more difficult to measure.
It state that without effective education in the business environment in other counties, employees and business partners are more likely to make incorrect judgments by putting themselves as well as the company at risk of a infringement. The United States companies and their representative and subsidiaries offices must establish strong interior accounting control. The U.S. employers also must ask the tough questions of employees and must work with the persons to come out with a legal solution that still allows them to be competitive. This act cannot be a one time discussion or a few comments after a preparation sitting. It should be an ongoing exchange of ideas that helps the company expand a sound approach for meeting the market necessities within the limitations of the Foreign Corrupt Process
The company must provide safe working conditions free of hazards for its employees. OSHA law is to prevent workplace injuries, and the employer is required by law to provide protective equipment, procedures, and safe practices to prevent workplace injuries. If employee voice complaints of hazardous working conditions, OSHA is obligated to investigate. Employees can refuse to work if the conditions are unusually dangerous and the employers refuse to make the conditions safe. The National Labor Relations Act provides rights for the employees when there is concerted activity among workers that provide a