Ethics Report Chapter 6 Employees Rights and Employer's Responsibilities

8/19/2019 Ethics Report Chapter 6 Employees Rights and Employer's Responsibilities

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Employer Responsibility

and Employees Right


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What is the greatest

infuence on yourcommitment to your

company/organization?IRNESS AT WORK

CARE ANDCONCERN

FOR


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Perspectives on the Ethicso Workplace Relationship


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Treat employees ell as a means to producegreater orkplace harmony and productivity

∗ !n one hand" employers might decide to

treat employees ell as a means to producegreater orkplace harmony and productivity#$s an e%ample o these concerns" considerthe role o emotion in the orkplace# When

employees see that a &rm values theiremotions" as ell as e%hibits values such ashonesty" respect" and trust" they eel lesspressure" more valued as employees" andmore satis&ed ith their organizations#


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Treat employees well simplybea!se it is t"e ri#"t t"i$# to %o


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∗ 't reers to the right o an impartialand air hearing regarding employers

decisions and procedures#∗means that an employer can &re an

employee only or (ust cause" and

the burden o proo lies ith theemployer

D!e Proess


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)ue Process

&!st Ca!seCo$%itio$s

∗ I$ompete$t 'ob

per(orma$e∗ I$to)iatio$

∗ I$or%i$ateabse$teeism

∗ T"e(t

∗ Fra!%

D!e ProessProe%!res

∗

prior war$i$#∗ %o!me$tatio$

∗ writte$ per(orma$esta$%ar%s

∗ probatio$ary perio%s

∗

appeals proesses∗ opport!$ities to respo$%

to alle#atio$s


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∗+ol%s t"at, abse$t a

parti!lar o$trat!alor ot"er le#alobli#atio$ t"at spei-es

t"e le$#t" or o$%itio$so( employme$t, all

employees are. /

Employment at Will


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)ue Process Relation to

Perormance $ppraisals


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*rie *ack +round,

Per(orma$e Appraisal

't is a system o revie andevaluation o an individual-s orteam-s (ob perormance#


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*rie *ack +round,

.ses,human resource planning

recruitment and selection

training and development

career planning and development

compensation programs

internal employee relations

assessment o employee potential#


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.sual problems

∗$ppraiser )iscomort

∗ack o !b(ectivity

∗

0alo/0orn∗eniency/1trictness

∗2entral Tendency

∗

Recent *ehavior *ias∗Personal *ias 31tereotyping4

∗5anipulating the Evaluation

∗Employee $n%iety


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)ue process

∗)ue process

't is the right to beprotected against thearbitrary use o authority


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)ue process

∗'n the ork place" due processacknoledges that employershave the authority overemployees

∗ To protect the employees" thisauthority must be e%ercised

(ustly


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Procedural recommendations or legally and

ethically sound perormance appraisals

∗ *e standardized and uniorm or all employees ithin a (ob group

∗ *e ormally communicated to employees

∗ Provide notice o perormance de&ciencies and opportunities to

correct them∗ Provide access or employees to revie appraisal results

∗ Provide ormal appeal mechanisms that allo or employee toinput

∗ .se multiple" diverse and unbiased raters

∗ Provide ritten instruction and training or raters

∗ Re6uire thorough and consistent documentation across ratersthat includes speci&c e%amples o perormance based onpersonal knoledge

∗ Establish a system to detect potentially discriminatory e7ects orabuses o the system overall


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)onsizing in an ethical

manner


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donsizing

)onsizing

't reers to reducing theoverall size and operation costo the company most directly

through the number oemployees


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donsizing

2ommon Reasons,∗ To make the operation e8cient

∗ To increase pro&ts by reducing overhead

∗ To lessen the number o employees due to a declinein demand o the product an organization is selling


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0ealth and 1aety


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0!W 5.20 9!.R ':E '1W!RT0

1


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∗ 'nstrumental ;alue

∗ ;ery useul or ac6uiring things o value# Whateverone desires" being healthy and sae ill improveone-s chances or satisying that desire#

'ntrinsic ;alueE%cept in e%treme circumstances" ie is better

that )eath" 0ealth is better than 'llness and*ody 'ntegrity is better than in(ury#

'ntrinsic ;aluevs#

'nstrumental value


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'ntrinsic ;aluevs#'nstrumental value∗ The lie o one ho dies in a orkplace accident

has instrumental value that can be measured" inpart" by the lost ages that ould have beenearned had that person lived# *ut these lostages do not measure the intrinsic value of the

lie" something that &nancial compensation simplycannot replace#


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∗ 'n " :ord 5otor 2ompany made a historicdecision regarding the :ord Pinto" hich as

engineered ith a rear gas tank assembly that hada tendency to e%plode in accidents that involvedsome rear@end collisions# The company alloedthe Pinto to remain on the market ater it

determined that it ould be more costly to engagein a recall e7ort than to pay out the costs oliability or in(uries and deaths incurred# 'n aninamous memo" :ord-s senior managementcalculated hat the company ould likely have to

pay per lie lost# 't is noteorthy that theseestimates ere not :ord-s alone but ere basedinstead on &gures rom the Aational 0ighay

Tra8c 1aety $dministration#


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∗ E)pete% Costs o( Pro%!i$# t"e Pi$to with Fuel TankModifcations:

∗ E%pected unit sales, ? %eat"s 35??@ =4>?i$'!ries 3B@


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$cceptable Risk


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C"alle$#es to t"e Aeptable Ris@Approa" to +ealt" a$% Sa(ety

∗ Treats employees disrespectully by ignoring their input

as stakeholders#∗ 'gnores the undamental deontological right an employee

might have to a sae and healthy orking environment#

∗ $ssumes an e6uivalency beteen orkplace risks andother types o risks hen there are signi&cant di7erencesbeteen them#

∗ 'mproperly places incentives since the risks aced atork could be controlled by others ho might stand tobene&t by not reducing them.

Documents

Ethics Report Chapter 6 Employees Rights and Employer's Responsibilities