Ethical Issues in Workplace: Employer Duties & Employee Rights, Study Guides, Projects, Research of Physical education

Download Ethical Issues in Workplace: Employer Duties & Employee Rights and more Study Guides, Projects, Research Physical education in PDF only on Docsity! GROUP1 GROUP1 ETHICAL ISSUES AND CHALLENGES IN THE WORKPLACE Business organizations face ethical challenges in the workplace in managing their employees. Research shows that business organizations that place employees at the core of the companies' strategies produce higher long-term returns to shareholders. Business organizations face ethical challenges in the workplace in managing their employees. Research shows that business orga izations that place employees at the core of the companies' strategies produce higher long-term returns to shareholders. Contractual obligations of Employees or endo ( end of contract ) - one of the most talked employment-related ethical issues in the Philippines Employment relationship (employwer responsibilities and employye rights) THE FOLLOWING CONTENTS OF THIS REPORT Companies have responsibility to take care of their employees and provide for their needs. When an employer hires an employee, an employment relationship is formed. Employment already raises ethical issues of power, authority obligation, responsibility, fair treatment, and expectations. This section will explore the legal and ethical boundaries that will define employer responsibilities and employee rights, making up the employment relationship. Due Process and Just Cause THE FOLLOWING CONTENTS OF THIS REPORT Due process and just causeThere are times when an employee commits a mistake, and the employer will have to take action to give the employee a sanction commensurate with the mistake committed. However, before that takes place, the employee will have to undergo due process, which is defined by merriam- webster.com as the "rule that a legal case must be done in a way that protects the rights of all the people involved" In business context, it is the process that an employee facing a disciplinary action undergoes to ensure fair treatment and trial. Due process and just causeFor example, if your classmate tells your teacher that you cheated on an exam, the teacher must not give you a sanction without due process. The teacher will have to investigate further—ask the student who reported you about the instance, what was the manner of cheating done, and in which exam. The teacher will most likely talk to you, too, to ask if it is true, and if it is, probe into what motivated you to do it. If it was your first offense, depending on the guidelines of the school, you will probably receive a verbal warning and the teacher will most likely ask you to promise not to do it again. If it was not true, the teacher will most likely talk to the student who reported you and ask him or her why he or she lied about you. downsizng When laying off employees, the management must maintain respect, dignity, transparency, and consistency. The stockholders that wil be affected by the action must be informed about the decision regarding downsizing. This should not come as a surprise for the employees as they shoukd be aware of the curent business consitions, but the notice should be given as soon as the need is determined. The feeling of uncertainty among the employees may bring about demotivation in the workplace, so letting a worker remain in a position for a period of time after the notice of the termination may not be the best option. The cost and benefits of downsizing must be weighed intently to provide a smooth transition. Normally, a termination pay is provided to the terminated employee to help the employee cope with expenses while looking for a new job. Health and safety THE FOLLOWING CONTENTS OF THIS REPORT Health and safety Employers have a responsibility to protect the employees health and safety while at work. Health and safety are intangible assets that employees have and are valued both as means and for attaining other valuable ends and as ends in themselves. They both have instrumental and intrinsic values. Instrumental value is defined as a means to an end. You value things because of their function. For example, you value your shoes because they protect your feet when you walk. Intrinsic value pertains to the value of something in itself. If your pair of shoes protects your feet, is that a good thing? If you say yes, you can conclude that shoes are good thing because they help you get to where you need to go, and help you research your goals (e.r., you will not be allowed to enter most establisment, like your school, if you are not properly dressed). Having shoes makes you happy. Instrumental and intrinsic values may be viewed in business perspective this way. If, for example, a contruction worker dies at work in an accident the instrumental value of the employee can be measured in part by the lost wages that would have been earned had that person lived. However, the intrinsic value is much more abstract.