Business Ethics: Business, Ethics And The Society

An employee should uphold the confidentiality of information assigned to them by the company and its customers, except when revelation of such information is authorized or required by applicable laws, rules or regulations. “Confidential information” includes all records, non-public information related to the company and its business, customers, or vendors that come to an employee in the course of carrying out the employee’s duties and that can be value to competitors or damaging to the company or its business if revealed.

Business Ethics are defined as “moral principles that guide the way a business behaves” (Businesscasestudies, 2017). In order for any business or individual to act in an ethical

We would need to review and make sure that all the appropriate measures are being taken in a timely manner if someone complains about their working environment. Specific steps and procedures need to be followed to protect our company and our employees. In Pennsylvania State Police v. Suders (2004) the Supreme Court found that in order to establish constructive discharge a plaintiff must show that the environment was so intolerable that resigning was the only option. But the court also found that the plaintiff failed to avail herself of the internal reporting procedures as she resigned two days after mentioning harassment to an official. The case supports our position of not guilty because the employee who is filing charges against us did not follow the company’s internal reporting procedures. This would have allowed us to meet with the employee to see if we could come to an agreeable solution. Internal reporting procedures are there to protect everyone involved.

to fail or refuse to hire or to discharge any individual, or otherwise to discriminate against any individual with respect to his [or her] compensation, terms, conditions, or privileges of employment because of such individual’s race, color, religion, sex, or national origin…”(EEOC, n.d.).

All companies have and should have their own policies and procedures regarding security and confidentiality. All employees must abide by these policies and procedures. The Data Protection Act, Human Rights Act and Consumer Rights Acts cover these areas.

6 A worker being fired for actions ranging from filing a workers’ compensation claim to reporting safety violations to government agencies is called

A fortiori, the employer may act peremptorily, arbitrarily, or inconsistently, without providing specific protections such as prior warning, fair procedures, objective evaluation, or preferential reassignment." (Guz v. Bechtel National, Inc. (2000) 24 Cal.4th 317, 350, 100 Cal. Rptr.2d 352, 8 P.3d 1089.)

After the charge is filed, the agency conducts an investigation and issues a cause determination. Before the EEOC or the Commission issues a cause determination, the parties may participate in alternative dispute resolution. Though not mandatory, alternative dispute resolution such as mediation, conciliation, or arbitration may be an attractive option for employers seeking to avoid potential litigation expenses.

Perry, S. J. (2001). EMPLOYER LIABILITY FOR RETALIATORY HARASSMENT UNDER TITLE VII. Labor Law Journal, 52(2), 121-127.

In the business world companies will run into times that they have to make decision based on ethics. This outcome may not be illegal, but unethical, which is just as important when running a business. Business Ethics is the concept of distinguishing between right and wrong and then making the right choice. The right choice may not always be the easiest or best alternative for the organization financially, but it is the greatest option for the company and its shareholders overall. The idea of business ethics is important to create trust between consumers, the community, and others involved with a given organization.

This is the case with most union employees, the union enters into a collective bargaining agreement that helps protect members from termination without cause.

For example, employers who classify their employees as at-will have more rights than employers who have employees working under union contracts (). When employers do decide that termination is necessary, they are inevitably assuming certain risks. Employees who feel they were wrongfully terminated have the right to file wrongful termination lawsuits against the company. If a wrongful termination suit is filed, the burden of proof will fall on the employer to prove that there was just cause in terminating the employee (). Mitigating wrongful termination claims is particularly important for small businesses that could feel a tremendous impact of being hit with a claim or lawsuit seeking monetary damages for the employer's wrongdoing. Mitigating the potential of wrongful termination claims should begin with a sound recruitment and selection strategy to ensure the company is making wise hiring decisions. Human resources should also understand the employment-at-will doctrine, its implications and whether exceptions to the doctrine apply to any of the employees. The doctrine gives employers the right to end the working relationship at any time, for any reason or for no reason, with or without advance

Business Ethics is a set of moral principles applied in the commercial world. Business ethics provide guidelines for acceptable behavior by organizations in both their strategy formulation and day-to-day operations. An ethical approach is becoming necessary both for corporate success and a positive corporate image. Following pressure from

Business ethics refers to the consideration of moral decisions and responsibilities in the process of operating a business. Business ethics, practiced throughout the deepest layers of a company, become the heart and soul of the company 's culture and can mean the difference between success and failure. Values drive behavior and therefore need to be consciously stated, but they also need to be affirmed by actions. Ethical business environments are created with foundations of integrity, accountability and commitment.

Retaliation is when the federal and/or state laws prohibit employers from firing employees in retaliation for engaging in legally proper, necessary, or desirable activities. A list of protected activities include argue of minimum wage or overtime pay, participating in union activities, refusing to do or agree with any discriminatory practices, claiming work compensation, and whistle-blowing. Whistle-blowing, the majority of the states offer whistleblower safety for the public employees. Unfortunately employment protection for employees from the private sector employees is very limited (NCSL, 2013).