Loss Prevention

To ensure that the evidence of the abuse has been preserved record the facts immediately, report exactly what has been said to your manager ad make multiple copies and store them somewhere safe where no anyone that doesn’t need to know can see them. Do not tamper with any evidence or put your own thought into the accusation.

In every setting there should be a policy and procedures on whistle blowing. The whistle blowing Policy is put into place to provide protection against the person in the work place against victimisation or any form of punishment (physical or verbal) when concerns are genuine. If you suffer any victimisation or punishment due to whistleblowing you may be able to take your case to an Employment Tribunal. If you have any concerns about misconduct or malpractice that is occurring in your work setting you should report it to your manager/supervisor. All information given is confidential. The whistleblower is a person that discloses wrongdoing that threatens others, rather than a complaint about their own treatment.

In this instance, Griffith would not be sheltered from retaliation under the traditional state and federal whistleblower laws. Federal laws generally protect those that disclose fraud against the government and state law NY Code 740 covers private sector and only when the complaint has been brought to the supervisor first. In the complaint against the State of New York et al the District Court ruled that Griffith’s first amendment rights and first amendment retaliation claims would not be summarily dismissed.

The author of Proverbs confirms to "Trust in the Lord with all your heart, and do not lean on your own understanding, in all your ways acknowledge Him and He will make your paths straight" (Proverbs 3:5-6, ESV). Employee ethical concerns are to be dealt with according to internal process and procedure, such as employee and contractor agreements. First, I would find an ethics hotline for the company. These hotlines are meant to allow employees and contractors to report possible wrong business practices and discrimination. Next, I would inform my direct management of the findings. After this discussion, I would consult the appropriate legal counsel about next steps understanding that the CIO may retaliate but morally, I have to report the issue. Employees must be trained on the ethical and legal implication of falsifying information and proper way to respond to differing opinions (Kaupins & Park, 2011). As seen in Proverbs 21:6 " The getting of treasures by a lying tongue is a fleeting vapor and a snare of death" (ESV). My trust is in the Lord and He will glad my decision and protect me. A job is temporal but my faith is eternal. God will provide employment is I lose my job for reporting the issue. Additionally, he will be by my side to guide me through the legal ramification of reporting the tampering of business data and

In the case of the VA scandal many of the whistleblowers are scared about what will happen to them once the information is out there. “VA whistleblower reprisal cases received by OSC has been rising quickly, from 405 in fiscal 2013 to a projected 712 for fiscal 2015 – a 75 percent jump” (Davidson). The idea of the whistleblower is that the truth will be exposed and the problems will be fixed. When a whistleblower decides to come forward they are risking their jobs and how other people view them. According to Sen. Ron Johnson (R-Wis) “The VA has a culture problem with whistleblower retaliation.” Basically Sen. Johnson is saying that if a person decides to come forward they are not guaranteed protection from retaliation by coworkers. Without these whistleblowers the VA scandal would not have come to light. The country never would have known about the falsifying of patient documents or the other problems facing the

Sexual harassment and falsified data could happen in any company. It’s amazing how some situations are validated by those that initiate them. It’s not impossible for innocent actions to cause an ethical issue. Knowledge is power. However, falsifying data is plainly wrong. There is no way to justify this action. The best way to cut the existence of ethical issues is training and everyone striving to do what is right. Learning how to make ethical choices will only deepen our knowledge of ourselves and enrich our everyday

Again this is one of the most important laws an HR personal can come across. If an employee is being fired and they feel like they are being discriminated from a previous incident they have the right to take the company to court. Companies/employers need to make sure they aren’t singling anyone out or even watch what they say to people of certain race. If they feel offended they could take matters into the legal

The company offered inconsistent versions of why Mr. Gill was terminated and who did the termination. They were indifferent to Mr. Gill’s concerns and did nothing to address those employees engaging in blatant racial harassment even after other black employees complained and, most damaging, the company retaliated against Mr. Gill when he complained by terminating his

the retaliation is for filing the agency complaint itself.” 245 F.3d at 6. Similar to Clockedile, where retaliation consisted of relocation pending investigation, the retaliation in Plaintiff’s case also happened during the EEOC investigation. Id. at 2-3. Pl.’s Compl, ¶25-26, Jan 11 2016. Additionally, Plaintiff’s case is even more compelling, as the retaliation consisted of actual termination, and the court in Clockedile considered relocation to a worse place enough to meet the standard. Id. While this case was decided just a little before Morgan, the First Circuit upheld the same standard years after Morgan in Franceschi by ruling that “a claim of retaliation for filing an administrative charge with the EEOC is one of the narrow exceptions to the normal rule of exhaustion of administrative remedies” and may be “bootstrapped” to the charge/s filed prior. 514 F.3d at 86-87. The plaintiff in Franceschi did not exhaust their administrative remedies on the first charge as they did not wait to receive the right-to-sue letter before suing; however, the Plaintiff meets the standard as they sued for retaliation after exhausting their remedy by receiving the right-to-sue letter on the charge filed. Id. at 86-87; Pl.’s Compl, 5-8, Jan 11,

Retaliation is when employers takes negative action against employees who have made a complaint against the organization due to illegal treatment of the employee based on their race, sex, gender, age, or disability (Fraser & Simkins, 2010). The retaliation act was put into place as measure to protect employees from negative treatment from their management team and the organization. In the case of White versus Burlington Northern Sante Fe Railway company Sheila White was a female in an all-male organization; she was harassed by here manager and when she filed a complaint she was put into another job function and then was suspended from work for 30 days without pay (United States Court of Appeals, Eleventh Circuit, 2004). In 1997 Shelia White

Jackson and Raftos (1997) referred to whistle blowing as an avenue of last resort. Employees find themselves in these situations when the authorities at their organisations have failed to take actions on reported issues affecting that organisation. Wimot (2000) likened whistleblowing to a spectrum. At one end of this spectrum whistleblowing would only cause minimal pain and scars on the stakeholders and organisation while on the other end is the worst scenario where the whistleblowing effects are turbulent and often experienced to be negative to all those involved (ibid).

Employee protections allowing those corporate fraud whistleblowers who file complaints with OSHA within 90 days to win reinstatement, back pay and benefits, compensatory damages, abatement orders, and reasonable attorney fees and costs.

Internal controls prevent errors and irregularities from happening. If errors or irregularities do happen to occur internal controls will help ensure that they are detected in a timely manner. Internal controls also encourage adherence to prescribe policies and procedures. Internal control are also put into place in order to protect employees by outlining tasks and responsibilities, providing checks and balances, and also from being accused of misappropriations, errors and irregularities.

An argument can be made that whistle blowing should only be warranted when there is a group or a majority that feels something should be brought to the attention of an outside authority if deemed so. As discussed in the study the National Labor Relations Board (NLRB) determined that since his actions were not a concerted effort among him and his colleagues, the

One well accepted description of risk management is the following: risk management is a systematic approach to setting the best course of action under uncertainty by identifying, assessing, understanding, acting on and communicating risk issues. In order to apply risk management effectively, it is vital that a risk management culture be developed. The risk management culture supports the overall vision, mission and objectives of an organization. Limits and boundaries are established and communicated concerning what are acceptable risk practices and outcomes. Since risk management is directed at uncertainty related to future events and outcomes, it is