Traditional Ethical Treatment Of Employees

The Christian approach to the ethical treatment and termination of employees is deeply rooted in the teachings and stories from the Christian Bible, which is divided into two sections. The first section, called the Old Testament, provides the foundational characteristics of Christianity towards how human beings should treat one another, while second section, called the New Testament, builds upon these foundational characteristics and demonstrates how Jesus applied such traits towards all of humanity, including both those who believed in his teachings and the naysayers of such. This section will provide an important overview of Christian foundational characteristics that explain God’s intent

The company has the right to terminate an employee as long as the termination does not discriminate or

The original assignment in this module dealt primarily with employers trying to find wrongdoing by employees.  We now turn to the question of employee rights and employer obligations.  Using at least two (2) of the foundational ethical theories studied in Module 2, you should answer the following questions.   With each answer, you should discuss the issues and set forth and defend a clear position.

Religious difference has been a question not just for theological schools and religious institutions but, increasingly for some businesses and corporations, offices and factories. In the past ten years the equal employment opportunity commission, which considers workplace complaints that may violate the civil rights act, has reported a 31 percent rise in complaints of religious discrimination in the workplace.

The ability to measure the effectiveness of a combined At-Will Employment doctrine that is accompanied by a strong employee termination policy is important. Measuring the new policies and how they reflect the impact of both federal and common law on the doctrines coverage is very noteworthy. Consequently, organizations can proficiently measure the return on their investment for the cost of adjusting their termination policies pretty easily. When companies minimize turnover by reducing terminations, and in particular decreasing wrongful terminations they are ahead of the game.

In this paper the Code of Ethics from the Department of Human Services will be discussed. General information about the company, the company’s mission statement, the type of ethical system used by the company and how and when the company uses it will be talked about. Thoughts of why the company may need to modify their existing code of ethics will be included, reactions to the code of ethics that employees and managers may have and the acceptance of the code of ethics within the company and affects it has.

Kim, D. d., McCalman, D. d., & Fisher, D. d. (2012). The Sacred/Secular Divide and the Christian Worldview. Journal Of Business Ethics, 109(2), 203-208.

Cultural differences in the workplace can sometimes become a challenge in the work environment. In order to facilitate these differences, there must be some form of cultural awareness. Cultural awareness can help employees face the challenge of responding to individuals with different religions in the workplace, expose religious practices, and eliminate stereotyping in the workplace. Awareness of religions, and the beliefs associated with different religions, can be accomplished in many ways, such as training courses, workshops or company handouts (Thomas Kochan, 2003, p. 4). Companies must embrace multiculturalism and diversity.

Today’s workplace in consistent with several diverse backgrounds, which include different aspects of a working relationships within an organization, including age, nationality, education, sexual orientation, socioeconomic status, and religion. Although the companies include the diverse backgrounds, upon entering employment, each individual brings their own set of values, goals, and perception of acceptable behaviors (Lankard, 1991). In respect to the organization, these multicultural individuals are asked to work together in obtaining the corporations goals and policies. However, in the workplace, several ethical dilemmas may arise, which is not limited to, downsizing employees, salaries, successful employing organization, these dilemmas are additional stress to a diverse working population. Resolving ethical dilemmas requires critical discussion, analyzing, problem solving, and decision-making (Lankard, 1991). Resolution cannot be completed with one or two individuals; this process needs to include all stakeholders, current, and future for legal and ethical purposes. Stakeholder’s views must be expressed and reviewed because it

Over time, some significant exceptions to employer's right to fire at-will have since been gradually introduced into this arrangement. As of the 1950s, at least four major exceptions to employment-at-will that are deemed to be adversely disparaging to employees have been put in place by way of America common law tradition, and tort law. Most notable and adopted in all 50 states among these exceptions is the one that prohibits termination actions taken against an employee for either not participating or reporting a violation of a state policy or local ordinance. Then there is the exception that prohibits as a basis for termination, race, age, gender, national origin and disability. Another exception that is enforced nationwide is the one that places a prohibition on termination in which an implied—orally, by employee handbook, or a concretely stipulated contract was reached. Finally although not all, but the majority of the state's project into employment-at-will, an implied covenant of good faith to the effect that terminations could be only for good cause—not done in bad

With life’s ups and downs, the way we react to key passages in our life plays a critical role in our character development. Per our text “Ethics in the Workplace, Johnson states that there are four categories in which these passages fall into: (1) diversity of work experiences (new company, new assignments); (2) work adversity (losing job, difficult boss); (3) diversity of life experiences (work/life balance, living away from home); (4) life adversity (death, divorce, or illness).” () My character development began with a passage in the category (4) life adversity- (death, divorce, or illness). My mother passed away after losing her battle with breast cancer; she was a very young woman 42, and I was even younger. My mother, whose name was Martha

From the knowledge we had in our Management 100 lectures and from the course materials, we were able to employ many procedures and ethical working principles in order to make our group work more efficient with great end results in a timely manner.

The main primary stakeholder in this ethical decision is the employee. The employee is effected by this decision because they are the one whose job is at stake in the end. The benefits of an employee being terminated are that if they have an issue in their life that is permitting them from performing their best, it may give the employee time to find a solution to the problem. It also may give them a chance to start work with a new employer and get off on a better foot. In the employee’s case, the harms outweigh the benefits. A harm of a person being terminated is that they lose an income. If the employee is terminated they no longer have any money to be supported by. This would cause a great financial harm to the employee. This may also cause a harm to a person’s identity. Some people find their identity in their job. If a person is let go, they may think they didn’t perform right or something is wrong with besides the idea of their non-work issues interfering with their

Today there are over 900 religious employee resource groups, according to the International Coalition of Workplace Ministries (Cañas & Sondak, 2010). These affinity groups can help encourage religious understanding by offering panel discussions that educate employees on their beliefs. By allowing open discussion, answering religious questions and creating an open, welcoming religious environment in the workplace employees can better relate to one another through shared religious principles (Cañas & Sondak, 2010). When looking at the business case for diversity, not asking employees to hide their faith at work allows for greater productivity, and time and energy focused on business results (Cañas

Each employee’s moral rights should be respected. By cutting their hours, we are giving them false hope that the company will return to a profitable status. The future for every company is uncertain. A company should not drag its employees through the mud just to have them be employed when the business goes bankrupt. Management should let them know the plan of action. Tell them “layoffs are impending.” Give them a choice to choose different employment before losing their current job. During the recent recession, many companies reduced employee’s pay as a means to save a job. Barbara Kiviat makes an interesting point in her article Pay cuts instead of layoffs: something insidious this way comes? She states that many companies “temporary” pay cuts became permanent, keeping workforce costs down while boosting profit as demand rebounds. Doing so greatly lowers employee morale by showing that they are number that can be