What Is COPPA Ethical?

Parents around the world tell their children they can tell them anything but when their children tell them anything serious they say they don’t believe them or that they're outright lying. They are telling their children it’s not okay to lie or keep secrets, but then say the children are

Large advertising agencies have evolved pseudo-scientific methods through experience, research and intuition that yield a demographic profile of the target audience, who are the most important predictors of purchasing behavior.

For example, if Greggs carry out a questionnaire, most of the questions should be designed to gather quantitative information. An example of a quantitative question is “Would you buy this product?” or “How many times do you visit Greggs per week?”. This information is designed to be gathered on a large scale. Due to the quantitative nature of the questions, it needs to be carried out on a huge scale to get an accurate respresentation of the market. This can be difficult and expensive for Greggs, but if they want valid primary information this is what they must do.

As Human Resources professionals, it is key to be mindful of protected job classes, particularly age. The Age Discrimination in Employment Act of 1967 was put in place to protect workers over 40 years of age. The ADEA applies to employers with more than 20 employees and applies to all aspects of employment, including hiring, firing, promotion, layoff, compensation, benefits, job assignments and training (“Facts About Age Discrimination,” Revised 2008). Since the ADEA applies to the hiring process as well as the term of employment, employers are not allowed to ask for date of birth in any pre-hire process. There are a couple of exceptions to the law. Employees may waive their right to the act as long as the ADEA guidelines are met. In certain situations, high level executives may be asked to retire at 65 and for jobs with bona fide occupational qualifications employers may discriminate based on age (“Exceptions to the ADEA,” 2007). An example of this would be a modeling agency hiring for an ad that promotes children’s clothing.

Sites that include drop-down menus that only permit users to enter birth years can provide users with the chance to make themselves older than 13 and therefore cannot be considered a neutral age-screening mechanism. Another method of ensuring the design of a website is age-neutral is by avoiding encouraging minors to falsify their age information, for instance, by stating that users must ask parental consent before participating or merely saying that users under 13 are not allowed to participate. Upon verifying that a user is under13 and have collected personal information from them, one can obtain their parent information to provide a direct notice and also implement parental consent requirements. Sites that do not want to apply the act’s protections for users under 13 can configure their data system to delete personal data for users under 13 automatically. Alternatively, the sites can remove their data and direct them to websites or material that does not involve the collection of personal information (LSE,

It is important to determine what a website wants from the website visitors, as well as understanding who

As Human Resources professionals, it is key to be mindful of protected job classes, particularly age. The Age Discrimination in Employment Act of 1967 was put in place to protect workers over 40 years of age. The ADEA applies to employers with more than 20 employees and applies to all aspects of employment, including hiring, firing, promotion, layoff, compensation, benefits, job assignments and training (“Facts About Age Discrimination,” Revised 2008). Since the ADEA applies to the hiring process as well as the term of employment, employers are not allowed to ask for date of birth in any pre-hire process. There are a couple of exceptions to the law. Employees may waive their right to the act as long as the ADEA guidelines are met. In certain situations, high level executives may be asked to retire at 65 and for jobs with bona fide occupational qualifications employers may discriminate based on age (“Exceptions to the ADEA,” 2007). An example of this would be a modeling agency hiring for an ad that promotes children’s clothing.

making it difficult to maintain their financial viability. It is important they uphold high ethical standards

Sixteen year olds can drive a car, work jobs, and pay taxes, but they are not able

They find a way to match your interests to the sites that show up on your screen. They keep a

intent of some. Because most advertising is put out to attract a particular group of

Childreen under age of 18 or more should be protected because most of the time you are adult you dont even can contole your life whithout someone to advise you . However when a company leads a kids to something like that they lead them astrey because kids need to be protected.According to the second paragraph from

Ethical issues and how to comply ethical standards are always concerned of all tax practitioners when conduct tax practice. They are subject to IRS Circular 230, AICPA’s Statements on Standards for Tax Services and relevant penalty provisions in the Internal Revenue Code.

Schools and medical centers don’t have a resource for young teens and children to use to their benefits when they need it because they aren't old

Consider the times at some point of your life you have lied when you were a child and why. Some children worry how their mom and dad would react, whether or not if they would get into trouble. Due to the fact that covering up the truth seems easier than dealing with a lie, one of the unending problems that many parents face is lying by their children. Most children tell lies at some point, but it can a surprise the first time you hear your child lying. Learning how to lie is part of a child’s development.