...that individual of their rights. The employer can however insist that the individuals be part of a separate bargaining unit. It is important to note that the Barbados Employers’ Confederation is a registered trade union, and that employers can exercise their right of association by becoming a member of the Confederation. Employers also have the right to loyalty from their employees. With loyalty also comes the corresponding right to confidentiality of employees. Therefore, employees caught divulging company secrets or bad mouthing their employers are in breach of their implied, contractual obligation of loyalty and confidentiality, and can be terminated. It must be noted and understood that these rights to loyalty and confidentiality do not apply in those situations where the employee is reporting illegal or inhumane activities to the relevant authorities. The right to direct the internal operations of the organization lies with the employer, therefore you are the one who leads, operates, delegates and ensures the financial viability of your organization. While you may discuss certain aspects of the operations with employees or their representatives, ultimately the authority rests with you. Therefore, you, as owner, or manager have the right to alter operations to preserve the business, and contrary to what some persons believe the Employment Rights Act (ERA) has not taken that right away. The ERA acknowledges the right, but...
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...Equal Employment Opportunity and Employee Rights Luis Carrasco, Jade Hadfield, Jo Hemenway, Stafford McClendon, Emily Sementilli, Misty Wightman November 4, 2012 HRM/300 Timothy Turcotte Equal Employment Opportunity and Employee Right Over the course of history in the United States there have been many laws put in place to protect employees and employers. The Americans with Disabilities Act of 1990 and the Equal Employment Opportunity Act of 1972 are two such acts signed into law. Each of the laws protects workers from termination for causes outlined in the acts. The Americans with Disabilities Act of 1990 is a wide-ranging civil rights law that prohibits, under certain circumstances, discrimination based on disability. It affords similar protections against discrimination to Americans with disabilities as the Civil Rights act of 1964, which made discrimination based on race, religion, sex, national origin, and other characteristics illegal. Drug testing has become popular in many businesses in today’s society. This upsets many employees because they think that what they do on their own time does not affect what they do at work. The Americans with Disabilities Act of 1990 was put into place to make it easier for American’s that have disabilities to navigate. There are five different categories of this Act...
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...Equal Employment Opportunity and Employee Rights Review Learning Team B HRM 300 May 18, 2015 Professor E. Hardin Equal Employment Opportunity and Employee Rights Review The Civil Rights Act of 1964 prohibits discrimination in all employment decisions on a basis of race, religion, ethnicity, sex, and national origin (DeCenzo, Robbins, Verlhurst, 2013). Not only does it protect in employment decisions but it also ended unequal application of voter registration requirements. When the Civil Rights Act of 1964 was put in place it ended segregation in schools as well. If this law would not be in place equality in the workplace would not have been possible and many would not be in the place they are in their careers now. The United States Equal Employment Opportunity Commission (EEOC) is responsible for enforcing federal laws that make it illegal to discriminate against a job applicant or an employee because of the person's race, color, religion, sex (including pregnancy), national origin, age (40 or older), disability or genetic information (EEOC, 2015). EEOC also makes it illegal for anyone to discriminate against a person who has filed a discrimination complaint or someone that was involved in a discrimination investigation or law suit. With the law in place it gives the EEOC the right to investigate charges discrimination against employers that are covered by the EEOC law. When a person exposes any information or activity that is considered illegal...
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...Does An Employer Have The Right To Utilize Information Posted On Social Networks When Making Employment Decisions? Michelle Mancuso Strayer University Online Business Policy – BUS 490 Robert M. Brown II May 29, 2011 Does An Employer Have The Right To Utilize Information Posted On Social Networks When Making Employment Decisions? Introduction Do employers have the right to use information posted on social networks, such as Facebook, Twitter, and My Space for employment decisions? With the popularity of such websites, employers now have a no-cost way to look up a potential employee’s habits, etc. Employers are not only using them for potential employees, but also for their current staff. Some of what employers are looking at includes status postings, comments, and inappropriate or racy pictures. They are looking to get an idea of what this person does, how they conduct themselves, and whether or not this person is a good fit in their organization. There have been several lawsuits on this topic from employees that have been fired due to posts or pictures made to their facebook wall. This practice has not been deemed against the law, but there is much debate on how this information should or can be used. This paper will discus the pros and cons of using this type of information and also offer some suggestions on how to do it without being sued. Viewpoints Jonathon Bick, a Professor of Internet Law, feels an organization can utilize information found...
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...Essay Topic: Critically explain and discuss the meaning of international labour law and explore through a rights-based approach the extent of individual rights employment law legislation in CARICOM states. 1|P ag e What is labour law? Before understanding international labour law one must first understand what is labour Law. Simply put by Eaton (2005: p. 109) Labour Law is that part of law that deals with individuals and legal persons in their capacity as employees and employers, i.e. concerned with work and the relationship arising from it.” Clive Pegus on the other hand described it as consisting of “principles, rules and norms that regulate employment relations”, which is “primarily concerned with the rights of workers, trade union and employers, standards applicable to employment relations and the regulation of industrial relations and the labour market”. He also cited Deakin and Morris who argue that “a broader perspective would see labour law as the normative framework for the existence and operation of all the institutions of the labour market: the business enterprise, trade unions, employers’ associations and, in its capacity as regulator and as employer, the state. The starting point for analysis is the existence of the employment relationship as a distinct economic and legal category.” Using Deakin and Morris’s definition, Dunlop’s Systems Theory comes alive as labour law can be seen as the “rules” that govern behaviour (normative framework) within the Industrial...
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...on College Students’ Part-time Employment and Current Situation of Safeguarding Their Legal Rights | June 7, 2011 Abstract Nowadays, college students’ taking part-time jobs is becoming a common phenomenon. College students, a group people who are the pioneers to build the future society, their behavior on choosing and doing part-time jobs and legal rights maintaining have great significance to research. We assessed the college students’ performance on part-time job employment by analysis of 390 questionnaires, using SPSS software and other data analysis systems. Based on the research, we find that majority students have strong desire to take part-time jobs, but lack knowledge of relevant law and actions to protect their lawful rights and interests. In the end of the paper we come up with several suggestions to today’s college students on choosing part-time jobs and self-protection. KEY WORDS Part-time employment. College Students. Lawful rights and interest. Aspirations. CONTENT λ CHAPTER 1: Introduction 3 λ CHAPTER 2: Literature Review 4 λ CHAPTER 3: Methodology 5 3.1 Data collection approach 5 3.2 Questionnaire Design 6 3.3 Pilot Test 7 3.3.1 Reliability 7 λ CHAPTER 4: Results and Discussion 8 4.1 Results of personal profile 8 4.2 Descriptive Statistics 8 4.2.1 Personal Profile 8 4.2.2 Part-time Employment 10 4.2.3 Lawful Rights 12 4.2.4 Balance Study...
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...Equal Employment Opportunity and Employee Rights Review HRM/300 C******* ****** June 4, 2015 Mr. M****** S******** Summary Equal Employment Opportunity laws are in place to prohibit any job discrimination in any workplace. In The Department of Labor they have two agencies that deal with EEO monitoring and enforcement, one agency is the Civil Rights Center and the other is Office of Federal Contract Compliance. For the rights of employees the federal, state and regulations protect them. Any employee is protected under few of these federal laws, that team C will be going over. First will touch base on Age Discrimination in Employment Act of 1978, Family and Medical Leave Act 1993, and Employee Monitoring. * Age Discrimination in Employment Act of 1978 * Enacted to protect employees ages 40 to 65 from discrimination. In 1986 amended to eliminate the upper age limit altogether (DeCenzo & Robbins, 2007) * Congress decided to pass the ADEA because of an oversight about the older working force, there was a case in 2008 Gomez v. Potter that allowed federal workers who experienced retaliation for filing a claim based on the law to sue the company for damages. * Family and Medical Leave Act ...
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...high-quality education, and sharp increases in financial aid for college students and fundamental changes in our priorities are needed at the national and local levels, within the public and private sectors, in the classroom, and at home to make education our first priority. * They don’t believe in war but they believe in global piece * Green New Deal - a package of policy proposals that aims to address global warming, and financial crises * THE ECONOMIC BILL OF RIGHTS – creates the Full Employment Program, this program will help create more jobs by nationally funding. It will be monitored locally by a direct employment initiative that will replace unemployment offices * A GREEN TRANSITION- this program will invest in green business by providing grants and low-interest loans to create more green jobs. Use the funds that were used for fossil fuels and other industries and use it toward research in wind, solar and geothermal. This program will also provide green jobs by enacting the Full Employment Program which will directly provide 16 million jobs in sustainable energy and energy efficiency retrofitting * REAL FINICIAL REFORM- The reform will reduce homeowner and student debts. The reform will nationalize private banks and break up the oversized banks, end tax payers bailout and will use FDIC resolution process for failed banks to reopen them as public banks where possible after failed loans and underlying assets are auctioned...
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...pervasive in work place. Most women’s right as human rights can not be treated equally. In the process of globalization, some women have gained greater opportunities, including some non-traditional jobs, but there are still many women get more negatively affects than men. There are three main factors affect discrimination. Firstly, in currently human resources environment, male and female are difficulty to be equal in value realization. Women’s physiological characteristics like pregnancy reduce their labor capacity; they also need time to taking care of child. In addition, women are expected to take more responsibility in their family. Secondly, from the financial cost, many labor capacities do not like taking this social responsibility. The maternity leave will bring inconvenient to the capacity, and employer should take time to training new staff. Thirdly, the effects of traditional view cause women be a housewife, then women’s work ability is evaluated lower than men’s, but it is a mistaken notion. There are some disadvantages of gender discrimination. It ignores the rule of social fairness and damages social harmony. Secondly, fair market principles are broken by discrimination. Lots of labor resource is wasted, especially women have higher education. The harsh employment will effects more women give up further education even make lower social status for women. In the article, there are some measures can be taken to protect women’s right. In future, more and better jobs can...
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...to perform the assigned worker orders timely and efficiently. Eddie’s interest is to assign work order correctly, and that they get done in the order he describes. Brads interests are to make sure the business runs smoothly. Greg’s interests are to perform his assigned duties and complete work orders correctly and timely. The interests of all employees are to work ethically and legally. LEGAL ANALYSIS The employment at-will doctrine applies to this case study. Most often businesses face wrongful termination lawsuits. However, businesses can get sued for improper promotions, hiring practices, and favoritism of work assignments (eGuide, n.d.). In this case, Eddie altered the work orders when he divided them. Greg received easier assignments with higher commissions while the other employees got the harder ones. Eddie would have violated the policy regarding ticket assignment in his treatment toward Greg his brother. When Eddie gave Greg a special list of tickets, favoritism and nepotism presented its self. All of the employees including Jane have the right to sue the company because of Eddie’s actions. Eddie also threatens to fire Jane if she mentions his actions to anyone else. The action creates a hostile work environment. Jane will now be looking over her shoulder in fear of her job. Eddie’s discriminatory actions, of giving Greg easier tickets...
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...opposite of poverty is justice." I believe that the government should take notice of social justice for it will raise individual development which will certainly lead to national development. In my view, social justice means the right management of laws that values equality of opportunity without favoring one party. With social justice, the rights are evenhandedly distributed for all, regardless of one's gender, religion, race, etc. There are several instances that the government is able to operationalize the provision that promotes social justice. First instance is about religion. The Philippines does not have an official religion as a result of separation of Church and the State. By this, discrimination among the people with different religions is less likely to occur. Every person in any religion has freedom to confess his beliefs without any fear of racism and punishment. The free exercise and enjoyment of religious profession without discrimination shall forever be allowed as explained in Article 3, Section 5 of the 1987 Philippine Constitution. Second instance is social justice in labor. The government promotes equal employment opportunities for all as stated in Section 3, Article XIII. Everyone has equal job opportunities; moreover, a worker has a right to be protected against unfair labor practices. Third is health-related issues. The government had already established special agencies for disabled persons since they are usually the ones who face a lot of discriminations...
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...Management Review 2003, Vol. 28, No. 3, 447–465. THE CROSS-NATIONAL DIVERSITY OF CORPORATE GOVERNANCE: DIMENSIONS AND DETERMINANTS RUTH V. AGUILERA University of Illinois at Urbana-Champaign GREGORY JACKSON Research Institute of Economy, Trade and Industry We develop a theoretical model to describe and explain variation in corporate governance among advanced capitalist economies, identifying the social relations and institutional arrangements that shape who controls corporations, what interests corporations serve, and the allocation of rights and responsibilities among corporate stakeholders. Our “actor-centered” institutional approach explains firm-level corporate governance practices in terms of institutional factors that shape how actors’ interests are defined (“socially constructed”) and represented. Our model has strong implications for studying issues of international convergence. Corporate governance concerns “the structure of rights and responsibilities among the parties with a stake in the firm” (Aoki, 2000: 11). Yet the diversity of practices around the world nearly defies a common definition. Internationalization has sparked policy debates over the transportability of best practices and has fueled academic studies on the prospects of international convergence (Guillen, 2000; Rubach & Sebora, ´ 1998; Thomas & Waring, 1999). What the salient national differences in corporate governance are and how they should best be conceptualized remain hotly debated (Gedajlovic...
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...have for granted, not realizing the long term consequences of their actions. How often does one finish everything that is on his/her plate? Many consumers often order more than they can eat. One’s eyes are bigger than his/her stomach. People will order multiple appetizing items from menus assuming they can finish it. On the contrary, they will eat about half of what is served, leaving the rest behind. Frequently, restaurants serve larger portions than the average person can eat. The American attitude is wanting beyond what is needed, the “Super-Size effect.” If one were to take into consideration the amount of food that is wasted in this country versus the amount that is needed throughout the rest of the world, anyone with a right mind set can see that Americans waste food. In contrast, there are starving masses in other parts of the world such as in numerous third world countries. There are people dying from starvation and lack of nutrients because of the absence of a sufficient food source, while contemporary Americans are dying from obesity related diseases. Therefore, our generation is taking the never ending food supply for granted. The voter turnout for the last presidential election in 2008 was 56.8%. (http://www.infoplease.com/ipa/A0781453.html) This can be seen as one example of how our generation takes our freedom and liberties for granted. Our nation has a constitution and the Bill of...
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...Copyright infringement has been a recurrent ethical issue that has revealed its presence in a multitude of industries throughout the realm of business for numerous years now. Of the thousands of products that have been reproduced and distributed without the authorized use of the copyright holder, it can be argued that the downloading of music is one of the most controversial matters pertaining to this era of mass internet usage. One of the most significant examples of such a case can be found in the Napster copyright infringement that occurred early in the twenty-first century. Napster proves to be a unique and worthy example for the reason being that the online file sharing service had been recognized to directly infringe the exclusive rights of artistes by freely distributing their musical projects online. Napster was developed in 1999 by Sean Fanning and Sean Parker, and it served as an independent, internet-based peer-to-peer file sharing service. The service used digital technology that created the opportunity for users to transmit and retain sound recordings. The service quickly gained immense popularity especially among students across the United States, who became the largest proportion of Napster’s subscribers. As Napster’s reputation grew, several recording companies such as A&M via the Recording Industry Association of America (RIAA) began to contest Napster, in order to regain dominance in the music industry. This caused Napster faced many allegations and lawsuits...
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...Understand employment responsibilities and rights in health, social care or children and young people’s settings Unit number: 201 Unit reference: R/602/2954 Produce an employee document/handbook that has information on Employee Rights And Responsibilities. Your document should consist the pointers outlined below. 1 statutory responsibilities and rights of employees and employers Rights at work Your rights at work will depend on:- Your contract of employment cannot take away rights you have by law. So if, for example, you have a contract which states you are only entitled to two weeks' paid holiday per year when, by law, all full-time employees are entitled to 28 days' paid holiday per year, this part of your contract is void and does not apply. The right you have under law (to 28 days' holiday in this case) applies instead. If your contract gives you greater rights than you have under law, for example, your contract gives you six weeks' paid holiday per year, then your contract applies. There are special rules about the employment of children and young people. Statutory rights Statutory rights are legal rights based on laws passed by Parliament. Nearly all workers, regardless of the number of hours per week they work, have certain legal rights. There are some workers who are not entitled to certain statutory rights Sometimes an employee only gains a right when they have...
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