HRM439 – Discussion Assignment 3 Questions – Employment and Citizen Crime Fighting
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HRM439 – Discussion Assignment 3 Questions – Employment and Citizen Crime Fighting
Question 1
There is a difference between an employee who requests court protection against rape by a co-worker and an employee who consistently reports the company’s pens and paperclips theft. Here is the difference: the retaliation discharge must consider the citizens’ social rights, responsibilities, and duties (Peck, 1982). Besides, the company may not heavily consider a person reporting the theft of office appliances as it would care for someone reporting fraud against it.
Therefore, the company will concentrate more on the individual reporting a rape case than the one reporting pens and paper clips theft. The constitution and the land laws prioritize citizens than property and assets (Moran, 2014). There should be a distinction between employees who report high level and low-level crimes. Rape is a serious case that violates human rights and thus requires intensive evaluation.
On the other hand, a company could decide to handle office appliances theft within its employees’ codes of ethics. Furthermore, when dealing with theft in a company, several processes may need to be followed to create tangible proof. On the other side, the rape case can easily be proven using medical tests and easy to handle without complications.
Question 2
Yes, the employee should be protected since, during the previous court proceedings, it was mentioned that the magnitude of the crime was not an issue. The General Assembly decided to involve the criminal justice system in the $2 screw theft (Peck, 1982). Since the attention is turning to the General Assembly rather than the former employee, the latter should be protected.
In order to reduce chaos, misunderstandings, and theft in a company, employees need to teach the acceptable code of behavior and conduct (Moran, 2014). Since employees come from various backgrounds, they have different perceptions of wrong and right. Employees need to be certain that they will be protected when they report a crime. They also need to understand ways of handling office appliances theft scenarios to not involve the police in such petty issues. Issues of the loss and theft of office appliances should be handled within the company. For instance, the employee’s handbooks and the employee’s policy could be used to settle such company related cases (Peck, 1982).
The employees need to be trained on ethics that should be applied to the workplace to minimize collisions with the company and between themselves. During such training, employees need to be trained to identify a wrong act, what to report, how to report, and whom to report. Another critical that needs to be defined is the employee’s culture. When leaders enforce the organization’s culture, employees adopt it and thus causing minimal collisions.
Question 3
Some of the areas that help protect workers from wrongful terminations are state, administrative, and constitution regulatory measures. For instance, an employee who has taken a medical leave should be protected by the Family and Medical Leave Act (FMLA) (Guerin & England, 2018). Americans facing health and disability issues are protected under the Americans With Disabilities Act (ADA) (O’Neil, 2015). People suffering from chronic and acute infections, as well as alcoholism, are protected under this act.
Other protection programs are the Age Discrimination in Employment Act of 1967 and the Pregnancy Discrimination Act (Lipnic, 2018). Employee protection is very crucial as it protects them from exploitation by their employers. Many people in the United States rely on employment opportunities to earn income. Therefore, the protection of employment contracts is a way of protecting citizens from adverse economic crises.
Many employee protection programs in the United States ensure that employees are protected during their contract’s contract termination. Apart from contract termination, federal laws protect employees from workplace safety, wages, and social security (Moran, 2014). Other factors, such as health coverage and unemployment benefits, are also covered by the government. Most importantly, the government ensures that discrimination and other forms of inequalities are not practiced in the workplace.
References
Guerin, L., & England, D. C. (2018). The Essential Guide to Family & Medical Leave. Nolo.
John Jude Moran. (, 2014). Employment law : new challenges in the business environment. Pearson, Cop.
Lipnic, V. A. (2018). The state of age discrimination and older workers in the US 50 years after the Age Discrimination in Employment Act (ADEA). Washington, DC: US Equal Employment Opportunity Commission. tinyurl. Com/yyweslnz. Retrieved May 31, 2019.
O’Neil, M. (Ed.). (, 2015). The ADA practical guide to substance use disorders and safe prescribing. John Wiley & Sons.
Peck, D. (1982). The Public Policy Exception to the Employment-At-Will Rule: Illinois Creates an Amorphous Tort-Palmateer v. International Harvester Co. Chi.-Kent L. Rev., 59, 247.