Sexual Orientation Struggles By Jennifer Brown

Sexual Orientation Struggles By Jennifer Brown
Sexual Orientation Struggles
Jennifer Brown
National University
Author Note
A brief author note (which should not be included in papers submitted in Paul Rose's classes) goes
here. It may include acknowledgment of funding sources, expressions of gratitude to research
assistants and contact information for the author who will handle requests. I have a few notes of my
own to share here. First, I am very grateful to everyone who has emailed me with suggested
improvements; I'm sorry I can't acknowledge you all here. Second, you are hereby granted
permission to use this document for learning and research purposes. You may not sell this document
either by itself or in combination with other products or services. Third, if you use this ... Show
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Despite many supporters the troubles persist. History proves the LGBT's have been subject to
harassment by their employers and other employee's, they've been denied jobs, denied promotions,
terminated, denied leave, and been denied benefit coverage of partners among other things. (1)
Individuals may not accept the decisions of the way other choose to live their lives but tolerance
should exist at the very least as John Moran states in other words. (2) For the most part, what these
individuals being discriminated against are striving for is not unreasonable. They deserve the same
rights as any other employee and that's what they have long fought for and continue to seek.
Discrimination of any kind has a huge effect on people and shouldn't be tolerated in any situation.
Current Efforts to Provide Equality
As of today there are still no federal laws protecting the rights of employees with non–traditional
sexualities of being discriminated against in their workplace. There have been no consistencies
shown from the federal government regarding this matter. Although there are efforts currently taking
place to pass a federal law to prohibit discrimination based on sexuality along with increasing
numbers of supportive congressmen, the bill still hasn't yet become a law. It is referred to as the
Employment Non–Discrimination Act or ENDA which was introduced in 1994. There has been
more acceptance of sexual orientation at the state level than at federal. Many states have
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Essay about Hrm 300 Week 3 Team Eeoa Rights Review
Equal Employment Opportunity and Employee Rights Review Business environments today display
diversity, a numerical composition that reflects different kinds of people, such as men and women of
different ethnic origins, educational experiences, and professional backgrounds (Beamish, Morrison,
Inkpen, & Rosenzweig, 2003). A vast amount of organizations are emulating a diverse workforce.
Fair treatment of employees is the responsibility of the human resource management team within a
firm. Footsteps of past generations are the facilitating mechanism allowing today's generation to
participate in a safe and fair workplace. Specific rules and regulations assist in equal employment
opportunities for every employee. The Equal Employment ... Show more content on Helpwriting.net
...
KRS had a practice that employees under the age of 55 that became disabled could receive
payments based on their years of service plus their remaining years to age 55, and those employees
who had reached age 55 or greater were only eligible for regular retirement. In a five–four decision
the US Supreme Court ruled in favor of the KRS citing that the motivation behind the decision to
offer different options to those under 55 was not made based on the age of the individual, but by the
pension status. This court decision implies that as long as there is primary motivating factor other
than age, the age of an individual can be used as a condition of a benefit. In Bates v. Dura
Automotive Systems, Inc. (Case # 1:08–0028 US District Court for Middle District, Tennessee)
seven former employees filed suit claiming Dura Automotive Systems, Inc. (DAS) violated their
rights under the Americans with Disability Act (ADA) when they were suspended or terminated
based on a positive drug test for prescription medication (DFWP&P, 2010). DAS implemented a
new workplace drug testing policy and tested all employees for 12 different kinds of drugs both
prescription and illegal that the company believes would impair the employee's ability to perform
his or her job. Those that tested positive for a prescription drug were given the opportunity to
provide proof of prescription and to seek and alternative medication that would not

Essay on Speaking Out About Malt
Speaking Out about Malt Case 8.3 Page 404–405, Moral Issues in Business The case of Whitewater
Brewing and Mary Davis touches upon several views and moral issues that are not specifically
black or white. Case 8.3 specifically deals with a business called Whitewater Brewing Co.
Whitewater Brewing, as its name sounds, is a manufacturer of alcoholic refreshments, selling its
brands to various consumers. The article in particular focuses upon a specific Whitewater product,
Rafter. Rafter is being targeted to match other similar products that are bottled in a 40 ounce size.
The unfortunate part is that these 40 ounce size refreshments are not only popular with inner–city
teenagers but in the area where Whitewater sells these 40 ounce ... Show more content on
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Ralph Jenkins, CEO of Whitewater, writes to Mary Davis to express the company's views on her
behavior and to ask her to first clear all further comments (regarding her personal views on liquor
production) with the business. Mary feels this to be an invasion of her right to free speech.
Additionally Mary informs Ralph Jenkins that she seeks to pursue her article further and even speak
at an engagement about her views (personal ones). Mr. Jenkins remains adamant that Mary adhere
to his requests further escalating things to state she can either comply or resign. So does Davis have
a moral right to free speech in the workplace, or can Whitewater determine the extent to her 'free'
speech? Also what would Davis's best path ethical path be? The second is the easiest to answer so I
will do that now. Davis could simply put resign, enabling her to champion her beliefs and become a
martyr for her cause, as it were. As for the first question the answer is not a simple clear cut one, and
ultimately will be an individual one. Currently there is already legal precedent that allows
companies to require employees not to "act or speak disloyally". Take the following case: In Korb v.
Raytheon, 574 N.E.2d 370, 410 Mass. 581 (1991), Raytheon terminated Lawrence Korb after
receiving complaints of his public involvement in an anti–nuclear proliferation nonprofit known as
the

The Impact Of The Employee Free Choice Act
When making the decision on the topic for the research paper that is required for this class, I
struggled, so I just picked one of the listed ideas for paper topics. Prior to this class I never really
knew, or for that matter, kept up with labor laws or the different types of acts that helped employees
and/or the employers. I have always worked for companies that do not have unions so in turn it
never interested me. With that said, this class has started me in the right direction on getting up to
date on the laws and acts that are still in place today along with laws and acts that are trying to
become. Since my best friend is in law enforcement and is part of the union she has also helped
educate me a bit about unions and how the labor ... Show more content on Helpwriting.net ...
First off I think that if the Employee Free Choice Act were to be passed then it would completely
restructure years of carefully crafted labor laws that have assisted the unions and employers. These
laws and acts have been in place for years, why try and fix something that is not broke, or is it
broken? I understand that in today's world there are fewer companies that are unionized, but having
these laws and acts in place and they are still working, they should just be left alone. I feel that if the
Employee Free Choice Act were to be passed I would help and or hurt both parties, the employers
and the employees. Another opinion of why the Employee Free Choice Act had not been approved
is how this act will change the employer–dominated representation process. As of right now, the
employers are allowed to coerce and intimated the employees by pressuring them, in turn
influencing their choices. Why would the House and the Senate of the United State Congress want
to help out the little guys? The Employee Free Choice Act would help make bargaining for the
employees more on the fair side. Employees would not feel threatened to stand up for what the feel
and believe is better for them. They would be able to stand up and fight for what they want without
being pressured for their choice to be treated better, fair wages for the working individual or any
other demands the employees feel are

Leg500 Week 7 Assignment 2
Kenia Freeman
Professor Teresa Smallwood
LEG500
August 18, 2013
Organization leaders have a responsibility for upholding the proper standards as they pertain to
ethical behaviors in the workplace. Leaders are constantly faced with making the best decisions
possible for their corporations and to increase profits for company stakeholders. Unfortunately,
some stakeholders do not always make the right choices, especially when the wrong one choice is
more enticing. My research will determine the stakeholders invested in PharmaCARE, analyze the
ethics of their treatment of the indigenous population and its rank–and–file workers versus the
executives, and determine whether Allen can legally fire a few of his employees. Also, determine ...
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According to the at–will doctrine, "all employee relationships are presumed to be "at–will" in all
U.S. states except Montana (National Conference of State Legislatures)." This means an employee
can be terminated by their employer for no reason or for any reason without incurring any legal
liability, unless it is an illegal reason, and as it seems any accusations Allen tries to use to terminate
his employees would not be upheld by the law.
Per the Occupational Safety & Health Act of 1970 (OSHA):
"Everyone has the right to a safe workplace. The law requires employers to provide their employees
with working conditions that are free of known dangers. Employers MUST provide their employees
with a workplace that does not have serious hazards and follow all relevant OSHA safety and health
standards. You cannot be transferred, denied a raise, have your hours reduced, be fired, or punished
in any other way because you used any right given to you under the OSHAAct." As for Ayesha, a
tech who filed an EEOC complaint for not receiving a promotion allegedly because she is Muslim,
whereas Allen in reality did not feel she possessed the necessary skills to be a supervisor.
According to the U.S. Equal Employment Opportunity Commission:
"If you believe that you have been discriminated against at work because of your race, color,
religion, sex (including pregnancy), national origin, age (40 or

Minimum Wage vs. Slavery
SLAVERY VS. MINIMUM WAGE
Le'Sean Marks
English 102; Civil War Term Paper
March 21, 2013
In a time like today, everyone who has ever received minimum wage could agree that it is not ideal,
nor is it fair in most cases. However, to compare the brutality of minimum wage to that of slavery is
preposterous! In slavery, especially the slavery that occurred in America, human beings lacked more
than just proper compensation for their labor. Along with not being fairly rewarded: families were
ripped apart by slave trades, dignity could never be gained, scare tactics and inferiority were at an
all time high, women were raped, people were beaten almost to death, and the list goes on. There is
no way to downplay minimum wage. People work ... Show more content on Helpwriting.net ...
In slavery the best benefit one could get would be getting good leftovers and hand me downs from
the master and his family. Healthcare for slaves consisted of examinations made by the slaves
master or his hired help to determine if they were strong enough to handle the labor or clean enough
to be a house slave. Dental care consisted of checking their teeth by having their mouths forcibly
opened by the master's hands. Monthly and holiday bonuses were nothing more than getting a few
extra pieces of meat for dinner. As for employee discounts and services, well, slave labor was free;
could they really ask for anything? The biggest thing of all that minimum wage can't be compared to
slavery is the abuse. There are three types of abuses that slaves suffered and those were physical,
mental, and emotional. Employees who make minimum wage can suffer from emotional abuse, but
as stated before they have the opportunity to get out of that abuse. Slaves would often be abused and
the abuse didn't stop at beating. The abuse that slaves experienced kept the submissive to their
master and kept them at a level of worthlessness. Many southerners would say that slaves didn't
have any right but it is observed that slaves were important to them and this is why they did not
want the slaves to be literate because they were afraid that they would revolt. Slave masters would
often abuse slaves so bad until they had no

Medtronic Health Insurance Case Study
Running Head: Medtronic's Health Insurance; Revisions 0 Medtronic's Health Insurance; Revisions
Shelley Black OL620 Total Rewards August 4, 2017 Summary According to the case study,
Consumer Health Care: Medtronic's Health Insurance Options, by Herzlinger, Hurwich and Bokser,
I have come to the conclusion that Medtronic was trying to offer an array of services to their
employees but yet really didn't analyze what they were providing. Currently, Medtronic offers three
distinct health plans that are comparable with their employee's as well as industry competitors.
However, there were several areas that I found concerning that is in regards to cost where the
company is spending more money than they need to. Within this paper, I will be addressing some
factors in areas such as where money could be saved so that they may be able to use this additional
money in other areas for the company. Restrictions At the time, Medtronic made decisions what
they thought would be good for the company as well as their employees. However, there are several
areas of concern that could be redesigned to help accommodate cost as well as the company. One
area that I saw right away that needs attention immediately was the redesign of the part–time
employee's hours. Currently, Medtronic considers part–time as those who work 32 or less hours per
week. According to the Affordable Care Act (ACA), if an employee works a minimum of 30 hours
per week, they are considered full–time and large

The 's Theory Of Moral Obligation And Responsibility
Utilitarianism
Utilitarianism is the belief that a moral act is the one that help the greatest number. PharmaCARE
actions with the respect of the indigenous people of Colberia would be ethical because of the
marketing slogan "We CARE about YOUR health" and We CARE about YOUR world. Although
PharmaCARE offer free and discounted prescription drugs to low–income consumer, free healthcare
education and scholarship. PharmaCARE believe that their moral actions were to save and enhance
millions of lives in the African nation of Colberia and around the world.
Deontology
Deontology the theory of moral obligation or responsibility. However, PharmaCARe launched a
new initiative, WE CARE about YOUR world. In accordance with deontology PharmaCARe actions
towards the indigenous people of Colberia was unethical. The organization exploited the African
employees, while the United States executives live the lavished lifestyle there. PharmaCARE knew
that the people of Colberia were living below poverty standards with no electricity or running water.
The indigenous people work in unsafety working condition, harvest plants from the jungle.
Although PharmaCARE was established in New Jersey, that are familiar with the Federal Trade Act
(FTC) to provide a safe and healthy work environment for employees. However, PharmaCARE only
moral obligations was to the U.S. executives. While the PharmaCARE executive lives in lavished
compounds, the Colberians live in primitive huts.
Virtue ethics

Essay on The Pros and Cons of Unions
Is it in the workers' best interest to unionize? As part of their retention and benefit plan, many
companies offer stock options. Do stock option plans for unionized companies perform better than
for non–unionized companies? This question will be answered by a study authored by
representatives of Rutgers University and New York Institute of Technology. Do the proposed union
rules by The National Labor Relations Board and the Department of Labor help workers and support
job creation? Two major components of the proposed legislation are snap elections and the
formation of micro unions. According to James Sherk of the Heritage Foundation, these measures
would undermine employees' rights and discourage job creation. Data from a Hearing before ...
Results on worker retention suggest unions decrease turnover among lower–productivity workers,
but increase it among higher–productivity workers" (Frandsen, 2010). Another way to retain top
talent is to offer stock options. An analysis of 229 companies found that "only 5.5 percent of the
companies with unions have broad–based stock options, while 12 percent of the non–union
companies did" (Performance Effects of Options in "New Economy" and Unionized Companies,
2011). The study also found that unionized stock option companies improved productivity relative
to non–stock option companies, but that compared to non–union stock option companies, the
unionized companies did somewhat worse.
Snap Elections and Micro Unions
The NRLB proposes to shrink the time frame for union elections to between 10 and 21 days. The
current time frame is between 38 and 60 days (Sherk, 2011). Such snap elections would short–
circuit the time employers have to make their case, and they would make decisions based mainly on
information received from the union. Snap elections would not serve workers well because "union
organizers do not impartially advocate workers' best interests. They are salesmen who are paid to
persuade workers to become dues–paying union members" (Sherk, 2011) and they may use many
misleading, but legal, tactics to win worker support. Mr. Ricardo Torres, former union organizer for
the United Steelworks, testified before Congress that he worked

Affordable Health Care Act
Affordable Care Act and the Rural American The United States in the past month has gone through
a rollercoaster ride of events, from government shutdown to fiscal cliff deadline. All of these fall
short to the main focus of this paper. The Patient Protection and Affordable Care Act (ACA) will
affect every person in the United States however; I will focus on the benefits of the ACA on the
rural American. The ACA was passed in 2010. On October 1st, 2013 the Patient Protection and
Affordable Care Act began the launch of health care exchange and by January 2014 will be in full
vigor. ACA is a new health care reform law that is also known as Obamacare. ACA is made up of
four separate acts: Affordable Health Care of America Act, ... Show more content on
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With rural America comes small business. The ACA will work with the small business to provide
their employees with insurance opportunities. Tax credits are available to help make coverage more
affordable. These tax credits can be anywhere from 35 % to 50%. With everything the pros and cons
have to be weighted. Although I believe that the ACA will be beneficial to rural America there are
several factors that need to be discussed on the negative impacts. The ACA will need to work
through funding in the form of taxes. These taxes will affect high–earners and employers. The rural
American, large farmers and employers will see an increase in taxes. Another downfall of the ACA
will be the fact that everyone will be required to obtain health insurance. This limits the freedom of
choice. This leads us to the fact that insurance companies are required to insure everyone, even
individuals who are sick. It comes down to young people are in less need for insurance that older
people. These people will cost more in medical care. This will in return cause the cost of insurance
to increase for everyone. The ACA program also has increased insurance premiums simply because
they are required to cover a lot more services. Another con for the ACA is that most young people
will opt out of coverage and pay the penalty. This does no good to the program as a whole. Small
business is affected greatly. The ACA requires that businesses with 50+ full time

The Responsibility Of Labor Unions In The Workplace
Introduction At first we need to know what labor unions are. They are organizations that will be and
act like the voice of all their members in their labor market. Their sole purpose is to allow their
members to be allowed to bargain collectively with any workplace mischief. The thing is that it is
getting harder and harder for employees to even have the opportunity to join these democracy–
seeking organizations. "Currently, only about 9 percent of employees in the private sector have
joined or are members to a trade union." (Epstein, 2009) When it comes to this small amount it is
because of two things and they are that the employers would threaten all their workers about joining
these organizations and with all the new existing laws that are ... Show more content on
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And employees have always been pressured to reveal their opinions on what their position is when it
comes to unions. Because of these things it is against workers from keeping a secret ballot. The
thing is that speculating on what is going on in the outside world when it comes to labor unions
would be a thing that was in the past. Employees are only supposed any types of details outside their
places of work. There have been a lot of companies that have invested a lot of money in organizing
things like drives, meetings, and challenge pro–unionists actions. There has even been organizations
out there that have gone above that by showing how existing and even proposed laws would force
their organization out of their market. These companies have even said that the law has put too
much bargaining power for their employees, and because of this companies would not be able to
manage all of their employee's

The Patient Protection And Affordable Care Act ( Ppaca )
Ashlee Cooper Professor Grant ENC 1101 26 April 2015 ObamaCANT: Healthcare That Can't
Provide For Americans The Patient Protection and Affordable Care Act (PPACA), also known as the
Affordable Care Act or "Obamacare," is a federal law that forever changed America on March 23,
2010. The intention of this law is to provide millions of American citizens who are uninsured or
underinsured with reasonable and affordable healthcare coverage. Unfortunately, the law has failed
to do so in several ways and has actually created hardship for millions of Americans – some of
which were fully covered before the law was put into effect. The name of the legislative act is a
mouthful, but its name is nothing compared its 2,700 pages of content that congress "read" before
they passed it into law. This law continues to divide the nation and both sides are strong in their
beliefs, creating heated discussions and bitter arguments. Proponents of the law feel it is the nation's
duty to grant everybody coverage whereas those that oppose the bill are alarmed at the fiscal
implications it brings. Some people have signed up for Medicaid and consigned to a lifetime of poor
health care. Others have obtained access to subsidized exchanges, but will find it harder to find
employment and make enough to support themselves as a result. Ironically, the most affected
population are citizens that already have insurance and paying thousands of dollars per year that will
now be squeezed even harder by this

The Definition Of Employer Of Choice
The actual definition of Employer of Choice (EOC) is debatable from web site to web site and
opinion based. The Herman Group awards a certificate to employers titled the "Employer of Choice
Award" when they are "recognized for their leadership, culture and best practices that attract,
optimize and hold top talent, achieving corporate objectives(Home, n.d.)." An employer obtains this
recognition by going through an application process that screens the company's employees. The
Herman Group describes the award as people will want to work for you and will consciously stay
with you even if they are being recruited from other agencies for more money or compensation.
Many EOC companies have similar appeals where they attract and retain the best talent, but one
employee's EOC many not be the same as another's (Healthfield, 2015) . According to the book,
Human Resource Management, employees have different life choices and occupation paths at
different stages of their career, (Lussier & Hendon, 2016). Which means the definitions of employer
of choice is different from person to person and at different stages of their lives. To a potential
employee, a company that satisfies the criteria for pay, benefits, work hours and vacation time but
does not have a healthy culture, growth opportunity or rewards system that fits the person's life style
and personality may not rank high as an EOC. On the other hand, a company that pays less and does
not have a fantastic benefits plan but fits

Social Responsibility Wilhelm Autischer
Social responsibility is an ethical framework and suggests that an entity, be it an organization or
individual, has an obligation to act for the benefit of society at large. Social responsibility is a duty
every individual has to perform so as to maintain a balance between the economy and the
ecosystems. Ethics are moral principles that govern a person 's or group 's behavior. I like the way
Wilhelm Autischer, the CSR project manager for an Austrian business describes social responsibility
by dividing it into three different dimensions, economic, social, ecological. The economic
dimension, not only to help the company, but also to be able to help the industry that the company is
in by raising the bar of expected behavior. The social dimension refers to internal change like the
way employees are treated and how they treat each other. The third dimension the ecological
dimension is an attempt to secure a healthy and productive ecological environment for future
generations and the future of the company. Ethics and social responsibility are almost the same
thing; ethics are more focused on the individuals inside the company. Main aspects of ethics are
coming to know what is right or wrong in the workplace and doing what 's right.
The goal is to have a sustainable organization and to seek to implement sustainable strategies which
provide them with economic and cultural benefits attained through environmental responsibility. A
common response is stricter environmental

Social Strain Theory
Christina Cabrera
SOC–220–O101: Social Problems
September 14, 2015
Jenny Lane
CRIME IN AMERICA CRIME DESCRIPTION OF CAUSE SOCIOLOGICAL THEORY
Violent
Crimes Murder Could be due to a number of reasons, but a prominent one could be the aggravator's
repulsion of their living conditions and uncaring nature of the life or property of others. Past
experiences or trauma such as emotional or physical abuse may also play a role in their actions and
violence against others. Strain theory Rape "several studies have shown that rapists' early histories
are characterized by relatively high rates of physical and sexual abuse, and unstable or dysfunctional
family relations, all of which could adversely impact their ability to form secure attachments during
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In only 24 percent of reported rape cases do police make an arrest despite the fact that most
attackers are known to their victims." (Macionis, p 149, 2013). Staying alert and aware of your
surroundings or traveling in groups may be able to help in the prevention of being physically and/or
sexually assaulted. The United States has also compiled a list of sexual offenders, which may help
identify threats in your surrounding areas. Taking self–defense courses may also be beneficial in
stopping an attack before it

Free Choice Act Research Paper
Today, millions of American workers are denied their rights to consider forming a union since the
process of voting on union formation has been corrupted. This has become an urgent crisis and a
barrier to workers' rights because they are frequently intimidated, harassed and even fired by their
companies, which is blocking their freedoms and abilities to bargain for a better future. Therefore,
the Organized Labour has made the Employee Free Choice Act, which helps workers remedy those
problems from their employers. For further detail, a brief review of what the Employee Free Choice
Act is and why it is important for workers' rights follows. The Employee Free Choice Act, also
known as "union authorization cards", will allow workers to unionize

Campaign Tactics Against Union Meetings
Employees now had the right to strike, and the employer's retaliatory powers were limited under the
act's unfair labor practice provisions. By legislating the recognition of employee representatives and
protecting the right to strike, NLRB forced the employer to share the decision–making power with
employees. Employers can't decide Labor no longer depended on work stoppages to get to the
bargaining table or on economic factors to determine its equality. (Carrell, 2010) Therefore,
employers can't change any agreement decision without negotiation with union representatives.
In addition, the employers can't obstruct union elections, because NLRB conducts elections to
determine employee representatives of appropriate unit. The NLRB has guidelines ... Show more
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Passage of the act secured three main objectives of the labor movement: wages adequate to maintain
a decent standard of living, shorter hours, and the abolition of labor by children younger than age
16. The NLRA provided powerful support to give unions the time and ability to grow strong.
However, frequent strikes pressure NLRB to take actions prevent unfair labor practices charges,
redefine appropriate bargaining units and limit strikes. At the same time, the NLRB was also
required to weaken its powers.
Having considered the political influence of NLRB, NLRB also plays a significant role. On the one
hand, NLRB needs political support to implement its new act or strategy. On the other hand, NLRB
represents a great political power. For example, during the 2008 presidential race Senator John
McCain opposed the EFCA, while Senator Barack Obama pledged his support of the EFCA and
thus gained substantial union support. Thus far, however, President Obama has not put forth the
EFCA during his administration. The bill is the top legislative priority of organized labor. (Carrell,

The Pros And Cons Of Labor Relations
In the U.S. labor relations, a group of employees who desire to bargain collectively rather than
individually, are those who typically form a union (Dooley, 1957). This demonstrates to the
employer that the majority of its employees support the union and the organizing process begins.
First, employees cannot form a union without abiding by certain basic procedural steps and legal
standards that are required. Decisions to vote against or for a union are based on factors such as
satisfaction with their job, beliefs of the effectiveness of the union, and the culture or social
environment in which the employee works. Next, when an employer exerts undue punishment to an
employee who the employer suspects as being an illegal alien, this may be poor public policy. From
a legal perspective, a recent federal court case, Singh v. Jutla & C.D. & R. Oil, Inc., 214 F. Supp. 2d
1056 (N.D. Cal. 2002) spoke to this issue. In this case, when the plaintiff Singh filed a wage claim
under the Fair Labor Standards Act (FLSA), the employer fired him and reported him to INS as an
illegal alien (Labor Law, 1969). Likewise, the union certification process which was established by
the National Labor Relations Act (NLRA) in 1935 was a victory for workers waning union
representation upon its initial implementation. Workers could petition the National Labor Relations
Board (NLRB) for a determination made democratically of whether a majority of workers favored
unionization (Labor Law, 1969). This effort

Freedom And Responsibility In Lord Of The Flies By William...
"Most people do not really want freedom, because freedom involves responsibility, and most people
are frightened of responsibility. "Once said Sigmund Freud the father of psychology. People have
been blessed with freedoms and generally say that they want to be more "free", but what they don't
understand is that freedom is responsibility. Being free means that the individual is responsible for
his or her future and most people are scared of that. However, both freedom and responsibility are
often in conflict, they can contradict each other when viewing certain topics. Even though a
comparison of freedom and responsibility reveals several similarities there are also a considerable
number of differences when parenting a child, exercising free–speech, ... Show more content on
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When it comes to parenting, parents should be responsible with how they raise their child. It is
important for the parents to teach their child age–appropriate skills so the kid can act independently.
More importantly, it is their job to provide a safe environment for their kids to foster their child's
well–being. In the story Lord of the flies by author William Golding, the author shares his thoughts
in a unique way by telling a story where children got stuck on an island having the freedom to do
anything they like. The children lost their sense morality and became savages; the story shows how
children can be if left uncared for. The freedom of free–speech can be abused when people are not
responsible for their actions. Individuals have the right to say what they want but in limits that abide
the countries laws, and to avoid disrespecting other people. Furthermore, spreading hate speech
against certain groups is not considered free–speech anymore, it is just slander. Additionally, people
have to watch how far they stretch the term free–speech and be responsible with it. Most of the
choices people make affect themselves so they should be responsible for what choices they make.
For example, if an employee wakes up one morning and decides to not go to work this morning. He
should be responsible for what comes next, either calling in sick or even getting fired from work. To
be responsible for our choices is dealing with what happens after making a wrong decision or taking
in the credit or the approval after doing a good

Follow Workplace Policies
How many policies do you have to follow in your workplace? Most likely you have to follow
several. Some you may agree or disagree with. In todays, workforce workplace policies are
constantly changing in order to fit the needs of the company and its employees. Workplace policies
are designed to establish guidelines for an employee's behavior and ways to make the company
more productive. Some companies have unions and these unions may be involved with the action of
these polices. The Unions act as a voice and will speak for the employees' rights. Therefore;
employees can find ways to help them with policy challenges. Workplace policies are helpful to
workers; however, unions and other learned skills may help employees. It is vital to an ... Show
To most employees it may seem harmless to tell another co–worker if they have knowledge of a co–
workers personal life. May be the other worker asked "why is Paul always missing work?" and the
other employee states "because I think Paul has hepatitis c." This message tells a personal health
information and it is also an assumption. It could become damaging to Paul if it is not true. It also
shows to the employee's supervisor the employee's lack of integrity. However, if the employee
handles the discussion correctly, he can avoid this unethical behavior. If an employee applies a win
win theory, he will not expense or exclude another person. They employee will show compassion
when speaking of his peers (Covey). When a person follows all workplace policies they can expect

Should Employees Discriminate Against An Individual's...
There are several reasons as to why an employer may not discriminate against an employee or an
applicant mentioned under the Title VII, Civil Right Act of 1964. However, the one relevant to this
topic is discrimination for an individual's religious penchant. In no shape or form can an
organization's dogma indicate that the reasoning for choosingnot to employ or to even block an
elevation within the company has anything to do with the person's choice of religion. "Under the
First Amendment, Americans enjoy two freedoms with respect to religion: the right to be free from a
government–imposed religion, and a right to practice any religion." Thomas Reuters (2017) 2. " If
you are continued to be denied an accommodation after a reasonable request,

Ethical Pyramids In Criminal Justice Case Study
References Pollock, J. M. (2018). Ethical Dilemmas and Decisions in Criminal Justice. Retrieved
from https://www.betheluniversityonline.net/cps/default.aspx?SectionID=6730&tabid=154#1
Scrandis, D. A. (2015). Maritain's theory of natural law. National Catholic Bioethics Quarterly,
15(4), 649–655. An ethical pyramid consists of an ethical system for the base, moral rules for the
center, and moral judgment for the top. The definition of an ethical system is a set of principles that
determines what is considered moral and immoral (Pollock, 2018). These set of principles determine
the moral rules of a situation. Moral rules and moral judgment vary depending on the type of ethical
system used. Moral judgment must be an act, of a human with free will, that effects other
individuals (Pollock, 2018). I chose situation one, at the end of chapter two, to construct two
different ethical pyramids. This situation involves a retail store manager witnessing an employee
taking merchandise from the store without paying for the items. The employee is a fellow classmate
of the manager. The manager confronts the employee about the theft. The employee acts as if his
behavior was not wrong and justified. ... Show more content on Helpwriting.net ...
The other ethical pyramid for the same situation consists of natural law as the ethical system,
stealing (for any reason) is wrong for the moral rule, and employees should never steal from
employers as the moral judgement. Both ethical pyramids have the same judgment, stealing is
wrong and never justifiable. Therefore, I would alert HR of the situation. I would also suggest the
termination of my fellow

Wellness in the Corporate Workplace
What is Corporate Wellness? Corporate wellness programs are designed to help employers to be
acclimated into wellness through their work environment. These wellness programs will help many
companies attract and keep their employees healthy at the same time, along with reduce the cost of
healthcare within the company. When there is "healthier employees," then lower healthcare plans for
the company. "According to "BusinessWeek," Scotts Miracle Grow instituted a corporate wellness
program, after the company realized that 20 percent of its net profits were spent on providing
healthcare. When companies reduce their health plan this not only helps them, but it also helps their
employees to lower their deductions and co–pays, as well as prescription drugs. When employers
help keep employees healthy it helps to reduce absenteeism and a high job turnover. Wellness
programs are designed to increase morale, and it lets the employees know that they are not just a
number, but, that their employer cares about them. There are Corporate Wellness programs that are
found in different types of businesses and corporations. It is used to help reduce the healthcare
expense that many employers are facing today. There are many companies in the corporate world
who want to help reduce healthcare expenses, along with making the work environment less
stressful for their employees. The corporate world along with other types of companies have opened
workplace wellness that consists of exercise

The Representative Free Decision Act
As per distributed media reports, work pioneers, including authorities at the AFL–CIO, Change to
Win organization, and others, are making entry of the Representative Free Decision Act ("EFCA")
their top administrative need in the new 111th Congress set to start in January 2009. In its present
structure, EFCA would adjust the National Work Relations Act ("NLRA") to:
(1) Require the National Work Relations Board ("NLRB") guarantee a union based upon a dominant
part card check (rather than ensuring a union strictly when it gets a lion 's share of worker votes in a
mystery poll decision);
(2) Permit either gathering to demand required tying mediation of a first contract if no assention is
come to inside around 120 days of confirmation of ... Show more content on Helpwriting.net ...
Supporters of EFCA are naturally hopeful about the charge 's prospects for being marked into law
amid the 111th Congress given the race of President–Choose Obama and the Law based Gathering
increases in the House and the Senate in the November 2008 race.
EFCA 's key components are portrayed in more detail beneath.
I. Confirmation Taking into account Greater part Card Check
EFCA would revise Area 9(c) of the NLRA to require that, where a worker 's party documents a
representation appeal, the NLRB must ensure the union as the restrictive dealing illustrative of the
representatives gave two conditions are met: (1) that the requested of for bartering unit is a proper
unit, and (2) that a lion 's share of representatives in that haggling unit have communicated their
inclination in composing that the union speak to them. This outflow of hobby is generally shown
through marked approval cards.
Right now, under the NLRA, a business need not perceive a union in view of marked approval cards
however can, rather, withhold acknowledgment unless and until the union gets a greater part of
votes cast in a mystery poll race led by the NLRB. Under EFCA, a business would not be approved
to require a mystery tally decision
among the haggling unit workers, if the worker 's party has asked for confirmation taking into
account a card check.
Under EFCA, a union would require just to acquire marked

A Small Non Profit Healthcare Clinic Essay
Health Insurance Problems In this case, a small non–profit healthcare clinic that has been in
business for the last ten years providing voluntary services is currently facing several issues that are
affecting the organization. The clinic started as a comprehensive community effort, with a large
group of healthcare providers as volunteers that were concerned about the health of people with
low–income in the that didn't have access to basic health care. This resulted in a new non–profit
organization with the founders serving as the board of directors. During the first years when the
clinic was getting the business off the ground, their mission was to serve all comers and not to turn
anyone away, regardless of their financial situation (Buchbinder, p. 441). The clinic has been
providing free services for a very long time; however, the patient volume and the complexity of the
organization has increased in the recent years. The clinic no longer has as many volunteers as they
used to have as when they first started their mission, and the organization has experienced some
significant changes that don 't allow them to provide services for free. At this time the original
founders of the clinic have stepped down from their leadership role and decided to hire a new
administrator with some experience in management, to provide the board members with a proposal
on how to handle this issue. The board of directors would like for the new administrator to address
three areas of particular

The And Current State Of The Law Governing Workplace...
Critically assess the applicability of this statement as an analysis of the development and current
state of the law governing workplace relationships in Australia – including the decision of the Full
Court of the Federal Court of Australia in Commonwealth Bank of Australia v Barker [2013]
FCAFC 83. To what extent should this statement represent the object of labour law going forward?
The 'objective' of labour law, in our common understanding of the subject, is grounded in securing
'justice' for employees (or workers) in their formal working lives. The assumption that there is an
imbalance of power in regards to the relationship between employers and their employee has been
established over a significant period of time. With companies acquiring large amounts of funds and
expanding themselves on a global scale, those who hold managerial positions are becoming more
and more inclined to use their new found 'power' in a way which houses the potential to exploit the
employees who are seen to have less of an influence (in comparison with large profit maximising
enterprises). It is for this reason that regulation of the employment relationship between these two
parties ought to be properly regulated, as a means to ensure that companies do not take advantage of
their employees, a position which has been emphasised by law scholar Sir Otto Kahn–Freund, who
has articulated that "the main object of labour law has always been, and I venture to say will always
be, to be a countervailing

Title VII Case Study
In regards to the Critical Thinking case study "Are Dreadlocks Protected under Title VII?" Fed Ex
employee Christopher Polk should not be allowed to wear dreadlocks (Bethel University, 2017).
Title VII Civil Rights Acts of 1964 gleaned from the Department of Justice website, explains Title
VII makes it unlawful for employers to discriminate against someone based on race, color, national
origin, or sex. This includes females who are pregnant, gender identity, and religion (Justice.gov,
n.d.). Interestingly, Title VII states that by refusal or failure to reasonably accommodate an
individual's "sincerely" held religious observances or practices violate one's civil rights.
(Justice.gov, n.d.). Additionally, in the article "No Dreadlocks Allowed" ... Show more content on
Helpwriting.net ...
Undoubtedly, not everyone will be satisfied and various accommodations may often be created.
Personally, I would agree that Title VII addresses the rights of employees, as well as, protects
employers with regard to fairness. Gleaned from the PBS.org website the article, "Supreme Court
weighs how religious freedom affects business dress codes" by Gwen Ifill stated government
believes that the burden should be on the employer, because the employer takes the first step in a job
interview and because the employer has superior knowledge and is familiar with the workplace
rules. Looking at the totality of the circumstance, if the employer senses, perceives, understands, or
knows that there could be a religious issue, the employer should address it and embrace the intent of
Title VII. For example, this could begin with a dialogue with the job applicant to inquire if there is a
specific religious issue, and if there is a need for an accommodation. Otherwise, the burden falls on
the potential employee to ensure he or she fits the description or meets the overall physical
appearance of the employer (Ifill,

ERISA: A Case Study
The U.S government has numerous plans that refer to insurance and if you have a job in America in
the private industry, you most likely are familiar with ERISA. ERISA stands for the Employee
Retirement Income Security of 1974. ERISA was originally made in the early 70's to protect
American workers from employers who would ravage ones retirement benefits. If an employee is
enrolled in an ERISA retirement plan he or she has protections that will help them out in different
situations. If you are enrolled with ERISA it states that an employee cannot be wrongfully
terminated. That means that an employee cannot be fired to prevent eligibility for their benefit plans.
Also employers cannot mismanage ones funds. An employer will be liable and subject ... Show
The benefits are bases on the amount contributed into the plan and are also affected by income,
expenses, gains and losses" (ERISA: Protection for Employee Pension and Benefit Plans). There are
no promises of a set monthly benefit at retirement. Some examples of defined contribution plans
include 401(k) plans, 403(b) plans, and employee stock ownership and profit sharing plans. Over
the years Company have been going away from a defined benefit plan and leaning word a defined
contribution plan. While the defined benefit plan lies out and usually guarantees the employee a
certain amount of money, the other plan does not. The defined contribution plan on the other hand
does not guarantee the employee any amount of set money. A 401(k), which is very popular in
American among employers, can only be found in a defined contribution plan and not in a defined
benefit plan. Some defined benefit plans allow different times for you to be vested into a fund
before you can pull a certain amount out of it. This would not be the case in a defined contribution
plan because you will know exactly how much you will get when you retire. In closing ERISA was
made to regulate the private pension and insurance industry, and since then it has become a vast and
complicated act that many struggle with each day. ERISA is growing each year and to be enrolled it
it will have its benefits and

Examples Of Kraft Code Of Ethics
What are some other key issues or codes of ethics do you feel are vital for organizations to succeed?
Accountably, respect, integrity and performance excellence.
Give at least two examples of different organizations values and/or codes that you feel exemplifies
your beliefs and why.
Kraft
I like the Kraft code of ethics because they only contain just 10 very short rules of ethical behavior
that every employee must obey and follow. Kraft's code of ethics allows their employees values to
guide their actions in just about all cases. If an employee feels are sees something wrong, they are
encouraged to speak up and let folks know and this even applies if it a senior manager committing
the act. The 10 rules are: Make food that is safe to eat; market responsibly; treat people fairly;
respect the free market; compete fairly; respect the environment; deal honesty with the government;
keep honest books and records; never trade on inside information; give Kraft Foods your complete
business loyalty.
Verizon ... Show more content on Helpwriting.net ...
I find the main four short core values, to be of interest to me. However, I must point out that
Verizon's main four codes of ethics are followed by 16 pages of rules and guidelines for all
employees to follow during certain situations. The core values are accountably, respect, integrity
and performance excellence. These guide lines are very import and I personally find to be very
useful in the work place. They work very well in situations, such as how to deal with workplace
violence, alcohol use and harassment. However, as a senior leader I know Verizon's main four; also
covers the areas of integrity and fairness, such as how to avoid conflicts of interest and how to
safeguard company

Reducing The Continuous Rise Of Health Care Costs
The continuous rise of health care costs has meant many companies turning toward health and
wellness as a potential solution to save money: 'research is showing that it's more cost–effective to
invest in preventive health practices, such as screenings, immunizations, health risk appraisals,
behavioral coaching, and health awareness/education [and] best–practice research is demonstrating
the total value of an integrated, population–based strategy that addresses the health needs of all
employees, dependents, and retirees across the health care continuum' (U.S. Chamber of Commerce,
2009). Employers should balance providing wellness initiatives that address both lifestyle risk
factors (such as physical activity, nutrition and stress) and clinical risk factors (such as obesity,
blood pressure, and cholesterol levels). Both of these types of risk factors can be tied to the
workplace environment, and both types of risk factors can be positively impacted with an
environment that supports health and wellness. Top risk factors like physical activity and nutrition
can be greatly supported by improving workplace environments to supplement the programming
tied to these initiatives. However, wellness programming in the workplace faces many barriers:
participation, acceptance, effective program design and sometimes even lack of support from
company leaders. Success in workplace wellness programming means overcoming these barriers
and turning wellness into an integral part of a

Labour Reform Act Of 1977 Essay
According to our notes, employers use the overload NLRB and extended appeals process to setback
union Recognition and reappointment and back pay. In addition, NLRA enforce no penalty to back
pay, and the calculation of earnings can be lower than salary plus benefits.
The Labor reform act of 1977 was a projected United States Congress that never came into force.
The Act would have modified the labor legislation to align it with modern developments and
international standards. Which this alignment would be possible by removing any impediment from
employers to unions formation in the workplace. The Act made crucial changes to the National
Labor Relations Board. It expanded the size of the National Labor Relations Board to seven
members as well ... Show more content on Helpwriting.net ...
The Employee Free Choice Act has three bills. The first bill allowed a union to be certified as the
official union to bargain with an employer, only if the union is capable to get the signatures of the
majority of workers It would have eliminate the present right of the employer to demand an
additional, separate ballot when more than half of employees have given their signature supporting
the union. Second, the bill would have required employers and unions to enter binding arbitration to
produce a collective agreement at least 120 days after a union us recognized. Third, the bill would
have increased penalties on employers who segregate against workers for union involvement.
According to research, the Employer Free Choice Act did not acquired the needed momentum to
pass in congress and unfortunately was not supported by major players in the Democratic party.
However, president Obama supports the act. In a labor federation meeting on April, 2008 president
Obama stated that he stands up to the business lobby, that he have fought to pass the Employee Free
Choice Act in the Senate, and that he will make it the law of the united States of America

Obesity and Health Care Costs
Obesity in the Workplace
Suzette B. Johnson
Southern New Hampshire University
Discrimination Against the Obese in the Workplace
In the United States, there has been a substantial increase in obesity. According to the Centers for
Disease Control and Prevention, one in every American adult is now considered obese. Obese is
defined as having a body mass index (BMI) of 30 or higher. Obesity can contribute to diabetes,
heart disease, stroke or certain kinds of cancer. What effect does obesity have in the workplace and
how can we fight it?
What is the Correlation between Obesity and Health Care Costs The CDC and the National Institute
of Health (NIH) indicate that obesity contributes to heart disease, stroke, diabetes, and some ...
Another negative would be that obesity plays a contributing factor in certain diseases which can
cause loss of work. Both the employer and employee should work together in trying to combat this
problem in the workplace, through education and health incentives for the employee.
References
Centers for Disease Control, http://www.cdc.gov/nccdphp/dnpa/obesity/index.htm
Weight–Control Information Network, http://www.win.niddk.nih.gov/index.htm
Williams, N. (2008) Managing Obesity in the Workplace Kyrillos, J. (2014) Obesity in America, A
Growing Epidemic. Workplace Strategies and Solutions. Health Advocate.
West Sound Workplace, Obesity Discrimination in the Workplace,

Collective Bargaining Pros And Cons
S. 2042 § 12 ("In any case where a majority of the valid votes cast in a unit appropriate for purposes
of collective bargaining have not been cast in favor of representation by the labor organization and
the Board determines that the election should be set aside because the employer has committed a
violation of this Act, or otherwise interfered with a fair election, and has not demonstrated that the
violation or other interference is unlikely to have affected the outcome of the election, the Board
shall, without ordering a new or rerun election, issue an order requiring the employer to bargain
with the labor organization in accordance with section 8(d) if, at any time during the period
beginning 1 year preceding the date of the commencement ... Show more content on Helpwriting.net
...
Indeed, even with Syrian immigrants, many states including so–called blue states such as
Massachusetts are refusing to accept Syrian refugees. Ashley Fantz & Ben Brumfield, "More Than
Half of the Nation's Governors say Syrian Refugees Not Welcome," CNN (Nov. 18, 2015)
http://www.cnn.com/2015/11/16/world/paris–attacks–syrian–refugees–backlash/; Jose A. DelReal,
"Donald Trump Calls for "Deportation Force" to Remove Undocumented Immigrants," Wash. Post
(Nov. 11, 2015) https://www.washingtonpost.com/news/post–politics/wp/2015/11/11/donald–
trump–calls–for–deportation–force–to–remove–undocumented–immigrants/; Jonathan Swan,
"Santorum Calls Mass Deportation a 'Gift'," The Hill, (Jan. 14, 2016)

Research Paper_Week3
LASHAUN BERRY WEEK 3–RESEARCH PAPER INTRO TO BUSINESS & TECHNOLOGY
July 27, 2014 The United States has several laws that are intended to further fair, balanced, and
competitive business practices. Do you think that such laws are effective? If so, why? If not, why
not? Be sure to provide evidence to support your position one way or the other. There are several
laws in the United States that are chosen to be fair, balances, and competitive for businesses. With
the control measures, the laws has been effective to ensure businesses are ran fair. But when the
legislation and/or regulations have a determining factor of not knowing if it's going to be successful
or note, we are unsure. Amongst the fact that when laws are being ... Show more content on
Helpwriting.net ...
Laws and Regulations are not easily defined when antitrust laws are violates. There are many
versions and analysis which often leads to agree to disagree. With public support, antitrust laws can
be enforced and effective but with ignorance and indifference, it can become weak. In conclusion,
whether an entrepreneur or consumer, if behavior is encountered in a business environment that
appears to violate laws, contact your local enforcement agencies. Whether shopping as a consumer
in a grocery store, buying a home on uploading software, laws play a big role in ensuring consumers
are benefiting from all competitive prices and good quality goods and services. All these goals are
accomplished with promoting competition and preventing competitive business practices. However
with a recent act passed by the government maybe it doesn't go far enough in preventing businesses
and its practices from protecting consumers. But with implementation, it's the ensurance of what
businesses ultimately do o in the best interests of the American people. REFERENCES Federal
Trade Commission. (n.d.). Retrieved from The Antitrust Laws: http://www.ftc.gov/tips–
advice/competition–guidance/guide–antitrust–laws/antitrust–laws Justice, U. D. (2008, 12 03).
Sherman Anti–Trust Act of 1890. Retrieved from Society for Human Resource Management:

123 Security Case Study
Applicant policy
Background checks
123 security uses background checks to serve the screening process. Record verifications help us
acquire data important to employability and to guarantee the security of our property. We follow all
laws when directing personal investigations.
At 123 security we will utilize a 3rd party office to verify the information given by the applicant.
All background checks are within all government and state laws. The administrative staff will be in
charge of the process.
123 security may check criminal records as a feature of candidate screening. Because of the Equal
Employment Opportunity Commission's present understanding of Title 7 of the Civil Rights Act of
1964, this data can't be utilized as a way of denying ... Show more content on Helpwriting.net ...
Yet, Internet through 123 security is a privilege and all employees must follow the policies.
Violation of these policies could lead to disciplinary or legal action. All employees are required to
acknowledge & confirm that they have understood the rules below. Please review "fair use rules" on
the company website.
Computer, email usage
Internet access is limited to job tasks only and personal use is not allowed.
All Internet data that is received by 123 Security computer systems is considered our property. It is
therefore subject to all legal disclosure laws.
The technology used to access the Internet is the property of 123 security and we reserve the right to
monitor Internet traffic.
Emails sent from the company system shouldn't have content deemed offensive. This includes
messages containing bad language.
All sites and downloads may be monitored or blocked by 123 security if they are deemed harmful
and not productive.
Unacceptable internet use:
Posting threatening messages
Using computers to perpetrate

The Tax File Number Declaration
Employer Obligations
3.1 Tax File Number Declaration
New employees are required by law to complete a Tax File Declaration Form before they can
receive any payments, which must be lodged electronically to with the Australian Tax Office within
14 days of employment. This is so the ATO can match up information provided by other sources,
and to detect nondisclosure and prevent tax fraud. If a TFN is not provided, the employee can be
taxed up to 49% of their income. If an employee has submitted a form for a TFN and is waiting to
receive it, then the employer should deduct normal income tax for up to 28 days, after which they
resume taxing at the maximum rate.
There are two sections to a TFN Declaration Form, for the employer and the employee. ... Show
Superannuation is when portions of an employee's earnings are paid to a specified fund by the
employer at least every three months. When the employee has reached retirement age and is no
longer working full time, they can receive this money either as a lump sum or in the form of a
pension to support them in their old age. As an employer, you will need to make this payment on
behalf of your employees and yourself.
Some standards must be met before you are required to make payments, if your employee is
younger than 18 they must work more than 30 hours a week and they must be earning more than
$450 a month. Regardless of whether they receive a pension, the type of work or residency status,
you are legally obliged to make payments for them.
To begin paying Super, you must first choose a default fund to make payments to, if your employees
can't or don't choose another fund. You will provide the details in Section B of the Standard Choice
Form. The fund must be compliant with Super law and registered to offer a MySuper product, which
you can confirm at the Superfund Lookup site. Some funds may require you to make more regular
payments to join up. An employee will have the opportunity to choose their own Super fund when
filling out their Standard Choice Form, which must be provided within 28 days of them requesting
one. You then have two months to begin making contributions to their chosen fund.
As of the time of writing, the

Equal Opportunity Employment Policy
To glorify God by providing quality work, upholding integrity, and expressing our love and
appreciation for people that shows through everything we do
Our Company Beliefs Our company strives to treat each employee like family. We strive to never lie
or cheat any employee or our customers. Honesty and integrity must not be undermined. Fair
connections and trust are crucial for our business goals and achievement. We are completely
dedicated to the wellbeing and security of our workforce and on the assurance of our neighbors,
nature and our advantages. We exist to help our outside clients accomplish their business targets. To
succeed, we should comprehend our clients' organizations and reliably convey what they esteem
most. Individuals are our ... Show more content on Helpwriting.net ...
Sexual harassment is characterized as unwelcome lewd gestures, demands for sexual favors or other
verbal, visual or physical behavior of a sexual nature, Cases of inappropriate behavior include:
unwelcome or spontaneous lewd gestures; showing sexually suggestive material; unwelcome sexual
teases, progresses or recommendations; suggestive remarks; verbal misuse of a sexual nature;
sexually situated jokes; rough or foul dialect or motions; realistic or verbal critiques around an
individual's body; showcase or conveyance of foul materials; physical contact, for example, tapping,
squeezing or brushing against somebody's body; or physical ambush of a sexual nature.
Open Door Policy
This organization has an open door policy and welcomes employee interaction. This organization
takes representative concerns and issues sincerely. This organization values its employees and
endeavors to give a positive work experience. Representatives are urged to bring any working
environment concerns or issues they may have or think to their manager or owner or individual from
our administration.
Code of

Ethical Dilemm Conflict Of Interest
Ethical Dilemma I – Conflict of Interest
A conflict of interest exists when an employee's duty to give his or her individual business loyalty to
the Company may be prejudiced by actual or potential personal benefit arising from another source.
While not presuming to restrict the right of individuals to passively invest or participate in other
business ventures, the Company is concerned where those interests might lead to conflicting
interests on the part of the individual. For example, a conflict of interest may arise when a director
takes actions or has interests that may make it difficult to perform his/her work for the Company
objectively and effectively. These conflicts of interest arise when a director, or member of the
director's family, receives improper personal benefits because of the director's position with the
Company. These benefits may include Gifts, Entertainment and Gratuities.
Based on the procedures mentioned in our text book, our moral choices should take into account our
specific duties, any essential ideals that our actions would support or weaken, and, finally, the
effects or consequences of the different options open to us. In taking into consideration the last part
of the above statement, remember that even loyal non–consequentialists recognize that the likely
results of our actions are relevant to their moral assessment and that we have some duty to promote
human well–being (Shaw 402).
Determining the morality of giving and receiving gifts in a

Essay on National Labor Relations Act
History
The National Labor Relations Act (NLRA), also known as the Wagner Act, was enacted in Congress
in 1935 and became one of the most important legacies of the New Deal. Prior to the passage of the
NLRA, employers had been free to spy on, interrogate, discipline, discharge, and blacklist union
members. Reversing years of federal opposition, the statute guaranteed the right of employees to
organize labor unions, to engage in collective bargaining, and to take part in strikes. The act also
created a National Labor Relations Board (NLRB) to arbitrate deadlocked labor–management
disputes, guarantee democratic union elections, and penalize unfair labor practices by employers.
The law applied to all employees involved in the interstate ... Show more content on Helpwriting.net
...
More commonly, the union will obtain authorization cards from 30% of the employees of a
company. At this stage the union can now petition the National Labor Relations Board to have an
election. For a union to be organized the employees must represent an appropriate bargaining unit.
The appropriate bargaining unit must have a mutuality of interest among the workers. This interest
is determined by job duties, job similarity, skill levels, work site proximity and no management
employees.
Once these criteria are met an election occurs to determine if employees want to unionize. The
National Labor Relations Board oversees the election to make sure that a true secret vote is secured.
If a majority of employees, which is one vote over 50%, agree to join the union then the NLRB
certifies the union as the bargaining representative.
Management's Responsibilities
Members of management of a company whose employees are attempting to organize cannot, by law,
join a union. Once preliminary organizing begins and during the election campaign, employers have
certain rights and responsibilities, as mandated by the NLRB. The employer may lawfully limit
campaign activities that occur on company property, if it has a legitimate reason to do so. Employers
may also limit places where solicitation may occur, limit time during which solicitation may take
place, and limit access to the workplace by any outsider. Employers may limit distribution of union

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