Ethical Decision-Making and Leadership

An employer's ethical and legal responsibility to provide a secure and respectful workplace for employees.

A manager's responsibility to lead by example and demonstrate ethical behavior in all aspects of their work.

Actions like violating company policy or engaging in dishonest practices while expecting employees to follow rules.

Being open and honest with employees about company decisions, rules, and changes.

Communicating expectations to potential employees during the hiring process.

Providing employees with information about important company events and decisions.

Being open and honest with employees during significant changes, like layoffs or plant closings.

The concept that employees should be treated with respect and dignity.

Ensuring that employees have a safe environment to work in, free from hazards.

Paying employees fairly and providing them with fair compensation for their work.

A company's obligation to be fair and responsible in handling situations like layoffs, providing advance notice, severance packages, and job search assistance.

The legal and moral duty of employers to create a workspace free from harassment based on factors like sex, race, religion, or disability.

A type of sexual harassment that involves exchanging sexual favors for benefits or promotions.

A type of sexual harassment where unwelcome conduct creates a hostile or offensive workplace environment.

A company's liability for sexual harassment occurs when a supervisor is involved.

A company's liability for sexual harassment arises typically after a second incident involving a coworker, assuming the first incident was reported.

Harassment can involve individuals who are not employees, such as clients or customers.

Creating a workplace environment that promotes employee well-being and satisfaction, going beyond basic legal requirements.

Offering non-monetary benefits like flexible schedules, on-site amenities, and extra time off, to improve employee satisfaction and well-being.

A benefit where employees can work remotely, potentially offering cost savings for the company.

When a company pays for benefits like health insurance and retirement plans, shifting some of the financial burden away from employees.

Happy employees tend to be more productive, leading to better customer service, lower absences, fewer accidents, and less stress.

Managers who regularly communicate with their workforce are more likely to understand the types of benefits employees value and are more effective in attracting and retaining talent.

Employers have valid concerns about workplace threats, such as theft, data breaches, inappropriate behavior, and violence, and often seek to minimize these risks through monitoring.

Monitoring employees' use of company technology, such as computers, phones, and the internet, raises ethical and legal questions about privacy.

Devices like cameras, microphones, and software allow extensive monitoring of employees' activities in the workplace.

Employers can monitor employee communications, such as emails and phone calls, if it serves a legitimate business purpose, such as preventing fraud or misconduct.

If employees consent to monitoring their communications, it is generally legal for employers to do so.

Employers are generally permitted to monitor the use of their own property, including company computers, laptops, and cell phones, as part of workplace policies.

Employers must balance the need for workplace security with respecting employees' privacy rights.

Companies can monitor employee activity on employer-provided computers, even at home, because the computer is company property.

Employers might monitor personal devices (like phones) if the employee consents to it.

A monitoring policy should clearly state how and why monitoring occurs, focusing on work-related activities.

The monitoring policy must be communicated to all employees to ensure everyone is aware of the rules.

Drug testing is most common during the hiring process.

Applicants or employees can refuse to take a drug test, but this can lead to not being hired or being fired.

The concept of 'employment at will' allows either the employer or employee to terminate the employment relationship without cause.

Drug tests are considered highly accurate, making legal challenges difficult.

A company must have a legitimate reason for drug testing, such as safety concerns or job requirements.

Employees should be informed about the drug testing policy and understand the consequences of refusing a test.