Business Ethics - Final Exam
Final Exam
1. Define what is referred to as an anti-fraternization policy. Draft a policy regarding employee fraternization, addressing issues which you deem important to include in such a policy (not to exceed one page).
(Snoyenbos: 394)
(DeGeorge: 226-232)
(LA Times, 03 Feb 2007)
Anti-fraternization policies aim to sidestep potential conflicts of interest that arise from work-related relationships involving people who are relatives or dating/marrying within the company. It is also designed to stop friendships within the workplace from decreasing productivity. While it is illegal for employers to stop their workers from fraternizing to discuss working conditions (LA Times, 03 Feb 2007), an ethical and effective policy should be put in place to address the following concerns:
- Stop preferential treatment in the chain of hierarchy - Stop unwanted flow of information between departments/divisions - Stop company time from being used for socialization instead of work
In creating a system that effectively addresses the above concerns while remaining ethical, I would draft a policy with the following components:
- Clearly outline a method in which concerned employees can work with HR to expose and correct any workplace-related issues or concerns due to fraternization between unequal-powered parties. - Clearly outline which information is to be shared with which parties - Employee monitoring to save company time
I would remind employees that their employment is at-will, subject to this policy. Electronic monitoring would be done in an ethical manner, as fully described in prompt #5.
2. Define at will employment. Does an employer have an ethical obligation to an employee prior to terminating his/her employment?
(Smalley v. Dreyfus document)
(Snoyenbos: 328-333)
(DeGeorge: 349-351)
At-will employment allows an employee to quit at any time for any reason (or no reason at all). It also allows an employer to terminate its employees at any
1. Define what is referred to as an anti-fraternization policy. Draft a policy regarding employee fraternization, addressing issues which you deem important to include in such a policy (not to exceed one page).
(Snoyenbos: 394)
(DeGeorge: 226-232)
(LA Times, 03 Feb 2007)
Anti-fraternization policies aim to sidestep potential conflicts of interest that arise from work-related relationships involving people who are relatives or dating/marrying within the company. It is also designed to stop friendships within the workplace from decreasing productivity. While it is illegal for employers to stop their workers from fraternizing to discuss working conditions (LA Times, 03 Feb 2007), an ethical and effective policy should be put in place to address the following concerns:
- Stop preferential treatment in the chain of hierarchy - Stop unwanted flow of information between departments/divisions - Stop company time from being used for socialization instead of work
In creating a system that effectively addresses the above concerns while remaining ethical, I would draft a policy with the following components:
- Clearly outline a method in which concerned employees can work with HR to expose and correct any workplace-related issues or concerns due to fraternization between unequal-powered parties. - Clearly outline which information is to be shared with which parties - Employee monitoring to save company time
I would remind employees that their employment is at-will, subject to this policy. Electronic monitoring would be done in an ethical manner, as fully described in prompt #5.
2. Define at will employment. Does an employer have an ethical obligation to an employee prior to terminating his/her employment?
(Smalley v. Dreyfus document)
(Snoyenbos: 328-333)
(DeGeorge: 349-351)
At-will employment allows an employee to quit at any time for any reason (or no reason at all). It also allows an employer to terminate its employees at any