HU245-01: Ethics Of Unemployment
Employee Rights Case Study
Tracey-Anne Balli
Kaplan University
HU245-01: Ethics
After seven years of employment with ExtremenNet, Mr. Lopez took matters into his own hands when he did not receive the results he was looking for after raising concerns regarding discrimination and unfair policies created by his employer.
ExtremeNet does have right and responsibility to protect the business and its reputation. The fact that many employees could be affected negatively is a problem. Bad publicity is never good and when too much exists, this could potentially affect the company’s competitive edge, this would be the beginning of the domino effect. Profits would be reduced, stock prices would fall and this could lead to possible …show more content…
layoffs.
I do believe that Allen Lopez should be allowed to keep his job with ExtremeNet as he is protected by the First Amendment right, freedom of speech as well as he did not identify the company. This protects him from being arrested for speaking out against his employer. If Allen is in fact terminated, the proximity in time to the termination and the whistleblowing, would give him a potential prima facie case against ExtremeNet.
ExtremeNet should not attempt a lawsuit to force the removal of Allan Lopez’s website as it would be unethical from a truth telling standpoint as well as freedom of speech.
It is unclear as to what the website actually states.
ExtremeNet can respect Allen’s rights by identifying he does have freedom of speech, coming clean, being open and honest in exchange for his resignation. He did indirectly slander the company and now he should have the right to walk away without being slandered himself. This would benefit the company as they would not have to pay him off or pay for unemployment.
ExtremeNet can repair the relationship between management and employee by first taking the truthful approach. Constant lying or dishonesty tends to erode human relationships and significant communication. They should have management meetings or sessions with employees to inform them of exactly what happened and advise that together they can work out solutions on how to move forward. Employees will respect and want to achieve a company’s goal and needs one they feel respected and know that they are not being lied to. This will allow the company to unite and move forward. ExtremeNet should consider taking the moderate position on business moving forward and encourage the development of employee groups to protect workers’ rights in employer-employee relationships and unfair business
practices.
References:
Thiroux, J, & Krasemann, K. (2009). Ethics: Theory and Practice. Upper Saddle River, NJ: Prentice Hall.
Tracey-Anne Balli
Kaplan University
HU245-01: Ethics
After seven years of employment with ExtremenNet, Mr. Lopez took matters into his own hands when he did not receive the results he was looking for after raising concerns regarding discrimination and unfair policies created by his employer.
ExtremeNet does have right and responsibility to protect the business and its reputation. The fact that many employees could be affected negatively is a problem. Bad publicity is never good and when too much exists, this could potentially affect the company’s competitive edge, this would be the beginning of the domino effect. Profits would be reduced, stock prices would fall and this could lead to possible …show more content…
layoffs.
I do believe that Allen Lopez should be allowed to keep his job with ExtremeNet as he is protected by the First Amendment right, freedom of speech as well as he did not identify the company. This protects him from being arrested for speaking out against his employer. If Allen is in fact terminated, the proximity in time to the termination and the whistleblowing, would give him a potential prima facie case against ExtremeNet.
ExtremeNet should not attempt a lawsuit to force the removal of Allan Lopez’s website as it would be unethical from a truth telling standpoint as well as freedom of speech.
It is unclear as to what the website actually states.
ExtremeNet can respect Allen’s rights by identifying he does have freedom of speech, coming clean, being open and honest in exchange for his resignation. He did indirectly slander the company and now he should have the right to walk away without being slandered himself. This would benefit the company as they would not have to pay him off or pay for unemployment.
ExtremeNet can repair the relationship between management and employee by first taking the truthful approach. Constant lying or dishonesty tends to erode human relationships and significant communication. They should have management meetings or sessions with employees to inform them of exactly what happened and advise that together they can work out solutions on how to move forward. Employees will respect and want to achieve a company’s goal and needs one they feel respected and know that they are not being lied to. This will allow the company to unite and move forward. ExtremeNet should consider taking the moderate position on business moving forward and encourage the development of employee groups to protect workers’ rights in employer-employee relationships and unfair business
practices.
References:
Thiroux, J, & Krasemann, K. (2009). Ethics: Theory and Practice. Upper Saddle River, NJ: Prentice Hall.