Workplace Ethics and Laws

Published: 2021-07-06 23:09:29
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IntroductionThe environment of a workplace is one of the significant factors affecting the motivation levels of an employee. Workplace Ethics and laws make sure that employees are in a safe environment, catering all their needs and protecting them from exploitation. However, there is always the risk of lack of knowledge about the rights of employees and the work ethics and laws they require to follow. Hence, training is instrumental for employee’s better performance (Levinson, A. R. 2018). Therefore, responsibility lies on employer’s shoulder to conduct an appropriate training program for awareness of employees.Employee Health and Safety Training WorkshopsThe most significant element for employees is health and safety. For this purpose, organizations must give top priority to employee’s health and safety. The employees must have the provision to leave the workplace if they feel insecure or unwell. In case of leave in an emergency situation, the employee should be compensated accordingly. In this regard, active training sessions and workshops serve the purpose greatly. Employees must be trained as to how to react in case of the emergency, i.e., earthquake, breaking out of the fire, terrorist attacks. Also, they must be taught about all the precautionary measures, they must know about assembly point in case of emergency and fire exit doors. The people who work at construction sites, training workshops and sessions hold utmost significance for them. It is the responsibility of authorities to keep them aware of any hazard, potential threats and other risks (Heaven et al.).Affirmative ActionEmployees are to be treated equally regardless of their race, sex, cultural background or any disabilities according to the guideline of equal employment opportunity programs (Agocs, C., & Burr, C. 1996). Following the Equal Employment Opportunity Commission laws, the employer is required to assess the candidate regarding qualifications, experience, and skills during recruitment process instead of other personal factors that do not affect the performance of the employee such as race or religion (EEOC n.d.).HIPPA (Health Insurance Portability and Accountability Act of 1996)The Health Insurance Portability and Accountability Act of 1996 (Public law, 1996) secures the private medical data of an employee and protects his health insurance in case of unemployment. Employers are required to protect the employee’s rights according to HIPPA and provide healthcare insurance even after termination. As well as, secure their data unless requested otherwise. The medical reports are considered private property.FMLA (Family and Medical Leave Act)There should be an entitlement of 12 weeks of leave to employees from employers without any threat of termination. Even if employees seek further leave in case of emergency, they should have this allowance. Despite the leave being unpaid, it provides job security to the employees. A job security results in the peace of mind for an employee which also benefits employer regarding better productivity from the employee. The worker can report to tribunal if the employer exploits his rights and fires him without an appropriate legal reason (Tighe, M. F. 2015). Employers must implement all these ethics in the workplace. Also, in this regard, effective communication must take place between employee and employer. Conducting workshops and training sessions for employee’s awareness is a right method.ReferencesAct, A. (1996). Health insurance portability and accountability act of 1996. Public law, 104, 191.Agocs, C., & Burr, C. (1996). Employment equity, affirmative action and managing diversity: assessing the differences. International Journal of Manpower, 17(4/5), 30-45.Heaven, C., Clegg, J., & Maguire, P. (2006). Transfer of communication skills training from workshop to workplace: the impact of clinical supervision. Patient education and counseling, 60(3), 313-325.Levinson, A. R. (2018). Legal Ethics in the Employment Law Context: Who Is the Client?. Jurnalul de Studii Juridice, 5(3-4).Loeppke, R. R., Hohn, T., Baase, C., Bunn, W. B., Burton, W. N., Eisenberg, B. S., … & Hymel, P. A. (2015). Integrating health and safety in the workplace: how closely aligning health and safety strategies can yield measurable benefits. Journal of occupational and environmental medicine, 57(5), 585-597.Tighe, M. F. (2015). Family and Medical Leave Act. Geo. J. Gender & L., 16, 141.Types of Discrimination. (2018). Eeoc.gov. Retrieved 21 March 2018, from https://www.eeoc.gov/laws/types/index.cfm 

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