| Papers [1-15] of 100 :: [Page 1 of 7] | | Go to page : 1 2 3 4 5 6 7 —> | Search results on "EMPLOYEES PRIVATE LIVES EMPLOYERS RIGHTS": |
|
|
Employees? Private Lives and Employers? Rights, 2004.
A discussion about whether employers should have the right to look into their employees? private lives.
2,014 words (approx. 8.1 pages), 4 sources, MLA, $ 63.95
»
Click here to show/hide summary
Abstract
This paper shows that, while employers have some very valid reasons for checking into the backgrounds and private lives of employees, there is a point where employers just get nosy. It is these kinds of inquisitions that most people object to. This paper hypothesizes that most employees or prospective employees will not object to having basic information about them checked out, but employers that actively spy on their employees during their off hours go too far.
From the Paper
"It was with this concern in mind that many employers began to take more of an interest in their employees? private lives. It was not so much an interest in them as people, but rather an interest in whether they were going to cause problems for the company at some later date because they had some habit or hang-up that many people would find morally objectionable. The interest in what employees did during their time away from the company became a subject of concern simply because employers became worried about getting into problems by being associated with a certain kind of person."
| |
|
Public School Employees and Private Choice, 2005.
This paper discusses whether public school employees can be denied job opportunities or be dismissed because they choose private schooling for their children.
3,375 words (approx. 13.5 pages), 5 sources, $ 133.95
»
Click here to show/hide summary
Abstract
This paper examines the issue of whether it is legal for public school employees to be dismissed from employment and or denied positions i.e. teaching, administrative etc. simply because their children go to private schools. The goal of this paper is to demonstrate that and show though legal proof by citing actual cases that public school employees in the United States cannot be denied positions and or dismissed because their children go to private schools. This paper references court cases and explains the courts reasoning as well as clarifies how the decision was made in favor of the plaintiff.
From the Paper
"This paper examines the issue of whether it is legal for public school employees to be dismissed from employment and/or denied positions (i.e. teaching, administrative, etc.) simply because their children go to private schools. The goal of this paper is to demonstrate that (and show though legal proof by citing actual cases) that public school employees in the United States cannot be denied positions and/or dismissed because their children go to private schools. This paper references court cases and explains the courts reasoning, as well as clarifies how the decision was made in favor of the plaintiff or defendant. The two major cases that support the finding that employees cannot be denied positions and/or dismissed because their children go to private schools are: Barrow v. Greenville Independent School District ... "
| |
|
Women's Private Lives, 2002.
This paper introduces, discusses and analyzes the lives of women in the late 19th and early 20th century, including Susan B. Anthony and Ida B. Wells.
1,492 words (approx. 6.0 pages), 4 sources, MLA, $ 49.95
»
Click here to show/hide summary
Abstract
This paper focuses on the private lives of American women in the late 19th and early 20th centuries ? as daughters, wives, and mothers. It examines whether their lives meshed or clashed with their participation in the wider public world of education, work and politics. It explains that women in Victorian times and beyond were expected to conform to society's mores, which did not include rights for women. If a woman stepped outside the norm, she did not "fit" in polite society, and she was often ostracized and abandoned by those around her.
From the Paper
"Women in the Victorian age, which lasted from1880 to 1900, were placed on pedestals, as long as they managed to conform to society's dictates about how women should act and dress, took care of their family and their home, and did not make any waves, socially or politically. Women like Susan B. Anthony, who campaigned vocally for women's rights, especially the right to vote, and Ida B. Wells, who campaigned tirelessly for anti-lynching laws, were outside the norm, and suffered because of it. Society ostracized them because they had "masculine thoughts." Anthony was arrested for committing the "sin" of voting in an election, and Wells had to leave her native South and flee to the North to escape persecution and violence because of her stand on black rights. Even Elizabeth Cady Stanton, mentor and dear friend of Anthony, could not convince her own father of the worth of her work for women."
| |
|
Employment Rights, 2007.
This paper discusses employment rights and examines the concept of the at-will contract.
1,313 words (approx. 5.3 pages), 3 sources, MLA, $ 44.95
»
Click here to show/hide summary
Abstract
In this article, the writer looks at Richard Epstein's defence of the at-will contract. The writer maintains that Epstein is a tactician in terms of his presentation and argumentation but in terms of substance he relies almost completely on smoke and mirrors to support a virtually unsupportable position. The writer argues that at-will employment environments offer very little real incentive for employees to vest fully in their positions because underwriting their entire existence in the at-will workplace, is the implicit threat of sudden job loss. The writer points out that, what first seems brilliant in Epstein's position on at-will contracts, being roughly equitable to the freedom of speech, at his conclusion, suddenly seems shallow and superficial. The writer then notes that for their part, Patricia Werhane and Tara Radin remain if not brilliant then consistent and empathetic to the employer who, in private companies, is subject to sudden job loss without due process and little recourse. They recognize that, irrespective of what Epstein would have the reader believe, at-will contracts are meaningless constructs that do nothing but free employers from any moral or ethical consideration of the employee.
From the Paper
"However, the at-will contract is a sort of contract in negative where the only obligation is for the employee to show up to work every day at risk of job loss and the long-term negative effect that job loss will have on the employee's successive career. For the employer, there is no substantial financial threat, generally speaking, should an employee leave and certainly the employer does not risk long-term negative consequences due to an employee's departure. The employer merely hires another employee to fulfil that functional role within the company. The employee, on the other had, is often under economic constraints that make such a job loss or employment change catastrophic. At-will contracts are contracts in name only with the only benefit being the employer who is under no obligation to continue to provide employment from one minute to the next. In fact, for Epstein, his argument concludes on a blame the victim note where although some abuse of at-will contracts may exist, it does nothing to undermine the overall perfection of the system .. "
| |
|
Private Property Rights, 2005.
This paper discusses the history of the concept of private property rights in the United States.
1,480 words (approx. 5.9 pages), 3 sources, MLA, $ 48.95
»
Click here to show/hide summary
Abstract
This paper explains that the classical liberal tradition has always defined the central purpose of all liberal governments as the protection of private property rights based on the philosophy of John Locke and Alexander de Tocqueville. The author points out that the problematic state of the Union where not all individuals are full citizens led to Abraham Lincoln's new interpretation of private property rights, which stated that human rights must be protected, even at the expense of property, such as slaves, and the government's right to protect human bodies and liberties, rather than merely protect private property, was paramount. The paper relates that, on the other hand, the 1823 case of "Johnson vs. McIntosh", a critical moment in the history of Indian law and American land claims, gave rights of ownership to the European sovereigns who "discovered" the land and converted the indigenous owners, the Indians, into tenants who may not benefit from sale of their land.
From the Paper
"National policy and wisdom, as opposed to property deeds held sway, according to the court, despite, "however extravagant the pretension of converting the discovery of an inhabited country into conquest may appear; if the principle has been asserted in the first instance, and afterwards sustained; if a country has been acquired and held under it; if the property of the great mass of the community originates in it, it becomes the law of the land, and cannot be questioned." In other words, as America found the land, perhaps in an illegal and colonizing fashion, but it would now dispose of the land, for "the Indian inhabitants are to be considered merely as occupants," even though "restriction may be opposed to natural right, and to the usages of civilized nations, yet, if it be indispensable to that system under which the country has been settled," it must be upheld."
| |
|
Employees' Rights, 2002.
Asks the question: should workers have the right to participate in the control of firms and profits?
2,900 words (approx. 11.6 pages), 9 sources, $ 106.95
»
Click here to show/hide summary
Abstract
This paper examines the rights of workers to share in corporate governance and more specifically, corporate profits and management. Specifically, it focuses on profit sharing programs. It employs positive, strategic and normative approaches.
| |
|
Employee Privacy Rights, 2005.
This paper explains that, with the rise of technologies in the workplace, employers are continuously finding new ways to monitor their employees on the job.
1,495 words (approx. 6.0 pages), 4 sources, MLA, $ 49.95
»
Click here to show/hide summary
Abstract
The paper relates that, while employers certainly have the right to expect an honest day's work of their employees, employees should have the right to have a certain amount of privacy on the job; most Americans assume that they have a constitutionally guaranteed right to privacy: This is not the case. The author points out that, while monitoring phone calls may be one of the oldest ways in which employers infringe on workplace privacy, by far the most prolific is through the computer terminal even with software, which allows employers to monitor the keystrokes of their employees or the amount of time the computer terminal is idle. The paper stresses that most employees are unaware it is happening because of the clandestine way in which employers have imposed many of their monitoring techniques.
From the Paper
"It is also important for employees to keep in mind that their work-related e-mail is not private. As with the computer terminal itself, because the employer owns the e-mail system, they have every legal right to review the contents of all e-mails sent across it. This includes incoming and outgoing e-mail. Furthermore, this e-mail monitoring does not stop with work-based e-mail accounts. Employers may also have access to private web-based e-mail accounts and instant message communications used by the employee from the work terminal such as accounts through Yahoo and Hotmail. No employee should assume that simply because the account is not owned by the employer, that they do not have a legal right to pour over personal e-mails and instant messages. As deplorable as it is, several lawsuits regarding this very issue have been decided in the employer's favor, including cases against Nissan, Pillsbury, and Epson."
| |
|
The Inherent Ethics of the Marketplace and Employee Rights, 2002.
A review of of Ian Maitland's article "Rights in the Workplace: A Nozickian Argument" on workers' rights in the labor market.
1,400 words (approx. 5.6 pages), 2 sources, $ 53.95
»
Click here to show/hide summary
Abstract
This paper is a critical review of Ian Maitland's "Rights in the Workplace: A Nozickian Argument" Joseph DesJardins and John McCall, eds. Contemporary Issues in Business Ethics. Toronto: Wadsworth, 2000, 119-123., This paper reviews the validity of the article, claiming that Maitland argues that defining workers' rights in the labor market actually represents a violation of their right to freely choose the conditions of their own employment. While this may seem to be a paradox, this essay will argue that the underlying assumption of Maitland's thesis is that the marketplace is both competitive and functional. Ironically, this is also the underlying weakness that undermines Maitland's thesis.
| |
|
Employee Rights in the Workplace, 2002.
Governmental regulations (US) that protect workers rights.
1,515 words (approx. 6.1 pages), 10 sources, APA, $ 49.95
»
Click here to show/hide summary
Abstract
The author states that, in the United States, the evolution of labor law has reflected a greater concern for the well being of the employee. Many labor laws such as the Equal Pay Act of 1963, the Civil Rights Act of 1964 and American with Disabilities Act (ADA) are presented. The paper concludes that the recognition of the fundamental rights of workers has lead to a safer and more employee friendly work environment.
From the Paper
"The Equal Pay Act of 1963 requires employers to provide equal pay for equal work regardless of sex. This act has become more and more important along the years since its implementation because in today?s market woman are working and providing for families along with men. The Civil Rights Act of 1964 prohibits the discrimination of employees on the basis of race, sex, color, religion, or national origin."
| |
|
Different Organizational Attitudes and Behaviors of Employees and Employer, 2001.
This paper looks at employee attitudes and their influence on performance, focusing specifically on physical labor jobs.
1,500 words (approx. 6.0 pages), 7 sources, $ 49.95
»
Click here to show/hide summary
Abstract
The following paper discusses the attitudes and strategies that should be used to get the best results from employees, what it takes to keep employees motivated, the attitude of the boss and different attitudes of employees and how it affects their job. All of the latter are discussed with reference to research studies of selected companies and their organizational patterns of behaviour.
From the paper:
"It is well known by Human Resources Personnel and Managers that positive employee attitudes create positive actions toward organizational goals. Employee attitude is increasingly cited in surveys as the number one performance-related issue of companies, both large and small. As attitudes deteriorate, so do commitment, loyalty and, most importantly, performance. In this research paper we are particularly looking at physical labor jobs such as landscaping, construction, farm workers and other environments which do not take place in an office settings."
| |
|
Employee Rights and Business Ethics, 2005.
An overview of the ethics of different employment practices.
900 words (approx. 3.6 pages), 1 source, $ 35.95
»
Click here to show/hide summary
Abstract
This paper discusses the employment practices including employment-at-will and just cause concepts and examines the debate over whose interests should matter most: the employer or the employee. Arguments for both sides of the debate are illustrated through opinions of academics and business ethics experts alike. It also looks at how employment practices, or lack thereof, have opened the flood gates in terms of unlawful dismissal suits.
From the Paper
"Joseph R. Des Jardins and John J. McCall's book "Contemporary Issues in Business Ethics" integrates the philosophy of management, economics, public policy, and law when focusing on ethical reasoning and critical analysis. In their book, Des Jardins and McCall analyze various approaches to business ethics from a socio-political perspective. The authors challenge readers to contemplate how society views business in terms of the struggle between individual and organizational rights. "
| |
|
Gay Rights and Civil Rights, 2007.
This paper compares and contrasts gay rights with civil rights.
880 words (approx. 3.5 pages), 1 source, MLA, $ 31.95
»
Click here to show/hide summary
Abstract
In this article, the writer discusses whether homosexuals should receive rights guaranteed in the Bill of Rights. The writer questions whether gays should receive rights compared to civil rights. The writer argues that while it is true that gays and minorities are often mistreated, the difference is in the ability to make a decision. The writer maintains that gay rights are different than civil rights because homosexuals make the decision to be gays and even the Bible shows that it is wrong, but African-Americans are born "black" and the Bill of Rights guarantee rights to "all men". The writer then points out that the Civil Rights Act was passed to guarantee that all African-Americans be treated equally with other Americans. The writer argues that comparing gay rights with civil rights shows that gays make a decision to date or love another person of the same sex, while African-Americans are born with their skin color and they should be given the same rights as any American.
From the Paper
"Before determining whether gays should have rights it is important to look at the definition of homosexuals. The definition of homosexuals will show that it is defined as a sexual orientation with romantic love and sexual desire of the same sex or gender. When a person falls in love with another person, a decision must be made to love the person. Homosexuality is a decision. The gay person decides to fall in love with another person of his or her same gender. This is the same as if a person decides to never date a person or if a person decides to fall in love with another person of a difference sex. Since it is a decision, people should not receive certain rights because they make a decision. Many homosexuals and minorities are rejected jobs and other freedoms so many people believe they should have rights as guaranteed by the Bill of Rights. However, it is important to remember that homosexuals decide whether they want to have a love life with a member of the same sex."
| |
|
Regular Employees vs. Temporary Employees, 2002.
An analysis and examination of the multitude of issues concerning the hiring of regular employees rather than temporary employees.
660 words (approx. 2.6 pages), 3 sources, MLA, $ 23.95
»
Click here to show/hide summary
Abstract
This paper analyzes the issues surrounding an employer's decision to hire regular rather than temporary employees. It discusses policy issues involving regular employees and temporary employees such as benefits, compensation, discharge, discipline, and overtime pay. The paper concludes with suggestions for eliminating or reducing the stark contrasts between regular employees and temporary employees.
From the Paper
"Overtime pay is another area where there is a divergence between regular employees and temporary employees. As mentioned above, regular employees are generally salaried, i.e., they work a set number of hours and receive a fixed income each month. Temporary employees are generally paid hourly and their hours of employment may vary, resulting in a variable income each month. In terms of overtime pay, regular employees who are salaried do not receive overtime pay regardless of how many hours per week they work. Regular employees who are not salaried, like temporary employees, receive overtime pay (time and one-half) for each hour over 8 hours per day and for each hour over 40 hours per week."
| |
|
Abortion Rights are Human Rights, 2005.
This paper discusses and argues that the rights to abortion are in themselves human rights.
675 words (approx. 2.7 pages), 0 sources, $ 26.95
»
Click here to show/hide summary
Abstract
This is an opinion paper explaining why abortion is a human right and should be available to all women as long as the fetus is not an "actual life" but is still a "potential life." The writer argues that the mother's human rights would take precedence over the "potential life" of the fetus, and once the fetus has transitioned to "actual life" then the mother's rights would be seriously limited.
| |
|
Disabled Rights and Water Rights, 2002.
A look at two different law aspects - the need for rights for the disabled and water rights between countries.
1,400 words (approx. 5.6 pages), 6 sources, $ 53.95
»
Click here to show/hide summary
Abstract
The first three-pages consist of the need for international laws concerning the rights of people who are disabled. The next three-pages consist of the need for laws concerning water rights between different countries.
|
|
|
