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Workplace Law, 2005.
This paper compares and contrasts common law and civil law.
1,808 words (approx. 7.2 pages), 5 sources, APA, $ 63.95
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Abstract
In this article, the writer discusses and compares common law and civil law. Further, the writer discusses international dispute resolution.
From the Paper
"This section of the report will compare and contrast the common law legal system used in the United States, England and Canada with the civil law system that is used in most of continental Europe. Common law is described by Hall as the body of judge-made law that was administered in the royal courts of England King's, Queen's, Bench, Common, Pleas Exchequer and Exchequer Chamber in contrast with other bodies of English law administered in different courts such as equity admiralty canon ... "
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Workplace Safety Laws, 2007.
This paper explores the United States Occupational Safety and Health Administration and its jurisdiction over the American workforce.
2,437 words (approx. 9.7 pages), 10 sources, MLA, $ 74.95
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Abstract
The paper looks at the legislation giving the United States Occupational Safety and Health Administration (OSHA) its powers as well as the standards it has in place to protect workers from unsafe working conditions. The paper examines the legal defenses which can be mounted by employers who find themselves accused of failing in their general duty of care. The paper shows how this is an enormously complex administration and concludes that the rapid growth of the American economy means that it will continue to play an integral role in how employers and employees interact.
From the Paper
"To start with, the legislative framework within which the OSH must operate is clearly important. Simply stated, the purpose of the OSH Act of 1970 was to ensure that the working conditions of American men and women would be safe (at least relatively so) and that a common set of safety standards would be applied universally across the breadth and width of the United States. At the same time, the Act was meant to "encourage" states in their efforts to make working conditions safer and it was also meant to serve as an impetus for greater occupational training, research and education (Occupational Safety & Health Administration, 2004). In any event, the Act "covers" work-related situations in which some "risk" might be involved (presumably psychological as well as physical) and its writ extends to workplaces in all American states, the District of Columbia, the U.S. Virgin Islands, "American Samoa", The Trust Territory of the Pacific Islands, the Commonwealth of Puerto Rico, the "Trust Territory" of the Pacific Islands, Outer Continental Shelf Lands as defined by the Act of the same name, and the canal zone; basically, every area that is a protectorate of the U.S. and which falls under its explicit control (Occupational Safety & Health Administration, 2006a)."
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Sexual Harassment in the Workplace, 2006.
An overview of sexual harassment in the workplace and the laws pertaining to it.
759 words (approx. 3.0 pages), 4 sources, APA, $ 27.95
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Abstract
Harassment may be deliberate with a person targeted individually, or it may be unintended. Harassment because of sexual bearings, marital status or semblance may also be illegal, depending on jurisdiction. It is always insolent and improper workplace behavior. This paper defines sexual harassment before examining the laws governing this type of abuse in the workplace. The paper also examines the effects to the workplace and to the economy as a whole, due to sexual harassment.
From the Paper
"Title VII of the federal Civil Rights Act of 1964 forbids discrimination in the workplace because of race, color, sex, religion, and national origin. Other federal laws forbid discrimination by reason of age or disability. Sexual harassment is a form of discrimination covered under these laws (Martha, Hugh et al 1993). The Equal Employment Opportunity Commission (EEOC) has published guidelines on sexual harassment in employment which provide the legal definition of harassing behavior and which offer the standards ensued by enforcing agencies and the courts in handling charges of sexual harassment. Sexual harassment is an abuse of power characterized by manipulation, coercion, or unwanted sexual attention."
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Workplace Privacy, 2003.
Proposes a new law called the Workplace Privacy Productivity Act to standardize workplace privacy.
920 words (approx. 3.7 pages), 4 sources, APA, $ 31.95
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Abstract
This paper proposes a new law called The Workplace Privacy and Productivity Act to standardize workplace privacy issues rather than having the courts resolve them on a case-by-case basis. The paper discusses balancing the needs of the organization with the needs of employees.
From the Paper
"Employees and employers have long struggled to balance the needs of the organization with the personal needs of workers. As employees work longer hours they may feel entitled to use the phones provided by the employer for ..."
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Discrimination in the Workplace, 2007.
A discussion on discrimination against homosexuals in the workplace.
1,907 words (approx. 7.6 pages), 6 sources, APA, $ 60.95
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Abstract
The paper examines discrimination in the workplace as it relates to homosexuals. The research indicates that workplace discrimination against homosexuals does occur and that such discrimination can have lasting effects. The paper examines how there is no federal law that prohibits discrimination against homosexuals in the workplace, however many states have laws against such discrimination. The paper includes a survey of questions related to homosexual discrimination in the workplace. The survey indicates that human resource managers are concerned about discrimination based on sexual orientation and believe that companies should have anti-discrimination policies that are inclusive of sexual orientation.
Outline:
Introduction
Defining Discrimination Against Homosexuals In The Workplace
Discrimination Against Homosexuals In The Workplace
Survey
Findings of this Survey
Conclusion
References
From the Paper
"Although the federal government has been slow to act regarding federal law that prohibits discrimination based on sexual orientation, there are several state and local governments that have legislation that prohibits discrimination based on sexual orientation. In fact, at least 12 states and Washington, D.C. have laws that ban discrimination based on sexual orientation (Horvath & Ryan 2003). In addition, there is a executive order that prohibits discrimination on the basis of sexual orientation within the federal government (Sexual Orientation Discrimination in the Workplace)."
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Sexual Harassment in the Workplace, 2006.
An assessment of the current laws regarding sexual harassment and how it differs from basic workplace bullying or harassment.
1,697 words (approx. 6.8 pages), 15 sources, MLA, $ 55.95
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Abstract
This paper assesses the current laws regarding sexual harassment in the workplace, focusing specifically on the Supreme Court case Mack v. Otis Elevator in determining current legal standards regarding sexual harassment. This paper also examines the concepts and laws that are being implemented by employers in the corporate world today.
From the Paper
"In Faragher, the City claimed that it was not responsible for the plaintiff's sexual harassment because it was "unaware" that it existed in the workplace; however, the Court ruled that this was not an acceptable rationale (118 S. Ct. 438). Instead, the Court established that higher-ups in the workplace ought to monitor and control the work environment, and that "reasonable care" ought to be exercised with regard to eliminating a hostile work environment (ibid.). However, these two cases also established that a "tangible employment action" had to occur as a result of the harassment, a decision which was later reiterated in Pennsylvania State Police v. Suders (No. 03-95, 2004). In Suders, the plaintiff asserted that the work environment was so hostile she eventually resigned as a result, and the Court utilized the upholding of her assertion to note that such a change of employment status was requisite for actionable suit aimed at an employer (Heller 2004).
This policy, however, is not to be understood as making an employer responsible for all conduct of employees under the aegis of the organization. Two early cases established that employers could not be held responsible for certain behaviors by employees; Corn v. Bausch and Lomb, Inc. established soon after the implementation of Title VII that the employer could not be held directly responsible for the personal actions of one employee (390 F. Supp 161). Likewise, Tompiks v. Public Service Electric and Gas Company noted that certain behaviors, specifically those that were "an unfortunate consequence of an inharmonious personal relationship," could not be construed as sexual harassment (422 F. Supp. 553)."
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Discrimination in the Workplace, 2006.
This in-depth paper analyzes the issue of discrimination in the workplace, while supplying a comprehensive evaluation to key issues relevant to this topic.
3,067 words (approx. 12.3 pages), 7 sources, MLA, $ 89.95
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Abstract
The writer of this well-researched paper contends and explains why discrimination in the workforce is a growing problem that has affected thousands of organizations, large and small operating in today's global marketplace. This paper defines discrimination in the workplace as any type of behavior, action, belief, value or attitude that impacts another individual in a negative manner, that is based on one's racial identity, gender, sex, disability status, age or some other personal factor. This paper cites the many laws and acts that have been enacted to protect individuals from various forms discrimination. The most basic law that protects employees from discrimination on the job is Title VII of the Civil Rights Act of 1964, which prohibits job discrimination on the basis of race, skin color, age, gender, religious belief or national origin. The paper also details the impact of affirmative action in the workplace. Depending on the organization, affirmative action is necessary in an environment where one population or subgroup of people has been continually underrepresented or disadvantaged. This paper analyzes the impact these laws have on human resource departments. Human resource departments have an obligation under the law to inform all employees of their legal rights relating to discrimination in the workplace.
Table of Contents:
Introduction
Discrimination
Discrimination Laws
Affirmative Action in the Workplace
Human Resources and Discrimination
Conclusions/Recommendations
References
From the Paper
"Affirmative action may be necessary in an employment environment where one population or subgroup of people has been continually underrepresented or disadvantaged. It truly depends on the organization. It can be a means of protecting certain classes or groups of people and ensuring that everyone in the workplace is afforded the same access to employment and the same employment opportunities. It is not designed to be a form of reverse discrimination. There is adequate evidence suggesting that discrimination still exists in the workplace. Until discrimination is completely abolished and is no longer an issue, a need for affirmative action programs and other programs geared toward eliminating inequities continues."
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Privacy in the Workplace, 2008.
This paper looks at the issue of workplace privacy and discusses trends in workplace surveillance.
1,194 words (approx. 4.8 pages), 4 sources, APA, $ 40.95
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Abstract
In this article, the writer discusses the issue of workplace privacy and the concerns that accompany this issue. Several individuals were interviewed via email for the purpose of this paper and their opinions are noted. Additional research regarding workplace privacy and future trends in workplace surveillance are discussed in detail. The suggestion is made that existing legislation regarding employee privacy protections are insufficient and clearly weighted towards the employer.
Outline:
Abstract
Interview One-HR Administrator
Interview Two-IT Administrator
Additional Research Related to Workplace Privacy
From the Paper
"Additionally, as technology continues to advance and new and novel ways of monitoring employees are conceived, the threat to workplace privacy seems certain to crossover directly to employees' personal privacy domains. One example of such new technologies being gradually adapted to employee surveillance and monitoring is the use and application of radio frequency identification (RFID) technology. RFID technology is a radio enabled computer chip that is now in widespread use in the retail and foodservice industries among many others, which allows for more accurate and better types of data regarding products to be tracked and recorded by allowing easy reading and scanning of these products without ever being handled. While the use of RFID technology in the workplace might seem far-fetched and it certainly is not in widespread use by any stretch of the imagination, the fact that some foreign governments such as Mexico's judicial branch have implanted an RFID chip in some workers in order to control access to sensitive areas of its facilities should be alarming."
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Non-Verbal Communication in the Workplace, 2004.
This paper discusses that non-verbal communication in the workplace not only affects the transfer of information, but also affects the whole emotional atmosphere of a workplace.
1,450 words (approx. 5.8 pages), 6 sources, MLA, $ 48.95
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Abstract
This paper explains that studying the effects of non-verbal communication in the workplace is more important than ever in today's multicultural world because each ethnic group brings their own culture into the workplace. The paper points out that one of the most common uses of non-verbal communication in the workplace is by supervisors and others with high status, who use non-verbal symbols of their status and authority, either consciously or not, to remind those below them of their high position. The paper relates that, in some workplaces, because non-verbal communication can differ so greatly between cultures, management has introduced cultural sensitivity training.
From the Paper
"Latinos are one of the fastest growing cultural groups in American workplaces today. Therefore, it is of particular importance for both Anglos and Latinos to each understand the others' nonverbal communication styles. Latinos have several nonverbal communication devises particular to their culture that Anglos do not use. For example, Latinos have a much smaller realm of what is considered personal space. In Anglo cultures, this personal space is between eighteen and thirty inches, while in Latino cultures it is between eight and eighteen inches. This sharp difference in acceptable personal space can cause huge discomfort and misunderstanding for both parties if it is not understood and acknowledged on both sides."
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Workplace Monitoring, 2004.
An overview of workplace monitoring and the prospects involved in workplace surveillance.
1,477 words (approx. 5.9 pages), 5 sources, MLA, $ 48.95
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Abstract
This paper discusses how, as technology advances, employers worldwide are faced with the problem of employees' ill usage of the communication media and how, in order to reduce these risks, employers are now turning towards technology monitoring, which would enable them to keep a strict watch over their employees. It examines how many issues have arisen as a result of workplace monitoring, as well as the debate on whether this act by employers is ethically correct or not. It highlights the advantages of workplace monitoring and proves how it may become beneficial for both the employer and the employee. It also looks at the different types of workplace monitoring and the results obtained from them.
From the Paper
"Workplace monitoring can be divided into various categories. The first category is concerned with Call monitoring. Call monitoring basically involves listening to live phone calls and recording one's observations. ?The most important aspect of this system is the observer. The observer can sit next to the person making the call, which can be helpful with new employees who need training tips. The observer can also be a secret caller and judge the phone representative by playing a customer role? (Kristin Morgan, Types Of Employee-Monitoring Systems In The Workplace). As a result of call monitoring, an employee would be well aware of the surveillance and would always try his/her best not to violate the company?s policies."
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Crystalline Silica in the Workplace, 2004.
A study of the effects of exposure to crystalline silica in the workplace.
23,700 words (approx. 94.8 pages), 38 sources, MLA, $ 249.95
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Abstract
This study provides a discussion of silica, the evolution of crystalline silica dust exposure concerns, an overview of the various uses of crystalline silica in the workplace, a summary of the various governmental regulations and standards that currently govern crystalline silica in the workplace, and the International Agency for Research on Cancer (IARC) evaluation process for classification of silica, a discussion of how the presence of crystalline silica is currently determined and measured in the workplace, as well as what can be done to protect workers from exposure to this hazardous material. Additionally, the various health risks resulting from crystalline silica exposure are discussed, including the relationship between crystalline silica exposure and the incidence of silicosis, cancer, and various autoimmune disorders. Finally, the specific dangers of exposure in the construction industry and among heavy-equipment operators are explored, and the growing body of legal actions resulting from crystalline silica exposure is discussed.
Contents
Introduction
Problem Statement
Purpose of Study
Importance of Study
Scope of Study
Rationale of Study
Definition of Terms
Overview of Study
Review of Literature
History of Crystalline Silica Exposure
Use of Crystalline Silica
Measurement of Crystalline Silica
Determining the Presence of Silica in the Workplace
Measuring Workplace Exposure to Crystalline Silica
Protection Against Crystalline Silica
Silicosis Resulting from Crystalline Silica
The IARC Evaluation Process
IARC Classification of Silica
Amended IARC Evaluation of Silica as a Carcinogen
Crystalline Silica and Autoimmune Diseases
Exposure to Silica in Construction
Exposure to Silica Among Heavy Equipment
Exposure to Silica in Sandblasters
Legal Actions
Death in the Workplace
Regulation
OSHA's Hazard Standard
Relevant OSHA Regulations
Methodology
Approach
Data Gathering
Database of Study
Validity of the Data
Originality & Limitations of the Data
From the Paper
"Silicon is classified as a nonmetal, but it has many of the properties that are associated with metals. Some scientists refer to this type of an element as a metalloid. Silicon acts like a metal and conducts electricity at high temperatures, but at low temperatures, it behaves more like an insulator and does not conduct electricity. Therefore, it is referred to as a semiconductor. This particular property is what made silicon the perfect element to propel technology into the world of transistors, then integrated circuits, and finally today's computer chip (Boegel, 1968).
Silica is a chemical compound, as opposed to an element, and is formed from silicon and oxygen atoms. A chemical compound is defined as ?a distinct and pure substance formed by the union of two or more elements? (USGS, 1992, p. 3). Due to the abundance of the elements of oxygen and silicon, the natural formation of silica is quite common. Silica sand, the substance from which pure silicon is derived, is made of quartz. Quartz is the most common form of silica found in nature."
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Workplace Diversity, 2004.
A discussion of whether diversity in the workplace is based on ability or race and ethnicity.
869 words (approx. 3.5 pages), 2 sources, MLA, $ 30.95
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Abstract
This paper looks at whether the call for diversity in the workplace is based upon qualification, ability, and intellectual contribution, or whether there is a distinct correlation with the color of a person?s skin or their ethnicity. It looks at how America's laws are based on the belief that every human being is of equal worth, entitled to the same privileges and opportunities, without regard to race, gender, disability, or age and how, in reality, this idea is not respected by all in America?s job market. It examines the creation of laws, such as Executive Order 11246, to ensure that anyone and everyone with the qualification, abilities, and intellectual capacity of performing a certain job will not be impaired from such an opportunity because of another?s bias or prejudice and how such laws have created what we know now in the business world as ?workplace diversity?.
From the Paper
"Workplace diversity is a concept that continues to evolve as more industries move toward a global marketplace. Today, in order to be successful, organizations must bring together different people, requiring them to work in new and different ways. So why bother with diversity, because of the following reasons. With a variety of employees who appreciate and value different ways of working, a diverse organization will respond more rapidly and more effectively than an organization that has rigid ways of working. Changes in demographics are beginning to affect all aspects of business life. The pool of talent available in the labor market is now broader and more mixed than ever."
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Democracy in the Workplace, 2006.
A discussion of democracy in the workplace using the organizations Google, EBay, Starbucks, Nike and JetBlue to demonstrate this issue.
3,344 words (approx. 13.4 pages), 11 sources, MLA, $ 95.95
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Abstract
This paper explains workplace democracy, the purpose it plays in the development of a successful company and suggests how organizations effectively foster a climate of workplace democracy. The paper explains how some companies have developed a corporate structure with the concept of workplace democracy as its nucleus. The body of the paper discusses workplace democracy that is in place at Google, EBay, Starbucks, Nike and JetBlue. Using these examples the paper concludes that the unique thread that ties these companies together is innovation and the development of totally new business structures that require participatory actions from employees. These companies have been able to foster a climate of workplace democracy through communication, listening to employee needs and developing benefit plans that satisfy these needs.
Introduction
Workplace Democracy
Google
EBay
Starbucks
Nike
JetBlue
Conclusion
References
From the Paper
"Google is one of the most innovative and successful businesses of the 21st century (Company Overview). The company was created by Larry Page and Sergey Brin who developed a new method of searching the internet (Company Overview). This new creation took place in a dorm room at Stanford University and rapidly broadened to include information seekers around the world. As a result the company is now the largest and most successful search engine available on the internet (Company Overview).
"A large part of the success of Google is related to the corporate culture which utilizes workplace democracy. According to the company's official website although the company is now worth billions the business still has a small company feel. The company's headquarters is known as the Googleplex and is located in Mountain View, California (The Google Culture). The atmosphere is laid back and the workplace is very inclusive and participatory."
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Ethics in the Modern Workplace, 2002.
Analyzes the need for more ethics in the modern workplace.
2,737 words (approx. 10.9 pages), 15 sources, APA, $ 81.95
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Abstract
The image of organizational ethics suffered severely from recent Wall Street scandals. However, experts suggest that, in times of distress and tough economic conditions, it is more important than ever to remain faithful to personal and organizational moral principles. This paper shows that, even though companies cannot build the individual morality and personal ability to recognize right from wrong, effective communication, guidance, or resources availability, an example set by upper management and formal education can help students and employees avoid ethical risks and make knowledgeable ethical decisions. The paper analyzes various problems associated with moral behavior and decision making in the modern workplace and discusses several ways to improve and promote workplace ethics.
Table of Contents
Executive Summary
I Introduction
II Body
1 The Concept of Workplace Ethics
2 Organizational Ethics Policies and Their Purpose
3 Is Workplace Ethics a Myth? The Facts
4 Reasons Behind Workplace Ethics Decline
5 Workplace Ethics Today: Its Importance and Ways to Improve It
6 Promoting Ethical Behavior Through University Education
7 Ethics Courses in University Curriculum: Problems and Opportunities
III Conclusion
IV Bibliography
From the Paper
"In 1996, Archer Daniels Midland Company pleaded guilty and agreed to pay $100 million dollars for fixing the price of two corn-based products that cost consumers millions of dollars a year (Hunter-Gault, 1996). In 2000, Firestone and Ford Motor Company had to apologize to their consumers for a series of deadly accidents linked to tire failures, while trying to pin blame on each other. In 2002 Ford/Firestone scandal was followed by the largest corporate bankruptcy in the US, the collapse of Enron, whose ?rapid expansion - and escalating profits - turned out to be based on false accounting methods that artificially inflated its size and potential? (Enron puts itself, 2002). Since the Enron scandal erupted, many more scandals tarnishing the names of once-mighty companies, such as Andersen, WorldCom, Xerox, Tyco, Merrill Lynch and others came to light (Wall Street Scandals, 2002). Are the scandals that have shaken the confidence in corporate America just the result of a few bad apples, or do they indicate a tragic tumble of corporate culture, integrity and business ethics?"
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Dispute Resolution in the Workplace, 2004.
This paper uses a hypothetical workplace dispute around a sexual harassment issue to discuss dispute resolution in the workplace.
920 words (approx. 3.7 pages), 3 sources, MLA, $ 32.95
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Abstract
This paper explains people have a tendency to assume that parties to a sexual harassment complaint cannot work together to resolve the dispute; but, by using mediation, the manager can potentially save the company?s relationship with both employees and avoid a lawsuit. The author points out that, in today?s work environment, both employers and employees are recognizing that they should not treat each other as adversaries when they must produce goods or perform services together. The paper stresses that workplace mediation presents important benefits to both employers and employees by providing fast, mutually satisfactory resolutions and by fostering mutual respect through improved communication.
From the Paper
"Mediation of workplace disputes can be very beneficial for companies that have no plans to change the structure or philosophy of their organizations. Employment litigation can be an expensive process, in terms of dollars spent, time lost, and relationships ruined. Mediating disputes as they arise in the workplace can help companies avoid those costs."
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