Business Ethics Essay Example | Topics and Well Written Essays - 750 words - 21

Business Ethics - Essay Example Therefore, the Civil False Claims Act of 1986 strengthened the government’s course of pursuing the legal claims against its fraudulent contractors. The study highlights a review of the act and the argumentative approach that would solve the litigants’ quest to drop the law’s stringent measures. The clauses of the Civil False Claims Act commonly called the Whistle-blowers act establishes that the federal government has the mandate to pursue a lawsuit against any of its contractors whenever there is a suspicious case concerning fraud. Secondly, the act’s clauses indicate that employees or any other interested parties have the legal mandate to implicate any fraudulent firm working for the government at an individual capacity. Since the government contracts different firms for the delivery of different products and services that eventually affect the majority population, it is apparent that the act is a controllable to curb any fraudulent acts from the contracted parties. According to research, the government has been involved in 20% of the lawsuits filed against its fraudulent contractors. It is known that 80% of the cases are pursued by the whistleblowers until the court’s final jurisdiction. It is critical for the government to understand that cases of fraud w ould not cease with the firms remaining contented of the lack of probability that the federal government would intervene and pursue any cases presented by a relator. The fact that the qui tam lawsuits are expensive to pursue as an individual, the government should change the act’s clauses and include a government unit that would act as a recipient to all whistleblowers with the aim of identifying the evidence of cases. Secondly, the changes should develop a fund for the individual whistle-blowers to use in their pursuit in the fraud cases holding to the knowledge that the intentions are meant to yield revenue after the recovery of the damages.

Managing Human Resources (Procedural Justice and Ethics in Employee Essay

Managing Human Resources (Procedural Justice and Ethics in Employee Relations,) - Essay Example Employers often claim they are protecting the business from â€Å"theft, loss of productivity, lawsuits, avoiding violence and terror attacks† (Lane, 2003 p. 12). However legitimate these reasons are, employees’ privacy also need to be respected. The law does not protect employees’ especially private sector employees from infringement of their privacy thus they depend on their good faith and procedural justice and ethics. The main purpose of this paper is to devise guidelines to follow in determining reasonable compromise between company’s need to run its business and employee rights to privacy. The paper will achieve this by first discussing the various ways businesses impinge on employee privacy. Secondly, the reasons behind employee surveillance will be discussed and the options employees have to protect their freedoms. Lastly, a set of guidelines will be drawn that can assist an organization fulfill its needs without necessarily undermining workersâ₠¬â„¢ feelings of dignity and worth. This is based on the belief that if workers are informed of what is going on they can easily adapt and accept a little infringement of privacy for the common good of all. Businesses especially with the advancement in technology have numerous ways of invading employees’ privacy. ... In one survey held in 1979, 75% of respondents believed in individual basic rights to privacy (Bies, 1993). Some ethical dilemmas on workplace privacy are specific to industries while others are common to all companies such as web surfing. Some of the methods used by employers that invade privacy include: computer-aided surveillance, drug and alcohol testing, AIDS testing, generic screening, health screening, background checks, credit reports, personality tests, use of video cameras, and Global Positioning System (GPS) (Brown, 1996 p. 1237). These generate private information about employees which employers can use for business purpose. Management is updated about employees’ activities every minute. Lanes (2003) argues that a certain amount of information and supervision is a necessary component of successful business. However, he also acknowledges that only relevant information should be sought and kept especially in an era when federal government has capability and will to u se that information for public policy purposes. Why do employers keep surveillance of employees? Some argue they are protecting the company from theft and sabotage. In this era of computer technology, employees have found ways of defrauding the company or divulging company secrets to outside world (Bies, 1993). As such, companies need to check what employees are surfing on the net, their emails, and what they do with company resources such as vehicles. Theft of intellectual property can e avoided by keeping close surveillance of employees use of personal computers. Another justification for surveillance is employee productivity. Many employees spend much of their time web surfing, talking on the phone, sending emails and playing