Employee ights / Safety
Employee ights and Safety: A Case Study

The individual in question is now out of a job, due mainly to circumstances that were out of her control. Yes, it is imperative for an organization to punish those who break its policies. Yet, where is the evidence in this case that point to the individual in question? Although the organization she worked for had the right to take action against the employee who had brought the drugs into the facility, its mass layoffs and coerced lie detector tests create a situation where the individual in question was wrongfully terminated.

Employers ights

The organization was essentially acting in a reaction to the presence of drugs within its facility. According to the general rule for employment, the organization believed it had the right to terminate the individual in question based on the concept of employment-at will. This concept is defined as "an employee….

Legal Environment/Total ewards: A Changing Landscape
In the race for profit, employee pay has traditionally been seen by businesses as a competitive liability, and the trend for much of the 20th century was for employers to search for the cheapest, most efficient labor to protect their bottom line. Because of this approach, the U.S. government took several steps during the 20th century to protect employees from extortionary measures by employers to drive down wages and drive up productivity. However, as Chen and Hsieh point out in their 2006 article "Key Trends in the Total eward System of the 21st Century," recent decades have seen a dramatic shift in the way that corporations and human resources professionals view the issue of employee pay. Instead of being viewed as a liability, employee pay is increasingly being seen in a positive light, as a method for securing top talent, stabilizing turnover, and motivating production.….

American business has grown over the past several decades, so have the number of laws, rules, and regulations governing the operation of such business. These laws and regulations are generally of types: 1) to promote market competition and to keep the power of large corporations under control, and 2) to mitigate the adverse effects of business activity on individuals and organizations. These laws and regulations are often beneficial but they come at a cost. These costs are not always obvious but they include the cost of compliance as well as the increased risk of litigation. These costs affect all businesses no matter how large but they hit smaller businesses particularly hard. The purpose of this paper will be to examine the various laws and regulations affecting employee safety in the United States and determine their advantages and disadvantages.
Employment laws, regulations, and policies have become burdensome for American businesses. Whether….

ights of the employees and employers in the UAE
This paper is divided into two parts: art one highlights the responsibilities and rights of the employers working within the UAE; the second part highlights the rights of the employees, including expatriates, working within the UAE.

Employer ights and Duties

Prevalence of Arabic

In all sorts of records, contracts, files, statements and documents Arabic language will be used and its use will also be compulsory for the instructions and the circulars used in the organization by the employer to the employees and if in any case there is any sort of foreign language prevailing then Arabic shall prevail over all the other texts (Labor Law, 2001).

ATICLE (4) - Amounts payable

The amount paid to the employees or any of hidden beneficiaries under the law shall be based on the value of the movable and immovable property and items of the employers. Then another point is that….

Striking is not deemed to be an acceptable method of dispute resolution under the Taylor Law. According to Section 209, an impasse is deemed to exist if the parties fail to achieve agreement at least one hundred twenty days prior to the end of the fiscal year of the public employer. Specific provisions of Section 209 pertain to certain, select public employment bodies, such as police and fire unions, which must submit directly to binding arbitration because of the vital nature of the services they provide. The PERB can assist resolution by appointing mediators, and if this fails, it can create a fact-finding board with the power to make recommendations. If an impasse is still manifest the dispute is shifted to the chief executive officer of the government involved and to the employee organization involved.
Union security

Public employees are allowed to unionize by law (and, indeed, it could be argued….

Fair Labor Standards Act - Flexing to Avoid Overtime
The Fair Labor Standards Act (FLSA) of 1938, a cornerstone of American labor law, mandates minimum wage, overtime pay, and record-keeping requirements for employees (U.S. Department of Labor, 2022). However, employers have sought strategies to avoid overtime payments, resulting in the practice of "flexing."

Flexing involves adjusting employees' schedules to manipulate their hours and avoid triggering overtime pay. This can be achieved through various methods:

Shift Splitting: Breaking shifts into smaller segments to minimize overtime accumulation. For example, a 10-hour shift could be split into two 5-hour shifts with a short break to reset the clock (Bartholomew, 2019).
Voluntary Time-Off: Encouraging employees to take unpaid time off before overtime hours are reached. This can be especially effective at the end of the workweek when employees are close to overtime (U.S. Department of Labor, 2019).
Delayed Pay: Delaying payment for overtime hours until the….

Employee Privacy Torts
Issues relating to employee privacy have been at the forefront of businesses for many years. This has been fuelled by the dynamic workplace which changes constantly and also by employees and employers being more litigation-conscious. Technology has also spurred on employee privacy issues with e-mail and the internet being related to heightened concerns about vulnerability of employers to litigation. Many employers have thus exacerbated their concerns relating to employee privacy and especially monitoring of employee behavior. Employee privacy is respected in many of the large corporations. However, there still exist some breaches in employee privacy. Small business owners are at most risk as a result of their increased monitoring practices and close employer-employee interaction.

Historical background

oberson v. ochester Folding Box Company

One of the major cases that brought employee privacy to the limelight was oberson v. ochester Folding Box Company

Franklin Mills Co. decided to appeal the decision. The appellate found….

Employee Privacy Torts
History of Employee Privacy

Changing Trends of Employee Privacy

Impact of Innovative Technology on Employee Privacy

ole of Social Media towards Employee Privacy

Impact of Changing Community/Society on Employee Privacy

Adaptation to the new Environment pertaining to Employee Privacy

Employee Monitoring and Surveillance

Laws and Employer Policies for Text Messaging and Social Media

Electronic Communication Privacy Act

Monitoring of Employee Conversations over Telephone & Email

ecommendations for creating Effective Policies

Future Implications of Employee Privacy

As years have passed and the human race has penetrated into the epoch of twenty first century, the technological advancements have conquered almost every facet of human life, especially the workplace. The widespread platform of the internet has become the integral part of a person's life, in the same manner as businesses are employing technological advancements to perform numerous activities like internet infrastructure, maintenance of computers and so on. It means that the human race is residing in a magnificent era where the flow of….

Employee Handbook Privacy Section
ABC Widget Company: Employee Handbook Privacy Section

What privacy rights issues should be addressed?

In the Age of Information, there are increasing concerns being voiced about what can legitimately be expected to be kept private, and how these issues affect employees' rights in the workplace. According to Hayden, Hendricks and Novak (1990, most adults spend approximately one-half of their waking hours in the workplace today, and it is therefore not surprising that employment practices affect a broad range of privacy rights. With the sole exception of polygraph ("lie-detector") testing, there are not many areas of workplace activities that are addressed by the U.S. Constitution or national privacy laws. As a result, employers in the United States have a great deal of flexibility in collecting data on their employees, regulating their access to personnel files, and disclosing the contents of employee files to those outside the organization. Besides the issue….

Employee E-Mail and Internet Privacy Policies
The increased usage of the Internet and e-mail has changed the way companies do business. Nearly instantaneous communication can take place globally. Information on a countless number of topics can now be accessed from anywhere around the world. These technological developments have not only helped employees increase their efficiencies, but also has given them a new means of distraction from their duties. For this reason, many companies have developed e-mail and Internet policies.

At my job, our e-mail policy states that e-mails should not include illegal or libelous statements. E-mail is to be used for business purposes only and e-mail communications are the property of the company. For this reason, the company may access sent and received from work computers at any time, this includes deleted e-mails that are stored on the company's servers. The Internet policy is similar in that the Internet is also to….

Employers may unequivocally monitor any message that utilizes company-provided email" (Sherman, 2007, pg. 649). Problems arise when the employer attempts other methods monitoring as Sherman notes; "The law is not clear, however, when an employer accesses an employee's webmail" (Sherman, pg. 649). Similar to the Deal v Spears case, the employer must take certain precautions in order to secure the right of monitoring. Many companies have developed policies and guidelines that are communicated to the employee in order to meet those requirements, but there are plenty of employee rights organizations that worry about infringement of employee privacy.
As technology can afford anonymity so to can it provide evidence that see through such anonymity. Thomas Jefferson once wrote; "Laws and institutions must go hand in hand with the progress of the human mind. As that becomes more developed, more enlightened, as new discoveries are made... And opinions change with the change….

Employee Layoff
A friend in California has just lost his job in a layoff together with 98 other employees in the same private sector company. The company's administrators have told him that he was included in the recent layoff because of his refusal to take a lie detector test regarding some drugs that were found in his company locker. He also declined to take a drug test since he was afraid that a positive result would make the state child protection agency to take away custody of his children. This situation is an example of a scenario with legal ramifications on the basis of several regulations such as Polygraph Protection Act, Worker Adjustment and etraining Notification Act, Privacy laws, Drug Testing laws, and OSHA.

Generally, the use of lie detector tests in the workplace is not geared towards determining whether an employee is telling the truth but to examine whether the worker's….

Rights and Obligations
'Drug use is information that is rightfully private and only in exceptional cases can an employer claim a right to know about such use." I wholly oppose this statement based on moral, as well as practical grounds. This brief considers the moral philosophy of utilitarianism, as well as the implications from which failure to drug test bring to a workplace.

The moral philosophy known as Utilitarianism was "originally proposed in the 19th Century by Jeremy Bentham," tuart Mill and others (Wikipedia, 2005, ¶1). The idea of this theory is one that suggests "the greatest good for the greatest number." My beliefs with regard to the first sentence are aligned with Utilitarian principle for two main reasons. The first are the figures that suggest that "drug abuse has been correlated with a decline in corporate profitability and an increase in the occurrence of work-related incidents," as it is "estimated that….

This will prevent visitation to illicit websites such as pornographic and gambling websites; prevent usage of ecommerce sites such as Amazon or Ebay; or to prevent the use of general recreational or social sites such as Facebook and Myspace. Other companies may elect, with all legal protection, to prevent any web navigation beyond those sites which are essential to conducting business.
hy do companies implement e-mail and Internet use policies?

Most companies determine to use such monitoring policies based on the calculated view that the loss of privacy will promote greater workplace efficiency by discouraging inappropriate use of company resources and time. Among the reasons supplied for using email and web-use monitoring, the text by iBrief (2001) offers the needs to preserve the company's professional reputation, the maintenance of employee productivity, preventing sexual harassment or cyberstalking, preventing defamation, preventing illegal company disclosure and preventing copyright infringement. (iBrief, 1)

hat assumptions might employees….

This could be construed as a part of the atmosphere that exists in the work place. At which point, entity / individual can sue the employer for violating the law, by not properly monitoring their employees' email and internet activities. ("Workplace Privacy and Employee Monitoring" 2010)
However, a larger concern that employers have is any email sent to someone by an employee can become a problem for them in the future. Where, an employee may tell a customer something in an email, then delete it and deny they said anything. The problem for the employer is that email correspondence can be retrieved later on, after the person has deleted the email. This can be used as evidence that the company knowingly knew what was occurring, because of the email record. If there were any kind of laws broken, law enforcement has a right to view all email correspondence with a….