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Ethics in corporate governance and accountability flashcards
Critical corporate accountability
Wrongful termination case study
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The first article is about a wrongful termination case that occurred in 2008. This case involved and full-service contractor name Paul Blakeslee that worked for a company called; Shaw Environmental and Infrastructure. Blakeslee was overseeing over 40 representatives dealing with a $100+ million agreement to uphold offices at Fort Richardson and Fort Wainwright in Alaska. When Blakeslee discovered that Shaw's Alaska venture supervisor claimed a third of an alternate privately owned business that was renting about $2 million in gear to Shaw, often without accepting any bids from competitors, he chose to write Shaw’s CEO a letter reporting the activity. “According to the lawsuit, Blakeslee said the project manager found out about the planned letter Blakeslee was writing to the company's CEO and threatened to lay him off” (Lorene Schaefer). The threat happened on a Friday and that following Monday, Blakeslee found out the company was ending his position, saying the reason was to save money.
A week after Blakeslee received the threat of termination, “Blakeslee sent an arranged letter to the CEO after he gained an organization email swaying any representative to report any unlawful or unfavorable works on existing in the association.” Here is a selection from a testimony Blakeslee recorded in the resulting claim giving further grounds on why he wrote the letter: "I wrote my letter dated September 19, 2008 because when I learned that Mr. Lantz owned American Leasing, I immediately believed that his ownership was illegal and a conflict of interest. I formed this opinion in August 2008 after the purchasing agent Ron Babbs told me that Lantz owned the company. I started working on my letter in August and I sent it on September 19 after edit...
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...ing the wrongdoing of fellow police officers. When she found out what they was doing they launch a fake investigation on her then terminating her for things she had not done. I believe both rewards was justified; although, I believe that Officer Brothers should have got a more substantial amount because her reputation was tarnished by the false allegations. To avoid legal issues Human Resources on any job should have a worker hotline or other instruments for workers to use to report concerns in the working environment. Workers should not be in fear of retaliations for reporting wrongdoing on the job. It is vital, if not the utmost importance, to implement a procedure to guarantee that grievances are expeditiously, completely and unbiasedly explored. Employers should also ensure that if an employee reports any wrongdoing, they are not retaliated against for doing so.
In Laduzinski v. Alvarez & Marsal Taxand LLC, plaintiff was looking for a job with defendant, Alvarez & Marsal Taxand LLC. Plaintiff, Laduzinski, claimed that he was lured away from his job under false pretenses since defendants hired him to get access to his contacts. Nine months later, after plaintiff had given all his contacts, the manager of the Alvarez companies fired him because there was no work for him. Laduzinski brought a claim to recover damages for fraud in the inducement.
Arnold & Porter chose to sue Pittston rather than the Buffalo Mining Company because the value of the corporation allowed for adequate compensation to the victims. Author and head lawyer for the plaintiffs, Gerald M. Stern, writes that the original goal was sue to sue for $21 million for the disaster to have a material effect on the cooperation (51). To avoid responsibility Pittston attempted to prove that the Buffalo Mining Company was an independent corporation with its own board of directors. The lawyers for the plaintiffs disproved this claim by arguing the Buffalo Mining Company never held formal meetings of the board of directors and was not independent of the parent company. During this case Pittston’s Oil division had applied to build an oil refinery in Maine. The ...
This article starts by talking about the rumor, and how it is affecting the company. After a certain point in time they could no longer keep devoting resources to the rumor so they entered a legal suit. They went to court with the first people that they thought they had enough evidence against. After that point the rumor died down but did not completely go away leaving the company to question how they could reach...
In 2005 NYPD Detective, first grade, James E. Griffith called internal affairs to report he was being pressured by a fellow officer to lie and take the blame during an internal inquiry for the mishandling of a homicide investigation by his unit (Goldstein, 2012). Another detective and union official claimed in his deposition that Griffin was a rat because he went to internal affairs instead of the union (Marzulli, 2013). According to the United States District Court Eastern District of New York’s memorandum of decision the retaliation was immediate, included adverse personnel actions and continued though out his career in different units until Detective Griffith was effectively forced to retire due to the harassment in 2009 (James Griffin v. the City of New York, n.d.). Griffin eventually filed a legal sit against The City of New York, the NYPD and two of the officers involved individually. This case study will analyze the incident, whistleblower laws and the ethical challenges involved.
The names and sex of all of the Junior Executive Secretaries that were terminated are important to this case. A wrongful termination, Title VII claim was brought against Greene’s. Title VII of the Civil Rights Act of 1964 states, individuals are protected against discrimination on bases of sex, religion, race, color, and national origin. Knowing all of the terminated Junior Executive Secretaries sex, can determine whether there was a male employee terminated as well. A male working within that title would suggest Greene’s did not terminate Ms. Lawson due to her
In law enforcement they are put in positions where the public is willing to provide them with gifts for their service within the community. Lawrence Sherman and his theory of the "Slippery Slope" were used to identify the flaws within the police department that can lead to corruption. For Sherman, the environment of temptation in which the recruit worked was the problem. The ‘slippery slope’ from small gifts and gratuities to major graft could only be prevented by police managers being intolerant of minor gratuities (p. 11). According to Sherman theory-allowing officers to accept any form of gratuities can open them up to corruption. For example, police officers working a neighborhood are being offered coffee at no charge and half price on their meal
There are two sides for this particular question, first, if Amata knows that illegal question is being asked to her, she should not respond to the question because knowing illegal or unrelated matters should not be involving to any pre-employment interviews. For example, for an illegal interview question are:
There were a few issues of fairness presented in Michael Simpson’s case that happens in in real world work places that prevents employees from working to their full potential or causing them to leave the work place all together. In this case study Michael Simpson is faced with the dilemma of whether or not he should leave Avery McNeil, the accounting at which he is currently working at. Simpson had interviewed with many consulting firms before graduating college, and had chosen Avery McNeil because it had the potential to allow him the most rapid advancement in his career. Within two years of working their he was promoted to manager and he received a great pay raise. However, a few days later Simpson came upon a sheet with pay grades of other
Ethical decisions are involved with policing as officers often find themselves faced with ethical decisions when offered gratuities. Because of the risk officers take on a daily basis, it may seem ethical for them to accept gratuities offered. For example, officers may be offered free cups of coffee by store owners because the store owner is appreciates the officers service or he may want a ticket he receiv...
Although that gives the report a sometimes odd tone, defending a system that it admits failed badly, it also provides for some of the document's most evident soul-searching. One passage in particular warns of the consequences when police let down their guard. "Essentially, many of the problems found by this [Board of Inquiry] boil down to people failing to do their jobs with a high level of consistency and integrity," the report states. "Unfortunately, we found this to be true at all levels of the organization, including top managers, first-line supervisors and line personnel. Clearly, pride in one's work and a commitment to do things correctly the first time seems to have
This issue does not have any resolutions or a solution. You could consider taking the advice of an immigration lawyer but you will be putting yourself under the scrutiny of the INS
#1 You’re Fired could be evaluated through Marxist theory in relation to how both American workers and business owners would react to it. What if everyone had the same opportunity as everyone else? What if a business or a government had the ability to provide that said opportunity, while also doing so at an even cheaper rate? The Immigration Bill of 1990, also known as H1B visa, was created to help the US find engineers and scientist while also providing a pathway to citizenship. Now, this sounds like a cook-cutter deal: giving businesses the option to “fill gaps in the workforce from overseas, with highly skilled employees that cannot be found in the US,” without taking away jobs from those in the United States. The Marxist theory argues
Ethics play a huge role in a police officers line of work. Since police are given such a high degree of trust and authority, it can unfortunately be very easy for an officer to fall into some unethical behavior. This can range from just minor acts that are frowned upon, to actual downright illegal activity. Even though there are a countless number of acts and behaviors that can be considered unethical, in the following paper I will focus primarily on those incidents involving police officers who steal for their own personal gain, and discuss my position on the issue.
Harassment and discrimination claims are due to lack of education about the subject. As an independent human resources consultant, Santiago-Santos will organize a local education campaign and provide employers with different trainings to educate them and their employees about harassment and discrimination. Employers will have a better understanding on how to develop internal policies and procedures to address these claims. Also, trainings will be provided for employees and they will be educated on how to prevent and identify harassment and discrimination as well as what steps to take in order to report such behavior.
If any monetary reward is distributed it should come from the department and be available to all members. Moreover accepting undocumented gratuities can be misconstrued as bribery. Therefore any benefits that are received by a police officer should be outlined in their SOP, documented by a creditable establishment on their invoice, and should be consumables with a value no greater than $5.00. Still anything that can be converter into a monetary system should not be allowed. For example, officer ‘Y’ cant acquire cigarettes from the local store and resale them to public. Collecting benefits for protection teeters on the line of mafia and mercenaries. Police officers are paid government