Company Accounting Oversight Board has been established‚ which monitors annually the standards and procedures of auditing of public companies falling under the securities law. It also aims at gurading investors’ and as well as public interest. Whistle-Blowing is promoted by SOX‚ 2002 and employees are encouraged to file a complaint against any fraud or wrong practice. Corporate Governance in UK: CG framework is guided by the Turnbull Combined Code and Companies Act.
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Order 11478 Employee Polygraph Protection Act Equal Employment Opportunity Act of 1972 Worker Adjustment and Retaining Notification Act Age Discrimination in Employment Act of 1978 Whistle-blowing Pregnancy Discrimination Act of 1978 Employee Monitoring Americans with Disabilities Act of 1990 Drug Testing Civil Rights Act of 1991 Workplace Security
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Employee Rights & Managing Discipline All corporations strive to have strong employee relations‚ recognizing employee rights and effectively administering discipline are two vital aspects of developing this relationship. These aspects‚ meticulously executed‚ generate increased job satisfaction amongst employees and improved performance. Identifying and observing various employee rights is an integral piece of managing discipline. Management must be cognizant of these employee rights‚ divided
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or duty‚ or disclosing law breaking by an employer. (Bennett-Alexander‚ 2007‚ pp. 28-31) Whistle-blowing Whistle-blowing is an example of a public policy exception to the employment-at-will doctrine. The term refers to an instance of reporting by an employee of an employer’s violation of the law or wrongdoing. A majority of states have established laws that offer some form of protection for whistle-blowers. One congressional act‚ the Whistleblowers Protection Act‚ and one statute‚ the Federal
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resulted in external investigations of the companies involved‚ 37% in management shake-ups‚ 22% in criminal investigations‚ and 11% in indictrnents.[1] Although these outcomes may not be typical‚ they do point out the potential seriousness of whistle blowing. Recent whistleblowing cases further demonstrate the potential problems facing companies that do not adequately address the issue. For example‚ after an employee of the entertainment company
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stating that Tesco had sold the information‚ they had collected on their Club Card customers‚ onto third parties. This not only goes against the data protection act but also shows Tesco behaving unmorally towards their customers. Obviously the whistle-blowing procedure was used and has been communicated externally‚ it is unknown whether or not this was within the Tesco
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WorldCom‚ and others‚ fudged results. Goliath Business News. http://goliath.ecnext.com. February 4‚ 2001. Behind closed doors at WorldCom: 2001. Helium Business Management. http://www.helium.com. September 23‚ 2003. The pros and cons of being a “whistle blower”. Find Law. http://fl1.findlaw.com/news.findlaw.com/hdocs/docs/worldcom/ bdspcomm60903rpt.pdf. March 31‚ 2003. Special Investigative Committee of the Board of Directors of WorldCom‚ Inc. IFAC Media Report. http://www.ifac.org/MediaCenter/
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NATURE OF HUMAN RESOURCE MANAGEMENT Simply put‚ Human Resource Management is a management function that helps managers recruit‚select train and develop members for an organisation. Obviously‚ HRM is concerned with thepeoples dimension in organisations.Specially‚ the following constitute the core of HRM:1. Organisations are not mere bricks‚ mortar‚ machineries or inventories. They are people. It is thepeople who staff and manage organisations.2. HRM involves the application of management functions
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files on someone’s else’s computer. There are also ethical issues that are dealt with using organisational policies and codes of practise such as: use of email‚ internet and whistle blowing. These go under business ethics meaning moral principles concerning acceptable and unacceptable behaviour by business. Whistle blowing is also one of the ethical issues users can use and relate to. This is when an
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Re work of understanding responsibilities and rights In health and social care. 1.2 The Race Relations (Amendment) Act 2000 extended the RRA 1976 to cover discrimination in services provided by public bodies including HEI‟s and FE‟s. It extends protection against racial discrimination directly‚ indirectly or by victimisation. It places a number of enforceable positive duties on public authorities of which the University is one. The Employment Rights Act 1996 covers the entire contractual relationship
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