Employees and

Chapter the Corporation

17

Business
and
Society

POST, LAWRENCE, WEBER

  Article 23:
– Right to work, choice of
employment, just and favorable
conditions, protection against
unemployment
– Right to equal work for equal pay
– Just and favorable remuneration
– Right to form and to join trade
unions

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 ARTICLE 24
– Right to rest and leisure
 ARTICLE 25
– Right to a standard of living
adequate for health and well-being
for himself and his family
– Motherhood and childhood are
entitled to special care and
assistance

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 Freedom of association
 Abolition of forced
labor
 Equality

 Elimination of Child
Labor

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International Standards
 The company shall
comply with  International
national and other instruments
applicable law, – ILO conventions on
other requirements  forced and bonded labor
to which the  right to collective
bargaining
company  equal pay for equal
subscribes, and this work
standard. When  workers’ representatives

[these standards]  minimum age and

recommendation
address the same  vocational rehabilitation
issue, that and employment of
provision that is disabled
Sumberpersons
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Key definitions
 Child: person <15 unless
local minimum age stipulates
a higher age for work or
mandatory schooling. If local
age is set at 14 (ILO
Convention 138), the lower
age applies.
 Young worker: any worker
over age of child and younger
than 18
 Child labor: any work by Sumber : Waddock
 Sweatshops

 Workplaces where
workers are subject
to extreme
exploitation,
including no living
wage or benefits,
poor working
conditions, and
arbitrary discipline.

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 Calculating a Living Wage
1. Establish the local cost of basic
food basket for 2100 calories per
day
2. Determine share of local
household income spent on
food. Divide into 1 to get total
budget multiplier
3. Multiply food by spending = total
per person budget for living
expenses
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4. Multiply by half the average
 Figure 17-1
Rights and duties of
employees and employers
Employee rights/Employer duties Employee duties/Employer rights
• Right to organize and bargain • No drug or alcohol abuse

• Safe and healthy workplace • No actions that would

endanger others
• Privacy
•To treat others with respect and
• Discipline fairly and justly applied without harassment of any kind

• To blow the whistle • Honesty; appropriate disclosure

• Equal employment opportunity •Loyalty and commitment

• To be treated with respect for • Respect for employer’s property and

fundamental human rights intellectual capital
 Restrictions on employment-at-will
An employer may not fire a worker:

• Because of race, gender, religion, national origin, age, or disability.

• If this would constitute a violation of public policy, as

determined by the courts.

• If, in doing so, it would violate the Worker Adjustment Retraining

Notification Act (WARN).

• Simply because the individual was involved in a union organizing drive, or

other union activity.

• If this would violate an implied contract, such as a verbal promise, or basic

rules of “fair dealing”.
 Occasions for drug testing at work

• Pre-employment screening
• Some firms test all job applicants or selected
applicants before hire.

• Random testing of employees

• In many companies, workers in particular job categories
or levels are eligible for screening at any time.

• Testing for cause

• This test may be given when an employee is believed
to be impaired by drugs and unfit for work.
 Figure 17-2a

Pros of employee drug testing

• Business cooperation with U.S. “War on Drugs” campaign.

• Improves employee productivity

• Promotes safety in the workplace

• Decreases employee theft and absenteeism

• Reduces health and insurance costs

 Figure 17-2b
Cons of employee drug testing
• Invades an employee’s privacy

• Violates an employee’s right to due process

• May be unrelated to job performance

• May be used as a method of employee discrimination

• Lowers employee morale

• Conflicts with company values of honest and trust

• May yield unreliable test results

• Ignores effects of prescription drugs, alcohol, and over-the-counter drugs

• Drug use an insignificant problem for some companies

 Conditions for whistle-blowing

• The unreported act would do serious and considerable

harm to the public.

• Once such an act has been identified, the employee has

reported the act to his or her immediate supervisor and has
made their moral concern known.

• If the immediate supervisor does nothing, the employee has

tried other internal pathways for reporting the problem.