© The McGraw-Hill Companies, Inc., 2002 All Rights Reserved. McGraw-Hill/ Irwin 17-1 Business and Society POST, LAWRENCE, WEBER Employees and the Corporation Chapter 17

© The McGraw-Hill Companies, Inc., 2002 All Rights Reserved. McGraw-Hill/ Irwin 17-2 Figure 17-1 Rights and duties of employees and employers Right to organize and bargain Safe and healthy workplace Privacy Discipline fairly and justly applied To blow the whistle Equal employment opportunity To be treated with respect for fundamental human rights No drug or alcohol abuse No actions that would endanger others To treat others with respect and without harassment of any kind Honesty; appropriate disclosure Loyalty and commitment Respect for employer’s property and intellectual capital Employee rights/Employer duties Employee duties/Employer rights

© The McGraw-Hill Companies, Inc., 2002 All Rights Reserved. McGraw-Hill/ Irwin 17-3 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”.

© The McGraw-Hill Companies, Inc., 2002 All Rights Reserved. McGraw-Hill/ Irwin 17-4 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.

© The McGraw-Hill Companies, Inc., 2002 All Rights Reserved. McGraw-Hill/ Irwin 17-5 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

© The McGraw-Hill Companies, Inc., 2002 All Rights Reserved. McGraw-Hill/ Irwin 17-6 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

© The McGraw-Hill Companies, Inc., 2002 All Rights Reserved. McGraw-Hill/ Irwin 17-7 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.