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ор SCIENCE CHELOR ENTREPRENEURSHIP QUEZON CITY POLYTECHNIC UNIVERSITY Ethics program/ Committee Compliance and ethics (“C&E”) programs are organizational policies put in place to promote law abiding and ethical conduct. To be effective, they must be supported by procedures, communications efforts, and cultural attributes. While the principal drivers for such programs are laws and regulations which offer leniency to companies with good C&E programs, there are further reasons to embrace C&E and make it a priority. C&E program law is to some extent the codification of sound management practices. While these programs mostly originated in the US, other countries are increasingly passing legislation to encourage or require C&E programs, making this area truly global in nature. Many of the other topics discussed elsewhere on this site—such as corruption, conflicts of interest, cheating, and whistleblowing—are addressed in business organizations through the mechanisms provided by C&E programs. As such, C&E programs can provide ready-made “ethical systems blueprints," bringing behavioral ethics ideas and information into the workplace. (For example: risk assessment training; methods for encouraging whistleblowing; accountability ...
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MAN 3301 Miami Dade College Human Resource Management Discussion Paper

A secretary worked for a vice president of an insurance company for six years. While her work was adequate, it was not exc ...

MAN 3301 Miami Dade College Human Resource Management Discussion Paper

A secretary worked for a vice president of an insurance company for six years. While her work was adequate, it was not exceptional. The vice president was responsible for signing the secretary’s time sheets, and he had full authority to hire and fire his secretary. As a rule, the secretary filled out her own time sheets for the vice president to sign, which he normally did without specifically reviewing them. One day, however, the vice president was contacted by a representative of the Human Resources Department, who inquired whether the vice president had authorized the large amount of overtime his secretary had included on her time sheets. The overtime amounted to more than $5,000 in pay. The vice president had not authorized the overtime, and in fact, doubted whether the secretary even worked the overtime. When confronted by the vice president, the secretary admitted that she had not in fact worked the overtime but put down the overtime on her time sheets because she had severe financial problems and needed the money. Repercussions The company had paid out $5,000 in overtime that was not actually worked. The secretary could be terminated for falsifying the time sheets, but another secretary would have to be hired and trained. 1. Question: As the HR Manager, which option below would you choose. Fire the secretary. Provide the option for the secretary to resign and not be required to pay the money back. Place the secretary on strict probation and sign a promissory note to repay the company the $5,000. 2. Describe the option you would choose and explain why. What other considerations should be discussed? _____________________________ The original discussion should be a minimum of 250 words in length. Respond to two classmates' post with your thoughts. Each reply should be at least 100 words in length. Reference any sources used to answer discussions. Course textbook should be referenced in all discussions (in-text included). Examples are listed below. Reference using course textbook Format: Author, A. A. (Year of publication). Title of book (edition). Location: Publisher. Here is the reference for the textbook: Valentine, S., Meglich, P.A., Mathis, R.L., & Jackson, J.H. (2019). Human Resource Management (16th ed.). Boston, MA: Cengage Learning.

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Sterile and Non-Sterile Compounding, health and medicine homework help

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MAN 3301 Miami Dade College Human Resource Management Discussion Paper

A secretary worked for a vice president of an insurance company for six years. While her work was adequate, it was not exc ...

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A secretary worked for a vice president of an insurance company for six years. While her work was adequate, it was not exceptional. The vice president was responsible for signing the secretary’s time sheets, and he had full authority to hire and fire his secretary. As a rule, the secretary filled out her own time sheets for the vice president to sign, which he normally did without specifically reviewing them. One day, however, the vice president was contacted by a representative of the Human Resources Department, who inquired whether the vice president had authorized the large amount of overtime his secretary had included on her time sheets. The overtime amounted to more than $5,000 in pay. The vice president had not authorized the overtime, and in fact, doubted whether the secretary even worked the overtime. When confronted by the vice president, the secretary admitted that she had not in fact worked the overtime but put down the overtime on her time sheets because she had severe financial problems and needed the money. Repercussions The company had paid out $5,000 in overtime that was not actually worked. The secretary could be terminated for falsifying the time sheets, but another secretary would have to be hired and trained. 1. Question: As the HR Manager, which option below would you choose. Fire the secretary. Provide the option for the secretary to resign and not be required to pay the money back. Place the secretary on strict probation and sign a promissory note to repay the company the $5,000. 2. Describe the option you would choose and explain why. What other considerations should be discussed? _____________________________ The original discussion should be a minimum of 250 words in length. Respond to two classmates' post with your thoughts. Each reply should be at least 100 words in length. Reference any sources used to answer discussions. Course textbook should be referenced in all discussions (in-text included). Examples are listed below. Reference using course textbook Format: Author, A. A. (Year of publication). Title of book (edition). Location: Publisher. Here is the reference for the textbook: Valentine, S., Meglich, P.A., Mathis, R.L., & Jackson, J.H. (2019). Human Resource Management (16th ed.). Boston, MA: Cengage Learning.

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