Posted: June 27th, 2015

critically analyze ethically

Introduction

Ethics is defined as a branch of knowledge that restricts the behavior of human beings. Ethics in employment dictate that employees should observe in a given code of ethics that set out various rules that must be followed. Breach of the said rules is termed as unethical or morally wrong. The following cases show different repercussions on breach of ethics.

Case 1

In the case at hand, the doctor sold a fake sick leave to an employee. The labor and employment practice prohibits selling fake sick leaves to employees. Any federal employee who abuses the sick leave risks being subjected to prosecutions. This may cause the employee to be suspended or even dismissed. The abuse is easily identifiable by keen supervisors. In most instances, the doctor’s fake sick leave is given on Fridays or Mondays. It provides moral and ethical questions that warrant an analysis. The ethical issue evident is to the effect that fake sick leaves affect the job. In the case provided, it is morally wrong for an employee to feign sickness so as to get a sick leave. The fake leave is treated as if there was no leave at all, and the employee may be charged and subsequently demoted for faking sickness. There are examples that show the repercussions of feigning sickness. In the first example, an employee who faked sickness so as to play golf was demoted even after defending himself and proving he had a doctor’s appointment. The best solution to avoid abuse of sick leave is to give out leave based on the employee’s statement of being sick. However, if there are more than three workdays leave, the agency may request the employee to avail medical certification (Campbell, Macklin and Pinnington, 76).

Case 2

An employee with the Emirates Airlines admitted to charges of having collected over two million air tickets illegally and selling them to travelers in the form of low-cost tickets to Kenya. The act of stealing by the employee is criminal, unethical and morally wrong. In this case, the employee is charged with the abuse of the position. The charge sheet may also carry other crime counts such as electronic forgery and the use of electronic materials to misappropriate funds. Any other employee aiding the embezzlement is treated as an accomplice for aiding and abetting the embezzlement of funds. In this regard, the sentencing will be equivalent to a public official, and the sentencing on the charge is strict and heavier. The court imposes a heavier sentence equivalent to any public funds embezzled by a public official. There are other proceedings of employer-employee nature that the Fly Emirates will take in this case. This includes setting up proceeding to investigate the conduct of the said employee. In the proceedings, since the employee has been found guilty by the court, it will be easy to use the evidence in firing the employee and the accomplices. The company can avoid cases of unethical behavior by imposing strict punishments when an employee has misappropriated funds. In the event that the employee is found guilty, a deterring sentence should be invoked. The control of the tickets should be closely monitored to avoid cases of employees converting the money to personal use. All e-mail addresses used in issuing the tickets should be routinely checked and verified so as to detect any cases of fraud. Keeping a constant customer interviews to ascertain how they got the ticket may also help in curbing fraudulent dealings (Kaptein, 65).

Case 3

The employer stole money, and he deposited it in his bank account. Also, he donated part of the money. An employer, who steals money, deposits it in his account and later donates it, subjects himself to criminal charges. The act of depositing the money in his account after stealing it, then donating it to another person breaches the moral and ethical duty of an employer. There are charges on the employer since the act is criminal. The court may require the employee to step down, and someone ordered to take his position. The person who got the money donation has breached moral and ethical duty too. Therefore, if he or she was aware of the dealings, he or she will be prosecuted for aiding and abetting the crime. It should be remembered that the moral and ethical fabric is not only for employees, but that, employers also have a duty to uphold it. In this case, a better solution is to have a monitoring of the accounts. In this case, employers are supposed to offer explanations to banks on the source of the money (Campbell, Macklin and Pinnington, 67).

Case 4

The employee of the hotel skimmed credit card numbers left by customers within the hotel reservation, which numbers about 75 images a credit card, and used some for the purposes of purchasing over the Internet. The employee skimming the cards has unethical implications as it is morally unacceptable. It is unethical for the employee to get involved in acts that amount to conflict of interest. The facts stated show that the employee made a follow up on the customer’s credits numbers who had left the hotel. The employee later converted them to use in purchasing things over the internet. The employee breached the code of ethics and his actions are criminal. The employee will be subjected to criminal proceedings. The main solution to the issue of employees manipulating the credit cards from the employees is to make sure that trust worth employees are let to handle credit cards. The information can also be kept away from employees (Kaptein, 32).

Case 5

The thief from the bank itself, the first one who passed confidential information about one of the VIP customers then he have another partner to stole money, but they catch them. In this case, the employee has breached the ethical code by not being keen to identify the thief. The facts state that the thief passed the employees and was identified as a VIP customer. The employee can be charged for negligence or aiding the thief. The solution to this is a competent system that can distinguish customers in an effective manner (Kaptein, 41).

Case 6

This case presents a clinic having employees who do not have the proper licenses to practice. The clinic flouted this rule by employing unlicensed practitioners including a dietician, a dentist—the director’s brother—and an Arab female doctor. Also, the clinic was noncompliant with the set standards and had improper storage of medicines and surgical instruments. A doctor treating patients without a valid certificate is a malpractice and a breach of the doctors’ code of ethics. The improper storage of medicines by doctors and failing to comply with the established standards is unethical. In this case, the doctors breached ethics, and they can be subjected to criminal proceedings. A monitoring body should be set to make sure doctors get practicing certificates (Campbell, Macklin and Pinnington, 22).

Conclusion

There are numerous repercussions as aforementioned in the cases previously discussed. The cases have shown how distinct breach of ethics is treated. There are numerous solutions to avoid the reoccurrence of such cases in the future. It should be noted that some breaches of ethics attracts substantial punishments. The issue of the employee being sacked cannot be ruled out when such breaches.

Works Cited

Campbell, Tom, R. Macklin and A.H. Pinnington. Human Resource             Management: Ethics and Employment. Oxford [u.a.: Oxford Univ. Press, 2007. Print.

Kaptein, Muel. Ethics Management: Auditing and Developing the Ethical Content of Organizations. Dordrecht, Netherlands: Kluwer Academic Publishers, 1998. Print.