Ethics and the conduct of business 8th by john boatright and smith 2017 chapter 8

Learning Objectives 1 of 2employment at will and the three types of exceptions to this doctrine that protect employees from unjust dismissal Model Employment Termination Act that support

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Ethics and the Conduct of Business

Eighth edition

Chapter 8

Employment Rights

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Learning Objectives (1 of 2)

employment at will and the three types of exceptions to this doctrine that protect employees from unjust dismissal

Model Employment Termination Act that support the right of employees to due process in employment decisions

employees, the extent to which it is protected by law, and the arguments for and against this right in the workplace

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Learning Objectives (2 of 2)

and workplace democracy and how Dahl's argument

supports workplace democracy as a right

influence employee compensation, the fairness of wages, and justifications for a minimum wage

justifications of the compensation for top executives

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Introduction: Employment Rights

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Figure 8.1: Arguments Used to Justify Employment at Will

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8.1: Employment at Will (1 of 3)

Objective: Recognize the three basic arguments that justify employment at will and the three types of exceptions to this doctrine that protect employees from unjust dismissal

• 8.1.1: Property Rights Argument

• 8.1.2: Freedom of Contract Argument

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• 8.1.3: Efficiency Argument

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Table 8.1: Arguments Supporting

Employment at Will

Property Rights Argument Both employers and employees have

“property” of some economic value and the right to determine what they

do with their own property.

Employers have wages and employees have labor They are free

to buy and sell this “property” or accept and refuse offers for it.

Freedom of Contract Argument Employment is a contractual

arrangement between employers and employees Both have the right to contract as they choose.

Excessive limits on the agreements that can be made between employers and employees violate their freedom

of contract.

Efficiency Argument This utilitarian argument relies on the

importance of employment at will for the efficient operation of business, which benefits employers,

employees, and society.

Many employers and employees agree to employment at will, so it benefits both parties and allows the most efficient use of all resources.

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• 8.1.4: Exceptions

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Figure 8.2: An Acceptable Employment

at Will Doctrine

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8.2: Right to Due Process

Objective: Describe the main arguments and principles of the Model Employment Termination Act that support the right of employees to due process in employment decisions

• 8.2.1: Support for Due Process

• 8.2.2: Law of Due Process

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8.3 Freedom of Expression (1 of 2)

Objective: Explain the significance of freedom of expression for employees, the extent to which it is protected by law, and the arguments for and against this right in the workplace

• 8.3.1: Defining Freedom of Expression

– Definition

• 8.3.2: Legal Protection for Expression

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8.3 Freedom of Expression (2 of 2)

Objective: Explain the significance of freedom of expression for employees, the extent to which it is protected by law, and the arguments for and against this right in the workplace

• 8.3.3: Arguments over Expression

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8.4 Workplace Democracy

Objective: Analyze the correlation between worker participation and workplace democracy and how Dahl's argument supports workplace democracy as a right

• 8.4.1: Participation and Democracy

• 8.4.2: Arguments for Democracy

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8.5 Worker Compensation (1 of 2)

Objective: Assess the market forces and other factors that influence employee compensation, the fairness of wages, and justifications for a minimum wage

• 8.5.1: Setting Wages

• 8.5.2: Market Outcomes

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8.5 Worker Compensation (2 of 2)

Objective: Assess the market forces and other factors that influence employee compensation, the fairness of wages, and justifications for a minimum wage

• 8.5.3: Minimum Wage

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8.6 Executive Compensation

Objective: Evaluate the reasoning underlying criticisms and justifications of the compensation for top executives

• 8.6.1: Criticism of CEO Pay

• 8.6.2: Justifying CEO Pay

• 8.6.3: Problems with Justification

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Conclusion: Employment Rights

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