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- An employee was fired for visiting non-work-related Web sites after his supervisor used an application to extract his Web browsing history. The employee subsequently sued, challenging his termination on several grounds, including invasion of privacy. Concerning this cause of action, he claimed his firing offended his right to privacy. The defendant had a policy that addressed the issue “Acceptable Use Policy.” That said, the employer could monitor the computer usage on company time. In this scenario, explain if you believe the employer violated the employee’s “invasion of privacy” cause of action.Background Information This week's Discussion involves the controversial subject of employee lie detector testing at work. A polygraph is probably the most well-known type of lie detector. The Employee Polygraph Protection Act of 1988 (EPPA) 29 U.S.C. 2001 strictly limits the ability of private-sector employers to use any device to make a diagnostic opinion as to the honesty or dishonesty of an individual. Under EPPA, employers may not: require or request any employee or job applicant to take a lie detector test, or discharge, discipline, or discriminate against an employee or job applicant for refusing to take a test. use or inquire about the results of a lie detector test or discharge or discriminate against an employee or job applicant on the basis of the results of a test or for filing a complaint or for participating in a proceeding under EPPA. Despite these prohibitions, limited exceptions allow employers to administer polygraph tests, but not other forms of lie detector…Background Information This week's Discussion involves the controversial subject of employee lie detector testing at work. A polygraph is probably the most well-known type of lie detector. The Employee Polygraph Protection Act of 1988 (EPPA) 29 U.S.C. 2001 strictly limits the ability of private-sector employers to use any device to make a diagnostic opinion as to the honesty or dishonesty of an individual. Under EPPA, employers may not: require or request any employee or job applicant to take a lie detector test, or discharge, discipline, or discriminate against an employee or job applicant for refusing to take a test. use or inquire about the results of a lie detector test or discharge or discriminate against an employee or job applicant on the basis of the results of a test or for filing a complaint or for participating in a proceeding under EPPA. Despite these prohibitions, limited exceptions allow employers to administer polygraph tests, but not other forms of lie detector…
- A provides a legitimate reason an employer can use to exclude person on otherwise illegal bases of consideration. Please Type in the correct answer to the follow question (no acronyms please):cenario: The sales manager at Signa life insurance felt that many potential clients responded fearfully to the sales representatives' calls. They replied to the representatives' questions suspiciously or treated them as untrustworthy. This issue caused a severe downfall in the sales. To understand the barriers between customers and sales representatives, a team led by Ali started working on this issue and discovered that sales representatives who did not acknowledge their clients, distress felt dishonest. The representatives' more aggressive sales tactics seemed only to increase their clients' negative emotional responses. Sales representatives who looked at their job from the customer's perspective successfully made sales. Mr. Ali started an emotional awareness training program for its sales staff. Over time, as Ali's team expanded their emotion-based program, Sigma Life insurance sales rose by tens of millions of rupees. The training in emotional awareness shows that companies can…Explain employee email privacy and employer monitoring of Web surfing in the company.
- According to PIPEDA, employers must obtain an employee’s consent before they collect personal information, where that information is not required for the employment relationship. What are the two types of consent: a. Explicit and implicit. b. Express and implied. c. Formal and informal. d. Written and verbal.Your organization was able to win a client who is sponsoring an online concert whose mission is to support the advocacy of Violence against Women. The concert will have the performances of different groups and singers, all of which are females.question: How will you establish the purpose and scope of an event as a professional who handles/manages an event?The HR department at Clearwater Electronics received notice that a grievance procedure was filed by an employee. A member of the HR department has met with the employee, a union representative, and the employee’s immediate supervisor to resolve the issue of concern. A resolution was reached, and the employee returned to work. Why is it important to have a grievance procedure? The grievance procedure provides a way for an employee who misinterprets an agreement to dispute what was previously agreed between the company and the union. The grievance procedure provides a method to handle employee complaints before they become serious issues. The grievance procedure notifies the company that litigation is forthcoming. The grievance procedure allows an employee to be protected from any retaliation from others who might not agree with their complaint.
- 8- Whistle blowing is a process to expose any kind of information or activity that is__________, __________ within an organization. Identify the appropriate option to fill the gap. a. illegal, unethical b. legal, ethical c. unlawful, virtuous d. lawful, moralBreach of the collective bargaining agreement results in Question 27Answer a. Grievance b. Disgruntlement c. Conflict d. Complaints34 A mortgage loan originator (MLO) learns that the employer of one of his applicants is going out of business after ti any, should the MLO takes A) Transfer the loan file to another MLO B) Notify the underwriter of the applicant's potential job loss C) Contact the borrower to verify if this information is accurate D) Nothing, as the applicant will be employed when the pre-closing employment verification is performed