Title

Ethical expectations between employer & employee.

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Table of ContentTitle Page No.

1. Introduction: 4

2. Definition of employer 4

3. Definition of employee 4

4. Definition of ethics 4

5. Expectation to and from employers & employees 5

6. Employer – employee expectations under Islam 10

7. Working Conditions and Employer Relations 13

8. Benefits of employer and employee co-operation 17

9. Employee Rights 18

10. International Employee Right (IBM Guidelines) 22

11. Employee’s responsibilities 24

12. Wages & Benefit 26

13. Conclusion: 26

14. Reference 27

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Acknowledgement

By the grace of Almighty Allah, the most benevolent merciful, we have been

successfully to complete this assignment “Ethical expectations between

employer & employee.”. Then we are grateful to our adorable parents who had

bring us in this world and given the opportunity to study and our parents like

course instructor Fatema Tania who have given better direction to complete this

assignment. We have collected data from different source. We greatly

acknowledge all suggestions received to enhance further the value of this

assignment. The suggestion has been incorporated whenever possible.

We are trying to give our best efforts not withstanding small errors do creep into

the assignment. I am ever great full to my followers for drawing our attention to

such, so that they may be squashed.

We are extremely grateful to our honorable teacher Fatema Tania, who

constantly took keen interest in boosting our morale and inspire of his busy

schedule.

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Introduction:

In every organization employer and employee is one of most important factor .because the run the organization .every organization must have some skilled employer. They managed most of the sector in the organization .Such as how the raw materials in is collected .How those are proper utilized. what types of employee are requited. How many employee are needed in the organization .whatever employer are provided a vertical rule in the organization. employee is the another factor organization. Skilled employee are needed every organization. They produce product for the organization. there are many ways employees are served for the organization. In a factor, Both employer and employee relation is must be good in the organization. Both of them shows respect of their every working position If any problem of them, they can mutually understand in the organization.

Definition of employer

A legal entity that controls and directs a servant or worker under an express or implied contract of employment and pays (or is obligated to pay) him or her salary or wages in compensation.

Definition of employee

A person who is hired to provide services to a company on a regular basis in exchange for compensation and who does not provide these services as part of an independent business.

Definition of ethics

The basic concepts and fundamental principles of right human conduct. It includes study of universal values such as the essential equality of all men and women, human or natural rights, obedience to the law of land, concern for health and safety and, increasingly, also for the natural environment. See also morality.

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Expectation to and from employers & employees

A number of traditional expectations from both the employers and the also from employees from the employers are listed in the table presented hereunder:

Employers to employees:

1. Regular & timely attendance to workplace.

2. Efficient work attempts with a sense of belongingness.

3. Quality performance with least rejections

4. Maximum utilization of working hours- honestly & efficiently.

5. Protection of organizations property from theft, misappropriation, overuse or reckless

use etc.

6. Upheld organizations goodwill.

7. Organizations interests to be ordered before personal interests.

8. Maintain organizations trade secrets at any costs by piracy, espionage in spite of

persuasions by the outside forces including competitors.

9. Work should be accomplished to best interest of the company.

10. Work accomplishment should not be harmful or injurious to the fellow workers.

11. Refrain from heavy drinking, heavy gambling in the work place.

12. Avoid loose talks political talks very personal or family gossiping in the factory

premises.

13. Takes no bribes, extortion & gifts in violation of fiduciary relationship with the

employers.

14. Refrain from any type of insider trading, information selling and the like.

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15. Avoid accepting offers of entertainment/ lunches/ dinners.

16. No padding false vouchers, expenses for imaginary expenses be made.

17. Should not be influenced to defer/ overlook/remain careless or remain indifferent in

implementing orders etc which are beneficial to the business.

18. Moral behavior expected of the employees:

Keeping promises

Not harming others

Helping others when asked for

Respecting others and not treating them merely as means to their own ends

Not using business resources for personal needs

Employees to Employers

1.Provision of satisfactory working conditions-safety and security-health and hygiene-regular

cleaning work place- disposal of waste and effluents-ventilation-proper lighting- proper

seating and lay out-control of temperature- artificial humidification-elimination of dust and

fumes-avoiding over crowding-arrangement of drinking water facilities- arrangement of

latrines, urinals and spittoons-fencing of machinery and inflammable chemicals protection

from moving machines-one site emergency control treasures disaster control measures-

protection from hazardous substances inside the factory premises and their disposal outsets-

maintain health medical records of the workers who are exposed to any chemical, toxic or

any other harmful substances which are manufactured, stored, handled and transported, and

make such records accessible to the .workers conform to the maximum permissible threshold

limits of exposure of chemicals or toxic substances in manufacturing processes.

2. Fair Wage & reasonable hour provisions. Fair compensation: Salary & wage structure should permit to lead the employees a healthful & contented life styles. Small firms should go by rules of minimum wage. Fair wages to be decided on consideration of (a) the productivity of employee. b] the prevailing rates of wages which is considered “just” in the industry in the same or the neighboring areas. (c) the adequacy of the workers income in terms of minimum standards of living, (d] the concrete possibility of helping the workers! employees to a more adequate income, (e) level of national income and its distributions, and (f) the place of the industry in the national economy. Fair wage should ensure equity. It is expected that the spread between minimum wages and highest salaries should be reasonable and the maximum,

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remuneration should have a ceiling depending on the nature and volume of business, productivity, capacity etc.

3. Unions & Unionization: Workers be permitted to band together for the purpose of

bargaining with their employers on matters of wages, hours of work, and other conditions of

worker employment. Representatives of the unions should be entitled to a voice in desired

business decisions

4. Must not be ordered/ persuaded/ forced for any illegal/ anti- state/ immoral/ unethical

involvement for actions inside or outside the work place.

5. Equal opportunities: Minorities & disadvantaged ones should be treated justifiably.

6. Adequate benefits in terms of needs & comparable benefits provided in others firms of the

same industry

7. Medical facilities for employee and their family members. maternity benefits, protection

against ill health [prevent measures] health insurance, etc.

8. Vacation & time off to care for sick children

9. Right Co information about what is going on in the organization

10. Right to want the managers to be responsive to their problems and complaints.

11. Opportunities to grow and to achieve their full potentials

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12. Right to free speech and to privacy. It used to that employee. Like children, were

supposed to be seen but not heard. Currently, most employees expect to be able to say what

they think about their jobs and companies without reprisals being taken against them. Then

there is the matter of employee records. Employees want to know what is kept in their files

and they do not want unauthorized people looking at them. There are number of companies in

the western world who allow their employee’s access in their personal files to see that the

information contained are correct.

13. Greater assurances of job security during the wave of factory closings and movement of

manufacturing operations overseas in the early 1980s. employees, labor unions, suppliers,

and communities made themselves heard. Employees were asking for extensive advance

notice before a plant could shut down or move. Furthermore, there is a growing pressure for a

company to demonstrate economic justification before such an action.

14. Improved quality of work life Increasingly, employees can not see why work should

necessarily be boring, hazardous or demeaning. They are asking employers to provide greater

opportunities to share in the decisions that affect their work. And some employees are

responding to these expectations because they believe that an improved quality of work life

will also improve employee- productivity.

15. Adequate care be taken of the retired! superannuated - employees.

16. Employees welfare be given due weight age vis-a--vis productivity of the organization.

17. Employees be not asked to do anything unlawful, unethical. etc.

18. Providing financial benefits like

(a) Provident hind scheme 5I

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(b) Family pension scheme

(c) deposit-linked insurance, scheme

(d) Leave encashment scheme etc.

19. Worker/employees right to privacy are honored. Such privacies may be psychological,

physical or social.

20. Right to religious accomplishments by the employees! workers with reasonable time

breaks for prayers without any deductions.

21. Should not be victim of organizational politics! conspiracies /local/ group rivalries. etc

22. Owners/ managers/ immediate bosses/ supervisors.’ peers should not forcibly use

employees for their very personal satisfaction) benefit [may not be illegal, immoral or

unsocial which do not have any connection with the declared job description! job contract.

23. Must not be ordered Persuaded/ forced for sexual harassment

24. Any disciplinary action if required to be taken should follow due process.

25. Boss-subordinate relationship should be

(a) Sympathetic and positive

(b) promotion, transfer and better placement only one merit and eligibility-no favoritism

(c) Clear and full communication,

Employer – employee expectations under Islam

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Both the employer and employee are the servants made for worship in the name of Allah , the

almighty . Their actions to each other must be accomplished as per the directions of Shariah. Some

instances of such guidelines as directed by Quran and hinted in the Hadiths are presented in the

table hereunder:

Quranic Directions

1.The reward of Allah [in the hereafter]is best for those who believe and work righteousness: but

this none shall attain, save those who steadfastly persevere[in good]

2. ALLAH commands you to render back your trusts to those whom they are due; and when you

judge with justice.

3. Allah forbids you not, with regard to those who fight you not for (your) faith nor drive you out of

your homes, from dealing kindly and justly with them: for Allah loves those who are just. Whether

you publish a good deed or conceal it or cover evil with pardon verily Allah doth blot out (Sins)

and hath power (in the judgment of values).

4.Say:The things that my lord hath indeed forbidden are: shameful deeds whether open or secret:

sins and trespasses against truth or reason,

5.O mankind! Lo! We have created you male and female, and have made you nations and tribes,

that you may know one another.

6.Those who hearken to their lord: and establish regular prayer: who [conduct]their affairs by

mutual consultation, who spend out of what we bestow on them for sustenance,

7.‘‘Are those equal, those who know and those who do not know. It is those who are endued with

understanding that receive admonition.”

Guidelines from the Hadiths

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1.The Apostle of Allah (peace be upon him)cursed the one who bribes and the one who takes bribes.

[prohibition of giving and taking bribes],Abd Allah ibn Amr ibn As, Abu Dawud.

2. Ibn Taymiyagh suggests that an employer is under obligation to pay a fair remuneration to his

employees. Some employers may take advantage of a worker and underpay him or her because of

their need for income. Islam is against such exploitation. If the wage level is too low. The individual

may not feel motivated to put in an adequate amount of effort. Similarly if the wage level is too high,

the employer may not be able to make a profit and deep the business going. In an Islamic

organization. Wages must be set in an equitable manner both with respect to employees and the

employer. On who employs a laborer and gets the full work done by him but does not pay his wages.

3. Prophet (saaw) never used to withhold the wages of any person.

4. He who employees his own man and relation in spite of the availability of more competent person

asking for such job.

5. The Prophet (sm) cursed the takers and givers of the bribes.

6. The Prophet (sm) says become very unhappy to see an ideal person who proofs himself useful

neither to this world or the world hereafter.

7.The Prophet (sm)said,’ A commander (of the muslim)is a shield of them. They fight behind and

Him and they are protected by (him from tyrants and aggressors).if he enjoins fear of God.

8. ‘‘By Him in whose hand Muhammad soul is. if Fatimah. the daughter of Muhammad stole.

9. Allah’s messenger (SM) was asked what type of earning was best and replied. ‘A man’s work

with his hand and every business transaction which is approved.

10. ‘‘Two are the things which I remember Allah’s messenger(sm) having said,’ verily Allah has

enjoined goodness to everything: so when you kill, kill in a good way and when you slaughter,

slaughter in good way , very one should sharpen his knife, and let the slaughtered animal die

comfortably.”

11.Allah’s messenger (sm) forbed on the facc of cauterization on the face,

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12.The prophet [SM] said, ‘Abusing a Muslim is fused (an evil deed) and killing him is kufr

(unbelief).” Sahih al Bukhari.

13.It is repotted by Miqdam that the Prophet said: Nobody ever eats a better food than what he

earned by his hand. Verily Daud the messenger of Allah used to eat from the Labour of his hand.(Al

Bukhari).

14.Pay wages to the employee before his perspiration ceases.(Al Baihaqi Book on employ men)

15. ‘‘The Prophet has forbidden the employmet of a warker unless his wages and known before.

16. ‘‘whoever sees a fault in it brother and conceals it ,Allah will make him enter paradise.’’

17.Abu Huraira reports: the prophet (PBUH)said,’ there is nothing better for an Allah’s bond man

knowledgeable individual is stronger against Satan than a thousand worshippers.

18. He was again asked what is the meaning of loss of trust ?He replied ‘‘when responsibilities are

entrusted to unit person then wait for the doomsday.

19. ‘‘give the laborers wages before his perspiration be dry.’’

20. ‘‘whosoever engages a worker on work should mention the wages in advance.

21. ‘‘Allah says that I will as plaintiff, on the day of judgment. Against the person who engages

someone on work and takes full work from him but does not give him (full) wages.

22. ‘‘Those who work under you are your brothers. Allah has placed them to work under you. So if a

brother is working under another brother it is incumbent upon the brother in authority to provide the

same food for his younger brother as he takes part himself and gives him the same clothing as he

wears and does not part put too much workload on their workers shoulders lest they are

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overburdened. And if they are overburdened. You should come to their helps.”

23‘‘Allah likes bad that when someone does anything. If must be done perfectly well”.

24. ‘‘The employee who worships Allah through discharging his duties to his employers properly

and sincerely and obediently well have to rewards”.

25.‘‘ Whoso is able and fit and doth not work for himself or for other, God is not gracious to him”

Working Conditions and Employer Relations

Being a new immigrant or a refugee was noted as a challenge by our participants – largely

because it translated into a lack of Canadian experience to employers. Regardless of the type

of care setting in which they work, the immigrant care workers in our study describe how

they are working more than one job due to lack of full time work provided by employers, and

how they feel isolated at work because they are so busy. Despite a generally good rapport

between the workers and their employers, some immigrant care workers feel that they are

assigned heavier workloads by their employers because they are immigrants. Most of the

interviewees report that their relationship with Canadian as well as with other immigrant co-

workers is similarly good, but some note that their Canadian co-workers tend to complain

about their language challenges in particular, their accent. Some setting specific concerns

include how homecare workers report that they are often asked by the employers or their

families to do additional work not included in their job contracts. Similarly, live-in caregivers

report how they are often expected to be available at all times because of their live-in status.

Indeed, the effect of immigration status on employment opportunities and conditions was

particularly important in the case of live-in-caregivers because they are restricted from

working for another employer than the one who sponsored them.

Because immigrant care workers have taken on more than one job to make ends meet, they

were placed in a position to be able to compare the work across settings. The majority of the

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respondents feel that nursing homes are more demanding work places than home care,

hospitals or retirement homes due to heavier work load, more difficult patient conditions and

an overall shortage of staff and supplies. Most felt that this had important implications for

quality of care (discussed below).

The findings of this study also show that immigrant care workers in long-term and homecare

settings experience a high level of isolation both at home and work. They do not socialize

during their breaks at work mostly due to the lack of time and organization of staff in LTC

settings. They have a few friends, mainly from their native countries, but they do not see

them very often due to busy schedules. Integration services do not play a big role in lives of

this group of workers - they are used largely when they need a more technical kind of help

(for translation of papers, for instance). In the case of more complex life issues, the workers

rely on help of family, friends and sometimes ethnic organizations.

Employer and Employee Relationship

When employers start a business (or open a branch of an existing business), they require

employees to produce, administer, organize, publicize, sell, transport, maintain, repair, etc.

They advertise job openings, conduct interviews, and hire individuals based on qualifications,

requirements and wages. They usually provide training to newly-hired employees and make

them aware of the company's policies, rules and goals. They assign tasks according to the job

positions and employee profiles, and may offer vacations, health insurance coverage,

workers’ compensation, and other benefits. But one day, sooner or later, the employer may

serve an employee the dreaded pink slip, and terminate his/her employment without any valid

reason or cause. The employee becomes an ex-employee and, usually but not always, is

eligible for unemployment insurance. And his/her employment process begins again.

From the beginning of the employment to the end, the employee may have been treated

unlawfully, discriminated against, harassed, denied his/her due wages or benefits, made to

work in unsafe conditions, or wrongfully terminated.

Years ago, the relationship between employer and employee was governed by the assumption

that employers were like kings and were free to offer any terms of employment and treat their

employees in any way they dictated, and the employees were free to either accept or reject

those terms (i.e., take it or leave it). There were few laws and protections available to

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employees that would safeguard their interests at times of manipulation, shabby treatment,

defamation, discrepancies, retaliation, unfair practices, etc. Employees did not have a

platform to voice their protests.

Initially, it was the unions that protested employers' unfair practices and demanded that

employees be provided rights. In the 1930s, the federal government enacted the National

Labor Relations Act (NLRA), which called for fair wages and safe workplaces. The NLRA

set off a deluge of new laws governing the workplace.

With the Civil Rights Movement of the 1960's, the federal government, followed by many

state governments, began to enact laws prohibiting discrimination against women and

minority group members and barring discrimination against older employees. In 1970 the

federal government enacted the Occupational Safety and Health Act (OSHA), setting

minimum workplace safety standards. By 1990 Congress had enacted laws prohibiting

discrimination against disabled workers, and requiring employers to reasonably accommodate

such workers if the accommodation did not cause undue hardship on the employer.

Today, employees and job applicants are protected by various federal and state laws. Many

state courts have recognized additional employee rights that have not been set out in written

statutes, but instead are part of common law, based solely upon earlier court rulings.

Employers no longer have the right to treat their employees any way they desire. Employees

have the right to protest, make claims, file litigation, and seek damages, if they believe they

have been mistreated at any stage of the employment relationship.

Successful employer/employee relations involve striking a balance of interests. From the

employer's point of view, industrial relations is about having the right to manage - the ability

to plan for the future so that a company can continue to be a success, to make profits for its

shareholders and to keep its employees motivated. From the employee's point of view, it is all

about securing the best possible conditions and living standards for employees.

Where employees are not happy with working conditions this frequently leads to high labour

turnover, bad timekeeping, and high levels of absenteeism. It may also occur in the form of

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slackness by individuals, poor working, and deliberate time wasting and similar practices.

Other evidence of discontent will be revealed in complaints, friction, ignoring rules and

apathy.

There are a number of forms of organized trade union action, including:

1. withdrawal of goodwill

2. a go slow

3. Working strictly to the rules set out in work rulebooks and sticking rigidly to only doing

tasks set out clearly in a job description

4. Refusing to work overtime

5. Going on strike.

All of these actions are undesirable:

*they reduce company profitability, and its' ability to fulfill orders

*they harm employment prospects, and reduce wages of employees

*they lead to festering discontent

*they cause problems for customers and the economy as a whole.

Thus it is very important to create harmonious workplaces for the benefit of all concerned.

The work of ACAS therefore is primarily concerned with outlining good practice and models

of harmonious working practice.

Trade unions

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A trade union is an organized group of employees who have joined together in an officially

recognized organization to further their common interests. These employees may have in

common a skill, a trade, an industry, an employer or an occupation. Some unions (general

unions) are made up of workers in several industries. Trade unions are formed, financed and

run by their members.

Benefits of employer and employee co-operation

Employer/employee relations refer to the communication that takes place between

representatives of employees and employers.

Much of the employee relations involve employees and employers working together. Indeed,

part of the aim of the European Union's social policy today is to create a system of shared

responsibility of employers and employees for working practices, conditions and other areas

of working life.

This policy of shared responsibility is called co-determination.

Discussions between employers and employees typically cover the following areas or rights:

*pay

*bonuses

*the work environment

*disputes

*work schedules

*grievances

*health and safety

*hours of work

*production targets.

The Advisory, Conciliation and Arbitration Service was set up in 1974 to try and create more

harmonious working relationships in this country. It negotiates in disputes between

employers and employees as well as establishing codes of practice and principles for

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harmonious relationships. It has been tremendously successful in its work because today

there are relatively few major employment relations disputes in this country. Where problems

start to arise in a company, it is an easy process to consult with ACAS to find ways of

improving relationships. Because ACAS has experience of dealing with so many workplaces

it is able to suggest guidelines for harmonious relationships in nearly all situations.

Employee Rights

1. The Right to Employment

As human right, the right to work applies to all human beings, merely by virtue of their being

human but the right is appropriately implemented differently, both in different societies and

for people of different ages and circumstances, infants as well as a other human beings have

the right to work. but because they are physically and mentally incapable of working, it is not

a right they actively exercise. Adults in primitive societies exercise the right differently firm

those in advanced industrial societies.

2. The right to equal opportunity irrespective f sex, race, complexion, etc

In all matters from recruitment to other affairs connected with the job employees should be

evaluated and assessed without any discrimination. A quality and skill should not be ignored

for reasons of sex race, complexion and the like.

3. The right to organize; unions

Unions and their activities can be morally evaluate, just as corporations and their activities

can be morally evaluated. charges of corruption within unions need little discussion here. if

union leaders use union money illegally, of for their own private purpose, such actions are

clearly immoral .although workers have the right to form and join union ,workers have no

obligation to do so what then is the moral status of union shops?

4.The right t have assurance of job security

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Employees should not be kept under threat of apprehension of losing the job any time. Rather

they should be given clear cut firm assurance f job security after expiry of reasonable

probationary period of time.

5.The right to strike

The right to strike has been widely accepted. The discrepancy between the power and

resources of big business and the resources f the individual worker historically put the after at

the mercy of the former. this consideration of the general goods is to sufficient to override the

right of the workers to strike, but it is sufficient to provide the basis for agitation requiring

attempts at negotiation prior to a strike. There are difficulties with any such law. Morality

cannot supply the concrete solutions to labor disputes or to the specific agreements to which

negotiations must lead. but morality can provide a general frame work within which labor

disputes can be negotiated.

6. Civi rights and rights to equal treatment

There are many kinds of rights .civil rights are legal rights that entitle each person covered by

the to certain treatment, or that guarantee on interference in their acting in certain ways. the

right to quall employment regardless of race or sex makes it illegal for employers to

discriminate in their hiring practices with respect. to these. by contact and position, one can

secure other special rights. a business executive of a certain level may earn the right to eat in

the executive restaurant. other employees have the right to eat in the company lunchroom.

7. The right to treatment with respect

The right of an employee to be treated like a human being is a moral right. It is an extremely

broad and, in many ways, a vague right, nevertheless it is a centiliter. its foundations

straightforward. Each person is a human being, a moral agent deserving of respect.

Employees have the right not to be sexually harassed. And as in other areas, they have a right

to get a hearing on such complaints. Office romances are not uncommon, and drawing the

line on what constitutes sexual harassment is sometimes difficult

8. The right to physical security & privacy

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Employees at the time of screening for employment or any other reasons after employment

should not be harassed for privacy physical of otherwise; they should also not be given works

that require movement with risk of physical torture of accident.

9. The right to freedom of speech and association

Employees must not be restricted to ventilate their ideas and feelings whenever they want, of

course within the organizational discipline. They should also be allowed to from groups and

association for recreation, discursion of for any other allowable purposes.

10.The right to a fair trial with due process

It is too unlikely that employees while in the job place may perform some acts which are to

allowable by the norms of the organizations. For any offence committed employees have the

right for justice, they should be give chance to explain their view points and also to appoint

lawyer to explain their view points. Right to appeal to the appropriate authority should also

be opened when a verdict goes against any employee.

11. Rights in hiring, promotion, and firing

Individuals are free to work for whomever they choose, and employers are free to hire,

promote of fire whomever they choose. Although the doctrine sounds fair ad symmetrical, we

have already seen that the elation of individual worker tot large corporation is not an equal

relation. Because the ordinary worker must work to get the work to live, he is both forced to

work and often must accept work not of his preference ad lives in fear of losing his job if he

has o contact guaranteeing him a secure position. Fairness requires that workers not be fired

arbitrary. Arbitrary firing violates the ordinary expectations assumed by workers when

accepting employment. The extent to which ad employee has a right to due process in the

case of firing is still being debated. But there is ample precedent in the area of civil service,

union contacts, ad tenure systems to show that due process is practicable in cases of firing

12. Employee entitlements

Under the SRC Act reasonable medical treatment will be paid based on the employee’s

individual situation. Medical treatment includes services which are provided by, or under the

supervision of a medical practitioner and may also include treatment by health professionals

such as physiotherapists, osteopaths, dentists, as well as prescribed medications.

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Fortnightly incapacity payments may be paid for periods of time off work, or of reduced

earnings, that are as a result of the compensable condition, and are supported by medical

evidence linking the absence with the compensable condition.

Additionally, the SRC Act has a very strong focus on rehabilitation and return to work. The

SRC Act requires Commonwealth employers to take responsibility for the rehabilitation of

employees with work related injuries.

For more information see Fact Sheet — Overview of the Safety, Rehabilitation and

Compensation Act 1988 (the SRC Act) and Fact Sheet — Rehabilitation and return to work

policy and strategies.

13. Confidentiality

The information provided by the employee to enable their claim to be determined is subject

to the ‘privacy principles’ under the Privacy Act 1988. This information cannot generally be

used for purposes other than compensation, rehabilitation and occupational health and safety

or other specific circumstances permitted by the SRC Act, Privacy Act or other legislation.

In certain circumstances, information obtained for a compensation claim or rehabilitation

program may be given to:

treating and/or other medical practitioners

the employer

an approved rehabilitation provider

Comcare’s or a self insurers’ legal representatives

law enforcement authorities

Comcare investigators

Centre link

Courts, Tribunals and/or other Commonwealth agencies where there is an obligation under

law to provide it

superannuation boards

the Safety Rehabilitation and Compensation Commission

14. Providing misleading or false information

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If at any stage the employee becomes aware that they have made a misleading statement (for

example on a claim form) they can amend this by writing to the claims manager. Uncorrected

false or misleading statements may lead to delays in a decision on the claim. In certain cases,

it may also lead to Comcare taking action under the Crimes Act 1914. From time to time,

Comcare may undertake investigations into the legitimacy of a claim if it appears, amongst

other things, that the information provided may be false or misleading. This helps ensure that

only legitimate compensation claims are accepted.

15. Access to file material

At their request, Comcare can arrange for the employee to view their file or will arrange to

give them a copy of documents which are held in relation to the claim. It is preferable that the

employee submits their request in writing or requests this in person. This is to ensure that the

employee’s documents are not provided to someone else. There will be no charge for the

information provided.

International Employee Right (IBM Guidelines)

Following is the guidelines provided by IBM to be followed by the executive in different layers of the organization:

There are three major parts of IBM Guidelines given as:

A. Entry to firm B. Record MaintenanceC. Access

A. Entry to Firm:

1. Restrict collection of data to essentials:

a. Do not ask for birth data, employment of spouses, relatives at IBM, previous addresses, previous arrests, previous treatment of emotional illness, etc.

b. Do ask for name, address, previous employer, education, and convictions within past three years.

2. Undertake background checks only with consent and knowledge of applicant. No outside agencies are assigned this function.

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3.Do not administer personality tests or polygraphs.

4. Do not give general intelligence tests if some other means of assessment are available.

5. Do administer valid aptitude tests.

B. Record Maintenance

1. Performance appraisals, grades in IBM courses, and records of convictions that are 3

years old are purged from files.

2. Do not use social security numbers on identification badges or medical and dental

claim cards. Do not give out number without employees consent.

3. No taping of conversation without consent.

4. Keep employees attendance, performance, vacation schedules etc. for very limited

time.

C .Access

1. Line mangers allowed to see only job related information. They do not see such

information as medical benefits, payroll deductions, payments for educational

programs, wage garnishments, and the like.

2. Outside organizations requesting references receive only job title, place of

employment, and date of employment. Give out other information only with consent

of employee.

3. Creditors, attorneys and private agencies receive no information without consent of

employee.

4. Employee is allowed to review personal file with the exception of business planning

information concerning future salary schedules and promotions

Employee’s responsibilities

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The employee’s responsibilities include:

promptly reporting to their employer the details of any accident, injury or disease that

might be related to their work

co-operating with their employer, case manager and rehabilitation provider to achieve a

full return to work if this is appropriate

Additionally, employees may be required to attend a medical appointment if arranged

by Comcare or another determining authority and to notify Comcare or the

determining authority of any third party action taken or change to their personal

circumstances.

Reporting the details of any accident, injury or disease

The employee has the responsibility to report any accident, injury or work-related

illness or disease to their supervisor or personnel section as soon as possible. It should

be reported on an Incident Report Form (or equivalent form) which can be obtained

from the employer.

Commonwealth employers are covered by the Occupational Health and Safety

(Commonwealth Employment) Act 1991 and must keep a record of any incidents and

dangerous occurrences that happen in the workplace. The records may be used to help

prevent similar incidents in the future.

Co-operating to return to work

The employee must participate actively in any return to work program agreed to with

their case manager and rehabilitation provider. Also, where relevant, the employee

must implement any professionally recommended and agreed changes to their work

practices, workplace environment and/or home environment in consultation with their

employer to minimize the chance of further injuries or accidents.

Compensation payments may be suspended if the employee refuses or fails without

reasonable excuse to participate in their return to work plan without consulting the

case manager. For further information see Fact Sheet — Rehabilitation and return to

work policy and strategies.

Attendance at medical appointments made by Comcare

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The employee is obliged to attend any medical examination arranged by Comcare or

another determining authority unless they are able to provide a reasonable excuse as

to why they cannot attend. If the employee does not attend an examination or in any

way obstructs an examination, without providing a reasonable excuse, all their rights

to compensation benefits and all other activity on the claim will be suspended, until

the examination takes place.

Reporting change of circumstances

Employees receiving compensation benefits should advise any change to their:

name

address

number or circumstances of their dependants

employment (including employment outside the Commonwealth or ACT government,

whether voluntary or otherwise)

earnings

medical condition

bank account details (if their incapacity benefit is being paid directly into their bank

account)

Third party action

If an employee, their dependants, or another person, institutes legal action against a third

party or against a Commonwealth or ACT Government employer in relation to their work-

related injury or illness, Comcare or the relevant determining authority must be notified, in

writing, within seven days, that those proceedings have been instituted.

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Wages & Benefit

Every organization or employer has faced the problem to setting up the salaries. Many of

organization does not pay the proper or accurate salaries. Therefore most of employees dose

not

work properly to produce product for the organization. So organization or employer must

have to pay the salaries in right time. From the moral view it is very easy to say that the firms

should pay a fair and just wages.

In general matter in an ethical organization the basis of remuneration should be distributive

justice, with a wage and salary system that centers on the employees value to the business.

Conclusion:

At list wee can say that, Both employer employee are very much helpful each other in every organization. In the organization they are maintain a good relationship each other. they are also main tend the organizational rules. organizational discipline etc. In a origination employee have some rights. Organizational officer must gave them those rights. In Bangladesh basis employee have two times vacation. Employee must have get bonus in eid-ul-fithur and eid-ul-azha. organization or employer must have to pay ther service value, bonus, overtime salary in the right time.

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Reference

1. http://www.thetimes100.co.uk/theory/

2. http://www.businessethics.co.uk/php245/?

3. Text book- business ethics

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