BUS 223 Chapter Notes - Chapter 6: Sweatshop, Sexual Orientation, Reverse Discrimination

• School: Ryerson University
• Department: Business
• Course: BUS 223
• Professor: Chris Mac Donald

Document Summary

Due process: right to be protected from arbitrary authority. Let(cid:859)s look at how these affect corporate behaviour toward employees: prudence, law. Ethics & prudence: prudence: to use (cid:858)(cid:272)autious good judg(cid:373)e(cid:374)t. (cid:859) Cant cover everything: limited choice, contracts are always incomplete, o(cid:373)e (cid:858)ag(cid:396)ee(cid:373)e(cid:374)ts(cid:859) a(cid:396)e suspe(cid:272)t. (cid:858)i(cid:374)fo(cid:396)(cid:373)al(cid:859) ag(cid:396)ee(cid:373)e(cid:374)t (cid:373)ight (cid:271)e illusio(cid:374); Is the law enough?the la(cid:449) (cid:272)a(cid:374)(cid:859)t (cid:272)o(cid:448)e(cid:396) e(cid:448)e(cid:396)ythi(cid:374)g. la(cid:449)s a(cid:396)e (cid:396)et(cid:396)oa(cid:272)ti(cid:448)e. In the absence of specific contractual or other legal obligation, you can fire anyone at any time for any reason. Or walk of the job: canada legally, at least have to give (cid:862)reasonable notice. (cid:863) Managers can make effect decisions since they know best and law does(cid:374)(cid:859)t i(cid:374)te(cid:396)fe(cid:396)e. p(cid:396)i(cid:448)ate p(cid:396)ope(cid:396)ty o(cid:449)(cid:374)e(cid:396)s (cid:272)a(cid:374) (cid:272)o(cid:374)t(cid:396)ol thei(cid:396) p(cid:396)ope(cid:396)ty th(cid:396)ough their employees. Employer has to have sufficient and fair cause. Note: not all (cid:862)s(cid:449)eatshops(cid:863) a(cid:396)e the same. some are terrible and some are just rigours working conditions. If the risk is equal or less than the probability of harm in some (cid:272)o(cid:373)(cid:373)o(cid:374) a(cid:272)ti(cid:448)ity, (cid:862)a(cid:272)(cid:272)epta(cid:271)le (cid:396)isk(cid:863)