There are cases involving employees who blew the whistle as an act of revenge against their employer or supervisor, for instance. One of the barriers to whistleblowing is the belief—widespread in the professional world—that individuals are bound to secrecy within their work sector.
As a result, in the United States whistleblower protection laws and regulations have been enacted to guarantee freedom of speech for workers and contractors in certain situations.
Whistleblowers have the right to file complaints that they believe give reasonable evidence of a violation of a law, rule, or regulation; gross mismanagement; gross waste of funds; an abuse of authority; or a substantial and specific danger to public health or safety. Whistleblowing is often the subject of heated debate and controversy. The Edward Snowden case is a good example. He disclosed information exposing the level of NSA surveillance, showing that they data-mined information on hundreds of millions of individuals.
Is it right to report the shady or suspect practices of the government? These are the ethical challenges one faces. As part of the Dodd-Frank legislation passed by Congress in response to the financial crisis, the Securities and Exchange Commission SEC established a whistleblower-rewards program to provide employees and other individuals with the opportunity to report financial securities misconduct. Whistleblowers can be employees, suppliers, contractors, clients, or any individual who becomes aware of illegal business activities.
The protection of federal employees is under the Whistleblower Protection Act of Many organizations dedicate themselves to addressing whistleblowing, but some organizations specialize in specific aspects of it. Many organizations offer rewards for impactful information, allow anonymous tips, and provide various methods for submission of information. A whistleblower may release information to company officials or a large governing or regulating body.
In cases where fraud or other illegal activity involves high-ranking officials and executive members of management, the optimal choice is to report wrongdoings to a regulating body. The use of the term "whistleblower" dates back to the 19th century.
However, Ralph Nader's coining of the term shifted its connotation from negative to positive. The term combines "whistle," a device used to alert or call attention to, and "blower," referencing the person issuing the alert by the blowing of the whistle.
Less commonly, sports referees were also called whistleblowers as they alerted the crowd, players, and coaches of illegal sports plays. Journalists and other political activists, such as Ralph Nader, excessively used the term during the s, changing the public's understanding of the term to what it is today. One of the most notable whistleblowers is W. Another famous whistleblower is Sherron Watkins, a former Enron employee, who shed light on the company's fraudulent accounting practices.
As a result, Enron ceased operations and brought about the birth of the Sarbanes Oxley Act. Whistleblowers are protected from retaliation should the information provided confirm to be true. This protection includes prohibiting the accused company from taking adverse or harmful actions against the reporter. Antagonistic activities include demotion, termination, reprimands, and other punitive reactions. The whistleblower protection also covers prohibitions against the company pursuing legal action against the whistleblower to recoup losses incurred during the investigation or imposed penalties.
In certain circumstances, more protection may be offered where threats of physical violence against the whistleblower or associates and family of the whistleblower are found. Often the whistleblower may be entitled to a reward as compensation for reporting illicit activities. Usually, this reward is a percentage of the dollar amount recuperated by the government or regulating agency resulting from the whistleblower's information.
Recovery of a minimum amount may be necessary to qualify, and the information provided must be unique or otherwise not previously reported.
Many companies have mechanisms to inform management of wasteful practices. An extrinsic reward is a tangible and visible reward given to an individual or an employee for achieving something. They usually have monetary value such as a salary hike, bonus, award, or public recognition. These rewards are typically financial such as an increase in salary or a cash reward for. Fixed-term employment is a contract in which a company or an enterprise hires an employee for a specific period of time.
In most case it is for a year but can be renewed after the term expires depending on the requirement. In a fixed-term employment, the employee is not on the payroll of the company. Description: Under the fixed-term employment contract, the payout or the payment is fixed in ad. Communication is a crucial aspect of any organisation and the principle of scalar chain revolves around the flow of communication from management to the lowest rank in the company.
Scalar chain is a chain of all supervisors from the top management to the person working in the lowest rank. Description: A clear line of communication is very important for any organisation to achieve its objectives.
Decision tree analysis involves making a tree-shaped diagram to chart out a course of action or a statistical probability analysis. It is used to break down complex problems or branches. Each branch of the decision tree could be a possible outcome. Description: The tree structure in the decision model helps in drawing a conclusion for any problem which is more complex in nature. The model is us. A whistleblower is a person, who could be an employee of a company, or a government agency, disclosing information to the public or some higher authority about any wrongdoing, which could be in the form of fraud, corruption, etc.
Behaviourally anchored rating scale or BARS has now become a commonly used methodology by companies to compare the performance of its employees against specific or predefined set of behaviour traits which are linked to specific numeric value or rating from a scale of Description: Behaviourally anchored rating scale combines both qualitative as well as quantitative aspects of assessing empl.
The resignation could be the result of bad working conditions or changes in terms of employment which leaves the employee with no other choice but to quit. Description: Constructive dismissal is very common in organisations.
As such, mo. A restrictive covenant started out as a legal term to govern land owners. It dealt with how a piece of land may be used and developed. Choose your reason below and click on the Report button. This will alert our moderators to take action.
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