B1. Employment
It is GPE commitment to being a great place to work, to employ and treat employees with dignity and respect, compliant with labor laws and human rights in the area of: • Working hours
• Wages and benefits
• Fair treatment
• Freedom of association
Employee wages, overtime payments and related benefits are made in compliant or better than the local minimum wage requirement. GPE established the "Factory Regulations"《厂规》 and the "Factory associated Regulations"《厂规附则》, an employee handbook that covers policies for fair hiring, specifying the working and rest hours with minimum one day rest in each work week, holidays and statutory paid leaves and other remunerations. The employment policy also protect employees in the aspect
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Injuries can be prevented with regular maintenance and installation of appropriate safety devices. PPE (Personal Protection Equipment) is issued at the required workstation. It is used as barriers between a person and a hazard. Both the workers and supervisors are well-informed on the risks and accountability of not wearing the PPE. Regular audits conducted to ensure that worker use the PPE properly.
Company provides adequate ventilation systems, first-aid in production areas and also training in emergency response. Company has a qualified professional who determines which manufacturing operations pose risks of repetitive motion and other ergonomic injuries and to take steps to reduce the associated risks.
Company has appointed qualified agencies to conduct air emission and wastewater testing on a regular basis, access risks and identify occupational hazards and implement improvement actions. The agency also provides the service of handling and treatment of hazardous waste and industrial
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KPI B7.2 - Description of preventive measures and whistle-blowing procedures, how they are implemented and monitored
To uphold our business integrity, work ethics and enhance our understanding of the Prevention of Bribery Ordinance, we have invited Hong Kong ICAC to provide seminar and awareness training sessions for both managerial and general staff annually.
In addition, we have committed to an open working environment in monitoring corruption and illegal behavior, whistle blowing policy and clear procedure enacted to provide whistleblower protection and ensure that all employees are aware of their rights and obligations.
B8. Community Investment
GPE actively supports and participates in the local charity and sport development.
Professional Safety, 46(10), 20-25. Retrieved April 22, 2014, from http://search.ebscohost.com/login.aspx?direct=true&db=bth&AN=5367632&site=ehost-live&scope=site McGuire, C. (2011, April). Workplace Safety 100 Years Ago! Safety Compliance Letter(2524), 1-6.
This is true because one should report and expose the company when they’re acting disloyalty to their employees. Based on the new legislation of 2010, it is encourage and allows employees to report fraudulent and illegal activities within the company. “Does Blowing the Whistle Violate Company Loyalty” states “employees can be rewarded a percentage of the funds that were deemed fraudulent” (p. 175). This indicates that whistleblower is an act of loyalty because the law even encourage whistle blower to expose illegal activities in their company or outside. Some company believes it is ethical for the employee to exposees their coworker for wrongdoing. For example, my company gives incentive up to ten thousands for exposing fraudulent between coworkers and managers. There are many scenarios that whistleblowing is the right thing to do because it can help other people from fraud activities and benefit everyone else that isn’t involve. According to Bok’s example, “the nurse who alleges that physicians enrich themselves in her hospital through unnecessary surgery” (174). This shows that the nurse is loyal because she exposes the wrong doing of the physician. This is an act of loyalty because it can help the patient save money with the unnecessary
It is each worker¡¯s duty to take reasonable care for the health and safety of themselves and others while working. This means that each employee is responsible for:
Business ethics are complicated, multi-issue problems that are ever changing in our fast-paced world. It is a very complex issue entailing many things from corporate ethics to the ethics of responsibility. Whistle blowing is one result of declining corporate ethics and the decline of ethics has declining corporate ethics and the decline of ethics has led to negative impact on the environment. These complex issues must be addressed or an ever increasing basis in the future.
As a recently hired Chief Operating Officer (COO) in a midsize company, multiple personal problems are quickly discovered that require immediate attention. As an astute manager, there is a need to analyze the employment-at-will doctrine and determine if there are any exceptions and liabilities before taking any action. In addition to the personal problems, it is discovered that the company has a no whistleblower policy. By the end of this paper, you will be able to review a summary of the employment at will doctrine, review scenarios of the personal problems of the company and determine if the employee could be legally fired, get an overview of ethical theories, identify whether or not the company should adopt a whistleblower policy, and review justifications of at least three (3) fundamental items that should be included in a whistleblower policy.
Sadly my organizations overlook efforts by whistleblowers to put attention about misconduct occurring inside the organization. The system needs more whistleblowers because those in positions of power are usually skillful at hiding corruption from the public. People with honesty and a desire for truth and justice are our biggest hope for bringing information to this
Whistleblowing is the deed, usually done by an employee of a company, of drawing concern or creating awareness of unethical or illegal behaviour within the corporation to a higher authority or to the public. Whistleblowing can take place internally or externally. Internal whistleblowing is when an employee bypasses an immediate supervisor and reports the issue to a superior level of administration. This type of whistleblowing is kept within the firm whereas external whistleblowing occurs when an employee exposes the wrongdoings of a company to external sources such as the press or law enforcements. There is also a distinction between acknowledged and anonymous whistleblowing. Anonymous whistle-blowing occurs when the whistleblower keeps their identity concealed to protect themselves and their relatives from the consequences put on by the company while acknowledged whistleblowers are willing to withstand the accusations of disloyalty along with the consequences brought on by the company by putting their name behind their deed of whistleblowing.
In the field of aviation, safety is paramount to the successful operation of airplanes and the businesses they support. The field of aviation is a machine with a myriad of moving, complex parts. Perhaps the most critical and forefront of the machine is the human being. In aviation, people hold the positions of pilots, flight crews, maintenance workers, and support staff in order to keep the wheels of society spinning. Since people are the most valuable asset in this field, workplace safety is stressed and practiced with guidance by the Occupational Safety and Health Administration (OSHA). The environment that we live in is also greatly affected by the operation of aircraft. Due to the fragility of the environment and our determination in reducing negative environmental impact, the aviation field also follows standards set by the Environmental Protection Agency (EPA). The difference between OSHA’s and the EPA’s fields of governance is just one of several that we will discuss within this paper.
Whistleblowers are often viewed as heroes of the business world, due to the exposure to the public of unethical practices within companies. While whistleblowing has a bad reputation, it is often encouraged in the work place, due to its benefits. These benefits include, fraud detection, workplace safety, and protecting the workforce as a whole. Along with that, whistleblowing stands as early detections of fraud, or misconduct, within a company, therefor causing an early investigation before these unethical practices spread.
Layoffs are one means by which an organization can reduce expenses with the intent of improving its bottom line. Despite being typically performed as a last resort, layoffs often have a negative impact on the remaining workforce. As a manager, there are numerous areas for concern in managing the workforce going forward. The human costs related to downsizing are “immense and far-reaching” with one of the most profound being survivor syndrome according to Hanson (2015, p. 187). Also known as survivor’s guilt, this condition relates to the emotions felt by those still employed and some of the effects include decreased motivation, moral, and job satisfaction, as well as an increased proclivity to search for other employment. This volunteer turnover being another grave concern for managers, and retention of the remaining workforce is usually dependent on their existing perception of the organization and its culture (Sitlington & Marshall, 2011). Also relayed by
P1 Describe the key features of relevant regulations on health and safety as applied to a working environment in two selected or a given engineering organization
In the recent past, there have been several employees who have brought to light corrupt and unethical business practices on the part of their employer. Whistleblowers are known as internal and external individuals who disclose their firms’ illegal behavior. When faced with such an accusation, some companies have tried retaliating against the informer (Beatty 743). As a result of these cases, there are numerous laws that exist that protect employees from retaliation. Within this paper, the most significant whistleblowing protection statutes and acts will be discussed, as well as, important cases, and the ethics behind whistleblowing.
Whistle blowing is when an employee raises a concern to people who have the correct authority and power to ...
Employers have a legal obligation to inform employees about safety and health standards that apply to their workplace. Employers must establish a written, comprehensive hazard communication program to ensure that employees who work with or near hazardous materials...
Before any disciplinary action can be implemented, a manager must first give advanced warning. Employees must be informed clearly that certain actions will result in disciplinary actions. This is a very important step. It is not the employee's fault if he is not informed of the company's rules, ethics and standards. It is management's responsibility to educate and inform all employees. It is easier to accept discipline if the rules and standards are clearly stated befo...