R & S Electronic Service Company Case Study

Many businesses, employers, and employees are often faced with tough decision within the workplace that could forced them to make decision based on legal decision, moral decisions, and ethical decision. After reading the case study regarding compensation/discrimination at R&S Electronic Service Company, I have determined that all parties within this case scenario of stakeholders. Stakeholders are defined as any person with an interest or concern of a business. As we begin to identify the key stakeholders and their specific interest in the Family Business we must break down each individual and the role they play in the business. As mentioned, Jane just recently hired onto R&S electronics Services as the head of the Payroll Department. Under

According to U.S Labor laws, it is possible that R&S Electronics Services has a written contract to it’s employees stating that they have the ability to fire any employee “for a good reason, bad reason, or no reason at all”. Therefore, if Jane decides to voice her concerns to Brad, it is highly possible that those concerns will be brought to the attention of Eddie and Greg, which will lead to senseless retaliation by Eddie to have Jane fired for discussing employee salaries and pay scales. Based on my readings of the text, there are no direct laws that could protect Jane from “Whistleblowing”, unless she was a member of a unionize work force, which the U.S. Supreme Court announced that “an employer could not use employment-at-will as a means of “intimidating or coercing its employees with respect to their self organization” (Halbert & Ingulli, 2012). Jane, however, could attempt to file a lawsuit against her company if faced with retaliation, and this lawsuit could affect the

According to Britannica (2014) Eighteenth-century German philosopher, Immanuel Kant, stated, “Act only according to that maxim by which you can at the same time will that it should become universal law”. Halbert & Ingulli (2012) states: “deontological ethics is marked by steadfastness to universal principles – for example, respect for life, fairness, telling the truth, keeping promises – no matter what the consequences.” Under this approach, Jane should have no fear to voice her concerns regardless of the outcome considering retaliation. On the other hand this approaches outlines the ability for one to keep promises. Based on the case study, it was clear that Eddie specifically informed Jane of the need for maintaining strict confidentiality regarding employee salaries and pay scale, therefore, Jane accepting the position would have the obligation to keep that promise to Eddie, and if not face consequences. However, this approach speaks more volumes to absolute fairness, and telling the truth, therefore, I would recommend Jane taking this approach over the Utilitarianism