ABC/123 Version X 1 HR Ethics Scenarios Worksheet HRM/300

ABC/123 Version X 1 HR Ethics Scenarios Worksheet HRM/300 Version University of Phoenix Material HR Ethics Scenarios Worksheet

Answer the following questions for each corresponding scenario in no more than 350 words each. 1. The HR Director is having lunch outside the office. She hears a competitor talking about a significant change in their business that could affect the performance of her own firm. What is HR’s ethical duty? Explain why this may fall under corporate responsibility and insider trading. 2. The head of HR refers a family member to a department head for consideration in an “unposted” job. What do you do? Explain this in the context of the corporate responsibility of conflict of interest. 3. You just started your new job as the Director of HR for a government contractor. After being there for a few weeks, you notice that employees are being periodically drug tested. However, the tests don’t appear random and tend to focus on one specific group. Why is it important to investigate and resolve the issue immediately? What should the investigation include? Does the Drug Free Workplace Act apply here? 4. The manager at one of your locations calls you and wants to terminate an employee for having religious quotes in his desk area. The area is located in the back room and no one but that person has access to the room. Do you make the person remove them? Why or why not? Can the employee file a lawsuit under the Civil Rights Act, Title VII (1964)? Why or why not? Explain why the manager might not have a case for making the employee take the quotes down.

Paper For Above instruction

Ethical considerations in Human Resources (HR) are foundational to ensuring that organizations operate within legal frameworks while maintaining integrity and fairness. The scenarios presented highlight complex issues that HR professionals must navigate to uphold ethical standards, legal compliance, and corporate responsibility. This paper examines each scenario in detail, analyzing the ethical duties involved, legal implications, and best practices grounded in established HR principles and ethical theories.

Scenario 1: Listening Outside the Office and the Ethical Duty

In the first scenario, the HR Director overhears a competitor discussing strategic business changes that could impact her firm. The primary ethical duty here is confidentiality and the obligation to avoid engaging in or facilitating insider trading. Insider trading involves buying or selling securities based on material, non-public information, which is unethical and illegal according to securities laws (Fischer & Ferrell, 2020). From an ethical standpoint rooted in Kantian ethics, HR professionals must act according to principles of honesty and integrity, avoiding exploitation of insider information for personal or organizational gain (Kant, 1785/2012).

This situation also overlaps with corporate responsibility—specifically, the obligation to promote transparency and to prevent illegal activities such as insider trading. HR’s role includes ensuring compliance with legal standards and fostering an ethical corporate culture that discourages insider trading behaviors. The ethical duty extends to reporting suspicions or illegal activities through proper channels, such as a compliance officer, rather than acting on the overheard information.

Scenario 2: Referring a Family Member for an Unposted Job

Referring a family member to a department head for an unposted position raises concerns about conflicts of interest and favoritism. Ethically, HR professionals are obliged to avoid situations where personal relationships influence employment decisions, potentially impairing fairness and meritocracy (Davis & Kaplan, 2019). The principle of conflict of interest recommends transparency and adhering to organizational policies that prevent nepotism.

The appropriate action involves disclosing the relationship to relevant supervisors and ensuring the selection process remains fair and impartial. If the organization has policies prohibiting nepotism or conflicts of interest, these should be enforced consistently. Failing to address such conflicts can undermine trust in HR processes, affect team morale, and expose the organization to legal challenges under anti-discrimination laws.

Scenario 3: Drug Testing Focused on Specific Groups in a Government Contract

In the third scenario, the HR director notices targeted drug testing that does not seem random, which raises questions about discrimination and privacy rights. Immediate investigation is necessary to ensure compliance with legal standards and uphold fairness (U.S. Department of Labor, 2020). Discrimination in drug testing can violate the Civil Rights Act and the Equal Employment Opportunity Commission (EEOC) guidelines.

The investigation should include reviewing testing procedures, interviewing affected employees, and examining documentation for inconsistencies or biases. Ensuring that testing policies are applied uniformly is essential. The Drug-Free Workplace Act of 1988 mandates maintaining a workplace free of illegal drugs but emphasizes nondiscriminatory practices. Violating this principle risks legal liability and damage to organizational reputation.

Scenario 4: Religious Quotes in a Back Room and Legal Implications

The manager’s desire to terminate an employee for displaying religious quotes in his personal workspace touches upon religious freedom and workplace accommodation under Title VII of the Civil Rights Act (1964). Since the quotes are located in a back room with restricted access and no other employees are affected, compelling the employee to remove them may be viewed as an unnecessary restriction on religious expression (Equal Employment Opportunity Commission, 2020).

Legally, the employee could potentially file a lawsuit claiming that the restrictions on religious expression amount to religious discrimination, especially if the quotes are displayed elsewhere or if other employees are allowed similar displays (McDonnell Douglas Corp. v. Green, 1973). However, because the quotes are in a private, isolated space and not interfering with others' rights or workplace safety, the manager might not have a strong legal case for termination solely on this basis. It is preferable for managers to accommodate religious expression unless it causes undue hardship.

Conclusion

These scenarios underscore the importance of ethical awareness and legal compliance in HR practices. HR professionals bear the responsibility to uphold confidentiality, fairness, legality, and respect for individual rights while fostering an organizational culture grounded in integrity. By adhering to ethical principles and legal standards, HR can effectively navigate complex situations, mitigate risks, and promote a workplace environment that respects diversity and organizational values.

References

• Fischer, J. & Ferrell, O. C. (2020). Business Ethics: Ethical Decision Making & Cases. Cengage Learning.
• Kant, I. (2012). Groundwork of the Metaphysics of Morals (H. J. Paton, Trans.). Harper & Row. (Original work published 1785)
• Davis, G., & Kaplan, S. (2019). Ethics in Human Resource Management. Journal of Business Ethics, 154(1), 45-58.
• U.S. Department of Labor. (2020). Enforcement of Workplace Drug Testing and Considerations. https://www.dol.gov/agencies/olms
• Equal Employment Opportunity Commission. (2020). Religious Discrimination. https://www.eeoc.gov/laws/guidance/religious-discrimination
• McDonnell Douglas Corp. v. Green, 411 U.S. 792 (1973).
• Fitzgerald, S. (2018). Ethics and Compliance in HR Practices. Human Resource Management Journal, 28(2), 163-172.
• Stone, R. J. (2017). Managing Human Resources (10th ed.). Wiley.
• Bowen, D. E., & Maloney, W. A. (2017). What's Right for HR? Ethical Dilemmas and Decision-Making. Organizational Dynamics, 46(2), 107-113.
• Resnik, D. B. (2018). What is Ethics in Research & Why is it Important? National Institute of Environmental Health Sciences. https://www.niehs.nih.gov/research/resources/ethics/index.cfm