Professional and Business Ethics in San Francisco

Every employer owes it to the worker to provide adequate working conditions. The employment legislation outlines an employer’s duties to an employee. The obligations and obligations that an employer has to an employee are also outlined by regional legislation. These obligations guarantee that the worker has a comfortable workspace. They also support preserving employee rights. An employer who adheres to these obligations has moral behavior. The accepted ethical standards in the workplace are listed below.

Every workplace has standard obligations for employers. Every employer has an obligation to pay the employee the agreed amount. This duty holds so long as the employee reports at the workplace and executes the delegated functions. Every employee must have allocated tasks and responsibilities. This duty requires the employer provide the employee with work to implement. The law requires the employer to give the employee with the correct information about the rights under their contract (Pride, Hughes and Kapoor 301-302). The employee should have the opportunity to air their complaints, and the organization must address such complaints. Other duties of an employer include observance of health and safety regulations and promotion of mutual trusts and confidence.

The state of San Francisco has the responsibility to safeguard the rights of the citizens. Every citizen in San Francisco has the right to work in a conducive environment. The employment, be it part-time or full-time should result in some benefits to the employee. The government in SF has, therefore, the responsibility to create regulations to safeguard the rights of the employees. These responsibilities involve the development of laws that defines the working hours, the remuneration procedures, job retention abilities, communication procedures and the amount of work (Bisom-Rapp and Malcolm 150). Most organizations have poor employee management processes, which result in a violation of the workers’ rights. Particularly, a part-time employee is potential victims of these violations. Therefore, SF has an obligation to safeguard the rights of the part-time employees.

Part-time employees have an entitlement to individual rights while in the workplace. The majority of the potential employers take advantage of the part-time employees and deny them a chance of leading a decent living. Part-timers have a right to receive enough work that will enable them to lead decent lives. Most of this employee are students and need time to focus on their studies. Therefore, the employer must give provide work-related information in advance. The right to access information in advance will enable them to plan their schedules effectively.

Part-time employees have the right to receive fair treatment. In FS, employers tend to treat full-time employee more equitably than the part-time employees. Consequently, the latter are forced to seek for several part-time jobs from different companies. This injustice has resulted in an increased number of involuntary job-sharers in SF (Bisom-Rapp and Malcolm 163). Currently, the employers in FS are unfair to their part-time employees. Therefore, all freelancers have a right to better salaries, enough work, fair treatment, and correct and timely information.

The legislations that promote ethics in the workplaces are fair to some extent. Most of the legislations serve to protect the rights of the workforces. However, some regulations leave some loophole that employers can take advantage and violate the rights of their workers. For instance, the legislation that requires the employers to give employees additional work leaves room for the organization to determine the reasonable amount of work. The amount of work that an employer may term as fair to a particular company may not be sufficient for sustenance. For such a case, the legislations become unfair to the wage earner.

SF is morally justified in forcing formula retail businesses to recognize fundamental part-time employee rights. Recognition of these rights will help to improve the living standards of the job-sharers. For instance, assigning more work to a part-time wage earner will lead to increased salaries. Ensuring that the part-timer have equal rights with full-time will improve their living conditions. Having equal rights means that they receive similar hourly wage rates. Since the end results of the observed rights are desirable, forcing recognition of the fundamental rights is in line with consequentialism theory (MacKinnon and Fiala 594). According to this theory, a moral rightness of an act is a function of the consequences.

Observing of the fundamental part-time employee rights motivates the employee to works. When employers avail timely information about work to the worker, the wage earners can plan their schedule. This approach together with adding more work to the employee encourages voluntary working, which is more productive than automatic operation. Hence, observing their rights is the most desirable action that an employer can do to help the job-sharers (MacKinnon and Fiala 602). Therefore, observation of the rights is ethical from the non-consequentialism theory perspective.

SF made a tremendous step towards the enactment of the part-time employees’ rights. Other cities should follow suit by developing laws that can safeguard the rights of their employees. Some of the employees tend to take advantage of the part-time wage earners further deteriorating their socioeconomic conditions. Since the federal government has the duty to safeguard the rights of its citizens, then it has an obligation to develop similar rights.

Works Cited

Bisom-Rapp, Susan, and Sargeant Malcolm. Lifetime Disadvantages, Discrimination, and the Gendered Workforce. London: Cambridge University, 2016. Document.

MacKinnon, Barbra and Andrew Fiala. Ethics: Theory and Contemporary Issues. Boston: Cengage Learning, 2016. Document.

Pride, M. William, J. Robert Hughes, and Kapoor. ResumesFoundation of Business. Boston: Cengage Learning, 2016. Document.