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Extra info for Business Ethics in the Social Context: Law, Profits, and the Evolving Moral Practice of Business

Example text

Three cases demonstrate how unjust discrimination lodges in common business practices and attitudes: in setting job qualifications, in collective bargaining agreements, and as inadvertent sex stereotyping in hiring and promotion decisions. 2 Three Cases of Bias Griggs Versus Duke Power Company3 Prior to 1970, Duke Power Company of North Carolina required a standardized general education (aptitude or ‘‘intelligence’’) test of every job applicant for any Department other than their Labor Department.

We will take on three current issues: Electronic monitoring; drug testing; and genetic testing (and other health inquiries). 2 Electronic and Video Monitoring The technology of monitoring continues its relentless advance: we can now store the data from computerized performance monitoring to review the number of keystrokes in an employee’s day, to watch his or her computer screens, track the destination and length of telephone calls. ) The problem with all this electronic monitoring, according to employees subject to it,16 is that it is dehumanizing to be judged by a machine, that the machine cannot measure good work as opposed to much work, and that the devices regularly permit employers to read e-mail and notes stored on the computer for personal reference only.

An alcoholic employee may be fired; but it is no longer a simple matter to do so. 17 One obvious alternative is hair sampling. ), observation to make sure it is the employee’s own hair can be accomplished without direct viewing of the private parts or their functions, and traces of drugs can be detected in hair strands for up to 90 days after the employee has used them. Yet in 1996, two employees of Global Access Telecommunications in Boston, who had cheerfully submitted to urine tests, were dismissed for refusing to give hair samples.

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