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Whistle Blowing Presentation

The document discusses whistleblowing and the obligations and limits of employee loyalty to an employer. It defines whistleblowing as when an employee reports wrongdoing within their organization. It outlines different types of whistleblowing and provides an example case. The document considers under what circumstances employees should blow the whistle, factors to consider before whistleblowing, and steps organizations can take to prevent external whistleblowing.

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Ayaz Buledi
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578 views17 pages

Whistle Blowing Presentation

The document discusses whistleblowing and the obligations and limits of employee loyalty to an employer. It defines whistleblowing as when an employee reports wrongdoing within their organization. It outlines different types of whistleblowing and provides an example case. The document considers under what circumstances employees should blow the whistle, factors to consider before whistleblowing, and steps organizations can take to prevent external whistleblowing.

Uploaded by

Ayaz Buledi
Copyright
© Attribution Non-Commercial (BY-NC)
We take content rights seriously. If you suspect this is your content, claim it here.
Available Formats
Download as PPT, PDF, TXT or read online on Scribd
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w w

   
m Among all of the rights one of the most
important is the freedom of speech. But the
question arises that how far this right is
extended into the corporation, especially if
an employee observes an employer
committing an illegal or immoral activity that
could harm others. What are the obligations
and limits of employee loyalty to the
employer under what circumstances should
employees blow the whistle on their
supervisor, managers or firms
w w

m Whistle blowing is the attempt of an


employee or former employee of an
organization to disclose what he or she
believes to be wrongdoing in or by the
organization
TYPES
Whistle blowing can be:
m internal (reported to the executive)
m external (reported to the external
groups or enforcement agencies)
m personal (harm reportedly done only
to the whistle blower)
m impersonal (harm observed as done
to another).
EXAMPLE
m |oland LeBlane of Natick , Massachusetts and a
former inspector for the defense department
contract administration service has charged
|eytheon with knowingly shipping defective missile
and radar parts to the army and navy and
fraudulently fabricating data to hide the problems.
Under the federal false claims act which was
intended to encourage citizens to report fraud by
awarding whistle blowers 25 percent of any damages
paid to the government. The first US circuit courts of
appeals in 1990 that LeBlane as a employee could
not sue his employer. LeBlane since then is fighting
his case in different courts for more than seven
years
? T S
m When the firm through a product or policy
will commit serious and considerable harm
to the public the employee should report
the firm.
m When the employee identifies a serious
threat of harm he or she should report it
and state his or her moral concern.
m When the employee¶s immediate supervisor
does not act the employees should exhaust
the internal procedures and chain of
command to the board of directors.
? T S
m The employees must have document evidence that
is convincing to a reasonable impartial observer that
his or her view of the situation is accurate and
evidence that the firm practice product or policy
seriously threatens and puts in danger the public or
proud user.
m The employee must have valid reasons to believe
that revealing the wrong doing to the public will
result in the necessary changes to remedy the
situation .The chance of succeeding must be equal
to the risk and danger the employee takes to blow
the whistle.
w Ew STLEL wERS
S L TEPR TE?TE
The most obvious conditions when whistle-
whistle-blower should not
be protected are when their accusation is false and their
motives are not justifiable or accurate.

David Ewing (1977) states the following instance when whistler-


whistler-
blower should not have freedom of speech against their
employers:

m when divulging information about legal and ethical plans,


practices, operations, inventions and other matters that should
remain confidential and that are necessary for the organization
to performs its work efficiently.
m When an employees personal accusation are irrelevant to
question about policies and practices that appear illegal.
w Ew STLEL wERS
S L TEPR TE?TE
m When an employee accusation do not show a
conviction that a wrongdoing is being committed
and when such accusation damage the
organizations moral.
m When employees complain against a managers
competences to make daily routine decisions that
are irrelevant to the legality, morality, or
responsibility of management actions.

When employees object to their discharge, transfer


or demotion if management show that unsatisfactory
of a code of conduct was reason for the decision
ÔA?T RST E? SER
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