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For example, VA regional director Michael Moreland received a bonus of approximately $63,000 and a five-page performance evaluation that made no mention of an outbreak of Legionnaires' disease that led to the deaths of six veterans and illness for 21 others at a Pittsburgh VHA hospital for which Moreland was responsible.
The failure to understand and manage ethical risks played a significant role in the financial crisis. The difference between bad business decisions and business misconduct can be hard to determine, and there is a thin line between the ethics of using only financial incentives to gauge performance and the use of holistic measures that include ethics, transparency and responsibility of stakeholders.
Employers have varying views of sleeping while on duty. Some companies have instituted policies to allow employees to take napping breaks during the workday in order to improve productivity [11] while others are strict when dealing with employees who sleep while on duty and use high-tech means, such as video surveillance, to catch their employees who may be sleeping on the job.
Employees can be sacked for serious misconduct. However, in November 2007, the Employment Authority decided that having a shouting match with the boss, which included obscenities and personal abuse, did not amount to serious misconduct, at least when the boss contributes to the dispute. [ 20 ]
Common examples of workplace aggression include gossiping, bullying, intimidation, sabotage, sexual harassment, and physical violence. [5] These behaviors can have serious consequences, including reduced productivity, increased stress, and decreased morale. Workplace aggression can be classified as either active or passive.
Former BP CEO Bernard Looney is forfeiting about $40 million in severance because the company’s board determined he engaged in “serious misconduct” for not fully disclosing his relationships ...
Supreme Court standards prohibit officer use of force only if it is "malicious and sadistic." Courts rarely rule that extreme violence hits that bar.
An example occurred in the Canadian health ministry, when a new employee wrongly concluded that nearly every research contract she saw in 2012 involved malfeasance. [ 37 ] [ 38 ] The result was the sudden firing of seven people, false and public threats of a criminal investigation, and the death of one researcher by suicide.