The Triangle Shirtwaist Fire Research Paper Example | Topics and Well Written Essays - 2500 words

The Triangle Shirtwaist Fire - Research Paper Example 146 garment workers lost their lives and 71 people injured due to this disaster in which 23 were men employees and the rest 123 were the female employees. The Triangle Shirtwaist Factory was located in Asch Building. This factory occupied the entire eighth, ninth and tenth floor of the Asch building. The fire took place due to burn of the garbage and wastages. Poor administration and management caused the death of several priceless lives. The employees in the ninth floor did not get any kind of notification or fire alarm right after the breakout of fire. However, the legacy of this disaster still continues as the citizens of United States of America still share their sadness in the memory of the victims. This particular disaster forced the government regulatory bodies to develop several legislations and policies for the organizations in order to ensure workplace health and safety of the employees. This essay will determine the impact of The Triangle Shirtwaist factory Fire on the emp loyers, employees, community, and industry and labor movement. Effect on Labor Movement It is true that this accident is considered as the deadliest industrial disaster in the history of the United States of America. Several immigrants from Italy including both men and women were the major victims of this disaster. This accident had a strong legacy. One week after the disaster, the workers in the state planned to host a meeting regarding the inadequate workplace environment and lack of safety aspect in the factories and workplace. The citizens of United States of America and immigrants from different countries participated in the meeting to reform a labor movement in order to raise the voice against inadequate workplace health and safety aspect. People of all religious and cultural background started to host a merge or procession in the memory of victims to raise the voice against the business owners who do not think about the good health and safety of the workers. Few days, after t he meeting, near about 3, 50, 000 people participated in the funeral march for the victims who lost their lives due to the particular industrial disaster (English 1). It is true that employees or the labors are the major business growth drivers of an organization. It is the responsibility of the business owners tom ensure healthy and safe workplace environment. However, immigrants from other countries started to leave their jobs due to immense fear from the particular incident. In addition to this, the social environment in United States of America was not favorable for the immigrants and the citizens of lower income group. The economic environment of United States of America was not that much prosperous and developed. People of lower or lower-middle class income group had to face difficulty to lead a healthy and standard life style. These issues were developing for several years in the United States of America. But, the Triangle Shirtwaist Factory Fire ignited the flame among the p eople. They tried to oppose the inadequate industrial standards and organizational policies through protest merge. However, it was highly important and essential for these immigrants and deprived citizens to get united and oppose the developed policies. A strong labor movement took place across the States in protest of the brutal disaster which forced the government regulatory bodies, industrial regulatory bodies

Employment At Will Doctrine Assignment Example | Topics and Well Written Essays - 1500 words

Employment At Will Doctrine - Assignment Example Therefore, even when there is no written contract between the employer and the employee, as long as there was an oral contract, termination of employment should only be for cause and the correct procedures have to be followed (Arnow-Richman,  Glynn, & Sullivan, 2007). The covenant of good faith exception states that the dismissal of an employee is illegal if it is done with malicious intentions or in bad faith, e.g., firing an employee just before a large commission on the job completed is payable. Apart from common law exceptions, there are also other statutory exceptions that are not as popular as their counterparts and have not been widely adopted in many states, for most are similar to the common law exceptions (Stone,  2007). In regard to the first case where one of the employees posted a rant on Facebook criticizing the company’s most important customer, it is very clear that he has gone against the good will of the company and his actions can cause a great loss to t he company. Posting a rant on social media amounts to engagement in matters of public interest and going against professional code of ethics. Therefore in regard to the doctrine, publicly criticizing the company’s most important customer is against the company’s ethics, hence the best decision will be to fire him and that will not cause the company any legal damages (Johnson & Wall Jr., 2006). In the second case, Jim sent an email to other salespeople protesting a change in commission schedules and bonuses and suggesting everyone boycott at the next sales meeting. Jim has the freedom to exercise his right of expression. This is the contravention of the implied covenant of good faith and fair dealing. The... With this security established, the employees will prefer to report any illegal undertakings internally rather than externally, hence giving the company a chance to deal with the affairs appropriately, reducing the risk of bad publicity. A good whistleblower policy should clearly define what type of acts need to be reported. This is to prevent reporting of petty issues that can be dealt with at lower management levels. Also, the issues to be reported should be those that involve breaking of companies’ regulations or public policy. It should also clearly define the channels to be followed when reporting any wrongdoing. This will avoid information getting into the wrong hands who may use it for blackmail instead of taking the necessary action. The policy should also have general regulations that protect the whistleblowers. Therefore, for any company aiming to reduce scuffles between the management and employees, it should adopt a good whistle blower policy, follow the employment -at-will doctrine together with the exceptions, and try as much as possible to use utilitarianism in decision making. In as much as both the common law and the exceptions to the employment-at-will doctrine exist, the presumptions still remain a very important feature in many organizations. An employee may have a lot of claims, but it may be hard to prove them. Apart from that, the claims may be not recognized in some jurisdictions since the interpretation of the protections and exceptions in the common law may be misconstrued.