Workmens Compensation Law Ghana Essay Example for Free

Workmens Compensation Law Ghana Essay Section 1-Application to employees employed by the Republic This Act applies to employees employed by the Republic as well as private persons, except in the case of persons in the Armed Forces. Section 2-Employers liability for compensation (1) Where an employee sustains personal injury by accident arising out of, and in the course of employment, the employer is liable, subject to this Act, to pay compensation in accordance with this Act. (2) An injured employee shall not suffer a diminution in earnings while the employee undergoes treatment for injuries sustained through an accident arising out of, and in the course employment. (3) Where an attending medical officer assesses an incapacity in respect of an injured employee, the employer shall pay the injured employee compensation commensurate with the incapacity so assessed. (4) Subject to sections 3 and 4, where the injury results in death or serious and permanent incapacity, the Court on consideration of the circumstances, may award the appropriate compensation under this Act. (5) The employer is not liable to pay compensation in respect of an injury to an employee resulting from an accident which is attributable to the employee ha ving been under the influence of drink or drugs at the time of the accident (6) For the purposes of this Act, an accident resulting in the death or serious and permanent incapacity of an employee arises out of and in the course of employment, (a) although the employee was at the time when the accident happened acting in contravention of a statutory or any other regulation applicable to the employment, or was acting without instructions from the employer; (b) if the act was done by the employee for the purposes of and in connection with the employers trade or business. (7) Compensation is not payable under this Act in respect of incapacity or a death resulting from a deliberate self-injury. (8) Compensation is not payable under this Act in respect of an inc apacity or a death resulting from personal injury, if the employee has at any time represented to the employer that the employee was not suffering or had not previously suffered from that or similar injury, knowing that the representation was false. Section 3-Compensation in fatal cases (1) Where death results from the injury, (a) if the employee leaves dependants, the amount of compensation shall be a sum of money equal to sixty months earnings: but where in respect of the same accident compensation has been paid under section 5, 6 or 7, there shall be deducted from the sum payable under this paragraph the sums so paid as compensation; (b) whether the employee had dependants or not, the employer shall pay the medical expenses; (c) if the employee did not leave dependants, the employer shall bear the expenses of the burial as required by custom; (d) if the employee left dependants, the employer shall bear the expenses of the burial to the sum of five million cedis or as stipulated in the relevant Collect ive Agreement, whichever is the higher. (2) Where an employee survives an injury, whether the employee has dependants or not, the employer shall pay the medical expenses in respect of the injury. Section 4-Employer to pay medical expenses In an injury under this Act, the employer shall pay the medical expenses in respect of the injury. Section 5-Compensation for permanent total incapacity Where permanent total incapacity results from the injury the amount of compensation shall be a sum of money equal to ninety-six months earnings. Section 6-Compensation for permanent partial incapacity (1) Where permanent partial incapacity results from the injury the amount of compensation shall be, (a) in the case of an injury specified in the Third Schedule, a percentage of the compensation which would have been payable in the case of permanent total incapacity specified in the Third Schedule as being the percentage of the loss of earning capacity caused by that injury; and (b) in the case of injury not specified in the Third Schedule, a percentage of the compensation which would have been payable in the case of permanent total incapacity and proportionate to the loss of earning capacity permanently caused by the injury. (2) Where more injuries than one are caused by the same accident, the amount of compensation payable under this section shall be aggregated, but shall not exceed the amount which would have been payable if permanent total incapacity had resulted from the injuries. Section 7-Compensation for temporary incapacity (1) Where a temporary incapacity, whether total or partial, results from the injury, the compensation shall be the periodical payments or a lump sum of money calculated accordingly, having regard to the probable duration, and probable chan ges in the degrees, of the incapacity. (2) The periodical payment shall be the difference between the monthly earnings the employee was earning at the time of the accident and the monthly earnings which the employee is earning or is capable of earning in any other suitable employment or business after the accident; but (a) the aggregate of the periodical payments or the lump sum of money payable under this subsection shall not exceed the lump sum of money which would be payable in respect of the same degree of incapacity under section 5 or section 6, if the incapacity were permanent; (b) a period of absence from duty certified necessary by a medical practitioner shall be regarded as a period of temporary total incapacity irrespective of the outcome of the injury and a period subsequent to the first period but preceding the final assessment of disability shall be regarded as a period of temporary incapacity; (c) the maximum duration of periodical payments under this section shall not exceed twenty-four months except where the chief labour officer directs the continuance of periodical payments during the continuance of a disability for a further period not exceeding six months; (d) a lump sum of money payable under section 5 or 6 shall not be disturbed by r eason of periodical payments having been made under this section in the event of permanent incapacity following or after temporary total incapacity or temporary partial incapacity. (3) In fixing the amount of the periodical payment the Court may consider a payment, an allowance or a benefit which the employee may receive from the employer during the incapacity. (4) On the ceasing of the incapacity before the date on which a periodical payment falls due, a sum of money proportionate to the duration of the incapacity in that period is payable in respect of that period. (5) Where an employee in receipt of periodical payments under this section intends to leave the neighbourhood in which the employee was employed, for the purpose of residing elsewhere, the employee shall give notice of that intention to the employer who may agree with the employee for the redemption of the periodical payments by a lump sum of money or for the continuance of such periodical payments. (6) Where the employer and the employee are unable to agree, either party may apply to the Court which may order a redemption and may determine the amount to be paid or may order the continuance of the periodical payments. (7) A lump sum of money so ordered to be paid together with the periodical payments already made to the employee shall not exceed the lump sum which would be payable in respect of the same degree of incapacity under the section 4 or 5, if the incapacity were permanent. (8) Where an employee in receipt of periodical payments unde r this section leaves the neighbourhood in which the employee was employed, for the purpose of residing elsewhere, (a) without giving notice as provided in subsection (5), or (b) having given the notice leaves the neighbourhood without having come to a n agreement with the employer for the redemption or continuance of the periodical payments, or (c) without having made an application to the Court under subsection (6), the employee is not entitled to the benefits under this Act during or in respect of the period of absence. (9) Where the employees absence from the neighbourhood exceeds six months without justifiable cause, the employee shall cease to be entitled to the benefits under this Act. Section 8-Compensation for desfiguring injuries (1) Where in an employment personal injury of the description specified in an entry in the first column of the First Schedule by accident arising out of and in the course of the employment, is caused to an employee, the employer shall pay as compensation an amount of money for the injury determined by a medical practitioner recognised by the Government, not exceeding the percentage of the compensation payable in the case of permanent total incapacity that is specified in the corresponding entry in the second column of that Schedule. (2) The compensation payable under subsection (1) is irrespective of whether or not a compensation is payable under any other provision of this Act; but a mutilation in respect of which compensation is provided under the Third Schedule shall not rank as disfigurement under the First Schedule. (3) Where more injuries than one are caused by the same accident, the amount of compensation payable under this section shall be aggregated, but shall not exceed the amount which would have been payable if permanent total incapacity has resulted from the injuries. Section 9-Method of calculating earnings (1) For the purposes of this Act, the monthly earnings of an employee shall be computed in the manner that is best calculated to give the rate per m onth at which the employee was being remunerated during the previous twelve months if the employee has been so long employed by the same employer, but, if not, then for a shorter period during which the employee has been in the employment of the same emplo yer. (2) Where by reason of the shortness of the time during which the employee has been in the employment of the employer, or the casual nature of the employment, or the terms of the employment, it is impracticable at the date of the accident to compute the rate of remuneration, consideration may be given to the average monthly amount which, during the twelve months previous to the accident, was being earned by a person of similar earning capacity in the same grade employed at the same work by the same em ployer, or, if there is a person who is not so employed, by a person of similar earning capacity in the same grade employed in the same class of employment and in the same district. (3) For the purposes of subsection (1), employment by the same employer m eans employment by the same employer in the grade in which the employee was employed at the time of the accident, uninterrupted by absence from work due to illness or any other unavoidable cause. (4) Where the employee had entered into concurrent contract s of service with two or more employers under which the employee worked at one time for one employer and at another time for another employer, the monthly earnings shall be computed as if the earnings under those contracts were earnings in the employment o f the employer for whom the employee was working at the time of the accident. (5) The earnings of the employee under the concurrent contract shall be disclosed to any other employee at the time of engagement with the latter and shall be taken into account only so far as the employee is incapacitated from performing the concurrent contract. (6) On the request of the employee to the employer liable to pay compensation, that employer shall furnish in writing a list of the earnings which have been earned by t hat employee on which the amount of the monthly earnings may be calculated for the purposes of this section. Section 10-Persons entitled to compensation (1) Compensation is payable to or for the benefit of the employee, or where death results from the injury, to or for the benefit of the employees dependant as provided by this Act. (2) Where a dependant dies before a claim in respect of death is made under this Act, or, if a claim has been made, before an order for the payment of compensation is made, the legal personal representative of the dependants do not have a right to payment of compensation, and the claim for compensation shall be dealt with as if that dependant had died before the employee. Section 11-Distribution of compensation (1) Compensation payable where the death of an employee resulted from an injury shall be paid to the Court, and the Court may order the sum of money so paid (a) to be apportioned among the dependants of the deceased employee or any of them in the proportion determined by the Court, or (b) in the discretion of the Court, to be allotted to any one dependant, and the sum of money so allotted to a dependant shall be paid to the dependant or be invested, applied or otherwise dealt with for the dependants benefit in the manner determined by the Court. (2) Where, on an application made in accordance with the Rules, it appears to the Court that, on account of the differences of the circumstances of the various dependants, or for any other sufficient course, an order made under subsection (1) ought to be varied, the Court may make an order for the variation of the former order appropriate in the circumstances of the case.

My Family Heritage Essay -- Personal Narrative Relationships Papers

My Family Heritage Family Defined The word family has changed so much in the past century. A family back in the 1950’s was probably considered a husband, wife, and one or more children. Times have changed and families have become much different. The Interpersonal Communication: Relating to Others book defines family as a, â€Å"Unit made up of any number of persons who live in relationship with one another over time in a common living space who are usually, but not always, united by marriage and kinship† (Beebe, Beebe & Redmond, 243). Families can be broken up into five different types. The first is the traditional family, which includes a mother, father, and their biological children. Next, is the blended family which includes two adults and children, but because of divorce they may have children of other parents. Unfortunately, single-parent families are being seen more often. Extended families include parents, children, aunts, uncles, grandparents, cousins and any other close relatives. The extended families are commonly found in Asian and Hispanic cultures. The last category is the dual income parents without any kids. They are known as â€Å"dinks†. Families in the United States are very special because of the â€Å"melting pot† that took place in our country’s early history. Thousands of immigrants from other countries came to the United States bringing with them their culture and family traditions. Finding out our family history and becoming aware of the stories behind our names, culture, and traditions can be a very interesting and fun experience. The assignment of our paper was to talk to our parents and other relatives to discover our family history. Mother’s side My mother’s maiden name is Patricia ... ...s and stories. I heard stories of my parents dating and how they got together. I heard the funny stories about how my parents got engaged and married. I even learned I urinated on the doctor when I was born! The neat thing about my birth is my mom woke up at 4 in the morning when she was pregnant with me. The hospital in Austin is a 30 minute drive. I was born at 5 in the morning so I was a quick baby my mother said. This was time consuming assignment because of the large amount of communication required for all of the research. The value of the information gathered is priceless because I can now pass on all of the family stories and traditions to my kids someday. I have heard some of the stories before, but I always learn new information every time my parents talk about our family history. I will continue to keep the family tree growing in my family.

Wound Healing

The third phase of wound healing is granulation phase, which takes place to repair the damaged cells by regenerating new cells. This phase consists of different subphases, which can last up to 4 weeks in the clean and uncontaminated wound. These sub phases do not happen in discrete time frames but constitute an overall and ongoing process. The sub phases are â€Å"fibroplasia, matrix deposition, angiogenesis and re-epithelialization† (Cho & Lo, 1998). The first sub phase of granulation process is fibroplasia. In days 5-7, fibroblasts have migrated into the wound, laying down new collagen of the subtypes I and III. In normal wound healing, early type III collagen predominates but is later replaced by type I collagen. Tropocollagen, which is the precursor of all collagen types, is then transformed within the cell's rough endoplasmic reticulum, where proline and lysine are hydroxylated. After tropocollagen transformation, disulfide bonds are established, allowing 3 tropocollagen strands to form a triple left-handed triple helix, termed procollagen. As the procollagen is secreted into the extracellular space, peptidases in the cell wall cleave terminal peptide chains, creating true collagen fibrils, which mark the hallmark of fibroplasia. After fibroplasia, matrix deposition takes place. In matrix deposition, the wound is first suffused with GAGs and fibronectin produced by fibroblasts. These GAGs include heparan sulfate, hyaluronic acid, chondroitin sulfate, keratan sulfate, and proteoglycans. Then, proteoglycans bond covalently to a protein core and this contributes to matrix deposition. Later, angiogenesis takes place. Angiogenesis is the product of parent vessel offshoots which is known as new vasculature. The formation of new vasculature requires extracellular matrix and basement membrane degradation followed by migration, mitosis, and maturation of endothelial cells. Basic FGF and vascular endothelial growth factor are also involved in the modulating angiogenesis. Finally, re-epithelization occurs with the migration of cells from the periphery of the wound and adnexal structures. This process commences with the spreading of cells within 24 hours. Leter, division of peripheral cells occurs in hours 48-72, resulting in a thin epithelial cell layer, which bridges the wound. In addtition, epidermal growth factors play a key role in this aspect of wound healing (Lynch, Colvin, ; Antoniades, 1989). The last phase of wound healing is remodeling. Remodeling process takes place after the third week, whereby the wound is altered constantly. Constant alteration of wound can last for years after the initial injury occurred. In remodeling, collagen is degraded and deposited in an equilibrium-producing fashion, resulting in no change in the amount of collagen deposited in the wound. In normal wound healing, the collagen deposition reaches a peak by the third week after the wound is created. Then, contraction of the wound takes place following collagen deposition. Wound contraction is an ongoing process resulting in part from the proliferation of the specialized fibroblasts termed myofibroblasts, which resemble contractile smooth muscle cells (Deodhar ; Rana, 1997, para 3). Wound contraction occurs to a greater extent with secondary healing than with primary healing, whereby it leaves a scar in socondary healing. By the 12th week, maximal tensile strength of the wound is achieved although the ultimate resultant scar has only 80% of the tensile strength of the original skin that it has replaced (Brunner ; Suddarth, 2008, p. 38). In brief, the process of wound healing constitutes an array of interrelated and concomitant events of hemostasis, inflammation, granulation and remodeling.

The Best And Safest Thing - 1807 Words

Heidi Ngo English 102 Ron Peltier 3 December 2014 Medea’s Boundless Roles â€Å"The best and safest thing is to keep a balance in your life, acknowledge the great powers around us and in us. If you can do that, and live that way, you are really a wise man† - Euripides. In ancient Greece, the position of women and men were held in a patriarchal ideology limited by double standards. By definition, double standards mean: men are allowed to have profound behaviors and actions, while women who did the same actions were punished or looked upon harshly. These sets of principles was applied more severely to women than men especially regarding to a code of morals. Through the injustices by the Greek system, many women were oppressed and the treatment of women were unfair. Euripides, a great tragedian, was aware of these injustices and sought to attempt to bring the matter into light about the difficulties that befall women through his literary work of â€Å"Medea†. Medea does not portray the feminist role model, but rather a real women who suffers and have become twisted by their own undergoing pain. Medea completely subverts feminine norms and contradicts the patriarchal society because of her background, psychological mind, and her actions that would position her as a representation of both genders. The literary work of â€Å"Medea† presents a woman who commits infanticide and revenge because of Jason’s decision to marry the princess of Corinth. She is a woman of passion, cleverness, and veryShow MoreRelatedThe Death Ratio And Crash1331 Words   |  6 PagesMaybe you re afraid of snakes being on your plane? Nah, Im just kidding. Do you know what causes plane crashes? Small things such as birds, wind, and weather can take a 430 ton airplane to the ground, yet statistics actually show that air travel is the safest way to travel. In the following research paper the reader will learn how plane crashes happen and how they can be prevented. The death ratio and crash ratio both have descended over the following 20 years.There are thousands of car fatalitiesRead MoreNuclear War : A War Confrontation Strategy971 Words   |  4 Pagesdevelopment of the atomic bomb, and it has been proven to work and should continue to work as long as there continues to be nuclear weapons on our planet. As mentioned, the fear of annihilation is the cornerstone to the MAD strategies argument. It is one thing to declare nuclear war on countries military assets, which is what the counterforce strategy suggests, but it is a whole other disaster if countries citizens were threatened. This situation could send the earth back into the dark ages, or even worseRead MoreAutomobile Safety1459 Words   |  6 Pagesbeen taken to make an automobile ride as safe as possible. I will provide information on how to keep you and your car up to date with some precautions to ensure safety on the road. 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Analysis Of Niccolo Machiavelli - 875 Words

In 16th century Italy, the prince’s response to the suffering of people affected the attitudes and behavior of how they treated the prince. A rulers goal was to secure his reputation holding his power in control without nourishing any hatred on themselves as a leader. A ruler sets an impression, reflecting how their subjects behave by his actions. Niccolo Machiavelli wrote his treatise â€Å"The Prince,† in 16th century Italy. As a political theorist, Machiavelli put his concerns towards cruelty and clemency and argues whether or not it is better to be loved than feared. Machiavelli advises future leaders arguing what makes an ideal ruler and the impact rulers would have on politics. In the excerpt, he refutes what makes a function of a ruler-†¦show more content†¦Machiavellis text â€Å"asserted in general of men† is directing the attention towards the ruler’s men, his people, that their â€Å"ungrateful, fickle false, cowardly, covetous.† This text represents the attitude and personality, men living in the 16th century were capable of being. The men during the 16th century were scheming multiple changes to their interest and minds when they feel obligated to the loved ruler. This affected the rulers status because love to a ruler is â€Å"fickle false.† The rulers men would easily try to take the opportunity to take advantage of the ruler. He who is a loved ruler, is only loved for the actions he can do. And for when the ruler can’t make a gesture for his people, they would turn against their ruler. Which, would affect the rulers power to be in control. Unlike being feared, the rulers people will do as he says, do to the sense of fear and will not cause any trouble. Machiavelli advices rulers to be feared to his people because of being less likely to be fooled and be taken advantage. To secure rulers reputation, holding their power in control without nourishing any hatred on themselves as a leader. A ruler sets an impression, reflecting how their subjects behave by his actions. Machiavelli’s text displays if the ruler does not win love from his people, he has to avoid being hated if he were to be a feared ruler. The ruler must prevent any cruelty acts that would affect his control inShow MoreRelatedAnalysis Of The Prince By Niccolo Machiavelli832 Words   |  4 PagesNiccolo Machiavelli (1469–1527) has lived in an era when the Florence, Italy had become the battleground for the foreign forces and was suffering from political destruction. Moreover, an era of the Renaissance was in the process and being a philosopher of renaissance era, he put forward quite controversial theories and philosophies. 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Raising The Minimum Wage Essay - 1217 Words

The minimum wage is one of the most discussed issues around the country. Everyone has a different opinion if raising the minimum wage would help families across the country to have a better lifestyle or if would cause an unbalance in the economy. Democrats and Republicans have a different view on this issue, while Democrats supports raising the minimum wage by $15 an hour, Republicans have stated that they refuse increasing the wage because it would leave different factions of Americans outside of job opportunities and it would cause an unstable economy. The current presidential candidates, Hillary Clinton from the Democratic Party and Donald Trump from the Republican Party have differed in their opinions about the raising the economy with the minimum wage. In order to make a huge decision in the economy of the country it is necessary to see the facts and numbers to evaluate which decision would make the economy stable and grow equally. There are a lot of opinions about raising the minimum wage, â€Å"a higher minimum wage may actually boost job creation† by Harold Meyerson, points out the benefits of increasing the minimum wage across the country, but also mentions the opinion of Republicans that are against of this issue. â€Å"A recent study by the Congressional Budget Office argued that a raise would increase the wages of 16.5 million Americans — at least 33 times the number of those who might lose jobs — and elevate 900,000 people out of poverty.† (Congressional Budget Office,Show MoreRelatedRaising Minimum Wage912 Words   |  4 PagesMinimum wage has long been a topic that has brought on many heated debates. It has been said over and over again that minimum wage should be raised. These people say that raising minimum wage only does good for people. However, I, along with many other people, believe this is wrong, and we should instead be making moves to keep minimum wage where it i s. Raising minimum wage may provide some positive effects, but those positives only go on to be overwhelmed by the negative effects caused by it. WagesRead MoreRaising The Minimum Wage?1575 Words   |  7 PagesThe issue of raising the minimum wage from $7.25 to $15 an hour is a heavily debated topic. Both sources against or in favor of the minimum wage refer to a â€Å"growing gap† between low-income workers and high-income earners. Sources against the minimum wage believe raising it will increase this gap, whereas those in favor of the minimum wage believe it will decrease this gap. The arguments in favor of the minimum wage rely mostly on ethical beliefs, such as â€Å"pay should reflect hard work,† to advanceRead MoreRaising The Minimum Wage888 Words   |  4 Pages Raising the Minimum Wage The employment effect of the minimum wage is one of the most studied topics in all economics. 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Aft er research, it has been found that there are many drawbacksRead MoreRaising The Minimum Wage1979 Words   |  8 PagesResearch Raising the minimum wage can result in job losses due to lower profits for businesses. It can also potentially decrease employee hours by changing them from full time to part time. Additionally, it may reduce the full time benefits that they receive. If this were to happen, then the employees affected will actually be earning less than they did before the increase. For example, from the Article Maximum Divide on Minimum Wage (Mejeur, 2014), they state, â€Å"Labor costs are the largest shareRead MoreRaising The Minimum Wage1037 Words   |  5 PagesRaising the minimum wage from $7.25 to $10.10 is not a good idea. The unintended consequences that would come about as a result is reason enough to shy away from such a proposal. Those who support an increase contend that it will alleviate poverty. 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Code of Conduct for 7 Eleven Convenience Stores

Question: Discuss about the . Answer: Introduction Moral behaviour and high ethical standards play a big role in the success of 7-Eleven. The creation of a code of conduct is therefore important as it provides a guideline for making ethical decisions and prevents cases of discrimination, harassment or action on illegal acts. A code of conduct is necessary as it highlights the important values which employees of 7-Eleven are required to uphold for better relationships at work (Wilkins et al. 2014). All 7-Eleven personnel are therefore expected to read the code of conduct, agree to it and comply with the stipulated laws at all times while acting as a representative of the company. Discrimination refers to the unfair treatment of person or group of people on the basis of their gender, race, sexual preference, disability or nationality among other traits. For an inclusive environment, all forms of discrimination against diversity at the workplace should not be encouraged (Barak, M.E.M. 2016). 7-Eleven is highly against any form of discrimination to both fellow employees and customers. For a safe working environment, employees are expected to abstain from engaging in harassment, bullying or any discriminatory activities. Employees should also take note of the fact that engaging in such behaviour could be against the law and may call for legal action. Specifically, discrimination against international students working for the company is strictly prohibited. A study done by a student at Sydney University, Australia has shown that 60% of international students in employment are underpaid. An example of discrimination would be where employers take advantage of the limited local language speaking capabilities and understanding of the labour system by the international students to cheat them off their wages. 7-Eleven employers must ensure that international students have a full understanding of their rights and that they are compliant with relevant regulations such as the student visa permit. Employees are encouraged to report any cases of discrimination, bullying or harassment experienced or witnessed at the workplace to the relevant authorities within the company. Failure to report or address cases of discrimination affects all related parties negatively as is seen in cases where international students fail to challenge their employers and end up getting underpaid or no pay at all. Disciplinary action will be taken on all reported cases of discriminatory conduct within the stipulated work environment. Exploitation Exploitation in the work environment can be described as the act of taking advantage of an individual in a process that requires the individual to contribute more than they can receive in return. A situation in which the employee is underpaid despite delivering services fully to the employer is one example of exploitation. Exploitation is unlawful and should not be encouraged in the workplace. Employees are expected to refrain from exploitation or face stern disciplinary action when found to have engaged in exploits of any manner. Labour from international students in some countries is considered a large contribution to the economy (Paltridge, Mayson and Schapper 2014). Cases have been reported of international students in Australia who have been underpaid or not paid at all where their employers take advantage of the fact that they have limited understanding of the labour laws. Employers are also reported to coerce the international students into breaching their student visa conditions where a student is not allowed to exceed 40 working hours a fortnight, making most of their hours to go unpaid. International students in breach of this regulation face immediate deportation and this makes it hard for complaints to be forwarded. 7-Eleven personnel are therefore expected to conduct themselves in a fair manner in all activities without exploitation. Sexual exploitation is another form of exploitation in the work place where employment benefits are handed out based on sexual favours. In view of this, employee benefits such as promotions are expected to be given based on merit and performance. Employees should not engage in sexual exploitation under any circumstance and disciplinary action will be taken in any such case. Employee rights must be observed at all times to ensure that the working environment is free from all forms of exploitation. Some of the laws and policies in certain countries also contribute to exploitation of employees with the example of reduced funding for the Fair Work Ombudsman in Australia making it harder to fight for the rights of international students in the country. Employees are expected to know and understand their rights so that their vulnerabilities are not exploited. Corruption Corruption can be depicted as the engagement in acts that are dishonest or not within ethical standards especially by a higher authority often for personal gain. Workplace corruption exposes the company to an unfavourable working environment (Vickers 2014). Embezzlement and bribery are some of the forms of corruption that can be experienced at the workplace. Even though some of the corruption practices at the workplace may not be unlawful, employees are not allowed to practise it at any level. Corruption is highly prohibited at the workplace and cases of corruption must be reported through the appropriate channels. Bribery is the act of exchanging favours in order to gain an advantage that is not deserved. Employees must not engage in bribery in the form of hospitality, expenses or gifts. Gifts offered to the employees exceeding the value set by the company may be considered to be bribes and must not be accepted. Another example would be any offers or promises made to the employee in exchange for tampering with company property or services. Cases of bribery experienced or suspected by employees or individuals working for 7-Eleven should be brought forward. Corruption can be masked by charitable organizations where employees document embezzlements or fund misappropriations as charitable donations. Misuse and misappropriation of company resources by the employees for personal gain is unacceptable in the companys code of conduct. Corruption involving unlawful loss or theft is illegal and action taken to corrupt employees may be by legal officers. 7-Eleven personnel must uphold high moral standards and refrain from taking part or assisting in any corruption incidences at the workplace. Dishonest and Fraudulent Behaviour Honesty and accountability play a big role in maintaining proper working relationships in the workplace (Rujoiu O. and Rujoiu V. 2014). Fraud refers to actions leading to financial loss to the affected party achieved through deception. Fraudulent behaviour can be illustrated in an example where records are knowingly falsified, destroyed or concealed with the intention of personal gain or to cover up dishonest acts. Recent research reports a case where a company used falsified payroll records to cover up the underpayment of its workers. 7-Eleven employees must not engage or assist in any form of fraudulent behaviours. The employees are expected to maintain high ethical standards at all times while engaging as a representative of the company. Dishonest behaviour is exhibited when an employee participates in activities that are against the stipulated rules and regulations resulting in a loss. Situations in which dishonest behaviour may come to play include misuse of company information and dishonest violation of confidentiality and privacy as set out in the code of conduct. Gifts or favours exceeding a set value should not be accepted since it may suggest that something is expected in return and a breach of this is considered as dishonest behaviour. Fraudulent and dishonest behaviour is unethical and may even be illegal and it is therefore in the best interest of employees that they are compliant with the stipulated code of conduct and do not engage in either fraud or dishonesty. Some employers practise fraud by paying their employees then asking for most of it back as was the case for some international students in Australia as revealed by a 4Corners documentary. Employees are also expected to be accountable for all their decisions and engagements at the workplace and report any cases of dishonest behaviour and fraud so that appropriate action may be taken. Whistle-blower Protection Individuals reporting cases of misconduct or breach policy in good faith will not be held to a disadvantage. Unfavourable actions taken against such a person for doing so is not acceptable. Cases where one feels detrimental actions have been made against them for making allegations should be reported. Threats, discrimination, demotion, dismissal or some form of disciplinary action to the whistle-blower are some examples of treatment that is detrimental. International students may fail to report misconduct by employers due to threats made on basis of violation of their students visa restrictions. Disciplinary action is taken on employees who report false or fictitious cases without sufficient evidence causing the reported individual to bear an undeserved outcome. Whistle-blowers play a major part in exposing fraudulent and dishonest acts which could be detrimental to a company (Mechtenberg, Muehlheusser and Roider 2017). 7-Eleven seeks to provide the highest level of privacy and confidentiality for anyone reporting incidences of breach of code of conduct. Employees making such allegations are also expected to keep reported cases under investigation as confidential. Individuals receiving the reports, investigating or even assisting with information on the reports are also bound by the same confidentiality policy. Full cooperation by all persons involved in a report is expected at all times. Breach of confidentiality in a reported case may result in discrimination of the whistle-blower at the workplace among other negative effects. Confidentiality of all matters regarding reported cases is paramount as it encourages employees to speak up without discrimination. Records and files documented on reported cases of breach of code of conduct must remain protected under strict security and information only released to authorised individuals involved in investigation of the allegations. Release of any information that is private and confidential is a breach of the code of conduct and is dealt with stern disciplinary action. Employees are therefore expected to report any cases without any fear of harassment. Enforcement For promotion of professional, responsible and ethical behaviour at the workplace, the code of conduct has to be enforced and cases of breach dealt with (Wood, Saundry and Latreille 2014). Relevant officials of the company at different levels are assigned to deal with these cases. On completion of investigation of cases regarding breach of conduct, finalised reports are compiled and signed by the assigned personnel. The records should fully describe the discovery, conclusions and make recommendations based on the investigation. Recommendations made after investigations need to be approved by the relevant officials before enforcement of any disciplinary action. Employees of 7-Eleven when found to have engaged cases of fraud and dishonesty are dealt disciplinary action which may include dismissal or termination of employment. Company officials handling a dishonesty or fraud case may be forced in some instances to dismiss the employee during the investigation. The amounts involved in a fraud case may determine whether legal action is taken on involved individuals. It should be noted that money or misappropriated items that is repaid after a fraud case does not indemnify the accused personnel against further action. Disciplinary action determined by relevant officials is taken on any person who puts the whistle-blower at risk through a breach of the privacy and confidentiality policy. This may also include termination of employment depending on the concluded recommendation. Corruption taints the image of the company and individuals involved in addition to the undeserved losses incurred. Cases of corruption or embezzlement by employers in higher levels will be handled with stern action and in some cases legal repercussions. Bullying, harassment and discrimination create a hostile working environment and are prohibited by the code of conduct with the intention of embracing diversity. Any employee or person working with 7-Eleven who engages in any form of discrimination faces disciplinary action. Exploiting of personnel on any basis at the workplace is neither acceptable nor consistent with the 7-Eleven code of conduct. With regard to the extent of engagement and the effect of exploitation, stern action is taken on individual who take part in exploitation. Unlawful exploitation with an example of exploitation of immigrants for free or cheap labour is handle legally by the relevant parties. References Barak, M.E.M., 2016. Managing diversity: Toward a globally inclusive workplace. Sage Publications. Mechtenberg, L., Muehlheusser, G. and Roider, A., 2017. Whistle-Blower Protection: Theory and Experimental Evidence. Paltridge, T., Mayson, S. and Schapper, J., 2014. Welcome and exclusion: an analysis of The Australian newspapers coverage of international students. Higher Education, 68(1). Rujoiu, O. and Rujoiu, V., 2014, November. Academic dishonesty and workplace dishonesty: an overview. In Proc. Int. Manage. Conf (Vol. 8). Wilkins, A.M., Colvard, R. and Lipinski, J., 2014. Does your company have this document? All organizations should have an employee code of conduct. Strategic Finance, 96(1). Wood, S., Saundry, R. and Latreille, P., 2014. Analysis of the nature, extent and impact of grievance and disciplinary procedures and workplace mediation using WERS2011. Acas Research Papers, 10. Vickers, M.H., 2014. Towards Reducing the Harm: Workplace Bullying as Workplace CorruptionA Critical Review. Employee Responsibilities and Rights Journal, 26(2).