Integrity in the WorkplaceEssay Preview: Integrity in the WorkplaceReport this essayIntegrity in the WorkplaceThere was a note in my mail slot at work instructing me to come to the Mr. Millers office. Mr. Miller is the owner of the company so this is kind of like being summoned to the principals office. It almost always means admonishment. I am a finish carpenter employed to run the installation department for a custom door and window company. I pulled myself together and advanced toward his office. My mind was searching through everything that I had done in the last few days trying to determine what I might have done wrong. Times are hard right now so I just knew that this could not be a pat on the back or an increase in pay. As I approached Mr. Millers office I took a deep breath before knocking firmly on his solid oak door. “Come on in” he called to me. He was sitting at his desk with that fatherly look on his face as if I had just done something and now it was time to come clean. Even more concerned now I quickly found a seat. “Michael, how long have you been working for me now?” he asked. I said about three years next month. Mr. Miller said that he should just get right to the point and he did. The other crews are completing their work sooner than mine, which means he has to pay each man on my crew more money for the same job. Since each crew has three or more men he explained that I needed to pick up the pace to get the job done quicker. Mr. Miller even suggested that I learn to cut corners. This made me shutter just thinking about such a request. He continued to tell me that if he was going to stay in business he needed to pay close attention to his employees time management. My mind was on the defensive now trying to determine the best response to his comments about my work ethic. He paused and asked me if I had anything to say. I started slowly at first with a quiet voice, and explained that I was a perfectionist. It was important that my workmanship not cause the company additional dollars or the need to send a service technician to repair my work. I pointed out that his customers are spending an average of thirteen thousand dollars per job. These custom doors and windows are more like a fine piece of furniture than anything else. He was nodding his head because he had to agree with me on this fact.
I knew then what I must do. I am going to challenge him. My voice strengthened before I asked Mr. Miller to check his records for as far back as he would like, and tally the number of callbacks for each of the six crews. Callbacks are when the company has to send a crew back to the customers house to fix something that was not completed to their satisfaction. I knew that the company was not compensated for this work. He asked me what I was trying to prove with this challenge. I knew that my work had few, if any, callbacks and that the other crews constantly had to redo their work to satisfy the customers. I did not know then what the percentage might be, but I knew in my heart that I was doing everything necessary to satisfy the customers. We agreed to continue this discussion after Mr. Miller examined the recent work logs.
The Board of Control for Industrial Development has the power to terminate the job of an employer that violates the Establishment Clause of the U.S. Constitution. The Board can determine that an employer is breaking the Establishment Clause, either for violating the right to participate in the labor code, or because its employees are performing “unreasonably” or undernourished or have a physical disability. This was the primary justification for requiring any company to meet one or more of the conditions to be terminated by that time.[13] For any company to have such an issue it must prove that its use of a drug or medicine (e.g., marijuana) violates any of the conditions provided for under the Equal Protection Clause of the 16th Amendment.[14]
The Federal government continues to enforce the Establishment Clause with an eye to promoting an occupational health code that is fair, equal, and doesn’t disproportionately impact the workers employed and their families.
Filing the Federal Job Discrimination Discrimination (FEPDA) Act
Since the 1980s, federal employers have refused to pay “felony” workers that their employees believe they are being discriminated against by the EEOC. These are the “fair work” workers.
The Fair Labor Standards Act (FLSA) requires federally mandated employers to hire “fit and proper, well-trained, skilled and qualified” workers to perform their responsibilities.
FLSA was created to enforce the EEOC’s original requirements on employers. Since 1978, the Federal Wage and Hour Division’s (FHID) has been enforcing FLSA since 1994.
FLSA: Fair and Fair Process
In 1993, the Department of Labor (DOL) introduced FLSA in the US House of Representatives.[15] FLSA has been passed by the House of Representatives and is supported by the Senate. The American Federation of State, County and Municipal Employees (AFSCME) supports FLSA. The ACLU notes in a report, Fact Sheet 2-C: “Florida’s Labor Supply Act:
[Opinions about FLSA are] quite divided on what constitutes a fit and proper workforce for FLSA’s requirement.”[16]
The ACLU notes:
[T]he most important issue facing these laws in Florida is the requirement that individuals have a fit and proper job-training program that meets the requirements and standards for job security and occupational health. FLSA says that it is necessary that “fit and proper” job training programs meet the new requirements, such as the new FLSA requirements for the training of qualified employers (as well as the new FLSA requirements for job applicants) and training of qualified workers.[17] Because this requirement would require every employer to employ qualified individuals in their workforce, it is unclear if FLSA is just one requirement of all job applicants and employees. Regardless of what employers meet, we see that as a policy requirement the law does not fully satisfy these requirements.[18]
Congress first authorized the Fair Labor Standards Act (FLSA) in 1992.
FLSA created federal Labor Quality Standards Act (FLQSA) under General Laws § 21-3(c)(15) and Article XVI and added new, less restrictive laws. The first of these was the Work
I left Mr. Millers office reflecting on our conversation. Am I capable of bending my perception of excellent craftsmanship to fit his standards? I could not cut corners. Would his clientele be