Fair Treatment at Workplace

Running head: FAIR TREATMENT AT WORKPLACE
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Fair Treatment at Workplace
Student’s Name
Institution’s Affiliation

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Fair Treatment at Workplace
The workplace is an environment that everyone should have equal treatment. In most cases,
employees see their colleagues as family and friends since they spend most of their time
together. Having a fair treatment that does not discriminate anyone is, therefore, a paramount
necessity (Covington & Seiner, 2017). To ensure everyone's rights are protected, different laws
have been under development. The rules guide everyone in their roles and assist in defining the
boundaries that one can or cannot cross, especially when dealing with other employees. Every
stakeholder should observe the set rules to ensure the smooth running of the institution and also
improve productivity in the firm.
The genetic information nondiscrimination act of 2008 prohibits discrimination of
employees based on their genetic information. The law makes it unlawful for an employer to
deny a job or relieve an employee of their duties because of their genetics information. The
legislation also prohibits an employer from acquiring the genetic information of an employee
unless the employee authorizes such a request (Novkov, 2011). Also, exceptions can be made
when the employer needs the family medical history for genetic monitoring required by the law,
especially for duties that require working with chemicals. Such discrimination is a crime that is
punishable by law.
The pregnancy discrimination act of 1978 prohibits an employer from discriminating an
employee based on pregnancy. Also, denying someone a job because they are pregnant is a
crime. The employer should primarily focus on the potential performance of the employee and
not the pregnancy that they are carrying. A pregnant woman in the workplace should be given
the same treatment as others who are in the same rank. The employer should not require the

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woman to have an abortion unless a medical examiner suggests that the pregnancy can
compromise the health of the mother. The employer should not give a pregnant woman an
unpaid leave before the day of giving birth unless a doctor prescribes the rest.
The employment-at-will doctrine is an agreement between an employer and an employee
which states that employment goes for an indefinite period, and termination can be by either the
employee or an employer. The agreement is usually included in the employment contract
(Woloch, 2017). There are certain exceptions as to why the termination could still be wrongful
even if the agreement is made at will. An employer cannot terminate an employee if the
termination is a violation of the public policies of the state. There are exceptions where an
employee is expecting a fixed term based on the employer's utterances or actions. Also, an
exception can be made when the termination is fuelled by malice and not in good faith.
Scenarios
For scenario one between Jason and his secretary Joann, firing the secretary is a smart
move and should be done. The secretary is openly practicing her religion which is not a crime;
but in the process, she denies many people and the company their right to access the services of
the company (Anglim, 2009). Practicing her right to worship should not impede others who want
to access the services of the company. People's rights are infringed upon and basing the argument
on this, firing the secretary is a smart move. Trying to tell her to change her praying routine will
make her think the company is trying to deny her access to freedom of worship (McBride &
Parry, 2016). Distributing the right to life flyers is not a crime and should not be used as a reason
to fire the secretary.