From the Paper
"THE AUDITOR & FRAUD

Introduction

This research examines the role of the external auditor in the detection of fraud. The increasing prevalence of fraud, together with increasing criticism of the accounting profession for high-profile failures to detect such fraud, has led to the implementation of changes in the practice of auditing.

Background on the Issue

Generally Accepted Auditing Standards (GAAS) are developed and enforced by the American Institute of Certified Public Accountants (AICPA) for the public accounting profession. The Securities and Exchange Commission (SEC), however, also exercises responsibility with respect to the auditing of public companies, and conducts its own auditing enforcement activities. In recent years, the ..."

Abstract
This paper presents a detailed examination of sexual harassment in the workplace. The paper outlines the various situations which are considered as harassment, and discusses what can be done to stop or prevent it. The paper documents some well known cases of sexual harassment and outlines the court involvement.

From the Paper
"During the last several decades' women have entered the workforce by the millions. The entrance of females to what used to be male dominated setting has brought fresh ideas, new perspectives and other positive attributes to every field. In addition the problem of sexual harassment has moved to the limelight as more cases are heard. Sexual harassment has been a problem since the beginning of working for wages. Historically there have been cases of female workers being harassed by male superior of fellow employees and there have also been occasional charges about male employees being harassed as well."

Tags:quid, pro, quo, hostile, female, male, victim, boss, employee, advance, favor

Abstract
Despite increased sensitivity to physical and mental disabilities, many American workers continue to find themselves to be victims of employment discrimination due to their disability. The Americans with Disabilities Act (ADA) is a federal law which prohibits employers from discriminating on the basis of a "qualified" disability. This paper examines the historic background of the ADA and how it has affected American society and the workplace. A summary of the research is provided in the conclusion.

From the Paper
"However, where an employee is unable to perform the essential functions of his or her current job, "reasonable accommodation" may include reassignment of the employee to a vacant position. The United States Supreme Court held that an employer is "not required to find another job for an employee who is not qualified for the job" he is doing. However, an employer cannot deny an employee alternative employment opportunities reasonably available under the employer's existing human resource policies."

Tags:Department, of, Justice, contract, industrial, relations

Abstract
This paper explains the discrimination complaint and civil litigation process. The paper furthermore details how the complaint begins with the Equal Employment Opportunity Commission (EEOC) and proceeds through the civil litigation process from the state level up to the United States Supreme Court. The paper details and discusses each level of complaint.

Table of Contents:
Abstract
The Discrimination Complaint
Progression of Employment Discrimination Complaints
The Civil Litigation Process
Conclusion

From the Paper
"The single most important U.S. legislation affecting employment law is Title VII of the Civil Rights Act of 1964 (Bennett-Alexander et al, 2003 p.1). The Equal Employment Opportunity Commission (EEOC) is the lead government agency for processing complaints associated with employment discrimination. This paper describes the process for filing a discrimination complaint and the civil litigation process."
"Under Title VII, an employer can not discriminate on the basis of religion, gender, race, color or national origin. Discrimination, as described in Title VII prohibits employers, labor and management committees and unions from discriminatory practices affecting the hiring, firing, discipline, training, classification, compensation and benefits of individuals."

Tags:EEOC, investigation, arbitration

Abstract
This persuasive essay argues why drug testing should be banned in the workplace, citing as its main reason the court case, Baron vs. City of Hollywood. Other reasons explored are lack of evidence that it results in higher rates of worker productivity unreliability of the tests and the high costs.

From the Paper
"Imagine that you are hired as a temporary accountant through an agency for three months. Your duties range from preparing bank reconciliations of all accounts and preparing a database of all lease agreements with the city. After three months of hard work, you received praise for the quality of your work performance from the City's accounting managers and you were even hired as part of the city's accounting pool. However, shortly after being hired the city drops a bombshell saying that they are requiring all new city employees to undergo urine screening for drugs. This is the case of Thomas Baron, who refused to submit to the City's drug test due to principle. As a result of Baron's refusal, the city revoked its decision to hire him. Baron took the City of Hollywood to court and on April 13, 2000 the court declared that the City of Hollywood policy was unconstitutional. Judge Ryskamp stated that the decision from the federal court confirmed that highly personal and humiliating urine tests of employees, without suspicion that those employees were using drugs, was unconstitutional. Since drug testing was declared unconstitutional, I believe it is obvious that all drug testing in the work force should be banned except when there is suspicion of drug use. Drug testing should also be banned because lack of proof in effectiveness, inaccurate and ineffective drug testing programs, and the cost."

Tags:Fourth, Amendment, American, Civil, Liberties, Union, urine

Abstract
This paper discusses the refusal of one company to promote a female employee to the supervisor position after promising to do so. It includes the background of the dispute, its resolution, the effectiveness of the resolution and its outcome and finally an analysis of the conflict resolution process. Several issues are discussed such as employee gender, management policies, human relations, compensation and more.

From the Paper
"The dispute occurring is between an employee and a supervisor. The employee has worked for the company for three years, working towards a position as a supervisor. This was noted in their performance review and was also incorporated into their work plan. The employee both worked and completed studies in business to assist them in gaining the expected promotion. After three years, the promotion became available. The employee was told by their supervisor that they would not be getting the promotion but that somebody else would be hired from outside of the organization. The position was advertised and a new person recruited. The employee inquired as to why they would not be considered for the position but was given no direct answer. Their employment record had no problems so the employee was left to assume that the only reason for their not getting the promotion was their gender, being that all other supervisors in the company were male, including their boss and that they were female."

Tags:employee, supervisor, promotion, position, dispute, company, business, female

Abstract
This paper presents an analysis of sexual harassment in the workplace. The author discusses background of sexual harassment, legalities of sexual harassment and business strategies to reduce sexual harassment in the workplace such as various policies and requirements.

From the Paper
"In 1964 Title VII of the Civil Rights Act was accepted into our nation's law. Since then sexual harassment has been added as a protected class under Title VII. Unfortunately, it has taken many high-profile lawsuits such as the Anita Hill Senate hearings, Faragher v. Boca Raton, and Crowley v. L.L. Bean for employers to understand that it is imperative for every company, no matter how big or small, to have a well-thought out plan for dealing with sexual harassment situations. It is also crucial that these organizations make sure their employees are completely aware of the procedures to follow if such a situation arises. Not only should companies have guidelines in this area, but they should also make it clear where they stand on relationships between employees and how sexuality is viewed within the company, because what is acceptable in one instance may be unacceptable in another. One of the most common reasons sexual harassment situations evolve into multi-million dollar lawsuits is because the victims are not made aware of their organization's policies or their claims are not properly dealt with by the organization. By taking a few simple preventive measures, the probability that a lawsuit will arise from a sexual harassment is minimal, making the workplace better for both employees and employers."

Tags:harassment, sex, workplace, women

Abstract
This paper addresses the question of whether the legal profession is justified in holding UK organisations liable for employees abuse of electronic mail systems in the workplace.

From the Paper
"Should an employer be deemed liable for e-mail messages written by one employee, and sent to another employee, without the employers knowledge or consent, this has begun to happen over the past few years. Employers are finding themselves facing spiralling legal costs when employees sue for sexual or racial harassment. UK governments have been reluctant to lay down laws with respect to electronic communications and employees rights in the workplace, inevitably this has led to an increase in cases brought against employers. Organisations are beginning to fight back, with covert monitoring of personal e-mail sent by employees. Recent legal cases are reported and particular attention is paid to both employees and employers perspectives, with consideration to relevant statute."

Tags:communication, technology, computer, data, employee, employer, ethic, fraud, government, guidelines, harassment, law, monitoring, policy, protection, racial, sexual, surveillance

Abstract
This paper outlines the issues relating to age discrimination in the workplace and analyzes how far the practice is going on in big and small firms, as well as the readiness of both the managerial group and the employees to face possible age discrimination situations. It evaluates how corporations need to be aware the problem in order to provide a proper retirement program for the employees, so that when their senior age comes, the companies do not receive a lawsuit from disappointed employees. It outlines a study where questionnaires are sent to 25 large firms and 25 small firms in one area querying practices and provides an analysis of the results and recommendations.

From the Paper
"There are some reasons why such discrimination occurs. Experienced workers, some who already reach their golden age would cost more to the company, because of their high salary due to experience and exposure to the company where they know well about what is going on. When a company finds the older employees stay at their retirement age, it realizes how much it would cost. The company may need to pay higher retirement reimburse when it decides to keep older worker together with it for a longer period.

On the other hand, the presence of younger workers would give fresh performance for the company. Despite the less experience that the younger workers have, they perform more productive working performance compared to older workers, as older workers would need to deal with their physical challenge."

Tags:management, employees, retirement, salary, lawsuit

Abstract
This paper gives a thorough definition of sexual harassment in general and specifically in the workplace. It provides suggestions that companies may undertake in order to prevent the phenomenon - this includes equal work opportunities, awareness workshops and suitable disciplinary action against an employee accused of sexual harassment. The paper describes the difference between physical and non-physical contact.

From the Paper
"There is no universally accepted definition for sexual harassment. But in general, it is defined as any objectionable emphasis on the sex of an individual and is a type of discrimination. In the workplace, the characteristics that define this type of harassment can be found in the British Columbia Human Rights Code. There is however, many ways that sexual harassment can be avoided. If it does happen to occur, there are also different methods of dealing with the problem. Everyone in the workplace should be informed of what constitutes sexual harassment and what steps can be taken to eliminate it. "

Tags:physical, contact, human, rights, employee, awareness, discipline