Draft

1. Topic
Fairness in hiring and promotions, employees’ rights and duties
Thesis
Is there fairness in hiring and promotion for the right of duties? What is a duty? How
does duty affect hiring, how does duty affect promotion, and what is fair in hiring and
promotion.
Introduction to what is a duty
A duty is obligation of responsibility for what you have to do. The theory of an employee
is someone that was hire for obligation to perform specific duty because of qualification to
follow protocol and abide by employer policy to receive payment with an opportunity for
promotion if applicable. For the reason aforementioned, is there right for employee. When it
comes to employee and employer relationship for doing business, the question is who have the
right, and what right, and if the right was fair.
Just because an employee is qualified to perform a duty, does not mean the obligation to
the boss is in jeopardy. One notion about employment is who is in charge, who is the boss, and
who has the authority. Henceforth, there are certain rule beside qualify to perform duty. One rule
and obligation is respect, and the other rule is obedient.
The common saying from the bible is “Obedient is better than sacrifice” is good motto
for employment. Employee performance is his or her sacrifice to the employer. However, no one
will like to hire someone that will not have respect for him or her, but the employer is not
obligated to hire you because he or she respects you. Employer hire base on ability to perform.
On the other hand, an employee expect an employer to value him or her as a person, but that is
not the employee right, that right to be value also depend on the employer.

2. The notion that employer do not have the right to disrespect you is also the notion that
you listen and follow the instruction of the employer. To continue with employment depend on
the obedient to the command of the employer. Employee inability to abide, that is, not able to
respond to instruction that please the employer is the right of the employer to terminate
employee.
How does duty affect hiring?
During a job interview, an employer usually asks, “why should I hire you?” after
explained the position that many applicants did not know how to answer. For what I think as
expectation for how committed, an employee would be upon leaning about the position from
employer perception that would correlate with the applicant responding with repeating the
obligations for the position to the employer for the reason to hire. Such as, according to your
explanations, you are expecting to a hire someone who is able to meet deadline, capable to
prioritize assignment, keep accurate record, maintained confidentiality, adaptable to duties, and
show for work on time. I am that person because I am obligated to meet your expectation for
being here to be interview and learned more about the position and now that I know what I have
to I want you to hire me to proof that I have what it takes to get the job done.
How does duty affect promotion?
An employee who gets promotion is someone who goes beyond the call for duty not by
demanding or expectation. Remember, the obligation to perform duty is the cause for hiring, not
for promotion. Promotion in business means to support with backup to upgrade skills that elevate
a position. In another term, promotion is the proven for what get you hire and what is being done
to advance the position. The notion for promotion is a contribution that employee made to
advance a position for better. Promotion is the notion for working harder to make more money.

3. Employer will not promote an employee for repeating hiring level or making the same money.
Marketing is about advancing product that similar to promotion for advancing position.
Promotion is a creativity for elevating a position that sell not entitlement for performing in a
position that satisfying your employer.
What is fair in hiring and promotion?

4. to Ward, pr
for promotion, if an employee did not improve a position beside the hiring level that
correlate with the more you sow the job because of indicating you want to be hire to proof that
you have what it takes to get the job done for an opportunity to proof to go beyond the call for a
duty is who get promoted.
are obligated to your employer expectation or perception of you able fulfil the role
assigned for the dutystatement. An employee is a worker with a skill. The role of qualify
employee is the right to be able to convince employer with obligation to perform duty to get pay
with having experience and knowledge for the of right of employer to hire you for able do
whatever is request of you as an employee including following instruction and abide with orders.
Technically, employee understands his or her obligation to the employer for hiring. Being able to
adjust to employer demand when necessary or per request is the obligation of employee for the
right of the employer.
Employee does not have the right to say no to the employer or question employer request
for duty because of obligation. One of employer requirement may be to change tactics for
performing duty or doing business such as, overcharging customers to get pay because at least
we know the company would have enough money to pay the workers. This may go against an
employee conscience and troublesome for an employee to perform his duty with lying and
unable to tell the truth that the customers are paying double, imagined your friend as a customer,
but you cannot tell him or her to go someone else because it is damaging to the business for what
is your right. The right to conduct business honestly in fairness to the customer for customer

5. right, would that affect your relationship with your boss, yes it will, because, it is difficult to
have deep rest for a liar, in this case, a boss that you might consider as a thief or a crook, a crook
for charging double.
Therefore, as employee, what is your right, your right is your obligation to be a servant
who gets pay for meeting employer demand according to employer expectation for hiring.
Employee is doing accordingly to expectation is your right not to disrespect or go against your
employer that include no whistle blowing or revealing private matter.
How to handle conflict of interest is employee right to quit, what you have is the right to
abandons an obligation, “just don’t do it” by resigning from your obligation, because your
employer has the right to demand whatever from you as an employee. Quitting is the employee
right for unfulfilling obligation. While saying so, did not means an employee cannot challenge
the authority of employer.
As employee, if you cannot accept a responsibility is your right to retrieve, or the right to
quit. Was this fair, yes is fair, because the issue is you. Another reason why employee does not
have the right beside quitting, is that the employee right is in connection to hiring, hiring is the
right of employer that is “correlative with duties with what is due the holder of the right” stated
Hoffman and et.al (2001 p35) to show that the employee right depend on the employer.
Moreover, is the concept of business ethic that employee is a complimentary of employer
for civility; therefore, an employee cannot be critical of the employer and if conflict arises as
usually does, there are conditions necessary for employee according to Velasquez M. G., &
Velazquez, M. (2002), these conditions are,
• Employee or officer is engaged in carrying out a certain task for his or her employer.

6. • Employee has an interest that gives him or her an incentive to do the task in a way that
serves that interest.
• The employee has an obligation to do the task in a way that serves the interests of his or
her employer free of any incentive to serve another interest.
Removing oneself from the task in which the conflict of interest arises.
•Eliminating the interest that creates the conflict of interest.
•Eliminating the obligation of serving the employer’s interests and remaining free of any
incentive to serve, is to quit.
Who have the right, the role of an employer?
The terms for employer are the boss, a company, manger, and the owner. The role of an
employer is a person, business or organization that hires and pays workers with providing work
for trade. A trade is skill for doing business. Therefore, an employee qualification is his or her
obligation for hiring to perform duty for whatever that duty maybe to the employer. Of course,
lying, cheating, and swindle are not considered as a duty because is not a skills taught or learned
for a trade, but could be requirement by employer as an obligation for hiring. The fact of the
truth is the saying that you cannot handle the truth for not listing dishonestly as a qualification
for employment. In the military and medical field where most of the procedures associated with
exerting your capability to the maximum for not feeling pain and it is possible to eradicate the
reality for pain by medication, we distort the reality to accept the odd is a business. Let us take
pharmaceutics business for example, how can the business operate with advertising side effect of
medication. No one will buy it but the reality is, there is side effect to each medication that we
take, but with distort of the truth by telling us the good before telling us the bad that could kill us

7. in itself is offset of the truth a little, because you buy the medication for the good not for side
effect.
My point is the role of employer is whatever it takes for a business to make money is the
way for dealing with people including the employees, associate, and the customers. Since
employer duty is to be able to produce work for employee to make money for the employee to
get pay, the employee does not have the right for the means required by the employer to perform
a duty regardless of qualification and regardless whether the means is unethical, justifiable, or
not. What is irrelevant is employee obligation to do as the employer requested. What is relevant
is performing the duty according to employer instruction and if an employee does not want to do
what is unethical or follow instruction, for example, instruction for inflating price, the employee
is justify quitting and there is no obligation to the employer for The Ethic of Insider Trading
according to Velasquez, M. G., & Velazquez, M. (2002). Employee blowing the whistle is also
unethical according to The Ethics of Insider Trading as follow:
• Insider trading is said to be unethical because it is theft of information that gives the
insider an unfair advantage.
•It has been defended because:
(a) it ensures stock prices reflect the true value of the stock
(b) it harms no one
(c) having an advantage over others in the stock market is not wrong in
itself and is common among experts
•These defenses have been criticized because:
(a) the information the insider uses is not his or hers and so is stolen
(b) trading on inside information has harmful effects on the stock

8. market and increases the costs of buying and selling stocks
(c) the advantage of the inside trader is not like the advantage of an
expert because it is based on theft.
Answer to the question who have the right and what right
First, employer have the right to create a policy to comply with requirement for
conducting business, one of the requirement is providing resources for employee to have a job to
get pay. When it comes to moral issue, and the right of employee, the employer has the
responsibility for developing people with providing training, one of the training, is customer
service for how to translate negative information to positive information for business operation.
For example, in the analogy for double charging, training for making statement without feeling
the guilt for dishonesty is employer obligation. Statement such as, we charge twice for making
profit because that is the only way to keep us in business that allow us to pay our workers.
Customer we understand that, and your conscience is clear.
When it comes to who have the right to dictate business operation, the employer does,
and the right of employee is to obey the employer. The employer is in charge for the operation of
a business and how he or she conducts the business is outside the realm of an employee and the
employee does not have a right to question the operation whether the employer ethic or practice
for the operation is justify or not. For the reason that the duty and the qualification of employee
for hiring is to follow instruction and to obey the command of the employer in order to get pay.
Also, is the issue for employment at will versus individual right according to Lawrence E. Blades
(1967) for Columbia Law Review for Employment at Will vs. Individual Freedom: On Limiting
the Abusive Exercise of Employer Power, have this to say, “We have become the nation of
employees. We are dependent upon others for our means of livelihood, and the most of our

9. people have become completely dependent upon wages” your employer is your income gives
your employer the right if you need the money.
Whose right
The answer to the fairness is the right of employer for demanding a duty, because without
the employer, an employee does not have the right to duty or payment. Business to make money,
involve prioritization and coordination. The employer position is to prioritize what is important
to move the business forward and able to make money to be able to pay for duty is what come
first. Whereas, an employee as a subordinate, is obligated to coordinate the employer plan, to
move a process forward for whatever it may be. Therefore, if employee did not agree to go along
with employer demand for a process, he or she is not entitle to get pay or promoted and if an
employee is unable to move the process forward according to employer expectation, the
employer has the right to terminate or replace an employee.

10. Reference
Blades, L. E. (1967). Employment at will vs. individual freedom: On limiting the abusive
exercise of employer power. Columbia Law Review, 67(8), 1404-1435.
Hoffman W.M, Frederick R.E, & Schwartz M.S. (2001) Business Ethics 4th Edition
Velasquez, M. G., & Velazquez, M. (2002). Business ethics: Concepts and cases (5th ed., p.
528). Upper Saddle River, NJ: Prentice Hall.