Ethical Dilemma 2 Megan Jones landed a great job with the “app” developing company Global App Creations (GAC). In her six months of training in Human Resources (HR) she faced challenges but enjoyed working with people and solving their problems. One Monday, Megan’s boss, Debbie, placed a large personnel folder on her desk. “Megan, I want you to review these files and by Friday start the process of finding possible ethics violations. Some employees know this is coming, while others don’t have a clue. It’s your job to write them up for ethics violations and suggest those that should go to legal as well. I will add my opinion also. For now, I’ll make the primary decisions, but sooner or later you’ll be in charge of these tasks. If you have any questions, just stop by and we can talk.” Megan found some violations were straightforward, such as those involving theft of office supplies, inappropriate remarks, and tardiness. GAC’s code was straightforward on such matters. Yet other events appeared confusing. One salesperson was getting an official reprimand for using a company car for personal activities. According to the file, the person visited a hospital 10 miles away every evening for the past month. Megan realized every GAC car was equipped with a GPS device. While she didn’t think it was illegal for companies to install tracking devices on items they owned, she heard having information about health or religion could become the basis of a lawsuit if the person’s employment was terminated. Another file Megan reviewed was that of an employee being fired for sharing confidential information with a competitor. The file contained reports on computer activity, cell phone usage, GPS tracking, and included audio and video of personal conversations, dinners, and hotel rooms. Next day, Megan went to Jeremy, a sales manager, who had worked for the company for several years, and asked him if he knew of employee tracking at the company. Jeremy responded, “Well, I have heard rumours that managers want to keep track of employees and monitor whether they share confidential information with competitors. I’ve also heard they monitor where each employee goes through the GPS located in the company car.” On Thursday Megan met with Debbie and expressed her concerns about the information GAC collects through the employee tracking activities. After she finished, Debbie responded. “Don’t be so naive, Megan. You know as well as I do what employees do outside of work could legally hurt the company. It’s also necessary to make sure employees aren’t sharing confidential information with rivals. This is a competitive industry.”


1. If tracking employees through technology is not illegal, why should Megan be concerned if she is not involved in any misconduct? Refer to Topic materials.

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2. At this point, what are Megan’s alternatives to resolve her current dilemma about her involvement and knowledge about GAC’s tracking of employees?

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