Integrity Matters

This article will discuss Sue's obligations as an agent of the drug company, provide a legal and whistleblower hotline analysis, and give Sue recommended courses of action. In order to do this, this article uses the FILOP guideline as presented in the Browne, Giampetro-Meyer, and Williamson text (2004, pp. 163 - 170). The facts are that Sue, a single mother with two children, was told by her boss to change the numbers on a report going to a federal agency for approval of a new drug. Some missing facts that may help in the analysis are; who are the intended recipients of the drug and what is the purpose of the drug. Should Sue change the numbers on the report as her boss asked to help the company gain approval of the new drug? That is the main issue in this case. Is it legal for Sue's boss to ask her to change the numbers and if Sue does change the numbers who is legally at risk? Sue is in an employer-employee relationship with her boss. As stated in the Kubasek, Brennan, and B

 Unwanted sexual advances in the work environment is a major issue, as well as although workers know that it exists, numerous are unclear of what to do if they end up being a sufferer. According to the Equal Employment Possibility Payment, sexual harassment is specified as "undesirable sex-related breakthroughs, requests for sex-related favors, and also various other spoken or physical conduct of a sexual nature when entry to or rejection of this conduct explicitly or unconditionally affects a person's employment, unreasonably hinders a person's job performance, or produces a daunting, hostile or offending workplace." Title VII of the Civil Liberty Act is the main federal law that forbids unwanted sexual advances. In addition, each state has its very own anti-sexual harassment law. Work attorney Greg Noble describes, "Unwanted sexual advances really goes beyond just your boss being mean to you. It has to involve some kind of sex-related conduct." This can ta