(Solution) 5C003 Recognise when and how you would raise matters which conflict with ethical values or legislation. (AC1.4)

Solution

(Solution) 5C003 Recognise when and how you would raise matters which conflict with ethical values or legislation. (AC1.4)

Unethical issue

In my workplace, a situation arose where management decided to cut corners on safety protocols to meet tight project deadlines. Despite knowing the risks involved, they chose to overlook safety measures to save time and money. As someone who values ethical practices, this decision deeply troubled me. It violated my ethical code, which prioritises the well-being and safety of all individuals involved. By compromising on safety, the company put employees and possibly even the community at risk of harm (ILO, 2024). This situation challenged my ethical principles, as I had to navigate the tension between loyalty to my job and my duty to speak up against unethical behavior. Ultimately, I chose to express my concerns to higher management, advocating for the reinstatement of safety protocols to ensure that ethical standards were upheld and the welfare of everyone involved was protected. I raised safety concerns with senior management by scheduling a meeting to discuss the potential risks of disregarding safety protocols. I presented evidence supporting the importance of adherence to safety measures and proposed solutions to mitigate risks while meeting project deadlines. The process was it was successful. Senior management reinstated safety protocols (Vance, 2023). To improve, I could have engaged in ongoing monitoring to ensure sustained compliance with ethical standards.

Issue contravenes UK Legislation

In my workplace at MNGHA Organisation, an issue arose where employee contracts were altered without proper consent, potentially violating the UK Employment Rights Act 1996. Specifically, changes to terms and conditions were made without adequate consultation or agreement from affected employees. This contravenes the Act’s provisions requiring employers to obtain consent for contractual amendments (LexisNexis, 2024). Upon noticing this discrepancy, I raised concerns with HR, highlighting the legal implications and advocating for rectification to ensure compliance with the law and uphold employee rights. I addressed the issue by scheduling a meeting with senior management and HR to discuss the potential breach of the UK Employment Rights Act 1996. During the meeting, I presented evidence of the altered contracts and emphasized the importance of rectifying the situation to comply with legal obligations and protect employee rights. It was successful (Herrity, 2022). Senior management acknowledged the issue and took steps to rectify the altered contracts. To improve, I could have ensured clearer communication channels for addressing such concerns promptly in the future.