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Discusses workplace decorum; employee relations; avoiding sexual harassment and identifying conduct that amounts to violations of current legal standards. Includes recommendations for business to follow, short of litigation.

Attempts to provide employers with a procedural sequence that will reduce their liability in regard to employee sexual harassment claims. Invites employers to include this framework within their employee handbook. Concludes that it is vital employers understand what constitutes harassment and uses case law to provide short examples. Provides arguments advocating the use of the above policy.

“The imperative of political correctness has spread far beyond the humanities departments and law schools where it was born. In many ways — the panic between some politicians and pundits notwithstanding — it has been a good thing, despite flights of excess and episodes of downright silliness.”

The scope of this undertaking is to categorize that sector of the environment affecting managerial decision making that makes up the “legal environment.” The term legal environment encompasses the federal and state legislative and regulatory powers, plus the common law or court‐developed law that impacts an organization's domain. I have set out to divide the project into three chapters with each chapter emphasizing a major regulatory impact on corporate direction; some predictable, some unpredictable. Moreover, predictability will be dealt with as to controlling the legal environment. Historically, the legal environment crosses over two of the sectors: the government sector, city, state, federal laws and regulations, the court system, and political processes; the sociocultural sector, affirmative action, Title VII of the 1964 Civil Rights Act, values, beliefs, etc. Certain regulatory powers were anticipated by the frames of the Constitution in order to maintain a system of prosperity and strength. However, many of our regulatory agencies have come into being at the behest of the very industries that are regulated, such as antitrust. Furthermore, many of the regulatory laws came about due to the negligence of the business community in not self‐regulating and thereby permitting intolerable conditions for the sociocultural sector.

Hypothesizes that the whole concept of “insider trading” is being overplayed. Is the “average” share purchaser disadvantaged? After analysing the case law, the legislation (and proposed legislation) and the financial theory of efficient markets, concludes that insider trading exists only in the strong market hypothesis and only when a fiduciary duty is established. This is not a zero‐sum game in which one wins and the other loses – everyone can win, some maybe more than others. No one is being cheated; there is no way to establish parity of information nor would most investors know how to use it if it could be established. It appears that we could be embarking on a counter‐productive campaign that will punish those who achieve what their profession requires, all the necessary information on which to make an investment decision; particularly if they achieve it first.

The purpose of this research is to analyse the Glass‐Steagall Banking Act and the congressional movement to repeal same. Reviews the outcome and ramifications of the Banking Act.

Business ethics provide a potent source of competitive advantage, placing increasing pressure on organizations to create and maintain an ethical workforce. Nonetheless, ethical breaches continue to permeate corporate life, suggesting that there is something missing from how we conceptualize and institutionalize organizational ethics. The current effort seeks to fill this void in two ways. First, we introduce an extended ethical framework premised on sensemaking in organizations. Within this framework, we suggest that multiple individual, organizational, and societal factors may differentially influence the ethical sensemaking process. Second, we contend that human resource management plays a central role in sustaining workplace ethics and explore the strategies through which human resource personnel can work to foster an ethical culture and spearhead ethics initiatives. Future research directions applicable to scholars in both the ethics and human resources domains are provided.

Aim of the present monograph is the economic analysis of the role of MNEs regarding globalisation and digital economy and in parallel there is a reference and examination of some legal aspects concerning MNEs, cyberspace and e‐commerce as the means of expression of the digital economy. The whole effort of the author is focused on the examination of various aspects of MNEs and their impact upon globalisation and vice versa and how and if we are moving towards a global digital economy.