Biological monitoring: the employer's dilemma

The industrial workplace contains many potential health hazards that not only can cause great harm to workers, but also can destroy the employers' economic stability. Often these hazards are documented and dealth with, but frequently they are unknown. When health-conscious employers monitor the physical well-being of their employees in an effort to avoid the terrible personal and economic costs these hazards can produce, they may be supplying their employees with the documentation necessary to recover financially for their industrial illnesses. This Article analyzes this dilemma confronting employers. It describes the many factors employers must consider when deciding whether to institute a monitoring process that takes full advantage of technological developments in medical care. The Article suggests an approach employers may take until some of the disincentives surrounding the implementation of monitoring are removed.     

Compliance Motivations: Affirmative and Negative Bases

This research addresses affirmative and negative motivations for compliance with social and environmental regulations. Affirmative motivations emanate from good intentions and a sense of obligation to comply. Negative motivations arise from fears of the consequences of being found in violation of regulatory requirements. The relevance of these is examined for data concerning the motivations of homebuilders to comply with requirements of building codes. The findings highlight the importance of affirmative motivations for situations such as homebuilding for which regulation is better characterized as fulfillment of a social contract than solely as compliance with enforced directives.     

检察机关提起行政公益诉讼的法律思考

行政的本质属性是公共性,这种特性决定了一切行政活动应当依法进行并以促进和维护公共利益为己任。如果行政权背离这一目标,必须运用包括诉讼在内的手段予以救济。检察机关作为专门的法律监督机关,是公共利益的代言人。为了普遍的公共利益而维护法律,由检察机关提起行政公益诉讼具有理论和现实意义上的必要性、可行性。     

Sources of Stigma: Analyzing the Psychology of Affirmative Action

Numerous speculations exist about the psychological implications of affirmative action. One of the notions most prevalent among policy analysts is that affirmative action is stigmatizing and consequently is psychologically harmful to beneficiaries. In this article, the policy-analytic vision which leads to this conclusion is shown to have strong parallels with a particular interpretation of the formal social psychological framework known as Equity Theory. Flaws in both the policy analytic and the equity theory visions are highlighted through a reconceptualization of the policy in terms of the theory of Procedural Justice. The general argument is that psychological reactions to affirmative action are linked to the actual structure and perceived fairness of the procedures used to implement the policy. A review of the psychological research on the outcomes of affirmative action based on equity theory and procedural justice shows that psychological responses to the policy depend on the nature of policy-procedures. Since affirmative action procedures do vary and also seem to have legal bearing, it is argued that in order to develop an understanding of the psychology of the policy that is both valid, and relevant to policy design, a procedural justice conceptualization is necessary.     

Employee assistance programs: an employer's guide to emerging liability issues

Increasing numbers of employers are implementing employee assistance programs (EAPs) designed to assist employees with personal issues that affect their work performance. Studies show that EAPs can dramatically increase employee productivity, but the benefits from EAPs have been accompanied by a less welcome development: lawsuits filed against employers by employees who allege that they suffered harm in the course of obtaining services through their employers' EAPs. Although the potential for liability will always exist, the employer that adheres to certain guidelines will be able to minimize its risk and make its EAP well worth the investment.     

Affirmative duties and the limits of self-sacrifice

American criminal law reflects the absence of any general duty of Good Samaritanism. Nonetheless, there are some circumstances in which it imposes affirmative duties to aid others. In those circumstances, however, the duty to aid is canceled whenever aiding subjects the actor to a certain level of risk or sacrifice, a level that can be less than the risk or sacrifice faced by the beneficiary if not aided. In this article, I demonstrate that this approach to limiting affirmative duties to aid encounters the same problem of moral arbitrariness as does a moral catastrophe override of deontological side-constraints.     

Legal Ambiguity and the Politics of Compliance: Affirmative Action Officers' Dilemma

Equal employment opportunity and affirmative action mandates, like many other laws regulating organizations, do not clearly define what constitutes compliance. Thus compliance depends largely on the initiative and agenda of those persons within organizations who are charged with managing the compliance effort: in the case of civil rights, "affirmative action officers." This paper draws on case studies of affirmative action officers to suggest that the political climate within which affirmative action officers work, together with the officers' interpretations of the law, their role conceptions, and their professional aspirations have important implications for the nature and extent of organizational compliance with law. We conclude that compliance should be understood as a process that evolves over time rather than as a discrete event or non-event.     

Reactions to Affirmative Action: Group Membership and Social Justice

A program designed for either women, visible minorities, or disabled persons was rated by 264 women and men respondents. An analysis of variance revealed that reactions to affirmative action varied according to the sex of the respondent and the group targeted by the policy. Further analyses were conducted to examine the effects of two social justice concerns on support for affirmative action, that is, scope of justice (extending fair treatment onto others) and perceived threat on behalf of nondesignated groups. According to findings, the link between social justice concerns and reactions to the policy was affected by the group targeted by affirmative action. Furthermore, both social justice concerns were not equally important predictors of attitudes toward affirmative action for women and men respondents.     

Preference for the Diversity Policy Label Versus the Affirmative Action Policy Label

Study 1 assessed associations with the labels “diversity policy” (DP) and “affirmative action policy” (AAP) and perceptions of potential policy components. Student and community participants (N = 143) completed a survey assessing associations with one of the policy labels. Both policies evoked similar associations such as “race/minorities” and “equality/equal opportunity,” but the AAP was more often associated with “bias/inequality/discrimination,” “unfairness,” and “racism/prejudice.” When rating potential policy components, reverse discrimination was considered more likely under the AAP. In Study 2 we explored the evaluation of equivalent policy components associated with different policy labels. Student participants (N = 126) rated the policy labeled as the DP more favorably than the AAP. Both studies suggest more favorable attitudes toward the DP label.