What is phone hacking and why is it considered unethical and illegal? Do you think that hacking the

 1. What is phone hacking and why is it considered unethical and illegal? Do you think that hacking the phones of celebrities and non-celebrities should be considered ethically equivalent?

2. Describe the ‘rogue reporter’ defense adopted by the News of the World in response to the phone-hacking allegations and explain why it might be an appealing response to ethical misconduct by a company.

Solution

Question 1

Solution

Phone hacking is the practice of listening in on an unknown phone or device and using the information obtained to get private information. This might contain everything from people's names and phone numbers to credit card numbers or personal information (Waschke, 2017, p. 108). Is it acceptable to hack an unknown number or device if this is deemed ethical phone hacking? Most of the time, this is unlawful because you are violating other people's privacy.

The danger to personal privacy is the primary reason phone hacking is illegal and unethical. You are jeopardizing not only your privacy but also the privacy of others. The fact that you are listening in on other people's conversations may indeed be unlawful in many legal systems, and therefore unethical. This threat to personal privacy depicts how private information can be sold or even stolen by another individual.

The ethical equivalency of hacking celebrities' and non-celebrities phones is predicated on the premise that everyone, no matter what, has a right to privacy. This implies there's no reason to listen in on someone's private talks if they're not a celebrity or a threat to your privacy. When you do anything unethical, it is termed stealing, which is when you steal private information from someone that you do not have the right to. You are infringing on their right to privacy by doing so.

Question 2

Solution

The 'rogue reporter' position of the News of the World phone-hacking incident is that the reporters involved were simply rogue and that no other journalists were there, nor did any other journalists receive the surreptitiously duplicated conversations or texts (Dodd, 2017, para. 3) . However, evidence from the phone-hacking case indicated that, in addition to the rogue reporter, there was at least one other journalist there. This implies that the other journalist may have acquired the messages, meaning that the rogue reporter was not the only one who got the unauthorized phone calls. The fact that a journalist received the calls but did not report on them does not imply that they were fraudulent.

There are various reasons why News of the World's response to ethical misconduct by a company may be acceptable. For starters, this indicates that the company is not to blame for the misbehavior, which may be intriguing to some. Second, this suggests that the misbehavior was not deliberate, which absolves the persons involved of any responsibility. Third, this implies that the wrongdoing was unintentional and not deliberate (Tobah, 2021, para. 3).

References

Dodd, V. (2017, December 1). How phone-hacking scandal grew despite “rogue reporter” claim. The Guardian. Retrieved October 24, 2021, from https://www.theguardian.com/uk/2012/jul/24/phone-hacking-scandal-rogue-reporter-claim

Tobah, B. M. F. (2021, January 22). 3 Reasons Employees Act Unethically. Network for Business Sustainability. Retrieved October 24, 2021, from https://www.nbs.net/articles/3-reasons-employees-act-unethically

Waschke, M. (2017). Personal Cybersecurity. Apress.

For this assessment, you will need to manage recruitment selection and induction in a workplace or simulated environment.

 Instructions

For this assessment, you will need to manage recruitment selection and induction in a workplace or simulated environment.

Part 1 of 3

Role Play:

Imagine that you are working as the Human Resources manager at the local business of your choice.

The business owner has recently looked at the workplace recruitment, selection and induction policies and procedures framework, and has decided that it needs to be overhauled and updated.

1.     She has asked you to develop a new policy and procedure framework for the recruitment, selection and induction of new employees;

2.     You must ensure that your policy and procedure framework complies with all relevant legislation and organisational requirements; and

3.     Once you have developed the new framework, including all relevant documentation, you will need to present it to the business owner for approval.

Part 2 of 3

You have your meeting with the business owner and she approves of your framework. During your meeting with the business owner, she mentions that she is expanding the business, and together you discuss the need for new staff, and identify the recruitment requirements.

4.     Together you identify how many new employees are required and identify the positions they will take. 

5.     After your meeting, you will need to prepare the following:

a.              an advertisement for each of upcoming positions, and

b.              all the appropriate documentation required for recruitment process for the upcoming positions (which may include, but is not limited to: position descriptions, letter of employment, and contract of employment).

You receive a number of resumes for the positions you have advertised.

6.     Identify and select at least two appropriate candidates to interview for each position, and contact them to come in for an interview.

Part 3 of 3

Interview two (2) applicants for each position.

7.     At the end of each interview, write a maximum one- page summary of the candidate's characteristics and suitability for the job. 

8.     Select and hire the most appropriate candidate for the position, ensuring that you provide a letter of employment and a contract of employment, and that you explain the terms and conditions of employment.

9.     You will also need to inform the unsuccessful applicants.

10.  Manage and monitor the induction process for the new employee.

11.  Conduct a post-induction review with the new employee to gain their feedback, and then meet with the business owner to review the entire process and discuss any possible improvements. 

Assessment Requirement

Once you have completed this practical task you will need to submit the following documentation developed throughout the activity:

•        Workplace recruitment, selection and induction policies and procedures framework, including all relevant documentation

•        Advertisement for each position

•        Position description for each position

•        Letter of employment and contract of employment for successful applicant

•        Maximum one-page summary of each applicant interviewed

•        All documentation relating to the management and monitoring of the induction process

Solution

EllWear Retail Store

Simple, Joy, Style

401 George St, Sydney, NSW, 2000

Recruitment, Selection and Induction Policy & Procedure

The Ellwear Retail Store Policy & Procedures concerning recruitment, selection, and induction is to provide equal access to employment for all and to ensure that the best person, is chosen for each position that arises.

This policy must be read in conjunction with Australia’s Fair Work Act 2009, National Employment Standards (NES), Work Health and Safety Standards (WHS), State and Federal anti-discrimination laws, Privacy Act 1988, and Workplace Gender Equality Act 2012.

1. Policy brief & purpose

Our employee recruitment, selection, and induction policy describe our process for attracting, selecting, and inducting employees for jobs. It ensures that all aspects of recruitment are carried out in a proper and efficient manner

2. Scope

It applies to all employees who are involved in the recruitment process of our business.

4. Roles & Responsibilities

All staff involved in recruitment must adhere to this policy. The Human Resource manager will amend this policy in the event of changes to legislation.

5. Procedures under the recruitment and selection process

The hiring teams could go through the following steps:

1. Identify the need for an opening - When a post becomes vacant it will be reviewed.

2. Decide whether to hire externally or internally

3. Review the job description and compose a job advertisement - The Job Description and Person Specification will be reviewed and prepared for each post while ensuring that they reflect the skills, qualities, experience, and attributes required. The State and Federal anti-discrimination laws and Workplace Gender Equality Act 2012 are followed.

4. Advertisement – The Advert States the overall purpose of the job and gives clear guidance on the required method of application.

5. Application Procedure - Application will be by Application Form and Covering Letter. Applicants will also be required to submit the names and contact details of three referees.

6. Shortlisting of candidates must be carried out where possible by three people but in any case not less than two people.

7. Interview. Both internal and external applicants will be considered on individual ability regardless of factors such as gender, age, creed, race, ethnic origin, disability, marital status, sexual orientation, a member of a minority group, or trade union membership. Unsuccessful applicants are given feedback.

8. Law Privacy – We follow the laws under the Privacy Act 1988. The Applicant’s personal information shall be destroyed at the conclusion of the selection process if not successful unless he/she gives us permission or consent to retain it.

9. All Applicants are subjected to background checks or Reference Checks before confirming an offer of employment.

10. Make an official offer. Offers of employment will not be approved by the top management.

11. A written employment contract will be issued ideally prior to commencement

12. The recruitment and selection process is finalized once the employment contract has been signed by the applicant and s/he has commenced the 1-week induction program and 3 months probationary period.

6. The Induction Process

EllWear procedures ensure that all employees understand the principles, values, and objectives of the business and all employees acquire the knowledge and skills necessary to perform their role in a safe working environment.

An Induction checklist shall be used during the induction process and feedback from the new employee shall be documented.

7. Monitoring and Review

Recruitment, selection, and induction procedures and practices are reviewed so as to ensure that the policy is being adhered to and to ensure that they do not include requirements or conditions that constitute, or may lead to, unlawful discrimination or unfair treatment.

VACANCY ANNOUNCEMENT 1 – SALES ASSISTANT

EllWear Retail Group began in 2019 as a cloth and fashion store. We are now expanding with more stores across Australia. Our brands appeal to both men and female customers and we offer simple, elegant, Casual, and other styles of fashion. People are very important to us and we are always on the lookout for those who are passionate.

Are you energetic, positive, and willing to learn? Then we have an exciting job for you.

Position: Sales Assistant

Qualification & Experience

• Retail sales experience

• Solid communication and interpersonal skills

• Customer service focus

• Friendly, helpful, confident, and engaging personality

Job Description

• Selling, restocking, and merchandising.

• Managing and maintaining stock

• Ensuring high levels of customer satisfaction

• Keep up-to-date with product information

• communicating who we are and what we’re about.

We have great training, awesome discounts, and career development opportunities.

If you want to be one of us, submit your application. We are an equal opportunity employer.

Those interested please send your application (cover letter, resume, and 2 references) to our email: job@ellwear.com

EllWear Retail Store

Simple, Joy, Style

401 George St, Sydney, NSW, 2000

VACANCY ANNOUNCEMENT 2 – MARKETING EXECUTIVE

EllWear Retail Group began in 2019 as a cloth and fashion store. We are now expanding with more stores across Australia. Our brands appeal to both men and female customers and we offer simple, elegant, Casual, and other styles of fashion. People are very important to us and we are always on the lookout for those who are passionate.

We are looking for ambitious people will the motivation to perform beyond expectations.

Position: Marketing Executives

Qualification & Experience

• Minimum, a bachelor’s degree in marketing from a reputable institution

• Digital or social media marketing experience

• Marketing tools like Analytics

• Presentation tools

Job description

• Persuading prospects both online and offline

• oversee the budget for all campaigns

• initiating and presenting successful campaigns

• Market research campaign management Pitching strategy

• Collaboration with other internal departments.

• Efficient team managers

We have great training, awesome discounts, and career development opportunities.

If you want to be one of us, submit your application. We are an equal opportunity employer.

Those interested please send your application (cover letter, resume, and 2 references) to our email: job@ellwear.com

EllWear Retail Store

Simple, Joy, Style

401 George St, Sydney, NSW, 2000

EllWear Retail Store

Simple, Joy, Style

401 George St, Sydney, NSW, 2000

Date 1 July 2021

Dear Nelly Jensen

Re: Offer of Marketing Executive Position

I am writing to confirm our offer of employment regarding the Marketing Executive position with EllWear Retail Store subject to satisfactory references.

Your salary will be Au$ 20,0000 per annum and the position is fixed. In addition to your salary, you will be entitled to other benefits which are in your contract.

We could like you to commence working with us on 1^st August 2021 and your working hours will be from 9.am to 5.pm from Monday to Saturday. You will be required to work additional hours as are reasonably necessary to perform your duties as Marketing Executive. There will be a probationary period of 3 months within which the notice period for both you and Ellwear is between 1 to 7 working days.

Enclosed is your contract which sets out the terms and conditions of your employment. To confirm your acceptance please review and sign both copies and return one copy to me by 1^st August 2021.

We look forward to you joining us. In the meantime, should you have any further questions relating to the contract of employment, please do not hesitate to contact me (phone: 0409 417 238 or email: thomastree@ellwear.com).

Sincerely,

TK

Thomas Tree

Managing Director

Ellwear Retail Store

EllWear Retail Store

Simple, Joy, Style

401 George St, Sydney, NSW, 2000

In research from Free Employment Contract (2016.) and Legal Templates (2021) the employment contract between the employee and Ellwear Retail Store was as follow:

Employment Contract

This agreement as of the date of the signature at the bottom is between Nelly Jensen (employee) and Ellwear Retail Store (employer). This document sets out your terms and conditions of employment as required by the Fair Work Act 2009.

1. Employment. The employer shall employ Employee as a Marketing Executive on a full-time basis under this Agreement. In this capacity, Employee shall have the duties specified in the job description including other duties as may arise from time to time and as may be assigned.

2. Permission to Work. You must be allowed to work in Austria through permission to be employed by us, please provide us with the required copies of documentation.

3. Your probation period shall be 3 months (s), starting from the first day of Employee’s employment. If Employee fails to pass the probation period, Employer may terminate this Agreement.

4. We will pay you AU$20,000 per year and additional compensation for services rendered under this Agreement at the sole discretion of the Employer The amount will be paid to Employee

5. Employee Benefits. The employee benefits are in the employee handbook and are according to the fair work act 2009. This includes the benefits, awards, and National Employment Standards.

6. Confidentiality, You may have access to confidential information during your employment with the store and your not permitted to use or disclose it except with our consent or requirements by law.

7. Disciplinary and Grievance Procedure

i) These documentations are available with the HR manager and are referred to if you are dissatisfied with any disciplinary decision (including the decision to dismiss you)

ii) If you have any grievance relating to your employment then you should notify your supervisor or HR representative in writing and a procedure will be followed according to law.

8. Termination

i) This Agreement may be terminated immediately by Employer for cause or in the event Employee violates any provision of this Agreement.

ii) Employer may terminate this Agreement and Employee's employment:

• At any time and for any reason under applicable law in accordance to Fair Work Act 2009, State and Federal anti-discrimination laws, and Workplace Gender Equality Act 2012

• At any time by giving notice in writing to Employee.

Employee may terminate this Agreement and the employment:

• At any time by giving 30 days' notice in writing to Employer

• At any time and for any reason under applicable law in accordance to Fair Work Act 2009, State and Federal anti-discrimination laws, and Workplace Gender Equality Act 2012

9. Governing law

This agreement shall be governed and interpreted to the Fair Work Act 2009 law and all disputes arising under the agreement (including non-contractual disputes or claims) shall be subject to the exclusive jurisdiction of the Australian courts.

As WITNESSED this Agreement commences as of 1^st August 2021

Employee’s Signature Employee’s Full Name

NJ Nelly Jensen

Employer’s Signature Employer's Full Name/Representative & Title

T.K Thomas Tree Managing Director

Reference

• Free Employment Contract. (2016). Legaltemplates.Net. Retrieved July 19, 2021, from https://legaltemplates.net/form/lt/employment-agreement/

• Legal Templates. (2021, February 19). Create an Employment Contract in minutes | LegalTemplates. https://legaltemplates.net/form/lt/employment-agreement/

EllWear Retail Store

401 George St, Sydney, NSW, 2000 – Phone No- jobs@ellwear.com

July 30, 2021

Tom Muller

123 George St

Town, CA 1234

Dear Tom

Re: Rejection Letter-For The Marketing Executive Position

Thank you for coming in to interview for the position of Marketing Executive at Ellwear Retail Store. As you know, we interviewed several candidates. I regret to inform you that you have not been selected for the position after reviewing your application.

You made an effort and took your time to come for an interview. We appreciate that you interviewed for the Marketing Executive position.

Please do apply again in the future should you see a job posting for which you qualify. We wish you all the best.

Best wishes,

Thomas Tree

Managing Director

EllWear Retail Store

Interview Monitoring And Evaluation Form

Employee’s Name: Nelly Jensen Date: _5^th July 2021

Interviewed By: Managing Director & HR Manager Position Marketing Executive

This form is filled by the Interviewer and it is helpful for future interviews.

1. Applicant has appropriate educational Qualifications/ training:_Yes degree in Marketing

2. Applicant has the necessary skills/ work experience: Yes 3 years of experience in a similar position

3. Has Leadership skills (if applicable): Yes she has lead people in the past

4. Shows that s/he is capable of creating a positive customer experience Yes impressively

5. The communication skills of the applicant is: great spoken command of English

6. Team building/ interpersonal skills of the applicant: she loves to work with others

7. Demonstrated decision making/ initiative ability: Yes she has

8. Salary expectations are within the range of the position: Yes

9. Candidates strengths: She’s confident, expresses herself well, and is very innovative

10. Candidates’ weaknesses: Takes time to respond or to initiate ideas. She may need training in some of the marketing software.

11. Final impression and recommendations for processing the applicant: She’s among the top 3 best

12. Additional personal observations and comments: she has the passion and energy needed for the position, so we need to get her before someone else

Post-Interview Evaluation Form

Employee’s Name: Mary Jennah Date: _5^th July 2021

Interviewed By: Managing Director & HR Manager Position Sales Assistant

This form is filled by the Interviewer and it is helpful for future interviews.

1. Applicant has appropriate educational Qualifications/ training:_Yes

2. Applicant has the necessary skills/ work experience: Yes 1 year of experience in a similar position

3. Has Leadership skills (if applicable): Yes she has demonstrated

4. Shows that s/he is capable of creating a positive customer experience: Yes

5. The communication skills of the applicant is: exceptional communication skills

6. Team building/ interpersonal skills of the applicant: Yes, willing to collaborate

7. Demonstrated decision making/ initiative ability: Yes

8. Salary expectations are within the range of the position: Yes

9. Candidates strengths: She has a soft personality, is very welcoming, and is willing to learn.

10. Candidate’s weaknesses: Amy needs training in some areas like cashier and stocking.

11. Final impression and recommendations for processing the applicant: She’s great for the job.

12. Additional personal observations and comments: has desire to learn how we operate.

EllWear Retail Store

Simple, Joy, Style

401 George St, Sydney, NSW, 2000

Induction Checklist

Note: The induction checklist indicates minimum requirements for induction of all new employees of a position and completion is the responsibility of the Manager/ supervisor.

Employee Names: Nelly Jensen and Mary Jennah

Line Manager: Issac the Branch Manager

Job Title: Marketing Executive and Sales Assistant

Date Employment Commenced: 1^st August 2021

Areas to be explained/ informed by Manager/Deputy
1. Employment details - hours, contract, salary, shifts, leave, benefits, work breaks, who to report to, meetings, signing in and out	Yes
2. Absenteeism & lateness	Yes
3. Job description, responsibilities, and delegation	Yes
4. Business History and background overview	Yes
5. Dress code	Yes
6. Premises - all working area rooms, working station, eating arrangements, and toilets	Yes
7. Use of equipment and Introduction to staff	Yes
8. Where to find important information (or documentation) policies and procedure manuals	Yes
9. Emergency, Security, Health & safety routines and procedures	Yes
10. Review follow-up (after a week ) Questions and Answers, Training necessary	Pending

Signed (Employee) NJ, MJ Date 1^st August 2021

Signed (Manager/ Supervisor)TL Date 1^st August 2021

EllWear Retail Store

Simple, Joy, Style

401 George St, Sydney, NSW, 2000

Induction Feedback Form

Employee Name: Nelly Jensen

Date of joining: 1^st August 2021

Current date: 2^nd August 2021

Please give your rating for the following regarding your induction process by ticking the relevant column (strongly agree = 5 pts), (agree=4 pts), (Disagree=2 pts), (Strongly Disagree=1 pt), & (No answer=3 pts).

Detail	AG=5	A=4	D=2	SD=1	NA=3
1. Topics covered were relevant to my role.
2. Demonstrations were interesting.
3. The demonstrator was knowledgeable about the topic
4. The amount of information was enough for me
5. The length of the demonstration was right for me
6. I have benefited from attending this induction session
7. The induction was helpful to my role
8. Concerns. Please state the nature of your concern seen during the induction, including how it affects your job, the job of others, value to the customers/clients.	I may need more training when it comes to these marketing tools.
9. Suggestions. Please state any suggestions for your concern (s)if you have any	Have training on online marketing tools

NJ 1^st August 2021

Employee Signature Date