Results for 'employee rights'

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  1. Declaration on Anthropology and Human Rights (1999).Committe for Human Rights & American Anthropological Association - 2009 - In Mark Goodale (ed.), Human Rights: An Anthropological Reader. Wiley-Blackwell.
     
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  2. Employment and Employee Rights.Patricia Werhane, Tara J. Radin & Norman E. Bowie - 2003 - Wiley-Blackwell.
    _Employment and Employee Rights_ addresses the issue of rights in the workplace. Although much of the literature in this field focuses on employee rights, this volume considers the issue from the perspective of both employees and employers. Considers the rights of both employees and employers. Discusses the moral and legal landscape and traditional assumptions about right in employment. Investigates arguments for guaranteeing rights, particularly for employees, which are derived from relational, developmental, and economic bases. (...)
     
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  3.  6
    Virtue Beyond Contract: A MacIntyrean Approach to Employee Rights.Caleb Bernacchio - forthcoming - Journal of Business Ethics:1-14.
    Rights claims are ubiquitous in modernity. Often expressed when relatively weaker agents assert claims against more powerful actors, especially against states and corporations, the prominence of rights claims in organizational contexts creates a challenge for virtue-based approaches to business ethics, especially perspectives employing MacIntyre’s practices–institutions schema since MacIntyre has long been a vocal critic of the notion of human rights. In this article, I argue that employee rights can be understood at a basic level as (...)
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  4.  58
    A Defense of Employee Rights.Joseph R. Des Jardins & John J. McCall - 1985 - Journal of Business Ethics 4 (5):367-376.
    Recent trends in business ethics along with growing attacks upon unions, suggest that employee rights will be a major social concern for business managers during the next decade. However, in most of the discussions of employee rights to date, the very meaning and legitimacy of such rights are often uncritically taken for granted. In this paper, we develop an account of employee rights and defend this conception against what we take to be the (...)
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  5.  31
    Situating the Employee Rights Debate.Donald Kirby - 1985 - Journal of Business Ethics 4 (4):269 - 276.
    Theological ethics provides a framework for at least adequately resolving the dilemma inherent in the issue of employee rights: the tension between individual rights and organizational authority. The central question is what consitutes the human dignity of the worker. The Roman Catholic theological tradition centers on the concept of human dignity and recognizes the causal relationship between how one's social conditions are divided and structured and the realization of one's human dignity. The author discussed why and how (...)
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  6.  10
    Employee Rights in a 3-D CSR World.D. Kirk Davidson - 2017 - Proceedings of the International Association for Business and Society 28:15-26.
    This paper explores the dramatic changes in the employer-employee relationship over the past several decades and the implications for the concept of employee rights.
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  7.  92
    Employment-At-Will, Employee Rights, and Future Directions for Employment.Patricia H. Werhane - 2003 - Business Ethics Quarterly 13 (2):113-130.
    During recent years, the principle and practice of employment-at-will have been under attack. While progress has been madein eroding the practice, the principle still governs the philosophical assumptions underlying employment practices in the United States,and, indeed, EAW has been promulgated as one of the ways to address economic ills in other countries. This paper will briefly reviewthe major critiques of EAW. Given the failure of these arguments to erode the underpinnings of EAW, we shall suggest new avenues forapproaching employment issues (...)
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  8. The Moral Foundation of Employee Rights.John R. Rowan - 2000 - Journal of Business Ethics 24 (4):355 - 361.
  9.  20
    Employee Rights and the Doctrine of At Will Employment.David R. Hiley - 1985 - Business and Professional Ethics Journal 4 (1):1-10.
  10.  37
    Achieving a Balance in Human Resourcing Between Employee Rights and Care for the Individual.Lynette Harris - 2002 - Business and Professional Ethics Journal 21 (2):45-60.
  11.  12
    Accountability and Employee Rights.Patricia H. Werhane - 1983 - International Journal of Applied Philosophy 1 (3):15-26.
  12.  43
    Individual Rights in the Corporation: A Reader on Employee Rights[REVIEW]Vere Chappell - 1982 - Teaching Philosophy 5 (3):267-268.
  13. Employment at Will and Employee Rights.John J. McCall & Patricia H. Werhane - 2010 - In George G. Brenkert & Tom L. Beauchamp (eds.), The Oxford Handbook of Business Ethics. Oxford University Press.
  14.  40
    Ethical Outsourcing in UK Financial Services: Employee Rights.Mike J. Henderson - 1997 - Business Ethics 6 (2):110–124.
    Outsourcing is becoming a major option in British business, including the financial services industry, and it raises a number of ethical considerations. The author of this major ethical study contends that “Outsourcing seems to present a particular threat to employees ... because of the factors which have led to outsourcing and the way in which it tends to work.” Mike Henderson is an Associate of the Chartered Institute of Bankers and Senior Lecturer in Financial Services in the School of Financial (...)
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  15.  8
    Academic Freedom and Employee Rights.Joseph Grcic - 1990 - Social Philosophy Today 4:247-258.
  16. Academic Freedom and Employee Rights.Joseph Grcic - 1990 - Social Philosophy Today 4:247-258.
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  17. Employment and Employee Rights.Tara J. Radin & Norman E. Bowie - 2003 - Wiley.
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  18.  53
    Employee Voice in Corporate Governance: A Defense of Strong Participation Rights.John J. McCall - 2001 - Business Ethics Quarterly 11 (1):195-213.
    This article surveys arguments for the claim that employees have a right to strong forms of decision-making participation. Itconsiders objections to employee participation based on shareholders' property rights and it claims that those objections are flawed. In particular, it argues the employee participation rights are grounded on the same values as are property rights. The articlesuggests that the conflict between these two competing rights claims is best resolved by limiting the scope of corporate property (...)
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  19.  32
    Employee Job Rights: Foundation Considerations. [REVIEW]Rick Molz - 1987 - Journal of Business Ethics 6 (6):449 - 458.
    Employee job rights have become a controversial issue, with some courts ruling employees have a fundamental right in retaining their job. Employment at will and assigning the worker a property right to his job are examined from three paradigms of social interaction. An alternative model is presented, and is more consistent with each of the three paradigms.
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  20.  12
    The Rights of Employees - Employment and Employee RightsPatricia H. Werhane and Tara J. Radin with Norman E. Bowie Malden, Mass.: Blackwell, 2004. [REVIEW]Dennis G. Arnold - 2006 - Business Ethics Quarterly 16 (3):415-418.
  21.  23
    Balancing Employee Religious Freedom in the Workplace with Customer Rights to a Religion‐Free Retail Environment.Ronald J. Adams - 2012 - Business and Society Review 117 (3):281-306.
    In October of 2009, Trevor Keezer was terminated by Home Depot for refusing to remove a pin from his uniform declaring “One Nation under God, Indivisible.” Mr. Keezer, a cashier with Home Depot, contended that the button he had worn for over one year before any action was taken by his employer expressed his support for American troops and his Christian faith. Were the actions taken by his employer warranted or was Mr. Keezer the victim of arbitrary religious discrimination unrelated (...)
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  22.  17
    Employee Privacy Rights and New Communication Technologies.William P. Smith - 2012 - Proceedings of the International Association for Business and Society 23:170-177.
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  23.  10
    Managerial Prerogatives, Employee Expectations, and Property Rights in Job Security: Institutionalizing the “New Equity”.Glenn M. Gomes & James F. Morgan - 1991 - International Journal of Value-Based Management 4 (1):25-43.
  24. An Employee Bill of Rights.D. W. Ewing - forthcoming - Business Ethics.
     
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  25.  45
    Freedom of Conscience, Employee Prerogatives, and Consumer Choice: Veal, Birth Control, and Tanning Beds. [REVIEW]J. M. Dieterle - 2008 - Journal of Business Ethics 77 (2):191 - 203.
    Does a pharmacist have a right to refuse to fill certain prescriptions? In this paper, I examine cases in which an employee might refuse to do something that is part of his or her job description. I will argue that in some of these cases, an employee does have a right of refusal and in other cases an employee does not. In those cases where the employee does not have a right of refusal, I argue that (...)
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  26.  42
    Occupational Safety and Paternalism: Machan Revisited.Earl W. Spurgin - 2006 - Journal of Business Ethics 63 (2):155-173.
    In 1987, Machan provided a libertarian case against the right to occupational safety. Since before Machan’s essay appeared, many business ethicists and legal scholars have given considerable attention to the overall position Machan endorses: the acceptance of employment at will and the rejection of employee rights. No one yet has given adequate attention, however, to the fact that Machan’s argument against the right to occupational safety actually stands or falls independently of his overall position on employee (...). His argument ultimately rests on two values: the promotion of employee interests and anti-paternalism. Insofar as those who support the right to occupational safety share those values, they must find a strategy for opposing Machan’s argument that preserves those values. In this paper, I demonstrate why Machan’s argument ultimately rests on the promotion of employee interests and anti-paternalism. Then, I develop an objection to Machan’s argument that preserves those values. (shrink)
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  27.  18
    Workplace Privacy: Different Views and Arising Issues.Tomas Bagdanskis & Paulius Sartatavičius - 2012 - Jurisprudencija: Mokslo darbu žurnalas 19 (2):697-713.
    This article discusses the problematic aspects relating to the employee privacy in his workplace and its limits reacting to employer‘s interests. It contains analysis of National, European and transatlantic legislation of privacy in the workplace and concentrates on the electronic privacy (e-mails, communications, etc.). The article is based on legal acts and judgements of the Supreme court of Lithuania, European Court of Human Rights and other countries courts judgements in order to provide the legislative execution practice as well (...)
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  28.  97
    A Change in Business Ethics: The Impact on Employer–Employee Relations.Roger Eugene Karnes - 2009 - Journal of Business Ethics 87 (2):189-197.
    This research explores the historical perspective of business ethics from the viewpoint of the employer–employee relationship by outlining the impact of the changing social contract between employer and employee relations from the end of World War II to the current day; provides the basic definition of the key elements of the organizational social contract and outlines the social contract in employment relations. It also provides what the author believes to be the key drivers in employer–employee relations and (...)
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  29.  42
    The Power of One: Dissent and Organizational Life.Nasrin Shahinpoor & Bernard F. Matt - 2007 - Journal of Business Ethics 74 (1):37-48.
    Over the last 20 years, organizations have attempted numerous innovations to create more openness and to increase ethical practice. However, adult students in business classes report that managers are generally bureaucratically oriented and averse to constructive criticism or principled dissent. When organizations oppose dissent, they suffer the consequences of mistakes that could be prevented and they create an unethical and toxic environment for individual employees. By distinguishing principled dissent from other forms of criticism and opposition, managers and leaders can perceive (...)
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  30.  41
    Hazardous Employment and Regulatory Regimes in the South African Mining Industry: Arguments for Corporate Ethics at Workplace.Gabriel Eweje - 2005 - Journal of Business Ethics 56 (2):163-183.
    This study examines the ethical position and behaviour of multinational mining companies regarding hazardous employment and health and safety of employees in the South African mining industry. Mining companies have long had a reputation for being unethical on health and safety issues. Too often there are occurrences of fatal accidents, which bring the ethical behaviour of multinational mining companies into question. The litmus test for the mining companies is to devise benchmark standards that will reduce accidents tremendously at their place (...)
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  31.  22
    Organizational Characteristics and HRM Policies on Rights: Exploring the Patterns of Connections. [REVIEW]Catherine E. Schwoerer, Douglas R. May & Benson Rosen - 1995 - Journal of Business Ethics 14 (7):531 - 549.
    The protection of employee rights in the workplace is one of the fundamental ethical questions facing organizations today. Organizations differ in the extent to which they protect the rights of both employees and themselves as employers, yet little research has examined the types of organizations that have rights protection policies. Instead of the classic normative approach to ethical issues, this study took a contextual approach to the management of rights in the workplace through human resource (...)
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  32.  41
    Employee Governance and the Ownership of the Firm.John R. Boatright - 2004 - Business Ethics Quarterly 14 (1):1-21.
    Employee governance, which includes employee ownership and employee participation in decision making, is regarded by manyas morally preferable to control of corporations by shareholders. However, employee governance is rare in advanced market economies due to its relative inefficiency compared with shareholder governance. Given this inefficiency, should employee governance be given up as an impractical ideal? This article contends that the debate over this question is hampered by an inadequate conception of employee governance that fails (...)
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  33.  27
    The Interactive Effects of Behavioral Integrity and Procedural Justice on Employee Job Tension.Martha C. Andrews, K. Michele Kacmar & Charles Kacmar - 2015 - Journal of Business Ethics 126 (3):1-9.
    Using data collected from 280 full-time employees from a variety of organizations, this study examined the effects of employee perceptions of the behavioral integrity (BI) of their supervisors on job tension. The moderating effect of procedural justice (PJ) on this relationship also was examined. Substitutes for leadership theory (Kerr and Jermier, 1978) and psychological contract theory (Rousseau, Empl Responsib Rights J 2:121–139, 1989) were used as the theoretical foundations for the hypothesized relationships. Results indicated a negative relationship between (...)
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  34. Defining Privacy in Employee Health Screening Cases: Ethical Ramifications Concerning the Employee/Employer Relationship. [REVIEW]Michele Simms - 1994 - Journal of Business Ethics 13 (5):315 - 325.
    Issues of privacy and employee health screening rank as two of the most important ethical concerns organizations will face in the next five years. Despite the increasing numbers of social scientists researching personal privacy and the current focus on workplace privacy rights as one of the most dynamic areas of employment law, the concept of privacy remains relatively abstract. Understanding how the courts define privacy and use the expectation of privacy standards is paramount given the strategic importance of (...)
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  35.  27
    Should We Let Employees Contract Away Their Rights Against Arbitrary Discharge?Michael J. Phillips - 1994 - Journal of Business Ethics 13 (4):233 - 242.
    This article argues that the moral right to be discharged only for good cause and like rights can be contracted away by employees in appropriate circumstances. It maintains that the rights in question are not inalienable, and that there is nothing irrational about an employee''s wishing to deal them away. It also maintains that inequalities in bargaining power between employers and employees are insufficiently pervasive to justify a flat ban on the alienation of these rights. For (...)
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  36.  33
    ROBOTS, RIFs, and Rights.Alcott Arthur - 1985 - Journal of Business Ethics 4 (3):197 - 203.
    The increasing use of technological advances in business operations very often leads to the displacement of the employee whose skills become obsolete in light of such advances. There is no doubt that the interests of both company and employee are significantly affected by the implementation of laborsaving devices. Given that those interests are pursued in an environment which is usually, if not essentially, competitive, then there arises the serious question of what rights should be accorded the (...) and the company in the event that the employee is likely to be displaced by technological innovation. I argue that, given the constraints of a competitive environment, certain rights might be justified through a very limited application of the highly morally intuitive principles of utility, respect for persons, fairness, and the honoring of contracts. (shrink)
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  37.  30
    Intellectual Property Rights and Detached Human Body Parts.Justine Pila - 2014 - Journal of Medical Ethics 40 (1):27-32.
    This paper responds to an invitation by the editors to consider whether the intellectual property regime suggests an appropriate model for protecting interests in detached human body parts. It begins by outlining the extent of existing IP protection for body parts in Europe, and the relevant strengths and weaknesses of the patent system in that regard. It then considers two further species of IP right of less obvious relevance. The first are the statutory rights of ownership conferred by domestic (...)
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  38.  41
    Global Labor and Worksite Standards: A Strategic Ethical Analysis of Shareholder Employee Relations Resolutions. [REVIEW]Douglas M. McCabe - 2000 - Journal of Business Ethics 23 (1):101 - 110.
    The purpose of this paper is to analyze from a strategic ethical perspective four selected shareholder resolutions reported by the Social Issues Service of the Investor Responsibility Research Center regarding international labor and workplace standards. Particular attention will be paid to specific employee relations issues at the operating and tactical level of individual multinational firms. The paper concludes with policy recommendations for proxy statements.
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  39.  30
    Security Assessment of Teachers' Right to Healthy and Safe Working Environment: Data from a Mass Written Survey (article in Lithuanian).Gediminas Merkys, Algimantas Urmonas & Daiva Bubelienė - 2011 - Jurisprudencija: Mokslo darbu žurnalas 18 (2):575-594.
    This paper presents the results of an empirical study that reflects monitoring and evaluation of the implementation of some legal acts on the labour of the Republic of Lithuania. The analysis of legal documents at the national and international level is provided. A review of cognate studies conducted by foreign and Lithuanian researchers is presented and the professional situation of a Lithuanian teacher from the employee rights perspective is highlighted. The professional activities contexts and sectors, wherein systematic violations (...)
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  40.  38
    Employee Monitoring and Computer Technology: Evaluative Surveillance V. Privacy.Adam D. Moore - 2000 - Business Ethics Quarterly 10 (3):697-709.
    In this article I address the tension between evaluative surveillance and privacy against the backdrop of the current explosion of information technology. More specifically, and after a brief analysis of privacy rights, I argue that knowledge of the different kinds ofsurveillance used at any given company should be made explicit to the employees. Moreover, there will be certain kinds of evaluativemonitoring that violate privacy rights and should not be used in most cases.
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  41.  35
    Employee Monitoring and Computer Technology.Adam D. Moore - 2000 - Business Ethics Quarterly 10 (3):697-709.
    In this article I address the tension between evaluative surveillance and privacy against the backdrop of the current explosion of information technology. More specifically, and after a brief analysis of privacy rights, I argue that knowledge of the different kinds ofsurveillance used at any given company should be made explicit to the employees. Moreover, there will be certain kinds of evaluativemonitoring that violate privacy rights and should not be used in most cases.
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  42.  30
    The Democratic Firm: An Argument Based on Ordinary Jurisprudence.David Ellerman - 1999 - Journal of Business Ethics 21 (2-3):111 - 124.
    This paper presents an argument for the democratic (or 'labor-managed') firm based on ordinary jurisprudence. The standard principle of responsibility in jurisprudence ('Assign legal responsibility in accordance with de facto responsibility') implies that the people working in a firm should legally appropriate the assets and liabilities produced in the firm (the positive and negative fruits of their labor). This appropriation is normally violated due to the employment or self-rental contract. However, we present an inalienable rights argument that descends from (...)
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  43. Labor Market Characteristics and the Presence of Pre-Employment Drug Screening and Employee Assistance Programs'.N. Bunt, T. C. Blum & P. M. Roman - 1990 - Meeting of the Academy of Management, San Francisco, Ca, Quoted in Ce Schwoerer, Dr Mai, and B. Rosen (1995). Organisational Characteristics and Hrm Policies on Rights: Exploring the Patterns of Connection. Journal of Business Ethics 14:531-549.
  44.  17
    Upstream Corporate Social Responsibility: The Evolution From Contract Responsibility to Full Producer Responsibility.Guido Palazzo & Judith Schrempf-Stirling - 2016 - Business and Society 55 (4):491-527.
    The debate about the appropriate standards for upstream corporate social responsibility of multinational corporations has been on the public and academic agenda for some three decades. The debate originally focused narrowly on “contract responsibility” of MNCs for monitoring of upstream contractors for “sweatshop” working conditions violating employee rights. The authors argue that the MNC upstream responsibility debate has shifted qualitatively over time to “full producer responsibility” involving an expansion from “contract responsibility” in three distinct dimensions. First, there is (...)
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  45.  40
    Reclaiming Marginalized Stakeholders.Robbin Derry - 2012 - Journal of Business Ethics 111 (2):253-264.
    Within stakeholder literature, much attention has been given to which stakeholders "really count." This article strives to explain why organizational theorists should abandon the pursuit of "Who and What Really Counts" to challenge the assumption of a managerial perspective that defines stakeholder legitimacy. Reflecting on the paucity of employee rights and protections in marginalized work environments, I argue that as organizational researchers, we must recognize and take responsibility for the impact of our research models and visions. By confronting (...)
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  46.  41
    Codes of Ethics in the Light of Fairness and Harm.Dan Munter - 2013 - Business Ethics: A European Review 22 (2):174-188.
    Nine codes of ethics from companies in the Swedish financial sector were subjected to a content analysis to determine how they address and treat employees. The codes say a great deal about employee conduct and misconduct but next to nothing about employee rights, their rightful expectations or their value to the firm. The normative analysis – echoing some of the value-based HRM literature – draws on the foundational values of respect, equality, reciprocity and care. The analysis shows (...)
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  47.  71
    The Debate Over the Prohibition of Romance in the Workplace.C. Boyd - 2010 - Journal of Business Ethics 97 (2):325 - 338.
    This article examines why an organization might wish to manage workplace romance, and describes a number of alternative approaches to managing dating. At first sight the ethics of dating bans balances the need to protect female employees from harassment against employee rights to privacy and freedom of association — a rights versus rights issue. However, dating bans seem not to be directed at protecting female employees from harm, but rather protect employers from sexual harassment liability claims (...)
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  48.  36
    The Ethical Imperative: Myth or Reality? [REVIEW]Constance R. Heiland, John P. Daniels, Hugh M. Shane & Jerry L. Wall - 1984 - Journal of Business Ethics 3 (2):119-125.
    As a result of recent legislative developments and greater ease of accessibility, the Human Resources Manager (HRM) faces the challenge of not only maintaining records but also that of protecting employees from misuse of personal information contained in their individual personnel files. The widespread use of computers for maintaining employee records has resulted in new ethical dimensions and/or challenges for the HRM. Serious questions regarding accessibility to and dissemination of such personal information now confront the HRM. Unless policies are (...)
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  49. Free and Equal: Rawls' Theory of Justice and Political Reform.Joseph Grčić - 2011 - Algora.
    Introduction. The trial; the right to a lawyer; double jeopardy; the electoral college; the senate; presidential pardon; judicial review; lifetime appointment; campaign finance reform; the right to political leave; the democratized corporation -- The right to a lawyer -- Abolish double jeopardy -- Empower the jury -- The electoral college -- Abolish presidential pardon -- Abolish the Senate -- Limit the power of the Supreme Court -- Abolish lifetime tenure of Supreme Court justices -- Reduce private money in election campaigns (...)
     
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  50. The Case for Animal Rights.Tom Regan - 2009 - In Steven M. Cahn (ed.), Noûs. Oxford University Press. pp. 425-434.
    More than twenty years after its original publication, The Case for Animal Rights is an acknowledged classic of moral philosophy, and its author is recognized as the intellectual leader of the animal rights movement. In a new and fully considered preface, Regan responds to his critics and defends the book's revolutionary position.
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