Rights of Engineer

DEFINITION

Engineers have the right to work in a professional environment where they are treated with
respect and fairness. This includes the right to perform their duties without undue
interference, to be recognized for their contributions, and to have access to necessary
resources and support for their professional development. They are entitled to fair
compensation, safety in the workplace, and the opportunity to voice concerns about ethical or
safety issues. Additionally, engineers have the right to seek redress for any grievances related
to their professional conduct or employment conditions.

PROFESSIONAL RIGHTS FOR ENGINEERS

1. Right to Form and Express Professional Judgment:

o Engineers have the right to make and express their professional opinions and
decisions.

o This includes both technical and moral judgments.

o However, this right must be balanced with responsibilities to employers and

colleagues.

 Balancing with Responsibilities: While engineers have this right, they

also need to be mindful of their obligations to their employers and
colleagues. This means:

 Respecting Organizational Policies: Their professional

judgments should align with the organization's rules and goals.

 Avoiding Disruptions: Their personal judgments should not

disrupt the organization's operations or harm professional
relationships.

 For instance, if an engineer discovers a significant safety issue

with a new product, they have the right to voice their concerns
and recommend changes based on their professional judgment.
However, they must also consider their responsibility to their
employer and colleagues by presenting their findings in a
constructive manner, following proper channels, and working
collaboratively to address the issue. This ensures that their
ethical stance is communicated effectively without causing
unnecessary conflict or undermining team efforts, thus
balancing their right to express professional judgment with
their obligations to the organization.

2. Right to Refuse to Participate in Unethical Activities:

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o Engineers can refuse to engage in actions they believe are unethical.

o They cannot be forced or threatened by employers to perform tasks they

consider morally wrong, such as:

 Falsifying data

 Forging documents

 Altering test results

 Lying

 Bribery

o Situations may arise where reasonable people disagree on what is unethical,

but engineers must be able to decline assignments that go against their
personal conscience, especially if there is a threat to human life or
significant moral disagreement.

3. Right to Fair Recognition and Remuneration for Professional Services:

o Engineers should receive fair recognition for their work and contributions.

o This includes both monetary and non-monetary rewards.

o Proper recognition motivates engineers to focus on their work and continue

their professional development.

o For instance, engineers who develop patents should be adequately

compensated. Fair remuneration should be based on the organization's
resources and the engineer's bargaining power.

 Note: Engineer’s Bargaining Power: An engineer's ability to negotiate their

compensation can also impact the final reward. Engineers with more experience or
those who hold key positions may have more leverage in negotiating their
compensation.

4. Right to Warn the Public About Danger:

o Engineers have the right to inform the public if they believe there is a danger
associated with a product, process, or technology.

5. Right to Talk Publicly About Their Job:

o Engineers can discuss their professional experiences and the nature of their
work publicly, provided it does not compromise confidentiality or company
policies.

6. Right to Engage in Activities of Professional Societies:

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o Engineers have the right to participate in professional societies and

organizations.

o This involvement can help in networking, continuing education, and

advancing their profession.

HUMAN RIGHTS

Human rights are moral entitlements that ensure individuals are treated with dignity and
respect. These rights place obligations on others to uphold certain standards of behaviour.
Engineers and organizations need to be aware of minimum human rights provisions to
build a strong foundation for understanding and productivity. These rights can be
categorized into liberty rights and welfare rights, which form the ethical basis for actions
both locally and internationally.

1. Basic Human Rights

1. Right to Pursue Legitimate Personal Interests:

o Individuals are entitled to pursue their personal goals and interests as long as
they are lawful and do not harm others.

2. Right to Make a Living:

o Everyone has the right to work and earn a livelihood to meet their basic needs.

3. Right to Privacy:

o Individuals have the right to privacy, including protection from undue

interference in their personal and professional lives.

4. Right to Property:

o People have the right to own, use, and transfer property without unfair
restrictions.

5. Right to Non-Discrimination:

o Everyone is entitled to fair and equal treatment regardless of race, gender,

religion, nationality, or other characteristics.

2. Liberty Rights

Liberty rights emphasize personal freedom and the non-interference of others. These rights
include:

1. Natural: Rights exist inherently and are not created by governments.

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o Every individual has a natural right to life, meaning that no government or

authority can take away someone's life arbitrarily. This right is inherent to
being human, not something that a law or government establishes.

2. Universal: These rights are applicable to everyone, regardless of location or context.

o In many democratic societies, individuals have the right to express their

opinions freely without censorship. This right applies universally, meaning
everyone, regardless of where they are from, should have the freedom to
express themselves.

3. Equal: Liberty rights are the same for all people, ensuring no one is discriminated
against.

o Everyone, regardless of gender, race, or socioeconomic status, should have

equal access to education. For example, schools should not discriminate
against a student based on their background, offering everyone the same
educational opportunities.

4. Inalienable: These rights cannot be transferred or surrendered, such as selling oneself

into slavery.

o An individual cannot sell themselves into slavery or transfer their freedom to

someone else. Even if someone tries to sign away their liberty, the law
recognizes that this right is inalienable and cannot be relinquished.

3. Welfare Rights

Welfare rights ensure that individuals have access to resources necessary for a decent human
life. These rights are intended to support those in need, such as providing food, shelter, and
healthcare when individuals cannot acquire them on their own.

4. Moral Rights and Duties

Rights come with corresponding duties. When an individual has a right, others have a duty
not to interfere. The Rights Approach to ethics, proposed by philosophers like Immanuel
Kant and John Locke, emphasizes that:

 People have dignity and should be allowed to make choices freely.

 Actions should respect the moral rights of everyone affected.

 According to John Locke, the three basic rights are life, liberty, and property.

A.I. Melden further expanded on these rights, emphasizing that individuals should not harm
others' life, health, liberty, or property. Melden also recognized the importance of welfare
rights, advocating for a social welfare system that supports a decent quality of life.

5. International Human Rights

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When operating globally, businesses, particularly multinational corporations (MNCs),

must adhere to international rights. These are more specific than general human rights and
are essential for maintaining fairness and justice across borders.

Thomas Donaldson outlined ten core international rights in his book The Ethics of
International Business:

1. Right to Freedom of Physical Movement: Individuals should have the right to move
freely without undue restrictions.

2. Right to Ownership of Property: The right to own and manage property in

accordance with local laws.

3. Right to Freedom from Torture: No one should be subjected to cruel or inhumane

treatment.

4. Right to a Fair Trial: Every individual is entitled to due process and fair judicial
proceedings.

5. Right to Non-Discriminatory Treatment: People should not face discrimination

based on characteristics like race, gender, or religion.

6. Right to Physical Security: Individuals must be protected from violence and harm.

7. Right to Freedom of Speech and Association: People have the right to express their
views and form groups for common causes.

8. Right to Minimal Education: Everyone is entitled to at least a basic level of

education.

9. Right to Political Participation: Individuals should be able to take part in political

processes, including voting and running for office.

10. Right to Subsistence: Individuals should have access to the basic necessities of life,
such as food, shelter, and healthcare.

EMPLOYEE RIGHTS

Employee rights refer to the protections and benefits that employees are entitled to at their
workplace. These rights can be categorized into contractual and non-contractual rights.

1. Contractual Rights

These rights are based on the employment contract or organizational policies. They include
specific benefits, such as:

 Right to salary: Receiving a specific amount of pay based on the terms of the
contract.

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2. Non-Contractual Rights

These are the rights that exist even if not explicitly stated in the contract. They include:

 Right to choose outside activities: Employees can engage in activities outside their
work unless prohibited by the contract.

 Right to privacy and confidentiality: Employers must respect the employee’s

privacy and handle their personal information confidentially.

 Right to due process from the employer: Fair procedures must be followed in cases
of firing, demotion, or disciplinary actions. The process should involve:

o Providing a written explanation for any charges.

o Clear communication of decisions and reasons in writing.

o Appeal options for the affected employees.

 Right to equal opportunity (Non-discrimination): Employees should not face

discrimination based on caste, sex, religion, or other factors. Examples of
discrimination:

o Promoting a less competent local candidate over a highly qualified outsider.

o Unequal prize amounts for men and women in sports events.

 Right to Equal Opportunity (Harassment in the Workplace): Harassment in the

workplace violates employee rights and can manifest in two forms:
o Exchange of favors: This occurs when superiors demand personal favors in
return for benefits like promotions or raises.
o Hostile work environment: A workplace where inappropriate behavior, such
as offensive remarks or gestures, is common.
 Right to equal opportunity (Affirmative Action or Preferential Treatment): This
refers to giving preference to groups (e.g., women or minorities) that were previously
denied fair treatment. Affirmative action helps correct historical inequalities by
providing them with opportunities.

These rights ensure that employees are treated with respect and fairness in the workplace. In
particular, engineers have the right to pursue their careers without discrimination based on
race, gender, or age.

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 Rights of Engineer

WHISTLE BLOWING

Definition: Whistle blowing is the act of an employee informing the public or higher
management about unethical or illegal behaviour within their organization. This is done to
stop the organization from continuing these harmful activities.

According to engineering professional codes of ethics, engineers have the right and
responsibility to report wrongdoing within their organization. This makes whistle blowing a
professional right for engineers as well.

Example: Journalists exposing corruption among politicians by publishing articles or

reporting to authorities is a form of whistle blowing.

Types of Whistle Blowing

1. Internal Whistle Blowing:

o The employee reports unethical activities to someone within the

organization.

2. External Whistle Blowing:

o The employee informs someone outside the organization, such as media or

regulatory authorities.

3. Open Whistle Blowing (Acknowledged Whistle Blowing):

o The whistle-blower reveals their identity when reporting the unethical

behaviour.

o In this case, the whistle-blower does not hide their name and makes it known
to both the organization and the public that they are reporting the issue. This
often happens when the person believes strongly in exposing the wrongdoing
and is willing to face any consequences that may follow.

o Example:

 Consider Edward Snowden, a former contractor for the National

Security Agency (NSA) in the United States. He openly revealed his
identity after disclosing confidential information about global
surveillance programs conducted by the NSA. Snowden believed these
activities violated citizens' privacy and openly reported this to the
public, even though he faced significant legal consequences.

This is a classic example of open whistle blowing because Snowden

did not try to hide his identity and openly took a stand against the
organization he worked for.

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 An Indian example of open whistle blowing (acknowledged whistle

blowing) is Satyendra Dubey, an Indian Engineering Services (IES)
officer. He worked with the National Highways Authority of India
(NHAI) and was involved in the Golden Quadrilateral project, a major
highway development project in India.
Satyendra Dubey discovered large-scale corruption in the project and
openly reported it to his superiors. He also wrote a letter to the Prime
Minister of India, revealing his identity and highlighting the corruption
in the highway construction project. Despite requesting anonymity in
the public sphere, his identity was leaked, and he was unfortunately
assassinated in 2003 for exposing the corruption.
This is an example of open whistle blowing because Dubey did not
hide his identity when reporting the unethical activities and chose to
bring it to the attention of higher authorities, risking his life for the
cause of truth and justice.

4. Anonymous Whistle Blowing:

o The whistle-blower keeps their identity hidden when making the allegations.

When Should Whistle Blowing Be Attempted?

Whistle blowing should only be attempted if all of the following conditions are met:

1. Need:

o The issue must be serious, such as criminal offenses, unethical practices, harm
to public safety, or environmental threats.

2. Proximity:

o Proximity refers to the whistle-blower's closeness or direct involvement with

the problem they are reporting.

o The whistle-blower must have firsthand knowledge and expertise about the
problem.

 The whistle-blower should have direct experience or evidence related

to the issue. They should not be relying on secondhand information or
rumors. For example, if an employee is reporting safety violations in a
factory, they should have seen or directly experienced these safety
issues themselves, rather than just hearing about them from others.

 The whistle-blower should have the necessary knowledge or

background to understand the problem fully. This expertise allows
them to accurately assess the situation and provide credible
information. For instance, if an engineer is reporting technical faults in

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a design, they should have the technical expertise to understand and

identify these faults correctly.

3. Capability:

o The whistle-blower should have a reasonable chance of success and be able

to manage personal and family financial stability.

 What it Means:

When considering whistle blowing, the whistle-blower must

evaluate their capability to effectively carry out the act of
reporting wrongdoing. This involves:

1. Chance of Success:

The whistle-blower should assess whether their efforts

to report the issue are likely to lead to a positive
outcome. This means having confidence that their report
will be taken seriously and that it can result in the
desired change or action within the organization or by
external authorities.

2. Financial Stability:

Whistle blowing can sometimes lead to personal and

professional risks, including job loss or retaliation.
Therefore, the whistle-blower must ensure that they are
in a stable financial position to handle any potential
consequences. This includes having the means to
support themselves and their family if their job is
jeopardized or if they face financial hardship due to
their actions.

 Why It's Important:

Success Rate: Without a reasonable chance of success, the

effort might not lead to any meaningful change and could
potentially backfire.

Financial Safety: Whistle blowers should be prepared for any

financial implications that may arise from their decision to
report unethical behaviour. Ensuring financial stability helps
them manage these risks better and supports their well-being
during the process.

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4. Last Resort:

o Whistle blowing should only be done in extreme situations. First, the

employee should try solving the problem through proper channels within the
organization.

Moral Guidelines for Whistle Blowing

According to Richard DeGeorge, whistle blowing can be either morally permissible or
morally obligatory, based on certain conditions:
1. When is Whistle Blowing Morally Permissible?
Whistle blowing is morally acceptable when:
 The harm caused by the unethical activity is serious and could affect the public.
 The employee has raised the issue with superiors within the organization & No
action is taken by the superiors, and all internal channels have been exhausted.
2. When is Whistle Blowing Morally Obligatory?
Whistle blowing becomes a moral duty when:
 The employee has documented evidence that would convince an impartial observer
of the wrongdoing.
 The employee has strong evidence that making the information public would prevent
serious harm.
Preventing Whistle Blowing in Organizations
To prevent whistle blowing, companies should foster an ethical environment and solve
problems internally. These steps can help:
1. Create a Strong Ethics Culture:
o Both employers and employees should be committed to ethical behaviour.

2. Encourage Open Communication:

o The company should avoid rigid communication channels and promote a
system where employees feel comfortable sharing concerns.
3. Establish an Ethics Review Committee:
o The committee should have the freedom to investigate complaints and make
recommendations to management.
4. Admit Mistakes:
o Management should be willing to admit and correct mistakes when necessary,
which encourages employees to act ethically.

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