Ethical issues and conflicts in occupational health can be addressed with the two classic ethical paradigms of ethics or ethics. Consistent ethics focus on what is good or bad, harmful or useful in its consequences. For example, the social ambition expressed as a principle of maximizing benefits for the greatest number in a community reflects consistent ethics. The peculiarity of ethical ethics is to consider certain human acts or behaviours as obligatory, such as the principle of always telling the truth, the principle of truth regardless of its consequences. The deontologist considers that moral principles are absolute and that they impose an absolute duty on us to obey them. The two paradigms of basic moral philosophy, separate or combined, can be used in ethical assessments of people`s activities or behaviours. Wade and Honeyman (2007, 7) describe a “permanent” contract as a contract in which all parties work essentially without a task or trial. With only anecdotal evidence, it is difficult to know what percentage of contracts is actually violated. Statistics are likely to vary considerably by class, culture, wealth and type of transaction (Wade and Honeyman 2005, 7). The reasons for a breach of contract are also different and ethical issues may arise in certain situations.
1. Occupational physicians must always act as a priority in the interests of workers` health and safety. Occupational physicians should base their assessments on scientific and technical knowledge and, if necessary, seek specialized tar advice. Occupational medical professionals refrain from any assessment, advice or activity that could compromise confidence in their integrity and impartiality. 3. Informed consent as a condition for data collection and access to data sets containing information about individual individuals. In many countries, the principle of informed consent, which implies the right of co-decision of the person concerned, is enshrined in law on all issues relating to the collection and access of personal data. The principle of consenting information is increasingly recognized as important in the processing of personal data.
This means that the person concerned has the right of the primafa to decide what information is authorized or authorized, for what purpose, by whom, under what conditions and under what conditions and under what administrative or technical protection measures must be taken against any unauthorized or unauthorized access. The tendency to assign responsibility to the individual ignores a large amount of scientific data. There is evidence that the physiological consequences of work can have an impact on health that continues after the work day. It has been widely demonstrated that there are links between organizational factors (such as participation in decision-making, social interaction and support, work rhythm, overwork, etc.) and health outcomes, particularly cardiovascular disease. The effects on individual organizational interventions and behavioural changes are very clear. Nevertheless, most health promotion programs are designed to change individual behaviours, but they rarely take these organizational factors into account.