Notice bibliographique
Résumé
Historically, blowing the whistle about something to others has been risky. Despite the increasing emphasis at work on equality, employee rights, workplace democracy, and quality of life issues, the whistleblower can be seen as disloyal or a snitch. The implied common law duty of the employee of fidelity to the employer can get one fired or cause one to suffer other retaliation for blowing the whistle at work. Unwanted whistleblowing is still likely to be seen today as sanctionable worksite misconduct. It can render one's job less secure or hurts one's chances of promotion. The federal Competition Act has similar provisions: 66.1 (1) Any person who has reasonable grounds to believe that a person has committed or intends to commit an offence under the Act, may notify the Commissioner of the particulars of the matter and may request that his or her identity be kept confidential with respect to the notification. (2) The Commissioner shall keep confidential the identity of a person who has notified the Commissioner 66.2 (1) No employer shall dismiss, suspend, demote, discipline, harass or otherwise disadvantage an employee, or deny an employee a benefit of employment, by reason that (a) the employee, acting in good faith and on the basis of reasonable belief, has disclosed to the Commissioner that the employer or any other person has committed or intends to commit an offence under this Act International treaties also encourage whistleblowing as a method of law enforcement. In the environmental parallel accord to the NAFTA, the North American Agreement on Environmental Cooperation (NAAEC), the citizen complaint mechanism empowers the public to play a whistleblower role on matters of environmental law enforcement. Under Article 14, members of the public may submit a claim alleging a NAFTA partner has failed to effectively enforce its environmental law. Following a review of the submission, the Commission on Environmental Cooperation may investigate the matter and pursue a factual record of its findings. Section 74 of the Saskatchewan Labour Standards Act states, in part: "No employer shall discharge or threaten to discharge or in any manner discriminate against an employee because the employee (a) has reported or proposed to report to a lawful authority any activity that is or is likely to result in an offence pursuant to an Act." In the recent Merk decision, the employer's dismissal of the whistleblower was upheld. Merk had complained to her employer (a union) that two officers in the union had received unlawful payments. The judge concluded that that there may have been wrongdoing, but the internal investigator, a senior union official, was not a "lawful authority."
Récupéré en direct depuis OpenAlex et désinversé. Les résumés ne sont pas conservés dans cette base de données : les index inversés représentent 8,6 Go des 9,3 Go de texte de la base, et le serveur dispose de 13 Go libres.
Comment cette classification a été obtenuedéplier
Prédiction machine sur la base complète
Imitation des enseignantsNi prévalence calibrée, ni vérité terrain. Validation humaine à venir. Le volet Gemma est une étiquette directe du modèle pour chaque travail de la base, lue sur la notice réduite au titre. Le volet Codex est un classifieur appris des 10 348 étiquettes directes de Codex et calibré sur les taux pondérés de l'échantillon; les champs sans appui suffisant ne portent aucun appel Codex. Le mode candidate est l'union des deux volets; le consensus est leur intersection. Ces sorties portent le statut machine_predicted_unvalidated et ne sont pas des étiquettes humaines.
Scores du classifieur distillé par catégorie (deux têtes)
| Catégorie | Codex | Gemma |
|---|---|---|
| Métarecherche | 0,009 | 0,033 |
| Méta-épidémiologie (sens strict) | 0,001 | 0,001 |
| Méta-épidémiologie (sens large) | 0,001 | 0,000 |
| Bibliométrie | 0,001 | 0,001 |
| Études des sciences et des technologies | 0,014 | 0,029 |
| Communication savante | 0,020 | 0,016 |
| Science ouverte | 0,001 | 0,010 |
| Intégrité de la recherche | 0,015 | 0,021 |
| Charge utile insuffisante (le modèle a refusé de juger) | 0,021 | 0,009 |
Scores machine (provisoires)
Les deux têtes enseignantes du modèle étudiant, lues sur ce travail. Un score ordonne la base pour la relecture; il n'affirme jamais une catégorie, et le statut de validation accompagne chaque rangée tel quel.
Scores de référence d'un modèle non mature (critères de maturité non atteints, 7 itérations). Un score ordonne; il n'affirme jamais une catégorie.
score_only:v0-immature-baseline · tel quel depuis la passe de notation : score_only signifie que le nombre peut ordonner les travaux, et qu'aucune étiquette de catégorie n'en découleClassification
machine, non validéePrédiction automatique; un appel candidat d’une seule source (Gemma direct ou Codex distillé), pas un consensus.
Le détail, modèle par modèle et score par score, se trouve en fin de page sous « Comment cette classification a été obtenue ».