HR FINAL

Knowledge worker

(programmers, writers, educators) transform information into a product or service and need large amounts of information.

Information dissemination

making information available to decision makers, where ever they are located.

The employee handbook

most important source of info that the HR department can provide. Informs employees and supervisors of company policies and procedures and communicating rights and responsibilities.

Written communication

Documented records and information needed to inform employees of important policies, news, and other information needed within the company.

Memos

conveying changes in policies or procedure

Financial reports

stay knowledgeable about company's performance

Newsletter

short monthly or quarterly publication designed to keep employees informed of important events, meetings, and transitions and to provide inspiration

Bulletin board

current team performance data and comparisons with outside competitors or other teams with the company.

Teleconferencing

meetings online, remote location meetings

Voicemail:

electronic communication that allows the sender to leave a detailed voice message for a receiver

Social networking

interacting over the internet and sharing text messages, photos, and video clips. (LinkedIn, Facebook)

Multimedia technology

All of which are encoded digitally and can be transported on fiber optic networks�make it possible to interact with video images of employees located across the country or around the world as if they were in the same room.

Employee Feedback Program

Gives employees a voice in decision making, making sure employees receive due process on complaints

Employee attitude survey

anonymous survey designed to measure employee likes and dislikes of various aspects if their job.

Appeals procedures

employees voice their reaction to management practices and to challenge management decisions

Open door

direct access to any manager or executive in company.

Speak-up program

specific steps for an employee to take in bringing a work problem to management's attention

Ombudsman

neutral person, handles employee's complaints

Grievance panels

investigate grievances brought to them

Employee Assistance programs

Help employees cope with personal problems - Problems may include: ? Alcohol or drug abuse, domestic violence, elder care, AIDS and other diseases, eating disorders, depression, work-related stress, compulsive gambling

Employee Rights

A right is the ability to engage in conduct that is protected by law or social sanction

Statutory rights

protection from discrimination based on race, sex, religion, national origin, age, and handicap.

Statutory rights laws

- Title VII of the civil rights act of 1964
- Equal employment opportunity commission:
- Occupation safety and health Act
- National labor relations board:

A contract

a legally binding promise between two or more competent

An employee contract

spells out the terms for both an employee and employer

Due process requires

a fair investigation (a showing of just cause to discipline employees who have not performed according to expectations)

Wrongful discharge

is discharge for reasons that are illegal or inappropriate

Psychological contract

employees expect to be treated fairly and ethically in return for providing their employer with a fair and reasonable amount of work.

Personnel file

- documentation of critical HR-related info, such as performance appraisals, salary history, disciplinary actions, and career milestones.

Privacy Act of 1974:

- guarantees the privacy of personnel files for employees of the U.S federal government.

Whistle-blowing

employees reveal management misconduct to outsiders.

Random drug testing

screens employees for the use of drugs randomly, without suspicion or cause.

Electronic monitoring

Controls theft, Employee theft, invasion perception, and employee awareness.

Whistleblowing and punishment

- Retaliation, Internal procedures. Although whistle-blowers often have altruistic motives, they may be shunned, harassed, and even fired for their efforts.

Moonlight restrictions

- holding a second job outside normal work hours, for extra income. Second job can pose a conflict of interest.

Progressive discipline

management interventions that gives employees opportunities to correct undesirable behaviors being discharged.

1st step of progressive discipline

Verbal warning

2nd step of progressive discipline

written warning

3rd step of progressive discipline

suspension

4th step of progressive discipline

discharge

positive discipline

encourages
employees to monitor their own behaviors and assume responsibility for their actions

Minor violations

- dress code violation, horseplay, tardiness, and sleeping on the job.

Serious violations

drug use at work, theft, dishonesty, and physical assault.

Basic standard of discipline

- Communication of rules and performance.
- Documentation of the facts
- Consistent response to rule violations.

union

Organization that represents employees' interests to management, Issues of wages, work hours, working conditions

- Why do employees join unions?

- Dissatisfied with certain aspects of their job
- Feel that they lack influence with management to make the needed changes

Wagner act/National labor relations Act;

law designed to
protect employees rights
to form and join unions and to engage in such activities as strikes, picketing, and collective bargaining.

Taft-Hartley Act, 1947

limit some of the power acquired by unions under the Wagner act.

The Landrum-Griffin Act, 1959

law designed to
protect union members
and their participation in union affairs.

Labor Relations strategy

management overall plan for dealing with unions

Union acceptance strategy

management chooses to view the union as its employees' legitimate representative and accepts collective bargaining as an appropriate mechanism for establishing workplace rules.

Union Avoidance strategy

management tries to prevent its employees from joining a union, either by removing the incentive to unionize or by using hardball tactics.

Union Substitution approach

Also know as the proactive human resource management approach (management becomes so responsive to employees' needs that it removes the incentive for unionization)

Union suppression approach

Management employs hardball tactics, which may be legal or illegal, to get rid of a union or to prevent the union from organizing its workers

collective bargaining

both parties are likely to take opening positions that favor their goals but leave them some room to negotiate

Bargaining behavior

good faith behavior

Bargaining power

is one party's ability to get the other party to agree to its terms.

Distributive Bargaining

focuses on convincing the other party that the
cost
of disagreeing with the proposed terms would be very high.

Integrative Bargaining

focuses on convincing the other party that the
benefits
of agreeing with the proposed terms would be very high

Economic strike

- when an agreement is not reached during collective bargaining.

Wildcat strike

spontaneous work stoppage that happens under a valid contract and is usually not supported by union leadership

Lockout

occurs when an employer shuts down its operations before or during a labor dispute.

Grievance procedure

systematic, step by step process designed to settle disputes regarding the interpretation of a labor contract.

Contract interpretation grievance

based on union member rights under the labor contract.

Workers compensation

Provide reasonable medical care to victims, Provide "no-fault" system for injured workers to get relief, Encourage employees to invest in safety, and Promote research on workplace safety

Workers' compensation benefits:

compensate employees for injuries or illnesses occurring on the job.

Occupational safety and health act of 1970 (OSHA):

- requires employers to provide a safe and healthy work environment.

Occupational standards for OSHA

Covers hazards ranging from tools and machinery safety to microscopic airborne matter

Variances for OSHA

Employers may ask OSHA for a temporary (up to one year) variance from a standard when they cannot comply with a new standard by its effective date.

Workplace Inspections OSHA

has the power to conduct workplace inspections to make sure that organizations are complying with OSHA standards.

Citations and penalties OSHA

- may issue citations and impose penalties for any violations of OSHA standards.

Employee assistance programs (EAPs)

help employees whose job performance is suffering due to physical, mental, or emotional problems.

Wellness programs

company-sponsored programs that focus on preventing health problems in employees.