Knowledge worker
(programmers, writers, educators) transform information into a product or service and need large amounts of information.
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 of info needed to inform employees of important policies, news, and other info within the company.
Information dissemination
making information available to decision makers, where ever they are located.
Memos
Useful for conveying changes in policies or procedures.
Bulletin boards
Can be electronic, used to post current team performance data and comparisons.
Written communication
Documented records and information needed to inform employees of important policies, news, and other information needed within the company.
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.
Memos
conveying changes in policies or procedure
Financial reports
stay knowledgeable about company's performance
Statutory rights
-protect from discrimination
-safe working conditions
-right to form unions
Contractual rights
Due process requires a fair investigation.
-employee contract
-union contract
-implied contracts/employment policies
Other rights
-right to Ethical treatment
-limited right to privacy
-limited right to freedom of speech(whistle blowing)
Random drug testing
-Allows management to protect its employees and costumers.
-many employees consider random drug testing as an invasion of their privacy.
Minor violations
Absent
Dress violation
smoking violation
Safety violation
Sleeping on job
Horseplay
Major violations
Drugs at work
Theft
Dishonesty
Assault
Sabotage of company operations
multimedia technology
Makes it possible to video chat with employees across the world.
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)
Due process
Standards of discipline
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.
Progressive Discipline steps
-verbal warning
-written warning
-suspension
-discharge
Employee Feedback Program
Gives employees a voice in decision making, making sure employees receive due process on complaints
Why do employees join unions?
1. Dissatisfied with aspects of their jobs.
2. Lack influence from management to make change when needed
3. see unionization as a solution to their problems.
4. Pay
Unions unprotected by law before_____?
1935
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
Warner act, 1935
Attempted to equalize power of employers and employees.
Open door
direct access to any manager or executive in company.
5 legal practices identified by the warner act-
-interfering w employees
-interfering w formation
-discrimination of employees
-discharging employee
-refusing to bargain
Speak-up program
specific steps for an employee to take in bringing a work problem to management's attention
6 remedies for unfair unions
1. Restraining employees
2. Cause an employee to discriminate
3. Refuse to bargain
4. Require members to boycott products
5. Charging employees excessive union dues
6. Make employer pay for services not performed
Ombudsman
neutral person, handles employee's complaints
Key provisions for unions
1. Must have bill of rights
2. Must adopt a constitution
3. Must report financial activities
4. Union elections are regulated by gov.
Grievance panels
investigate grievances brought to them
union avoidance strategy
A labor relations strategy in which management tries to prevent its employees from joining a union, either by removing the incentive to unionize or by using hardball tactics
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
Union Substitution approach
Management becomes so responsive to employees needs that they no longer need the union
Employee Rights
A right is the ability to engage in conduct that is protected by law or social sanction
Union Suppression approach
Management uses hardball tactics to get rid of the union
Statutory rights
protection from discrimination based on race, sex, religion, national origin, age, and handicap.
Collective bargaining
unions negotiate with management for a labor contract
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:
Bargaining power
One party's ability to get the other party to agree to terms
A contract
a legally binding promise between two or more competent
Distributive Bargaining
Focuses on convincing the other party that the cost of DISAGREEING with the proposed terms would be too high
An employee contract
spells out the terms for both an employee and employer
Integrative Bargaining
Focuses on convincing the other party that the cost of AGREEING with the proposed terms would be too high
Due process requires
a fair investigation (a showing of just cause to discipline employees who have not performed according to expectations)
Mandatory Bargaining Topics
Wages, Hours, Employment Conditions
Wrongful discharge
is discharge for reasons that are illegal or inappropriate
Permissive bargaining topics
May be discussed though neither party is obligated to bargain on these topics
Illegal bargaining topics
May not be discussed
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.
Benefits for worker's compensation
Support workers for injuries or illnesses occurring on the job
Privacy Act of 1974:
- guarantees the privacy of personnel files for employees of the U.S federal government.
Benefits for workers Comp include-
-total disability benefits
-impairment benefits
-survivor benefits
-medical expense
-rehabilitation
Whistle-blowing
employees reveal management misconduct to outsiders.
Cost to employers work Comp insurance-
-directly affected by accidents
-premiums can increase and stay high for years from a single injury
-workers Comp is based on payroll
-premiums can be modified by an organizations safety record
-premiums average from 2% to 4% per $100 of wages
-can be hig
Random drug testing
screens employees for the use of drugs randomly, without suspicion or cause.
Ways managers can act to reduce fraudulent claims-
-Keep workplace safe
-educate employees on workers Comp system
-COMMUNICATE WITH THE CLAIMANT AND OTHERS FAMILIAR WITH THE INCIDENT
-stay in contact with employees on workers Comp leave
Electronic monitoring
Controls theft, Employee theft, invasion perception, and employee awareness.
Variances
Employers may ask OSHA for a short term variance from a standard when they cannot comply with a new standard by its effective date
Whistleblowing and punishment
- Retaliation, Internal procedures. Although whistle-blowers often have altruistic motives, they may be shunned, harassed, and even fired for their efforts.
Reducing assaults and threats
-half of the US firms with 1000 or more employees report workplace violence
-70% of US firms have no policies
-26% of domestic violence victims are women
Moonlight restrictions
- holding a second job outside normal work hours, for extra income. Second job can pose a conflict of interest.
employee assistance programs
help employees cope with personal stresses and problems
Progressive discipline
management interventions that gives employees opportunities to correct undesirable behaviors being discharged.
Wellness programs
Programs that focus on the employee's total physical and mental condition
1st step of progressive discipline
Verbal warning
Rewards of good health habits
Wellness programs can make a positive contribution. Although there are costs to starting this program, the reducing of health care cost and absenteeism can greatly save money
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.