MANA 3320 1st Edition Lecture 21 Outline of Last Lecture I 4 Sources of Stress in the Workplace II Building Better Health among Employees III Employee Rights IV Property Rights V Employment at Will Principle VI Illegal Employee Dismissals VII WARN Act Outline of Current Lecture I Privacy Rights II 4 Maximum Offenses for Companies III Access to Personnel Files IV Conduct outside the Workplace V Investigative Interview Current Lecture Privacy Rights o Employee privacy vs Employer Obligations Substance abuse and drug testing Safety sensitive jobs o Employees must submit to drug tests when reasonable suspicion for a drug test exists and the employer s testing procedures are also reasonable 5 industries that can have drug tests at any time as many times as they wish o 1 Gov t jobs o 2 Transportation o 3 Police fire o 4 Pharmaceutical companies These notes represent a detailed interpretation of the professor s lecture GradeBuddy is best used as a supplement to your own notes not as a substitute o o Issue a policy statement prohibiting drug usage o Inform employees about the dangers of drugs o List options available for drug counseling o Notify the federal contracting agency of employees convicted of drug related criminal offense 24 of terminations 1 out of 4 are for improper usage of computers and internet in the workplace today Email and voicemail 4 Maximum offenses for Companies o o 1 Thef Falsification of time cards Expense reports Products 2 Violence Employees fighting in a company owned parking lot o 3 Destruction of property o 4 Insubordination o Drug free workplace act 1988 requires employers to Searches and monitoring 5 Private security companies When an employee refuses to obey a direct order or instruction Exceptions to progressive discipline Access to Personnel Files o o Employees generally have The right to know of the existence of one s personnel file The right to inspect one s own personnel file The right to correct inaccurate data in the file Employers can Restrict access to information that could violate the privacy of others Limit the employee to copies of documents that he or she has signed Require that HR personnel or a supervisor be present while the employee views the document Conduct outside the workplace o Companies cannot regulate this unless you are the face of the company PR CEO President etc The investigative interview o o Conduct of an interview Concentrate on how the offense violated the performance and behavior standards of the job Avoid getting into personalities or areas unrelated to job performance Give the employee must be given a full opportunity to explain his or her side of the issue NLRB vs Weingarten Inc The Supreme Court upheld an NLRB ruling in favor of the employee s right to representation during an investigative interview in a unionized organization
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