Unformatted text preview:

Chapter 4 Employee Rights and DisciplineI. Employee rights Legislationa. Privacy Act of 1974- requires federal government agencies to make information in a in indiviudals personnel file available to him or heri. Employees can look at their own file to make sure it is accurateb. Fair Credit Reporting act of 1971- requires an employeer to notify job canidates of its intent to check into their creditc. Drug Free Workplace Act pf 1988- requires specific governemtn related groups to ensure that their workplace is drug free. d. Polygraph Protection Act of 1988- prohibits the use of lie detector screening all job applicantse. Workers Adjustment and Retraining Notification(WARN)- specifies for employers notification requirements when closing down a plant or laying off large numbers of workers. i. Company of 100+ workesii. When layoffs are 50+people iii. Reduces economic hardship on areaiv. Gives place time to recruit new people v. If they file for bankruptcy then they don’t have to do thisII. Current issues Regarding Employee Rightsa. Drug Testing- the process oftesting applicants/employees to determine if they are using illicit drugsb. Honesty Test- a specialized question and answer test designed to assess ones honestyc. Whistle Blowing- being a snitch d. Employee Monitoring- an activity whereby the company keeps informed ofits employees activitiese. Workplace Romance- Frowned upon but not necessary wrong. Depends oncompanyIII. Employment at Will- 19th century common law that permitted employers to discipline or discharge employers at their own discretiona. Employees can resign any time they wantb. Exceptions to doctrinei. Contractural Relationships ii. Statutory Regulations1. basically protects title 7iii. Public Value Perception1. doesn’t have to break the law to do his jobiv. Implied Employment Contract- any organization guarantee or promise about job securityv. Breach of Good Faith1. firing before their bonusa. Massive sales deal and they don’t want to pay their commission instead fire themIV. Discipline- a condition in the organization when employees donduct themselves inaccordance with the organizations rules and standards of acceptance behavior.a. Factors to consideri. Seriousness of Problemii. Duration of Problemiii. Frequency and Nature of Problemiv. Extenuating Factorsv. Degree of Socializationvi. Istory of Organizationvii. Management Backingb. Disciplinary Guidelinesi. Actions should be corrective rather than punitiveii. Progressive Disclipline Approach- a system of improving employeebehavior that consist of warnings and pubishments that gradually become more severe1. Verbal Wrninga. Best to have a written follow up to have proof2. Written Warning a. 1st formal step3. Suspension4. Terminationiii. Hot Stove Test- disclipline, like the consequences of touching a hotstove should be immediate, provide ample warning abd be consistent and be impersonal1. immediate2. advance warning a. employees are aware of rules3. Consistent Action4. Impersinal


View Full Document

UMD BMGT 360 - Chapter 4 Employee Rights and Discipline

Download Chapter 4 Employee Rights and Discipline
Our administrator received your request to download this document. We will send you the file to your email shortly.
Loading Unlocking...
Login

Join to view Chapter 4 Employee Rights and Discipline and access 3M+ class-specific study document.

or
We will never post anything without your permission.
Don't have an account?
Sign Up

Join to view Chapter 4 Employee Rights and Discipline 2 2 and access 3M+ class-specific study document.

or

By creating an account you agree to our Privacy Policy and Terms Of Use

Already a member?