Transcript Chapter 1 - HRM in a Dynamic Environment

CHAPTER 4
Employee Rights
DeCenzo and Robbins HRM 7th
Edition
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CHAPTER 4 TOPICS:
 1:
 2:
 3:
 4:
 5:
 6:
 7:
 8:
 9:
10:
Privacy
Drug-Free Workplace
W.A.R.N.
Employee drug testing
Honesty tests
Employment-at-will doctrine
Exceptions to employment-at-will
Discipline contingency factors
Discipline guidelines
Employee counseling
DeCenzo and Robbins HRM 7th
Edition
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1: PRIVACY
Privacy Act of 1974
Federal government
agencies
Letters of
recommendation
Contents of employee
file
Computerization
Fair Credit Reporting
Act of 1971
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2: DRUG-FREE
WORKPLACE ACT OF 1988
Organizations
Department of
Transportation
Nuclear Regulatory
Commission
Federal contractors
Government agencies
Receive $25,000 in
federal funds
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2: DRUG-FREE POLICIES
MUST INCLUDE
What is expected of
employees
Penalties for
infractions of policies
Substance abuse
awareness programs
Disseminated to all
employees
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2: POLYGRAPH
PROTECTION ACT OF 1988
Illegal to screen all
applicants
Little job-related
value
Used to determine
theft in organizations
Results can be
challenged
DeCenzo and Robbins HRM 7th
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• See Exhibit 4-1
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Exhibit 4-1: Polygraph Protection Notice
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3: W.A.R.N. ACT
Worker Adjustment
and Retraining
Notification
1988
Plant Closing Bill
100+ employees
50+ layoffs or closing
60 days notice
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3: MORE W.A.R.N.
Penalty???
One day’s pay and
benefits for each day’s
notice
Exceptions
Foreclosure
Not bankruptcy
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4: CURRENT EMPLOYEE
RIGHTS ISSUES
Drug testing
Honesty tests
Employee monitoring
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4: DRUG TESTING
SIGNIFICANCE
Voluntary
participation because
of severity
Large percentage of
employees are
abusers

(Find out how many
and report to class for
1 point.)
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4: AND….
1/2 of injuries and
deaths
Health-care
expenditures over
$246 billion
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4: DRUG TESTING
PRACTICES
Employees
Immediate
termination
Rehabilitation
Applicants
Not hired
Some companies may
hire later
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4: COMMENTS SO FAR???
Effects on job related
activities
Attendance
Productivity/quality
Accidents
Criticisms
False positives
Improper
administration
Dignity
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HRM 7th
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4: REASONABLE
EXPECTATIONS
Privacy
Humane treatment
Safeguards
 (See Exhibit 4-3)
Help, not punishment
HRM create positive
atmosphere
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Exhibit 4-3: Alternatives to Body Fluid Testing
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5: HONESTY TESTS
Integrity tests
Legal alternative to
polygraph
Paper & pencil
Consistency in
responses
Focus
Theft
Drug use
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5: WHISTLE BLOWING
Report corporate
wrong doing
Protect the workers
Retaliation
Termination
How to do it???
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5: WHISTLE BLOWING
POLICY
Written form
Top management
support
Communicate
Communicate
Communicate
No red tape reporting
Anonymous
AND….
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5: WHISTLE BLOWING
POLICY
Guarantee protection
Formal investigative
process
Prompt action
Communicate results
quickly to employee
Appeals process
Commitment to
ethical environment
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Exhibit 4-4: Ten Steps to an Effective Whistle-Blowing Policy
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5: OTHER EMPLOYEE
RIGHTS ISSUES
Employee monitoring
Workplace security
Legislating love
Sexual orientation
rights
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6: EMPLOYMENT-AT-WILL
DOCTRINE
Dismissal for
Good cause
No cause
With no guilt
Challenges treat jobs
as private property
Most states permit
employees to sue for
unjust termination
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7: EMPLOYMENT-AT-WILL
EXCEPTIONS
Contractual
relationship
Statutory
considerations
Public policy violation
Implied employee
contract
(Handbook!)
Breach of good faith
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8: WHEN AN EMPLOYEE
DOESN’T SELF-DISCIPLINE
Rules and standards
not followed
Examples??

See Exhibit 4-6
Extrinsic disciplinary
is warranted
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Exhibit 4-6: Specific Disciplinary Problems
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8: CONSIDER THESE
FACTORS IN DISCIPLINE
Seriousness
Duration
Frequency and nature
Extenuating
circumstances
Socialization
Typical practices
Management backing
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9: DISCIPLINARY
GUIDELINES
Corrective, not
punitive
Progressive
Hot-stove rule
Immediate
Warning
Consistent
Impersonal
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9: DISCIPLINARY
ACTIONS
Written verbal
warning
Written warning
Suspension
Dismissal
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9: WANT TO TRY
POSITIVE DISCIPLINE??
Integrate with
performance
management system
Reinforce good
behavior rather than
issue write-ups
Steps (Exhibit 4-8)
Oral reminder
Written reminder
Decision-making
leave
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and Robbins
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HRM 7th
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Exhibit 4-8: Steps in Positive Discipline
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10: EMPLOYEE
COUNSELING
Skill deficiency?
Intervene with
Training
Development
Attitude problem?
 Intervene with
Counseling
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Edition
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10: EMPLOYEE
COUNSELING
Be a good listener
Then follow these
steps….
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10: EMPLOYEE
COUNSELING STEPS
Document
Be objective, fair,
equitable
Confront performance
only
Offer assistance
Expect resistance and
defensiveness
AND…..
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10: MORE EMPLOYEE
COUNSELING STEPS
Get employee to own
the problem
Develop an action
plan
Identify outcomes for
failure
Monitor and control
progress
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Edition
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QUICK: REVIEW
CHAPTER 4
ANSWER THESE QUESTIONS ON A SHEET
OF PAPER.
1. THE MOST IMPORTANT THING WE DID IN
CLASS TODAY _______.
2. I STILL HAVE QUESTIONS ABOUT_______.
3. THE BEST THING IN CLASS TODAY WAS
____.
4. DON’T D0 ____________ ANYMORE.
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and Robbins
HRM 7th NO NAMES. WE’LL
• TURN IN YOUR
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TALK NEXT CLASS SESSION
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PREVIEW: CHAPTER 5
In newspaper or online want ads:
Find an example of an ad that clearly
describes
What you will do on the job
What skills or background are needed for the job
Find an example of an ad that gives you no
idea of
What you will do on the job
What skills or background are needed for the job
•
Bring these with you to class next time.
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Edition
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Exhibit 4-2: Summary of Laws Affecting Employer Rights
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Exhibit 4-5: Selected Companies: Policies on
Organizational Romance
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Edition
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Exhibit 4-7: The Progressive Discipline Process
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