Chapter13

ComplyingwithWorkplace

JusticeLawsHRPlanningJobAnalysisRecruitmentSelectionWorkplaceJusticeUnionsSafety&HealthInternationalCompetenceMotivationWorkAttitudesOutputRetentionLegalComplianceCompanyImageCostLeadershipProductDifferentiationTraining/Develop.PerformanceApp.CompensationProductivityImp.HRMandCompetitiveAdvantageWorkplaceJusticePracticesandLinkstoCompetitiveAdvantageWorkplacejusticeReduceLitigationCostsEnhancePerceptionsOfFairTreatmentPromoteAFavorableCompanyImageCompetitiveAdvantageWorkplaceJusticeLawsFairnessoforganizationalpracticesProtectworkersfromarbitrarytreatmentDictateday-to-daytreatmentofemployeesEnsurebasicrightEmployeeResponsestoPerceivedUnfairTreatmentActive:e.g.,lawsuits,protestsPassive:e.g.,loweredcommitment,poor“organizationalcitizenship”DiscriminationIssuesinDay-to-DayTreatmentofEmployeesSexualharassmentPregnancydiscriminationFamilyandmedicalleaveDischargeLayoffsEarlyretirementSexualHarassmentUnwelcomesexualadvances,requestsforsexualfavors,andotherverbalorphysicalcontactofasexualnatureHowSexualHarassmentDamagesCompetitiveAdvantageIncreasesDecreasesTurnoverAbsenteeismStressPsychologicalProblemsMoraleTeamworkProductivityFormsofSexualHarassmentSexualHarassmentQuidProQuoHostileEnvironmentQuidProQuoSexualHarassmentEmployeeorapplicantmustprovidesexualfavorsinordertobehired,promoted,grantedapayraise,orallowedtokeepajob.HostileWorkEnvironmentSexualHarassmentEmployeesaresubjectedtounwelcome,intimidatingworkingconditionsUnwelcome:directorindirectevidenceBasedongenderAbusive:severity,frequency,totalnumberofdays,context“Reasonableperson”standardWhenSexualHarassmentOccursEmployerisnotliableifitexercisedreasonablecaretopreventandpromptlycorrectthesexualharassment.theemployeeunreasonablyfailedtotakeadvantageofthecorrectiveopportunitiesprovidedbytheemployer.EmployerResponsestoSexualHarassmentEstablishawrittenpolicyProvidesupervisorytrainingEstablishinvestigatoryguidelinesthatmaintainconfidentialityEstablishacommitteeofbothmenandwomentoinvestigateclaimsUsesurveysandexitinterviewstodetectunreportedharassmentInvestigatingClaimsofSexualHarassmentDetermineiftheallegedbehaviorhasactuallyoccurred.Determineifthebehaviorcouldbelegallyconstruedassexualharassment.Determineappropriateactiontotake.PregnancyDiscriminationActof1978Firmsmaynotdiscriminateagainstemployeesonthebasisofpregnancy,childbirth,orrelatedmedicalconditions.Employeeswhoaretemporarilyunabletoperformtheirjobsbecauseofapregnancy-relatedconditionmustbetreatedthesameasthosewhoaretemporarilydisabledforotherreasons.FamilyandMedicalLeaveActof1993Affectsemployerswith50ormoreemployeesUpto12weeksofunpaidleaveperyearCarefornewbornchild,illfamilymember,orselfFetalProtectionPoliciesExcludewomenofchildbearingagefromjobswithpotentialreproductivehazardsEmployersbetween“arockandahardplace”GuidelinesforDealingwithFetalProtectionPoliciesSupportresearchonreproductiverisksEstimatethefirm’shealthrisksInformemployeesabouthealthrisksConsidertechnologicalcontrolsReduceemployeeexposuretotoxinsConductgenetictestingImplementafetalprotectionpolicyDischargeandDiscriminationEmployeemisconductPoorperformanceEmployeeMisconductInfractionofworkplacerulesJustcauseDueprocessProgressivedisciplinesystemJustCauseCauseofactionshouldbeafairone.DueProcessInformemployeesof“charges”againstthem.Provideemployeesopportunitytodefendthemselves.ProgressiveDisciplineSystemVerbalWarningTerminationSuspensionWrittenWarningPoorPerformanceLastresortPerformance-basedNon-discriminatoryAdequatedocumentationImportanceofEffectivePerformanceAppraisalSystemClearperformancestandardsAppraisersfollowcompanyguidelinesProvidecorrectivefeedbackPerformanceAppraisalLayoffsandDiscriminationPotentialagediscriminationMusthavevalidnondiscriminatorybusinessjustificationMustimplementinnondiscriminatorymannerEmployer’sDefenseinAgeDiscriminationLayoffCaseLayoffnotapretextfordiscriminationConsideredallotheroptionsJustifiedforaparticularcomplainantStatisticalevidenceofnon-discriminationEarlyRetirementandDiscriminationPotentialagediscriminationAskretireestowaiverighttosueOlderWorkersBenefitProtectionActHowViolationsofEmployeePrivacyDamagesCompetitiveAdvantageIncreasesDecreasesResentmentFearandsuspicionTurnoverAbsenteeismLawsuitsMoraleProductivityPersonalInformationThatMayViolateEmployeePrivacyHomeownershipPreviousmarriagesSexualorientationParent’soccupationsPreviousarrestrecordsPrivacyActof1974OnlyappliestopublicsectoremployeesEmployeeshaverightto:DeterminewhatinformationisbeingkeptonthembytheiremployersReviewthatinformationCorrecterroneousinformationPreventinvalidusesofthatinformationFreedomofInformationActof1966MakesgovernmentrecordsavailabletothepublicwithproperauthorizationCriteriaforaLegalEmployeeSearchReasonablebasisWrittenguidelinesinformingemployeesofsearchpolicyReasonableprecautionsNotoffensiveorabusiveSurveillance&MonitoringEmployeesAdvantagesImproveefficiencyProvidejobfeedbackEnsurecustomersatisfactionDetectthefDisadvantagesDegradesemployeesCausesstressLowersmoraleLowersjobsatisfactionIncreasesturnoverImplementingSurveillanceandMonitoringPracticesInformemployeesofpractices.Explaintoemployeeswhyandhowpracticeswillbeimplemented.Ensurethatpracticesarejob-related.Don’tmonitorrestroomsorlounges.Encourageemployeeparticipationindevelopingpolicies.UndesirableEmployeeBehaviorsTheftInsubordinationDruguseHorseplayDestructionofpropertyWorkplaceRulesRule#1EnforcedinanondiscriminatorymannerWouldnotbeconsidered“outrageous”by“reasonablepersons”ControversialWorkplaceRulesNo-smokingrulesRulesgoverningromanticrelationshipsEmployeemisconductoutsidetheworkplaceRule#1Employment-At-WillEmployersmaydischargetheiremployeesforanyreason,evenanunfairone,unlessthedischargeislimitedbycontractorbyfederalorstatestatutes.ExceptionstotheEmployment-At-WillDoctrineThepublicpolicyexceptionTheimpliedcontractexceptionThegoodfaithandfairdealingexceptionPublicPolicyExceptiontoEmployment-At-WillAnydoctrinethatservessocietyIfpublicpolicyisviolated,societywillsufferharmExamplesWhistleblowingJurydutyImpliedContractExceptiontoEmployment-At-WillStatementsthatimplycontractualagreementsExamplesEmployeehandbookJobinterviewsGoodFaithandFairDealingExceptiontoEmployment-At-WillProhibitsdischargesthatareparticularlyrepugnantorunfairExamplesUnfairlydischargingwithinashortperiodanemployeewhomovedfromonecitytoanotherFiringemployeestopreventvestingtheirbenefitsHowtoPreventWrongfulTerminationsAvoidmakingstatementsthatpromiselong-termemploymentInclude“at-will”statementonapplicationPlacedisclaimerinemployeehandbookTraininterviewersEnsurethatdisciplineanddischargepracticesarefairConductingaDisciplinaryInvestigationGetthefacts.Reviewapplicablerules.Meetwiththeemployee.Decidewhatkindofdiscipline,ifany,torecommend.Providetheproperdocumentation.ConductingaDisciplinaryConferenceConductingaDisciplinaryConference1. Getthefacts.2. Arrangefortheinterview.3. Puttheemployeeatease.4. Statethefactsofthecase.5. Askforreasons.6. State