Scenario Three: Briefing the Cost Club Senior Regional Staff

Scenario Three: Briefing the Cost Club Senior Regional Staff

University of Phoenix

HRM/546 Human Resource Law

Instructor: Audrey Myer

September 2, 2013

Handout

Employee Privacy

Any details on employees salary information that does not have a business need.

Any details of employees names that reported misconduct within an organization.

Using a speaker phone without the acknowledgement of all parties when a conversation is about to take place.

Define your employees' privacy rights.

Define when and where personal information can be released.

I. Over 95% of today's companies monitor their employees.

A. To stop dishonest activities, theft, and other violations related to the workplaces.

B. Employee productivity.

C. To avoid any legal responsibilities due to harassing or offensive communications.

II. What are employees' privacy rights when it comes to EM/S (Electronic Monitoring and Surveillance) in the workplace

A. Most employees have mostly no legal defense from unkind and meddling supervisors or managers.

1. The Federal and State laws rarely protect employees.

2. Employees may declare privacy protection for their own personal properties.

B. The right to privacy in the workplace, most managers do not agree.

1. All Communications should pertain to work; anything else is improper use of the organization time and equipment.

2. Employers have a right to monitoring employee communications to prevent any misuse

by an employee (Bennett-Alexander, D. D. & Hartman, P. L. (2007).

Union

A. Failure to respond quickly within a competitive and fast changing business environment.

Failure to entice and keep the top workers and most workers reject to working in a union environment.

1. Relationships between supervisor and employees are confrontational.

2. Management cannot speak with employees about benefits, wages or terms of conditions of the employment after a union is certified by the NLRB, it because unfair labor practice.

B. Strikes cause stoppage of service or production.

1. Best employees are force to quite, after a union is certified.

2. Unions files grievances when they resist operational changes.

C. Unions are organizations that look after the employment interests of the members such as working conditions, pay, and other benefits.

D. Unions send brochures to employees of a particular company and try to get the employees to join the union and then the union tries to negotiate with the company for a more promising contract for the employees.

E. Management display different kinds of persuasion to keep employees from joining the unions.

Company can cause stressful situations by humiliating the employee which is an illegal tactic; they also use legal tactics by sending information to employee's enlightening the company's position on their employees unionizing.

1. When management does not accept the presents of the union, the first contract negotiation can be volatile.

2, if a strike happens, this is because a contract agreement cannot be reached. Strike workers will refuse work until at least some of their demands are met.

Union becomes the voice of the workers when a contract agreement is met, and day to day operation may change to adapts to the new contract (Bennett-Alexander, D. D. & Hartman, P. L. (2007).

Occupational Safety and Health Administration (OSHA)

A. Who is covered?

1. OSHA is administered by the Occupational Safety and Health Administration

2. OSHA covers all employers and employees in 50 states, including District of Columbia, Puerto Rico and others US territories.

3. Defines "person engaged in a business affecting commerce that has employees, but does not include the United States or any state or political subdivision of a State." Therefore, the Act applies to employers and employees in such varied fields as manufacturing, construction, long shoring, agriculture, law and medicine, charity and disaster relief, organized labor, and private education" Safety and Health Standards: Occupational Safety and Health. (2013).

B. Act does not cover

1. Self employed

2. Other federal agencies operation under the authority of