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EE Rel Exam 2

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1
important practices of an issue free workplace
compet wage and benefit, structured communication, annual audits
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EE rel include giving advice to supervisor on how to correct
poor performers and misconduct
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who owns the issue free workplace process
all leaders
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poor lighting, lack of follow through, favoritism are examples of
employee iritants
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sound, formal ee realtions procedure that allows ee to protest adverse action against them
right to review process
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preventing and resolving problems involving individuals which arise out of or affect work situations, and  creating strong relationships between the employer and employees
ee relations
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Constantly reviewing, updating andcommunicating helps to maintain
proactivestance
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verbal and published statement to ALL employees by theentire management/leadership team
Commitment
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Employee Irritants
Physical and mental work environment detractions,Lack of follow through, Proper training,Lack of involvement, Favoritism and discrimination
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how to create an issue free workplace
Verbal and Published Commitment2. Elimination of Irritants3. Structured Communications4. Policy Review, Updates and Compliance5. Right of Employee Review Procedure6. Competitive Wages and Benefits7. Management Training8. Structured Employee Recognition9. Responsible and Effective Social Programming10. Annual Audits
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preventing and resolving problems involving individuals which arise out of or affect work situations, and • creating strong relationships between the employer and employees. • Advice is provided to supervisors on how to correct poor performance and employee misconduct
ee relations
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forms of documentation
handwritten/ typed coaching, counsiling, follow up emails, performance review, warning docs, demotion, promotion, layoff
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why document
proves events took place, ee can improve, legal coverage, memory is not perfect, changed positions, not a surprise if fired
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effective documentation has
ee explaination, how failed to meet exp, prior discipline, new expectation, consequences
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documentation mistakes
vague, ee intent, preceived cause, unrelated info, complicated language, unclear consequences, apoligizing
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Bulletproof documentation
1. describe expectations 2. describe behavior that must change 3. ee explanation 4. detailed action plan 5. corrective behavior deadline 6. describe consequences 7. avoid vague
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what makes a convo difficult
uncertainty, risk, relationship, emotions, conflict
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approach diffucult convos as an oppertunity to
learn
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to prepare for a diff convo
don’t assume, get emotions in check, have outline of what want to say (bullets)
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steps of building a convo
opening statement, describe gap, listen, create third story, solve prob
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what is the opening statement
invite to engage, express purpous
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descibing the gap
whats expected vs happened, end with a question for other person to explain their pov
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during listen stage in diff convo
ask open ended and targeted questions, tell you understand not agree
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create third story in dif convo
describes situation as a difference
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solve prob in diff convo
set follow up date
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if a difficult convo goes poorly ask to
meet again tomorrow
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Substance abuse in the workplace results in
absenteeism,diminished productivity, on-the-job injuries and potentialcompany liability.
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est cost of drug abuse in the us to employers
$417 billion annually
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negative affects of workplace drug use
lost production, accidents/injury, turnover, insurance costs
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what percent of drug users are imployed
70
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what percent of ft employees are on illict drugs, pt
8, 12
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__ percent of employeesreported observing substanceabuse on the job
7
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what law could consider alcholoism as a disability
ADA americans w/ disabilities
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hippa prevents
Obtain, use or share any information , collect and use health information in connection with programs
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no federal laws requiring
drug testing, harassment training
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Omnibus Transportation Employee Testing Act of 1991requires drug and alcohol testing of
safety-sensitivetransportation employees in aviation, trucking, railroads,mass transit, pipelines and other transportation industries
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The federal Drug-Free Workplace Act of 1988 applies to
federal contractors
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drug testing that occurs before employee startsemployment with the company
preemployment
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drug testing that Occurs after an accident or injury in theworkplace
post incident
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drug testing that employees are tested at unknown times
random
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drug testing that occurs when an employee isobserved to be under the influence at work.
reasonable suspision
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types of drug testing
urine, hair, fingernail, saliva
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what type of drug test is used for post incident
urine
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signs of drug abuse
Personal appearance, decline quality work, dependability, declining attitude, judgement
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role of supervisor for drug abuse
talk to ee, record work performance, talk to ee ab perf, talk to hr, follow up
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sexual harassment
Unwelcome sexual advances• Requests for sexual favors• Other verbal or physical conduct of a sexual nature that affectsan individual’s employment, unreasonably interferes with his or herwork performance, or creates an intimidating, hostile or offensivework environment
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forms of sexual harassment
quid pro quo and hostile work env
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what does quid pro quo mean
this for that
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quid pro quo
Tangible employment action against the victim.• Involves monetary loss or change in job
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hostile work env
Speech or conduct that is severe and/or pervasive enough tocreate an abusive or hostile work environment.Also covers explicit or suggestive items that are e-mailed, texted,electronically provided or displayed in the workplace thatinterfere with job performance or that create an abusive or hostilework environment
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who can commit harassment
ee, customer/vendor, same/opposite sex
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who can be a victim of harassment
person targeted, bystandard
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title 7 of the civil rights act protects
race, gender, national origin, religion, color
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EEOC remedies for a sexual harassment or sex discriminationcomplaint may include
Job reinstatement.• Back pay and benefits the victim should have earned.• Compensatory damages (paying for out-of-pocket expenses).• Punitive damages.• Liquidated damages (in sex-based wage discrimination) equalto the amount of back pay awarded to the victim
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is an adverse action taken against an employeebecause he or she complained of harassment or discrimination orparticipated in an investigation
Retaliation
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adverse actions include
demotion, discipline, termination, salaryreduction, negative performance appraisal, change in job duties orshift assignment
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To succeed in a retaliation claim, an employee mustprove the following
That he or she engaged in a protected activity, such ascomplaining of sexual harassment.• That he or she suffered an adverse employment action,such as demotion or termination.• That the protected activity and adverse action arelinked.
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eeoc stands for
equal employment opportunity commission
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illegal harassment is
unwelcome verbal or physical conduct or actions—based on: race, religion, sex, national origin, age, disability, genetic information,military membership or veteran status And is severe or pervasive enough to create a hostile, abusive orintimidating work environment for a reasonable person
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“harassment” refers to
illegal forms of discrimination
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repeated mistreatment of one or moreemployees using humiliation, intimidation and denigration ofperformance
workplace bullying
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Severe, pervasive and persistent conduct that unreasonably interferes with anemployee’s work performance or creates an intimidating, hostile, or offensive workenvironment.• An occurrence when an employee’s status or benefits are directly affected by theharassing conduct of a manager or person of authority.• Adverse employment actions (retaliation) against employees who complained ofharassment or discrimination or who participate in a complaint procedure.
harassment
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catagories of nonsexual harassment
race/color, religion, national origin, age, diability, genetic info, veteran
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employee ethical violations
ee theft, wasted time, misuse of tech, disclosure of confidential info
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does ee or customer theft cost the employers more per year
employer
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tactic used to prevent misuse of technology
monitor
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items that cannot be monitored by companies
medical info, employment test, private and personal info
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employment test protected from monitoring
Background checks Drug screens Assessment Tests Credit report
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federal law required calls must stop being monitored when------ unless they are told
it is personal matter, no personal calls
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what can be monitored on a computer
the screen, typing, websites, time spent, email
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most expensive ee mistake
disclosure of confidential info
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ee who act unethically for personal agin uses what factors
individual
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ee who acts unethically because the situation presented itself uses what factors
issue- specific
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ee who act unethically because it has already happened at the company use what factors
environmental
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ways to reduce unethical behavior
Leadership Training Reinforce Consequences for Unethical Behavior Reporting Mechanism Show Employees Appreciation Create Checks and Balances Hire for Values Create a Code of Conduc
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code of conduct is important to
Demonstrate a company's values Provide guidelines for behavior Act within the law Increase employee morale Measure employee success
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to mitigate unethical behaviors for ee motivated by individualize factors
Use selection test to hire employees less inclined to unethical behavior
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to mitigate unethical behaviors for ee motivated by issue-specific factors
Link unethical behavior to the harm it causes
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to mitigate unethical behaviors for ee motivated by enviromental factors
Enforce the code of conduct
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