workplace essentials in human resource management

7/27/2019 Workplace Essentials in Human Resource Management

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Outsourcing guidelines: learn about what the provider can do for the company,cost shouldnt be your only bottom line. Make sure the company has standardsfor communication, shipping, contract enforcement, fair labor practices andenvironmental protection. (2) Do not offshore any work that is proprietary orrequires tight security. (3) Give the contractor a small amount of work, and

monitor the work being done closely. If possible hold a few days to a two weektraining for the contractor. (4) Outsource work that will help your company grow.

What you will learn in this module

1.) How to stop racial innuendo in the workplace.

2.) How to conduct workplace Internal Investigations

3.) Why H.R. should avoid the wrath of the OFCCP

4.) Why employee Blog-sites impact corporations

5.) All about Total Quality Management

6.) All about the world's leading provider of H.R. solutions

7.) H.R. and quality in production

8.) All about H.R. and COBRA

9.) All about Presenteeism

10.) How to successfully interact with peers in the workplace

More of what you will lean in this module at M5Q11

M.5.Q.1. RACIAL INUENDO

Professor Cooks says that, in the 21st century workplace, racial innuendo (no matter howsubtle) is culturally, a social faux pas. A faux pas is French for, and the word means toexperience an embarrassing social blunder. The former Senate Majority leader Trent Lott,committed several faux pas. He said, "If all of us had voted for Strom Thurman in 1948 wewould not have gone through all this trouble all these years."

The late Senator Strom Thurman was hardcore segregationist. Like Ted Cruz, he objectedthe Civil Rights Act, longest speech in Congress History, in 1948. Strom Thurman recentlyretired from the U.S. Senate at the age of 99. He also fathered a Black Child with aBlack\African-American woman. No matter how subtle the remarks is because you feel youhave been treated wrongly as a White Person by African Americans, or you dont like theblack on black hate, dont say it; because in the 21st Century people dont have to deal with afaux pas as much like they had to in the 1940s or the 1960s. The racial innuendo

As for Senator Trent Lott, he recently resigned as Senate Majority Leader because of hisracial insensitivity. Let Senator Trent Lotts faux pas be your precautionary tail.

M.5.Q.2. INTERNAL INVESTIGATIONS

H.R. Managers often conduct the internal investigation which may be critical to anemployee's reputation. The following are the steps to an effective investigation:

o A single individual should be assigned responsibility.

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o Establish a confidential file.

o Define the scope of the investigation.

o Determine if company policy or law has been broken.

o Communicate the results to the Complainant and the Respondent.

M.5.Q.3. THE OFFICE OF THE FEDERAL CONTRACT COMPLIANCE PROGRAMS

The Office of Federal Contract Compliance Programs (OFCCP), is administered under thedivision of the U.S. Department of Labors agency of Standards Administration. The OFCCPis mandated to oversee the federal government contractors {enter OFCCP link here}.

If the OFCCP has determined that a federal contractor has discriminated against jobseekers, severe penalties and oversight to ensure that the offending organization is incompliance are implemented against the company. Each year the OFCCP receive penaltiesestimated at a minimum of $100 million, in settlement money from federal contractorsbecause they are non-compliant in recruitment and hiring practices.

M.5.Q.4. EMPLOYEE BLOG-SITES AND HUMAN RESOURCE MANAGEMENT

There are many bloggers that are gainfully employed. However, if Human Resourcemanagers havent monitored your website then they should. Now when you create anonline application, they often ask about your social networking sites and blogs, this is achance for the Human Resource Office to come clean about how the organization will take astand, and if you are the best candidate for the position.

Nevertheless, bloggers routinely update their websites, and offer personal critiques onalmost everything imaginable. Many bloggers write about their workplaces and the daily

dynamics that occur with coworkers. For instance, I would occasionally write about everytemporary assignment, I had. I definitely would write about all the crazy days that I attendedChurch or the Synagogue. I would write all the things that I did not get to say if time permits. Iused a lot of pronouns and never directly called anyone out. However, I think people like tohear me talk about my oldest sister, as you know she has caller identification and she hardlynever ever answers the phone, They think that I am crazy, as a fox. Where in the worldwould they get that silly billy idea?

Currently, Human Resource managers are beginning to monitor the Blog-sites (personalweb pages) of their company employees, for content that might be deemed offensive to thecompany or other employees. For instance, Prof. Cooks routinely monitors workplace trends,and has been tabulating research data on employees who maintain blog-sites.

However, there are many people that post to their blog-sites, and the consequences havecaused the employee to be admonished and terminated for offending and violating companypolicy. Additionally, people have been terminated for embarrassing their employer, writing"their" perspective of workplace tension and interaction with co-workers, and posing fornational magazine photo sessions wearing company uniforms or other paraphaneliaidentifying the company.

There are several studies that have concluded that almost 90 percent of Human ResourceManagement departments do not have a formal written policy in tact about employees whomaintain personal Blog-site(s). Lastly, if you have a website, and the application process ask

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about it then you should reveal your website, as well as your username i.e., e-mail anddomain. First, Human Resource managers should review the Blog-sites to determine if thecontext is appropriate for the corporate image, of an employee on their free time, what ifpeople see you in the street? At this time, this gives the Human Resource Department achance to decide if they want to extend an offer of employment to the prospective applicants.Second, Human Resource managers should seriously consider developing a formal and

written policy which offers guidelines and explicit recommendations to those employees whomaintain personal blog-sites. Seriously watch what you say because when I do a googlesearch on my name, I get the number of 18 million times that someone has searched me.

M.5.Q.5. THE ABC'S OF TQM

Total Quality Management (TQM) is a commitment to excellence by everyone in anorganization that emphasizes excellence achieved by teamwork and a process of continuousimprovement. TQM is a top management philosophy which emphasizes a continuousprocess improvement. TQM is a set of core management requirements designed to optimizethe required experience for a customer.

Quality Glossary Definition: TQM

A coredefinition of total quality management (TQM) describes a management approach to longtermsuccess through customer satisfaction. In a TQM effort, all members of an organization participate inimproving processes, products, services, and the culture in which they work. The methods for implementingthis approach come from the teachings of such quality leaders as Philip B. Crosby,W. Edwards Deming,Armand V. Feigenbaum,Kaoru Ishikawa, andJoseph M. Juran.

History of Quality

The roots of Total Quality Management (TQM) can be traced back to early 1920s when statistical theory wasfirst applied to product quality control. This concept was further developed in Japan in the 40s led byAmericans, such as Deming, Juran and Feigenbaum. The focus widened from quality of products to qualityof all issues within an organisation the start of TQM

M.5.Q.6. AN H.R. POWERHOUSE

Like Church an HR Powerhouse has a solution for almost everything; however, Church has asolution for everything. The company specializes in temporary staffing; permanentplacement; Secondment refers to a temporary transfer to another job or post, usually withinthe same organization); outsourcing, which refers the transfer of service that was previouslydone by in-house personnel to an external organization; outplacement defines outplacementas assisting an employee who is about to be terminated in finding another job, training andconsulting.

The company is headquartered in Switzerland and the worlds leading provider of H.R.solutions. The company has over 31,000 employees and 5500 offices.

Your mission it to "UTILIZE" ANY INTERNET search engine and determine thename of the company. 1957

The worlds leading H.R. Solutions is Adecco.

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Adia SA is founded in Lausanne, Switzerland, by Henri Lavanchy. The firm grows rapidly in its home country

before expanding abroad.

Ecco

1990s

Further acquisitions from the late 1980s onwards strengthen base in highly skilled, specialised

fields. Also, a move into social programmes focused on more mature workers.In 1991, recognising the importance of the industry's role in job creation and its growthpotential, Klaus J. Jacobs invests in Adia en route to becoming majority shareholder.

1996

Adia and Ecco merge to form Adecco. Two of the world's top three personnel services firms,with complementary geographical profiles, merge to form a strong global leader withannualised revenues of over EUR 5.4 billion. Operations are combined to form a global networkof 2,500 branches. The new Company has an exceptional range and quality of services. Thecore staffing business places around 250,000 people in work each day.

M.5.Q.7. AN AMERICAN QUALITY AWARD

Malcolm Baldridge has become synonymous with America's highest quality standard.

Quality in production is a joint corporate-wide effort. Quality in production is always intandem with the quality of the skills in the organization. In the United States the highestquality award is the Malcolm Baldridge award. The highest Japanese quality award is calledthe JPC-SED, the acronym stands forJapan Productivity Center for Socio-EconomicDevelopment.

The Japan Quality Award was established in 1995 by the Japan Productivity Center forSocio-Economic Development (JPC-SED). It was modeled after the self-assessment

theory of the Malcolm Baldrige National Quality Award (commonly known as the MB

Award) in the United States, and modified to accommodate Japanese managementpractices.

The award is presented to Japanese companies and other corporate entities displayingexcellent overall management qualities. These are companies that continue to create new

values through the continuous process of self-innovation to transform their overall

management systems into customer-oriented structures.

Since the inception of the award system, 120 corporate entities have applied over a

period of seven years, and 15 companies have received the award. The award winners are

expected to widely introduce their excellent management activities as best practices fora three-year period after being awarded and lead the development of the industrial

community in Japan.With the establishment of the award system, comprehensive approaches to management

improvement activities have become widespread within Japans industrial community. Italso provided the momentum for the creation of local award systems, and today it is

being pursued in ten regions, including Fukui, Niigata, Chiba, Mie, and Tochigi

prefectures.

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A new award system targeting local municipalities has been added to the JQA system in

2003 to develop quality management in the public sector as well.

The Japan Quality Award Promotion Department is primarily in charge of revising and

updating assessment criteria and screening and granting the award. The JPC-SED has

also established the Japan Quality Award Council to systematically publicize the JapanQuality Program. It is a membership organization currently composed of 373 members.

Including the members of the 18 local quality award councils, however, it boasts a

membership of 1,200 nationwide organizations.

For more details on the Japan Quality Award, visit the JQA web site athttp://www.jqac.com/website.nsf/newmainpagee?openpage.

M.5.Q.8. IN THE H.R. WORLD, COBRA IS NOT A SNAKE

COBRA (the Consolidated Omnibus Budget Reconciliation Act) was designed to permitindividuals who would lose their health insurance coverage, once their service wasinterrupted with their employer or they were terminated on favorable conditions to continuecoverage through their employer or former employer at group rates.

To continue your health insurance coverage through COBRA you must be willing to pay thefull premium themselves. The law requires employers to offer the opportunity to purchasecontinued group health coverage to four overlapping but distinct groups:

Employees and their families who lose coverage because of the employees termination orreduction in hours.

Divorcees, widows, and their children who lose coverage as a result of divorce or the deathof an employed spouse.

Dependent children who lose coverage because they exceed the plans age limit foreligibility.

Spouses and dependent children who lose group coverage because the covered employeebecame entitled to Medicare.

COBRA also provides continuation coverage for retired employees and their spouses andchildren who lose coverage because the employer is involved in bankruptcy proceedings.

Notices by employer. The group health plan must provide notice to each covered employeeand spouse of their right to continue coverage. An initial written notice must be given whencoverage begins under the plan. The employer must notify the plan administrator of thefollowing qualifying events within 30 days of the event:

The death of the covered employee. The termination or reduction of hours of employment.

The covered employees becoming entitled to Medicare.

A bankruptcy proceeding (with respect to retired employees.

Post the most important things to the research board.

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M.5.Q.9. ABOUT PRESENTEEISM

On January 31st, 2005, Michael Jackson was ordered to court, In Re: People vs. JacksonB176587. The Honorable Judge Rodney Melville was a California Circuit Court Judge for theCounty of Santa Barbara, in Santa Maria that ordered Michael Jackson to court in spite ofthe fact that he had a medical problem. The Honorable Judge Rodney Melville perpetuated aworkplace scourge known as Presenteeism. Presenteeism defined as a situation whereasemployees must come to work when they are ill.

Although Mr. Jackson is not a county employee, he had to make an appearance. "Mr.Jackson had a medical problem and it was necessary for me to order his appearance."However, the judge claims that he made the decision after discussing the case with CountyProsecutors, as well as Michaels own Defense Attorney. Michael was represented byThomas A. Mesereau Jr. and Susan C. Yu of Collins, Mesereau, Reddock & Yu; Robert M.Sanger and Stephen K. Dunkle of Sanger & Swysen; and Brian Oxman of Oxman &Jaroscak. Yet, he had to go to work, or may I say make an appearance for court. He showedup in his pajamas and he was noticeably late.

When I was employed, I always was in positions where as I did not bring a note unless I wasout for three straight days or more. However, in a case like this it is as if he was an employee

who was sick with the flu, and top management wanted to speak with his doctor. Further, if acounty court employee has a severe back problem which necessitates an emergency roomvisit, leave the hospital in your pajamas if you have to, but, don't be more than one hour latefor work.

Presenteeism lowers productivity in the workplace, clearly, a factor that the Judge and othercounty officials have overlooked. Additionally, Presenteeism contaminates an otherwisehealthy workplace.

Therefore it was imperative that Michael not be late for anymore of the legal proceedingsonce the trial was underway; because prior to and after the onset of the court hearing thatJudge probably would have issued an arrest warrant for Mr. Jackson and threatened toforfeit his $3 million bail for going to the emergency room; as if he were a county courtemployee or member of the Jury. So even though Michael was not interested in court that

day I bet he went regardless of any symptoms like i.e., Influenza, whooping cough, Pinkeye,measles and a sneeze, stuffy, runny, wheezy, cough.

A recent survey revealed that 39% of employers reported that Presenteeism is a majorproblem in their organizations. In fact, organizations with low morale are at an even greaterrisk of experiencing Presenteeism.

A clear remedy for Presenteeism is for management to create a healthy workplaceenvironment. Managers should foster a workplace environment that makes ill workers feelcomfortable asking to leave the workplace, or not report to work in the first place.

Furthermore, managers should always lead by example. If managers have the flu, thenhe/she should stay home, thereby establishing a precedent for the subordinates to follow.

Managers should establish guidelines for their subordinates, as it relates to sick leave andusing leave for sick days. The guidelines will help the workers to understand when theyshould stay home if they are sick.

Managers should review their counterproductive absentee leave policies, i.e., , therebyensuring they are not making ill subordinates feel as though they must report to work.

Managers should mandate their subordinates review the Center for Disease Controlwebsites which can offer tips and recommendations of how to avoid germ contamination,and quarantine theirselves from germs.http://content.govdelivery.com/accounts/USCDC/bulletins/8bb2de

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This mandate should be an integral part of subordinates 360 feedback evaluation. Inaddition, managers should ensure the office common areas (Refrigerators, Microwave,lounge, etc.,) are routinely disinfected.

Finally, managers should offer recognition and greater autonomy to those workers whovoluntarily complete the work of an ill co-worker.

M.5.Q.10. "THE RELATIONSHIP CURE"

Chris always has to stay late for work because his boss is the type that likes to do everythingat the last minute. Although Chris is brilliant he doesnt want to be a last minute type ofperson that you hit the hammer over the head. He wants to know ahead of time at least by2:00 pm if he will be staying late.

Later in the day, Chris met with his colleagues. They were talking about their regular staffmeetings, and there's agreement that these weekly get-togethers are ragingly unproductive.Chris puts forth a suggestion; he said "At the end of each meeting, let's spend five minutescreating an agenda for the next meeting." However, Susan was reluctant to put forth aplenary or agenda before meeting, most Board of Directors always do.

Professor Cooks has just explained to you what is known as the "bidding process." If I dontwant to do something then I will let you do my bidding for me, no matter how hurtful ordangerous (precarious) it may be to another human be. He goes on to say that, the biddingprocess is a term that was coined by John Gottman, Ph.D., in his wonderful book "TheRelationship Cure."

He uses it to describe how we try to engage one another. We make bids for connection -- asChris did with his boss and, later, with his colleagues.

We make bids all the time. Many take the form of a question: What's the weather forecast fortomorrow? How are you doing? What should we do with the Midwest accounts? Whereshould we have our next meeting?

Others come in the form of a statement: I hope you'll join me for lunch. I really need help

from a creative person like you. You look like you could use some help.

Still other bids are more subtle, taking the form of a gesture or look.

Have you ever used facial expressions to send a nonverbal message to a co-worker?Perhaps it's in a meeting where you're trying to explain something. You keep talking andtalking, but no one understands and you need help -- so you give your trusted friend aknowing look as a way of saying, "C'mon, bail me out!" This advice will separate the girlsfrom the women, and then you will know if you can trust this person or if they were ever afriend.

In "The Relationship Cure," Gottman describes three ways in which people respond to bids:they turn away, turn against, or turn toward. The case of Chris and his boss is a classicexample of turning away. The boss is preoccupied -- and remains so despite Chris' arrival

with the report. The encounter with Susan is an example of turning against. Chris puts forthan idea, and Susan smacks it down. Also people roll over.

Professor Cooks says that, the best response is the one in which people turn toward thebidder. The boss could have said: "So those numbers finally came in, eh? You put a lot ofwork in that report." Or he could have said: "Chris, I'm really focused on this Californiaproject right now. Let's schedule a time later in the day to go over the finished report."

M.5.Q.11. ASSESSMENT CENTERS AN H.R. MANAGERS FRIEND

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Assessment Centers are simulated exercises which allows the observer to view employeessomewhere other than their normal workplace. Assessment Centers mandate thatemployees perform activities similar to those they might encounter in an actual job, you canfind a lot of them at stores like UPS and Giant Food. Assessment centers can make or breakcareers.

Utilize any Internet search engine and determine what American city and state the the"International Congress on Assessment Center Methods" will hold their October 2011 annualconference. The answer is as follows: 2011 CONGRESS,The 36th International Congress on Assessment CenterMethods was held October 12-13,2011 at the Vinoy Renaissance in St. Petersburg, Florida.2011 CONGRESS DETAILS: Session Descriptions, Speakers Bios, Presentations

M.5.Q.12.

During meetings, an office environment may type up a memo stating this that members arearriving to attend the meeting, the mute or Silent cellphones message should beprominently displayed on the sign in sheet Finally, prior to the official opening of themeeting, the leader should announce that all cellphones should be placed or "Mute" or

"silent".

M.5.Q.13. PRAGMATIC SOLUTIONS TO PROBLEMS

Managers should acquire practical strategies for handling a problem boss.

One way is to write a proposal for an assignment you would prefer and explain why youwould be the right person for the project. You could circulate your newly created proposal tomultiple decision-makers. If your proposal is practical, and aimed at implementation, at leastone decision-maker will contact you.

Another way would be to be proactive and assume that your boss does not give you criticaland necessary feedback. When you finish a substantial piece of work, solicit written

feedback from key people and create your own performance evaluation file.

Moreover, you could also assume that your boss is politicking your lateral career efforts byclaiming credit for work you submitted.

Always ensure that multiple decision-makers are aware of your accomplishments by keepingall copies of all of the drafts of your accomplishments as it developments. Maintain a journalevery day detailing your concrete goals, deadlines you set for yourself, and the results youachieve.

A final example is to assume that your boss becomes verbally or emotionally abusive. Backin the 1990s, I was working for a consulting firm and this was during the Persian Gulf I, I hadan emergency. Since the firm was lying off employees. I never made it to appraisal with thisnew group. He was going to give me a bad appraisal but at the time there was no FLSA for

terminally ill parents of the employees. Eventually his supervisor told him that you cannotjudge her on anything that she did not do, while she was not here and using leave for a deadmother. Unfortunately my Mom died and I got laid off from the job.

Another proactive attempt at saving your job, if you wont be laid off is to always remember tonever take the insults to heart. Keep a record of the abuse and consider reporting the abuseto your supervisor's boss. If the problem continues, consider speaking to an Attorney.

M.5.Q.14. A FAMILY FRIENDLY OR SINGLE CORPORATE CULTURE

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There are workshops that offer training on how treat single employee with fairness. Forinstance, there is a misperception that single people do not have outside lives. I dont knowof many businesses that are falling over themselves to be "family Friendly. Sometimes whena single person asks for time off, has been like people dont know what or why?

H.R. managers should initiate procedures which will prevent excessive abuse of unapprovedsick or vacation leave. There is real tension in today's workplace between singles in need oftime-off and the family-friendly corporate culture.

The U.S. Census data reveals that fewer Americans are marrying and having families or arewaiting longer to do so, and the workforce is mirroring the shift.

M.5.Q.15. PREGNANT EMPLOYEE, SAY WHAT?

Susan, an employee for XYZ corp. is pregnant and wants to lift a heavy object.

Should you:

(a) Stop her from picking up the object

(b) Temporarily reassign her to a job that is less strenuous

(c) Allow her to lift the heavy object

Before answering, Human Resource managers, consider the following:

A restaurant management recently claimed that they were afraid pregnant waitresses woulddrop heavy trays of food and injure themselves or their unborn children. So the restaurantowners developed a policy that required waitresses to assume secondary jobs (cashiers,hostesses) after their fifth month of pregnancy.

Several employees sued on the grounds that the company violated the PregnancyDiscrimination Act

The courts concluded that the policy set some arbitrary date of reassignment that treatedpregnant workers differently from non-pregnant workers.

The company was ordered to pay the plaintiffs $300,000 in punitive damages. The court heldthat if a pregnant worker has a doctor's note indicating that she has no restrictions AND CANWORK, it is best to let her do her job.

I said a, because when I was pregnant, I was a temporary assignment and the person saidthat all they had was boxes and they wanted me to stop lifting the boxes, like right now. I didnot mind because I wanted them to get in a good position. The temporary sight did not haveanything else for me to do, but the agency did not keep me busy in my last days.

M.5.Q.16. ABSENCE

An organization that is well coordinated can do so because they planned well ahead of time.Here are a few reasons the Professor thinks that you should plan ahead of time:

* Employees termination for performance will PROBABLY file a complaint claiming they donot know why they were fired;

* Communication of the lower level management that delegate to subordinates about theirjob responsibilities; and

* Conflicts will arise during performance evaluations.

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Remember, business majors, you read it here! Make sure you issue a formal Job Descriptionto your subordinates.

Dont send a termination through the e-mail. If at all possible be reading with an exitinterview, last day pay in hand and any necessary paperwork to continue benefits.

7 Worst ways to get fired http://jobs.aol.com/articles/2012/05/29/the-7-worst-ways-to-be-

fired/The worst ways to get fired http://money.cnn.com/2006/09/06/commentary/sahadi/

M.5.Q.17. ANTI-HARRASSMENT

The Anti-Harassment training will lower a company's. A hostile work environmentmay be illegal. Most harassment is usually about gender, age, religion andnational origin. Moreover, there are some workers are indifferent to co-workerswith physical disabilities. Furthermore, it is possible that that most workplacehostility is derived from other sources. For me it was the plantation syndrome, Igrew up here but you did not want me to work in New Carrollton, Maryland or onCapitol Hill in Washington DC.

Workplace harassment is defined as repeated behavior by an employee (thisdefinition excludes sexual harassment) that is purposely directed at an individualor a group of workers, that violates a moral or social code, that is intimidating,unwelcome, and unsolicited. Workplace harassment starts with bullying.

According the Civil Rights Office in the U.S. Department of Labor, this is what youneed to know about harassment in the workplace.

Under federal law and Department of Labor (DOL) policy, harassment byDOL employees of DOL employees based on race, color, religion, sex (including

gender identity and pregnancy), national origin, age, disability, geneticinformation, sexual orientation, or parental status is prohibited. The Departmentof Labor does not permit harassing conduct by anyone in the workplace,including contractors.

Prohibited workplace harassment may take either of two forms. It mayentail "quid pro quo" harassment, which occurs in cases in which employmentdecisions or treatment are based on submission to or rejection of unwelcomeconduct, typically conduct of a sexual nature. Workplace harassment may alsoconsist of offensive conduct based on one or more of the protected groups abovethat is so severe or pervasive that it creates a hostile or offensive workenvironment or when it results in an adverse employment decision (such asbeing fired or demoted).

M.5.Q.18.

Contemporary H.R. managers have a fiduciary responsibility to organization, itsowners (the stockholders) and the workers to keep the employee handbook outof court.

The following is highly recommended to ensure the employee handbook remainslitigation free:

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1) Make sure the handbook is not an employment contract, with more than justdisclaimers in the manual. After the manual is distributed, make sure yoursubordinates sign a receipt acknowledging that they have received a copy.Further, ensure that they know that management has an implicit reserve right tomodify or change those policies and procedures at any time.

2) Plainly state your rules, regulations and procedures. Be very clear about whatyou are saying and say what you mean. Here are some areas that should beaddressed:

(a) Attendance policy

(b) Frequency of performance appraisals?

(c) E-mail in the scope of business, with company accounts.

3) Describe benefits administration with employees.

(a) Family and medical leave policy;

(b) Leave for pregnancy, disability and child care leaves.

4) Communicate your commitment to equal opportunity.

Your handbook should include equal employment opportunity policy, which givesa definition of harassing behavior.

(a) Clarify the level of the supervisors responsibility and clearly set forthyour internal complaint procedure.

(b) Designate more than one person who can receive complaints. Whatare your organization's investigation obligations?

(c) Include a no-retaliation provision?

5) Set termination guidelines.

Include the required notifications for a termination; severance pay policies; andany grievance or complaint procedures and alternative dispute resolutionprocedures. Upon receipt of severance pay make sure that the employeesexecute the release form which acknowledges that they received the handbook.

6) Develop technology policies.

Employees should clearly understand that there is no expectation of privacywhen utilizing company equipment or in their electronic communications.Employers should reserve the right to monitor e-mail and make sure thatemployees realize that all communications are "discoverable" and can be used inany legal proceedings.

In addition, with the growing popularity of instant messaging in the workplace,

consider a policy governing this form of communication as well. Although instantmessages cannot be recorded electronically, employees, and especiallymanagers and supervisors, should remember that they can be printed off whenthey appear on the screen. You may want to consider banning the use of instantmessages or adopting a policy similar to your e-mail policy.

7) Include state and local legal requirements.

State laws also are important, so dont forget to include them in your companymanual. However, state laws provide more generous benefits and protections,

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than federal laws, they can also affect many of your policies i.e., jury duty leave;and workplace smoking policies.

M.5.Q.19. WORKPLACE BULLYING LEGISLATION

Employer workplace bullying legislation may be a solution to stop unbridledbullying. A manager with a backbone wont allow escalating (increasing theaggression) verbal insults that hurt more than promote optimum performance byan outstanding but, disliked worker. Many employers look over their employeesshoulder, but this can frighten or perhaps make an employee feel threatened orworse quit because ofworkplace bullying.

Currently, there are nine State Legislaturesnine states had legislationpending to establish anti-bullying laws for the workplace, whichwould outlaw the practice of bullying; Minnesota, Hawaii, Massachusetts,Oklahoma, Oregon, Washington, Illinois, California, and New Hampshire.According to the Society of Human Resource Management Fifty-one percent oforganizations survey had reported incidents of bullying in a survey by the Society for ResourceManagement,http://www.wecomply.com/blog/post/1655677-workplace-pranks-are-no-laughing-matter. Since 2003, there have been about twenty-five states that have introducedthe Healthy Workplace Bill (HBW) that would make bullying illegal. However, there are nostates that have enacted the HWB through their state legislature.

M.5.Q.20. THE NEVER-ENDING SAGA OF WORKPLACE VIOLENCE

The great Tennessee valley is historical from the Fathers of our country to leading thecountry in scientific research space exploration.http://en.wikipedia.org/wiki/2010_University_of_Alabama_in_Huntsville_shooting

On February 2010, UAH joined the force of campus that wants to keep guns off the campus.

The Campaign to Keep Guns Off Campus is urging colleges and universities to

band together to oppose the gun lobby's push to allow guns on collegecampuses. To date, more than 120 colleges and universities in 30 states,including the University of Alabama-Huntsville, have joined the campaign. Shepled guilty to the violence that occurred on campus, February 10, 2010.http://www.boston.com/news/nation/2012/09/24/prof-gets-life-prison-for-meeting-rampage/NcNSqJQRMXvP2aYz0TH9ZJ/story.html

Amy wasnt tenured, and neither was she on a grant but had talked about writinga grant. I think what set her diagnosis of paranoid schizophrenia off, was theenvironmental trigger at the 3pm meeting when she found out that she would notbe staying on board with the company, the University of Alabama, at theHuntsville campus.

http://www.cnn.com/2010/CRIME/02/17/alabama.shooting.witness/index.html

M.5.Q.21. WORKPLACE MUSCULOSKELETAL DISORDERS

I believe it is up to you, the employee to emphasize and proliferate theimportance of good work posture, that leads a decrease in MusculoskeletalDisorder, and any physical and medical problems associated with MSD.

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http://www.mnbar.org/benchandbar/2005/sep05/bullying.htmhttp://seiu1000.org/2013ratsumbklt_web.pdfhttp://en.wikipedia.org/wiki/Workplace_bullyinghttp://www.workplacebullying.org/2011/05/20/sixel/http://nhstatecouncil.shrm.org/events/2013/05/all-not-fair-love-and-war-how-romance-and-bullying-jeopardizhttp://www.shrm.org/research/surveyfindings/articles/pages/workplacebullying.aspxhttp://www.shrm.org/research/surveyfindings/articles/pages/workplacebullying.aspxhttp://www.shrm.org/research/surveyfindings/articles/pages/workplacebullying.aspxhttp://www.wecomply.com/blog/post/1655677-workplace-pranks-are-no-laughing-matterhttp://www.wecomply.com/blog/post/1655677-workplace-pranks-are-no-laughing-matterhttp://en.wikipedia.org/wiki/2010_University_of_Alabama_in_Huntsville_shootinghttp://www.keepgunsoffcampus.org/pressreleases.htmlhttp://www.boston.com/news/nation/2012/09/24/prof-gets-life-prison-for-meeting-rampage/NcNSqJQRMXvP2aYz0TH9ZJ/story.htmlhttp://www.boston.com/news/nation/2012/09/24/prof-gets-life-prison-for-meeting-rampage/NcNSqJQRMXvP2aYz0TH9ZJ/story.htmlhttp://www.cnn.com/2010/CRIME/02/17/alabama.shooting.witness/index.htmlhttp://www.mnbar.org/benchandbar/2005/sep05/bullying.htmhttp://seiu1000.org/2013ratsumbklt_web.pdfhttp://en.wikipedia.org/wiki/Workplace_bullyinghttp://www.workplacebullying.org/2011/05/20/sixel/http://nhstatecouncil.shrm.org/events/2013/05/all-not-fair-love-and-war-how-romance-and-bullying-jeopardizhttp://www.shrm.org/research/surveyfindings/articles/pages/workplacebullying.aspxhttp://www.shrm.org/research/surveyfindings/articles/pages/workplacebullying.aspxhttp://www.wecomply.com/blog/post/1655677-workplace-pranks-are-no-laughing-matterhttp://www.wecomply.com/blog/post/1655677-workplace-pranks-are-no-laughing-matterhttp://en.wikipedia.org/wiki/2010_University_of_Alabama_in_Huntsville_shootinghttp://www.keepgunsoffcampus.org/pressreleases.htmlhttp://www.boston.com/news/nation/2012/09/24/prof-gets-life-prison-for-meeting-rampage/NcNSqJQRMXvP2aYz0TH9ZJ/story.htmlhttp://www.boston.com/news/nation/2012/09/24/prof-gets-life-prison-for-meeting-rampage/NcNSqJQRMXvP2aYz0TH9ZJ/story.htmlhttp://www.cnn.com/2010/CRIME/02/17/alabama.shooting.witness/index.html


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Prof. Cooks defines Musculoskeletal Disorder as any muscle, joint, tendon,ligament, and nerve that are adversely impacted because of repetition while inthe workplace. The Occupational Safety and Health Administration (OSHA), whichoperates under the U.S. Department of Labor, announced several years ago thatit was going to issue workplace safety standards that would alleviate the MSDproblem. Nevertheless, if you have a company that issues directives about

ergonomics, then this is terrific. I can tell you that the UK is way ahead of theU.S, as an international business as it pertains to ergonomics related tomusculoskeletal disorders and diseases.http://www.hse.gov.uk/aboutus/europe/euronews/dossiers/msd.htm

Professor cook said that, Exceptionally good news is that rumor has it that OSHAis going to send Inspectors to workplaces across the country to ensure thatergonomic (Prof. Cooks defines ergonomic standards as workplace designed tooffset conditions that contribute to MSD) design conditions prevail. Teleworkingrefers to performing work-related activities from remote computers. Did youknow that an OSHA Inspector can visit the home-office of Professor Cook, toensure that ergonomic conditions are prevailing?

M.5.Q.22. BIG BROTHER: THE IRS

The Internal Revenue Service (IRS), which is an agency that operates under theU.S. Department of Treasury. The IRS announced over a year ago, that theautomobile travel mileage reimbursement rate was $0.55 cents per mile. Then,a year later, the per diem for automobile travel was changed. IRS claims that thenew rate $0.50 per mile, and a full nine percent drop, reflects lowertransportation cost as compared to 2010. This is very important in planning tripreimbursements and travel agendas or itineraries etc.

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http://www.hse.gov.uk/aboutus/europe/euronews/dossiers/msd.htmhttp://www.hse.gov.uk/aboutus/europe/euronews/dossiers/msd.htm

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