Final Test Flashcards
Pregnancy Discrimination Act (PDA)
Prohibits employers from discrimination against pregnancy and related medical conditions but does not require pregnancy related benefits or leave
Family Medical Leave Act
Allows employees up to 12 weeks of unpaid leve when ill, on the birth, adoption, or placement of a foster child, or to care for a sick child, parent or spouse.
Can be taken at any time once you’ve been at a job for a year
OSHA Inspections
Inspect for Imminent Damages
Investigate Accidents
Employee Complaints
High-Level Industries
Family Wage Philosophy
Pay disparities (paying men more than women) that were justified by beliefs that, in contrast to men, women did not have (but were) dependents
EEOC v. Berge Ford inc.
No job performance complaints
Fear of getting ill while driving (morning sickness)
$70,000 settlement
EEOC v. O’Reilly Automotive
Woman with 30 pound lifting restrictions, but still cleared to work by managers
HR decided to terminate her bc of it, though they had let others with temporary disabilities continue working
Settlement: $50,000 and a positive letter of recommendation
Lehman v. Kohl’s department store
5 store manager positions were given to less experienced and less qualified men within a two month period, as well as to women with no children or women who assured their bosses they would have no more children
On occasion one of Lehman’s supervisors allegedly asked her you’re not going to get pregnant again, are you etc.?
Awarded $2 Million
What did FMLA do?
Women who had children after implementation returned to work faster, and more likely to the same job
But suffered wages compared to pre-FMLA and to male counterparts
Factors in Women’s increasing participation in the workplace
Economic pressures
The rise in single parenting
Psychological Benefits associated with work
Traditional
more guilt from family interfering with work
Egalitarian
more guilt from work interfering with family
Traditional Men
more guilt from family interfering with work
The Second Shift
The second 8 hour day of home and child care work performed by most working women after they leave their paid jobs
Kaleidoscope Careers
Authenticity
Balance
Challenge
Occupational Safety and Health Administration
Private and Public Employees Develop and Enforce standards Can Implement fines (and jail if deaths occur) Over 40,000 violations in '09 Almost 100,000 violations
Problems With OSHA
Too much regulation/ unrealistic standards
Outdated regulations
Uneven rule enforcement
Case Study: Oil Rig
Ely & Myerson: Interviews over 2 years with employees of oil rigs
- Work together for common good of the crew
- Personal Responsibility “people supporting people”
- Instructions on how to shut down platform if necessary (autonomy)
- “sense of shared fate or humanity, and a willingness to transcend personal image in favor of collective purposes”
- Competence =/= masculinity (dont reward the biggest baddest anymore)
- Aggression doesn’t get you promoted, doing the job well does
- Importance of continual learning, fallibility is ok
- Accident rate fell by 84%, production at all time high
Steps to prevent workplace violence
screen applicants
manager training
Communication from leadership (including developing a culture of safety)
Meaningful reporting structure
Wellness Programs: Benefits and Discounts
Discounts
Gift Cards
Surcharge for Smokers
Wellness Programs: Do they work?
Work equally well for lowering absenteeism and increasing job satisfaction
Non Compete Agreement
Cant work for a competitor within a certain amount of time
Intellectual Property
Anything thought of at work is owned by the company
Non Pirating
Cant take clients when you leave
Employee Privacy
- Off duty behavior is generally off limits
- NJ case where employees 4th amendment rights were not violated bc he went over texting plan (which was paid for by company)
Social Media Background Checks
Aggressive or Violent acts of assertions
Unlawful activity
Discriminatory activity
Sexually Explicit Activity
Voluntary Turnover
Employee Initiated
Because of dissatisfaction or alternatives
Involuntary Turnover
Employer Initiated
For reasons of poor performance
Adaptive Turnover Effects
Who tends to leave based on internal factors?
How can turnover benefit organizational strategy?
Maladaptive Turnover Effects
Who tends to leave based on external factors?
What are some of the costs of turnover?
Perceived Organizational Support
The organization should act in employees best interest design systems that emphasize fair outcomes, just procedures and concern
Enhance Satisfaction via Job Characteristics
Design Jobs to be enjoyable
Role Amibguity should be reduced
Traditional Model of Turnover
Very gradual process of turnover
Rational Process
Criticisms of Traditional Model of Turnover
Is turnover always this gradual
Is turnover really this rational
Bonuses of induced quits for both sides
Employee self image s often maintained
Employer legal protection is maintained
Concerns of Firing Someone
Violence or Sabotage
Emotional Outbursts
Should you do the security walkout the same day?
When firing someone resist the temptation to…
Be ambiguous about whats happening
Give very specific reasons or say something that may end up in court
Transfer guilt into anger and blame
Roles of CHRO
Strategic Advisor Counselor/Confidant/Coach Liaison to the Board Talent Architect Leader of the HR Function Workforce Sensor Representative of the Firm
4 knows of CHRO
Know your business
Know how to lead
Know people
Know yourself
Expatriates (Home Country Nationals)
Employees from the home country who are on an international assignment
Guest Workers
Foreign workers invited to provide needed labor
International Corporation
A domestic firm that uses its existing capabilities to move into an overseas market
Global Corporation
A firm that has integrated worldwide operations through a centralized home office
Transnational Corporation
A firm that attempts to balance local responsiveness and global scale via a network of specialized operating units
Multinational Corporation
A firm with independent business units operating in multiple countries
Cultural Environment
The communications, religion, values and ideology, education and social structure of a country
Things International Employees should know about host country
- Social and Business etiquette
- cultural values and priorities
- political structure and current players
Third Country National
employees who are natives of a country other than the home country or the host country
Home Based Pay
Pay based on expatriate’s home country compensation practices
High Performance Work Systems
A specific combination of HR practices, work structures, and processes that maximizes employee knowledge, skill, commitment and flexibility
