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Emp Rights & Responsibility


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Emp Rights & Responsibility

  1. 1. Employee Rights and Responsibility Presented By: Jennifer Stiggers ShaNitra Gray-Dent Catherine Hutcherson
  2. 2. Employee Rights and Responsibilities <ul><li>Rights : Powers, privileges, or interests that belong to a person by law, nature, or tradition. </li></ul><ul><li>Responsibilities : Obligations to perform certain tasks and duties. </li></ul><ul><li>Example : If an employee has the right to a safe working environment, then the employer must have an obligation to provide a safe workplace. </li></ul>Types of Employee Rights Statutory Rights Based on laws or statutes passed by federal, state, or local government. Contractual Rights Rights based on a specific Contract between an Employer and employee.
  3. 3. Employee Rights and Responsibilities <ul><li>Employment contracts -formally outline the details of employment. </li></ul><ul><li>These contracts may also specify whether the employment relationship is for a indeterminate time, or automatically renewed after a certain time. </li></ul><ul><ul><li> </li></ul></ul>
  4. 4. Employee Rights and Responsibilities <ul><li>Non-Compete Agreement- prohibits individuals who leave an organization from competing with an employer in the same line of business for a specified period of time. </li></ul><ul><ul><li>In 1996 federal law made the theft of intellectual property and trade secrets a federal crime punishable by fines up to $5 million and 15 years in jail. Consequently this is a topic often covered in employment contracts. </li></ul></ul>
  5. 5. Rights Affecting The Employment Relationship <ul><li>Employment-at-Will- a common law doctrine stating that employers have the right to hire, fire, demote, or promote whomever they choose, unless there is a law or a contract to the contrary. </li></ul><ul><ul><li>Employees have the right to quit and get another job under the same terms. </li></ul></ul><ul><li>Exceptions to Employment-at-will </li></ul><ul><ul><li>Public Policy Exceptions </li></ul></ul><ul><ul><li>Implied Contract Exception </li></ul></ul><ul><ul><li>Good–Faith Dealing Exception </li></ul></ul>
  6. 6. Rights Affecting The Employment Relationship <ul><li>Wrongful Discharge- termination of an individual’s employment for reasons that are illegal or improper. </li></ul><ul><ul><li>Case Study: Fortune vs. National Cash Register Company </li></ul></ul><ul><ul><ul><li>page 494 </li></ul></ul></ul><ul><li>Constructive Discharge- Process of deliberately making conditions intolerable to get an employee to quit. </li></ul><ul><ul><ul><li>Intolerable working conditions </li></ul></ul></ul><ul><ul><ul><li>Dangerous duties </li></ul></ul></ul><ul><ul><ul><li>Demeaning assignments </li></ul></ul></ul><ul><ul><ul><li>Failure to provide work to do </li></ul></ul></ul><ul><ul><ul><li>Conditions under which a “reasonable employee” would quit </li></ul></ul></ul>
  7. 7. Rights Affecting The Employment Relationship <ul><li>Just Cause- Reasonable justification for taking employment-related action. </li></ul><ul><li>Due Process- the requirement that the employer use a fair process to determine employee wrongdoing and that the employee have an opportunity to explain and defend his or her actions. </li></ul><ul><ul><li>Distributive justice- perceived fairness in the distribution of outcomes </li></ul></ul><ul><ul><li>Procedural justice- perceived fairness of the processes used to make decisions about employees. </li></ul></ul>
  8. 8. Alternative Dispute Resolution Arbitration Peer Review Panels Ombuds Alternative Dispute Resolution Methods
  9. 9. Alternative Dispute Resolution <ul><li>Arbitration – uses a third party to make a decision. </li></ul><ul><ul><li>There are a number of reasons why employers might favor arbitration: </li></ul></ul><ul><ul><ul><li>reduced litigation costs </li></ul></ul></ul><ul><ul><ul><li>limited ability to appeal </li></ul></ul></ul><ul><ul><ul><li>faster results </li></ul></ul></ul><ul><ul><ul><li>greater privacy </li></ul></ul></ul><ul><li>Peer Review Panels- use fellow employees and a few managers to resolve employment disputes. </li></ul><ul><ul><li>There are a number of reasons why employers might favor peer review panels: </li></ul></ul><ul><ul><ul><li>Fewer lawsuits </li></ul></ul></ul><ul><ul><ul><li>Lower cost </li></ul></ul></ul><ul><ul><ul><li>Management and employee development </li></ul></ul></ul><ul><li>Ombuds- individuals outside the normal chain of command that act as problem solvers for management and employees. </li></ul>
  10. 10. Individual Employee Rights Issues <ul><li>Free Speech Rights- protected by the U.S. Constitution, but is restricted in the workplace. </li></ul><ul><ul><li>Whistle-Blowing - individuals who report real or perceived wrongs committed by their employers. </li></ul></ul><ul><ul><li>Sarbanes-Oxley - Most of the act focuses on financial reporting and internal control requirements for publicly traded companies, but Congress also included provisions to protect insiders who report questionable accounting practices. </li></ul></ul><ul><li>Privacy Rights and Employee Records </li></ul><ul><ul><li>Employee Medical Records- regulated by the Americans with Disabilities Act. </li></ul></ul><ul><ul><li>Security of Employee Records- employers are required to keep personnel records up to date and keep only the details that are needed. </li></ul></ul>
  11. 11. Individual Employee Rights Issues <ul><li>Employee Rights and Personal Behavior </li></ul><ul><li>Employment Practices Liability Insurance- covers employer costs for legal fees, settlements, and judgments associated with employment actions. </li></ul>Body Appearance An employer can place legitimate job-related limits on an employee’s personal at-work appearance such as tattoos and body piercings. Off-Duty Behavior An employer can discipline an employee if the employee’s off-the-job behavior puts the company in legal or financial jeopardy.
  12. 12. Balancing Employer Security and Employee Rights <ul><li>Rights to Privacy- An individual’s freedom from unauthorized and unreasonable intrusion into personal affairs. </li></ul>Workplace Monitoring Tracking Internet Use Monitoring Employee Performance Conducting Video Surveillance Monitoring of E-Mail and Voice Mail
  13. 13. Balancing Employer Security and Employee Rights <ul><li>Employer Investigation </li></ul><ul><ul><li>Employee Theft </li></ul></ul><ul><ul><li>Honesty and Polygraph Test </li></ul></ul><ul><ul><li>Reviewing Unusual Behavior </li></ul></ul><ul><ul><li>Conducting Work-Related Investigations </li></ul></ul>
  14. 14. Balancing Employer Security and Employee Rights <ul><li>Substance Abuse and Drug Testing </li></ul><ul><ul><li>Drug-Free Workplace Act of 1988 - The federal Drug-Free Workplace Act applies to federal contractors whose organizations have contracts of $100,000 or more. It also applies to all organizations that are federal grantees and all individuals who receive a contract or grant from the federal government </li></ul></ul><ul><ul><li>Drug Testing and Employee Rights- unless state or local law prohibits testing, employers have a right to require applicants or employees to submit to a drug test. </li></ul></ul>
  15. 15. HR Policies, Procedures, and Rules <ul><li>Responsibilities for HR policies, procedures, and rules </li></ul><ul><ul><li>Policies: general guidelines that focus organizational actions. </li></ul></ul><ul><ul><li>Procedures: customary methods of handling activities. </li></ul></ul><ul><ul><li>Rules: specific guidelines that regulate and restrict the behavior of individuals. </li></ul></ul><ul><li>Employee Handbooks </li></ul><ul><li>Communicating HR Information </li></ul><ul><ul><ul><li> </li></ul></ul></ul>
  16. 16. Employee Discipline <ul><ul><ul><ul><ul><li> </li></ul></ul></ul></ul></ul>Positive Discipline <ul><li>Counseling </li></ul><ul><li>Written Documentation </li></ul><ul><li>Final Warning (decision day-off) </li></ul><ul><li>Discharge </li></ul>Progressive Discipline <ul><li>Verbal Caution </li></ul><ul><li>Written Reprimand </li></ul><ul><li>Suspension </li></ul><ul><li>Discharge </li></ul>Approaches to Discipline
  17. 17. Employee Discipline <ul><li>Reasons why discipline may not be used: </li></ul><ul><li>Discharge- final step in disciplinary process. </li></ul><ul><ul><li>Review evidence </li></ul></ul><ul><ul><li>Select a neutral location </li></ul></ul><ul><ul><li>Conduct the termination meeting </li></ul></ul><ul><ul><li>Have HR discuss termination benefits </li></ul></ul><ul><ul><li>Escort the employee from the building </li></ul></ul><ul><ul><li>Notify the department staff </li></ul></ul>Guilt Lack of support Avoidance of time loss Fear of law suites Fear of loss of friendships Organizational culture avoids discipline
  18. 18. Employee Discipline <ul><li>Effective Discipline </li></ul><ul><li> </li></ul><ul><ul><li>Regardless of the disciplinary approach used, training in counseling and in communications skills provides supervisor and managers with the tools necessary to deal with employee performance problems. </li></ul></ul><ul><li>Separation Agreements: </li></ul><ul><ul><li>Agreement in which a terminated employee agrees not to sue the employer in exchange for specified benefits. </li></ul></ul>
  19. 19. References <ul><li>HR Heroes </li></ul><ul><li>HR Creations </li></ul><ul><li>Human Resource Management </li></ul>