One-Population One Population StatisticsHypothesis test calculatorSample Statisticx-mean15enterenter15Hypothetical ValueSample Sizen150enterSample Standard Deviation2enter0Difference between sample value and Hypothetical valueStandard Error of StatisticSE0.16330.0000z-score50%p-value lower (Probability the mean is more than Hypothetical Value)z-scoreCL50%p-value upper (Probaility the mean is less than Hypothetical value)1.64590%1.0000Two-tailed test p-value1.9695%2.57699%Confidence Intervals using z-scoresCL90%upper15.27z1.645lower14.73CL95%upper15.32z1.96lower14.68CL99%upper15.42z2.576lower14.58
Only enter data in the dark-colored cells; the remaining cells are locked and calculate automatically. If you delete a formula, reload the calculator from your classroom, or a clean saved file.
Two-PopulationsTwo Population (mean) StatisticsFirst SampleMean 150enter first sample meanFirst SampleSize 140enter first sample sizeSecond SampleMean 251enter second sample mean51Hypothetical difference between the two samples (usually zero)Second SampleSize 250enter second sample sizeDifferenceMean Diff-1-52Difference between sample value and Hypothetical valueSample Standard Deviation 1Stdev. 11.2enter first standard deviationSample Standard Deviation 2Stdev. 21.8enter second standard deviation-163.7846z-score0.0000Probability the samples are differentStandard Error of StatisticSE0.31749015731.0000Probability the samples are the same0.0000Probability the samples are different, using two-tailsC I of Difference using z-scoresCL90%upper-0.478z1.645lower-1.522CL95%upper-0.378z1.96lower-1.622CL99%upper-0.182z2.576lower-1.818
Only enter data in the dark-colored cells; the remaining cells are locked and calculate automatically. If you delete a formula, reload the calculator from your classroom, or a clean saved file.
Seminar in Public Human Resources Administration: Final
1. With the increased use of temporary and part-time employees, “How much training must be offered to these workers?” And whose job is it to train these folks? Is there training available for those employees who have to provide coaching and counseling assistance for these individuals?
2. What is the legal framework for workplace safety and health issues? What does this framework for workplace safety involve? Give some examples of safety and health issues posed by independent contractors and health-care professionals.
3. What is workplace violence, and what are the risks does it pose to the health, safety or wellbeing of an employee or multiple employees? How does domestic violence in the home relate to violence in the work place? What can the employer do to reduce or eliminate violence in the workplace? Give some examples.
Organizational Justice
1
1
The Sanction Function….the Forth Function
The Sanction Function:
Every organization, public, private, or nonprofit must establish and maintain terms of the relationship between employee and employer…
Terms in an employment relationship are ...
The document discusses the moral and ethical issues involved in terminating an employee's employment, noting that employers must ensure all legal and ethical precautions have been taken before making the final decision to terminate in order to avoid potential consequences. It provides an example of an ethical dilemma regarding terminating an employee named John Sample and the issues he began experiencing in his personal life and work performance after two years on the job. Finally, it stresses that the decision to terminate an employee can impact current employee morale, so all alternatives should be exhausted before making the choice to terminate.
Now that you have reviewed the chapter 3 (week 3) materials, it is.docxjuliennehar
Now that you have reviewed the "chapter 3" (week 3) materials, it is time to reflect upon the concepts learned and use your own experience or ideas to participate in the week 3 discussion forum. Consider what you have learned and provide an initial response that addresses the following questions:
What are the pros & cons of allowing executive branch departments & agencies to establish independent pay systems?
What role, if any, should central management agencies like OPM have in developing & managing such systems?
First response
What role, if any, should central management agencies like OPM have in developing & managing such systems?
OPM maintains accountability for change in personnel management policies or procedures which results in improved Federal personnel management. OPM has played both a policy and research role in pay for performance systems. In the 1980’s many agencies collaborated with OPM to initiate demonstration projects and OPM reported to Congress on the status and results of those projects to prepare guidance on government-wide policy. OPM also gained information through agency inspections and program reviews to ensure compliance with the civil service laws and regulations.
Going forward, I believe agencies need the flexibility to design programs that meet their mission, culture and needs. Each agency should be able to go directly to Congress to obtain specific legislation that would enable them to establish their own pay systems. OPM should not be part of the process of developing or approving plans, however they can manage and evaluate a program’s success to ensure compliance with government-wide guidelines after the program has been implemented. Meeting the needs of the individual agency should be the larger focus instead of identifying similarities in all systems across the government.
response 2
What are the pros & cons of allowing executive branch departments & agencies to establish independent pay systems?
A number of agencies have been outside the traditional title 5, pay systems such as the Federal Aviation Administration, the Transportation Security Administration, the Department of Homeland Security, NSA and GAO. Such authorities have been granted by law or in some cases as part of a demonstration system such as the China Lake acquisition demonstration project the Department of Defense initiated in the mid-to-late 1990s. So what most of these revised pay structures have in common is that they were/are efforts to meet specific unique agency needs to recruiting and retaining talent.
We also have special pay structure for the semi-independent-governmental United States Postal Service, judges in the federal courts system, and senior executive service who fall outside of the GS system.
Specifically, the pros of such independent pay systems are as follows:
Variable Pay: Such pay systems allow the agency to set a rate of pay commensurate with an individual’s qualifications vice competing against.
HR, 3eAngelo S. DeNisi, Ricky W. GriffnThe amount of value.docxwellesleyterresa
HR, 3e
Angelo S. DeNisi, Ricky W. Griffn
The amount of value people create for an organization and what the organization gives them as compensation for that value are important determinants of organizational competitiveness. If employers pay too much for the value created by workers, then profits (and hence competitiveness) will suffer. But if they pay too little or demand too much from their workers for what they are paying, they will suffer in different ways: lower-quality workers, higher turnover, or employee fatigue and stress. Clearly, then, managing compensation and benefits are important activities for any organization. And just as clearly, Nucor managers have a keen understanding of the relationship between worker compensation and company performance.
Compensation and benefits refer to the various types of outcomes employees receive for their time at work. Compensation is the set of rewards that organizations provide to individuals in return for their willingness to perform various jobs and tasks within the organization. Benefits are the various rewards, incentives, and other items of value that an organization provides to its employees beyond wages, salaries, and other forms of financial compensation. The term total compensation is sometimes used to refer to the overall value of financial compensation plus the value of additional benefits that the organization provides.
Compensationis the set of rewards that organizations provide to individuals in return for their willingness to perform various jobs and tasks within the organization.
Benefitsgenerally refer to various rewards, incentives, and other things of value that an organization provides to its employees beyond their wages, salaries, and other forms of direct financial compensation.
In this chapter, we cover the basic concepts of compensation and benefits. We start by examining how compensation strategies are developed, and then we turn to the administration of compensation programs and how organizations evaluate their compensation programs. We look at benefits, discussing the basic reasons for benefit plans and describing different types of benefit plans typically found in organizations. Next we consider the often controversial topic of executive compensation, discussing the basic components of executive-compensation packages and why they are so controversial. We conclude with a discussion of legal issues associated with compensation and benefits and the ways in which organizations can evaluate their compensation and benefit programs.
9-1 DEVELOPING A COMPRATION STRATEGY
Compensation should never be a result of random decisions but instead the result of a careful and systematic strategic process.3 Embedded in the process is an understanding of the basic purposes of compensation, an assessment of strategic options for compensation, knowledge of the determinants of compensation strategy, and the use of pay surveys.
9-1a Basic Purposes of Compensation
Compensation has several f ...
The document discusses ethical issues related to employer responsibilities and employee rights in the workplace. It covers topics like due process, employment at will, health and safety, diversity, and downsizing. The chapter objectives are to help readers understand concepts like due process, employment at will, health and safety responsibilities, regulation of global labor, and managing diversity and downsizing ethically.
Seminar in Public Human Resources Administration Questions & Key Te.docxtcarolyn
Seminar in Public Human Resources Administration: Questions & Key Terms [Day One]
Critical Thinking Questions
1. Identify and describe the four public personnel management functions (PADS).
2. What are the four competing values that have traditionally affected the allocation of public jobs? Which three nongovernment values that have emerged recently conflict with them?
3. What is a personnel system?
4. What are the key programs that are impacting public personnel systems? Give an example of each.
5. Identify and describe the four traditional competing public personnel systems. What are the two emergent antigovernment personnel systems that have recently been added to them?
6. What does each of these three groups (elected and appointed officials, managers and supervisors, and HR directors and specialists) contribute to public personnel management?
7. What are the six stages in the development of the role of the public HR manager? What different expectations have people had for them in each stage?
8. What competencies do HR managers need, and where can they get them?
Key Terms: Please define and give one example
1. Civil Service Reform Act of (1978)
2. civil service (merit) system
3. collective bargaining
4. decentralized government
5. equal employment opportunity systems
6. faith-based organizations (FBOs)
7. franchise agreements
8. human resource management (HRM)
9. nongovernmental organizations (NGOs)
10. nonstandard work arrangements (NSWA)
11. Office of Personnel Management (OPM)
12. partnerships
13. Pendleton Act (1883)
14. political patronage system
15. privatization
16. contingent workers
17. exempt appointments
18. professional associations
Doing Public HRM in the USA
1
1
Leadership vs Management of Public HMR
What is leadership?
What is management?
How does leadership and management of HMR compliment each other
and how do they conflict with each other?
2
All
Solution
s are tomorrow’s problem,
Redefine the problem as a challenge,
then look for opportunities.
3
Problems that impact Public HRM in the USA
How many public employees are there?
Is it really cheaper to use third-party government and contingent workers than a public worker?
How many others share in the responsibilities with personnel managers and their technical specialist in the supervision of HRM?
How do they work in practice?
How do these shared HRM roles and functions translate into structures and administrative in a given organization?
How do the evolving values and systems affect the roles and competencies of public HRM?
4
Myths and Realities of Public Employment
All federal employees symbolize government bureaucracy!
In reality they only constitute about 13 percent of all public workers.
The primary federal functions are national defense, postal service, and financial management.
The primary state and local functions are education, police protection, highways, corrections, welfare, and utilities.
Education comprising mo.
This document discusses the framework for viewing human resource management (HRM) in government agencies. It outlines several key internal and external variables that affect HRM processes, including managerial philosophy, employee needs, technology, governmental pressures, and market conditions. The document examines different approaches to managerial philosophy (traditional, human relations, human resources) and how they view employee motivation. It also presents frameworks for analyzing HRM strategies and the internal and external forces that shape them.
ISSUES AND PERSPECTIVES IN LABOUR UNIONISMOnike Rahaman
This document discusses key aspects of labour unionism, including definitions, membership criteria, the union-management interface, factors that can weaken unions, offenses unions cannot defend, types of punishments, issues that cause grievances, disciplinary procedures, and dynamics of negotiation and collective bargaining. The main points are:
1) A labour union is an organization of workers that aims to promote members' interests through collective action regarding employment terms and conditions.
2) Unions must balance representing members' interests while avoiding undermining management authority or job ethics.
3) Successful unions require competent leadership, unity among members, and strong negotiation skills to resolve disputes through dialogue rather than confrontation.
The document discusses concerns a hospital employer may have if faced with a union raid. It analyzes the situation using an open systems approach, noting the employer should consider the legal, political and social environments, actors involved and their power dynamics, processes like negotiations and strikes, and potential outputs like reduced productivity. While raids can increase hostility and compromise employer control, unions may justify raids by arguing for better wages or leadership, which could benefit all system actors if outcomes are more equitable. Both criticisms and defenses of raiding are discussed.
The document discusses the moral and ethical issues involved in terminating an employee's employment, noting that employers must ensure all legal and ethical precautions have been taken before making the final decision to terminate in order to avoid potential consequences. It provides an example of an ethical dilemma regarding terminating an employee named John Sample and the issues he began experiencing in his personal life and work performance after two years on the job. Finally, it stresses that the decision to terminate an employee can impact current employee morale, so all alternatives should be exhausted before making the choice to terminate.
Now that you have reviewed the chapter 3 (week 3) materials, it is.docxjuliennehar
Now that you have reviewed the "chapter 3" (week 3) materials, it is time to reflect upon the concepts learned and use your own experience or ideas to participate in the week 3 discussion forum. Consider what you have learned and provide an initial response that addresses the following questions:
What are the pros & cons of allowing executive branch departments & agencies to establish independent pay systems?
What role, if any, should central management agencies like OPM have in developing & managing such systems?
First response
What role, if any, should central management agencies like OPM have in developing & managing such systems?
OPM maintains accountability for change in personnel management policies or procedures which results in improved Federal personnel management. OPM has played both a policy and research role in pay for performance systems. In the 1980’s many agencies collaborated with OPM to initiate demonstration projects and OPM reported to Congress on the status and results of those projects to prepare guidance on government-wide policy. OPM also gained information through agency inspections and program reviews to ensure compliance with the civil service laws and regulations.
Going forward, I believe agencies need the flexibility to design programs that meet their mission, culture and needs. Each agency should be able to go directly to Congress to obtain specific legislation that would enable them to establish their own pay systems. OPM should not be part of the process of developing or approving plans, however they can manage and evaluate a program’s success to ensure compliance with government-wide guidelines after the program has been implemented. Meeting the needs of the individual agency should be the larger focus instead of identifying similarities in all systems across the government.
response 2
What are the pros & cons of allowing executive branch departments & agencies to establish independent pay systems?
A number of agencies have been outside the traditional title 5, pay systems such as the Federal Aviation Administration, the Transportation Security Administration, the Department of Homeland Security, NSA and GAO. Such authorities have been granted by law or in some cases as part of a demonstration system such as the China Lake acquisition demonstration project the Department of Defense initiated in the mid-to-late 1990s. So what most of these revised pay structures have in common is that they were/are efforts to meet specific unique agency needs to recruiting and retaining talent.
We also have special pay structure for the semi-independent-governmental United States Postal Service, judges in the federal courts system, and senior executive service who fall outside of the GS system.
Specifically, the pros of such independent pay systems are as follows:
Variable Pay: Such pay systems allow the agency to set a rate of pay commensurate with an individual’s qualifications vice competing against.
HR, 3eAngelo S. DeNisi, Ricky W. GriffnThe amount of value.docxwellesleyterresa
HR, 3e
Angelo S. DeNisi, Ricky W. Griffn
The amount of value people create for an organization and what the organization gives them as compensation for that value are important determinants of organizational competitiveness. If employers pay too much for the value created by workers, then profits (and hence competitiveness) will suffer. But if they pay too little or demand too much from their workers for what they are paying, they will suffer in different ways: lower-quality workers, higher turnover, or employee fatigue and stress. Clearly, then, managing compensation and benefits are important activities for any organization. And just as clearly, Nucor managers have a keen understanding of the relationship between worker compensation and company performance.
Compensation and benefits refer to the various types of outcomes employees receive for their time at work. Compensation is the set of rewards that organizations provide to individuals in return for their willingness to perform various jobs and tasks within the organization. Benefits are the various rewards, incentives, and other items of value that an organization provides to its employees beyond wages, salaries, and other forms of financial compensation. The term total compensation is sometimes used to refer to the overall value of financial compensation plus the value of additional benefits that the organization provides.
Compensationis the set of rewards that organizations provide to individuals in return for their willingness to perform various jobs and tasks within the organization.
Benefitsgenerally refer to various rewards, incentives, and other things of value that an organization provides to its employees beyond their wages, salaries, and other forms of direct financial compensation.
In this chapter, we cover the basic concepts of compensation and benefits. We start by examining how compensation strategies are developed, and then we turn to the administration of compensation programs and how organizations evaluate their compensation programs. We look at benefits, discussing the basic reasons for benefit plans and describing different types of benefit plans typically found in organizations. Next we consider the often controversial topic of executive compensation, discussing the basic components of executive-compensation packages and why they are so controversial. We conclude with a discussion of legal issues associated with compensation and benefits and the ways in which organizations can evaluate their compensation and benefit programs.
9-1 DEVELOPING A COMPRATION STRATEGY
Compensation should never be a result of random decisions but instead the result of a careful and systematic strategic process.3 Embedded in the process is an understanding of the basic purposes of compensation, an assessment of strategic options for compensation, knowledge of the determinants of compensation strategy, and the use of pay surveys.
9-1a Basic Purposes of Compensation
Compensation has several f ...
The document discusses ethical issues related to employer responsibilities and employee rights in the workplace. It covers topics like due process, employment at will, health and safety, diversity, and downsizing. The chapter objectives are to help readers understand concepts like due process, employment at will, health and safety responsibilities, regulation of global labor, and managing diversity and downsizing ethically.
Seminar in Public Human Resources Administration Questions & Key Te.docxtcarolyn
Seminar in Public Human Resources Administration: Questions & Key Terms [Day One]
Critical Thinking Questions
1. Identify and describe the four public personnel management functions (PADS).
2. What are the four competing values that have traditionally affected the allocation of public jobs? Which three nongovernment values that have emerged recently conflict with them?
3. What is a personnel system?
4. What are the key programs that are impacting public personnel systems? Give an example of each.
5. Identify and describe the four traditional competing public personnel systems. What are the two emergent antigovernment personnel systems that have recently been added to them?
6. What does each of these three groups (elected and appointed officials, managers and supervisors, and HR directors and specialists) contribute to public personnel management?
7. What are the six stages in the development of the role of the public HR manager? What different expectations have people had for them in each stage?
8. What competencies do HR managers need, and where can they get them?
Key Terms: Please define and give one example
1. Civil Service Reform Act of (1978)
2. civil service (merit) system
3. collective bargaining
4. decentralized government
5. equal employment opportunity systems
6. faith-based organizations (FBOs)
7. franchise agreements
8. human resource management (HRM)
9. nongovernmental organizations (NGOs)
10. nonstandard work arrangements (NSWA)
11. Office of Personnel Management (OPM)
12. partnerships
13. Pendleton Act (1883)
14. political patronage system
15. privatization
16. contingent workers
17. exempt appointments
18. professional associations
Doing Public HRM in the USA
1
1
Leadership vs Management of Public HMR
What is leadership?
What is management?
How does leadership and management of HMR compliment each other
and how do they conflict with each other?
2
All
Solution
s are tomorrow’s problem,
Redefine the problem as a challenge,
then look for opportunities.
3
Problems that impact Public HRM in the USA
How many public employees are there?
Is it really cheaper to use third-party government and contingent workers than a public worker?
How many others share in the responsibilities with personnel managers and their technical specialist in the supervision of HRM?
How do they work in practice?
How do these shared HRM roles and functions translate into structures and administrative in a given organization?
How do the evolving values and systems affect the roles and competencies of public HRM?
4
Myths and Realities of Public Employment
All federal employees symbolize government bureaucracy!
In reality they only constitute about 13 percent of all public workers.
The primary federal functions are national defense, postal service, and financial management.
The primary state and local functions are education, police protection, highways, corrections, welfare, and utilities.
Education comprising mo.
This document discusses the framework for viewing human resource management (HRM) in government agencies. It outlines several key internal and external variables that affect HRM processes, including managerial philosophy, employee needs, technology, governmental pressures, and market conditions. The document examines different approaches to managerial philosophy (traditional, human relations, human resources) and how they view employee motivation. It also presents frameworks for analyzing HRM strategies and the internal and external forces that shape them.
ISSUES AND PERSPECTIVES IN LABOUR UNIONISMOnike Rahaman
This document discusses key aspects of labour unionism, including definitions, membership criteria, the union-management interface, factors that can weaken unions, offenses unions cannot defend, types of punishments, issues that cause grievances, disciplinary procedures, and dynamics of negotiation and collective bargaining. The main points are:
1) A labour union is an organization of workers that aims to promote members' interests through collective action regarding employment terms and conditions.
2) Unions must balance representing members' interests while avoiding undermining management authority or job ethics.
3) Successful unions require competent leadership, unity among members, and strong negotiation skills to resolve disputes through dialogue rather than confrontation.
The document discusses concerns a hospital employer may have if faced with a union raid. It analyzes the situation using an open systems approach, noting the employer should consider the legal, political and social environments, actors involved and their power dynamics, processes like negotiations and strikes, and potential outputs like reduced productivity. While raids can increase hostility and compromise employer control, unions may justify raids by arguing for better wages or leadership, which could benefit all system actors if outcomes are more equitable. Both criticisms and defenses of raiding are discussed.
The author details their experience working for a DirecTV installation company, starting as an installer in hot attics and damp crawlspaces before being promoted to inspector with a higher weekly pay of over $1500; however, issues with paychecks, including an error and advice to ask for advances from payroll, would soon lead to problems.
Human Resource Management Module 1Assignment 3 Lega.docxjoyjonna282
The document discusses the key elements of an ideal ethical organization within the criminal justice system. It states that an ethical organization requires ethical leaders who establish clear behavioral standards and enforce them consistently. New employees must be thoroughly trained on the organization's ethical guidelines and codes of conduct. Upholding ethical standards is crucial because unethical behavior undermines justice and erodes public trust in the criminal justice system. Corrupt organizations may need major reforms, including replacing leaders and disciplining or firing unethical employees.
BUS661-WEEK 3-DISCUSSION QUESTIONS-ASSIGNMENT –Instructor Guidance- Leading Organizational Change MFV1314A
WEEK 3
Week 3 Objectives-instructor guidance-
· Outline key reasons for resistance to change and propose actions that can be taken to reduce resistance.
· Discuss key driving forces and steps of the change process.
· Evaluate the importance of communication in the change process and the overall effectiveness of the change initiative.
· Demonstrate knowledge of the change process.
In week two, we considered the internal and external pressures associated with change within the law enforcement profession. Continuing with this example we will consider/propose actions that can be taken to reduce resistance to change with the law enforcement profession.
Across the country, crime analysts are compiling statistics that record and identify trends in crime. In theory, law enforcement managers can use these statistics to determine the best way to disperse the personnel within the agency to address specific crimes. There is an inherent flaw with this method for managing the delivery of police services to the community. The implementation of accountability programs are often thought of by management as a means of increasing officer productivity and motivating otherwise disinterested officers. The associated problem with the use of accountability programs are that law enforcement officers learn how to manipulate the statistics without truly accomplishing the goals of the agency. Subsequently the officers who learn how to manipulate these accountability systems are looked upon as the example. As a result, law enforcement managers must identify or develop proven methods to motivate officers to buy in to the vision and goals of the organization.
Contrary to the traditional methods of policing, accountability programs “adopt the managerial techniques and administrative structures of private for-profit corporations, emphasizing cost control, efficiency, decentralization of management and the cutting back of the public sector, while creating a market or quasi-market mechanisms, contracting out, performance indicators, risk assessment, and audit procedures.” (Chan, 1999) As managers continue to implement these types of programs within the law enforcement profession, officers who typically enjoy a considerable amount of freedom are now confronted with a micromanagement style of leadership. This often results in feelings of resentment, hostility, and distrust as management is pitted against front-line employees. To offset this hostility, officer’s gradually fall into several distinct categories. Those who produce at lower-levels, those who learn to manipulate the statistics utilized by supervisors to measure performance, and those who continue to work at previously established levels. Each of these situations creates a challenge for managers to deal with in terms of motivation. It would not be plausible to motivate each group of officers ...
Overall Comments Overall you made a nice start with your U02a1 .docxjacksnathalie
This document provides feedback from a faculty member on an assignment analyzing legal and regulatory issues related to staffing management. For most criteria evaluated, the faculty member provided basic or non-performance feedback, noting the student did not sufficiently analyze the key aspects of the case such as important issues, outcome, evidence of discriminatory effects, and how guidelines help avoid issues. The faculty member recommended developing more in-depth content on the case analyzed and ensuring it is a disparate impact case. Minor errors in formatting references were also noted.
2 paragraphs each discussion question with at least two references.docxfelicidaddinwoodie
The document discusses several topics related to employee rights and employer restrictions. It begins by describing "at-will employment" and some exceptions to what employers can restrict, such as discrimination. It then discusses specific types of restrictions like conflicts of commitment and interest from outside work. The document analyzes examples of potential employer policies on off-duty conduct and whether they would be legitimate. It also discusses drug testing policies, arguments for and against, and a related court case on drug testing welfare recipients.
January 2011 - Business Law & Order - Mark HeuselAnnArborSPARK
Hiring practices; Employees vs Independent Contractors; Wage & Hour Issues; Discrimination Issues; Whistleblower protection; Best practices
Mark Heusel is a Member of Dickinson Wright, PLLC’s Ann Arbor office. Dickinson Wright is a international law firm with offices in Michigan, Washington D.C., Nashville, Phoenix, Las Vegas and Toronto. Mr. Heusel works with companies in a variety of circumstances in the commercial litigation and employment law areas. He has substantial experience in advising clients on a host of employment related issues, including litigation avoidance, human resource issues, discrimination and wrongful termination litigation, non-compete and trade secret matters, and business practices. He is also a frequent lecturer and author on these issues and when necessary, a vigorous litigator.
The new Agency Worker Regulations that come into force in October 2011 are intended to provide temporary agency workers with equal pay and basic employment conditions as directly-hired employees after 12 weeks. The regulations do not change agency workers' status or entitle them to benefits like sick pay or pensions. After 12 weeks, agency workers are entitled to equal pay, working hours, overtime, and leave. Hirers and agencies must work together to determine equal treatment and share information. The regulations are aimed at preventing circumvention of equal treatment through complex anti-avoidance provisions.
This document discusses privacy and workplace issues. It addresses the moral issues around organizational influence on employees' private lives and obtaining personal information. It also covers working conditions like health and safety, management styles, childcare policies, and redesigning work to improve job satisfaction. The key topics are the tension between employee privacy rights and employers' interests, and how work design impacts worker well-being.
This document discusses several topics related to employment law and supported employment. It begins by defining youth unemployment according to the UN and discussing the difficulties young people face in negotiating an exploitative labor market due to lack of experience. It then discusses employment at will law and cases where employees argued they were terminated without cause. Finally, it discusses research on supported employment programs for individuals with mental illness or substance abuse issues that aim to help them find and maintain competitive jobs.
Generally, In A Political Science, The Notion Of...Crystal Alvarez
Accountability is crucial in the military context. It involves keeping track of the location and status of soldiers at all times. Not having proper accountability can have serious consequences, including the inability to locate soldiers in dangerous situations or emergencies. Accountability is important for maintaining order, safety, and fulfilling the chain of command's responsibilities. It is tightly woven into military values and culture. A story is given highlighting the fatal results that can occur when accountability is lacking between a vehicle commander and their soldiers. Overall, accountability is paramount in the military due to the high stakes nature of the work.
Public administration: public sector values...Phelikz Opoku
This document discusses promoting ethical values and accountability in public services. It identifies several factors that can facilitate ethical deficits and lack of accountability, including lack of professionalism, low remuneration, political influence, and weak oversight institutions. It argues that comprehensive reforms are needed to address these issues, including improving legal frameworks, enhancing training, establishing transparent human resources policies, and creating specialized anti-corruption units. The goal is to earn public trust and have a public service dedicated to democratic ideals and professional conduct.
The document discusses proposed changes to US labor laws under the Employee Free Choice Act (EFCA) and RESPECT Act that would make it easier for employees to unionize. Specifically, it summarizes that EFCA would eliminate secret ballot elections and instead allow unions to be certified solely based on authorization cards signed by a majority of employees, as well as impose binding arbitration if a union contract is not negotiated within 90 days. It also discusses strategies for employers to prevent unionization in the changing political climate.
1. Primary sources2. Secondary sources3. La Malinche4. Bacon’s.docxvannagoforth
1. Primary sources
2. Secondary sources
3. La Malinche
4. Bacon’s rebellion
5. Robert Carter III
6. Mesoamerica
7. Middle Passage
8. Indentured servitude
9. The Jefferson-Hemings Controversy
10. Triangular trade
11. Saint Dominique Revolt
12. Syncretism
13. Olaudah Equiano
14. Christopher Columbus
15. Columbian Moment
16. Hernan Cortes
17. Florentine Codex
18. Master Narrative of American History
19. Reconquista
20. The Paradox of Slavery
21. Indian Removal Act 1830
22. Trail of Tears
23. Treaty of Guadalupe Hidalgo
24. Niños Heroes (Heroic Children)
25. Antonio López de Santa Anna y Pérez de Lebrón
26. The Royal Africa Company
27. John Locke
28. St. Patrick’s Battalion
29. Chilam Balam
30. Popol Vuh
31. El requerimiento (The Requirement)
32. Manifest Destiny
33. Moses and Stephen F. Austin
34. Colonialism
35. Colonial Legacy
.
1. Prepare an outline, an introduction, and a summary.docxvannagoforth
The document instructs the reader to prepare a 4 page double spaced report on an attached article, including an outline, introduction, and summary, and to prepare 4 PowerPoint slides summarizing the report.
1. Normative moral philosophy typically focuses on the determining t.docxvannagoforth
According to Aristotle, virtues are traits of character that are good for a person to have and that are developed through habitual actions over time. Acting virtuously leads to morally correct actions. The document discusses Aristotle's view of virtue ethics and how it differs from normative moral philosophy by focusing on the character of the moral agent rather than just determining the right action. It asks how virtue ethics would analyze two different medical ethical dilemmas.
1. Paper should be 5-pages min. + 1 page works cited2. Should have.docxvannagoforth
1. Paper should be 5-pages min. + 1 page works cited
2. Should have at least 10 annotated sources (copy article onto word, highlight main point, write a few sentences about how it'll help you in writing the paper at the bottom of page)
3
. Should have an INTRO, NARRATION, ARGUMENTS, REFUTATION, CONCUSION
4. Use in-text citations and have organized mla format works cited page
SAMPLE OUTLINE
Research Paper Outline
Title: Rebellious Libya
Thesis: The United States should not get involved with Libya’s conflicts.
I.
Introduction:
A.
Start with the question, what is war? Explain briefly.
B.
Talk about the wars of the United States.
C.
What were the outcomes of some of those wars?
II.
Narration:
A.
Give some background on Libya.
B.
Explain how Col. Muammar Gaddafi became the leader of Libya
C.
Talk about why the citizens of Libya want to overthrow Gaddafi.
D.
Explain why the people feel that the United States should get involved in Libya’s conflicts.
III.
Partition:
A.
Thesis: I believe that the United States should not get involve with Libya’s conflicts.
B.
Essay Map.
1.
Cost of war.
2.
Using money in other Departments other defense.
3.
Killing innocent civilians and soldiers.
4.
Helping unknown rebels
5.
Involvement of foreign wars
IV.
Arguments:
A.
The cost of war is rising by the minute. The Obama Administration proposed a budget of $553 billion dollars for the department.
B.
Instead of spending all that money on war, we should be investing that money on health care and education.
C.
This conflict has caused the lives of many innocent civilians. NATO openly admitted to have killed innocent civilians, due to misguidance.
D.
The rebels fighting against Gaddafi are in need of military supplies. I don’t think that it is a good idea to help unknown rebels. We helped the Afghanistan rebels when they were fighting Russia. After they were victorious, they later became the “Taliban” and used those weapons to attack the US.
E.
Getting involved in foreign wars is not a good idea. The US has been involved in many foreign wars lately. These wars have been in foreign countries where Islam is the prominent religion. Libya is one of these countries. The involvement of the US in these places, builds a bad reputation worldwide and among the Muslim community.
V.
Refutation:
A.
Gaddafi’s actions against the civilians of Libya are totally wrong. Killing your own people is bad and therefore, we should help the rebels overthrow him.
B.
Gaddafi has been in power for many years. In fact, he holds the record for most years in power in a single country. This type of power can potentially lead to corruption and mistreatment of civilians.
C.
The people of Libya deserve to have democracy. They should have the right to elect their own leader.
D.
If Al Qaeda is threatening NATO and Libyan mercenaries then we should help them fight terrorism.
VI.
Conclusion:
A.
Summarize my arguments.
B.
State why we should not get involve with Libya’s conf.
1. Name and describe the three steps of the looking-glass self.2.docxvannagoforth
1. Name and describe the three steps of the 'looking-glass self'.
2. List and describe the three stages in George Mead's model of human development.
3. Piaget developed a four-stage process to explain how children develop reasoning skills. List each and give an example of one of the stages.
4. Briefly summarize the three elements of Freud's theory of personality and explain why sociologist have negative reactions to his analysis.
5. How does the mass media reinforce society's expectations of gender?
.
1. Provide an example of a business or specific person(s) that effec.docxvannagoforth
1. Provide an example of a business or specific person(s) that effectively use social media. What tools does the business or person use? How do they apply the tools effectively? Describe areas of improvement.
This assignment has to be 4 pages long, then it needs a cover page and reference page however that can not be a part of the four pages. So it would be 6 pages if you count the cover page and reference page!
.
1. Mexico and Guatemala. Research the political and economic situati.docxvannagoforth
1. Mexico and Guatemala. Research the political and economic situation of these countries and write about their peculiar circumstances.
2. Honduras, El Salvador and Panama. Research the political and economic situation of these countries and write about their peculiar circumstances.
3. Costa Rica and Nicaragua. Research the ecological and political situation of these countries and write about their peculiar circumstances.
4. Colombia and Ecuador. Research about the truths and myths about this two countries and write about your impressions on these stereotypes.
.
1. Many scholars have set some standards to judge a system for taxat.docxvannagoforth
1. Many scholars have set some standards to judge a system for taxation for its validity. How can you decide if a tax is good or bad?
You can consider these five following principles for your Discussion. What do these issues mean? How do you think they matter?
Adequacy Equity Exportability Neutrality Simplicity
What other tax revenue systems could you consider? How do you think they would be better or worse?
2. What role do taxes play in political issues?
3. What is your opinion of a flat tax as some politicians have proposed?
.
1. List and (in 1-2 sentences) describe the 4 interlocking factors t.docxvannagoforth
1. List and (in 1-2 sentences) describe the 4 interlocking factors that led to the ourbreak of world war 1
2. Explain the difference between and authoritarian regime and a totalitarian regime.
3. List and (in 1-2 sentences) describe the 5 factors that led to the ourbreak of world war 2.
.
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SAMPLE OUTLINE
Research Paper Outline
Title: Rebellious Libya
Thesis: The United States should not get involved with Libya’s conflicts.
I.
Introduction:
A.
Start with the question, what is war? Explain briefly.
B.
Talk about the wars of the United States.
C.
What were the outcomes of some of those wars?
II.
Narration:
A.
Give some background on Libya.
B.
Explain how Col. Muammar Gaddafi became the leader of Libya
C.
Talk about why the citizens of Libya want to overthrow Gaddafi.
D.
Explain why the people feel that the United States should get involved in Libya’s conflicts.
III.
Partition:
A.
Thesis: I believe that the United States should not get involve with Libya’s conflicts.
B.
Essay Map.
1.
Cost of war.
2.
Using money in other Departments other defense.
3.
Killing innocent civilians and soldiers.
4.
Helping unknown rebels
5.
Involvement of foreign wars
IV.
Arguments:
A.
The cost of war is rising by the minute. The Obama Administration proposed a budget of $553 billion dollars for the department.
B.
Instead of spending all that money on war, we should be investing that money on health care and education.
C.
This conflict has caused the lives of many innocent civilians. NATO openly admitted to have killed innocent civilians, due to misguidance.
D.
The rebels fighting against Gaddafi are in need of military supplies. I don’t think that it is a good idea to help unknown rebels. We helped the Afghanistan rebels when they were fighting Russia. After they were victorious, they later became the “Taliban” and used those weapons to attack the US.
E.
Getting involved in foreign wars is not a good idea. The US has been involved in many foreign wars lately. These wars have been in foreign countries where Islam is the prominent religion. Libya is one of these countries. The involvement of the US in these places, builds a bad reputation worldwide and among the Muslim community.
V.
Refutation:
A.
Gaddafi’s actions against the civilians of Libya are totally wrong. Killing your own people is bad and therefore, we should help the rebels overthrow him.
B.
Gaddafi has been in power for many years. In fact, he holds the record for most years in power in a single country. This type of power can potentially lead to corruption and mistreatment of civilians.
C.
The people of Libya deserve to have democracy. They should have the right to elect their own leader.
D.
If Al Qaeda is threatening NATO and Libyan mercenaries then we should help them fight terrorism.
VI.
Conclusion:
A.
Summarize my arguments.
B.
State why we should not get involve with Libya’s conf.
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b. punctuated evolution.
c. adaptive radiation.
d. the biological species concept.
e. geographic isolation.
2. The origin of new species, the extinction of species, and the evolution of major new features of living things are all changes that result from
a. macroevolution.
b. fitness.
c. speciation.
d. the biological species concept.
e. convergent evolution.
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a. timing
b. behavior
c. habitat
d. incompatible reproductive structures
e. all of the above
4. Which of the following statements is false?
a. Horses and donkeys are separate species.
b. Two mules can mate and produce fertile offspring.
c. A horse and a donkey can mate and produce offspring.
d. Two donkeys can mate and produce fertile offspring.
e. Two horses can mate and produce fertile offspring.
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d. Jurassic (206–144 million years ago)
e. Cretaceous (144–65 million years ago)
8. The development of the complex, camera-like eye of a mammal is an example of
a. refinement of existing adaptations.
b. reproductive isolation.
c. adaptation of existing structures to new functions.
d. inheritance of acquired characteristics.
e. the biological species concept.
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e. Carbon-12 is not found in living plants.
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b. the biological species concept
c. convergent evolution
d. continental drift
e. cladistics
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b. the Yucatán peninsula
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ten
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the same
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XH
X
HX
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lipids
proteins
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inactive site
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cactus
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palm tree
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photosynthesis
chemosynthesis
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False
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True
False
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chlorophyll b
beta carotene
xanthocyanin
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a collection of hydrogen-pumping proteins
a series of electron-accepting proteins arranged in the thylakoid membrane
a collection of photosynthetic pigments arranged in a thylakoid membrane
found only in prokaryotic organisms
15. Which of these molecules is NOT a product of the Electron Transport System? (Points : 3)
ATP
Water
Pyruvate
NAD+
16. The dark reactions require all of these chemicals to proceed except: (Points : 3)
ATP
NADPH
carbon dioxide
oxygen
17. The structural unit of photosynthesis, where the photosystems are located, are called: (Points : 3)
chlorophylls
eukaryotes
stroma
thylakoids
18. Which of the following does NOT occur during the light independent process? (Points : 3)
CO2 is used to form carbohydrates
NADPH converts to NADP
ADP converts to ATP
ATP converts to ADP
19. The production of ATP that occurs in the presence of oxygen is called: (Points : 3)
aerobic respiration
anaerobic respiration
chemiosmosis
photosynthesis
20. The first stable chemical formed by the Calvin Cycle is: (Points :.
1. In 200-250 words, analyze the basic issues of human biology as th.docxvannagoforth
1. In 200-250 words, analyze the basic issues of human biology as they relate to chronic conditions and describe the interaction between disability, disease, and behavior. Examine and discuss the impact of biological health or illness on social, psychological, and physical problems from the micro, mezzo, and macro perspectives. Choose a chronic condition from those provided in your text and consider how you might feel, think, and behave differently if the condition were affecting you versus if the condition were affecting a stranger. How might you think differently about this chronic condition if it were affecting someone close to you, your neighbor, or someone in your community? Please include at least two supporting scholarly resources.
2.Our stage of life, intellectual/cognitive abilities, and sociocultural position in life, affect our perspectives and resultant behaviors about a number of conditions including cancer. Consider the information provided in the
“Introduction to the Miller Family”
document. Both Ella and Elías have been diagnosed with cancer. Ella has been fighting cancer with complementary and alternative methods with some success for many years. Elías, her grandson, is 10 years old and has recently been diagnosed with leukemia but has not yet begun treatment. Putting yourself in either Ella or Elías’s place, what might your perspective on your cancer be? Integrate how the stage of life, cognitive abilities, and sociocultural position of your chosen person impacts her/his perspective on his/her individual disease.
.
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One-Population One Population StatisticsHypothesis test calculator.docx
1. One-Population One Population StatisticsHypothesis test
calculatorSample Statisticx-mean15enterenter15Hypothetical
ValueSample Sizen150enterSample Standard
Deviation2enter0Difference between sample value and
Hypothetical valueStandard Error of StatisticSE0.16330.0000z-
score50%p-value lower (Probability the mean is more than
Hypothetical Value)z-scoreCL50%p-value upper (Probaility the
mean is less than Hypothetical value)1.64590%1.0000Two-
tailed test p-value1.9695%2.57699%Confidence Intervals using
z-
scoresCL90%upper15.27z1.645lower14.73CL95%upper15.32z1.
96lower14.68CL99%upper15.42z2.576lower14.58
Only enter data in the dark-colored cells; the remaining cells
are locked and calculate automatically. If you delete a formula,
reload the calculator from your classroom, or a clean saved file.
Two-PopulationsTwo Population (mean) StatisticsFirst
SampleMean 150enter first sample meanFirst SampleSize
140enter first sample sizeSecond SampleMean 251enter second
sample mean51Hypothetical difference between the two samples
(usually zero)Second SampleSize 250enter second sample
sizeDifferenceMean Diff-1-52Difference between sample value
and Hypothetical valueSample Standard Deviation 1Stdev.
11.2enter first standard deviationSample Standard Deviation
2Stdev. 21.8enter second standard deviation-163.7846z-
score0.0000Probability the samples are differentStandard Error
of StatisticSE0.31749015731.0000Probability the samples are
the same0.0000Probability the samples are different, using two-
tailsC I of Difference using z-scoresCL90%upper-
0.478z1.645lower-1.522CL95%upper-0.378z1.96lower-
1.622CL99%upper-0.182z2.576lower-1.818
Only enter data in the dark-colored cells; the remaining cells
are locked and calculate automatically. If you delete a formula,
reload the calculator from your classroom, or a clean saved file.
Seminar in Public Human Resources Administration: Final
2. 1. With the increased use of temporary and part-time
employees, “How much training must be offered to these
workers?” And whose job is it to train these folks? Is there
training available for those employees who have to provide
coaching and counseling assistance for these individuals?
2. What is the legal framework for workplace safety and health
issues? What does this framework for workplace safety involve?
Give some examples of safety and health issues posed by
independent contractors and health-care professionals.
3. What is workplace violence, and what are the risks does it
pose to the health, safety or wellbeing of an employee or
multiple employees? How does domestic violence in the home
relate to violence in the work place? What can the employer do
to reduce or eliminate violence in the workplace? Give some
examples.
Organizational Justice
1
1
The Sanction Function….the Forth Function
The Sanction Function:
Every organization, public, private, or nonprofit must establish
and maintain terms of the relationship between employee and
employer…
Terms in an employment relationship are captured in
expectations employees have of their employer and
contributions employees are willing to make in order to have
their expectations fulfilled.
3. Employers have expectations of employees and contribute to
them so those expectations are fulfilled.
While the expectations and obligations may informally comprise
part of a psychological contract, many are also captured
formally in a policy documents and in the law itself.
The heart of the sanction function involves the interplay of
these various expectations and contributions or obligations.
2
Establishing and Maintaining Expectations….
Sources of employees expectations:
They range from the law to casual conversations from folks
located in the industry…
Sources of employer expectations:
Again they are influence by the law as well as organizational
needs, comparisons with other organizations, and the character
of the workplace..
Question: What are the mechanism by which these expectations
are recognized?
The personnel manual…
The terms of the employment relationship that resulted from
collective bargaining between employer and union…
Various local, state, and federal laws and legal obligations…
The sanction function if different for public employment than
from private sector employment. When citizens become
employees of the government they give up some of these rights
while on the job….
Note: Various processes maintain and enforce the terms
established through these four mechanisms…
3
Maintaining Great Expectations…
Before employees sue their employer for violating some “right”
4. the organization try's to handle the disagreement through some
sort of informal meeting between employee and supervisor.
But when informal channels are inadequate, formal discipline
and grievance procedures that involve due process, are
invoked…
Sometimes, if those prove ineffective in resolving differences,
the employee may complain directly to elected officials or take
judicial action….
This process which establishes and maintain expectations and
obligations are as important as to what those expectations and
obligations actually are …..their substance.
4
The Sanction Function in Alternate Personnel Systems…
The mechanisms for establishing the terms of the employment
relationship and the various processes for maintaining or
enforcing those terms can be significantly different depending
upon which personnel system the employee is a part of.
Because it’s the rules of the personnel system that establishes
the sanction function and how it’s maintained.
Unfortunately when there is not an agreement between the
worker and the employer the impacted employee may “strike”
(or a work slow down, or Blue flue) to see where they legally
stand in regards to setting and enforcing expectations between
the employees and organization.
5
Unions and the Civil Service System…
The labor movement was an organized effort for the working
people to organize themselves into a group (a union) in order to
bring about better working conditions and treatment from their
5. employers and, through the implementation of labor and
employment law, their governments.
A labor (or trade) union is an organization of workers who
have come together to achieve common goals such as protecting
the integrity of its trade, improving safety standards, achieving
higher pay and benefits such as health care and retirement,
increasing the number of employees an employer assigns to
complete the work, and better working conditions.
The union, through its leadership, bargains with the employer
on behalf of union members and negotiates labor contracts
(collective bargaining) with employers.
The agreements negotiated by a union are binding on the rank
and file members and the employer and in some cases on other
non-member workers.
The original civil service legislation allowed federal employees
to organize together to protect rights against governmental
officials only allowed for employees unionize together and
petition the government, but gave them no real bargaining
power.
Only when governmental unions were legally recognized as
representatives of their workers did conditions improve in their
respective organizations.
6
To Much Red Tape…..
Because Civil Service systems values individual rights as a way
of protecting employees from partisan political pressure,
complaints from managers (many who are covered by civil
service protection) about the red tape and due process that
makes it almost impossible to deal personnel issues.
Some feel that because of all the foot dragging, it hardly makes
it worth while to even discipline employees.
Red tape is an idiom that refers to excessive regulation or rigid
conformity to formal rules that is considered redundant or
6. bureaucratic and hinders or prevents action or decision-making.
It is usually applied to governments, corporations, and other
large organizations.
Due process is the legal requirement that the state must respect
all legal rights that are owed to a person.
Due process balances the power of law of the land and protects
the individual person from it.
When a government harms a person without following the exact
course of the law, this constitutes a due process violation,
which offends the rule of law.
7
Contracting Out…
When it comes to political systems and to contracting out, the
value of individual rights diminishes in favor of responsiveness
and efficiency, respectively.
By contracting out certain services efficiently to the public it
saves the taxpayer money therefore bringing down the cost of
government…
Much like political appointees who enjoy no employee rights,
where their jobs do not fall under merit system provisions, and
they are hired, moved, and dismissed based on their value to the
one who hired them, contracting out is often seen in a similar
manner.
Depending upon the service, the constitutional protections that
employees enjoy under a public personnel system are less likely
to apply, and due process public employees generally enjoy may
be sacrificed to the goal of administrative efficiency and profit.
8
The Contemporary Scene
The value of efficiency coupled with an emphasis on market-
based administrative approaches has truly affected the sanction
7. function… the expectations and obligations of both employees
and employers. The three issues that dominate and influence
organizational justice are:
Outsourcing…
Transferring service delivery to the private or nonprofit sector
through a type of competitive sourcing program…
At-will employment…
Removing positions from the permanent civil service and
reallocating them to an unclassified or at-will position.
This appears to restrict the employee’s ability to grieve
supervisory decisions and streamline appeal procedures.
Constitutional rights of employees…
Although all employees have constitutional rights, it depends
upon the status of the employee…
9
Freedom of Speech and the First Amendment…
The First Amendment to the United States Constitution
prohibits the making of any law respecting an establishment of
religion, impeding the free exercise of religion, abridging the
freedom of speech, infringing on the freedom of the press,
interfering with the right to peaceably assemble or prohibiting
the petitioning for a governmental redress of grievances.
It was adopted on December 15, 1791, as one of the ten
amendments that constitute the Bill of Rights.
The value of the first Amendment may have more to do with
issues of transparency and the robust exchange of ideas, leading
to an informed deliberative public than any individual’s right to
speak…
Questions:
Has the employee expressed himself or herself on a matter of
public concern?
If yes, then how much of the administrative efficiency of the
agency has been or is reasonably anticipated to become
disrupted?
8. Is the disruption is sufficient to outweigh the individual’s right
to free speech?
10
Freedom of Association and the First Amendment …
Government have struggled to draw a balance between a
responsive and efficient government:
Advocates of responsiveness have generally favored more
political control over public bureaucracies;
Advocates of administrative efficiency have fought to keep
politics out of administration….
The courts step in (mid-80’s) by limiting the patronage practice
of discharging public employees because of political affiliation.
The Court argued that patronage dismissals violated a public
employees' First Amendment right to freedom of belief and
association ….and
To belong to a political party of choice and maintain one’s own
political beliefs.
11
Privacy, Drug Testing, and the Fourth Amendment ..
The Fourth Amendment to the Constitution protects citizens
from unreasonable search and seizure and is a crucial
foundation for privacy.
It does this in law enforcement cases by requiring the searching
authority to obtain a warrant prior to the search.
However in some noncriminal cases the government is able to
conduct a search without a warrant… one of which is drug
testing…
In these situations, no probable cause is required.
A balance test is performed weighing the government’s interest
9. or special need with the individual’s expectation of privacy.
In the past (1987) the court has ruled that government’s interest
in maintain an efficient, effective workplace outweighs the
privacy interest.
12
Protecting Employees’ Constitutional Procedural Rights
In light of the concern with both the substance of employee and
employer expectations and obligations and the processes by
which these issues are established raises the question:
What kind of procedural rights are embraced by the participants
that maximizes the value of organizational efficiency?
Property Rights and Due Process
Because public employees have a right to their job, the
government is bound by the Fifth and Fourteenth Amendment to
the Constitution requiring that one can deprive an individual of
substantive rights like life, liberty or property only after the due
process of law… a procedural right.
What is Due Process?
Minimal process requires that an employer notify an employee
of the employee’s violation and give the person a chance to
state their side of the story…
The critical step in linking due process with fairness comes
when the person or board hearing the employee appeal or
grievance is not in the employee’s normal chain of command…
What is procedural justice?
It consist of both the policies and methods to make
organizational decisions regarding the distribution of rewards
and punishments as well as an interpersonal aspect…. The way
supervisors and managers implement the policies and methods.
13
Discipline and Counseling the Unproductive Employee …
10. 14
Questions first, Actions second…
Am I keeping you awake?
Do you know what a performance discrepancy is?
Are your tasks and conditions of employment reasonable in
light of the performance standards set for your assigned
position?
Were organizational rules and regulations clearly communicated
to you?
Do you know what goals are to be accomplished and what
constitutes a satisfactory performance?
Supervisory Actions…
Was the employee’s performance adequately documented and
was the employee provided informal and formal feedback on the
quality of their performance?
Does the employee have adequate skills to perform the required
tasks at the expected level of competence?
Is good performance rewarded, or are there factors in the work
environment that make it impossible or punishing to perform
well?
Mager’s Performance Analysis
15
Steps in the Grievance Process …..
16
Informal counseling…
the success of this step depends on an organizational
environment that encourages employees to speak openly about
their concerns…
Formal grievance…
if step one is unsuccessful the aggrieved individual should have
11. the opportunity to file a formal grievance in writing stating the
problem and what the employee thinks ought to be done to
correct the situation.
Consultation between supervisor and personnel director…
after the grievance is filed, the personnel department should
consult with the employee to verify the situation and then work
with the parties to see if an agreement can be reached..
Investigation/adjudication..
A number of steps can follow the attempt by the personnel
department to work out a solution between the parties. This
might include:
assigning an impartial … often from the personnel department
… to investigate and make a decision;
convening a panel to hear the complaint and make a decision;
and securing an outside arbitrator to hear the complaint and
render a decision.
Steps in the Grievance Process …..
17
Ongoing Issues
Several ongoing substantive and procedural issues illustrate
how judicial interpretation of the Constitution supports
conflicting values (primarily employee rights and organizational
efficiency). These include:
State immunity from federal statues;
Employment eligibility under the Americans with Disability Act
(ADA)
Privacy protection of Internet-based communication for public
employees;
Protection from sexual harassment;
Protection for “whistle-blowers”
12. Employee “comfort” versus workforce diversity programming;
And the extent to which contract employees are covered by
constitutional rights…
18
19
Safety and Health
1
1
Going Postal is Just Part of the Story….
An employer’s first responsibility is to provide workers with a
safe and healthy workplace…
Various factors have caused an unparalleled demand for
workplace safety. Among them are frequent job changes,
decreased unionization, immigration, population expansion, and
technological changes.
Prevention of workplace fatalities, injuries, and illness (WFII)
is of primary concern to public managers.
In addition to the personal pain and suffering caused by these
incidents, they cost employers billions of dollars annually.
These include not only the direct cost of reduce productivity but
also the hidden cost of
sick leave,
employer payments for disability and worker’s compensation
13. insurance,
and the cost of processing or contesting employees’ claims for
disability retirement or worker’s compensation benefits.
Please Note:
1) Health and safety are a sanction-related issue;
2) The subject is a development-related issue because there is
increasing evidence that healthy employees are more productive
and happy than unhealthy ones;
3) Because of the increasing cost of health care, health and
safety are an allocation or planning issue for the employer.
2
The legal Framework for Workplace Safety and Health…
The legal framework for workplace safety involves:
Occupational Safety and Health Act (OSHA);
The Americans with Disabilities Act (ADA);
The Family and Medical Leave Act (FML);
Certain issues posed by independent contractors and health-care
professionals.
3
The Occupational Safety and Health Act of 1970
The Occupational Safety and Health Act is the primary federal
law which governs occupational health and safety in the private
sector and federal government in the United States.
Its main goal is to ensure that employers provide employees
with an environment free from recognized hazards, such as
exposure to toxic chemicals, excessive noise levels, mechanical
dangers, heat or cold stress, or unsanitary conditions.
The Occupational Safety and Health Administration (OSHA) is
an agency of the United States Department of Labor.
14. Congress established the agency under the Occupational Safety
and Health Act, which President Richard M. Nixon signed into
law on December 29, 1970.
OSHA's mission is to "assure safe and healthful working
conditions for working men and women by setting and enforcing
standards and by providing training, outreach, education and
assistance".
The agency is also charged with enforcing a variety of
whistleblower statutes and regulations.
4
Worker’s Compensation…
Workers' compensation is a form of insurance providing wage
replacement and medical benefits to employees injured in the
course of employment in exchange for mandatory
relinquishment of the employee's right to sue his or her
employer for the tort of negligence.
The tradeoff between assured, limited coverage and lack of
recourse outside the worker compensation system is known as
"the compensation bargain".
Unlike Medicare and Medicaid, “workers’ comp,” is regulated
by sate laws with no Congressional oversight. Each state’s
system compensates employees for job-related injuries and
illnesses. While plans differ among jurisdictions, provision can
be made for
weekly payments in place of wages (functioning in this case as
a form of disability insurance),
compensation for economic loss (past and future),
reimbursement or payment of medical and like expenses
(functioning in this case as a form of health insurance),
and benefits payable to the dependents of workers killed during
employment (functioning in this case as a form of life
insurance).
General damage for pain and suffering, and punitive damages
for employer negligence, are generally not available in workers'
15. compensation plans, and negligence is generally not an issue in
the case. Unfortunately, this has led to an increase into two
types of fraud:
Claimant fraud
Premium fraud…
5
Americans with Disabilities Act of 1990
The Americans with Disabilities Act of 1990 (ADA) is a law
that was enacted by the U.S. Congress in 1990. The ADA is a
wide-ranging civil rights law that prohibits discrimination based
on disability.
It affords similar protections against discrimination to
Americans with disabilities as the Civil Rights Act of 1964,
which made discrimination based on race, religion, sex, national
origin, and other characteristics illegal.
In addition, unlike the Civil Rights Act, the ADA also requires
covered employers to provide reasonable accommodations to
employees with disabilities, and imposes accessibility
requirements on public accommodations.
ADA disabilities include both mental and physical medical
conditions. A condition does not need to be severe or permanent
to be a disability.
Equal Employment Opportunity Commission regulations
provide a list of conditions that should easily be concluded to
be disabilities:
deafness, blindness, an intellectual disability (formerly termed
mental retardation), partially or completely missing limbs or
mobility impairments requiring the use of a wheelchair, autism,
cancer, cerebral palsy, diabetes, epilepsy, Human
Immunodeficiency Virus (HIV) infection, multiple sclerosis,
muscular dystrophy, major depressive disorder, bipolar
disorder, post-traumatic stress disorder, obsessive compulsive
disorder, and schizophrenia.
Other mental or physical health conditions also may be
16. disabilities, depending on what the individual's symptoms
would be in the absence of "mitigating measures" (medication,
therapy, assistive devices, or other means of restoring function),
during an "active episode" of the condition (if the condition is
episodic).
6
The Family and Medical Leave Act….
The Family and Medical Leave Act of 1993 (FMLA) is a United
States federal law requiring covered employers to provide
employees job-protected and unpaid leave for qualified medical
and family reasons.
Qualified medical and family reasons include:
personal or family illness,
family military leave,
pregnancy, adoption,
or the foster care placement of a child.
The FMLA was intended "to balance the demands of the
workplace with the needs of families."
The Act allows eligible employees to take up to 12 work weeks
of unpaid leave during any 12-month period to attend to the
serious health condition of the employee, parent, spouse or
child, or for pregnancy or care of a newborn child, or for
adoption or foster care of a child.
In order to be eligible for FMLA leave, an employee must
have been at the business at least 12 months,
and worked at least 1,250 hours over the past 12 months,
and work at a location where the company employs 50 or more
employees within 75 miles.
The FMLA covers both public- and private-sector employees,
but certain categories of employees are excluded, including
elected officials and their personal staff members
7
17. Emergent Issues Posed by Independent Contractors….
Two emergent and interrelated issues are going to affect
employer’s ability to manage employee health and safety:
Working at home
Question: “So, as employee preferences and employer practice
encourage more work at home, how will the lack of safety
standards or enforcement affect employer responsibility for the
cost of accident or sickness?”
Part-time work on the side…Moonlighting
Note: Employees injured (which includes psychological and
environmental illnesses) while moonlighting often seek to claim
worker’s comp coverage from their regular employer.
8
Improving Workplace Health and Safety…
Improving unsafe or unhealthy working conditions is a legal
requirement.
In addition, it is also a desirable policy to protect employees
and their continued productivity.
Audits and Risk Assessment: Together with facilities managers
and safety engineers, HR can correct unsafe facilities or
working conditions with following:
Management Audits;
Compliance Audits;
Risk Assessments
Improving Job Design: A job that is alternately boring and
stressful, or that the use of dangerous equipment, increases the
risk to the employee.
Ergonomics can be a great tool in the designing of jobs to fit
the physiological and psychological make-up of the worker.
Once designed the training program needs to be comprehensive
yet specific to the job.
Feedback and Incentive Programs are reward programs for the
18. employee and supervisor need to maintain a culture of
occupational safety.
9
Workplace Violence….
Workplace violence or occupational violence refers to violence,
usually in the form of physical abuse or threat, that creates a
risk to the health and safety of an employee or multiple
employees
According to data from the Bureau of Labor Statistics in 2011,
violence and other injuries caused by persons or animals
contributed to 17% of all occupational fatalities, with homicides
contributing to 10% of the total.
Examination of the 2011 data shows that while a majority of
workplace fatalities occurred to males, workplace violence
disproportionately affects females.
Homicides contributed to 21% of all occupational fatalities for
women, compared to 9% for men.
Of these homicides, relatives or domestic partners contributed
to 39% of female homicide cases; male homicide cases were
most likely to be perpetrated by robbers, contributing to 36% of
male homicide cases.
Most cases of workplace violence turns out to be non-fatal
incidents. From 1993 to 1999, there was an average of about 1.7
million people victimized each year in a case of occupational
violence.
About 75% of these cases are considered simple assault, while
19% of cases are considered aggravated assault.
OSHA and the Department of Justice classify victims of
workplace violence as: Stranger violence; Client violence; and
Employee violence.
10
19. Workplace Violence and Public Employees
Public employees are at particular risk from client violence.
They must serve all segments of the population, including many
who are:
mentally ill,
have convictions for violent crimes,
or are under the influence of drugs or alcohol.
Further, they must enforce laws, rules, and policies that are
unpopular.
Potentially violent “customers” are not inclined to distinguish
between levels of government or types of agencies.
Besides clientele violence, domestic violence cost employers
billions annually in lost productivity, increased health-care
cost, absenteeism, and workplace violence.
11
Employers’ Legal Liability for Employee Violence….
Employers may be reluctant to confront workplace violence
because they fear that if they know that an employee is being
abused and do nothing, they will be sued.
Nevertheless, this may happen in any event.
The Employer’s Paradox,
An employer is vicariously liable for the violent actions of it’s
employees so as:
the employee is acting within the scope of their employment;
the employer authorized the employees action,
or the employer ratified the employee’s actions subsequent to
the occurrence.
In addition the courts have also held employers liable to victims
under the theory of negligent hiring, retention, and referral.
Please Note: Employers who attempt to screen job applicants
for violent tendencies run the risk of violating an applicants’
civil rights…
12
20. Employer Responses to Workplace Violence…
What precautions can employers take to protect themselves and
their employees from workplace violence?
Make sure information about a potential new hire (gaps in
employment, disciplinary actions, use of illegal drugs, and
criminal records) are available to those making a hiring
decision.
Employers (and employees) should have a zero tolerance policy
that sets consequences for perpetrators of workplace violence.
Managers should be aware of the link between workplace
violence and a deteriorating organizational culture.
If people communicated freely with each other and with
management, threats will be reported more readily and agency
values will be transmitted more clearly.
13
Disaster Preparedness…
Since 9/11, the United States Department of Homeland Security
(DHS) has been responsible for national policies that involve
hazards, natural disasters, man-made accidents, and terrorist
incidents.
State and local governments have established offices of
homeland security or reorganized their emergency management
department to include this function.
In general, these changes have created an administrative
structure in four areas:
Prevent terrorist incidents through coordination with other
enforcement agencies;
Prepare and implement flexible plans to deal with a wide range
of possible scenarios;
Develop (and train) personnel to respond effectively to these
plans;
Ensure that they can continue to provide essential governmental
21. services to the public.
14
Tobacco, Alcohol, and Illegal Drugs…
Effects on Health, Safety, and Productivity…
Most public employers ban smoking in the workplace as a
violation of employees’ right to a safe and healthy workplace.
The cost of alcohol abuse (and drug abuse) is high, measured in
impaired performance, absenteeism, injuries, and fatalities…
Substance’ abuse also results in higher health insurance cost for
employees.
Legal Requirements for employers…
Tobacco is legal. However most employers ban smoking in the
workplace because of the health and liability issues raised by
exposure to secondhand smoke.
Alcohol is legal and socially accepted. However, employers may
be liable if employees are hurt or cause injury to others at
organizational functions where alcohol is served.
The courts have upheld drug testing for cause when there was
evidence of impaired performance or misconduct. So drug
user’s beware…
Recommended Workplace polices and Practice…
The ultimate solution is education and changing the norms and
values of the workplace through employee education programs.
15
Aids and Other Life-Threatening Diseases…
Human immunodeficiency virus infection and acquired immune
deficiency syndrome (HIV/AIDS) is a spectrum of conditions
caused by infection with the human immunodeficiency virus
(HIV). Following initial infection, a person may experience a
brief period of influenza-like illness.
This is typically followed by a prolonged period without
22. symptoms.
As the infection progresses, it interferes more and more with the
immune system, making the person much more susceptible to
common infections like tuberculosis, as well as opportunistic
infections and tumors that do not usually affect people who
have working immune systems.
The late symptoms of the infection are referred to as AIDS.
HIV is transmitted primarily via unprotected sexual intercourse
(including anal and oral sex), contaminated blood transfusions,
hypodermic needles, and from mother to child during
pregnancy, delivery, or breastfeeding.
Common methods of HIV/AIDS prevention include encouraging
safe sex, needle-exchange programs, and treating those who are
infected.
There is no cure or vaccine; however, antiretroviral treatment
can slow the course of the disease and may lead to a near-
normal life expectancy.
Without treatment, the average survival time after infection
with HIV is estimated to be 9 to 11 years, depending on the HIV
subtype.
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Unanswered Questions
Does mandatory AIDS testing of employees in health-care
agencies violate constitutional privacy protection?
Is testing prison inmates a civil rights violation?
Is it a violation of federal law for a company to reduce the
health-care benefits of an employee with AIDS?
Does barring an HIV+ medical assistant from participating in
surgery violate the ADA?
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23. Employee Wellness Programs ….
Workplace wellness is any workplace health promotion activity
or organizational policy designed to support healthy behavior in
the workplace and to improve health outcomes.
Generally speaking, health promotion is defined as "the process
of enabling people to increase control over, and to improve,
their health," and health promotion can be carried out in the
workplace as well as many other settings.
Known as Employee Assistance Programs (EAPs‘), it consists
of a variety of activities such as health fairs, health education,
medical screenings, healthy office snack delivery services,
health coaching, weight management programs, wellness
newsletters, on-site fitness programs and/or facilities and
educational programs.
With more attention focused on nutrition and overall health,
research is beginning to show a link between the nutrition and
exercise of people in the workforce and how it affects overall
productivity.
Even though wellness programs require investments up front,
large companies should subsidize these programs because they
will save companies money in the long run, improve overall
workforce productivity, and enhance employee morale.
Workplace wellness comprises organizational policies designed
to facilitate employee health including:
allowing flex time for exercise,
providing on-site kitchen and eating areas,
offering healthy food options in vending machines,
holding “walk and talk” meetings,
and offering financial and other incentives for participation,
among many other options.
Workplace wellness has been expanded over the past decade to
encompass the overall creation of a “culture of health” within
the worksite.
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