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TCH-9-LESSON-3-OPPORTUNITY-IN-EMPLOYMENT.pptx
- 2. Learning Objectives: 1. The learners will be able to identify the employment opportunity in workplace without discrimination. 2. To understand importance of having cultural friendly environment.
- 3. Tourism is a diverse industry which offers long-term career opportunities for enthusiastic individuals who want to put their education and skills to work in various environments. People in tourism may work indoors or outdoors, standard hours or on a flexible schedule, seasonal jobs or all-year- round. It’s one of the most exciting and diverse career paths out there.
- 7. Culture Friendly Environment A friendly work environment, on the other hand, can motivate employees, extract the best out of them and can make work a play drill. In addition, it also encourages team bonding and team collaboration and whoosh! Success, success and success in all projects, challenges and even at daily tasks.
- 8. Why Culture Friendly Environment is Important? 1. It attracts and retains employees. 2. It increases employee engagement.
- 9. What words do we use to describe good workplace culture?
- 10. What does a positive workplace culture look like? 1. Emotional fitness to prevent burnout 2. Psychological safety and love at work 3. Building hope and gratitude into processes 4. Embracing humanity at work
- 11. Equal Employment Opportunity (EEO) Equal Employment Opportunity is the concept of equal opportunity in an organization to achieve or maintain fair employment. The core EEO definition (or equal opportunity for employment) is that all employees should be fairly treated when regarded in different decisions on employment, such as hiring, promotion, termination, c ompensation, etc.
- 12. Any potential employee, who protects his interests during all decisions on employment, shall have a right to equal opportunities or EEO. This includes: • Hiring and recruitment • Compensation and pay scale • Termination • Employment requests • Benefits, bonus and incentives • Conditions of employment • Demotions • Promotions/Transfers • Disciplinary measures • Attendance and leave management • Dressing and appearance
- 13. Equal Employment Opportunity • Is a protected right to work in a workplace that is free from discrimination. • It is the right of ALL persons to be treated fair, equitable and to have unrestricted access to all the terms and conditions of employment. • Is protected under numerous laws: – Title VII of Civil Rights Act of 1964; – Federal Executive Order 11246; – The Equal Pay Act of 1963; – The Age Discrimination in Employment Act of 1967 (ADEA); – Title V of the Rehabilitation Act of 1973; – The Veterans Preference Act; – Governor’s Executive Order #14; – The Family and Medical Leave Act of 1993 (FMLA); – The Americans with Disabilities Act of 1990 – The Americans with Disabilities Act Amendments Act of 2008 (ADAA); – Senate Bill 886: Merit Based Hiring; – Senate Bill 78: Unlawful Workplace Harassment; – The Lilly Ledbetter Fair Pay Act of 2009; and – Title II of the Genetic Information Nondiscrimination Act of 2008 (GINA).
- 14. Equal Employment Opportunity Applies to decisions involving • recruitment, including advertising, or soliciting for employment; • treatment during employment including compensation, promotion and reallocation; • evaluation of work performance; • administration of all forms of pay and compensation; • selection for training, including trainee, intern and apprenticeship opportunities; • other career development opportunities, and • transfer, separation, demotion, termination and/or reduction-in-force
- 15. Equal Employment Opportunity Employment practices of the agency will be administered without regard to • Race • Color • National origin • Religion • Creed • Age • Sex • Political affiliation1 • Genetic information2 • Disability 1Direct appeal to the Office of Administrative Hearings on the basis of political affiliation is provided only to employees who have achieved career status pursuant to G.S. 126-1A. 2Complaints relating to Genetic Information are limited to the agency’s internal grievance process and may be simultaneously filed with the Equal Employment Opportunity Commission (EEOC).
- 16. What to Do? EEO complaints may be filed within 15 calendar days of the alleged discriminatory act with the DPS EEO Office Complaints may also be simultaneously filed with The Equal Employment Opportunity Commission (EEOC)
- 17. The Basic Rights of Employees According to DOLE (Department of Labor and Employment)
- 18. The Basic Rights of Employees • People can enjoy more the job opportunities in the Philippines when laws on working conditions are strictly followed. • Learn more about your rights and see if your employer is following the rules.
- 19. Equal Work Opportunities for All The State shall protect labor, promote full employment, provide equal work opportunity regardless of gender, race, or creed; and regulate employee-employer relations. Image courtesy of www.mylearning.org
- 20. Security of Tenure Every employee shall be assured security of tenure. No employee can be dismissed from work except for a just or authorized cause, and only after due process. Image courtesy of manilastandardtoday.com
- 21. Work Days and Work Hours Work Day refers to any day during which an employee is regularly required to work. Hours of Work refer to all the time an employee renders actual work, or is required to be on duty or to be at a prescribed workplace. The normal hours of work in a day is 8 hours. This includes breaks or rest period of less than one hour, but excludes meal periods, which shall not be less than one hour. An employee must be paid his or her wages for all hours worked. Image courtesy of 02varvara.wordpress.com
- 22. Weekly Rest Day A day-off of 24 consecutive hours after 6 days of work should be scheduled by the employer upon consultation with the workers. Image courtesy of www.pinterest.com
- 23. Wage and Wage-Related Benefits Wage is the amount paid to an employee in exchange for a task, piece of work, or service rendered to an employer. Wage may be fixed for a given period, as when it is computed hourly, daily or monthly. It may also be fixed for a specified task or result. An employer cannot make any deduction from an employee's wage except for insurance premiums with the consent of the employee. Image courtesy of anticap.wordpress.com
- 24. Payment of Wages Image courtesy of www.bankruptcyhappens.com Wages shall be paid in cash, legal tender at or near the place of work. Wages shall be given not less than once every two (2) weeks or twice within a month at intervals not exceeding 16 days.
- 25. Employment of Women Night work prohibition unless allowed by the Rules: • in industrial undertakings from 10PM to 6AM • in commercial/non-industrial undertakings from 12MN to 6AM • in agricultural undertakings, at night time unless given not less than 9 consecutive hours of rest Welfare facilities must be installed at the workplace such as seats, separate toilet rooms, lavatories, and dressing rooms. Prohibition against discrimination with respect to pay (i.e. equal pay for work of equal value), promotion, training opportunities, study and scholarship grants. Image courtesy of www.inpowerwomen.com
- 26. Employment of Children Minimum employable age is 15 years. A worker below 15 years of age should be directly under the sole responsibility of parents or guardians; work does not interfere with child's schooling/normal development. No person below 18 years of age can be employed in a hazardous or deleterious undertaking. Image courtesy of danypepin.wordpress.com
- 27. Safe Working Conditions Employers must provide workers with every kind of on-the-job protection against injury, sickness or death through safe and healthful working conditions. Image courtesy of protocallgroup.com
- 28. Right to Self-Organization and Collective Bargaining The right to self-organization is the right of every worker, free of any interference from the employer or from government, to form or join any legitimate worker's organization, association or union of his or her own choice. Except those classified as managerial or confidential employees, all employees may form or join unions for purposes of collective bargaining and other legitimate concerted activities. An employee is eligible for membership in an appropriate union on the first day of his or her employment. Image courtesy of www.redefinedonline.org
- 29. EC Benefits for Work-Related Contingencies The Employees' Compensation Program is the tax-exempt compensation program for employees and their dependents created under Presidential Decree No. 626 which was implemented in March 1975. The benefits include: • Medical benefits for sickness/injuries • Disability benefits • Rehabilitation benefits • Death and funeral benefits • Pension benefits Image courtesy of https://www.youtube.com/
- 30. Presentation Brought to You by: If you want to learn more about job opportunities, in demand courses and top universities in the Philippines, just visit FutureYou.ph. Source: Department of Labor and Employment http://www.bwc.dole.gov.ph/FAQ/ViewDetails.aspx?id=2
Editor's Notes
- Through The ASEAN Mutual Recognition Arrangement for Tourism Professional signed last 2012 by all AMS, a tourism professional is a person who holds the nationality of an AMS certified by the Tourism Professional Certification Board (TPCB). In the Philippines, The TPCB is the Technical Education and Skills Development Authority (TESDA). This government agency was established by Republic Act. No. 7796 and signed into law by President Fidel V. Ramos on August 25, 1994. This was enacted to encourage the full participation and mobilization of the tourism industry, labor divisions, local government units, and technical-vocational institutions in developing the skills of the country’s human resources. TESDA has promulgated several tourism qualifications in the NC II to IV levels, based on the Philippine Qualifications Framework, and some of these qualifications have been aligned with the ASEAN Mutual Recognition Arrangement on Tourism Professionals (ASEAN MRA-TP). In the TESDA National Certificates released, the word “aligned with the ASEAN MRA on TP” appears to indicate that the qualification has been reviewed and promulgated with the ASEAN MRA-TP. The ASEAN MRA-TP initially two primary and six secondary labor divisions. There are 30 job titles in 54 qualifications (Levels 2 to 4, Diploma and advanced Diploma) that have been identified from the 242 competency standards in the Common ASEAN Tourism Curriculum (CATC). There are additional labor divisions that are currently being defined by the ASEAN. These are in the Meetings, Incentives, Conventions, Exhibitions, and Spa and Wellness.
- There are many workers in the tourism industry. There are also many training and educational institutions offering tourism and hospitality-related programs and a great number of students taking technical and vocational education and training tourism qualifications or higher education institution programs. For the purpose of the ASEAN MRA-TP, assessments and certifications are highly encouraged from individuals to indicate that their learned competency standards have been assessed by a third-party agency recognized by the ASEAN. All AMS will identify a TPCB to assess candidates on the various qualifications, wherein in the Philippines’ TESDA is the TPCB. There are many processes in the tourism industry that have been computerized. However, the uniqueness of the tourism industry is that most of the services that need to be rendered require an actual person. Robots and systems can replace some of the operations, but a personal touch is still needed in many points of the service. The hospitality in tourism is delivered by tourism professionals who work in the various sectors of tourism.
- Just for a minute I want you to imagine a world without discrimination. Everyone is treated the same. Not treated the same with jobs and money but treated fairly by others, treated fairly by your peers. In a world with no discrimination there would be no problems, obviously but everyone would be so much happier and the world would be a better place. I realize this will not happen but even small issues of discrimination like not being friends with someone because of their social or economic status can have big effects on people and solving the small problems could lead to big change in the problem of discrimination. Discrimination at work can occur in many different settings, from high-rise office buildings to rural villages, and in a variety of forms. It can affect men or women on the basis of their sex, or because their race or skin colour, national extraction or social origin, religion, or political opinions differ from those of others. Often countries decide to ban distinctions or exclusions and forbid discrimination on other grounds as well, such as disability, HIV status or age. Discrimination at work denies opportunities for individuals and robs societies of what those people can and could contribute.
- What is workplace culture? “The shared values, belief systems, attitudes, and the set of assumptions that people in a workplace share.”
- Employees want to feel connected to their colleagues and to the company’s mission and core values. Here are two of the most important side effects of a healthy workplace culture. 1. It attracts and retains employees. A positive workplace culture is one that is built on meaningful work, open communication, and core values. And lucky for employers who have one, once an employee is embraced by a strong workplace culture like this, they don’t have many reasons to leave. To attract top job candidates and retain them, organizations need to immerse new hires in this positive company culture that truly embodies their core values from day one. This helps employees to quickly start connecting with the overall business as well as their unique role within it. 2. It increases employee engagement. A true positive workplace culture is one that shifts and evolves based on the different needs and attitudes of employees, as well as has mechanisms in place to solve problems that may lead to a toxic culture. With these mechanisms in place, employees are better able to engage in their work.
- Something as far-reaching as culture can be hard to describe; every company has a different mission and set of core values that shape the norms in the workplace. There are, however, a number of words that are often used to describe positive cultures including these words
- Again, like most things, a positive work culture may look different from one organization to another. What these words have in common, however, is the focus on employee experience. 1. Emotional fitness to prevent burnout For Nataly Kogan, founder and CEO of Happier, only once she was taking care of her own needs and emotions was she able to sustainably create a positive work culture for her employees. She explained: “It is so essential to practice emotional openness, and not just for other people… it is actually so helpful for us.” She spoke about “surface acting,” explaining: “Surface acting is a term, an official psychology term, for pretending to feel good when you don’t. It’s one of the leading causes of burnout; it’s a huge form of emotional labor; it drains you tremendously…” She continued: “I thought, as a leader, especially at work, my job was to put on a smile. Well, guess what? I was causing myself a tremendous amount of struggle surface acting, but I was also lying to no one because everyone could sense what was actually on my emotional whiteboard.” Nataly’s advice? “Practicing emotional openness is essential for you to prevent burnout, but also to create trust and openness in your team.” 2. Psychological safety and love at work Dr. Patrick Malone has been researching workplace dynamics for more than two decades, and has continually found: “It’s not about productivity. It’s not even about financial planning. It’s not about IT support. All those things matter, but the number one factor in the workforce for a ‘mission accomplished’ is psychological safety, and we’re seeing a lot less of that in recent years.” His counterpart at the Workhuman Live session, Dr. Zina Sutch, added to this notion by citing psychological safety expert, Amy Edmondson: “If you create that workspace [of love and respect], what studies show you is that emotional exhaustion goes down, absenteeism goes down. Employee teamwork goes up and employee satisfaction goes up… “This is not just about feeling good, or ‘oh, I want to make sure I feel good and my employees feel good.’ It really is about productivity and being able to get the job done. And we know we can do it if we create this kind of space.” 3. Building hope and gratitude into processes Dan Tamasulo spent much of his career observing something that can’t be seen: hope. And while you can’t physically see hope, he found its effects are powerful and far reaching. At Workhuman Live he explained: “There’s something known as psychological capital … And there are four elements that are really important for business and work, right? They’re hope, confidence – sometimes called self-efficacy – resilience, and optimism. If you want people to feel really good at work, these are the four things to focus on.” But, Dan explained, “in my research I found that the number one thing was hope.” A sustainable workplace culture is one that provides employees the support and resources to build up their psychological capital so that they can do their best work. Building the space for employees to openly feel these things in a work environment – especially hope – increases well-being and the ability to thrive. 4. Embracing humanity at work Organizations across all industries – and especially healthcare – could stand to add more humanity into their workplace culture. We are all human with unique wants and needs, yet when healthcare professionals spend their days providing selfless care for others, it’s easy for them to forget about their own needs. This can be extremely draining, so it’s important to recognize these people for the work they do. Workhuman customer and healthcare pioneer Baystate Health has seen the power appreciation can have on humanity and employee morale at work since partnering with Workhuman on an employee recognition program. SVP and CHRO, Kristin Morales-Lemieux knows: “The physical, mental, and emotional health of our employees has to be at the core of everything we do. If they’re not taken care of, they cannot take care of others.” And like it did for Baystate, the benefits gained from building thanks into the culture will surely speak for themselves.
- Equal Employment Opportunity is the concept of equal opportunity in an organization to achieve or maintain fair employment. The core EEO definition (or equal opportunity for employment) is that all employees should be fairly treated when regarded in different decisions on employment, such as hiring, promotion, termination, compensation, etc. Within the context of the EEO definition, 'same opportunities' or 'equal opportunity' refers to the fact that employers may not use certain grounds for hiring or rejecting candidate or taking any other employment decision.
- EEO or Equal Employment Opportunity is the principle that everyone has equal way to pursue a job that is based on merit regardless of characteristics such as race, sex or sexual orientation. Equal Opportunity for Employment (EEO) law makes it illegally possible for employers to discriminate under certain features. That means employees are entitled to free themselves from race, color, religion, national origin and gender discrimination.
- Orientation Manual Page: 43 The Department of Public Safety’s Equal Employment Opportunity program is intended to create a diverse workforce climate that is responsive and respectful of fairness and equity for applicants and employees which ensures compliance with State and Federal guidelines. Equal Employment Opportunity guidelines also prohibit retaliatory actions against employees or applicants because they filed a charge, testified, assisted or participated, in any manner, in a hearing, proceeding, investigation, or employment discrimination complaint. Equal Employment Opportunity is protected under many laws including the ones you see here. You can see that some began in the 1960s and the most recent one was in 2009.
- Orientation Manual Page: 43 EEO Laws apply to all aspects of employment beginning with recruitment and selection processes to treatment and compensation, evaluation, benefits, training and throughout the entire work life cycle of an employee. All of these employment decisions must be made without regard to the following:
- Orientation Manual Page: 43 Race, color, sex, religion, creed, national origin, age, genetic information, or disability status, except where age, sex or physical requirements constitute bona fide occupational qualifications. These are known as “protected classes”. Our employment practices must be administered without regard to these things. Employment decisions must be made based on job related criteria. On the next slide we will review the process for filing a complaint or grievance. It is important to note that for grievances related to political affiliation, employees may directly appeal to the Office of Administrative Hearings only if they are an employee who has achieved career status pursuant to G.S. 126-1A. Complaints relating to Genetic Information are limited to the agency’s internal grievance process and may be simultaneously filed with the Equal Employment Opportunity Commission (EEOC).
- Orientation Manual Page: 44 Grievances/Complaints may be filed with the Department of Public Safety EEO Office within fifteen (15) calendar days of the alleged discriminatory act. The employee also has the right to file a complaint simultaneously with the Equal Employment Opportunity Commission (EEOC) within 180 days of the alleged discriminatory act. If the individual chooses to grieve to the Department’s EEO Office, a thorough investigation will be conducted and recommendations made as appropriate. The forms and process is on the DPS Website under For Employees.