human resources management _ section 7-health safety and employee rights

– Describe the Occupational Safety and Health Administration OSHA, HSE in Vietnam.. Health Smoking at Work Substance Abuse Emotional/ Mental Health Concerns Workplace Air Quality W

by Truong Thi Lan Anh

© 2005 Southwestern College Publishing All rights reserved

– Describe the Occupational Safety and Health

Administration (OSHA), HSE in Vietnam

– Discuss the activities that comprise effective safety

management

– List elements to consider when developing an employee handbook

– Differentiate between the positive approach and the

progressive approach to discipline

Health, Safety, and Employee rights -

Truong T Lan Anh

– A general state of physical,

mental, and emotional

Health

Smoking

at Work

Substance Abuse

Emotional/

Mental Health Concerns

Workplace Air Quality

Workplace Health Issues

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Common Signs of Substance Abuse

Figure 15–10

Health Promotion Levels

Source: Developed by Kay F Ryan (Nebraska Methodist College) and Robert L Mathis (University

of Nebraska at Omaha)

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Typical Division of Responsibilities:

Health, Safety, and Security

Figure 15–1

Health Act (U.S.)

Source: U.S Department of

Labor Statistics, What Every

Employer Needs to Know About

OSHA Record Keeping

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Truong T Lan Anh

Work Assignments Protection for reproductive health and

refusal to perform unsafe work

OSHA Inspections

 On-the-Spot Inspections

– Compliance officers (in U.S.)

– Service companies (private)

 Citations and Violations

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Most Frequently Cited OSHA Violations

(General Industry, Non-Construction)

Figure 15–6

Source: U.S Department of Labor, Occupational Safety and

Health Administration, 2001 Available at www.osha.gov

HSE – Health, Safety, and Environment

 OHSA: not yet in Vietnam

 HSE in Vietnam:

– http://hsevn.com: online

community of HSE, with

philosophy “Human first, Save

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Approaches to Effective Safety Management

Other Safety Issues

Employee and Workplace Safety

Health, Safety, and Employee rights -

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6 General employee theft

7 Unethical business conduct

8 Computer hardware/software theft

Profile of a Potentially Violent Employee

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Workplace Violence

Training in Detection and Prevention

Domestic

Causes

Management Responses

Workplace Violence Issues

Rights and Responsibilities Issues

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Typical Employment Contract Provisions

Contractual Rights

Key Terms

Contractual Rights Rights based on a specific contractual

agreement between employer and employee

Separation Agreement Agreement in which an employee who is

being terminated agrees not to sue the employer in exchange for specified benefits

Employment Contract Agreement that formally outlines the details

business for a specified period of time

Implied Contract The idea that a contract exists between the

employer and the employee based on the implied promises of the employer

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Keys for Defense in Wrongful Discharge:

The “Paper Trail”

Balancing Employer Security Concerns

and Employee Rights

 Right to Privacy

– Defined in legal terms for individuals as the

freedom from unauthorized and unreasonable

intrusion into their personal affairs

 Privacy Rights and HR Records:

– Access to personal information held by employer

– Response to unfavorable information in records

– Correction of erroneous information

– Notification when information is given to a third

party

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Employee Records

 Employee medical records are to be kept as

separate confidential files (in U.S.: under limited conditions specified in the ADA – American Dissabilities Act)

 HR Records’ Security

– Restrict access to all HR records

– Utilize confidential passwords to HRIS databases

– Place sensitive information in separate files and

restricted databases

– Inform employees of types of data to retain

– Purge outdated data from records

– Release information only with employee’s consent

Employee Record Files

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Methods of Dealing with Workplace Theft

Impact of Substance Abuse on Employers

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Typical Division of HR Responsibilities:

Policies and Rules

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Employee Handbooks

 Legal Review of Language

– Eliminate controversial phrases in wording

– Use disclaimers disavowing handbook as a contract – Keep handbook content current

 Readability

– Adjust reading level of handbook for intended

audience of employees

– Communicate and discuss handbook

– Notify all employees of changes in the handbook

Teleconferencing

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Sex Discrimination in Jobs and Careers

 The “Glass Ceiling”

– Discriminatory practices that have prevented women and

other protected-class members from advancing to

executive-level jobs

 “Glass Walls” and “Glass Elevator”

– The tendency for women to advance only in a limited number

of functional fields within an organization

 Breaking the Glass

– Establishing mentoring programs

– Providing career rotation

– Increasing top management and boardroom diversity

– Establishing goals for diversity

– Allowing for alternative work arrangements

Other Types of Discrimination

Type of Discrimination

Religious Discrimination Discrimination is illegal unless religion is a

bona fide occupational qualification

Reasonable accommodation is required

Genetic Bias

Discrimination

Developing area with no clear guidelines

as yet on use of genetic information in employment

Appearance and Weight

Discrimination

Application of workplace dress codes is permitted Height and weight-related job requirements must be job-related

Sexual Orientation At present, federal protection against

workplace discrimination has not been granted

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Typical Division of HR Responsibilities: Discipline

Figure 16–11

Progressive Discipline Procedure

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Reasons Why Discipline Might Not Be Used

 Organization culture regarding discipline

 Lack of support by higher management

 Guilt

 Loss of friendship

 Time loss

 Fear of lawsuits

The Hot Stove Rule

 Good discipline (or a rule) is like a hot stove in that:

– It provides a warning (feels hot)

– It is consistent (burns every time)

– It is immediate (burns now)

– It is impersonal (burns all alike)