Week V EOC: Marijuana in the Workplace

It’s Friday, just got off, payday and your co-worker just asked you to join them for a drink at the bar. You are not a heavy drinker, but you know your co-worker goes a little overboard. So you decide to go, not because you want to start your weekend with a little liquid courage, but because you want to make sure your co-worker gets home safe. So let’s fast forward, you got your co-worker home. You carried them out the bar, into your car and up the steps to the fourth floor of their condo style apartment. Now finally you are home, you put on your favorite movie and relax with a little cannabis. Who cares right? You only partake on the weekends and in the comfort of your own home. Well guess what, it is Monday, you are back at work; and your manager just announces a random drug screening. Panic much? But your co-worker, who has an empty bottle of Jack Daniels in his bottom left drawer, is perfectly fine. Why is that? "Pre-employment drug testing is allowable in most states, and can be a very effective tool for reducing insurance rates and potential worker liability issues. Many managers feel a drug-free environment tends to attract better-quality employment candidates, with the resulting impact of a higher-quality workforce."(Hayes)  But that is a pre-employment screening, no one told you that you would have to study again, for another test.  "The laws surrounding mandatory drug testing are very complex. If you elect to implement either a pre-employment or post-employment drug-testing program, it is best to first seek advice from an attorney who specializes in labor employment law in your state." (Hayes

Hayes, David K. Human Resources Management in the Hospitality Industry. John Wiley & Sons, 2008. VitalBook file. The Art Institutes.

Week X EOC: Job Evaluation Experience..or not

“The best appraisal systems, employees learn about those areas in which they excel, which increases their morale and helps reduce turnover”(Hayes)   But what about the systems that do just the opposite.  Have you ever been in a position where the employee evaluation undermines and points out only the negative actions of the employee?  I once worked for a company like such.  The managers would rarely ever give any performance feedback, and when they did, it was horrible.  The feedback was never constructive and the appraisal systems were lacking.  Employees look to managers for guidance, leadership and as the role model in the office.   Appraisal systems are designed to motivate employees to excel, not motivate them to find another job.

Week IX EOC: Sexual Harassment and the NFL

Recently in the news, the NFL has been under fire for how they handled the Ray Rice domestic violence case.  Of course we understand the National Football League has to make an example out of someone; but why not use one of the many players that were actually convicted of assault; or even one of the players currently on trial.  But is it the league’s decision, of course not.  When a player signs his contract and enters into the NFL, he legally agrees to the “morality clause”.  Section 11 of the standard NFL player contract states, “if Player has engaged in personal conduct reasonably judged by Club to adversely affect or reflect on Club, then Club may terminate his contract”.(Baaki)  Ray Rice’s actions placed the NFL and the Ravens in an awkward position.  Before the tape was released and made public, the league attempted to dumb down the situation because he was not found guilty of a crime; when legally, Rice disregarded his contract.  Domestic violence, assault, drug use and any other type of negative behavior is viewed as unacceptable by role models.  Athletes are considered role models.  Of course Rice’s actions did not affect his performance on the field, but if the NFL failed to act then they would have been saying it is okay to abuse your spouse.      

week IV EOC: Let's Get Physical

It has become a task to draw the line between what is acceptable or not when selecting a candidate for a position.  Using how attractive a person is to judge them, well that is taking it a bit too far.  Of course employers look for candidates who are well dressed, properly groomed and possessing good hygiene; but who’s to say what level is acceptable.  Employers are supposed to make unbiased decisions about employees, but how can one expect an employee to make a conscious decision when they are distracted by a physical characteristic of a potential employee.  Yes physical appearance is very important, but it should not play the determining factor in being selected for a job. 

Week VIII EOC: The Power Behind the Throne

Week VI EOC: Perform Job Analysis, Write Job Descriptions, and Job Specifications

EOC Week VII: Minimum Wage

Minimum Wage is fine where it is.  If the job only requires an employee to be paid 7.25 hourly because they are only completed a simple task, than that is the wage they should be paid.  Employees should be paid for their skills, and what they can contribute; not based on a state standard.  “Generally, employers may establish wages and salaries as they wish, but they also must comply with federal, state, and local laws that directly affect compensation programs” (Hayes)  What about when the government mandates those rates need to be waged?  Are people thinking only of the employees or the employers in this instance?  Employers are responsible for figuring out where the extra funds will come from to pay their employees.