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. 

WEEK III: EOC Prejudice in the Workplace

Discrimination in the workplace is a sensitive matter and, sometimes many think it can only happen to an employee of that company.  Many managers forget that discrimination can occur even before a person becomes employed with the company.   “Most hospitality employers utilize application forms to establish a single, uniform document for use by all job candidates or groups of candidates.” (Hayes)   These forms ask questions and furthermore, help employers decide on persons who could be prospective candidates.  The questions are vague but still prove useful in screening candidates.  The screening process for employers consists of more than figuring out who to hire, but they must also use the correct process.  The application is done, now what.

Let’s schedule an interview.   When conducting an interview, a manager must maintain a certain demeanor to keep the candidate from feeling discriminated against.  The manager must be mindful of their body language and tone.   The questions they ask in the interview are important as well.  “This is because job interviews, if improperly performed, can subject managers to significant legal liability.” (Hayes)  If an applicant feels that they were not hired because of how they responded to a question they felt was inappropriate than that is considered discrimination.  Questions that are subjected around age, race, physical appearance, religious beliefs, sex and even drug use should be avoided during an interview.  Those questions will not help the manager gain insight on how well the candidate can function in a job environment, and therefore should be avoided.  However, if a job requires a person to complete a task that legally has age restrictions, than it is okay to address age.  “It may also be important when hiring bartenders, and other servers of alcohol, that these individuals' ages are at or above a state's minimum age for serving alcohol.” (Hayes)

In the “Uncharming Man”, discrimination was very evident in the workplace; not only between managers and employees, but businesses to their customers as well.  When the main character dressed up as El Hassan, he was denied a position at the print shop because of his last name.  When he went to The Mermaid, he was attacked by the bartender because he was not Danish.  Discrimination in the work place happens in many forms, and until someone speaks up or takes a stand, it will continue.

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

WEEK II: EOC "Sweet Charity"

When Charity went in to the employment office, there were some things she did right and some things she did wrong.  When she walked in she exuded confidence, and enthusiasm about the thought of starting a new career.  Even though she walked in with not a skill or high education level, she still let her confidence shine through.  To follow the confidence, Charity should have researched some jobs prior to walking into the office.   She should have read job descriptions to get an idea of what employers were looking for.  “However, the job description suggests the wide variety of activities of concern.”(Hayes 2008)  Charity could have given herself the tools needed, to fake it until she made it.  Failing to research the jobs that were available and the requirements of those jobs allowed for the hiring manager to see that Charity lacked an educational background.  Visiting the employment office a couple of days before to see the environment would have proved valuable to Charity as well.  “The citizens of individual states or cities may vary greatly in their own views of what constitutes fairness in employment” (Hayes 2008).  Charity had an idea of what the workforce was, but her fantasies failed to prepare her for what she expected.   Another thing Charity did that, most even now are unable to do.  She took the first step and actually went to the employment office.   The worst thing Charity did in the office, she did not do alone.  When she started begging and crying for the manager to consider her for a job, she opened the door for him to ridicule her.  He took her as a joke.  Charity should have stayed in control of the interview at all times.  During the interview, it is imperative that the interviewee sells themselves.   If it is one thing Charity should never forget, and always remember it is “Be recognized for whom they are and appreciated for what they do.”(Hayes 2008).  If Charity can remember that one thing, on her next interview, no one will even care about the things she did wrong or right this time.  

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