...effectively monitor employees output and have major security concerns when allowing employees to telework. The initial costs of setting up telework to employees may also be a concern for employers. Background of Problem Working in the ITS field, we have been asked to research the plausibility of allowing our 600+ employees the ability to telework. Currently half of our managers have the ability to work from home. With this ability we have security concerns, but we also have the expectation to be available to work no matter what the time of day is or how the weather is outside. When the credit union is closed for snow day’s managers with the ability to work from home are expected to log in and perform their normal job functions. Can this be expected of our employees if we give them the capability to work from home? Would the labor union allow this? Is it cost effective to set up employees to work from home? Can we trust employees with our members’ information in a personal environment? Personally, I have worked from home after my daughter’s surgery and when my children have been sick. If I did not have the capability to do so, I would have had to use sick time and my work would have sat for days until I was able to make it into work. The challenges for ITS is securing a virtualization program for our employees. Virtualization is when there is a basic image on a home work desktop. The employee has very limited accessibility, but they will be allowed to perform their...
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...performed in the next ten years. Telecommuting can be defined as working from a remote location, usually a home office, by electronically linking to a company. Allowing employees the option of telecommuting whether one or more days is an opportunity that most employees would take advantage. The origins of people telecommuting date as far back as the 19th century. The first person known to work from home or at a remote work site was a Boston Bank President. This Bank President was able to work from home by having a phone line strung from his office to his home, three blocks away. Later, in the year 1963, a computer programmer working on the Arpanet Project (Advanced Research Projects Agency Network) withdrew from the project to stay at home with his wife who was experiencing a difficult pregnancy. It was another programmer who suggested an additional phone line be installed in the home of the programmer attending to his ill wife so that he could complete his program from there. The practice of working from home was finally given the term name Telecommuting by Jack Nilles, a scientist working on a NASA satellite communications project in Los Angeles, in 1973. The target audience for this argument would be employees currently working both in the office and telecommuting environments. One of the purposes is to show the positive effects of an employee allowed to work close or within the home. In today’s time where telecommuting has become so popular and common...
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...Employee is a person who works under a contract of service whereas self-employed is a person who works under a contract for services (Melville, A. 2011 p.84). As a self-employed person, they enjoy a wider range of tax benefits and deductible expenses when compared to employees. Self-employed are allowed to pay tax by installment and pay tax much later than employees, who normally pay income tax under PAYE system. The main criteria to distinguish two types of contracts of services or for services will be as follows: 1. Control. Self-employed people have control over their work than employee who is unable to choose whether or not to do certain work. 2. Remuneration and financial risk. The Employees will still continue to receive monthly salary or wages regardless if their employer is making profit or loss in the business, and the employees do not risk their own capital in the business. In contrast, self-employed people are being paid a separate fee for each of the jobs being carried out. They may make profit or loss or even lose their capital if they fail in their business. 3. Equipment. Self-employed do provide their own equipment but employees do not. 4. Work performance and correction. The client does not need to pay extra in order get the job satisfactory by self-employed. Whereas the employees get paid for the original work and the corrections towards the mistake done. 5. Holidays and sickness. Self-employed people do not get paid when on holiday or ill, they only get...
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...Should College Athletes Get Paid? College athletes should be paid for playing at the college level. This topic is interesting to me because it has been a debatable topic for a long time. College athletes deserve to get a pay check because they are still responsible to keep their grades up while playing and training for football. They work harder than the pros because they have more of a motivation to get to the higher profession than someone who is already there. They can use that money to help support their families. The coaches are getting paid but they don’t play a sport or endure in a sport. The NCAA is making a profit out of them. In all honesty, the college athletes are one of the most hardest working athletes that don’t get paid. College...
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...I had to conclude whether the company has satisfying HR policies and if yes then to what extent are these policies being implemented. For this purpose this project includes The background of the company, its current human resource policies ,interview with the HR manager, Reflections of the employees regarding job content, work environment, compensations etc. Gathered through research and questionnaires, the problems and the challenges employees and company are facing, conclusion on the basis of findings and recommendations in order to overcome the problems and issues for further improvement. Human Resource Management Analysis Sidra Mirza About Al-Ahlia Cooperative Company Al-Ahlia for Cooperative Insurance Company founded in 2007G. , as a Public Shareholding Saudi Company with a capital of SR 100.000.000 pursuant to the commercial register No.1010238441, in accordance with principal of the Cooperative Insurance regulations, and Act of the insurance companies supervision in the Kingdom of Saudi Arabia. The Company’s Head Office is in Riyadh City, The Kingdom of Saudi Arabia, with a team work has within more than two hundred fifty of so qualified professionals, this team work, through the Head Office or the other branches of the company all over the Kingdom, prepares and designs programs of the...
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...getting slashed. It used to be a wide known fact that public sectors employees earn less than private sector employees, but in the public sector you earn better benefits and have better job security. This is no longer the case as Republican led legislators are fighting to cut public sector benefits and the right of public sector employees to collectively bargain. Public sector unions are still very strong, and the union members need to trust these unions to bargain for them. To put the union topic in perspective, back in 1974, most of the biggest unions--except for the National Education Association--were private-sector unions. However, by 2007, most of the biggest unions were public-sector union. Second, both the biggest union in 2007 (the NEA) and the fifth-biggest union in 2007 (the UFCW) were substantially larger than the first- and fifth-biggest unions in 1974. This trend has shifted as we see almost no private sector unions, and the ones in the public sector constantly under attack. Throughout this paper, I will argue for the need for public sector employees to be allowed to strike as part of the negotiation process. I will also go over the history of collectively bargaining laws, how they apply to the public sector, and talk about unions in general throughout the process. Background There is an inherent level of conflict between employers and employees. This clash is a result of employees seeking higher wages and job security with the employers trying to turn...
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...Professor Ann Bieber 17 May 2014 Week 3 Case Study 1. Should organizations be concerned about their employees being sleep-deprived? What factors influencing sleep might be more or less under the control of an organization? Organizations should absolutely be concerned about their employees being sleep-deprived: “Research examining the effects of sleep deprivation has found that tired workers experience higher levels of back pain, depression, and job dissatisfaction, along with lower levels of performance” (Judge 213). Being a full time student who also works full time, I have found myself trading sleep for extra studying time and the results of it are detrimental. When I sacrifice my sleep to get other things done that I couldn’t normally fit into my day, I feel like I’m dragging. My body hurts and so does my head and overall, I am just grumpy and exhausted. I tend to get agitated much easier and don’t always think things all the way through before making comments or answering questions. This is extremely unfair to those around me as I am probably not pulling my fair share of the workload or am snapping at people when they ask me a question. One factor that may be more under the control of an organization would be start and finish times. If employees are required to be at work by 7 A.M., they would have to get up by 5 A.M. to get themselves ready and commute to work. If they were, rather, required to start work at 9 A.M., they wouldn’t have to wake up until 7 A.M., giving...
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...Policies are suggestions of policies that must be in place PRIOR to a store using drug testing with Employees. It is recommended that you create a written Drug Policy. Have it reviewed by your attorney. Then have all employees read, and sign, their acknowledgement of the policy PRIOR to beginning testing. Drug testing supplies are available to MHA members at: Drug-test-kits from Single Source Or by calling Single Source direct at 800.713.3412. MHA Members receive a 10% discount off regular pricing. [pic] DRUG POLICY SAMPLE 1 This policy provides [Company Name] employees with guidelines pertaining to drug and alcohol abuse during the normal course of employment. Scope: This policy applies to all employees of the company at all locations. Policy Statement: [Company Name] provides a safe and productive work environment for all employees. It is the policy of the Company that employees shall not be involved with the unlawful use, possession, sale, or transfer of drugs or narcotics in any manner that may impair their ability to perform assigned duties or otherwise adversely affect the Company's business. Further, employees shall not possess alcoholic beverages in the workplace or consume alcoholic beverages in association with the workplace or during work time. The specific purpose of this procedure is to outline the methods for maintaining a work environment free from the effects of alcohol/drug abuse or other substances that adversely affect the mind or body. If...
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...at both the state and federal levels that allow United States citizens to carry concealed weapons as long as they retain a permit to do so. However, many businesses do not allow their employees to carry weapons on their persons, in their vehicles, or in their offices. The purpose of this paper is to state why citizens should not be allowed to carry concealed weapons in their workplace, the regulations that allow both employees to obtain weapons at work and the laws that refrain them from doing so. A common issue with concealed carry permit holders is deciding whether or not you can/should carry your gun at work. One’s place of employment is typically one of the top 3 places where you spend your time. There are also many issues that can affect other people’s decisions to turn violent (money issues can lead to desperation or anger in some people and situations). While the issue is extremely complex, you can usually boil the issue down to three factors. Does the law allow you to carry at work? The law usually leaves that decision up to the employer. However, the law will vary from state to state on the amount of freedom left to the employer and how strict the punishment will be for failure to comply. For example, in some states parking lots are specifically mentioned in the law to allow employees to leave a firearm in their car, while the building itself is left up to the employer. Obviously, in some areas, the law outright bans concealed...
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...Employers want to be sure that their employees are performing their duties, but employees want to have a bit of privacy and not have their every sneeze or bathroom break monitored. This is the conflict of workplace monitoring. Technologies today allow employers to monitor almost every aspect of their employee’s job including the time he, or she, arrive to the office, telephone use, Internet use, computer terminals, and voicemail. This kind of monitoring is virtually unregulated, therefore, unless it is stated in the company policy, an employer has the right to listen, watch, and read most an employees workplace communications. The e-mail policy at Dell Services Federal Government (DSFG) is lax, whereas, the company would like the majority of communication to be work-related; employees are allowed to communicate with others for personal use as well. This policy is covered in our handbook, it simply states that if one wishes to keep information private do not store or transmit information on company systems. Private e-mail accounts have been blocked from our server so use of personal e-mail is not permitted. Similar to the e-mail policy, the company wants the internet to be used majority for work-related business. However, short personal business such as paying a bill, making a purchase, locating something, or other small personal business is permitted. During the employees lunch hours, all are allowed to surf the net and visit networking sites such as Facebook, Myspace, and...
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...BYOD that reflect productivity within the workforce as well as employee/employer work experience. With these benefits also come substantial risks involved with allowing such devices within the confines of buildings. These risks might include information security concerns, operational security concerns, and overall networking security. These concerns arise throughout all organizations, especially government organizations and major corporate retailers in light of recent cyber-attacks. BYOD is a major security topic in today's social market. Benefits offered to organizations that allow BYOD can span many different areas in the workplace. Productivity can be enhanced by allowing employees to transport work to their home device in order to complete a time-sensitive task after close of business or while traveling. BYOD might also allow the employer to save on equipment costs such as an intricate telephony network by allowing employees to use personal cellular phones for business contacts. Personal storage devices might also allow the employer to save on network storage devices for certain departments within the organization. Employee work experience may also be enhanced by allowing employees to have a personal communication device that is included in many emergency contacts information such as child care, hospitals, and doctors' offices. This could potentially allow an employee with special needs at home be more at ease while working knowing they have a means of communication readily...
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...his employees. The unions try their best to cope with the problems and follow the guidelines within the contract binding on all union members established under the collective bargaining agreement. The cases below will be analyzed and conclusions will be made based on the research of the facts provided and questions provided in this case study. Questions to be answered are the following: Case #11- Steven Goldberg and Uranus Umbrella Company a. How would you advise Uranus? b. How would you advise Steven? c. Should the union get involved? d. Is there a reasonable accommodation to be made? Case #12-Skidmore and Swift Company a. Was this situation unfair to Skidmore? b. Should this work arrangement continue if employees feel this strongly against it? c. Is there an ethical issue on the part of the employer? The employee? Case #11 Issue: This case involves the issue of whether a violation of collective bargaining agreement will occur if accommodating a shift adjustment request by an employee. Rule: The rule states that in order for a violation of a collective bargaining agreement to be an unlawful practice, it must have compromised an employee’s contracted rights, such as seniority and shift preference in order to accommodate the religious beliefs of a particular employee. This presents an undue hardship for the employer (Moran, 2014). Analysis: Steven Goldberg, who is Jewish, is a factory worker at Uranus Umbrella Company. His work shift...
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...Welcome to Rodney’s Italian and Grill Welcome to Rodney’s Italian and Grill Dear Employee, We are pleased to welcome you into our business family. As a new member of our family, we have prepared this handbook to further acquaint you with our organizations and help answer any initial questions you might have. Our goals are simple – to furnish a clean, comfortable and interesting atmosphere, and provide quality food with professional service. When we accomplish these goals efficiently, our customers will be satisfied and will continue to visit Horn’s Bar and The Yankee Rebel Tavern. They will also recommend us to their friends and thereby help build our business. You play an important role in reaching these goals and we want to know you have our support and in order to help you understand what we expect we have created this policy handbook. Each policy is explained in an uncomplicated manner. The fulfillment of the policies in this handbook are conditions for your employment. Discuss any questions you might have with your manager, office manager or one of us. We wish you much success with our companies and hope you find working with us here on Mackinac Island a rewarding experience. Sincerely, Rodney Code, Owner TABLE OF CONTENTS Section A FOR THE RECORD Background information on the restaurant and rules of the house. In this section you will also find hiring and payroll policies. ...
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...of duties is violated in each of the following situations. Also, suggest one or more procedures to reduce the risk and exposure highlighted in each example. a. A payroll clerk recorded a 40-hour workweek for an employee who had quit the previous week. He then prepared a paycheck for this employee, forged her signature, and cashed the check. PROBLEM: Segregation of duties is violated here because the payroll clerk had the ability to record time worked and to prepare the payroll check (custody). This allowed the payroll clerk to both commit and conceal the fraud. The payroll clerk ignored the authorization process or had the authority to authorize the payment. SOLUTION: These three functions should be segregated. One person should authorize payments, another should record the payments, a third should prepare the check, and a fourth should sign it. b. While opening the mail, a cashier set aside, and subsequently cashed, two checks payable to the company on account. PROBLEM: The cashier who opened the mail had custody of the cash. The cashier opening the mail can pocket the checks and forge a signature, never giving the authorized endorser a chance to be involved. For this reason, many companies have the mail opened by two people or have those opening the mail videotaped. SOLUTION: While the cashier can...
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...commitment from management even in the best of times” (Ballard, 2012). When the recession hit full force, many companies had to make some difficult decisions. “In a 2009 survey conducted by the American Psychological Association, 68 percent of employed Americans reported that their employers had taken steps such as putting a freeze on hiring or wages, laying off staff, reducing work hours, benefits or pay, requiring unpaid days off or increasing work hours because of the weak economy” (Ballard, 2012). During a period of recession, managers need to understand the relationship between employee well-being and the performance of the company. There are several means managers can use to improve employee performance. Some of these methods include: the utilization of Schwartz’s 10 Values, adapting attitudes and behaviors, increasing employee involvement through incentives, and the utilization of Azjen’s theory of planned behavior to shape the intentions and behaviors of employees. In order to form During a period of recession, managers need to understand the relationship between employee well-being and the performance of the company. There are several means managers can use to improve employee performance. Some of these methods include: the utilization of Schwartz’s 10 Values, adapting attitudes and behaviors, increasing employee involvement through incentives, and the utilization of Azjen’s theory of planned behavior to shape the intentions and behaviors of employees. The...
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