...confident that she knew what to expect. After a few months working there, Kelly had gotten the flu and called her boss notifying him that she would not be able to go to work for a couple of days. Her boss was aware that foreigners are known to call in sick to extend the length of their weekends so he asked her to get a doctor’s note. When Kelly returned to work, she found out that her vacation time was being used for her time out while she was sick. She discussed this issue with her employer but the he tells her that it is out of respect that employees in Japan use their vacation time when or if they take a sick leave. Kelly does not feel that it is fair to use her vacation time for sick leave since her contract with the program clearly guarantees that she is allotted sick time. She has decided to call the head of the program and complain about her boss’s failure to acknowledge and follow the contract of her employment. The benefits of tangible can be measured in terms of money involving at company with its employees. The Contract of English Teaching Engagement that Kelly, Suzanne, Mark, and Andrea signed a standard contract given to them by the CLAIR program the stipulated hours, number of vacation days, amount of sick leave and so on. This contract stated that the JET participants would only work Monday thru Friday until 5:00 p.m. and did not mention anything about working on Saturdays. Working over time was not necessary for the participants. The following are the benefits...
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...Critical Thinking 5 MGT410 Sick Leave Understanding the cultural differences and being able to properly negotiate through those, differences would be key for Kelly to obtain the desired results of being paid her sick time instead of having to use vacation days. Though Kelly followed all the correct policies when it came to requesting her sick time, the traditional Japanese culture was interfering with the terms of the contract. At this point of the arrangement Kelly needs to think before elevating this issue to a higher level as this could reflect negatively for the remainder of her stay in Japan. Mr. Higashi portrays and upholds all the traditional Japanese work ethics. Kelly escalating the issue could further complicate an already trying working relationship. Kelly needs to schedule a meeting with Mr. Higashi to discuss the sick leave pay. Kelly is very young and probably a bit immature. She feels that from a previous four months stay and knowing the language that she was prepared to handle working in an environment that was so strongly male-dominated. Mr. Higashi assumed a role that was more paternalistic to all the ATLs as he felt that was the best way to be a good mentor. Based on the opinions of the ATLs, his father figure was not appreciated and perceived as dominating. Kelly needs to realize Mr. Higashi position as advisor and to show the respect Mr. Higashi feels he deserves. Kelly sitting down to negotiate the sick time while respecting Mr. Higashi...
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...Should All Companies Be Required To Have Mandatory Sick Pay For All Employees? Corey Silva BCOM275 February 18th, 2013 Should All Companies Be Required To Have Mandatory Sick Pay For All Employees? Sick Pay has been a hot topic in the news. With multiple cities and even an entire state putting regulations into effect it increases in popularity. Does it benefit employees to have this as a mandate? Does it put too much of an impact on companies? With documentation on current laws, implementation processes, and effects of implementation one is able to weigh the pros with the cons. Is simply having FMLA in place enough? Is it a policy that is too easy abused? The FMLA entitles eligible employees to take up to 12 weeks of unpaid, job-protected leave each year for specified family and medical reasons. The FMLA applies to all government workers and private sector employers that employ 50 or more employees within a 75-mile radius (Barth, S. & Hayes, D. K. 2009). Having this particular benefit, allows for employees to take time off in order to care for loved ones. This also guarantees the employee will not lose their job. Besides sick time, having additional benefits such as FMLA can help the employee deal with any family emergency. To be eligible for these benefits, an employee must have worked for an employer for a total of 12 months (not necessarily consecutively) and must have worked for the organization at least 1,250 hours in the past 12 months. These employees...
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...Case #8 - Sick Leave Steve Tobias MGT 470- Conflict Management and Negotiation Colorado State University – Global Campus Dr. Ernesto Escobedo September 3, 2013 Background Three foreign Assistant Language Teachers (ALT’s), Mark, Suzanne, and Kelly are employed in a teaching program titled Japan Exchange and Teaching (JET). The Japanese government developed JET in an effort to better the English language education in Japan through the use of international teachers. It was also hoped that the program would promote an understanding at the local level of the importance and value of the differences between various cultures. Any differences that presented themselves between the ALT’s and their employers would be heard by the Conference of Local Authorities for International Relations (CLAIR). An issue however, was that, by agreement, CLAIR would only become involved if the employer would not or would not resolve the problem itself. Issue In this case study, Kelly and the other ALT’s had taken two days off for being sick. The ALT’s were directed by their boss Mr. Higashi to get a doctors note before returning to work and were told they could not use sick leave, instead they would have to use accumulated vacation time for their absence. Mr. Higashi explained that the work ethic is different in Japanese workers and they feel guilty missing work generally and especially because...
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...Business Financial Group Employee’s Vacation, Sick and personal day policy. Paid Holidays 1. New Year 2. Memorial Day 3. Independence Day 4. Labor Day 5. Thanks Giving Day. 6. Thanks Giving Friday * 7. Christmas Day Office will be closed at 3 PM on Thanks giving Wednesday and at 1 PM on December 24th. Business Working Hours Official office hours are Monday through Friday from 8 AM to 5:00 PM. Employee can take a 60 minute lunch break. However, we provide professional services to our clients, so actual hours worked will be modified according to client needs (i.e. a late afternoon client meeting should not cut short) When working at client’s office employee may need to co-ordinate with client’s business hours, which may be different than BFG’s hours. Working from employee's home. There are times employees prefer to work from home which is often acceptable, but it needs to be discussed ahead of time (a week ahead of time, but if that is not possible make request at least 24 to 48 Hrs.) with George Varghese and his authorization needs to be obtained. During the business hours employee, if working from home, should be available by phone, email or through other business approved media. Vacation 1. During the first 12 months of employment new employee will be entitled to 5 paid vacation days, which...
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...From "Negotiation : readings, exercises and cases / [edited by] Roy J. Lewicki .. [et al.]", 4th ed.,Case 7, c2003, CASE 7 Sick Leave Kelly tried to control her angel as she thou-eht about her supervisor. She couldn't understand why he rvas being so unreasonable. Maybe to him it lvas only a couple days of paid leave and not worth tighting over. but to her it meant the difference between being abie to go on vacation during Golden Weekr or having to stay horne. She looked at her contract and the phone number of CLAIR on her desk. She u,asn't the only person in the ofTice aff'ected by this. She sat and thought about horv she should proceed. KELLY Kelly was 22 years old and had been rvorking for the past six months at the Soto Board of Education office in Japan. This was her first job after graduating from college with a degree in rnanagement. and she was reall,v excited to irnally be in the real r.vorld. Kelly rvas born in Calgary and had spent most of her life in Alberta, Canada. Kelly's father was a successful larvyer in Calgary, and her mother was a high school English teacher. Kelly had an older sister, Laurel, 27 , who had just passed the bar exam and was working fbr a corporate law firm in Edmonton. Kelly had studied Japanese in high school and in university and spoke and wrote the language quite well. When she was 15 years oid, Kelly spent tbur months in Japan on a school exchange. She had enjoyed the time she spent there and ahvays planned to return one day....
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...Days listed above are holidays that the company will pay off to all employee who has been actively working at Carter Cleaning Centers for at least 6 months. Submission of time off for vacation should be one month in advance before employee vacation starts so that it can give management time to find another person to cover that person position. The reason being for this “sick leave policy” is because we don't want employees to abuse their sick days to take off working days without notice. Unlike vacation POT policy, they are letting management know a month in advance to find other people to cover that position. Whereas sick leave policy may let employees take days off but will cause the work flow to slow down with an absences of a worker....
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...While watching the film “Sick around the World,” I learned that one of the first statements made on the video was extremely true. The statement made was, “other countries do much better than the U.S but spend a lot less money.” There were numerous innovations that impressed me from several different countries. The countries with innovations that stuck out the most were Germany, Japan, and Taiwan. Germany has a market based health system. They have universal health care that covers medical, dental, mental health and even homeopathy. Insurance companies cannot make a profit from insured customers. Therefore, the price for insurance is negotiated between the government and the Insurance provider. Like any other healthcare system there are good and bad parts to Germany’s system. Everyone is covered; the rich has an option to get private insurance. Germans pay premiums to cover insurance called “ICU funds” The over all German health system is one in which the rich pay for the poor. They have the same quality of health care but the co-pay is smaller than the U.S. They also have sickness funds, in which they negotiate with drug companies and medical doctors. The sickness funds cause for much cheaper medicine than in America. The negative side to the German healthcare system is that hospitals and doctors feel very much underpaid. Japans healthcare system includes universal coverage. One thing that caught my attention about this health system is that there are no primary physicians....
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...Productive and Counterproductive Behaviors Christopher Prue PSY428 March 28, 2011 Catherine Jennings, MA Productive and Counterproductive Behaviors Some people seem to do better at their jobs compared to others. People behavior at work can lead to success or failure. There are many studies to understand why some people do better than others. Some Studies have concentrated on productive and counterproductive behaviors. Define productive and counterproductive behavior. Productive behavior is behavior that contributes to the goals or objectives of the organization. When a new employees starts they are more a liability than an asset to the origination. People coming in to the organization need to be trained and socialized. (Jex & Britt, 2008). Organization socialization it he process of a new employee is becoming a fully fledge member of a company. Until socialization is complete the employee may not be fully productive. An example at FedEx Express is a new courier coming to the job. On average there is a month to two months of training before the courier is on the road by themselves. There is much training that goes into a new courier. The first is having the new driver to become DOT Certified. After that there is learning how to do the job. FedEx has a two-week class for couriers to learn the basics of the job. Then there...
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...Introduction: When an organization is recruiting and wanting to keep that employee for a long time in that company, then the benefits it is offering such as employee leave and for how many days it is willing to pay for personal leave is very important. Employers offer employees leave in many forms such as vacation, sick time, personal time, paid time as a part of benefit package. These policies really make a difference. They develop a positive working relationship between employee and employer and also increase the commitment of the employee towards the organization which leads to more profits, promotes good working habits and help human resource manager to easily keep track of the employee attendance. This research paper is about paid and unpaid personal leaves for employees. These leaves are not under leave of absence laws. They are not required by the federal law to be granted to the employees and they are purely given by the company as a benefits package or bonus. In the body of the paper, I will discuss about the definition of these days, main goal of these leaves, number of days, rules and regulations on how to use these days, a new policy being introduced in many organizations known as PTO (Paid Time Off Policy) to benefit employees and managers in the place of paid personal leave, benefits and disadvantages. Paid Personal Days Definition: These are the days paid by the employer to the employee as a part of comprehensive benefits package or given at the request...
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...advantage of every chance they get to try to beat the system. So, for them, they will quickly realize that if they continue the excessive absences, they will lose their time, with no one else to blame. This would probably make them more cautious of taking unnecessary time off and maybe understand the effect it has on the company and other employees. How much absenteeism is really under the employee’s control? Based on a Google definition, absenteeism is regularly staying away from work or school without good reason. There are two different types of absenteeism, innocent absenteeism and culpable absenteeism (Benefit’s Interface, 1989-2003). Innocent absenteeism is when employees are absent for reasons beyond their control, like being sick or some type of injury. Innocent absenteeism is “blameless”, meaning it cannot be treated by disciplinary actions. Culpable absenteeism is when employees are absent without consent for...
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...University of Redlands Makebra Bridges – Human Resources Management Because of limited resources, many small businesses have difficulty recruiting & retaining top talent. In this paper, I will discuss how companies use indirect-financial incentives to gain a competitive advantage. How Small Businesses Provide Competitive Compensation Packages in a Global Environment. Table of Contents Introduction………………………………………………………………………………………………………….. 2 Salary vs. Compensation ..………………………………………………………………………………….. 3 Indirect Financial Payments ……………………………………………………………………………….. 5 1. Employer Match Incentives 2. Cash Rewards 3. Flexible Hours 4. Tuition Reimbursement 5. Paid Time Off Employee Rewards …………………………………………………………………………….……………… 12 Conclusion ………………………………………………………………………………………….……………… 13 INTRODUCTION In today’s workforce, small businesses—companies with 100 or less employees—are making a BIG impact. * There are more than 23 million small businesses in America--accounting for 54% of all U.S. sales. * Since the 1970s, small businesses have provided 55% of all jobs and 66% of all new jobs. * The 600,000 plus franchised small businesses in the U.S. account for 40% of all retail sales and provide jobs for some 8 million people. * The number of small businesses in the United States has increased 49% since 1982. * Since 1990, as big business eliminated 4 million jobs, small businesses added 8 million...
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...Case 9.5: Swedish Daddies Heslin Cyrus Strayer University Dr. Jean-Francois Orsini February 28, 2015 The balance that I currently seek between career and family life is very little these days. There was a time in my life when there was a struggle between the two, but now my children are young adults, one is on his own and the other now in her second year of college. This does not mean that they are not as important as they were when they were younger, but only that they are more self-sufficient and I am not needed as much. We all have to turn let the “apron string” go at some point in their lives so that they may experience life on their own. Looking back over the years, there were times when I desperately wanted to attend several football games that my son participated in, but was unable to because of my pursuit of a higher level position in the company. Then there were all the cheerleader competitions across the state that I missed because of career status. As work would have it, choices had to be made when it came to sitting in the stands cheering on my kids, or climbing the corporate ladder to success so that I could have the time needed to spend with them. Well, time rolled by and I continued to climb at the expense of the needs of my children. We survived. In my current position I am faced with making those pivotal decisions for those under me and I must admit, the task is somewhat difficult, however I must consider the “needs of the business” and not the personal...
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...Case Study: A Perky Way to Productivity Describe the importance of employee benefits as a strategic component of fulfilling the goals of HRM. Employee benefits are the single most important motivator to maintaining an experienced workforce. Longevity of employees in a company contributes to their financial stability. Depending on the company it can make or break obtaining talented employees. While applicants are being interviewed for a job, so is the company. Reports of high turnovers do contribute to missed opportunities in gaining talented employees. The cost of turnover is very high. Salaries that are given to employees are not in the control of HRM, benefit packages are an achievable goal. In any scenario, it is working with what you can control and not focus on what you cannot control leads to success. A creative benefit package can raise morale and give employees the experience of making more. When I talk about my salary, I will say that I am making $5,000 more than what goes into my paycheck. Having an HRM that is creative is why firms have them. The mission of HRM in all firms is not an easy one and they have to constantly stay in touch with the budget. Smart businesses would budget themselves to give HRM as much flexibility to spend as possible. Good strategic planning can ultimately save the company a lot of money. HRM’s ultimate goal would be to accomplish this. The more extrinsic satisfaction the longer employees will feel committed to the work place...
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...arguments about what causes employee absenteeism abound worldwide but the bottom line still equals dollars and cents. Recently there have been movements to create an atmosphere from which employees do not want to stay home from. Caregiver centers for children, buy back programs for sick days and many other avenues are being tried. Until businesses can determine the cause of absenteeism that is not illness related and find solutions they will continue to lose money. At the end of the last decade the employee absenteeism rate was lower than it had been in a decade. Many believe that family leave issues and personal leave problems had been dealt with in a successful manner and the problem was solved(Employee, 1997). Since that time however absences in the workplace have continued to plague business around the world including in the United States. The debate about what causes the absences and the argument as to whether the cost of a more family conducive workplace versus the old fashioned style rage on(Employee, 1997). While the absenteeism rate fell for medium companies, the large companies and the small companies saw an increase during the 1990’s according to recent studies. “ The cost in paid sick leave for unscheduled absenteeism...
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