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Unformatted text preview: D'\~ v)'(Y\ ~no.,hon O s\\~ .. ~~C),,"~Y\~ lrd.\hol MHR Chap. 14 Pgs. 439-444 1) Employee Rights a) Right - ability to engage in conduct that is protected by law or social sanction free from interference by another party (such as an employer) *required by law Ex: employees have legal right to form a union Three categories of employee rights: i) Statutory Rights- a right protected by specific laws enacted by government (1) Key statutory right is protection from discrimination, under Title VII of Civil Rights Act of 1964 (race sex, relT ion nation;U 0 i in, age, t>\5C.r\~\no.-h()O ~,etc.) . . . (2) Protection from unsa e or unhealthy working conditions (OSHA) 'NO~\~ <:..onO\~ns (3) EEOC (Equal Employment Opportunity CommIssIon regulates employer conduct-Ex: Legal right to form unions and participate in union activities ii) Contractual Rights- a right based on laws of contracts-Contract-a legally binding promise between two or more competent parties (A breach of contract is subject to legal remedy) (1) Employment contract- a contract that spells out the terms of the employment relationship for both the employee and employer (a) Very small percentage of labor force.~o.rksu!!der_t?~tc?Y~ . contracts . ~x: employees covered by employment contracts: non-unionized public school teachers, college football coaches, actors in film/tv (b) Some contracts negotiated individually, others follow standard format (2) Significant number of labor force covered by union contracts-protects groups of unionized workers (13% of D.S.labor force us covered) (a) Provide some job security through seniority and union grievance procedures (i) Last in, first out in layoffs sen~n-\'\t (ii) Disciplinary actions require due process- equal and fair application of a law or policy ~~\ ~ ~\V'"-Wrongful discharge- termination by an employellfor reasons that are either illegal or inappropriate (3) Implied contracts- enter into a contract even when no formal contract exists (a) Legal remedies can be given when promises are not carried out (4) "just cause" places burden of proof on employer for justifying a termination iii) Other Rights- although employees may expect these rights, they may have no .~ ~ ~ legal recourse if they feel these rights have been violated *not required by law ~ ~ ~\J (1) Right to Ethi.c~l Treatment . . . ~ -J.~ . 'l!~ (a) Ps~chologlcal Contraet,- emp,l?yees expect to be treated faIrly and .,1Jf-:.6~ ~ ethIc,ally when the . r~vIde a faIr ~d reas?na~le a~ount of work ~ ~~ ~:}..q:, ~ ( a code~f.~thl . a way to seal a psychologIcal contract .'~ ,~ ~ .~~ (i) Results in more productive employees (2) Limited right to Privacy- protects people from unreasonable or un warranted intrusions into their personal affairs (a) Personal file maintenance- a file maintained for each employee, containing the documentation of critical HR-related information, such as performance appraisals, salary history, disciplinary actions, and career milestones-access should be denied to all people except those managers who...
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This note was uploaded on 04/06/2009 for the course MGMT 4010 taught by Professor Jennings,t during the Fall '08 term at Colorado.
- Fall '08