After reading chapter 4, you should be able to: Summarize the elements of work flow analysis; describe how work flow is related to an organization's structure; define the elements of a job analysis, and discuss their significance for human resource management; tell how to obtain information for a job analysis; summarize recent trends in job analysis;. | Chapter 4 Employee Rights and Discipline 1 Introduction Fundamentals of Human Resource Management 11e 2 Employee rights have become one of the more important human resource issues The . Constitution, laws, and Supreme Court rulings have increasingly constrained employer actions Suppose you were in charge of hiring 50 new cashiers for a large new discount retail store that was opening. You're checking references, and making criminal background checks, but just to be on the safe side, you would like to check their credit reports to make sure applicants aren't in any financial trouble that may tempt them to be less than honest when handing cash. Can you do it? Do you need to tell anyone? Legal questions we’ll answer 3 Fundamentals of Human Resource Management 11e Privacy Act of 1974 Requires government agencies to make information contained in their personnel files available to employees Employees can review letters of recommendation made on their behalf Similar state laws apply to state and private-sector employees Restrictions: employee waivers of right-to-review procedures that stipulate when and how a file can be accessed Employee Rights Legislation and the HRM Implications 4 Fundamentals of Human Resource Management 11e The Fair Credit Reporting Act of 1971 Requires employers to notify employees that their credit is being checked Provides additional information to applicants who are negatively affected by a credit check Information used must be job-relevant Employee Rights Legislation and the HRM Implications 5 Fundamentals of Human Resource Management 11e The Drug-Free Workplace Act of 1988 Requires government agencies, federal contractors, and those receiving federal funds of $100,000 or more to: Establish and disseminate drug-free policies Provide substance-abuse awareness programs Drug-free policies must include: What is expected of employees Penalties for infractions of policies Substance abuse awareness programs Employee Rights Legislation and the HRM . | Chapter 4 Employee Rights and Discipline 1 Introduction Fundamentals of Human Resource Management 11e 2 Employee rights have become one of the more important human resource issues The . Constitution, laws, and Supreme Court rulings have increasingly constrained employer actions Suppose you were in charge of hiring 50 new cashiers for a large new discount retail store that was opening. You're checking references, and making criminal background checks, but just to be on the safe side, you would like to check their credit reports to make sure applicants aren't in any financial trouble that may tempt them to be less than honest when handing cash. Can you do it? Do you need to tell anyone? Legal questions we’ll answer 3 Fundamentals of Human Resource Management 11e Privacy Act of 1974 Requires government agencies to make information contained in their personnel files available to employees Employees can review letters of recommendation made on their behalf Similar state laws apply to .
