| Attempt Score | 90 out of 100 points |
| Time Elapsed | 270 hours, 22 minutes |
| Instructions | |
| Results Displayed | Submitted Answers, Correct Answers, Feedback |
Question 1
20 out of 25 points
| Describe how NLRB rulings have impacted job security and workplace seniority? Your response should be at least 400 words in length. | ||||
| Selected Answer: The impacts I believe that had an impact on job security and workplace seniorty is listed below. National labor relations board and national labor relations act (Wagner act) 1935Permits workers to have rights to frame unions to battle against separation and to deal all things considered. It shields from managers from meddling or forcing representatives in activities of rights in sorting out, shaping, helping or joining worker’s guild or worker’s party association for aggregate dealing in activities of rights identified with change in state of occupation at work place.Example of discrimination or violation impacted workplace those govern collective bargaining for a contract/ unfair management practicesPay or pay separation at work spot is repaying representatives who are performing comparable work with comparable time yet they don’t get comparative compensation. Pay separation additionally happens when workers are paid taking into account race, sex, age or on other individual variable. Meet list incorporates pay including pay, stipends , extra time pay, rewards ,money related advantages, , overall revenue and sharing to workers and extra arranges, life coverage strategies, excursion and occasion pay, repayment for travel costs or other, and advantages.Assume in organization, male and female representatives have post graduate degrees in administration. Organization is paying low wages to ladies representatives contrasted with male with comparable work profile, comparable work condition. In any case, study has found that because of sexual orientation segregation at work place, ladies representatives face critical pay separation in employments because of some limitation despite the fact that they are skilled they are not treated similarly. So there is pay separation by contrasting men and ladies workers in the same occupation in same assignment in organization premise of sexual orientation variable.National Labor Relations Board (NLRB) has been created to lookout all unfair labor disputes in job and to oversee union elections.Specialists are taken consideration under this represent uncalled for practices at work environment or by businesses. Specialist can join worker’s party for employer stability or for other out of line occupation rehearses like he was disappointed with the association in regards to unreasonable wage and works on, working condition, clean issues, and representatives related strategy issues, out of line grievances and redressal framework, out of line terms in assertions or contract, professional stability, need to be union pioneer to serve in bartering board of trustees and so on.Employee Seniority/job security – Important to a UnionUnions or Labor unions are such associations that arrange with managers in the interest of representatives identified with out of line treatment at working environment. They are representatives’ presentation in businesses as these individuals are liable to standards and direction and might be identified with position moreover. By and large, Union rank means specific period of time that laborer has been there as union part and working in a union occupation for representatives. If there should arise an occurrence of professional stability and lay off, if organization needs to lay off specific representative with high rank in union, union tenets might be upheld to business to lay off recently named worker or lay off representatives whose position is generally low. In the event that representative is in union with more senior level means he/she has high professional stability with assortment of exceptional advantages thought about too little status Carrell, M. R., & Heavrin, C. (2013). Labor relations and collective bargaining: Private and public sectors (10 ed.). Upper Saddle River, NJ: Prentice Hall. Correct Answer: [None] Response Feedback: Failure to include in-text citations. |
Question 2
25 out of 25 points
| What are the key issues in an employee alcohol- and drug-testing program? Identify the types of drug testing used by employers, and explain the general steps followed when performing drug tests. Discuss the employee’s attitudes toward drug testing. Your response should be at least 400 words in length. | ||||
| Selected Answer: Maybe the biggest lawful, social, and financial issue in the work environment is the utilization of medications and liquor. People in general approach of favoring liquor and medication free working environments has been seen by some as the most meddling attack of representative protection rights to date. Nonetheless, the truth for businesses is that medication and liquor use can influence representatives’ wellbeing and profitability and may affect security in the working environment. The study, from the 2002, 2003, and 2004 National Surveys on Drug Use and Health, uncovers an important finding for businesses, showing that current drug users were more likely to work for employers that did not conduct workplace drug or alcohol testing programs (Drug Testing and Alcohol Testing of Employees, 2016).The most widely recognized kind of testing system is pre-work. On the off chance that a firm wants to test current representatives, the business ought to have arrangements and methodology set up, including supervisorial preparing and ventures to take if there is a positive test. Post-occupation testing can incorporate arbitrary testing for security touchy positions, individualized suspicion testing, post-mischance testing, and testing that is legitimately required. The principal point for thought for drug testing is the kind of example to be gathered for testing. The most widely recognized sort of example is pee, taken after nearly by hair, salivation and breathe testing, blood testing is from time to time utilized for pre or post-vocation testing, aside from in instances of mischances or court request.The second point for thought is spot of gathering for managers is normally restricted to at the businesses spot of business or off site at an assigned accumulation point, for example, a research center, specialists office or healing center. Attitudes toward drug testing may influence the conduct of candidates and occupants, particularly if drug testing includes approaches or strategies that are offensive to expansive quantities of people. I know being in the military, the attitude of the soldiers be like “here we go again”. Study suggests that attitudes toward drug testing and the probability “that attitudes would affect subsequent job search behavior were largely unrelated to grades and academic qualifications, which implies that highly qualified applicants are as likely as less qualified applicants to be influenced in their job choices by their attitudes toward testing” (Drug Testing and Alcohol Testing of Employees, 2016). Given the recurrence of negative responses to drug testing and the conceivable results of those demeanors, it is vital to look at the courses in which particular qualities of medication testing programs influence mentalities and to investigate routes in which negative responses to medication testing may be minimized. ReferencesCarrell, M. R., & Heavrin, C. (2013). Labor relations and collective bargaining: Private and public sectors (10 ed.). Upper Saddle River, NJ: Prentice Hall.Drug Testing and Alcohol Testing of Employees. (2016, August ). Retrieved from HR Hero: http://topics.hrhero.com/drug-testing-and-alcohol-testing-of-employees/# Correct Answer: [None] Response Feedback: [None Given] |
Question 3
45 out of 50 points
| Match each description to the correct term. | ||||
| QuestionCorrect MatchSelected Match_____________ have generally been used because they are easy to develop and provide an objective, unambiguous means of considering employees when job openings occur.H. Seniority systemsJ. Seniority listMay be defined as arranging to make goods or perform services with another firm that could be accomplished by the bargaining unit employees within the employer’s current facility.E. Subcontracting/outsourcingE. Subcontracting/outsourcingThis senior-based procedure became a common layoff and recall decision criteria.F. Last hired/first fired ruleF. Last hired/first fired ruleContract provisions that specify how seniority, ability, and other factors will be used to determine the order of employee temporary job layoffs and recalls.D. Layoff and recall rightsD. Layoff and recall rightsOccurs when employees with greater seniority whose jobs have been phased out have the right to displace employees with less seniority.L. BumpingL. BumpingSupreme Court upheld a CBA seniority system even though the layoffs adversely affected blacks hired under a court order to remedy past discrimination.K. Stotts caseK. Stotts caseThe process of a company posting notices of new job positions to give permanent employees the opportunity to apply.G. Job biddingG. Job biddingA new job security issue appearing in more newly negotiated agreements and in more discipline cases. Many employers, private and public sectors, have created policies to limit its use in the workplace. Violation of such policies can lead to termination.I. Social mediaI. Social mediaInclude the rights to remain employed during times of layoffs, rights to promotion opportunities, and to a fair hearing in cases involving discipline, as well as the need to have work performed by employees within the company rather than subcontracting or increasing the use of automatic equipment.B. Job securityB. Job securityInvolvement that creates an environment in which people have an impact on decisions and actions that affect their workplace, not the terms and conditions of their employment.M. Employee teamsM. Employee teams |
Tuesday, September 13, 2016 11:36:26 AM CDT
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