For this discussion activity, you will conduct your scavenger hunt by finding two examples of where the organization and management ensured employment and employee laws and workplace rules were clear and consistent for everyone in the organization, and then provide two examples where an organization failed in this area, along with the end result for the organization. Think about examples in your past when there was an employee who was always pushing the envelope and trying to get away with the little things, or even examples where managers or organizations broke the law outright.
In addition, I want you to consider what social media and technology are adding to this topic and the issues this creates for the workplace. Remember these examples can come from any organization. If you do find applicable information on your own organization while working on this discussion, use it where applicable in your own SWOT analysis. These examples can be from current events, historical instances, or classic examples, in video or print.
Conduct a web search seeking two examples of employment or employee laws that you believe were vital in changing or creating today’s workplace and then share two examples where rules and laws were either not enforced or were not enforced evenly and fairly throughout the organization.
In response to your colleagues:
As with each discussion, when responding to your fellow classmates’ posts, you need to discuss their examples and experiences and present different thoughts and ideas on how best to approach and resolve these issues. In addition, as we work through the discussion, remember your own SWOT analysis and consider the information gained here as you work on your assignments this module.
First discussion:
Social Media is a major factor in today’s workplace, some companies have specific regulations and policies which explicitly outline the “do’s and don’ts” of the organization while others may not have any. Unless your company specifically outlines no tolerance, e-harassment, or bullying there is not set legislation to protect employees who could be affected. There is protection under the Equal Opportunity Employment Commission (EEOC) if the harassment leads to violation of the protected discrimination categories. Familiarity with EEOC protected categories and understanding how activity on social media could carry over in the workplace is important to avoid legalities, discrimination, and an undesirable work environment.
The Navy adopted a social media usage handbook in January 2018. The policy was implemented to evolve with the culture of its employees and address challenges of operational and cybersecurity regarding online conduct (U.S. Navy Social Media Handbook, 2018). Setting the standard for online conduct was essential for the Navy to make sure Sailors understood their responsibility, “do’s and don’ts” of social media, and the consequences of the implemented policy are violated. Employees have annual training in addition to command level training, and routine updates to the policy which all employees are required to adhere to. The policies implemented by the Navy are concise and consistent about social media usage, training, expectations, and zero tolerance.
Large companies struggle with enforcing and implementing regulations to protect their employees. In September 2018, hundreds of McDonald’s employees used social media to stage a one-day, 10 city strike inspired by the #MeToo movement, alleging the fast-food giant does not adequately address pervasive sexual harassment at its stores (Whitten, 2018). Additionally, other complaints were filed previously over the years and a request was made to the EEOC to consolidate the complaints into one investigation. McDonald’s alleges it has strong policies and training in place specifically designed to prevent sexual harassment (Whitten, 2018). In my opinion, McDonald’s policies against harassment are nonexistent if not enforced.
My selected key functions were harassment policies and social media in the workplace. During my web search, I found stopbullying.gov which I did not know existed but after review, I somewhat understand why maybe I had not heard of it. In my opinion, it is good information, but I do not think it is as effective as it could be if it were backed by legislation. I think equal pay for equal work has helped close the income gap between men and women. If it were not for the implementation of Equal Pay/Compensation Discrimination, there would be an even greater wage disparity and women would not have the protections that have been implemented over the years.
References:
U.S. Navy Social Media Handbook. (January 2018). Retrieved from: u-s-navy-social-media-handbook.pdf
Whitten, S. (September 2018). McDonald’s employees stage first #MeToo strike. CNBC.com. Retrieved
from: https://www.cnbc.com/2018/09/18/mcdonalds-employee…
second discussion:
Hello Class,
Regardless of your organization’s size, developing formal policies and procedures can make it run much more smoothly and efficiently. They communicate the values and vision of the organization, ensuring employees understand exactly what is expected of them in certain situations. Because both individual and team responsibilities are clearly documented, there is no need for trial-and-error or micromanaging. Upon reading the workplace policies and procedures, employees should clearly understand how to approach their jobs. (Snook,2019) For example, Wal-Mart is one of the largest retail corporations in the world. Wal-Mart being a major corporation with social responsibility and moral obligation of ethics to maintain with their employees. Wal-Mart’s ethical structure benefits the community during its day to day business. Wal-Mart has released a report globally stating the responsibility in leading at making a difference in major issues that matter to everyone. The report also states that the size and scale of Wal-Mart Corporation is grand and that it is still committed to make a difference in the world and to make it a much better place to live. (Walmart,2020) During my research, I came across an OSHA article where The U.S. Department of Labor’s Occupational Safety and Health Administration cited Home Depot Inc. for eight safety violations, including seven repeat, carrying proposed penalties of $150,700 after an inspection at its Reynoldsburg store. The inspection was initiated under the site-specific targeting program that directs enforcement resources to workplaces where the highest rates of injuries and illnesses occur. I believe this is a good example of what employers face in a daily challenge of emphasizing how safety is a top value to employees. It must be implemented in the workplace as well as the home environment to ensure a 24/7 approach. Safety values have the power to protect the well-being of you, your coworkers, and your family if followed diligently. (LSCI,2016)
References:
Ann Snook (2019) Policies and Procedures in the Workplace: The Ultimate Guide https://i-sight.com/resources/policies-and-procedures-in-the-workplace-the-ultimate-guide/ (Links to an external site.)
Walmart (2020) Walmart Associate Information Privacy Policy https://corporate.walmart.com/privacy-security/walmart-associate-information-privacy-policy (Links to an external site.)
LSCI (2016) When Employees Don’t Follow Workplace Safety Rules https://lancastersafety.com/employees-dont-follow-safety-rules/ (Links to an external site.)
