Chapter 11: Roles, Rights & Responsibilities Explain the purpose of evaluations Know your legal employment rights

11.1: Employer Evaluations It is a right of the employer to evaluate their employees Most employers use a performance appraisal to measure & evaluate a worker’s accomplishments Evaluations should occur annually New employees may be evaluated more often

11.1: Employer Evaluations HISTORY OF EVALS 300 A.D. Chinese Emperor rates the performances of family members 1800 A.D. Robert Wen in Scotland - 1 st performance appraisals in industry by hanging colored cube of wood over cotton mill employees’ workstation representing performance level 1813 U.S. Army General Lewis Cass submits evals of each man under his command

11.1: Employer Evaluations CIVIL RIGHTS ACT of 1964 Along with Equal Employment Opportunity Commission (EEOC) formed in 1966 established guidelines for the regulation of employment selection Both put pressure on employers to have fair evals

11.1: Employer Evaluations Purpose of Evaluations Measures career success Promotion potential Salary increase Possible discharge (firing) Transfer to other department or job Admission into a training program

11.1: Employer Evaluations Salary Basis Merit Rating – formal, periodic written evaluation of your job performance Use of Eval Evaluator must be objective (not allow personal feelings to interfere) When measured against others the rating must be in numerical terms (Rating Sheet or Survey)

11.1: Employer Evaluations Evaluation Meeting First meeting is after probation period and should be scheduled in advance Discuss strengths & weaknesses Make a list of questions you have (How can I improve my performance?) Ask if you don’t know the eval process Listen to suggestions and do not let hurt feelings cause you to display resentment IT IS YOUR RESPONSIBILITY TO PERFORM AT MINIMUM STANDARDS OR ABOVE!

11.1: Employer Evaluations Evaluation Meeting If you disagree with the eval ask your supervisor for permission to respond to the points of disagreement Plan immediately to improve the areas in which you have shown weakness. This is your job.

11.2: Ethics ETHICS Ethics – the unwritten rules governing the code of values of a person, an organization or a society. The standards of conduct for what is right and wrong. Ethics are imposed from inside the company not outside All members of the company are expected to practice them

11.2: Ethics ETHICS Insider abuse – using knowledge obtained as a result of your position for personal gain Whistle blowing – when employees report dishonest or wasteful company activities to a government authority Monopoly – businesses with no competition Antitrust laws – laws preventing companies to monopolize a particular market or industry (illegal) Price fixing – agreements between competitors to establish specific prices for their products or services (illegal)

11.3: Federal Rules & Regulations Why We Have Rules… Prior to 1900, the USA had little to laws that protected workers. In 1913 Congress created the Department of Labor, an executive body that dealt with the problems of workers including Worker welfare Improved working conditions Opportunities for profitable employment

11.3: Federal Rules & Regulations Minimum Wage & Overtime Pay Fair Labor Standards Act Minimum Wage Overtime pay Child labor standards (under age 16)

11.3: Federal Rules & Regulations Equal Pay Act of 1963 Prohibits pay discrimination on the basis of gender This is not an act dealing with race!

11.3: Federal Rules & Regulations Civil Rights Act of 1964 Believe it or not… 1 st Civil Rights Act was passed in 1866 – 1 year after the end of the Civil War (led to 14 th Amendment) Other Civil Rights Acts were passed in 1870, 1871 & 1875 Not until 1964 did Civil Rights come back to the forefront Protects workers from discrimination on the basis of Race Gender Religion Color & National Origin

11.3: Federal Rules & Regulations Workers Compensation Provide benefits (payment) to workers who are injured on the job Americans with Disabilities Act (ADA) of 1990 Protects those with physical or mental disabilities from employment discrimination Family & Medical Leave Act of 1993 Gives families a way to balance work and family responsibilities

11.3: Federal Rules & Regulations Social Security Act A national (federal) law that aims to provide income to workers after they retire Provide regular or monthly lifetime payments to retired employees Measured by your Social Security # which you give to your employer each time you obtain a job!

11.4: Fringe Benefits Fringe Benefits ….Forms of compensation other than salary or wages Not subject to taxes Employers do NOT have to provide them Medical Insurance Vacation Time Pension Plans Life Insurance Child Care Parenting Leave (leave taken by parents when new child is born/adopted) Credit Unions (non-profit banking services for employees of a company) Workshops (1-day courses that provide training)/Seminar (multi-day training)

11.5: Work Schedule Types of Workers White Collar – office or business workers Blue Collar – factory, “3 rd shift” or mine workers Contingent workers – part-time, temporary, contractual or leased employees

11.5: Work Schedule Work Shifts 1 st Shift – day workers – usually 7am-3pm 2 nd Shift – evening workers – 3pm-midnight 3 rd Shift – overnight workers – Midnight – 7am Fixed Shift – hours remain same each week Split Shift – daily work divided into 2+ parts Swing Shift – 4 th or rotating shift used in 24-hour jobs

11.5: Work Schedule Work Shifts 1 st Shift – day workers – usually 7am-3pm 2 nd Shift – evening workers – 3pm-midnight 3 rd Shift – overnight workers – Midnight – 7am Fixed Shift – hours remain same each week Split Shift – daily work divided into 2+ parts Swing Shift – 4 th or rotating shift used in 24-hour jobs