Human Resources and Diversity Objectives 1. Describe work environment of desired career positions 2. Relate environments to hiring policies and procedures. 3. Analyze interview information 4. Describe the purpose of a performance appraisal 5. Identify the role of unions in the workplace 6. List key rights of workers 7. Describe benefits of diversity in the workplace

Human Resources: Human Resources Departments: Monitor needs Support staff Guidance on legal issues Hiring Evaluates, authorizes and publishes job descriptions Screen potential applicants Training Convey culture

Human Resources: Terms Employment terms: FTE: Full time equivalent Describes staffing levels in a department

Human Resources and Diversity Objectives 1. Describe work environment of desired career positions 2. Relate environments to hiring policies and procedures. 3. Analyze interview information 4. Describe the purpose of a performance appraisal 5. Identify the role of unions in the workplace 6. List key rights of workers 7. Describe benefits of diversity in the workplace

Human Resources: Work environments in dietetics and nutrition

Human Resources: Types of compensation: Salaried worker Compensatory Time On-call Types of employees Professionals Supervisory personnel Skilled workers Unskilled workers

Human Resources: Status: Full time Part time Short time ( < 20 hours per week)

Human Resources and Diversity Objectives 1. Describe work environment of desired career positions 2. Relate environments to hiring policies and procedures. 3. Analyze interview information 4. Describe the purpose of a performance appraisal 5. Identify the role of unions in the workplace 6. List key rights of workers 7. Describe benefits of diversity in the workplace

Human Resources: Hiring Policies and Procedures 1. Identify the position Job Description that completely describes the role and function Requirements for the job Objective RD, CD, RD-eligible Education Continuing Education Experience Job Description Duties Used in recruitment and selection but also has legal implications on the job Not task oriented

Human Resources: Job Description Example: Full-time Clinical duties Define client population Supervisory role Committee membership Continuing education In-service training to employees “Performs other duties as assigned”

Human Resources: Hiring Policies and Procedures 1. Identify the position Job Description that completely describes the role and function 2. Identify the compensation package salary benefits vacation comp time 3. Focus your search Newspapers, Journals Hot line Web sites Networking

Human Resources: Hiring Policies and Procedures (continued) 4. Identify who will review the applications for the first passInterviewing 1. Type of facility a. Department function b. HR + Department 2. Interview Semi-structured Structured Coordinated questions if more than one interviewer Search Committee Taking notes

Human Resources: Interviewing (continued) 3. Legalities - see issues regarding discrimination Do not ask questions that may infringe on personal rights Don’t ask about age, marital status, children, disabilities religion, ethnicity, sexual orientation, etc. 4. Closing the interview Provide a time frame Confirm numbers - phone, fax etc. 5. Checking references When Confidentiality Confirm who you are speaking to - make sure they would have direct information on this person

Human Resources and Diversity Objectives 1. Describe work environment of desired career positions 2. Relate environments to hiring policies and procedures. 3. Analyze interview information 4. Describe the purpose of a performance appraisal 5. Identify the role of unions in the workplace 6. List key rights of workers 7. Describe benefits of diversity in the workplace

Human Resources: Discuss Interviewing Identify a goal Identify a strategy Cover letter Resume as a tool Preparation for an interview Questions to ask Negotiation points

Human Resources and Diversity Objectives 1. Describe work environment of desired career positions 2. Relate environments to hiring policies and procedures. 3. Analyze interview information 4. Describe the purpose of a performance appraisal 5. Identify the role of unions in the workplace 6. List key rights of workers 7. Describe benefits of diversity in the workplace

Human Resources: Performance Appraisals Purpose is to support growth Employee Institution/ Employer How am I doing? Who is the “I”?

Human Resources: Performance Appraisals StructuredNon-structuredStructured: Process: Form that has been reviewed by a representative committee Form is available for the employee to review, samples provided Date is set for annual performance evaluation - no surprises 1). Institutional and Department goals available 2). Personal goals should align with the overall goals 3). Strategic Plan

Human Resources: Performance Appraisals: Management by Objective Review objectives from the previous year Discuss accomplishments Review objectives that were not met Set objectives for the next year Clearly defined Evaluation planned At Performance evaluation review above Discuss strengths and weaknesses - Positive emphasized Summation

Human Resources: Performance Appraisals: Feedback Supervisor review - traditional Self-review Peer review 360º review

Human Resources: Disciplinary Action Based a good foundation of mutual respect and open communication Institutional policy for disciplinary process Based on documentation Follow procedures Observe confidentiality Involve HR as necessary - consider this office an excellent resource for support

Human Resources: Procedure for Disciplinary Action Verbal warning Meeting State problem Discuss issues, be open to perceptions End on a positive note Try not to blindside a person Documentation at all steps Written warning Provide time for corrective action Period of probation may be included in policies Suspension Termination Urban Myths regarding termination of an employeeUrban Myths regarding termination of an employee

Human Resources and Diversity Objectives 1. Describe work environment of desired career positions 2. Relate environments to hiring policies and procedures. 3. Analyze interview information 4. Describe the purpose of a performance appraisal 5. Identify the role of unions in the workplace 6. List key rights of workers 7. Describe benefits of diversity in the workplace

Human Resources: Unions “The Union Difference Union members earn more money, have better benefits, are more productive and have greater job security than nonunion workers.” AFL/CIO

Human Resources: Unions The United Food and Commercial Workers Union is North America's largest and strongest private sector union. The UFCW is made up of 1.4 million members--people working together to improve their lives and their future. UFCW members are employed in many different industries, but concentrated in retail food, meatpacking, poultry, and other food processing industries.

Human Resources: Unions “The Hotel Employees and Restaurant Employees International Union (HERE) is a labor union representing approximately 265,000 hospitality industry workers through 111 affiliated Local Unions across the United States and Canada.”

Human Resources: Unions “Members include room attendants, cooks, waiters, bartenders, desk clerks, and many others. They work in hotels, motels, casinos, restaurants, cafeterias, clubs, hospitals, schools, railroad dining cars, bars, airports, bus terminals, inflight kitchens, stadium concessions, and other hospitality, food service, travel, and tourism establishments.”

Human Resources: Wages for Food Service Workers:

Human Resources and Diversity Objectives 1. Describe work environment of desired career positions 2. Relate environments to hiring policies and procedures. 3. Analyze interview information 4. Describe the purpose of a performance appraisal 5. Identify the role of unions in the workplace 6. List key rights of workers 7. Describe benefits of diversity in the workplace

Human Resources: Terms Discrimination may be based on: Age Disability Gender Pregnancy Race or Ethnicity Religion Sexual Orientation Union Support Immigrant Status

Human Resources: Federal Equal Employment Opportunity (EEO) Laws: What Are the Federal Laws Prohibiting Job Discrimination?  Title VII of the Civil Rights Act of 1964 (Title VII), which prohibits employment discrimination based on race, color, religion, sex, or national origin;  the Equal Pay Act of 1963 (EPA), which protects men and women who perform substantially equal work in the same establishment from sex-based wage discrimination;  the Age Discrimination in Employment Act of 1967 (ADEA), which protects individuals who are 40 years of age or older;

Human Resources: Federal Equal Employment Opportunity (EEO) Laws: What Are the Federal Laws Prohibiting Job Discrimination?  Title I and Title V of the Americans with Disabilities Act of 1990 (ADA), which prohibit employment discrimination against qualified individuals with disabilities in the private sector, and in state and local governments;  Sections 501 and 505 of the Rehabilitation Act of 1973, which prohibit discrimination against qualified individuals with disabilities who work in the federal government; and  the Civil Rights Act of 1991, which, among other things, provides monetary damages in cases of intentional employment discrimination.

Human Resources: Workers rights regarding workplace safety  Each brief description below is linked to a fuller explanation of the law and how to use it  Each brief description below is linked to a fuller explanation of the law and how to use it.  Under the federal Occupational Safety and Health Act, you have a legal right to a workplace free of recognized health and safety hazards.  Under regulations of the Occupational Safety and Health Administration (OSHA), you have a legal right to any information that your employer has about any exposure you may have had to hazards such as toxic chemicals or noise. You also have a right to any medical records your employer has concerning you.  Under Occupational Safety and Health Administration regulations, you have a legal right to complain to your employer about dangerous conditions.

Human Resources: Workers Rights Each brief description below is linked to a fuller explanation of the law and how to use it. Under the Occupational Safety and Health Act, you have a legal right to file complaints with the Occupational Safety and Health Administration (OSHA) and request OSHA inspections. This right also applies to safety complaints to other government agencies, such as a fire department. Under Occupational Safety and Health Administration regulations, you have the legal right to respond to questions from an OSHA inspector and point out hazards to the inspector, including telling the inspector about past accidents or illnesses and informing the inspector if your employer has temporarily eliminated hazards during the inspection.

Human Resources: Workers Rights Each brief description below is linked to a fuller explanation of the law and how to use it. Under the Occupational Safety and Health Act, you have a legal right not to be discriminated against for exercising your health and safety rights. "Discrimination" includes any adverse action by an employer-- anything from being harassed to being fired. Under the National Labor Relations Act, you have a legal right to refuse to work or to walk off the job because of workplace hazards. This right only applies to "concerted activities," which are actions by two or more workers or by one worker whose action is endorsed by other workers. Such a refusal to work because of workplace hazards must be based on a good-faith belief that the condition is hazardous. Even if you are wrong about the danger (say, if you refuse to work because you smell what you believe is a toxic vapor, but it turns out to be a nontoxic vapor), your actions are protected.

Human Resources: Workers Rights Each brief description below is linked to a fuller explanation of the law and how to use it. Under Occupational Safety and Health Administration regulations, you have a legal right to refuse work that places you in imminent danger of death or serious physical harm and there is not time to contact OSHA. Before you refuse unsafe work, you should request that your employer eliminate the hazard and you should make it clear that you will accept an alternate assignment. Under regulations of the Occupational Safety and Health Administration, you have a legal right to information and training about hazardous materials you work with, including Material Safety Data Sheets. Under regulations of the Occupational Safety and Health Administration, you have a legal right to information about injuries.

Human Resources and Diversity Objectives 1. Describe work environment of desired career positions 2. Relate environments to hiring policies and procedures. 3. Analyze interview information 4. Describe the purpose of a performance appraisal 5. Identify the role of unions in the workplace 6. List key rights of workers 7. Describe benefits of diversity in the workplace

Diversity: Recognize situations associated with discrimination Value cultural competency in the workplace Human Resources and Diversity

Women as Managers: Human Resources and Diversity

Issues regarding discrimination: Obesity Human Resources and Diversity