Cost Club Scenario Essay

IntroductionEvery employee has unplumbed expert(a)s in the work tooshie that include their right to privacy, fair compensation and liberal from secernment. til now appli basints rent rights before they ar hired as an employee. Some of those rights include discrimination that is based solely on a persons race, gender, age, religion, national origin, or during the hiring process (FindLaw, 2014).Employee Privacy* Employees ingest the right to privacy with regards to their personal possessions * This includes their purses, handbags. Briefcases, lockers.* Employees work special rights with respect to e-mail messages and internet use of goods and services while using woo cabargonts calculating machine system * Employers do non keep back the right to conduct a deferred netment checks or back show checks on an employee or perspective employee without the express written leave of the employee (FindLaw, 2014).Employee Unionsnether the national stab dealings second (NL RA), employers atomic number 18 forbidden from in use(p) in an employees right to organize, or to join or assist in a undertaking organization for corporate bargaining purposes, or prohibit running(a) together to improve terms and conditions of their place of job. Union employers may non coerce their employees in exercising whatever(prenominal) of their rights such as (National Labor trans portrayalion Board, 2014) * It is il legitimate for an employer to threaten their employees with the loss of their jobs or eudaimonias if they choose to join or suffrage for a join or act in protected platform activity. * expose employees with plant closure should their employees choose to get to union representation.* Employers atomic number 18 not to c both into question employees about their union activities or sympathies * control employees eudaemonias in order to discourage union support * Punishingemployees for engaging in union or protected concerted activity * Retalia ting against an employee by transferring, laying off, terminating, delegate employees to more difficult work tax or for filing an unfair labor normal charges or participating in an NLRB investigation (National Labor Relations Board, 2014).occupational Safety and Health giving medicationUnder the Occupational Safety and Health Administration (,OSHA) employers have a responsibility to their employees to volunteer a safe environment for their employees. Employers are responsible for providing their employees with a workplace free of serious hazards and mustiness follow completely OSHA safeguard and health standards as comfortably as identify and correct any safety or health problems found. It is in addition the employers responsibility to ( unify nominates section of Labor, 2014). * cargo deck employees informed about hazards through the offer of training, labeling, alarms, systems that are color coded, material safety data sheets that pertain to chemicals and other met hods.* Employees are to be trained in a manner in which they can amply understand * Employers are to maintain stainless and complete records of any work-related injuries or illnesses that may occur in the workplace. * Employers are to domiciliate any citations, injuries and illness data where is it advantageously military positi stard by employees. * OSHA is to be notified by the employer inside eight hours should there be a workplace fatality or when collar or more workers have been injure or hospitalized repayable to an accident. * Display the formalized OSHA poster that describes the rights and responsibilities in plain view for employees to read per the OSHA cultivate (United States surgical incision of Labor, 2014).Employee seclusion Income Security ActCompliance help under the Employee Retirement Income Security Act (ERISA) sets the borderline standards for retirement and health benefit plans in private industry. Although ERISA does not demand an employer to provid e a retirement plan or to provide benefits it only requires those who have established plans meet and follow a direct of standards. ERISA c everyplaces retirement, health, and other welfare benefit plans. (United States Department of Labor, 2014) * Meet ERISA standards of conduct* Employers are to assure that the funds of the plan are protected and thatparticipants who qualify will hear their benefits. * Employers are to include new health faithfulnesss* Employers are to provide a continuation of health care coverage for an employee that due to certain events would result in a reduction ,in their benefits. * The Health Insurance Portability and duty Act (HIPAA) amended ERISA to make health care coverage available for employees that have either been terminated or have quit (United States Department of Labor, 2014).Fair Labor Standards ActThe Fair Labor Standards Act (FLSA) is responsible for setting and establishing a minimum wage, extra time pay, recordkeeping, and youth employ ment standards that expunge employees in the private sector andFederal, State and local governments (United States Department of Labor, 2014). * The wage for cover nonexempt workers is $ 7.25 per hours * Overtime pay to be at the rate of one-half times their regular pay after a 40 hour workweek. * There is no limit to anyone 16 years or older to the amount of hours they may work. * FLSA does not require constitute company to pay overtime for weekends, holidays for an employees, regular days off, unless overtime is typically worked on those days. * Employers are postulate to display the official poster of the FLSA. (United States Department of Labor, 2014).ConclusionIn order to meet and maintain a high example level of employee behavior. Employees of appeal corporation must fully understand the honest and legal implications of their decisions. As they relate to their employees personal and overlord values. This should be reflected at every level upper, and lower management included. bell Club needs to develop and implement a Business Code of Ethics that can be reviewed with all employees at all woo Club locations. By implementing a Business Code of Ethics, Cost Club will weave together not only the legal principles of employment, but the example issues that commonly arise in employment issues.These ethical behaviors are vital to Cost Clubs overall success. The stakeholders of Cost Club are able to take direction from Cost Clubs, Business Code of Conduct. And when an ethical plight occurs the code will become one of the employees best tools for dealing with the dilemma. When Cost Club chooses to engage in employee monitoring, this practice will be posted and announced to all employees.Employees need to understand the laws and Cost Clubs corporations, policies along with the Business Code of Conduct.Cost Club also needs to performance restraint in looking over their employees shoulders when it comes to use of the internet and email. (Mujtaba, 2014 ). When everyone understands all the ground rules then the workplace environment at Cost Club will be fair. If Cost Clubs employees are being ethical and following the policies he or she should not be concerned with monitoring and at the same time Cost Club should conduct their monitoring of employees within the guidelines of the law (Mujtaba, 2014).ReferencesFindLaw. (2014). Employee rights 101. Retrieved April 13, 2014, from http//employment.findlaw.com/employment-discrimination/employees-rights-101.html. Mujtaba, B. G. (2014). Ethical implications of employee monitoring What leaders should consider. Retrieved April 13, 2014, from http//www.huizenga.nova.edu/Jame/articles/employee-monitoring.cfm. National Labor Relations Board. (2014). Employer/union rights and obligations. Retrieved April 13, 2014, from http//www.nlrb.gov/rights-we-protect/employerunion-rights-and-obligations. United States Department of Labor. (2014). Employee retirement income security act ERISA. Retrieved Apri l 13, 2014, from http//www.dol.gov/dol/topic/health-plans/erisa.htm. United give tongue to Department of Labor. (2014). Employer rights and responsibilities following an OSHA inspection. Retrieved April 13, 2014, from https//www.osha.gov/Publications/osha3000.html12. United States Department of Labor. (2014). Wage and hour division. Retrieved April 13, 2014, from http//www.dol.gov/whd/flsa/.