Cost Club Scenario Essay

IntroductionEvery employee has fundamental nears in the workplace that include their right to covert, modal(a) compensation and free from discrimination. Even applicants piddle rights before they be hired as an employee. Some of those rights include discrimination that is establish solely on a someones race, gender, age, religion, national origin, or during the hiring go (FindLaw, 2014).Employee Privacy* Employees reserve the right to privacy with regards to their personal possessions * This includes their purses, handbags. Briefcases, lockers.* Employees have traped rights with adore to e-mail messages and internet usage patch using follow orderings computer frame * Employers do not have the right to drive a credit checks or background checks on an employee or view employee without the express written permission of the employee (FindLaw, 2014).Employee sum totals infra the National moil Relations recreate (NLRA), employers atomic number 18 forbidden from interf ering in an employees right to organize, or to gather or assist in a labor organization for collective negociate purposes, or prohibit working in concert to improve terms and conditions of their place of employment. Union employers may not force their employees in exercising whatsoever of their rights such as (National Labor Relations Board, 2014) * It is nonlegal for an employer to threaten their employees with the loss of their jobs or benefits if they adopt to join or vote for a wedding or participate in protect concerted activeness. * Threaten employees with name closure should their employees choose to have heart and soul representation.* Employers are not to question employees approximately their union activities or sympathies * Promise employees benefits in order to discourage union champion * Punishing employees for engaging in union or protected concerted activity * Retaliating against an employee by transferring, laying off, terminating, assigning employe es to much difficult work task or for filing an unfair labor form charges or participating in an NLRB investigating (National Labor Relations Board, 2014).occupational prophylactic and Health AdministrationUnder the Occupational Safety and Health Administration (,OSHA) employers have a responsibility to their employees to lead a safe environment for their employees. Employers are li adequate for providing their employees with a workplace free of unspoilt hazards and must follow both OSHA rubber and wellness standards as well as identify and correct any asylum or health problems found. It is also the employers responsibility to (United States segment of Labor, 2014). * Keep employees sensible about hazards through the offering of training, labeling, alarms, systems that are color orderd, material safety information sheets that pertain to chemicals and other methods.* Employees are to be trained in a elan in which they can richly reckon * Employers are to take accura te and fare records of any work-related injuries or illnesses that may progress in the workplace. * Employers are to post any citations, injuries and illness data where is it easily viewed by employees. * OSHA is to be notified by the employer within eight hours should there be a workplace fatality or when three or more workers have been injured or hospitalized due to an accident. * Display the official OSHA placard that describes the rights and responsibilities in plain view for employees to direct per the OSHA cloak (United States discussion section of Labor, 2014).Employee Retirement Income protective covering deportCompliance assistance downstairs the Employee Retirement Income Security Act (ERISA) sets the tokenish standards for retirement and health benefit plans in private industry. Although ERISA does not exact an employer to provide a retirement plan or to provide benefits it yet requires those who have naturalized plans meet and follow a aim of standards. ER ISA covers retirement, health, and other welfare benefit plans. (United States surgical incision of Labor, 2014) * Meet ERISA standards of conduct* Employers are to recite that the funds of the plan are protected and that participants who qualify give receive their benefits. * Employers are to include new health laws* Employers are to provide a continuation of health bid coverage for an employee that due to sealed events would result in a reducing ,in their benefits. * The Health Insurance Portability and Accountability Act (HIPAA) amended ERISA to make health care coverage available for employees that have every been terminated or have block (United States Department of Labor, 2014).Fair Labor Standards ActThe Fair Labor Standards Act (FLSA) is obligated for setting and establishing a minimum wage, extra time pay, recordkeeping, and youth employment standards that affect employees in the private sector andFederal, State and local anaesthetic governments (United States D epartment of Labor, 2014). * The wage for covered rateable workers is $ 7.25 per hours * Overtime pay to be at the rate of one-half times their uniform pay after a 40 hour workweek. * There is no limit to anyone 16 years or one-time(a) to the amount of hours they may work. * FLSA does not require terms golf club to pay overtime for weekends, holidays for an employees, regular days off, unless overtime is typically worked on those days. * Employers are required to boast the official poster of the FLSA. (United States Department of Labor, 2014). cultivationIn order to ensure and maintain a high moral take of employee behavior. Employees of damage Club must fully understand the honourable and legal implications of their decisions. As they relate to their employees personal and professional values. This should be reflected at every level upper, and cast down management included. Cost Club postulate to develop and implement a byplay Code of Ethics that can be reviewed with al l employees at all Cost Club locations. By implementing a line of merchandise Code of Ethics, Cost Club will weave together not only the legal principles of employment, but the moral issues that commonly arise in employment issues.These ethical behaviors are vital to Cost Clubs general success. The stakeholders of Cost Club are able to take direction from Cost Clubs, stage business Code of Conduct. And when an ethical dilemma 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 exercise control in looking over their employees shoulders when it comes to uptake of the internet and email. (Mujtaba, 2014). When everyone understands all the ground rules thus the workplace environment at C ost Club will be fair. If Cost Clubs employees are being ethical and undermentioned the policies he or she should not be concerned with monitoring and at the alike(p) 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). honourable 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 April 13, 2014, from http//www. task.gov/dol/topic/health-plans/erisa.htm. United Stated 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). prosecute and hour division. Retrieved April 13, 2014, from http//www.dol.gov/whd/flsa/.