29 CFR 778.332 - Awards for activities not normally part of employee's job.

Code of Federal Regulations, 2011 CFR

2011-07-01

... 29 Labor 3 2011-07-01 2011-07-01 false Awards for activities not normally part of employee's job. 778.332 Section 778.332 Labor Regulations Relating to Labor (Continued) WAGE AND HOUR DIVISION... of employee's job. (a) Where the prize is awarded for activities outside the customary working hours...

29 CFR 783.18 - Commerce activities of employees.

Code of Federal Regulations, 2014 CFR

2014-07-01

... 29 Labor 3 2014-07-01 2014-07-01 false Commerce activities of employees. 783.18 Section 783.18... Commerce activities of employees. Prior to the 1961 Amendments, the Fair Labor Standards Act applied to all employees, not specifically exempted, who are engaged (a) in interstate or foreign commerce or (b) in the...

29 CFR 783.18 - Commerce activities of employees.

Code of Federal Regulations, 2010 CFR

2010-07-01

... 29 Labor 3 2010-07-01 2010-07-01 false Commerce activities of employees. 783.18 Section 783.18... Commerce activities of employees. Prior to the 1961 Amendments, the Fair Labor Standards Act applied to all employees, not specifically exempted, who are engaged (a) in interstate or foreign commerce or (b) in the...

29 CFR 783.18 - Commerce activities of employees.

Code of Federal Regulations, 2012 CFR

2012-07-01

... 29 Labor 3 2012-07-01 2012-07-01 false Commerce activities of employees. 783.18 Section 783.18... Commerce activities of employees. Prior to the 1961 Amendments, the Fair Labor Standards Act applied to all employees, not specifically exempted, who are engaged (a) in interstate or foreign commerce or (b) in the...

29 CFR 783.18 - Commerce activities of employees.

Code of Federal Regulations, 2013 CFR

2013-07-01

... 29 Labor 3 2013-07-01 2013-07-01 false Commerce activities of employees. 783.18 Section 783.18... Commerce activities of employees. Prior to the 1961 Amendments, the Fair Labor Standards Act applied to all employees, not specifically exempted, who are engaged (a) in interstate or foreign commerce or (b) in the...

29 CFR 783.18 - Commerce activities of employees.

Code of Federal Regulations, 2011 CFR

2011-07-01

... 29 Labor 3 2011-07-01 2011-07-01 false Commerce activities of employees. 783.18 Section 783.18... Commerce activities of employees. Prior to the 1961 Amendments, the Fair Labor Standards Act applied to all employees, not specifically exempted, who are engaged (a) in interstate or foreign commerce or (b) in the...

Employer-employee relations.

PubMed

Copeland, J D

1993-09-01

As an employer, a veterinarian must be vigilant to protect the rights of both job applicants and employees. Federal and state statutes guarantee that applicants and employees will not be subjected to discrimination in any aspect of employment, including recruitment, hiring, promotion, compensation, and termination of employment. An employer may not discriminate on the basis of sex, race, color, national origin, religion, age, or physical disability. In addition, common law tort actions give employees powerful causes of action be against those employers who injure employees. More than ever, employers must be diligent in obeying the law. Employers must also take measures to protect themselves from employee claims by instituting risk management plans and purchasing adequate insurance coverage.

18 CFR 1316.8 - Employee protected activities.

Code of Federal Regulations, 2014 CFR

2014-04-01

... 18 Conservation of Power and Water Resources 2 2014-04-01 2014-04-01 false Employee protected... Conditions and Certifications § 1316.8 Employee protected activities. When so indicated in TVA contract... Protected Activities (Applicable to contracts for goods or services delivered to nuclear facilities or...

18 CFR 1316.8 - Employee protected activities.

Code of Federal Regulations, 2010 CFR

2010-04-01

... 18 Conservation of Power and Water Resources 2 2010-04-01 2010-04-01 false Employee protected... Conditions and Certifications § 1316.8 Employee protected activities. When so indicated in TVA contract... Protected Activities (Applicable to contracts for goods or services delivered to nuclear facilities or...

18 CFR 1316.8 - Employee protected activities.

Code of Federal Regulations, 2013 CFR

2013-04-01

... 18 Conservation of Power and Water Resources 2 2013-04-01 2012-04-01 true Employee protected... Conditions and Certifications § 1316.8 Employee protected activities. When so indicated in TVA contract... Protected Activities (Applicable to contracts for goods or services delivered to nuclear facilities or...

18 CFR 1316.8 - Employee protected activities.

Code of Federal Regulations, 2012 CFR

2012-04-01

... 18 Conservation of Power and Water Resources 2 2012-04-01 2012-04-01 false Employee protected... Conditions and Certifications § 1316.8 Employee protected activities. When so indicated in TVA contract... Protected Activities (Applicable to contracts for goods or services delivered to nuclear facilities or...

18 CFR 1316.8 - Employee protected activities.

Code of Federal Regulations, 2011 CFR

2011-04-01

... 18 Conservation of Power and Water Resources 2 2011-04-01 2011-04-01 false Employee protected... Conditions and Certifications § 1316.8 Employee protected activities. When so indicated in TVA contract... Protected Activities (Applicable to contracts for goods or services delivered to nuclear facilities or...

20 CFR 10.526 - Must the employee report volunteer activities?

Code of Federal Regulations, 2011 CFR

2011-04-01

... 20 Employees' Benefits 1 2011-04-01 2011-04-01 false Must the employee report volunteer activities....526 Must the employee report volunteer activities? An employee who is receiving compensation for partial or total disability is periodically required to report volunteer activity or any other kind of...

20 CFR 10.526 - Must the employee report volunteer activities?

Code of Federal Regulations, 2014 CFR

2014-04-01

... 20 Employees' Benefits 1 2014-04-01 2012-04-01 true Must the employee report volunteer activities....526 Must the employee report volunteer activities? An employee who is receiving compensation for partial or total disability is periodically required to report volunteer activity or any other kind of...

20 CFR 10.526 - Must the employee report volunteer activities?

Code of Federal Regulations, 2010 CFR

2010-04-01

... 20 Employees' Benefits 1 2010-04-01 2010-04-01 false Must the employee report volunteer activities....526 Must the employee report volunteer activities? An employee who is receiving compensation for partial or total disability is periodically required to report volunteer activity or any other kind of...

20 CFR 10.526 - Must the employee report volunteer activities?

Code of Federal Regulations, 2013 CFR

2013-04-01

... 20 Employees' Benefits 1 2013-04-01 2012-04-01 true Must the employee report volunteer activities....526 Must the employee report volunteer activities? An employee who is receiving compensation for partial or total disability is periodically required to report volunteer activity or any other kind of...

20 CFR 10.526 - Must the employee report volunteer activities?

Code of Federal Regulations, 2012 CFR

2012-04-01

... 20 Employees' Benefits 1 2012-04-01 2012-04-01 false Must the employee report volunteer activities....526 Must the employee report volunteer activities? An employee who is receiving compensation for partial or total disability is periodically required to report volunteer activity or any other kind of...

Job-related motivational factors among Malaysian employees.

PubMed

Manshor, Amat Taap; Abdullah, Adilah

2002-12-01

This study identified job-related motivational factors among Malaysian employees in several telecommunication companies. Responses were obtained from 1,179 employees at all levels up to senior managers and six different functional divisions, sales and marketing, human resources, finance, technical, information, technology, and support division. All employees were asked to rate the importance of Kovach's 10 job-motivational factors. These factors were good wages, job security, opportunity for career growth in the organization, good working conditions, interesting work, company loyalty to employees, tactful discipline, full appreciation of work done, sympathetic help with personal problems, and feeling of being involved in the organization. The top five factors employees identified as motivating them in their jobs were good wages, job security, company loyalty to employees, good working conditions, and full appreciation for work done. Findings were in accordance with Kovach for U.S. employees, in which the top motivational factors were good wages and job security.

45 CFR 73a.735-502 - Employees in regulatory activities.

Code of Federal Regulations, 2014 CFR

2014-10-01

... regulatory activities. (a) An employee in regulatory activities (“control activity” employee) may hold... control of the employee that resulted in the interest becoming prohibited; (iii) No direct relationship... provisions within this part, the following interpretations apply: (1) A “control activity” employee (“control...

45 CFR 73a.735-502 - Employees in regulatory activities.

Code of Federal Regulations, 2010 CFR

2010-10-01

... regulatory activities. (a) An employee in regulatory activities (“control activity” employee) may hold... control of the employee that resulted in the interest becoming prohibited; (iii) No direct relationship... provisions within this part, the following interpretations apply: (1) A “control activity” employee (“control...

45 CFR 73a.735-502 - Employees in regulatory activities.

Code of Federal Regulations, 2012 CFR

2012-10-01

... regulatory activities. (a) An employee in regulatory activities (“control activity” employee) may hold... control of the employee that resulted in the interest becoming prohibited; (iii) No direct relationship... provisions within this part, the following interpretations apply: (1) A “control activity” employee (“control...

45 CFR 73a.735-502 - Employees in regulatory activities.

Code of Federal Regulations, 2011 CFR

2011-10-01

... regulatory activities. (a) An employee in regulatory activities (“control activity” employee) may hold... control of the employee that resulted in the interest becoming prohibited; (iii) No direct relationship... provisions within this part, the following interpretations apply: (1) A “control activity” employee (“control...

45 CFR 73a.735-502 - Employees in regulatory activities.

Code of Federal Regulations, 2013 CFR

2013-10-01

... regulatory activities. (a) An employee in regulatory activities (“control activity” employee) may hold... control of the employee that resulted in the interest becoming prohibited; (iii) No direct relationship... provisions within this part, the following interpretations apply: (1) A “control activity” employee (“control...

28 CFR 5.209 - Information relating to employees.

Code of Federal Regulations, 2010 CFR

2010-07-01

... 28 Judicial Administration 1 2010-07-01 2010-07-01 false Information relating to employees. 5.209 Section 5.209 Judicial Administration DEPARTMENT OF JUSTICE ADMINISTRATION AND ENFORCEMENT OF FOREIGN AGENTS REGISTRATION ACT OF 1938, AS AMENDED § 5.209 Information relating to employees. A registrant shall...

[Psychosocial risks and the job activity of banking sector employees].

PubMed

Stańczak, Aleksander; Mościcka-Teske, Agnieszka; Merecz-Kot, Dorota

2014-01-01

Psychosocial risks, via stress mechanism, may negatively influence employees' health and work activity. Both the scale and the type of these risks depend on job specificity in particular occupation or sector. The aim of the study was to characterize the categories of stressors occurring in the banking sector and their effects on employees' performance. The studied subjects were 484 employees tested with the questionnaire method. The Scale of Psychosocial Risk was used as a research tool. The more the employees are exposed to threats connected with work content, work context, pathologies and specific factor, the less satisfied they are and the more frequently they declare turnover intention. However, rarely does it change their engagement or absence. The subjects felt the effects of risks, regardless of their stressfulness. It turns out that individual's well-being is rather related to work context, e.g. relations with co-workers or salary, than to the character of tasks. It was observed, that with age, employees are less resistant to work context related to threats, which results in frequent absence. Most of the results comply with the literature data. The work environment diagnosis may be based only on the occurrence of psychosocial risks, regardless of the subjectively experienced stress. The conclusions can be used by both employers and specialists in occupational stress prevention.

The Increasing Importance of Employee Relations

ERIC Educational Resources Information Center

Keckley, Paul

1977-01-01

Surveys corporate public relations executives for information about their concern for and involvement with employee relations programming in their organizations and analyzes current public relations education as it relates to these findings. Available from: Public Relations Review, Ray Hiebert, Dean, College of Journalism, University of Maryland,…

Fatigue in employees with diabetes: its relation with work characteristics and diabetes related burden

PubMed Central

Weijman, I; Ros, W; Rutten, G; Schaufeli, W; Schabracq, M; Winnubst, J

2003-01-01

Aims: To examine the relations between work characteristics as defined by the Job Demand-Control-Support model (JDCS) (that is, job demands, decision latitude, and social support), diabetes related burden (symptoms, seriousness of disease, self care activities, and disease duration), and fatigue in employees with diabetes mellitus. Methods: Employees (n = 292) aged 30–60 years, with insulin treated diabetes, filled in self administered questionnaires that assess the above mentioned components of the JDCS model and diabetes related burdens. Results: Both work and diabetes related factors are related to fatigue in employees with diabetes. Regression analyses revealed that work characteristics explain 19.1% of the variance in fatigue; lack of support, and the interaction of job demands and job control contribute significantly. Diabetes related factors explain another 29.0% of the variance, with the focus on diabetes related symptoms and the burden of adjusting insulin dosage to circumstances. Fatigue is more severe in case of lack of social support at work, high job demands in combination with a lack of decision latitude, more burden of adjusting insulin dosage to circumstances, and more diabetic symptoms. Furthermore, regression analysis revealed that diabetic symptoms and the burden of adjusting the insulin dosage to circumstances are especially relevant in combination with high job demands. Conclusions: Both diabetes and work should be taken into consideration—by (occupational) physicians as well as supervisors—in the communication with people with diabetes. PMID:12782754

New Employee Orientation, Division of Personnel and Labor Relations,

Science.gov Websites

Employee Training Exit Survey HR Forms New Employee Orientation For Admin Staff Classification Form Packets State Officer Compensation Commission Administration / Personnel and Labor Relations / New Employee Orientation New Employee Orientation Last Updated: October 2013 Welcome to the State of Alaska As a new

29 CFR 779.110 - Employees in retailing whose activities may bring them under the Act.

Code of Federal Regulations, 2012 CFR

2012-07-01

... 29 Labor 3 2012-07-01 2012-07-01 false Employees in retailing whose activities may bring them under the Act. 779.110 Section 779.110 Labor Regulations Relating to Labor (Continued) WAGE AND HOUR... Production of Goods for Commerce § 779.110 Employees in retailing whose activities may bring them under the...

29 CFR 779.110 - Employees in retailing whose activities may bring them under the Act.

Code of Federal Regulations, 2013 CFR

2013-07-01

... 29 Labor 3 2013-07-01 2013-07-01 false Employees in retailing whose activities may bring them under the Act. 779.110 Section 779.110 Labor Regulations Relating to Labor (Continued) WAGE AND HOUR... Production of Goods for Commerce § 779.110 Employees in retailing whose activities may bring them under the...

29 CFR 779.110 - Employees in retailing whose activities may bring them under the Act.

Code of Federal Regulations, 2014 CFR

2014-07-01

... 29 Labor 3 2014-07-01 2014-07-01 false Employees in retailing whose activities may bring them under the Act. 779.110 Section 779.110 Labor Regulations Relating to Labor (Continued) WAGE AND HOUR... Production of Goods for Commerce § 779.110 Employees in retailing whose activities may bring them under the...

Perceptions of worksite support and employee obesity, activity, and diet.

PubMed

Lemon, Stephenie C; Zapka, Jane; Li, Wenjun; Estabrook, Barbara; Magner, Robert; Rosal, Milagros C

2009-01-01

To examine the associations of perceptions of organizational commitment to employee health and coworker physical activity and eating behaviors with body mass index (BMI), physical activity, and eating behaviors in hospital employees. Baseline data from 899 employees participating in a worksite weight-gain prevention trial were analyzed. Greater perception of organizational commitment to employee health was associated with lower BMI. Greater perceptions of coworker healthy eating and physical activity behaviors were associated with fruit and vegetable and saturated fat consumption and physical activity, respectively. Improving organizational commitment and facilitating supportive interpersonal environments could improve obesity control among working populations.

Linking Employee Development Activity, Social Exchange and Organizational Citizenship Behavior

ERIC Educational Resources Information Center

Pierce, Heather R.; Maurer, Todd J.

2009-01-01

The authors examined "perceived beneficiary" of employee development (self, organization) for relationships with employee development activity. Perceived organizational support served as a moderator. The authors conclude that employees may engage in development activities to partly benefit their organization to the extent that a positive exchange…

29 CFR 784.18 - Commerce activities of employees.

Code of Federal Regulations, 2010 CFR

2010-07-01

... 29 Labor 3 2010-07-01 2010-07-01 false Commerce activities of employees. 784.18 Section 784.18... Exemptions Provisions of the Act § 784.18 Commerce activities of employees. The Fair Labor Standards Act has... foreign commerce or (b) in the production of goods for such commerce, which is defined to include any...

29 CFR 784.18 - Commerce activities of employees.

Code of Federal Regulations, 2014 CFR

2014-07-01

... 29 Labor 3 2014-07-01 2014-07-01 false Commerce activities of employees. 784.18 Section 784.18... Exemptions Provisions of the Act § 784.18 Commerce activities of employees. The Fair Labor Standards Act has... foreign commerce or (b) in the production of goods for such commerce, which is defined to include any...

29 CFR 784.18 - Commerce activities of employees.

Code of Federal Regulations, 2011 CFR

2011-07-01

... 29 Labor 3 2011-07-01 2011-07-01 false Commerce activities of employees. 784.18 Section 784.18... Exemptions Provisions of the Act § 784.18 Commerce activities of employees. The Fair Labor Standards Act has... foreign commerce or (b) in the production of goods for such commerce, which is defined to include any...

29 CFR 784.18 - Commerce activities of employees.

Code of Federal Regulations, 2013 CFR

2013-07-01

... 29 Labor 3 2013-07-01 2013-07-01 false Commerce activities of employees. 784.18 Section 784.18... Exemptions Provisions of the Act § 784.18 Commerce activities of employees. The Fair Labor Standards Act has... foreign commerce or (b) in the production of goods for such commerce, which is defined to include any...

29 CFR 784.18 - Commerce activities of employees.

Code of Federal Regulations, 2012 CFR

2012-07-01

... 29 Labor 3 2012-07-01 2012-07-01 false Commerce activities of employees. 784.18 Section 784.18... Exemptions Provisions of the Act § 784.18 Commerce activities of employees. The Fair Labor Standards Act has... foreign commerce or (b) in the production of goods for such commerce, which is defined to include any...

Patterns and correlates of physical activity among middle-aged employees: a population-based, cross-sectional study.

PubMed

Jurakic, Danijel; Golubić, Antonija; Pedisic, Zeljko; Pori, Maja

2014-06-01

The purpose of this study was to determine the level, pattern and correlates (socio-demographic, lifestyle and work-related) of physical activity among middle-aged employees in Croatia. In this cross-sectional study the data were collected using a household interview on a random sample of 766 middle-aged employees (52% female) living in Croatia. The International Physical Activity Questionnaire (IPAQ-long) was used to assess physical activity. An additional questionnaire was used to collect data on socio-demographic, lifestyle and work-related correlates. The median (95% CI) total physical activity for the whole sample was 78.7 (69.1-88.3) MET-hours/week. Most physical activity was accumulated in the domain of work (26.4 (20.3-32.5) MET-hours/week) or in domestic activities (19.2(17.8-20.7) MET-hours/week), whilst a significantly lower physical activity was found in the transport (3.3 (2.9-3.7) MET-hours/week) and leisure-time domains (6.5 (5.7-7.3) MET-hours/week). The multiple regression analysis showed an inverse relationship between educational level and the size of settlements with the domestic-related and total physical activity (β range: -0.11 to -0.22; p < 0.01). Among lifestyle correlates, only alcohol consumption was positively related to the total physical activity (β = 0.12; p < 0.01), while the perceived level of stress outside work was the only one, which was inversely associated with the work-related (β = -0.09; p < 0.01) and leisure-time physical activity (β = -0.10; p < 0.01). Middle-aged employees in Croatia accumulate most of their daily physical activity in the work and domestic domains. Analysis of the relationship between physical activity and potential socio-demographic, lifestyle, and work-related correlates indicated that physical activity promotional activities should be primarily focused on males, employees living in smaller settlements and those with higher educational levels. The correlates of physical activity among middle

Perceptions of Worksite Support and Employee Obesity, Activity and Diet

PubMed Central

Lemon, Stephenie C.; Zapka, Jane; Li, Wenjun; Estabrook, Barbara; Magner, Robert; Rosal, Milagros C.

2008-01-01

Objectives To examine the associations of perceptions of organizational commitment to employee health and coworker physical activity and eating behaviors with body mass index (BMI), physical activity and eating behaviors in hospital employees. Methods Baseline data from 899 employees participating in a worksite weight gain prevention trial were analyzed. Results Greater perception of organizational commitment to employee health was associated with lower BMI. Greater perception of coworker healthy eating and physical activity behaviors were associated with fruit and vegetable and saturated fat consumption and physical activity, respectively. Conclusions Improving organizational commitment and facilitating supportive interpersonal environments could improve obesity control among working populations. PMID:19063651

Employee Relations. A Guide and Reference Book for Those Involved or Training to Be Involved in Employee Relations in the Hotel and Catering Industry. Seventh Edition.

ERIC Educational Resources Information Center

Martin, Rodney; Hayter, Roy, Ed.

This guide and reference book is designed to help those involved or training to be involved in employee relations in the hotel and catering industry. Chapter 1 attempts to define employee relations. Chapter 2 describes the institutions and parties involved in employee relations in the hotel and catering industry. The focus of chapter 3 is on…

29 CFR 785.29 - Training directly related to employee's job.

Code of Federal Regulations, 2011 CFR

2011-07-01

... 29 Labor 3 2011-07-01 2011-07-01 false Training directly related to employee's job. 785.29 Section...'s job. The training is directly related to the employee's job if it is designed to make the employee handle his job more effectively as distinguished from training him for another job, or to a new or...

29 CFR 785.29 - Training directly related to employee's job.

Code of Federal Regulations, 2013 CFR

2013-07-01

... 29 Labor 3 2013-07-01 2013-07-01 false Training directly related to employee's job. 785.29 Section...'s job. The training is directly related to the employee's job if it is designed to make the employee handle his job more effectively as distinguished from training him for another job, or to a new or...

29 CFR 785.29 - Training directly related to employee's job.

Code of Federal Regulations, 2014 CFR

2014-07-01

... 29 Labor 3 2014-07-01 2014-07-01 false Training directly related to employee's job. 785.29 Section...'s job. The training is directly related to the employee's job if it is designed to make the employee handle his job more effectively as distinguished from training him for another job, or to a new or...

29 CFR 785.29 - Training directly related to employee's job.

Code of Federal Regulations, 2012 CFR

2012-07-01

... 29 Labor 3 2012-07-01 2012-07-01 false Training directly related to employee's job. 785.29 Section...'s job. The training is directly related to the employee's job if it is designed to make the employee handle his job more effectively as distinguished from training him for another job, or to a new or...

29 CFR 785.29 - Training directly related to employee's job.

Code of Federal Regulations, 2010 CFR

2010-07-01

... 29 Labor 3 2010-07-01 2010-07-01 false Training directly related to employee's job. 785.29 Section...'s job. The training is directly related to the employee's job if it is designed to make the employee handle his job more effectively as distinguished from training him for another job, or to a new or...

49 CFR 805.735-7 - Outside activities of Members and employees.

Code of Federal Regulations, 2010 CFR

2010-10-01

... appearance of, a conflict of interest; or (2) Outside employment or activity which tends to impair his mental... of Members and employees. (a) A Member or employee shall not engage in outside employment or other... an officer or employee of the Board. Before an employee can engage in outside employment or activity...

20 CFR 229.85 - Substantial gainful activity by blind employee or child.

Code of Federal Regulations, 2012 CFR

2012-04-01

... 20 Employees' Benefits 1 2012-04-01 2012-04-01 false Substantial gainful activity by blind employee or child. 229.85 Section 229.85 Employees' Benefits RAILROAD RETIREMENT BOARD REGULATIONS UNDER... Reductions § 229.85 Substantial gainful activity by blind employee or child. A blind employee or child who is...

20 CFR 229.85 - Substantial gainful activity by blind employee or child.

Code of Federal Regulations, 2014 CFR

2014-04-01

... 20 Employees' Benefits 1 2014-04-01 2012-04-01 true Substantial gainful activity by blind employee or child. 229.85 Section 229.85 Employees' Benefits RAILROAD RETIREMENT BOARD REGULATIONS UNDER THE... § 229.85 Substantial gainful activity by blind employee or child. A blind employee or child who is 55...

20 CFR 229.85 - Substantial gainful activity by blind employee or child.

Code of Federal Regulations, 2013 CFR

2013-04-01

... 20 Employees' Benefits 1 2013-04-01 2012-04-01 true Substantial gainful activity by blind employee or child. 229.85 Section 229.85 Employees' Benefits RAILROAD RETIREMENT BOARD REGULATIONS UNDER THE... § 229.85 Substantial gainful activity by blind employee or child. A blind employee or child who is 55...

29 CFR 780.908 - Relation of employee's work to specified transportation.

Code of Federal Regulations, 2011 CFR

2011-07-01

... 29 Labor 3 2011-07-01 2011-07-01 false Relation of employee's work to specified transportation... Relation of employee's work to specified transportation. In order for the exemption to apply to an employee... fruits or vegetables from the farm to the specified places within the same State. Engagement in other...

29 CFR 780.908 - Relation of employee's work to specified transportation.

Code of Federal Regulations, 2010 CFR

2010-07-01

... 29 Labor 3 2010-07-01 2010-07-01 false Relation of employee's work to specified transportation... Relation of employee's work to specified transportation. In order for the exemption to apply to an employee... fruits or vegetables from the farm to the specified places within the same State. Engagement in other...

Occupational Sitting and Physical Activity Among University Employees.

PubMed

Fountaine, Charles J; Piacentini, Meredith; Liguori, Gary A

The prevalence of overweight and obese in the U.S. has been thoroughly documented. With the advent of inactivity physiology research and the subsequent interest in sedentary behavior, the work environment has come under closer scrutiny as a potential opportunity to reverse inactivity. Therefore, the purpose of this study was to determine the sitting and physical activity (PA) habits among different classifications of university employees. University employees (n=625) completed an online survey based on the Occupational Sitting and Physical Activity Questionnaire (OSPAQ). Participants were instructed to describe time spent sitting, standing, walking, and in heavy physical labor during the last seven days, along with the number of breaks from sitting taken per hour. To establish habitual patterns of PA outside of work, employees recalled their participation in structured PA in the past seven days. Prior to data analysis, employees were categorized as Administration, Faculty, Staff, or Facilities Management. Statistically significant differences were found among employee classifications for min sit/d, p<.001; min stand/d, p<.001; min walk/d, p<.001; and min heavy labor/d, p<.001. No significant differences were found for breaks/h from sitting, p=.259 or participation in structured PA, p=. 33. With the exception of facilities management workers, university employees spent 75% of their workday seated. In conjunction with low levels of leisure time PA, university employees appear to be prime candidates for workplace interventions to reduce physical inactivity.

76 FR 63188 - Notification of Employee Rights Under the National Labor Relations Act

Federal Register 2010, 2011, 2012, 2013, 2014

2011-10-12

... notification of employee rights under the National Labor Relations Act, further public education and outreach... NATIONAL LABOR RELATIONS BOARD 29 CFR Part 104 RIN 3142-AA07 Notification of Employee Rights Under... National Labor Relations Act (NLRA) to post notices informing their employees of their rights as employees...

76 FR 82133 - Notification of Employee Rights Under the National Labor Relations Act

Federal Register 2010, 2011, 2012, 2013, 2014

2011-12-30

... notification of employee rights under the National Labor Relations Act, further public education and outreach... NATIONAL LABOR RELATIONS BOARD 29 CFR Part 104 RIN 3142-AA07 Notification of Employee Rights Under... National Labor Relations Act (NLRA) to post notices informing their employees of their rights as employees...

Relationships among supervisor feedback environment, work-related stressors, and employee deviance.

PubMed

Peng, Jei-Chen; Tseng, Mei-Man; Lee, Yin-Ling

2011-03-01

Previous research has demonstrated that the employee deviance imposes enormous costs on organizational performance and productivity. Similar research supports the positive effect of favorable supervisor feedback on employee job performance. In light of such, it is important to understand the interaction between supervisor feedback environment and employee deviant behavior to streamline organization operations. The purposes of this study were to explore how the supervisor feedback environment influences employee deviance and to examine the mediating role played by work-related stressors. Data were collected from 276 subordinate-supervisor dyads at a regional hospital in Yilan. Structural equation modeling analyses were conducted to test hypotheses. Structural equation modeling analysis results show that supervisor feedback environment negatively related to interpersonal and organizational deviance. Moreover, work-related stressors were found to partially mediate the relationship between supervisor feedback environment and employee deviance. Study findings suggest that when employees (nurses in this case) perceive an appropriate supervisor-provided feedback environment, their deviance is suppressed because of the related reduction in work-related stressors. Thus, to decrease deviant behavior, organizations may foster supervisor integration of disseminated knowledge such as (a) how to improve employees' actual performance, (b) how to effectively clarify expected performance, and (c) how to improve continuous performance feedback. If supervisors absorb this integrated feedback knowledge, they should be in a better position to enhance their own daily interactions with nurses and reduce nurses' work-related stress and, consequently, decrease deviant behavior.

Personal Costs and Benefits of Employee Intrapreneurship: Disentangling the Employee Intrapreneurship, Well-Being, and Job Performance Relationship.

PubMed

Gawke, Jason C; Gorgievski, Marjan J; Bakker, Arnold B

2017-12-28

Ample studies have confirmed the benefits of intrapreneurship (i.e., employee behaviors that contribute to new venture creation and strategic renewal activities) for firm performance, but research on the personal costs and benefits of engaging in intrapreneurial activities for employees is lacking. Building on job demands-resources and reinforcement sensitivity theories, we examined how employees' reinforcement sensitivity qualified the relationship among their intrapreneurial behavior, subjective well-being, and other-rated job performance. Using a sample of 241 employee dyads, the results of moderated mediation analyses confirmed that employee intrapreneurship related positively to work engagement for employees high (vs. low) in sensitivity to rewards (behavioral approach system), which subsequently related positively to innovativeness and in-role performance and negatively to work avoidance. In contrast, employee intrapreneurship related positively to exhaustion for employees high (vs. low) in sensitivity to punishments (behavioral inhibition system), which subsequently related positively to work avoidance and negatively to in-role performance (but not to innovativeness). Theoretical and practical implications are discussed. (PsycINFO Database Record (c) 2017 APA, all rights reserved).

45 CFR 1226.12 - Sponsor employees.

Code of Federal Regulations, 2010 CFR

2010-10-01

... 45 Public Welfare 4 2010-10-01 2010-10-01 false Sponsor employees. 1226.12 Section 1226.12 Public Welfare Regulations Relating to Public Welfare (Continued) CORPORATION FOR NATIONAL AND COMMUNITY SERVICE PROHIBITIONS ON ELECTORAL AND LOBBYING ACTIVITIES Sponsor Employee Activities § 1226.12 Sponsor employees...

The association between worksite physical environment and employee nutrition, and physical activity behavior and weight status.

PubMed

Almeida, Fabio A; Wall, Sarah S; You, Wen; Harden, Samantha M; Hill, Jennie L; Krippendorf, Blake E; Estabrooks, Paul A

2014-07-01

To explore the relationship between worksite physical environment and employee dietary intake, physical activity behavior, and weight status. Two trained research assistants completed audits (Checklist of Health Promotion Environments at Worksites) at each worksite (n = 28). Employees (n = 6261) completed a brief health survey before participation in a weight loss program. Employees' access to outdoor areas was directly associated with lower body mass index (BMI), whereas access to workout facilities within a worksite was associated with higher BMI. The presence of a cafeteria and fewer vending machines was directly associated with better eating habits. Better eating habits and meeting physical activity recommendations were both related to lower BMI. Selected environmental factors in worksites were significantly associated with employee behaviors and weight status, providing additional intervention targets to change the worksite environment and promote employee weight loss.

77 FR 25868 - Notification of Employee Rights Under the National Labor Relations Act

Federal Register 2010, 2011, 2012, 2013, 2014

2012-05-02

... NATIONAL LABOR RELATIONS BOARD 29 CFR Part 104 RIN 3142-AA07 Notification of Employee Rights Under... notices informing their employees of their rights as employees under the NLRA. (76 FR 54006, August 30... subject to the National Labor Relations Act (NLRA) to post notices informing their employees of their...

Patterns of daily energy management at work: relations to employee well-being and job characteristics.

PubMed

Kinnunen, Ulla; Feldt, Taru; de Bloom, Jessica; Korpela, Kalevi

2015-11-01

The present study aimed at identifying subgroups of employees with similar daily energy management strategies at work and finding out whether well-being indicators and job characteristics differ between these subgroups. The study was conducted by electronic questionnaire among 1122 Finnish employees. First, subgroups of employees with unique and distinctive patterns of energy management strategies were identified using latent profile analysis. Second, differences in well-being indicators and job characteristics between the subgroups were investigated by means of ANCOVA. Four subgroups (i.e., patterns) were identified and named: Passives (n = 371), Averages (n = 390), Casuals (n = 272) and Actives (n = 89). Passives used all three (i.e., work-related, private micro-break and physical micro-break) strategies less frequently than other subgroups, whereas Actives used work-related and physical energy management strategies more frequently than other subgroups. Averages used all strategies on an average level. Casuals' use of all strategies came close to that of Actives, notably in a shared low use of private micro-break strategies. Active and Casual patterns maintained vigor and vitality. Autonomy and social support at work played a significant role in providing opportunities for the use of beneficial energy management strategies. Autonomy and support at work seem to support active and casual use of daily energy management, which is important in staying energized throughout the working day.

Classifying Work-Related and Personal Problems of Troubled Employees.

ERIC Educational Resources Information Center

Gomez-Mejia, Luis R.; Balkin, David B.

1980-01-01

Summarizes the results of research conducted on the nature of work-related and personal problems afflicting employee assistance program users. Based on a sample of 14,000 cases, the project sought to identify problems that seem to cluster together and the demographic profile of employees experiencing the cluster. (Author/MLF)

41 CFR 303-70.2 - Must we pay death-related expenses when the employee's death is not work-related?

Code of Federal Regulations, 2010 CFR

2010-07-01

...-related expenses when the employee's death is not work-related? 303-70.2 Section 303-70.2 Public Contracts... CERTAIN EMPLOYEES General Policies § 303-70.2 Must we pay death-related expenses when the employee's death is not work-related? Yes, provided the requirements in § 303-70.1 are met. ...

Physical activity and sedentary behaviour in a flexible office-based workplace: Employee perceptions and priorities for change.

PubMed

Olsen, Heidi M; Brown, Wendy J; Kolbe-Alexander, Tracy; Burton, Nicola W

2018-04-18

Many Australian employees now regularly work from home in some capacity. This new way of working has not been widely studied in relation to the potential implications for employees' health-related behaviour or workplace health promotion. The aim of this study was to explore office-based employees' perceptions of the impact of flexible work on physical activity and sedentary behaviour; and preferences for associated interventions. Three focus groups were conducted with office-based employees (n = 28) 6 months after the introduction of a flexible work policy. A semi-structured interview format with open-ended questions was used with summary statements to check understanding. Sessions were audiotaped, and dominant themes were identified. Findings on intervention preferences were interpreted using a social cognitive framework. An overview of results was provided to a group of managers (n = 9) for comment. Employees reported that physical activity was not impacted, but sedentary behaviour had increased, with flexible work. Intervention preferences focussed on occupational sedentary behaviour, self-regulation, prompts and social connections, and not the physical work environment. Managers agreed with employees' preferences and also wanted interventions to be sustainable. Self-directed interventions with social components and targeting occupational sedentary behaviour were more acceptable than physical activity interventions in this flexible workplace. SO WHAT?: Health promotion for workplaces with flexible work practices may benefit from prioritising strategies that promote self-regulation and social connections rather than being linked to the physical worksite. © 2018 Australian Health Promotion Association.

The association between worksite physical environment and employee nutrition, and physical activity behavior and weight status

PubMed Central

Almeida, Fabio A.; Wall, Sarah S.; You, Wen; Harden, Samantha M.; Hill, Jennie L.; Krippendorf, Blake E.; Estabrooks, Paul A.

2014-01-01

Objective Explore the relationship between worksite physical environment and employee dietary intake, physical activity behavior, and weight status. Methods Two trained research assistants completed audits (Checklist of Health Promotion Environments at Worksites) at each worksite (n = 28). Employees (n = 6,261) completed a brief health survey prior to participation in a weight loss program. Results Employees’ access to outdoor areas was directly associated with lower BMI, while access to workout facilities within a worksite was associated with higher BMI. The presence of a cafeteria and fewer vending machines were directly associated with better eating habits. Better eating habits and meeting physical activity recommendations were both related to lower BMI. Conclusions Selected environmental factors in worksites were significantly associated with employee behaviors and weight status; providing additional intervention targets to change the worksite environment and promote employee weight loss. PMID:24988105

Employees' Willingness to Participate in Work-Related Learning: A Multilevel Analysis of Employees' Learning Intentions

ERIC Educational Resources Information Center

Kyndt, Eva; Onghena, Patrick; Smet, Kelly; Dochy, Filip

2014-01-01

The current study focuses on employees' learning intentions, or the willingness to undertake formal work-related learning. This cross-sectional survey study included a sample of 1,243 employees that are nested within 21 organisations. The results of the multilevel analysis show that self-directedness in career processes, time management,…

Attitudinal and motivational antecedents of participation in voluntary employee development activities.

PubMed

Hurtz, Gregory M; Williams, Kevin J

2009-05-01

This study investigated factors influencing ongoing participation in employee development activities. A multiple-indicator structural equation model building on the theory of planned behavior and prior employee development literature was tested with a survey across 4 organizations on 2 occasions. The model uses reactions to past participation and past supportiveness of the social and organizational environment as indirect antecedents of participation, filtered through their impact on attitudes and behavioral intentions toward future participation. Learning goal orientation also influenced attitudes toward participation. Whereas personal control over participation and higher levels of voluntariness were negatively related to participation, intentions to participate and availability of opportunities arose as strong predictors of higher participation rates. Many significant hypothesized paths were found, and 85% of the variance in participation was explained by the model variables. Increasing employee awareness of opportunities and managing positive attitudes toward those opportunities are recommended as key factors for increasing participation rates. (c) 2009 APA, all rights reserved.

Barriers and facilitators to participation in workplace health promotion (WHP) activities: results from a cross-sectional survey of public-sector employees in Tasmania, Australia.

PubMed

Kilpatrick, Michelle; Blizzard, Leigh; Sanderson, Kristy; Teale, Brook; Jose, Kim; Venn, Alison

2017-12-01

Issue addressed Workplaces are promising settings for health promotion, yet employee participation in workplace health promotion (WHP) activities is often low or variable. This study explored facilitating factors and barriers associated with participation in WHP activities that formed part of a comprehensive WHP initiative run within the Tasmanian State Service (TSS) between 2009 and 2013. Methods TSS employee (n=3228) completed surveys in 2013. Data included sociodemographic characteristics, employee-perceived availability of WHP activities, employee-reported participation in WHP activities, and facilitators and barriers to participation. Ordinal log-link regression was used in cross-sectional analyses. Results Significant associations were found for all facilitating factors and participation. Respondents who felt their organisation placed a high priority on WHP, who believed that management supported participation or that the activities could improve their health were more likely to participate. Time- and health-related barriers were associated with participation in fewer activities. All associations were independent of age, sex, work schedule and employee-perceived availability of programs. Part-time and shift-work patterns, and location of activities were additionally identified barriers. Conclusion Facilitating factors relating to implementation, peer and environmental support, were associated with participation in more types of activities, time- and health-related barriers were associated with less participation. So what? Large and diverse organisations should ensure WHP efforts have manager support and adopt flexible approaches to maximise employee engagement.

29 CFR 784.19 - Commerce activities of enterprise in which employee is employed.

Code of Federal Regulations, 2011 CFR

2011-07-01

... 29 Labor 3 2011-07-01 2011-07-01 false Commerce activities of enterprise in which employee is... which employee is employed. Under amendments to the Fair Labor Standards Act employees not covered by reason of their personal engagement in interstate commerce activities, as explained in § 784.18, are...

29 CFR 783.19 - Commerce activities of enterprises in which employee is employed.

Code of Federal Regulations, 2010 CFR

2010-07-01

... 29 Labor 3 2010-07-01 2010-07-01 false Commerce activities of enterprises in which employee is... APPLICATION OF THE FAIR LABOR STANDARDS ACT TO EMPLOYEES EMPLOYED AS SEAMEN Application in General of the Act's Provisions § 783.19 Commerce activities of enterprises in which employee is employed. Under...

29 CFR 783.19 - Commerce activities of enterprises in which employee is employed.

Code of Federal Regulations, 2011 CFR

2011-07-01

... 29 Labor 3 2011-07-01 2011-07-01 false Commerce activities of enterprises in which employee is... APPLICATION OF THE FAIR LABOR STANDARDS ACT TO EMPLOYEES EMPLOYED AS SEAMEN Application in General of the Act's Provisions § 783.19 Commerce activities of enterprises in which employee is employed. Under...

29 CFR 784.19 - Commerce activities of enterprise in which employee is employed.

Code of Federal Regulations, 2010 CFR

2010-07-01

... 29 Labor 3 2010-07-01 2010-07-01 false Commerce activities of enterprise in which employee is... which employee is employed. Under amendments to the Fair Labor Standards Act employees not covered by reason of their personal engagement in interstate commerce activities, as explained in § 784.18, are...

Active Commuting: Workplace Health Promotion for Improved Employee Well-Being and Organizational Behavior

PubMed Central

Page, Nadine C.; Nilsson, Viktor O.

2017-01-01

Objective: This paper describes a behavior change intervention that encourages active commuting using electrically assisted bikes (e-bikes) for health promotion in the workplace. This paper presents the preliminary findings of the intervention’s impact on improving employee well-being and organizational behavior, as an indicator of potential business success. Method: Employees of a UK-based organization participated in a workplace travel behavior change intervention and used e-bikes as an active commuting mode; this was a change to their usual passive commuting behavior. The purpose of the intervention was to develop employee well-being and organizational behavior for improved business success. We explored the personal benefits and organizational co-benefits of active commuting and compared these to a travel-as-usual group of employees who did not change their behavior and continued taking non-active commutes. Results: Employees who changed their behavior to active commuting reported more positive affect, better physical health and more productive organizational behavior outcomes compared with passive commuters. In addition, there was an interactive effect of commuting mode and commuting distance: a more frequent active commute was positively associated with more productive organizational behavior and stronger overall positive employee well-being whereas a longer passive commute was associated with poorer well-being, although there was no impact on organizational behavior. Conclusion: This research provides emerging evidence of the value of an innovative workplace health promotion initiative focused on active commuting in protecting and improving employee well-being and organizational behavior for stronger business performance. It considers the significant opportunities for organizations pursuing improved workforce well-being, both in terms of employee health, and for improved organizational behavior and business success. PMID:28119640

Active Commuting: Workplace Health Promotion for Improved Employee Well-Being and Organizational Behavior.

PubMed

Page, Nadine C; Nilsson, Viktor O

2016-01-01

Objective: This paper describes a behavior change intervention that encourages active commuting using electrically assisted bikes (e-bikes) for health promotion in the workplace. This paper presents the preliminary findings of the intervention's impact on improving employee well-being and organizational behavior, as an indicator of potential business success. Method: Employees of a UK-based organization participated in a workplace travel behavior change intervention and used e-bikes as an active commuting mode; this was a change to their usual passive commuting behavior. The purpose of the intervention was to develop employee well-being and organizational behavior for improved business success. We explored the personal benefits and organizational co-benefits of active commuting and compared these to a travel-as-usual group of employees who did not change their behavior and continued taking non-active commutes. Results: Employees who changed their behavior to active commuting reported more positive affect, better physical health and more productive organizational behavior outcomes compared with passive commuters. In addition, there was an interactive effect of commuting mode and commuting distance: a more frequent active commute was positively associated with more productive organizational behavior and stronger overall positive employee well-being whereas a longer passive commute was associated with poorer well-being, although there was no impact on organizational behavior. Conclusion: This research provides emerging evidence of the value of an innovative workplace health promotion initiative focused on active commuting in protecting and improving employee well-being and organizational behavior for stronger business performance. It considers the significant opportunities for organizations pursuing improved workforce well-being, both in terms of employee health, and for improved organizational behavior and business success.

Evaluation of safety climate and employee injury rates in healthcare.

PubMed

Cook, Jacqueline M; Slade, Martin D; Cantley, Linda F; Sakr, Carine J

2016-09-01

Safety climates that support safety-related behaviour are associated with fewer work-related injuries, and prior research in industry suggests that safety knowledge and motivation are strongly related to safety performance behaviours; this relationship is not well studied in healthcare settings. We performed analyses of survey results from a Veterans Health Administration (VHA) Safety Barometer employee perception survey, conducted among VHA employees in 2012. The employee perception survey assessed 6 safety programme categories, including management participation, supervisor participation, employee participation, safety support activities, safety support climate and organisational climate. We examined the relationship between safety climate from the survey results on VHA employee injury and illness rates. Among VHA facilities in the VA New England Healthcare System, work-related injury rate was significantly and inversely related to overall employee perception of safety climate, and all 6 safety programme categories, including employee perception of employee participation, management participation, organisational climate, supervisor participation, safety support activities and safety support climate. Positive employee perceptions of safety climate in VHA facilities are associated with lower work-related injury and illness rates. Employee perception of employee participation, management participation, organisational climate, supervisor participation, safety support activities and safety support climate were all associated with lower work-related injury rates. Future implications include fostering a robust safety climate for patients and healthcare workers to reduce healthcare worker injuries. Published by the BMJ Publishing Group Limited. For permission to use (where not already granted under a licence) please go to http://www.bmj.com/company/products-services/rights-and-licensing/

Self-reported sitting time and physical activity: interactive associations with mental well-being and productivity in office employees.

PubMed

Puig-Ribera, Anna; Martínez-Lemos, Iván; Giné-Garriga, Maria; González-Suárez, Ángel Manuel; Bort-Roig, Judit; Fortuño, Jesús; Muñoz-Ortiz, Laura; McKenna, Jim; Gilson, Nicholas D

2015-01-31

Little is known about how sitting time, alone or in combination with markers of physical activity (PA), influences mental well-being and work productivity. Given the need to develop workplace PA interventions that target employees' health related efficiency outcomes; this study examined the associations between self-reported sitting time, PA, mental well-being and work productivity in office employees. Descriptive cross-sectional study. Spanish university office employees (n = 557) completed a survey measuring socio-demographics, total and domain specific (work and travel) self-reported sitting time, PA (International Physical Activity Questionnaire short version), mental well-being (Warwick-Edinburg Mental Well-Being Scale) and work productivity (Work Limitations Questionnaire). Multivariate linear regression analyses determined associations between the main variables adjusted for gender, age, body mass index and occupation. PA levels (low, moderate and high) were introduced into the model to examine interactive associations. Higher volumes of PA were related to higher mental well-being, work productivity and spending less time sitting at work, throughout the working day and travelling during the week, including the weekends (p < 0.05). Greater levels of sitting during weekends was associated with lower mental well-being (p < 0.05). Similarly, more sitting while travelling at weekends was linked to lower work productivity (p < 0.05). In highly active employees, higher sitting times on work days and occupational sitting were associated with decreased mental well-being (p < 0.05). Higher sitting times while travelling on weekend days was also linked to lower work productivity in the highly active (p < 0.05). No significant associations were observed in low active employees. Employees' PA levels exerts different influences on the associations between sitting time, mental well-being and work productivity. The specific associations and the broad sweep of evidence in

Determinants and benefits of physical activity maintenance in hospital employees.

PubMed

Lavoie-Tremblay, Mélanie; Sounan, Charles; Martin, Kara; Trudel, Julie G; Lavigne, Genevieve L; Grover, Steven A; Lowensteyn, Ilka

2014-01-01

This study investigated whether the positive behavioral and anthropometric outcomes of a pedometer-based physical activity 8-week challenge were maintained 6 months after the end of the program. It further investigated the motivational profile of those who maintained their physical activity levels in the months following the end of the program and of those who did not. Hospital employees from a university-affiliated multisite health care center in Canada participated using a questionnaire. Of the 235 participants who completed the 8-week challenge, 157 questionnaires were returned 6 months later. Paired-samples t tests were conducted between the baseline and follow-up scores as well as between the postprogram and follow-up scores to detect significant differences between the measurement points. This study shows that the pedometer-based physical activity helped hospital employees maintain a high level of physical activity as well as maintain a healthy body mass index after 6 months. The results demonstrated that during maintenance the high physical activity group obtained higher scores for identified regulation and intrinsic regulation compared with the other groups. The results of the study revealed that identified and intrinsic regulations are important contributors to maintaining physical activity among hospital employees.

Marketing the oral and maxillofacial surgery practice through positive employee relations.

PubMed

Niamtu, Joe

2008-02-01

This article is about marketing. Having superlative acumen on employee relations is much more important to all oral and maxillofacial surgeons than "how to take a referring doc to lunch." Keep a copy of this article handy and distribute it to all new employees. Review the hiring and firing tenets and "Rules of the Game" each time you hire a new employee, fire an established one, or face trying times with staff or partners.

Physical Work Environment as a Managerial Tool for Decreasing Job-Related Anxiety and Improving Employee-Employer Relations.

PubMed

Sadatsafavi, Hessam; Walewski, John; Shepley, Mardelle

2015-01-01

The expected increase in healthcare needs resulting from the Affordable Care Act and the growing population of older citizens in the United States is challenging owners and operators of hospitals to improve quality of care and reduce operational costs. Meanwhile, studies have indicated a serious shortage in the healthcare workforce and have highlighted the critical role of employees' job-related attitudes and feelings. The main objective of this study was to test whether employees' evaluations of important environments within hospitals were significantly associated with their job-related attitudes and feelings, and whether this relationship varied across different demographic groups. About 700 healthcare professionals from 10 acute-care hospitals run by three healthcare organizations participated in this cross-sectional study. Structural equation modeling found that employees' evaluations of their physical work environment were significantly associated with lower rates of job-related anxiety, higher levels of job satisfaction, and increased rates of organizational commitment. Perceived organizational support was responsible for mediating part of these relationships, indicating that employees can perceive a healthy work environment as a sign of their organization valuing them and caring about their well-being. When distinguishing between different spaces, analysis found that satisfaction with rest areas and work spaces had the largest effect size, while the influence of patient areas was small. Employees newer to the facility and to the organization were more influenced by the physical work environment. This study provides preliminary evidence that facility design can be used as a managerial tool for improving employees' job-related attitudes and feelings and earning their commitment.

Employees.

ERIC Educational Resources Information Center

Biggs, Thomas S., Jr.

In 1979 judicial activity continued to add to the body of law available relative to relationships between universities and colleges and their employees. Cases touched on the nature of the contract when an offer of employment has been made and accepted, benefits and working conditions, and termination and the procedural safeguards involved.…

Euthanasia-related strain and coping strategies in animal shelter employees.

PubMed

Baran, Benjamin E; Allen, Joseph A; Rogelberg, Steven G; Spitzmüller, Christiane; Digiacomo, Natalie A; Webb, Jennifer B; Carter, Nathan T; Clark, Olga L; Teeter, Lisa A; Walker, Alan G

2009-07-01

To identify and evaluate coping strategies advocated by experienced animal shelter workers who directly engaged in euthanizing animals. Cross-sectional study. Animal shelters across the United States in which euthanasia was conducted (5 to 100 employees/shelter). With the assistance of experts associated with the Humane Society of the United States, the authors identified 88 animal shelters throughout the United States in which animal euthanasia was actively conducted and for which contact information regarding the shelter director was available. Staff at 62 animal shelters agreed to participate in the survey. Survey packets were mailed to the 62 shelter directors, who then distributed them to employees. The survey included questions regarding respondent age, level of education, and role and asked those directly involved in the euthanasia of animals to provide advice on strategies for new euthanasia technicians to deal with the related stress. Employees completed the survey and returned it by mail. Content analysis techniques were used to summarize survey responses. Coping strategies suggested by 242 euthanasia technicians were summarized into 26 distinct coping recommendations in 8 categories: competence or skills strategies, euthanasia behavioral strategies, cognitive or self-talk strategies, emotional regulation strategies, separation strategies, get-help strategies, seek long-term solution strategies, and withdrawal strategies. Euthanizing animals is a major stressor for many animal shelter workers. Information regarding the coping strategies identified in this study may be useful for training new euthanasia technicians.

29 CFR 779.105 - Employees engaged in activities “closely related” and “directly essential” to the production of...

Code of Federal Regulations, 2010 CFR

2010-07-01

... time study work for the producer of goods; employees in the personnel, labor relations, advertising, promotion, and public relations activities of the producing enterprise; work instructors for the producer...

Leisure-time physical activity and direct cost of short-term sickness absence among Finnish municipal employees.

PubMed

Tolonen, Anu; Rahkonen, Ossi; Lahti, Jouni

2017-03-04

We aimed to examine the direct costs of short-term (1-14 days) sickness absence and the effect of employees' physical activity on the costs. The Finnish Helsinki Health Study survey (2007) was used in the analysis (n = 3,935). Physical activity was classified into inactive, moderately active, and vigorously active. Sickness absence (3 years follow-up) and salary data were derived from the employer's registers. On average, an employee was absent 6 days a year due to short-term sickness absence, with a production loss of 2,350 EUR during the 3 years. The vigorously active had less sickness absence than those less active. The direct cost of sickness absence of a vigorously active employee was 404 EUR less than that of an inactive employee. Promoting physical activity among employees may decrease direct cost of short-term sickness absence.

Health-related behaviours and mental health in Hong Kong employees.

PubMed

Zhu, S; Tse, S; Goodyear-Smith, F; Yuen, W; Wong, P W

2017-01-01

Poor physical and mental health in employees can result in a serious loss of productivity. Early detection and management of unhealthy behaviours and mental health symptoms can prevent productivity loss and foster healthy workplaces. To examine health-related behaviours, mental health status and help-seeking patterns in employees, across different industries in Hong Kong. Participants were telephone-interviewed and assessed using the Case-finding and Help Assessment Tool (CHAT) with employee lifestyle risk factors, mental health issues and help-seeking intentions screened across eight industries. Subsequent data analysis involved descriptive statistics and chi-square tests. There were 1031 participants. Key stressors were work (30%), family (19%), money (14%) and interpersonal issues (5%). Approximately 18, 9 and 9% of participants were smokers, drinkers and gamblers, respectively, and only 51% exercised regularly. Depressive and anxiety symptoms were reported by 24 and 31% of employees, respectively. Issues for which they wanted immediate help were interpersonal abuse (16%), anxiety (15%), anger control (14%) and depression (14%). Employees with higher educational attainment were less likely to smoke, drink and gamble than those with lower attainment. Lifestyle and mental health status were not associated with income. Employees in construction and hotel industries smoked more and those in manufacturing drank more than those in other industries. Physical and mental health of Hong Kong employees are concerning. Although employee assistance programmes are common among large companies, initiation of proactive engagement approaches, reaching out to those employees in need and unlikely to seek help for mental health issues, may be useful. © The Author 2016. Published by Oxford University Press on behalf of the Society of Occupational Medicine. All rights reserved. For Permissions, please email: journals.permissions@oup.com.

Health-enhancing physical activity and health-related risk in a sample of north Mexican, office-based employees.

PubMed

Gilson, Nicholas David

2007-01-01

Levels of hypertension, obesity and raised total cholesterol are increasing in Mexico. Mexicans employed within sedentary occupations may be particularly at risk of developing one, or a clustering of these health-related risk factors, due to lack of participation in health enhancing physical activity (HEPA). The purpose of this study is to examine: (a) prevalence rates of hypertension, obesity and raised total cholesterol, and (b) the link between these variables and HEPA, in a sample of North Mexican, office-based employees. Methods include an assessment of systolic/diastolic blood pressure, % body fat, total cholesterol and HEPA (7-day self-report) in 47 men (33 +/- 10 years) and 43 women (28 +/- 7 years) from Monterrey, a large industrial city in the Northeast of Mexico. Values were compared against recognised health-related thresholds to determine prevalence rates of individual health-related risk factors, along with clustering of two or more risk factors. Relationships between variables were analysed using Pearson product moment correlation. The results show Men had a high prevalence of obesity (32%) and raised total cholesterol (44%), while women's rates were lower (7% and 10% respectively). More men (59%) than women (17%) demonstrated a clustering of two or more risk factors. HEPA participation was low in both men (9%) and women (16%). A significant relationship was found between men's HEPA and % body fat (r = -0.31; p < 0.05). The high levels of inactivity found in both men and women were cause for concern, suggesting the need for innovative intervention approaches, which aim to integrate physical activity into busy working lives.

Employer support for innovative work and employees' job satisfaction and job-related stress.

PubMed

Raykov, Milosh

2014-01-01

There are high levels of global and national underemployment, but limited information is available on the impact of this phenomenon on the quality of employees' working lives. This study examines the relations among perceived employer support for creative work, different forms of underemployment and employee quality of life, including job satisfaction, perceived job security and job satisfaction. The study was performed using cross-sectional data from the Canadian 2010 Work and Lifelong Learning Survey (WALL), which included 1,042 randomly selected currently employed participants between the ages of 18 and 64 years of age. The study found a significant inverse association between employer support for innovative work and different forms of underemployment. It also suggested a strong relationship between support for such work and participation in work-related informal learning. The results from this study confirmed the hypothesis that employer support for creative work is significantly associated with the quality of employees' working lives, as manifested through increased job security and job satisfaction. Employees experiencing greater support for workplace creativity report less job-related stress. The present study identified relatively low employer support for creative work and significant differences in the perception of support among managers and workers. The results of this study indicate that employer support for innovative work can mitigate significant underutilization of employee knowledge and skills. Such support can contribute to the reduction of job-related stress, increased job satisfaction and perceived job security. This kind of support can also improve the quality of life of employees and facilitate creativity and overall organizational and social development.

29 CFR 779.110 - Employees in retailing whose activities may bring them under the Act.

Code of Federal Regulations, 2011 CFR

2011-07-01

... 29 Labor 3 2011-07-01 2011-07-01 false Employees in retailing whose activities may bring them... Act May Apply: Basic Principles and Individual Coverage Employees Engaged in Commerce Or in the Production of Goods for Commerce § 779.110 Employees in retailing whose activities may bring them under the...

29 CFR 779.110 - Employees in retailing whose activities may bring them under the Act.

Code of Federal Regulations, 2010 CFR

2010-07-01

... 29 Labor 3 2010-07-01 2010-07-01 false Employees in retailing whose activities may bring them... Act May Apply: Basic Principles and Individual Coverage Employees Engaged in Commerce Or in the Production of Goods for Commerce § 779.110 Employees in retailing whose activities may bring them under the...

29 CFR 783.19 - Commerce activities of enterprises in which employee is employed.

Code of Federal Regulations, 2014 CFR

2014-07-01

... 29 Labor 3 2014-07-01 2014-07-01 false Commerce activities of enterprises in which employee is...'s Provisions § 783.19 Commerce activities of enterprises in which employee is employed. Under... their personal engagement in interstate commerce activites, as explained in § 783.18, are nevertheless...

29 CFR 783.19 - Commerce activities of enterprises in which employee is employed.

Code of Federal Regulations, 2013 CFR

2013-07-01

... 29 Labor 3 2013-07-01 2013-07-01 false Commerce activities of enterprises in which employee is...'s Provisions § 783.19 Commerce activities of enterprises in which employee is employed. Under... their personal engagement in interstate commerce activites, as explained in § 783.18, are nevertheless...

29 CFR 783.19 - Commerce activities of enterprises in which employee is employed.

Code of Federal Regulations, 2012 CFR

2012-07-01

... 29 Labor 3 2012-07-01 2012-07-01 false Commerce activities of enterprises in which employee is...'s Provisions § 783.19 Commerce activities of enterprises in which employee is employed. Under... their personal engagement in interstate commerce activites, as explained in § 783.18, are nevertheless...

29 CFR 778.332 - Awards for activities not normally part of employee's job.

Code of Federal Regulations, 2010 CFR

2010-07-01

... amount of time, if any, spent by the employee in competing, the relationship between the contest activities and the usual work of the employee, whether the competition involves work usually performed by... employers, and the time spent by the employee in competing for such a prize (whether successfully or not) is...

Newcomer Psychological Contracts and Employee Socialization Activities: Does Perceived Balance in Obligations Matter?

ERIC Educational Resources Information Center

Payne, Stephanie C.; Culbertson, Satoris S.; Boswell, Wendy R.; Barger, Eric J.

2008-01-01

We sought to determine the extent to which one's beliefs about the relationship between an employee and an organization at the start of employment influence subsequent socialization activities. The balance of employee exchange relationships, employee perceptions of both their own obligations and the employers' obligations, were collected from 120…

29 CFR 780.122 - Activities relating to race horses.

Code of Federal Regulations, 2012 CFR

2012-07-01

... 29 Labor 3 2012-07-01 2012-07-01 false Activities relating to race horses. 780.122 Section 780.122... Activities relating to race horses. Employees engaged in the breeding, raising, and training of horses on... racetrack is not a farm. Where a farmer is engaged in both the raising and commercial racing of race horses...

29 CFR 780.122 - Activities relating to race horses.

Code of Federal Regulations, 2011 CFR

2011-07-01

... 29 Labor 3 2011-07-01 2011-07-01 false Activities relating to race horses. 780.122 Section 780.122... Activities relating to race horses. Employees engaged in the breeding, raising, and training of horses on... racetrack is not a farm. Where a farmer is engaged in both the raising and commercial racing of race horses...

29 CFR 780.122 - Activities relating to race horses.

Code of Federal Regulations, 2014 CFR

2014-07-01

... 29 Labor 3 2014-07-01 2014-07-01 false Activities relating to race horses. 780.122 Section 780.122... Activities relating to race horses. Employees engaged in the breeding, raising, and training of horses on... racetrack is not a farm. Where a farmer is engaged in both the raising and commercial racing of race horses...

29 CFR 780.122 - Activities relating to race horses.

Code of Federal Regulations, 2010 CFR

2010-07-01

... 29 Labor 3 2010-07-01 2010-07-01 false Activities relating to race horses. 780.122 Section 780.122... Activities relating to race horses. Employees engaged in the breeding, raising, and training of horses on... racetrack is not a farm. Where a farmer is engaged in both the raising and commercial racing of race horses...

29 CFR 780.122 - Activities relating to race horses.

Code of Federal Regulations, 2013 CFR

2013-07-01

... 29 Labor 3 2013-07-01 2013-07-01 false Activities relating to race horses. 780.122 Section 780.122... Activities relating to race horses. Employees engaged in the breeding, raising, and training of horses on... racetrack is not a farm. Where a farmer is engaged in both the raising and commercial racing of race horses...

29 CFR 2509.78-1 - Interpretive bulletin relating to payments by certain employee welfare benefit plans.

Code of Federal Regulations, 2010 CFR

2010-07-01

... employee welfare benefit plans. 2509.78-1 Section 2509.78-1 Labor Regulations Relating to Labor (Continued) EMPLOYEE BENEFITS SECURITY ADMINISTRATION, DEPARTMENT OF LABOR GENERAL INTERPRETIVE BULLETINS RELATING TO... payments by certain employee welfare benefit plans. The Department of Labor today announced its...

26 CFR 31.3306(p)-1 - Employees of related corporations.

Code of Federal Regulations, 2014 CFR

2014-04-01

... 26 Internal Revenue 15 2014-04-01 2014-04-01 false Employees of related corporations. 31.3306(p)-1... of related corporations. (a) In general. For purposes of sections 3301, 3302, and 3306(b)(1), when two or more related corporations concurrently employ the same individual and compensate that...

26 CFR 31.3306(p)-1 - Employees of related corporations.

Code of Federal Regulations, 2012 CFR

2012-04-01

... 26 Internal Revenue 15 2012-04-01 2012-04-01 false Employees of related corporations. 31.3306(p)-1... of related corporations. (a) In general. For purposes of sections 3301, 3302, and 3306(b)(1), when two or more related corporations concurrently employ the same individual and compensate that...

26 CFR 31.3306(p)-1 - Employees of related corporations.

Code of Federal Regulations, 2013 CFR

2013-04-01

... 26 Internal Revenue 15 2013-04-01 2013-04-01 false Employees of related corporations. 31.3306(p)-1... of related corporations. (a) In general. For purposes of sections 3301, 3302, and 3306(b)(1), when two or more related corporations concurrently employ the same individual and compensate that...

26 CFR 31.3306(p)-1 - Employees of related corporations.

Code of Federal Regulations, 2011 CFR

2011-04-01

... 26 Internal Revenue 15 2011-04-01 2011-04-01 false Employees of related corporations. 31.3306(p)-1... of related corporations. (a) In general. For purposes of sections 3301, 3302, and 3306(b)(1), when two or more related corporations concurrently employ the same individual and compensate that...

26 CFR 31.3306(p)-1 - Employees of related corporations.

Code of Federal Regulations, 2010 CFR

2010-04-01

... 26 Internal Revenue 15 2010-04-01 2010-04-01 false Employees of related corporations. 31.3306(p)-1... of related corporations. (a) In general. For purposes of sections 3301, 3302, and 3306(b)(1), when two or more related corporations concurrently employ the same individual and compensate that...

Overload, and Cutbacks, and Freezes, Oh My! The Relative Effects of the Recession-Related Stressors on Employee Strain and Job Satisfaction.

PubMed

Jones, Morgan D; Sliter, Michael; Sinclair, Robert R

2016-12-01

Across the globe, economic fluctuations have taken their toll on both organizations and employees, particularly during sustained recessions. Surprisingly, little research, however, has directly investigated the effects of recessions on employees. As such, the goal of the current study was to investigate the effects of specific recession-related stressors on employee outcomes (strain and satisfaction). We investigated an archival data set of 7666 individuals collected as part of the Workplace Employment Relations Study for relations among recession-related stressors with strain and job satisfaction variables. We found that recession-related stressors were significantly related to both strain and satisfaction. More specifically, certain recession-related stressors (e.g. increased workload and reorganization of work) were more strongly related to strain and satisfaction than others. These results imply the need for greater attention to stress management strategies aimed at helping both employees and their organizations cope with the human costs of economic recessions. Copyright © 2015 John Wiley & Sons, Ltd. Copyright © 2015 John Wiley & Sons, Ltd.

29 CFR 2509.94-3 - Interpretive bulletin relating to in-kind contributions to employee benefit plans.

Code of Federal Regulations, 2010 CFR

2010-07-01

... employee benefit plans. 2509.94-3 Section 2509.94-3 Labor Regulations Relating to Labor (Continued) EMPLOYEE BENEFITS SECURITY ADMINISTRATION, DEPARTMENT OF LABOR GENERAL INTERPRETIVE BULLETINS RELATING TO...-kind contributions to employee benefit plans. (a) General. This bulletin sets forth the views of the...

Physical Activity for Campus Employees: A University Worksite Wellness Program.

PubMed

Butler, Carling E; Clark, B Ruth; Burlis, Tamara L; Castillo, Jacqueline C; Racette, Susan B

2015-04-01

Workplaces provide ideal environments for wellness programming. The purpose of this study was to explore exercise self-efficacy among university employees and the effects of a worksite wellness program on physical activity, cardiorespiratory fitness, and cardiovascular disease (CVD) risk factors. Participants included 121 university employees (85% female). The worksite wellness program included cardiovascular health assessments, personal health reports, 8 weeks of pedometer-based walking and tracking activities, and weekly wellness sessions. Daily step count was assessed at baseline, Week 4, and Week 8. Exercise self-efficacy and CVD risk factors were evaluated at baseline and follow-up. Daily step count increased from 6566 ± 258 (LSM ± SE) at baseline to 8605 ± 356 at Week 4 and 9107 ± 388 at Week 8 (P < .0001). Steps increased among normal weight, overweight, and obese subgroups. Exercise self-efficacy correlated with baseline steps (P < .05). Small improvements were observed in cardiorespiratory fitness, body mass index, blood pressure, blood glucose, total cholesterol, and triglycerides (all P < .01). A worksite wellness program was effective for improving physical activity, cardiorespiratory fitness, and CVD risk factors among university employees. Exercise barriers and outcome expectations were identified and have implications for future worksite wellness programming.

Physical activity barriers and motivators among high-risk employees.

PubMed

Paguntalan, John C; Gregoski, Mathew

2016-11-22

Worksite wellness programs offer an ideal setting to target high-risk sedentary workers to improve health status. Lack of physical activity is associated with increased risk for coronary heart disease and mortality. Despite the risks, the number of sedentary workers is increasing. This study examined the perceived barriers and motivators for physical activity among employees at high-risk for coronary heart disease. A purposive sample of 24 high-risk workers participating in a wellness program in rural South Carolina were enrolled in the study. Qualitative data was obtained through semi-structured face-to-face interviews. Grounded theory was used to analyze qualitative data, and identify overarching themes. Physical limitations due to pain and weakness, lack of motivation, and lack of time emerged as the main barriers to physical activity. Family relationships were reported as the strongest motivator along with social support and potential health benefits. Findings highlight the unique experience of high-risk workers with physical activity. The findingsunderscore the need to design and implement effective interventions specifically designed to meet the needs of high-risk employees.

Subjective Relational Experiences and Employee Innovative Behaviors in the Workplace

ERIC Educational Resources Information Center

Vinarski-Peretz, Hedva; Binyamin, Galy; Carmeli, Abraham

2011-01-01

This paper presents two studies that explore the implications of subjective relational experiences (positive regard, mutuality and vitality) on employee engagement in innovative behaviors at work. Data collected at two points in time were used to test two mediation models that link subjective relational experiences and innovative behaviors. The…

Physical activity for campus employees: a university worksite wellness program

PubMed Central

Butler, Carling E.; Clark, B. Ruth; Burlis, Tamara L.; Castillo, Jacqueline C.; Racette, Susan B.

2014-01-01

Background Workplaces provide ideal environments for wellness programming. The purpose of this study was to explore exercise self-efficacy among university employees and the effects of a worksite wellness program on physical activity, cardiorespiratory fitness, and CVD risk factors. Methods Participants included 121 university employees (85% female). The worksite wellness program included cardiovascular health assessments, personal health reports, 8 weeks of pedometer-based walking and tracking activities, and weekly wellness sessions. Daily step count was assessed at baseline, week 4, and week 8. Exercise self-efficacy and CVD risk factors were evaluated at baseline and follow-up. Results Daily step count increased from 6566 ± 258 (LSM ± SE) at baseline to 8605 ± 356 at week 4 and 9107 ± 388 at week 8 (P < .0001). Steps increased among normal weight, overweight, and obese sub-groups. Exercise self-efficacy correlated with baseline steps (P < .05). Small improvements were observed in cardiorespiratory fitness, BMI, blood pressure, blood glucose, total cholesterol, and triglycerides (all P < .01). Conclusions A worksite wellness program was effective for increasing physical activity, cardiorespiratory fitness, and CVD risk factors among university employees. Exercise barriers and outcome expectations were identified and have implications for future worksite wellness programming. PMID:24905703

29 CFR 2509.75-3 - Interpretive bulletin relating to investments by employee benefit plans in securities of...

Code of Federal Regulations, 2010 CFR

2010-07-01

... Regulations Relating to Labor (Continued) EMPLOYEE BENEFITS SECURITY ADMINISTRATION, DEPARTMENT OF LABOR... Interpretive bulletin relating to investments by employee benefit plans in securities of registered investment.... That section provides that an investment by an employee benefit plan in securities issued by an...

Role of demographic and job-related variables in determining work-related quality of life of hospital employees

PubMed Central

Shukla, K; Shahane, S; D’Souza, W

2017-01-01

Background: Considering a huge working population in health sector faced with stressful work life, limited autonomy in work and declining work contentment calls for an overemphasis on evaluating and monitoring their satisfaction associated with work-related quality of life (WRQoL). This study evaluates WRQoL of hospital employees and validates the bilingual (English and Marathi) version of WRQoL scale. Methods: The study was conducted during March–April’2014 on employees of a corporate hospital of Pune, India after ethical approval and informed consent from employees. The bilingual WRQoL scale has been tested for reliability and validity, and WRQoL scores have been reported. Results: A total of 132 hospital employees (mean age 31 [±8] years, 55% males) who participated in the study reported overall moderate WRQoL scores. The scale showed high internal consistency (Cronbach's alpha = 0.82, P < 0.0001) and moderate to high validity. WRQoL did not significantly vary across marital status, family size, and gender. “Stress at work” score of WRQoL increased with age of employees. Higher work experience, employment at higher positions and those working in clinical and diagnostic departments reported a higher WRQoL. Conclusion: WRQoL scale is a reliable and valid instrument. Better WRQoL in employees placed in higher organizational positions indicates a need for focused measures to enhance WRQoL of employees in lower hierarchical levels, especially in control at work and home life interface domains. WRQoL needs regular monitoring for employees in lower positions and aging employees. PMID:27779152

The Relation Between Supervisors' Big Five Personality Traits and Employees' Experiences of Abusive Supervision.

PubMed

Camps, Jeroen; Stouten, Jeroen; Euwema, Martin

2016-01-01

The present study investigates the relation between supervisors' personality traits and employees' experiences of supervisory abuse, an area that - to date - remained largely unexplored in previous research. Field data collected from 103 supervisor-subordinate dyads showed that contrary to our expectations supervisors' agreeableness and neuroticism were not significantly related to abusive supervision, nor were supervisors' extraversion or openness to experience. Interestingly, however, our findings revealed a positive relation between supervisors' conscientiousness and abusive supervision. That is, supervisors high in conscientiousness were more likely to be perceived as an abusive supervisor by their employees. Overall, our findings do suggest that supervisors' Big Five personality traits explain only a limited amount of the variability in employees' experiences of abusive supervision.

29 CFR 2509.75-9 - Interpretive bulletin relating to guidelines on independence of accountant retained by Employee...

Code of Federal Regulations, 2010 CFR

2010-07-01

... independence of accountant retained by Employee Benefit Plan. 2509.75-9 Section 2509.75-9 Labor Regulations Relating to Labor (Continued) EMPLOYEE BENEFITS SECURITY ADMINISTRATION, DEPARTMENT OF LABOR GENERAL INTERPRETIVE BULLETINS RELATING TO THE EMPLOYEE RETIREMENT INCOME SECURITY ACT OF 1974 § 2509.75-9 Interpretive...

29 CFR 2509.75-9 - Interpretive bulletin relating to guidelines on independence of accountant retained by Employee...

Code of Federal Regulations, 2011 CFR

2011-07-01

... independence of accountant retained by Employee Benefit Plan. 2509.75-9 Section 2509.75-9 Labor Regulations Relating to Labor (Continued) EMPLOYEE BENEFITS SECURITY ADMINISTRATION, DEPARTMENT OF LABOR GENERAL INTERPRETIVE BULLETINS RELATING TO THE EMPLOYEE RETIREMENT INCOME SECURITY ACT OF 1974 § 2509.75-9 Interpretive...

20 CFR 667.266 - What are the limitations related to religious activities?

Code of Federal Regulations, 2010 CFR

2010-04-01

... activities? 667.266 Section 667.266 Employees' Benefits EMPLOYMENT AND TRAINING ADMINISTRATION, DEPARTMENT OF..., Costs and Limitations § 667.266 What are the limitations related to religious activities? (a) Limitations related to sectarian activities are set forth at WIA section 188(a)(3) and 29 CFR 37.6(f). (b)(1...

20 CFR 667.266 - What are the limitations related to religious activities?

Code of Federal Regulations, 2011 CFR

2011-04-01

... activities? 667.266 Section 667.266 Employees' Benefits EMPLOYMENT AND TRAINING ADMINISTRATION, DEPARTMENT OF..., Costs and Limitations § 667.266 What are the limitations related to religious activities? (a) Limitations related to sectarian activities are set forth at WIA section 188(a)(3) and 29 CFR 37.6(f). (b)(1...

Employee Selection Process: Integrating Employee Needs and Employer Motivators.

ERIC Educational Resources Information Center

Carroll, Brian J.

1989-01-01

Offers suggestions for managers relative to the employee selection process, focusing on the identification of a potential employee's needs and the employer's motivators that affect employee productivity. Discusses the use of a preemployment survey and offers a questionnaire that allows matching of the employee's needs with employment…

The Association between Work-Related Stress and Autonomic Imbalance among Call Center Employees in Japan.

PubMed

Enoki, Mamiko; Maeda, Eri; Iwata, Toyoto; Murata, Katsuyuki

2017-12-01

There is little epidemiological evidence linking subjective stress to objective etiologic indicators. To clarify an association between work-related stress and autonomic nervous function, we examined call center employees (167 males and 371 females) undergoing electrocardiography (ECG) at the time of annual health checkups. The questionnaire was composed of the Brief Job Stress Questionnaire based on the demand-control-support model and the Social Readjustment Rating Scale including detailed contents of home stress. The Bazett's corrected QT (QTc) interval, QT index, and heart rate were obtained from the ECG data. The male employees showed significantly higher scores of job demand, job control, and supervisor support than the female ones. In the male employees, QT index indicating the extent of autonomic imbalance and heart rate were associated with high score of supervisor support and low score of coworker support (P < 0.05), but no significant relationships were seen between QTc interval and either job strain (i.e., job demand and job control) or home stress. By contrast, the female employees showed no significant links between any autonomic indicators and either work-related stress or home stress. These data suggest that work-related stress affected QT index in male employees suffering specific occupational stressors such as emotional abuse from unsatisfied customers. Specifically, supports from supervisors and coworkers were paradoxically associated with QT index, implying that supervisors may have failed to effectively support such male employees. Also, autonomic nervous function in male employees appears to be more vulnerable to work-related stress than that in female ones.

The emergence of the Activity Reduces Conflict Associated Strain (ARCAS) model: a test of a conditional mediation model of workplace conflict and employee strain.

PubMed

Dijkstra, Maria T M; Beersma, Bianca; Cornelissen, Roosmarijn A W M

2012-07-01

To test and extend the emerging Activity Reduces Conflict-Associated Strain (ARCAS) model, we predicted that the relationship between task conflict and employee strain would be weakened to the extent that people experience high organization-based self-esteem (OBSE). A survey among Dutch employees demonstrated that, consistent with the model, the conflict-employee strain relationship was weaker the higher employees' OBSE and the more they engaged in active problem-solving conflict management. Our data also revealed that higher levels of OBSE were related to more problem-solving conflict management. Moreover, consistent with the ARCAS model, we could confirm a conditional mediation model in which organization-based self-esteem through its relationship with problem-solving conflict management weakened the relationship between task conflict and employee strain. Potential applications of the results are discussed.

Workplace harassment, active coping, and alcohol-related outcomes.

PubMed

Richman, J A; Rospenda, K M; Flaherty, J A; Freels, S

2001-01-01

While sexual harassment and generalized workplace abuse (GWA) have been linked with alcohol use and abuse, active problem-focused coping has been shown to lessen vulnerability to deleterious mental health consequences of varied social stressors. At the same time, active coping is relatively more efficacious in response to stressors, which are amenable to change by personal actions. However, the moderating role that coping plays in relation to harassment and drinking is unknown. Using data from a two-wave survey of university employees (N=2038), we addressed the extent to which (1) active coping was utilized by harassed and abused employees, (2) whether coping impacted on the continuation or cessation of harassment and abuse, and (3) the extent to which nonsuccessful coping was predictive of alcohol use and abuse. Active coping had no significant impact on the ability to end harassing or abusive experiences. Moreover, the use of problem-focused coping that was unsuccessful predicted some drinking outcomes for both men and women, controlling for Wave I drinking and sociodemographic characteristics. The data suggest that increased institutional attention to the prevention of workplace harassment and abuse might impact on decreasing alcohol use and abuse.

Perception and practice regarding allergen labeling: focus on food-related employees.

PubMed

Park, Si-Eun; Kwon, Yong-Seok; Paik, Jin-Kyoung; Kwak, Tong-Kyung; Hong, Wan-Soo

2016-08-01

Most consumers are able to recognize allergenic foods. However, the frequency of checking such foods is reportedly low, resulting in higher prevalence of food-related allergic reactions in Korea compared to other countries. Thus, this study was performed to investigate the overall perception of allergenic food labeling and its practice level in food manufacturing company employees. The survey was administered to food safety employees and food development teams at food companies located in metropolitan areas. A total of 399 (93.8%) valid samples were used in the final analysis. Statistical analyses, including Frequency Analysis, t-test, Anova, PCA (Principal Component Analysis), and Pearson Correlation Analysis using SPSS ver. 21.0, were performed. The correct answer rate in the analysis of allergy-related knowledge level ranged from 15.0% to 89.7%. Analysis of differences in allergy-related perception by knowledge level showed significant differences in introduction of a food recall system, strengthening of relevant laws and regulations, content labeling, description of substitutional food, and differentiated package by age. It can be concluded that labeling of allergenic foods should be made easier and more convenient for checking by employees, developers, and consumers, and it is necessary to provide contents through the development of publicity, guidelines, or APP along with labeling.

The Effect of New Shower Facilities on Physical Activity Behaviors of Employees: A Quasi-experiment.

PubMed

Nehme, Eileen K; Pérez, Adriana; Ranjit, Nalini; Amick, Benjamin C; Kohl, Harold W

2017-02-01

This quasi-experimental study assessed the effects of new workplace showers on physical activity behaviors in a sample of downtown employees in Austin, TX. The study design was quasi-experimental with 2 comparison groups. Data were collected via internet-based surveys before and 4 months after shower installation at 1 worksite. Differences across study groups in the ranks of change in past-week minutes of physical activity from baseline to follow-up were assessed. Adjusted odds ratios and 95% confidence intervals for reporting an increase of ≥10 min past-week physical activity and workday physical activity among those with new showers and existing showers relative to those with no showers were also assessed. No significant differences in changes in physical activity from baseline to follow-up across study groups were found. One-quarter of participants with new workplace showers and 46.9% of those with existing workplace showers at baseline reported ever using the showers. This prospective study did not find significant changes in employee physical activity 4 months after installation of worksite showers. Worksite shower users were highly active at baseline, suggesting a possible early adopter effect, with potential for diffusion. Future studies may benefit from longer exposure times and larger samples.

Employee Assistance Programs: Effective Tools for Counseling Employees.

ERIC Educational Resources Information Center

Kraft, Ed

1991-01-01

College employee assistance program designs demonstrate the varied needs of a workforce. Whatever the model, the helping approach remains to (1) identify problem employees through performance-related issues; (2) refer them to the assistance program for further intervention; and (3) follow up with employee and supervisor to ensure a successful…

Employee Use of a Wireless Physical Activity Tracker Within Two Incentive Designs at One Company.

PubMed

Norman, Gregory J; Heltemes, Kevin J; Heck, Debi; Osmick, Mary Jane

2016-04-01

Physical activity provides numerous health benefits, including reducing risk factors that contribute to the leading causes of morbidity and mortality. Many employers offer incentives to employees to motivate engagement in wellness program activities. Two incentive designs to reward employees for achieving step goals were evaluated. This study used a retrospective design and the study population consisted of benefit-eligible employees at American Specialty Health ages 18 to 65 years who completed a health assessment and biometric screening during 2011 (N=396) or 2012 (N=500). A total of 320 employees participated in both years. During 2011, the incentive goal was 500,000 steps per quarter. By comparison, a 3-tier step goal plan was implemented in 2012 (ie, 400,000; 650,000; or 900,000 steps/quarter). The prevalence of participants in the step program was 64.7% in 2011 and 72.8% in 2012. The percentage of employees who reached at least 1 quarterly incentive increased from 36.3% in 2011 to 51.4% in 2012. Average steps/day was higher in 2012 (mean [M]=3573, standard deviation [SD]=3010) compared to the same employees in 2011 (M=2817, SD=2654) (P<.001). The findings suggest that a tiered incentive design may be an effective population approach to engage employees in physical activity. A multitier incentive design offers participants choices for goal setting and may help shape behavior toward what may be perceived as a difficult goal to achieve. (Population Health Management 2016;19:88-94).

Increased Physical Activity Leads to Improved Health-Related Quality of Life Among Employees Enrolled in a 12-Week Worksite Wellness Program.

PubMed

Macaluso, Stephanie; Marcus, Andrea Fleisch; Rigassio-Radler, Diane; Byham-Gray, Laura D; Touger-Decker, Riva

2015-11-01

To determine the relationship between physical activity (PA) and health-related quality of life among university employees who enrolled in a worksite wellness program (WWP). The study was an interim analysis of data collected in a WWP. The sample consisted of 64 participants who completed 12- and 26-week follow-up appointments. Self-reported anxiety days significantly decreased from baseline to week 12. There were positive trends in self-rated health, vitality days, and summative unhealthy days from baseline to week 26. Among those with a self-reported history of hypertension (HTN), there was an inverse correlation between PA and summative physically and mentally unhealthy days at week 12. Among participants in this WWP with HTN, as PA increased there was a significant decrease in summative physically and mentally unhealthy days at week 12.

Strike Manual: Related to Potential School Employee Strike Action.

ERIC Educational Resources Information Center

Loftus, Richard J., Jr., Ed.; And Others

Strikes and threats of strikes have become one of the realities of public education. School districts must be prepared to deal with strikes and the problems that they present. This manual is designed to provide a brief overview of the law relating to public employee strikes and to assist districts in adopting their own strike plans. It offers…

Employee engagement factors that affect enrollment compared with retention in two coaching programs--the ACTIVATE study.

PubMed

Terry, Paul E; Fowles, Jinnet B; Harvey, Lisa

2010-06-01

This article describes enrollment and retention results from a randomized controlled trial that tested differences between a traditional worksite health promotion program and an activated consumer program on health behaviors and health status. A control arm was included. Baseline survey and clinical data were collected from 631 of 1628 eligible employees (39% response rate) between March and June of 2005. Retention data were collected in March 2007-12 months into an 18-month program. At baseline, participants in the 6 groups (3 arms in each of 2 companies) were comparable in health status but not in patient activation status. Enrollment of high-risk employees into the 2 individualized coaching programs (one focused on traditional health promotion, the other focused on activated consumer navigation) varied significantly by industry type, smoking status, and patient activation. In contrast, retention in the coaching programs was related to sex, age, and industry type. Our findings suggest that one set of strategies may be needed to encourage program enrollment while a distinctly different set of strategies may be needed to sustain participation.

Documenting Employee Conduct

ERIC Educational Resources Information Center

Dalton, Jason

2009-01-01

One of the best ways for a child care program to lose an employment-related lawsuit is failure to document the performance of its employees. Documentation of an employee's performance can provide evidence of an employment-related decision such as discipline, promotion, or discharge. When properly implemented, documentation of employee performance…

Work-related risk factors for workplace violence among Korean employees.

PubMed

Lee, Hye-Eun; Kim, Hyoung-Ryoul; Park, Jung Sun

2014-01-01

The aim of this study was to identify work-related risk factors for workplace violence in a representative sample of Korean employees. We analyzed the associations between work-related factors and workplace violence in 29,171 employees using data from the 2011 Korean Working Conditions Survey. The survey included questions about verbal abuse, unwanted sexual attention, threats and behavior that humiliated the victim, physical violence, bullying/harassment and sexual harassment, and a respondent who answered yes to any of these 6 items was considered a victim of workplace violence. The prevalences of verbal abuse, unwanted sexual attention and threats/behavior that humiliated victims in the month preceding the study were 4.8, 1.0 and 1.5%, respectively. The prevalences of physical violence, bullying/harassment and sexual harassment in the year preceding the study were 0.7, 0.3 and 0.4%, respectively. Service workers had higher prevalences of overall workplace violence. Non-regular workers (OR=2.38, 95% CI=2.01-2.84), working more than 60 hours per week as opposed to 40-48 hours per week (OR=1.83, 95% CI=1.45-2.31) and night shift work (OR=1.88, 95% CI=1.54-2.30) were significant risk factors associated with workplace violence. Long working hours, job insecurity and night shift work were associated with a significant increase in workplace violence among Korean employees.

Active and retired public employees' health insurance: potential data sources.

PubMed

Morrill, Melinda Sandler

2014-12-01

Employer-provided health insurance for public sector workers is a significant public policy issue. Underfunding and the growing costs of benefits may hinder the fiscal solvency of state and local governments. Findings from the private sector may not be applicable because many public sector workers are covered by union contracts or salary schedules and often benefit modifications require changes in legislation. Research has been limited by the difficulty in obtaining sufficiently large and representative data on public sector employees. This article highlights data sources researchers might utilize to investigate topics concerning health insurance for active and retired public sector employees. Copyright © 2014 Elsevier B.V. All rights reserved.

31 CFR 594.510 - Official activities of certain international organizations; U.S. person employees of certain...

Code of Federal Regulations, 2011 CFR

2011-07-01

... 31 Money and Finance:Treasury 3 2011-07-01 2011-07-01 false Official activities of certain international organizations; U.S. person employees of certain governments. 594.510 Section 594.510 Money and... Licensing Policy § 594.510 Official activities of certain international organizations; U.S. person employees...

31 CFR 594.510 - Official activities of certain international organizations; U.S. person employees of certain...

Code of Federal Regulations, 2014 CFR

2014-07-01

... 31 Money and Finance:Treasury 3 2014-07-01 2014-07-01 false Official activities of certain international organizations; U.S. person employees of certain governments. 594.510 Section 594.510 Money and... Licensing Policy § 594.510 Official activities of certain international organizations; U.S. person employees...

31 CFR 594.510 - Official activities of certain international organizations; U.S. person employees of certain...

Code of Federal Regulations, 2013 CFR

2013-07-01

... 31 Money and Finance:Treasury 3 2013-07-01 2013-07-01 false Official activities of certain international organizations; U.S. person employees of certain governments. 594.510 Section 594.510 Money and... Licensing Policy § 594.510 Official activities of certain international organizations; U.S. person employees...

The importance of being "me": The relation between authentic identity expression and transgender employees' work-related attitudes and experiences.

PubMed

Martinez, Larry R; Sawyer, Katina B; Thoroughgood, Christian N; Ruggs, Enrica N; Smith, Nicholas A

2017-02-01

The present research examined the relation between authentic identity expression and transgender employees' work-related attitudes and experiences. Drawing on Kernis' (2003) theoretical conceptualization of authenticity and expanding on current workplace identity management research, we predicted that employees who had taken steps to reduce the discrepancy between their inner gender identities and their outward manifestations of gender would report more positive job attitudes and workplace experiences, in part because the reduction of this discrepancy is related to greater feelings of authenticity. In Study 1, we found that the extent to which one has transitioned was related to higher job satisfaction and perceived person-organization (P-O) fit and lower perceived discrimination. In Study 2, we replicate and extend these results by showing that the extent to which employees felt that others at work perceived them in a manner consistent with how they perceived themselves (relational authenticity) mediated the relations between extent of transition and all 3 of these outcomes. However, perceptions of alignment between one's felt and expressed identity (action authenticity) only mediated this link for job satisfaction. We discuss the theoretical and practical implications of our results, as well as avenues for future research on authenticity in the workplace. (PsycINFO Database Record (c) 2017 APA, all rights reserved).

An Examination of Workplace Influences on Active Commuting in a Sample of University Employees.

PubMed

Bopp, Melissa; Sims, Dangaia; Colgan, Joanna; Rovniak, Liza; Matthews, Stephen A; Poole, Erika

2016-01-01

Active commuting (AC; walking or biking) to work is associated with many benefits, though rates remain low. Employers can benefit from greater employee AC, through improved employee physical activity, though how the workplace is related to AC is unclear. The current study sought to examine how the workplace environment is related to AC participation. This was a cross-sectional, online survey conducted in April-May 2014. A volunteer sample of university employees (n = 551) was recruited. A large university in the northeastern United States. The online survey addressed travel habits, demographics, and workplace social and physical environment for AC. Pearson correlations and t tests were used to examine relationships between the percentage of all trips as AC and workplace influences and a multivariate regression analysis predicted AC participation. Participants reported 0.86 ± 2.6 AC trips per week. Percentage of trips as AC trips associated with perceived coworker AC (P < .001), parking availability (r = -0.22, P < .001), and bike parking availability (r = 0.24, P < .001). Individuals reporting greater walking time from their parking spot to their workplace reported a higher percentage of trips as AC compared with those with closer parking (P < .001). Individuals with a parking pass were less likely to AC than those with no permit (P < .001). The full multivariate model explained 42.5% of the variance in percentage of trips per week via AC (P < .001), having a parking pass (B = 0.23, P < .001), parking availability (B = -0.17, P < .001), perceived coworkers AC (B = 0.08, P = .02), and greater perceived walk time to campus (B = -0.43, P < .001) as significant predictors. This study provided insight into institutional influences on AC, indicating that policy, infrastructure, and programmatic initiatives could be used to promote workplace AC.

Individual deals within teams: Investigating the role of relative i-deals for employee performance.

PubMed

Vidyarthi, Prajya R; Singh, Satvir; Erdogan, Berrin; Chaudhry, Anjali; Posthuma, Richard; Anand, Smriti

2016-11-01

The authors extend i-deals theory to an individual-within-a-team context. Drawing upon social comparison theory, they contend that individuals will react to their own i-deals within the context of group members' i-deals. Therefore, they examine the role of relative i-deals (an individual's i-deals relative to the team's average) in relation to employee performance. Furthermore, integrating social comparison theory with social identity theory the authors assert that the behavioral outcomes of relative i-deals are influenced by the team's social and structural attributes of team orientation and task interdependence. Finally, they contend that the perceptions of one's relative standing with the leader, or leader-member exchange social comparison (LMXSC), mediate the i-deals-outcome relationship in groups with low team orientation and task interdependence. Results of multilevel modeling using time-lagged data from 321 employees nested in 46 teams demonstrated that the positive relationship between relative i-deals and employee performance was stronger in groups with low team orientation and task interdependence, and the mediation effect of LMXSC was stronger in teams with low rather than high team orientation. (PsycINFO Database Record (c) 2016 APA, all rights reserved).

Antecedents of Employees' Involvement in Work-Related Learning: A Systematic Review

ERIC Educational Resources Information Center

Kyndt, Eva; Baert, Herman

2013-01-01

Involvement in work-related learning seems to be more complex than a simple supply-demand fit. An interplay of several factors can influence this involvement at different stages of the decision-making process of the employee. The aim of this systematic review is to examine which antecedents of work-related learning have been identified in previous…

Health-related quality of life association with work-related stress and social support among female and male disabled employees.

PubMed

Tsai, Su-Ying

2016-01-01

Few studies have focused on adverse relations of job strain to health in disabled employees by gender. In this study, the author explores gender differences in work-related stress, social support, and health-related quality of life (HRQoL) among 106 disabled employees in an electronics manufacturing plant during 2012-2013, using questionnaire data on demographics, perceived work-related stress, the Beck Depression Inventory, the Chinese version of the Job Content Questionnaire (C-JCQ), and HRQoL. The prevalence of stress related to workload, colleagues, and supervisor were 26.4%, 14.1%, and 8.5%, respectively. Disabled females had higher scores for psychological job demand than male disabled employees (p = .0219). Increasing psychological job demand scores were adversely related to physical function scores (β = -1.6) in males, whereas increasing decision latitude scores were positively related to role-limitation due to physical function (β = 2.3), general health (β = 1.2), vitality (β = 1.3), role-limitation due to emotional health (β = 2.6), and mental health (β = 0.9) scores in females. These results provide a better understanding of the HRQoL in female and male disabled workers, allowing for the development of stress-prevention programs specific for gender in disabled laborers.

Effect of organization-level variables on differential employee participation in 10 federal worksite health promotion programs.

PubMed

Crump, C E; Earp, J A; Kozma, C M; Hertz-Picciotto, I

1996-05-01

Guided by a conceptual model, the authors used both qualitative data (e.g., individual interviews, focus groups) and quantitative data from an employee survey (N = 3,388) in 10 federal agencies to investigate whether organization context and implementation process affected participation in worksite health promotion and disease prevention (HPDP) activities among demographic subgroups. Overall, employees on average participated in fewer than two agency-supported health-related activities per year (17% in fitness, 40% in health risk assessment activities). Employees participated more where coworkers endorsed such programs. Minority employees and employees in lower level positions were more likely to participate in fitness activities when organizations had a more comprehensive program structure, engaged in more marketing strategies, gave time off to employees to participate, or had on-site facilities. Management support for the program was related to participation by employees who were male, white, and had upper level positions. The data supported the proposed model; also confirmed was two predicted relationships between model constructs, which provided a better understanding of differential participation by employee groups.

10 CFR 63.9 - Employee protection.

Code of Federal Regulations, 2011 CFR

2011-01-01

... because the employee has engaged in protected activities. An employee's engagement in protected activities... 10 Energy 2 2011-01-01 2011-01-01 false Employee protection. 63.9 Section 63.9 Energy NUCLEAR... MOUNTAIN, NEVADA General Provisions § 63.9 Employee protection. (a) Discrimination by a Commission licensee...

10 CFR 63.9 - Employee protection.

Code of Federal Regulations, 2010 CFR

2010-01-01

... because the employee has engaged in protected activities. An employee's engagement in protected activities... 10 Energy 2 2010-01-01 2010-01-01 false Employee protection. 63.9 Section 63.9 Energy NUCLEAR... MOUNTAIN, NEVADA General Provisions § 63.9 Employee protection. (a) Discrimination by a Commission licensee...

Physical activity among employee women based on transtheoretical model.

PubMed

Mostafavi, Firoozeh; Pirzadeh, Asiyeh

2015-01-01

Today, many jobs are associated with the inactivity or sedentary lifestyle. Employees' health will be affected by their depriving of the benefits of physical activity (PA). Therefore, the present study was undertaken to determine the PA among employee women in Isfahan University of Medical Sciences based on the transtheoretical model. This is a cross-sectional study has been performed in Isfahan University of Medical Sciences employee women (2013). A convenience sample of 100 women was selected. Data were collected by validated and reliable questionnaire in three parts (demographics information, PA scale, and TTM constructs). Data were analyzed by SPSS SPSS (version 16.0; SPSS, IBM, Inc, Chicago, IL, USA) and descriptive and analytical statistics such as ANOVA and independent t-test were used. A two-tailed P < 0.05 was considered statistically significant. The mean of PA was 21.17 ± 27.30 min in a day. Weekly heavy, moderate, and light exercise mean was 0.72 ± 1.81, 0.89 ± 1.87 and 0.57 ± 1.57 days, respectively. In this study, 26% of women were in contemplation, 22% in contemplation, 20% in preparation, 13% in action, and 19% in the maintenance stage. Furthermore, there were significant differences between consciousness raising, dramatic relief, counter-conditioning, stimulus control, helping relationships, reinforcement management, and self-liberation with stages of change constructs. Because of a significant relationship between cognitive and behavioral processes and PA in this group, designing and implementing an educational program based on the transtheoretical model may be useful in promoting PA of a female employee.

The Differences in Career-Related Variables between Temporary and Permanent Employees in Information Technology Companies in Korea

ERIC Educational Resources Information Center

Tak, Jinkook; Lim, Beomsik

2008-01-01

The purpose of this study was to examine differences in career-related variables, such as career commitment and career satisfaction, based on employment status (temporary vs. permanent employees) and job type (professional vs. nonprofessional employees). With a sample of 302 employees working in information technology companies in Korea, it was…

Union perceptions of factors related to the return to work of employees with depression.

PubMed

Corbière, Marc; Renard, Marianne; St-Arnaud, Louise; Coutu, Marie-France; Negrini, Alessia; Sauvé, Geneviève; Lecomte, Tania

2015-06-01

Between 30 and 60% of the societal cost of depression is due to losses related to decreased work productivity. To date, only a few studies have focused on union perspectives related to factors influencing the return-to-work of employees absent due to depression, despite evidence of the importance of these perspectives. The purpose of this study is to develop a better understanding of union perspectives on the factors surrounding the return-to-work of employees who were absent from work due to depression. In this qualitative study, conducted in Canada (Québec), 23 individuals (union representatives and peer workers) from the three largest unions (mixed industries) in Quebec took part in one of three focus groups. Fourteen emerging themes (e.g., work environment, attitudes toward depression) were distributed over five categories of stakeholders involved in the return-to-work of employees on sick leave (i.e., employers and immediate supervisors, co-workers, employees on sick leave due to depression, general physicians, and unions). We observed four major cross-cutting themes that arose beyond these five categories: (1) organizational culture in which mental health issues and human aspects of work are central, (2) support and follow-up during the work absence and the return-to-work, (3) lack of resources to assist the employee in the return-to-work, and (4) stakeholders' prejudices and discomfort regarding depression. Our results clarify the factors, from a union perspective, that may facilitate or hinder the return-to-work of employees absent from work due to depression.

Work-related violence and its association with self-rated general health among public sector employees in Sweden.

PubMed

Vaez, Marjan; Josephson, Malin; Vingård, Eva; Voss, Margaretha

2014-01-01

Work-related violence is one of the most serious threats to employee safety and health. To ascertain the extent of self-reported violence or threats of violence at work in relation to the general health of public sector employees. The study population comprised 9,611 female (83%) and male public employees in Sweden. A questionnaire based on items derived mainly from validated instruments was constructed to cover aspects such as health, lifestyle, and physical and psychosocial work conditions. One in three employees reported work-related violence, with the highest proportions among psychiatric nurses (79%) and psychiatric attendants (75%). Work-related violence more often affected those who were < 45 years old, worked < 40 hours/week, worked nights, or reported poor health. Regardless of gender, age, hours of work, night work, and type of occupation, exposure to work-related violence was associated with less than good general health, and this relationship was strongest for psychiatric nurses (OR=3.19; 95% CI=1.28-7.98), medical doctors/dentists (OR=2.46; 95% CI=1.35-4.49), compulsory school teachers (OR=2.14; 95% CI=1.33-3.45), and other nurses (OR=1.87; 95% CI=1.23-2.84). Work-related violence was frequently reported by employees in the most common public sector occupations, and it was associated with poor health in both genders.

Employees.

ERIC Educational Resources Information Center

Sorenson, Gail Paulus; Mawdsley, Ralph D.

This chapter covers the nearly 250 cases reported in 1987 involving precollegiate public-sector employees. Those cases where purely procedural issues are involved are omitted, and procedural issues in the remaining cases are deemphasized. Although no United States Supreme Court cases in 1987 related to school employees, those from prior years are…

Negative core affect and employee silence: How differences in activation, cognitive rumination, and problem-solving demands matter.

PubMed

Madrid, Hector P; Patterson, Malcolm G; Leiva, Pedro I

2015-11-01

Employees can help to improve organizational performance by sharing ideas, suggestions, or concerns about practices, but sometimes they keep silent because of the experience of negative affect. Drawing and expanding on this stream of research, this article builds a theoretical rationale based on core affect and cognitive appraisal theories to describe how differences in affect activation and boundary conditions associated with cognitive rumination and cognitive problem-solving demands can explain employee silence. Results of a diary study conducted with professionals from diverse organizations indicated that within-person low-activated negative core affect increased employee silence when, as an invariant factor, cognitive rumination was high. Furthermore, within-person high-activated negative core affect decreased employee silence when, as an invariant factor, cognitive problem-solving demand was high. Thus, organizations should manage conditions to reduce experiences of low-activated negative core affect because these feelings increase silence in individuals high in rumination. In turn, effective management of experiences of high-activated negative core affect can reduce silence for individuals working under high problem-solving demand situations. (c) 2015 APA, all rights reserved).

The daily commute from work to home: examining employees' experiences in relation to their recovery status.

PubMed

van Hooff, Madelon L M

2015-04-01

Sufficient recovery after daily effort expenditure at work is important to protect employee health and well-being. However, the role of commuting in the daily effort-recovery process is still not very well understood. The present study aimed to advance insight in this respect by examining if relaxation, detachment, mastery and stressful delays experienced during the commute from work to home affect employees' recovery status after returning home from work and at the end of the evening. Daily job demands were expected to moderate these effects. Serenity and (low) anxiety were included as indicators of employees' recovery status. Data were collected by means of a 5-day daily diary study (three measurements daily) among 76 participants from various industries. Multilevel analyses showed that relaxation was positively and stressful delays were negatively related to employees' recovery status after returning home from work but not to indicators of recovery at the end of the evening. For detachment, similar relations were found but only on days with high job demands. Mastery was not related to employees' recovery status. These findings enhance our insight in the daily effort-recovery cycle and underline the importance of promoting detachment (on demanding workdays) and relaxation on the way home from work. Copyright © 2013 John Wiley & Sons, Ltd.

20 CFR 10.528 - What action will OWCP take if the employee fails to file a report of activity indicating an...

Code of Federal Regulations, 2010 CFR

2010-04-01

... fails to file a report of activity indicating an ability to work? 10.528 Section 10.528 Employees... employee fails to file a report of activity indicating an ability to work? OWCP periodically requires each... indicating an ability to work, which the employee has performed for the prior 15 months. If an employee who...

20 CFR 10.528 - What action will OWCP take if the employee fails to file a report of activity indicating an...

Code of Federal Regulations, 2014 CFR

2014-04-01

... fails to file a report of activity indicating an ability to work? 10.528 Section 10.528 Employees... employee fails to file a report of activity indicating an ability to work? OWCP periodically requires each... indicating an ability to work, which the employee has performed for the prior 15 months. If an employee who...

20 CFR 10.528 - What action will OWCP take if the employee fails to file a report of activity indicating an...

Code of Federal Regulations, 2013 CFR

2013-04-01

... fails to file a report of activity indicating an ability to work? 10.528 Section 10.528 Employees... employee fails to file a report of activity indicating an ability to work? OWCP periodically requires each... indicating an ability to work, which the employee has performed for the prior 15 months. If an employee who...

20 CFR 10.528 - What action will OWCP take if the employee fails to file a report of activity indicating an...

Code of Federal Regulations, 2012 CFR

2012-04-01

... fails to file a report of activity indicating an ability to work? 10.528 Section 10.528 Employees... employee fails to file a report of activity indicating an ability to work? OWCP periodically requires each... indicating an ability to work, which the employee has performed for the prior 15 months. If an employee who...

20 CFR 10.528 - What action will OWCP take if the employee fails to file a report of activity indicating an...

Code of Federal Regulations, 2011 CFR

2011-04-01

... fails to file a report of activity indicating an ability to work? 10.528 Section 10.528 Employees... employee fails to file a report of activity indicating an ability to work? OWCP periodically requires each... indicating an ability to work, which the employee has performed for the prior 15 months. If an employee who...

Effect of a 5-Month Worksite Physical Activity Program on Tertiary Employees Overall Health and Fitness.

PubMed

Genin, Pauline Manon; Degoutte, Fabrice; Finaud, Julien; Pereira, Bruno; Thivel, David; Duclos, Martine

2017-02-01

This pilot study questions the effects of a worksite physical activity program on health and fitness in tertiary employees. Ninety-five employees were randomly assigned to Control (CON); Novice (NOV); Experienced group (EXP). The NOV and EXP groups followed a 5-month worksite physical activity program (at least two sessions/week). Body composition, physical activity level and physical fitness, eating habits, health perception, sleep quality, pain, and quality of life were assessed. Fat mass decreased in NOV and EXP; the distance covered during the 6-minute walking test, push-ups, squat jump increased for NOV and EXP group. Physical activity level, health perception, quality of sleep, and eating habits were improved in NOV. This study underlines for the first time the beneficial effects of such worksite programs among tertiary employees on overall health and the feasibility of its design.

Depression in employees in privately owned enterprises in China: is it related to work environment and work ability?

PubMed

Sun, Jing; Buys, Nicholas; Wang, Xinchao

2013-03-25

This study examines the individual and workplace factors related to depression and stress in a large privately owned enterprise in China. The cross-sectional study design involved 13 privately owned retail enterprises in China. A self-report survey was administered to 4,847 employees aged 18-54 recruited through the management boards of the 13 enterprises. A chi-square test was used to compare differences between the depressed and non-depressed groups on a number of demographic variables and chronic diseases. Logistic regression analysis was performed to assess depression in relation to individual factors (work ability and resilience) and organisational environmental factors (workplace ethos and culture, psychosocial environment and health promotion policies and activities). Significant relationships were found between employee depression all personal factors, and one organisational environmental factor. Personal factors include poor work ability and low resilience, while workplace factors include workplace ethos and culture. The primary organisational environmental factor was a low level of enterprise ethos and culture.

Personal Health Technologies in Employee Health Promotion: Usage Activity, Usefulness, and Health-Related Outcomes in a 1-Year Randomized Controlled Trial

PubMed Central

Orsama, Anna-Leena; Ahtinen, Aino; Hopsu, Leila; Leino, Timo; Korhonen, Ilkka

2013-01-01

Background Common risk factors such as obesity, poor nutrition, physical inactivity, stress, and sleep deprivation threaten the wellness and work ability of employees. Personal health technologies may help improve engagement in health promotion programs and maintenance of their effect. Objective This study investigated personal health technologies in supporting employee health promotion targeting multiple behavioral health risks. We studied the relations of usage activity to demographic and physiological characteristics, health-related outcomes (weight, aerobic fitness, blood pressure and cholesterol), and the perceived usefulness of technologies in wellness management. Methods We conducted a subgroup analysis of the technology group (114 subjects, 33 males, average age 45 years, average BMI 27.1 kg/m2) of a 3-arm randomized controlled trial (N=352). The trial was organized to study the efficacy of a face-to-face group intervention supported by technologies, including Web services, mobile applications, and personal monitoring devices. Technology usage was investigated based on log files and questionnaires. The associations between sustained usage of Web and mobile technologies and demographic and physiological characteristics were analyzed by comparing the baseline data of sustained and non-sustained users. The associations between sustained usage and changes in health-related outcomes were studied by repeated analysis of variance, using data measured by baseline and end questionnaires, and anthropometric and laboratory measurements. The experienced usability, usefulness, motivation, and barriers to using technologies were investigated by 4 questionnaires and 2 interviews. Results 111 subjects (97.4%) used technologies at some point of the study, and 33 (29.9%) were classified as sustained users of Web or mobile technologies. Simple technologies, weight scales and pedometer, attracted the most users. The sustained users were slightly older 47 years (95% CI 44 to 49

Personal health technologies in employee health promotion: usage activity, usefulness, and health-related outcomes in a 1-year randomized controlled trial.

PubMed

Mattila, Elina; Orsama, Anna-Leena; Ahtinen, Aino; Hopsu, Leila; Leino, Timo; Korhonen, Ilkka

2013-07-29

Common risk factors such as obesity, poor nutrition, physical inactivity, stress, and sleep deprivation threaten the wellness and work ability of employees. Personal health technologies may help improve engagement in health promotion programs and maintenance of their effect. This study investigated personal health technologies in supporting employee health promotion targeting multiple behavioral health risks. We studied the relations of usage activity to demographic and physiological characteristics, health-related outcomes (weight, aerobic fitness, blood pressure and cholesterol), and the perceived usefulness of technologies in wellness management. We conducted a subgroup analysis of the technology group (114 subjects, 33 males, average age 45 years, average BMI 27.1 kg/m(2)) of a 3-arm randomized controlled trial (N=352). The trial was organized to study the efficacy of a face-to-face group intervention supported by technologies, including Web services, mobile applications, and personal monitoring devices. Technology usage was investigated based on log files and questionnaires. The associations between sustained usage of Web and mobile technologies and demographic and physiological characteristics were analyzed by comparing the baseline data of sustained and non-sustained users. The associations between sustained usage and changes in health-related outcomes were studied by repeated analysis of variance, using data measured by baseline and end questionnaires, and anthropometric and laboratory measurements. The experienced usability, usefulness, motivation, and barriers to using technologies were investigated by 4 questionnaires and 2 interviews. 111 subjects (97.4%) used technologies at some point of the study, and 33 (29.9%) were classified as sustained users of Web or mobile technologies. Simple technologies, weight scales and pedometer, attracted the most users. The sustained users were slightly older 47 years (95% CI 44 to 49) versus 44 years (95% CI 42 to 45

29 CFR 784.19 - Commerce activities of enterprise in which employee is employed.

Code of Federal Regulations, 2013 CFR

2013-07-01

... 29 Labor 3 2013-07-01 2013-07-01 false Commerce activities of enterprise in which employee is... Application of Coverage and Exemptions Provisions of the Act § 784.19 Commerce activities of enterprise in... reason of their personal engagement in interstate commerce activities, as explained in § 784.18, are...

29 CFR 784.19 - Commerce activities of enterprise in which employee is employed.

Code of Federal Regulations, 2012 CFR

2012-07-01

... 29 Labor 3 2012-07-01 2012-07-01 false Commerce activities of enterprise in which employee is... Application of Coverage and Exemptions Provisions of the Act § 784.19 Commerce activities of enterprise in... reason of their personal engagement in interstate commerce activities, as explained in § 784.18, are...

29 CFR 784.19 - Commerce activities of enterprise in which employee is employed.

Code of Federal Regulations, 2014 CFR

2014-07-01

... 29 Labor 3 2014-07-01 2014-07-01 false Commerce activities of enterprise in which employee is... Application of Coverage and Exemptions Provisions of the Act § 784.19 Commerce activities of enterprise in... reason of their personal engagement in interstate commerce activities, as explained in § 784.18, are...

The effectiveness of worksite nutrition and physical activity interventions for controlling employee overweight and obesity: a systematic review.

PubMed

Anderson, Laurie M; Quinn, Toby A; Glanz, Karen; Ramirez, Gilbert; Kahwati, Leila C; Johnson, Donna B; Buchanan, Leigh Ramsey; Archer, W Roodly; Chattopadhyay, Sajal; Kalra, Geetika P; Katz, David L

2009-10-01

This report presents the results of a systematic review of the effectiveness of worksite nutrition and physical activity programs to promote healthy weight among employees. These results form the basis for the recommendation by the Task Force on Community Preventive Services on the use of these interventions. Weight-related outcomes, including weight in pounds or kilograms, BMI, and percentage body fat were used to assess effectiveness of these programs. This review found that worksite nutrition and physical activity programs achieve modest improvements in employee weight status at the 6-12-month follow-up. A pooled effect estimate of -2.8 pounds (95% CI=-4.6, -1.0) was found based on nine RCTs, and a decrease in BMI of -0.5 (95% CI=-0.8, -0.2) was found based on six RCTs. The findings appear to be applicable to both male and female employees, across a range of worksite settings. Most of the studies combined informational and behavioral strategies to influence diet and physical activity; fewer studies modified the work environment (e.g., cafeteria, exercise facilities) to promote healthy choices. Information about other effects, barriers to implementation, cost and cost effectiveness of interventions, and research gaps are also presented in this article. The findings of this systematic review can help inform decisions of employers, planners, researchers, and other public health decision makers.

Organizational Silence in Sports Employees

ERIC Educational Resources Information Center

Bastug, Gulsum; Pala, Adem; Yilmaz, Taner; Duyan, Mehdi; Gunel, Ilker

2016-01-01

Organizational silence can be defined as a way of behaviour belonging to men and women employees in the organization exhibited without reflecting their feelings, ideas, concerns and suggestions related with their workplaces, works for which they are responsible or other activities of the organization. In the period of organizational silence,…

Work-related determinants of multi-site musculoskeletal pain among employees in the health care sector.

PubMed

Neupane, Subas; Nygård, Clas-Håkan; Oakman, Jodi

2016-06-16

Work-related musculoskeletal pain is a major occupational problem. Those with pain in multiple sites usually report worse health outcomes than those with pain in one site. This study explored prevalence and associated predictors of multi-site pain in health care sector employees. Survey responses from 1348 health care sector employees across three organisations (37% response rate) collected data on job satisfaction, work life balance, psychosocial and physical hazards, general health and work ability. Musculoskeletal discomfort was measured across 5 body regions with pain in ≥ 2 sites defined as multi-site pain. Generalized linear models were used to identify relationships between work-related factors and multi-site pain. Over 52% of the employees reported pain in multiple body sites and 19% reported pain in one site. Poor work life balance (PRR = 2.33, 95% CI = 1.06-5.14). physical (PRR = 7.58, 95% CI = 4.89-11.77) and psychosocial (PRR = 1.59, 95% CI = 1.00-2.57) hazard variables were related to multi-site pain (after controlling for age, gender, health and work ability. Older employees and females were more likely to report multi-site pain. Effective risk management of work related multi-site pain must include identification and control of psychosocial and physical hazards.

41 CFR 105-64.107 - What standards of conduct apply to employees with privacy-related responsibilities?

Code of Federal Regulations, 2010 CFR

2010-07-01

... conduct apply to employees with privacy-related responsibilities? 105-64.107 Section 105-64.107 Public... SERVICES ADMINISTRATION Regional Offices-General Services Administration 64-GSA PRIVACY ACT RULES 64.1-Policies and Responsibilities § 105-64.107 What standards of conduct apply to employees with privacy...

41 CFR 105-64.107 - What standards of conduct apply to employees with privacy-related responsibilities?

Code of Federal Regulations, 2014 CFR

2014-01-01

... conduct apply to employees with privacy-related responsibilities? 105-64.107 Section 105-64.107 Public... SERVICES ADMINISTRATION Regional Offices-General Services Administration 64-GSA PRIVACY ACT RULES 64.1-Policies and Responsibilities § 105-64.107 What standards of conduct apply to employees with privacy...

Objectively measured physical activity in Finnish employees: a cross-sectional study.

PubMed

Mutikainen, Sara; Helander, Elina; Pietilä, Julia; Korhonen, Ilkka; Kujala, Urho M

2014-12-10

To objectively measure the amount of intensity-specific physical activity by gender and age with respect to body mass index (BMI) during workdays and days off among Finnish employees. A cross-sectional study. Primary care occupational healthcare units. A sample of 9554 Finnish employees (4221 men and 5333 women; age range 18-65 years; BMI range 18.5-40 kg/m(2)) who participated in health assessments related to occupational health promotion. The amount of moderate-to-vigorous (MVPA) and vigorous (VPA) physical activity (≥3 and ≥6 metabolic equivalents, respectively) was assessed by estimating the minute-to-minute oxygen consumption from the recorded beat-to-beat R-R interval data. The estimation method used heart rate, respiration rate and on/off response information from R-R interval data calibrated by age, gender, height, weight and self-reported physical activity class. The proportion of participants fulfilling the aerobic physical activity recommendation of ≥150 min/week was calculated on the basis of ≥10 min bouts, by multiplying the VPA minutes by 2. Both MVPA and VPA were higher among men and during days off, and decreased with increasing age and BMI (p<0.001 for all). Similar results were observed when the probability of having a bout of MVPA or VPA lasting continuously for ≥10 min per measurement day was studied. The total amount of VPA was low among overweight (mean ≤2.6 min/day), obese (mean ≤0.6 min/day) and all women in the age group 51-65 years (mean ≤2.5 min/day) during both types of days. The proportion of participants fulfilling the aerobic physical activity recommendation was highest for normal weight men (65%; 95% CI 62% to 67%) and lowest for obese women (10%; 95% CI 8% to 12%). Objectively measured physical activity is higher among men and during days off, and decreases with increasing age and BMI. The amount of VPA is very low among obese, overweight and older women. Published by the BMJ Publishing Group

Predictors of Depression and Musculoskeletal Disorder Related Work Disability Among Young, Middle-Aged, and Aging Employees.

PubMed

Ervasti, Jenni; Mattila-Holappa, Pauliina; Joensuu, Matti; Pentti, Jaana; Lallukka, Tea; Kivimäki, Mika; Vahtera, Jussi; Virtanen, Marianna

2017-01-01

The aim of this study was to investigate the level and predictors of work disability in different age groups. We followed young (18 to 34 years), middle-aged (35 to 50 years), and aging (>50 years) employees (n = 70,417) for 7 years (2005 to 2011) for all-cause and cause-specific work disability (sickness absence and disability pension). Using negative binomial regression, we obtained both relative risk estimates and absolute rates, that is, days of work disability per person-year. The greatest relative difference in all-cause, and specifically depression-related work disability, was between young women and young men, and between employees with low versus high levels of education. Aging employees with a low education and chronic somatic disease had the highest levels of musculoskeletal disorder related work disability. The predictors of work disability vary by age and diagnosis. These results help target age-specific measures for the prevention of permanent work disability.

Investigating Employee-Reported Benefits of Participation in a Comprehensive Australian Workplace Health Promotion Program.

PubMed

Kilpatrick, Michelle; Blizzard, Leigh; Sanderson, Kristy; Teale, Brook; Nelson, Mark; Chappell, Kate; Venn, Alison

2016-05-01

To investigate employee-reported benefits of participation, employee organizational commitment, and health-related behaviors and body mass index (BMI) following implementation of a comprehensive workplace health promotion (WHP) program. State government employees from Tasmania, Australia, completed surveys in 2010 (n = 3408) and 2013 (n = 3228). Repeated cross-sectional data were collected on sociodemographic, health, and work characteristics. Participation in WHP activities, employee-reported organizational commitment, and benefits of participation were collected in 2013. Respondents who participated in multiple activities were more likely to agree that participation had motivated them, or helped them to address a range of health and work factors (trends: P < 0.05). There were significant associations between participation and employee organizational commitment. No differences were observed in health-related behaviors and BMI between 2010 and 2013. Healthy@Work (pH@W) was either ineffective, or insufficient time had elapsed to detect a population-level change in employee lifestyle factors.

10 CFR 40.7 - Employee protection.

Code of Federal Regulations, 2011 CFR

2011-01-01

... protected activities. An employee's engagement in protected activities does not automatically render him or... 10 Energy 1 2011-01-01 2011-01-01 false Employee protection. 40.7 Section 40.7 Energy NUCLEAR REGULATORY COMMISSION DOMESTIC LICENSING OF SOURCE MATERIAL General Provisions § 40.7 Employee protection. (a...

Employee resistance and injury during commercial robberies.

PubMed

Jones, Jennifer; Casteel, Carri; Peek-Asa, Corinne

2015-05-01

To examine the association between employee resistance and injury and examine whether type or location of property stolen was associated with employee resistance during commercial robberies in a large metropolitan city. Robbery data were abstracted from police crime reports between 2008 and 2012. Log binomial regression models were used to identify predictors of employee resistance and to evaluate the association between employee resistance and injury. Employees resisted a robber in nearly half of all robbery events. Active employee resistance was significantly associated with employee injury (Adj PR: 1.49, 95% confidence interval, 1.34 to 1.65). Goods being stolen were associated with active employee resistance and employee injury, whereas cash only being stolen was inversely associated with employee injury. Results suggest that employee training in nonresistance can be an important strategy in protecting employees working with the exchange of cash and goods.

Doing masculinity, not doing health? A qualitative study among Dutch male employees about health beliefs and workplace physical activity.

PubMed

Verdonk, Petra; Seesing, Hannes; de Rijk, Angelique

2010-11-19

Being female is a strong predictor of health promoting behaviours. Workplaces show great potential for lifestyle interventions, but such interventions do not necessarily take the gendered background of lifestyle behaviours into account. A perspective analyzing how masculine gender norms affect health promoting behaviours is important. This study aims to explore men's health beliefs and attitudes towards health promotion; in particular, it explores workplace physical activity in relation to masculine ideals among male employees. In the Fall of 2008, we interviewed 13 white Dutch male employees aged 23-56 years. The men worked in a wide range of professions and occupational sectors and all interviewees had been offered a workplace physical activity program. Interviews lasted approximately one to one-and-a-half hour and addressed beliefs about health and lifestyle behaviours including workplace physical activity, as well as normative beliefs about masculinity. Thematic analysis was used to analyze the data. Two normative themes were found: first, the ideal man is equated with being a winner and real men are prepared to compete, and second, real men are not whiners and ideally, not vulnerable. Workplace physical activity is associated with a particular type of masculinity - young, occupied with looks, and interested in muscle building. Masculine norms are related to challenging health while taking care of health is feminine and, hence, something to avoid. Workplace physical activity is not framed as a health measure, and not mentioned as of importance to the work role. Competitiveness and nonchalant attitudes towards health shape masculine ideals. In regards to workplace physical activity, some men resist what they perceive to be an emphasis on muscled looks, whereas for others it contributes to looking self-confident. In order to establish a greater reach among vulnerable employees such as ageing men, worksite health promotion programs including workplace physical

Doing masculinity, not doing health? a qualitative study among dutch male employees about health beliefs and workplace physical activity

PubMed Central

2010-01-01

Background Being female is a strong predictor of health promoting behaviours. Workplaces show great potential for lifestyle interventions, but such interventions do not necessarily take the gendered background of lifestyle behaviours into account. A perspective analyzing how masculine gender norms affect health promoting behaviours is important. This study aims to explore men's health beliefs and attitudes towards health promotion; in particular, it explores workplace physical activity in relation to masculine ideals among male employees. Methods In the Fall of 2008, we interviewed 13 white Dutch male employees aged 23-56 years. The men worked in a wide range of professions and occupational sectors and all interviewees had been offered a workplace physical activity program. Interviews lasted approximately one to one-and-a-half hour and addressed beliefs about health and lifestyle behaviours including workplace physical activity, as well as normative beliefs about masculinity. Thematic analysis was used to analyze the data. Results Two normative themes were found: first, the ideal man is equated with being a winner and real men are prepared to compete, and second, real men are not whiners and ideally, not vulnerable. Workplace physical activity is associated with a particular type of masculinity - young, occupied with looks, and interested in muscle building. Masculine norms are related to challenging health while taking care of health is feminine and, hence, something to avoid. Workplace physical activity is not framed as a health measure, and not mentioned as of importance to the work role. Conclusions Competitiveness and nonchalant attitudes towards health shape masculine ideals. In regards to workplace physical activity, some men resist what they perceive to be an emphasis on muscled looks, whereas for others it contributes to looking self-confident. In order to establish a greater reach among vulnerable employees such as ageing men, worksite health promotion

22 CFR 210.640 - Employee.

Code of Federal Regulations, 2010 CFR

2010-04-01

... 22 Foreign Relations 1 2010-04-01 2010-04-01 false Employee. 210.640 Section 210.640 Foreign... (FINANCIAL ASSISTANCE) Definitions § 210.640 Employee. (a) Employee means the employee of a recipient directly engaged in the performance of work under the award, including— (1) All direct charge employees; (2...

22 CFR 312.640 - Employee.

Code of Federal Regulations, 2010 CFR

2010-04-01

... 22 Foreign Relations 2 2010-04-01 2010-04-01 true Employee. 312.640 Section 312.640 Foreign... § 312.640 Employee. (a) Employee means the employee of a recipient directly engaged in the performance of work under the award, including— (1) All direct charge employees; (2) All indirect charge...

22 CFR 1509.640 - Employee.

Code of Federal Regulations, 2010 CFR

2010-04-01

... 22 Foreign Relations 2 2010-04-01 2010-04-01 true Employee. 1509.640 Section 1509.640 Foreign... ASSISTANCE) Definitions § 1509.640 Employee. (a) Employee means the employee of a recipient directly engaged in the performance of work under the award, including— (1) All direct charge employees; (2) All...

22 CFR 133.640 - Employee.

Code of Federal Regulations, 2010 CFR

2010-04-01

... 22 Foreign Relations 1 2010-04-01 2010-04-01 false Employee. 133.640 Section 133.640 Foreign... ASSISTANCE) Definitions § 133.640 Employee. (a) Employee means the employee of a recipient directly engaged in the performance of work under the award, including— (1) All direct charge employees; (2) All...

22 CFR 1008.640 - Employee.

Code of Federal Regulations, 2010 CFR

2010-04-01

... 22 Foreign Relations 2 2010-04-01 2010-04-01 true Employee. 1008.640 Section 1008.640 Foreign... ASSISTANCE) Definitions § 1008.640 Employee. (a) Employee means the employee of a recipient directly engaged in the performance of work under the award, including— (1) All direct charge employees; (2) All...

H. R. 3255: A Bill to amend the Department of Energy Organization Act to require certain Department of Energy contractors to provide protection to their employees against reprisal for disclosure to an appropriate Government official of information which the employee reasonably believes evidences misconduct in carrying out contracts relating to atomic energy defense activities. Introduced in the House of Representatives, One Hundredth First Congress, First Session, September 12, 1989

DOE Office of Scientific and Technical Information (OSTI.GOV)

Not Available

H.R. 3255 is a bill to amend the Department of Energy Organization Act to require certain Department of Energy contractors to provide protection to their employees against reprisal for disclosure to an appropriate Government official of information which the employee reasonably believes evidences misconduct in carrying out contracts relating to atomic energy defense activities.

29 CFR 553.213 - Public agency employees engaged in both fire protection and law enforcement activities.

Code of Federal Regulations, 2010 CFR

2010-07-01

... regardless of how the employee's time is divided between the two activities. However, all time spent in... spends the majority of work time during the work period. ... 29 Labor 3 2010-07-01 2010-07-01 false Public agency employees engaged in both fire protection and...

The Work-Related Quality of Life Scale for Higher Education Employees

ERIC Educational Resources Information Center

Edwards, Julian A.; Van Laar, Darren; Easton, Simon; Kinman, Gail

2009-01-01

Previous research suggests that higher education employees experience comparatively high levels of job stress. A range of instruments, both generic and job-specific, has been used to measure stressors and strains in this occupational context. The Work-related Quality of Life (WRQoL) scale is a measure designed to capture perceptions of the working…

Multilevel analysis of the physical health perception of employees: community and individual factors.

PubMed

Sathyanarayanan, Sudhakar; Brooks, Ambyr J; Hagen, Susan E; Edington, Dee W

2012-01-01

To investigate whether the communities where employees reside are associated with employee perception of overall physical health after adjusting for individual factors. Retrospective cross-sectional. Active employees from a large manufacturing company representing 157 zip code tabulation areas (ZCTAs) in Michigan. 22,012 active employees who completed at least one voluntary health risk appraisal (HRA) during 1999-2001. Community deprivation and racial segregation at the ZCTA level were obtained using indices created from 2000 U.S. Census data. Demographics and HRA-related data (health-related behaviors, medical history, and quality of life indicators) at the individual level were used as independent variables. A two-level logistic regression model (employees nested in ZCTA) was used to model the probability of better self-rated health perception (SRH) (better health: 89.1% versus poor health: 10.9%). Relative to those living in highly deprived communities, employees residing in less-deprived communities showed 2.06 (95% confidence interval [CI], 1.57-2.72) and those living in moderately deprived communities showed 1.83 (95% CI, 1.42-2.35) increased odds of better SRH. After adjusting for individual-level variables, employees living in less-deprived communities had increased odds (1.31 [95% CI, 1.07-1.60]) and those living in moderately deprived communities had increased odds (1.33 [95% CI, 1.11-1.59]) of better SRH compared with individuals from highly deprived communities. The association of racial segregation with employees' SRH was mediated after adjusting for other variables. Individual-level variables showed significant statistical associations with SRH. Communities do have a modest association with SRH of the employees living there. After adjusting for individual-level and demographic variables, employees living in less/moderately deprived communities are more likely to perceive better physical health relative to those who live in highly deprived communities.

Nature Contacts: Employee Wellness in Healthcare.

PubMed

Trau, Deborah; Keenan, Kimberly A; Goforth, Meggan; Large, Vernon

2016-04-01

This study was designed to ascertain the amount of outdoor, indoor, and indirect nature contact exposures hospital employees have in a workweek. Hospital employees have been found particularly vulnerable to work-related stress. Increasing the nature contact exposure for hospital employees can reduce perceived stress; stress-related health behaviors; and stress-related health outcomes from outdoor, indoor, and indirect exposures to nature. Staff on the fourth floor postsurgical unit of a large hospital (N = 42) were ask to participate in an employee questionnaire "nature contact questionnaire". This 16-item nature environment questionnaire measures the amount and types of nature contact exposures employees have during a workweek. Majority of employees reported few, if any, nature contact exposures, specifically in the area of outdoor nature contacts with limited indoor and indirect contacts. These results indicated that employees on the fourth floor postsurgical floor have limited ability to reduce stress through nature contact exposures which could impact their perceived levels of work stress and stress-related behaviors and health outcomes. Nature contact exposures are both a relatively easy and an inexpensive way to improve employee stress. These findings indicate limitations to employees' exposure to nature contacts. Healthcare environments would benefit from a concerted effort to provide increased outdoor, indoor, and indirect nature contact exposures for employees. © The Author(s) 2015.

The Situational Leadership Approach Effects on Employee Motivation in Multi-Generational Information Technology Organizations

ERIC Educational Resources Information Center

Irby, Thaddaeus

2011-01-01

This study examines the three generations comprising today's IT organizations to determine whether the Situational Leadership approach is effective in motivating this diverse work force to perform project-related tasks. Baby Boomer employees, Generation X employees, and Generation Y employees are the three generations actively employed in IT…

Deterring and remedying employee theft.

PubMed

Buzogany, Bill; Mueller, Michael J

2010-01-01

Employee theft of patient-related information for personal financial gain is a serious threat to the success and financial viability of many healthcare providers. You can safeguard your financial interest in your patient base by taking three preventative measures designed to dissuade your employees from stealing from you. The first step is the implementation of policies and procedures that inform your employees that patient-related information is a valuable business asset that you vigorously protect from misappropriation. The second step is strictly limiting and monitoring employee access to patient-related information. The third step is educating your employees of the potential legal consequences to them in the event they steal from you and, in the event of theft, pursuing all legal remedies available to you.

Development of a logic model for a physical activity-based employee wellness program for mass transit workers.

PubMed

Das, Bhibha M; Petruzzello, Steven J; Ryan, Katherine E

2014-07-17

Transportation workers, who constitute a large sector of the workforce, have worksite factors that harm their health. Worksite wellness programs must target this at-risk population. Although physical activity is often a component of worksite wellness logic models, we consider it the cornerstone for improving the health of mass transit employees. Program theory was based on in-person interviews and focus groups of employees. We identified 4 short-term outcome categories, which provided a chain of responses based on the program activities that should lead to the desired end results. This logic model may have significant public health impact, because it can serve as a framework for other US mass transit districts and worksite populations that face similar barriers to wellness, including truck drivers, railroad employees, and pilots. The objective of this article is to discuss the development of a logic model for a physical activity-based mass-transit employee wellness program by describing the target population, program theory, the components of the logic model, and the process of its development.

Workplace bullying and burnout among healthcare employees: The moderating effect of control-related resources.

PubMed

Livne, Yael; Goussinsky, Ruhama

2018-03-01

Workplace bullying is a widespread and challenging problem in healthcare organizations, bearing negative consequences for individuals and organizations. Drawing on the job demands-resources theory, in this study, we examined the relationship between workplace bullying and burnout among healthcare employees, as well as the moderating role of job autonomy and occupational self-efficacy in this relationship. Using a cross-sectional design with anonymous questionnaires, data were collected from two samples of 309 healthcare employees in a mental health facility, and 105 nurses studying for their bachelor degree in health systems administration. The findings indicated that workplace bullying was positively related to burnout dimensions, and that this relationship was moderated by job autonomy and occupational self-efficacy resources. Job autonomy interacted with workplace bullying in predicting emotional exhaustion and depersonalization; the interaction of bullying with occupational self-efficacy significantly predicted depersonalization. These results underscore the importance of control-related resources in mitigating the harmful effects of workplace bullying on employees. Implications for research and managerial practices are discussed. © 2017 John Wiley & Sons Australia, Ltd.

Prevalence of psychological distress, as measured by the Kessler 6 (K6), and related factors in Japanese employees.

PubMed

Fushimi, Masahito; Saito, Seiji; Shimizu, Tetsuo; Kudo, Yasutsugu; Seki, Masayuki; Murata, Katsuyuki

2012-06-01

The aim of this study was to examine the prevalence of and related factors for psychological distress among employees. The employees in Akita prefecture, Japan, were invited to complete the Kessler 6 (K6). A value of 13 or higher on the K6 scale indicated high psychological distress. Furthermore, we identified the relationships among the prevalence of high psychological distress, socio-demographic status, and employment-related variables. The data of 1,709 employees indicated that 10.8% of the employees had high psychological distress; the proportion of psychological distress found in the present study was high compared to that found in previous studies. The identified socio-demographic and occupation-related factors included young age groups associated with a high risk and clerical or administrative tasks associated with a low risk of psychological distress. The data of this study can be used as K6 benchmark values, which enhance the significance of future corporate health risk appraisal surveys.

How the Government Ties Your Hands in Employee Relations

ERIC Educational Resources Information Center

Ellentuck, Elmer

1976-01-01

Gives highlights of statutes and court and administrative decisions which tell company chief executives what their organizations can and cannot do in the entire gamut between employee recruitment and retirement. Topics cover equal job rights, wages and hours, unions, veterans' rights, retirement, wage garnishment, and employee safety. (WL)

Cultural leisure activities, recovery and work engagement among hospital employees

PubMed Central

TUISKU, Katinka; VIRTANEN, Marianna; DE BLOOM, Jessica; KINNUNEN, Ulla

2016-01-01

This study explored the relationship between cultural leisure activities, recovery experiences and two outcomes among hospital workers. The differences in recovery experiences (detachment, relaxation, mastery and control) and outcomes (work engagement and subjective recovery state) among hospital personnel (N=769) were analysed by the type (receptive or creative) and frequency of cultural activities. The cross-sectional data were collected by a digital questionnaire. Employees who reported both receptive and creative cultural leisure activities on a weekly basis had the highest relaxation, mastery and control experiences during off-job time. In addition, those with weekly creative activities had beneficial mastery experiences. There were no differences in recovery outcomes after adjustment for age, except in work engagement. Cultural leisure activities, and creative activities in particular, play an important role in certain aspects of recovery. PMID:26829973

5 CFR 511.608 - Employee representatives.

Code of Federal Regulations, 2010 CFR

2010-01-01

... 5 Administrative Personnel 1 2010-01-01 2010-01-01 false Employee representatives. 511.608 Section... CLASSIFICATION UNDER THE GENERAL SCHEDULE Classification Appeals § 511.608 Employee representatives. An employee... appeal. An agency may disallow an employee's representative when the individual's activities as a...

Employees' views on outsourcing and its impact on employee turnover: A phenomenological study

NASA Astrophysics Data System (ADS)

Przybelinski, Steven A.

Increasing use of outsourcing gives employees concern about personal job security. Using a modified van Kaam approach, this qualitative phenomenological study examined perceptions and experiences of 12 employees' on the influence outsourcing had on employee turnover. Five themes describing employee perceptions emerged: (a) preparation---education gives job security, (b) plausibility---all believed job loss plausible, (c) emotional influence---feelings of stress, threat, betrayal, and not being valued, (d) environment---value of communication and interaction with leaders, and (e) confidence---gained from increased education, skills, and knowledge protected from outsourcing. Significance of this study to leadership is the identification of employee perceptions of outsourcing and motivating factors influencing employee turnover during times of outsourcing. Findings might present new information and assist leaders with employee retention concerns for future outsourcing activities.

10 CFR 72.10 - Employee protection.

Code of Federal Regulations, 2010 CFR

2010-01-01

... adverse action occurs because the employee has engaged in protected activities. An employee's engagement... 10 Energy 2 2010-01-01 2010-01-01 false Employee protection. 72.10 Section 72.10 Energy NUCLEAR... Employee protection. (a) Discrimination by a Commission licensee, certificate holder, an applicant for a...

10 CFR 72.10 - Employee protection.

Code of Federal Regulations, 2011 CFR

2011-01-01

... adverse action occurs because the employee has engaged in protected activities. An employee's engagement... 10 Energy 2 2011-01-01 2011-01-01 false Employee protection. 72.10 Section 72.10 Energy NUCLEAR... Employee protection. (a) Discrimination by a Commission licensee, certificate holder, an applicant for a...

5 CFR 846.726 - Delegation of authority to act as OPM's agent for receipt of employee communications relating to...

Code of Federal Regulations, 2010 CFR

2010-01-01

....726 Delegation of authority to act as OPM's agent for receipt of employee communications relating to... 5 Administrative Personnel 2 2010-01-01 2010-01-01 false Delegation of authority to act as OPM's agent for receipt of employee communications relating to elections. 846.726 Section 846.726...

77 FR 26659 - Political Activity-Federal Employees Residing in Designated Localities

Federal Register 2010, 2011, 2012, 2013, 2014

2012-05-07

... partial exemption from the political activity restrictions in the Hatch Act, and to add King George County... George County meets the criteria in the Hatch Act and OPM regulations for a partial exemption to issue... INFORMATION: The Hatch Act, at 5 U.S.C. 7323(a)(2) and (3), prohibits Federal employees from becoming...

Relation of Employee and Manager Emotional Intelligence to Job Satisfaction and Performance

ERIC Educational Resources Information Center

Sy, Thomas; Tram, Susanna; O'Hara, Linda A.

2006-01-01

This study examined the relationships among employees' emotional intelligence, their manager's emotional intelligence, employees' job satisfaction, and performance for 187 food service employees from nine different locations of the same restaurant franchise. We predicted and found that employees' emotional intelligence was positively associated…

Computerized cognitive behavioural therapy at work: a randomized controlled trial in employees with recent stress-related absenteeism.

PubMed

Grime, Paul R

2004-08-01

Emotional distress has major implications for employees and employers. Cognitive behavioural therapy (CBT) is a recommended treatment, but demand outstrips supply. CBT is well suited to computerization. Most employee assistance programmes have not been systematically evaluated and computerized CBT has not previously been studied in the workplace. To evaluate the effect of an 8 week computerized cognitive behavioural therapy programme, 'Beating The Blues', on emotional distress in employees with recent stress-related absenteeism, and to explore the reasons for non-participation. An open, randomized trial in a London NHS occupational health department. Forty-eight public sector employees, with 10 or more cumulative days stress-related absenteeism in the last 6 months, randomized equally to 'Beating The Blues' plus conventional care, or conventional care alone. Main outcome measures were Hospital Anxiety and Depression Scale and Attributional Style Questionnaire scores at end of treatment and 1, 3 and 6 months later; and reasons for non-participation. At end of treatment and 1 month later, adjusted mean depression scores and adjusted mean negative attributional style scores were significantly lower in the intervention group. One month post-treatment, adjusted mean anxiety scores were also significantly lower in the intervention group. The differences were not statistically significant at 3 and 6 months post-treatment. Non-participation was common and related to access problems, preference for other treatments, time commitment, scepticism about the intervention and the employer connection. 'Beating The Blues' may accelerate psychological recovery in employees with recent stress-related absenteeism. Greater flexibility and accessibility might improve uptake.

Correlates and perceived outcomes of four types of employee development activity.

PubMed

Birdi, K; Allan, C; Warr, P

1997-12-01

Participation in 4 different types of development activity was studied in a sample of manufacturing employees (N = 1,798). It was found that similar sets of variables were linked to greater participation in 3 activities: required training courses in work time, work-based development activity in work time, and career planning activity in work time or an individual's own time. Three kinds of reported benefits were studied, and the occurrence of these benefits was found to vary between different types of development activity. Overall job satisfaction and organizational commitment were significantly associated with prior participation in required training courses and work-based development activity. However, voluntary learning in one's own time was completely unrelated to these work attitudes.

The Association between Job-Related Psychosocial Factors and Prolonged Fatigue among Industrial Employees in Taiwan

PubMed Central

Tang, Feng-Cheng; Li, Ren-Hau; Huang, Shu-Ling

2016-01-01

Background and Objectives Prolonged fatigue is common among employees, but the relationship between prolonged fatigue and job-related psychosocial factors is seldom studied. This study aimed (1) to assess the individual relations of physical condition, psychological condition, and job-related psychosocial factors to prolonged fatigue among employees, and (2) to clarify the associations between job-related psychosocial factors and prolonged fatigue using hierarchical regression when demographic characteristics, physical condition, and psychological condition were controlled. Methods A cross-sectional study was employed. A questionnaire was used to obtain information pertaining to demographic characteristics, physical condition (perceived physical health and exercise routine), psychological condition (perceived mental health and psychological distress), job-related psychosocial factors (job demand, job control, and workplace social support), and prolonged fatigue. Results A total of 3,109 employees were recruited. Using multiple regression with controlled demographic characteristics, psychological condition explained 52.0% of the variance in prolonged fatigue. Physical condition and job-related psychosocial factors had an adjusted R2 of 0.370 and 0.251, respectively. Hierarchical multiple regression revealed that, among job-related psychosocial factors, job demand and job control showed significant associations with fatigue. Conclusion Our findings highlight the role of job demand and job control, in addition to the role of perceived physical health, perceived mental health, and psychological distress, in workers’ prolonged fatigue. However, more research is required to verify the causation among all the variables. PMID:26930064

Elder Health and Related Problems in Assisted Living: A Learning Module for Employees.

ERIC Educational Resources Information Center

McKinnon, Cole

The Commonwealth's Executive Office of Elder Affairs (EOEA) regulates assisted living facilities in Massachusetts. Prior to active employment, all staff and contracted providers who have direct contact with residents must receive a six-hour orientation. Also, employees must receive on-going training and in-service education to reinforce the…

10 CFR 60.9 - Employee protection.

Code of Federal Regulations, 2011 CFR

2011-01-01

... occurs because the employee has engaged in protected activities. An employee's engagement in protected... 10 Energy 2 2011-01-01 2011-01-01 false Employee protection. 60.9 Section 60.9 Energy NUCLEAR... Provisions § 60.9 Employee protection. (a) Discrimination by a Commission licensee, an applicant for a...

10 CFR 30.7 - Employee protection.

Code of Federal Regulations, 2010 CFR

2010-01-01

... occurs because the employee has engaged in protected activities. An employee's engagement in protected... 10 Energy 1 2010-01-01 2010-01-01 false Employee protection. 30.7 Section 30.7 Energy NUCLEAR... Provisions § 30.7 Employee protection. (a) Discrimination by a Commission licensee, an applicant for a...

10 CFR 61.9 - Employee protection.

Code of Federal Regulations, 2010 CFR

2010-01-01

... occurs because the employee has engaged in protected activities. An employee's engagement in protected... 10 Energy 2 2010-01-01 2010-01-01 false Employee protection. 61.9 Section 61.9 Energy NUCLEAR... Provisions § 61.9 Employee protection. (a) Discrimination by a Commission licensee, an applicant for a...

10 CFR 50.7 - Employee protection.

Code of Federal Regulations, 2011 CFR

2011-01-01

... occurs because the employee has engaged in protected activities. An employee's engagement in protected... 10 Energy 1 2011-01-01 2011-01-01 false Employee protection. 50.7 Section 50.7 Energy NUCLEAR... Employee protection. (a) Discrimination by a Commission licensee, an applicant for a Commission license, or...

10 CFR 30.7 - Employee protection.

Code of Federal Regulations, 2011 CFR

2011-01-01

... occurs because the employee has engaged in protected activities. An employee's engagement in protected... 10 Energy 1 2011-01-01 2011-01-01 false Employee protection. 30.7 Section 30.7 Energy NUCLEAR... Provisions § 30.7 Employee protection. (a) Discrimination by a Commission licensee, an applicant for a...

10 CFR 52.5 - Employee protection.

Code of Federal Regulations, 2011 CFR

2011-01-01

... adverse action occurs because the employee has engaged in protected activities. An employee's engagement... 10 Energy 2 2011-01-01 2011-01-01 false Employee protection. 52.5 Section 52.5 Energy NUCLEAR... Provisions § 52.5 Employee protection. (a) Discrimination by a Commission licensee, holder of a standard...

10 CFR 70.7 - Employee protection.

Code of Federal Regulations, 2010 CFR

2010-01-01

... occurs because the employee has engaged in protected activities. An employee's engagement in protected... 10 Energy 2 2010-01-01 2010-01-01 false Employee protection. 70.7 Section 70.7 Energy NUCLEAR... Employee protection. (a) Discrimination by a Commission licensee, an applicant for a Commission license, or...

10 CFR 52.5 - Employee protection.

Code of Federal Regulations, 2010 CFR

2010-01-01

... adverse action occurs because the employee has engaged in protected activities. An employee's engagement... 10 Energy 2 2010-01-01 2010-01-01 false Employee protection. 52.5 Section 52.5 Energy NUCLEAR... Provisions § 52.5 Employee protection. (a) Discrimination by a Commission licensee, holder of a standard...

10 CFR 61.9 - Employee protection.

Code of Federal Regulations, 2011 CFR

2011-01-01

... occurs because the employee has engaged in protected activities. An employee's engagement in protected... 10 Energy 2 2011-01-01 2011-01-01 false Employee protection. 61.9 Section 61.9 Energy NUCLEAR... Provisions § 61.9 Employee protection. (a) Discrimination by a Commission licensee, an applicant for a...

10 CFR 70.7 - Employee protection.

Code of Federal Regulations, 2011 CFR

2011-01-01

... occurs because the employee has engaged in protected activities. An employee's engagement in protected... 10 Energy 2 2011-01-01 2011-01-01 false Employee protection. 70.7 Section 70.7 Energy NUCLEAR... Employee protection. (a) Discrimination by a Commission licensee, an applicant for a Commission license, or...

10 CFR 50.7 - Employee protection.

Code of Federal Regulations, 2010 CFR

2010-01-01

... occurs because the employee has engaged in protected activities. An employee's engagement in protected... 10 Energy 1 2010-01-01 2010-01-01 false Employee protection. 50.7 Section 50.7 Energy NUCLEAR... Employee protection. (a) Discrimination by a Commission licensee, an applicant for a Commission license, or...

Job Evaluation's Role in Employee Relations

ERIC Educational Resources Information Center

Dick, Arthur H.

1974-01-01

Jobs are evaluated to provide a fair basis for payment of wages; this procedure must be communicated to employees so they can see they are being treated equitably. Job ranking, grading or job classification, factor comparison, the point method, and direct pricing are methods used in job evaluation programs. (AG)

Workplace skills and the skills gaps related to employee critical thinking ability and science education curriculum

NASA Astrophysics Data System (ADS)

Alexander, William A.

In recent years, business and industry have been vocal critics of education. Critics complain the American workforce, particularly young people, are deficient in workplace skills. A survey of 500 randomly selected Ohio businesses was used to determine opinions of respondents related to workplace skills gaps, rising skill levels, and level and type of critical thinking used on the job by all employees and entry-level employees. Four of 18 science outcomes promoted by the Ohio Department of Education had an application in business and these required critical-thinking skills to complete. These four formed the foundation in the survey because they provided a connection between thinking skills required on the Ohio 12 th Grade Proficiency Test and those required on the job. Pearson correlation coefficient was used to identify correlation between responses. The alpha level was p ≤ .05. Stepwise multiple linear regression analysis was conducted to identify significant (p ≤ .05) relationships between variables as represented by responses. In addition, one version of the Science Section of the Ohio 12th Grade Proficiency Test was analyzed for use of critical thinking using the SCAN's critical-thinking attributes as a standard. There were several findings related to workplace skills and critical thinking. Only 17.1% of respondents indicated dissatisfaction with the basic academic skill level of their employees. A majority (71.1%) of responding businesses perceived a lack of work ethic as more important than deficient academic skills. Only 17.1% of respondents reported the skill level of their entry-level employees was rising. Approximately 1/3 of responding businesses required no critical thinking at all from their entry-level employees. Small businesses were significantly more likely to require higher levels of critical thinking from their entry level employees than larger businesses. Employers who reported rising skill levels in entry-level employees required all of

Supporting the Health of Low Socioeconomic Status Employees: Qualitative Perspectives from Employees and Large Companies.

PubMed

Parrish, Amanda T; Hammerback, Kristen; Hannon, Peggy A; Mason, Caitlin; Wilkie, Michelle N; Harris, Jeffrey R

2018-03-13

The aim of this study was to identify alignments between wellness offerings low socioeconomic status (SES) employees need and those large companies can provide. Focus groups (employees); telephone interviews (large companies). Employees were low-SES, insured through their employers, and employed by large Washington State companies. Focus groups covered perceived barriers to healthy behaviors at work and potential support from companies. Interviews focused on priorities for employee health and challenges reaching low-SES employees. Seventy-seven employees participated in eight focus groups; 12 companies completed interviews. Employees identified facilitators and barriers to healthier work environments; companies expressed care for employees, concerns about employee obesity, and reluctance to discuss SES. Our findings combine low-SES employee and large company perspectives and indicate three ways workplaces could most effectively support low-SES employee health: create healthier workplace food environments; prioritize onsite physical activity facilities; use clearer health communications.

Correlations among Stress, Physical Activity and Nutrition: School Employee Health Behavior

ERIC Educational Resources Information Center

Gillan, Wynn; Naquin, Millie; Zannis, Marie; Bowers, Ashley; Brewer, Julie; Russell, Sarah

2013-01-01

Employee health promotion programs increase work productivity and effectively reduce employer costs related to health care and absenteeism, and enhance worker productivity. Components of an effective worksite health program include stress management, exercise and nutrition and/or weight management classes or counseling. Few studies have documented…

An exploration of physical activity and wellbeing in university employees.

PubMed

Cooper, Kay; Barton, Gillian C

2016-05-01

The aim was to explore levels of physical activity (PA) and mental wellbeing in university employees, as well as barriers to and incentives for workplace PA. An electronic survey was distributed to all staff at one UK university. The survey consisted of a PA stages of change questionnaire, an international PA questionnaire (short-form), the Warwick-Edinburgh Mental Well-being Scale (WEMWBS), questions on perceived barriers to and incentives for workplace PA, questions on methods of enhancing employee wellbeing and demographics. A self-selected sample participated in two focus groups to explore key themes arising from the survey. Descriptive statistics were reported for survey data; associations between PA and wellbeing were tested for using Kruskal-Wallis with post hoc Mann-Whitney. Descriptive, thematic analysis was performed on focus group transcripts. A total of 502 surveys were completed (34% response rate); 13 staff participated in focus groups. In all, 42% of the sample reported PA below the recommended guideline amount. Females were less active than males (p < 0.005). The mean WEMWBS was 49.2 (95% confidence interval (CI): 48.3-49.9). Low PA levels were related to lower WEMWBS scores, with statistically significant differences in WEMWBS demonstrated between low and moderate PA (p = 0.05) and low and high PA (p = 0.001). Lack of time and perceived expense of facilities were common barriers to workplace PA. The main focus group finding was the impact of university culture on workplace PA and wellbeing. University staff demonstrate PA levels and a relationship between PA and wellbeing similar to the general population. Carefully designed strategies aimed at enhancing PA and wellbeing in university staff are required. The specific cultural and other barriers to workplace PA that exist in this setting should be considered. These results are being used to inform PA and wellbeing interventions whose effectiveness will be evaluated in future research. �

29 CFR 776.11 - Employees doing work related to instrumentalities of commerce.

Code of Federal Regulations, 2011 CFR

2011-07-01

... commerce. 776.11 Section 776.11 Labor Regulations Relating to Labor (Continued) WAGE AND HOUR DIVISION... commerce. (a) Another large category of employees covered as “engaged in commerce” is comprised of... instrumentalities of commerce. (See the cases cited in footnote 28 to § 776.9. See also the discussion of coverage...

29 CFR 776.11 - Employees doing work related to instrumentalities of commerce.

Code of Federal Regulations, 2013 CFR

2013-07-01

... commerce. 776.11 Section 776.11 Labor Regulations Relating to Labor (Continued) WAGE AND HOUR DIVISION... commerce. (a) Another large category of employees covered as “engaged in commerce” is comprised of... instrumentalities of commerce. (See the cases cited in footnote 28 to § 776.9. See also the discussion of coverage...

29 CFR 776.11 - Employees doing work related to instrumentalities of commerce.

Code of Federal Regulations, 2010 CFR

2010-07-01

... commerce. 776.11 Section 776.11 Labor Regulations Relating to Labor (Continued) WAGE AND HOUR DIVISION... commerce. (a) Another large category of employees covered as “engaged in commerce” is comprised of... instrumentalities of commerce. (See the cases cited in footnote 28 to § 776.9. See also the discussion of coverage...

29 CFR 776.11 - Employees doing work related to instrumentalities of commerce.

Code of Federal Regulations, 2014 CFR

2014-07-01

... commerce. 776.11 Section 776.11 Labor Regulations Relating to Labor (Continued) WAGE AND HOUR DIVISION... commerce. (a) Another large category of employees covered as “engaged in commerce” is comprised of... instrumentalities of commerce. (See the cases cited in footnote 28 to § 776.9. See also the discussion of coverage...

29 CFR 776.11 - Employees doing work related to instrumentalities of commerce.

Code of Federal Regulations, 2012 CFR

2012-07-01

... commerce. 776.11 Section 776.11 Labor Regulations Relating to Labor (Continued) WAGE AND HOUR DIVISION... commerce. (a) Another large category of employees covered as “engaged in commerce” is comprised of... instrumentalities of commerce. (See the cases cited in footnote 28 to § 776.9. See also the discussion of coverage...

Union-related correlates of employee referrals to an occupational alcoholism project in a health maintenance organization.

PubMed

Putnam, S L; Stout, R L

1982-03-01

A number of union-related factors, including the degree of unionization and the skill level of the work force, the quality of union-management relations, the extent of union involvement in program development, as well as the provision of supervisory training, have been found to be important in explaining occupational alcoholism program outcome. This study attempted to determine the relationship of such factors to an unusual measure of program outcome, employee referrals to the treatment component of an occupational alcoholism project housed in the counseling department of a health maintenance organization. Multiple-regression techniques were used, with data collected for unionized companies that adopted formal, written employee assistance program (EAP) policies and those that did not. The adoption of an EAP policy seems more important than any other factor in predicting referrals to treatment, In unionized companies without policies, the union-related factors bear no relationship to referrals, while in unionized companies with policies, these variables, particularly the quality of union-management relations, are strong predictors. Supervisory training has only a modest positive effect on referrals. The adoption of an employee assistance policy itself was found to be crucial to program outcome, measured by increased chances of referrals.

Risk for work-related fatigue among the employees on semiconductor manufacturing lines.

PubMed

Lin, Yu-Cheng; Chen, Yen-Cheng; Hsieh, Hui-I; Chen, Pau-Chung

2015-03-01

To examine the potential risk factors for work-related fatigue (WRF) among workers in modern industries, the authors analyzed the records of need-for-recovery questionnaires and health checkup results for 1545 employees. Compared with regular daytime workers, and after adjusting for confounders, the workers adapting to day-and-night rotating shift work (RSW) had a 4.0-fold (95% confidence interval [CI] = 2.7-5.9) increased risk for WRF, higher than the 2.2-fold risk (95% CI = 1.5-3.3) for persistent shift workers. Based on highest education level, the male employees with university degrees had the highest adjusted odds ratio (a-OR) 2.8 (95% CI = 1.0-7.8) for complaining of WRF versus compulsory education group. For female workers, currently married/cohabiting status was inversely associated with WRF (a-OR = 0.5; 95% CI = 0.2-0.9), and child-rearing responsibility moderately increased WRF risk (a-OR = 1.9; 95% CI = 1.0-3.7). Day-and-night RSW and the adaptation, educational levels of males, and domestic factors for females contributed to WRF among semiconductor manufacturing employees. © 2013 APJPH.

22 CFR 120.39 - Regular employee.

Code of Federal Regulations, 2013 CFR

2013-04-01

... 22 Foreign Relations 1 2013-04-01 2013-04-01 false Regular employee. 120.39 Section 120.39 Foreign Relations DEPARTMENT OF STATE INTERNATIONAL TRAFFIC IN ARMS REGULATIONS PURPOSE AND DEFINITIONS § 120.39 Regular employee. (a) A regular employee means for purposes of this subchapter: (1) An individual...

22 CFR 120.39 - Regular employee.

Code of Federal Regulations, 2012 CFR

2012-04-01

... 22 Foreign Relations 1 2012-04-01 2012-04-01 false Regular employee. 120.39 Section 120.39 Foreign Relations DEPARTMENT OF STATE INTERNATIONAL TRAFFIC IN ARMS REGULATIONS PURPOSE AND DEFINITIONS § 120.39 Regular employee. (a) A regular employee means for purposes of this subchapter: (1) An individual...

22 CFR 120.39 - Regular employee.

Code of Federal Regulations, 2014 CFR

2014-04-01

... 22 Foreign Relations 1 2014-04-01 2014-04-01 false Regular employee. 120.39 Section 120.39 Foreign Relations DEPARTMENT OF STATE INTERNATIONAL TRAFFIC IN ARMS REGULATIONS PURPOSE AND DEFINITIONS § 120.39 Regular employee. (a) A regular employee means for purposes of this subchapter: (1) An individual...

Obese Employee Participation Patterns in a Wellness Program.

PubMed

Fink, Jennifer T; Smith, David R; Singh, Maharaj; Ihrke, Doug M; Cisler, Ron A

2016-04-01

The purpose of this research was to retrospectively examine whether demographic differences exist between those who participated in an employee wellness program and those who did not, and to identify the selection of employees' choice in weight management activities. A nonequivalent, 2-group retrospective design was used. This study involved employees at a large, not-for-profit integrated health system. Of the total organization employee pool (29,194), 19,771 (68%) employees volunteered to be weighed (mean body mass index [BMI]=28.9) as part of an employee wellness program. Weight management activities available included: (1) Self-directed 5% total body weight loss; (2) Healthy Solutions at home; (3) Weight Watchers group meetings; (4) Weight Watchers online; and (5) Employee Assistance Program (EAP)-directed healthy weight coaching. Measures were participation rate and available weight management activity participation rate among obese employees across demographic variables, including sex, age, race, job type, and job location. The analysis included chi-square tests for all categorical variables; odds ratios were calculated to examine factors predictive of participation. Of the total 19,771 employees weighed, 6375 (32%) employees were obese (defined as BMI ≥30); of those, 3094 (49%) participated in available weight management activities. Participation was higher among females, whites, those ages >50 years, and non-nursing staff. In conclusion, participation rate varied significantly based on demographic variables. Self-directed 5% weight loss was the most popular weight management activity selected. (Population Health Management 2016;19:132-135).

Does Worksite Culture of Health (CoH) Matter to Employees? Empirical Evidence Using Job-Related Metrics.

PubMed

Kwon, Youngbum; Marzec, Mary L

2016-05-01

This study examines the relationships between the workplace culture of health (CoH), job satisfaction, and turnover intention. We also examined the moderating effect of job classification. Structural equation modeling analysis was performed on data from employees of a Korean life insurance company (N = 880). Workplace CoH directly influenced job satisfaction (β = 0.32; P < 0.001) and was indirectly associated with intention to leave. Job satisfaction was directly associated with intention to leave (β = -0.42; P < 0.001). The relationship between job satisfaction and intention to leave was stronger for managerial employees than for non-managerial employees. This study showed that a workplace CoH is related to job satisfaction and intention to leave. Supporting health at the workplace has implications beyond health that benefit both employees and the organization.

The Healthy Workplace Project: results of a hygiene-based approach to employee wellness.

PubMed

Thompson, Sanna J; Rew, Lynn

2015-01-01

An employee wellness program was evaluated to assess changes in germ transmission, absenteeism, and cost of infection-related illness among office-based employees. One-group pretest-posttest design, with intervention delivered for 90 days and measurement conducted over 1 year. Employees of a large office space in Georgia. One thousand six hundred forty-five employees. The Healthy Workplace Project is a 90-day wellness program aimed to increase health and productivity of employees through educational and engagement activities focusing on improving awareness, recognizing infection-related illnesses, and reducing the spread of germs in the workplace. Three types of data were collected: (1) bacterial audits through use of adenosine triphosphate monitoring of various work spaces; (2) self-report absenteeism data using the World Health Organization's Health and Work Performance Questionnaire; and (3) participant employees' medical claims/costs of infection-related minor illnesses. Frequencies and bacterial audit data; Wilcoxon signed ranks tests to determine changes in rates on absenteeism and health care costs. Bacterial audits demonstrated a reduction in contamination levels of 33% across all measured spaces. Absenteeism rates were reduced by 13%. Medical service utilization costs were not significantly reduced for individual employees over the project year. Educational strategies and individual monitoring of germ transmission appears effective in improving employees' health and decreasing absenteeism.

Leisure time physical activity and subsequent physical and mental health functioning among midlife Finnish, British and Japanese employees: a follow-up study in three occupational cohorts.

PubMed

Lahti, Jouni; Sabia, Séverine; Singh-Manoux, Archana; Kivimäki, Mika; Tatsuse, Takashi; Yamada, Masaaki; Sekine, Michikazu; Lallukka, Tea

2016-01-06

The aim of this study was to examine whether leisure time physical activity contributes to subsequent physical and mental health functioning among midlife employees. The associations were tested in three occupational cohorts from Finland, Britain and Japan. Cohort study. Finland, Britain and Japan. Prospective employee cohorts from the Finnish Helsinki Health Study (2000-2002 and 2007, n=5958), British Whitehall II study (1997-1999 and 2003-2004, n=4142) and Japanese Civil Servants Study (1998-1999 and 2003, n=1768) were used. Leisure time physical activity was classified into three groups: inactive, moderately active and vigorously active. Mean scores of physical and mental health functioning (SF-36) at follow-up were examined. Physical activity was associated with better subsequent physical health functioning in all three cohorts, however, with varying magnitude and some gender differences. Differences were the clearest among Finnish women (inactive: 46.0, vigorously active: 49.5) and men (inactive: 47.8, active vigorous: 51.1) and British women (inactive: 47.3, active vigorous: 50.4). In mental health functioning, the differences were generally smaller and not that clearly related to the intensity of physical activity. Emerging differences in health functioning were relatively small. Vigorous physical activity was associated with better subsequent physical health functioning in all three cohorts with varying magnitude. For mental health functioning, the intensity of physical activity was less important. Promoting leisure time physical activity may prove useful for the maintenance of health functioning among midlife employees. Published by the BMJ Publishing Group Limited. For permission to use (where not already granted under a licence) please go to http://www.bmj.com/company/products-services/rights-and-licensing/

OSHA: Employee Workplace Rights

DTIC Science & Technology

2000-01-01

illnesses and their related costs. To assist employers and employees in developing effective safety and health programs , OSHA published recommended Safety...workplace hazards and to implement safety and health programs . In so doing, this gave employees many new rights and responsibilities, including the right to...Administration Charles N. Jeffress, Assistant Secretary OSHA 3021 2000 (Reprinted) OSHA: Employee Workplace Rights Contents Contents iii Page

50th Anniversary Employee Picnic

NASA Image and Video Library

2011-10-08

Nearly 500 Stennis Space Center employees and family members took part in the facility's 50th Anniversary Employee Picnic on Oct. 8. Participants enjoyed activities ranging from historical tours to sack races.

The Moderating Effect of Health-Improving Workplace Environment on Promoting Physical Activity in White-Collar Employees: A Multi-Site Longitudinal Study Using Multi-Level Structural Equation Modeling.

PubMed

Watanabe, Kazuhiro; Otsuka, Yasumasa; Shimazu, Akihito; Kawakami, Norito

2016-02-01

This longitudinal study aimed to investigate the moderating effect of health-improving workplace environment on relationships between physical activity, self-efficacy, and psychological distress. Data were collected from 16 worksites and 129 employees at two time-points. Health-improving workplace environment was measured using the Japanese version of the Environmental Assessment Tool. Physical activity, self-efficacy, and psychological distress were also measured. Multi-level structural equation modeling was used to investigate the moderating effect of health-improving workplace environment on relationships between psychological distress, self-efficacy, and physical activity. Psychological distress was negatively associated with physical activity via low self-efficacy. Physical activity was negatively related to psychological distress. Physical activity/fitness facilities in the work environment exaggerated the positive relationship between self-efficacy and physical activity. Physical activity/fitness facilities in the workplace may promote employees' physical activity.

22 CFR 901.17 - Charged employee.

Code of Federal Regulations, 2010 CFR

2010-04-01

... 22 Foreign Relations 2 2010-04-01 2010-04-01 true Charged employee. 901.17 Section 901.17 Foreign Relations FOREIGN SERVICE GRIEVANCE BOARD GENERAL Meanings of Terms As Used in This Chapter § 901.17 Charged employee. Charged employee means a member of the Senior Foreign Service or a member of the Service assigned...

Applying the chronic care model to an employee benefits program: a qualitative inquiry.

PubMed

Schauer, Gillian L; Wilson, Mark; Barrett, Barbara; Honeycutt, Sally; Hermstad, April K; Kegler, Michelle C

2013-12-01

To assess how employee benefits programs may strengthen and/or complement elements of the chronic care model (CCM), a framework used by health systems to improve chronic illness care. A qualitative inquiry consisting of semi-structured interviews with employee benefit administrators and partners from a self-insured, self-administered employee health benefits program was conducted at a large family-owned business in southwest Georgia. Results indicate that the employer adapted and used many health system-related elements of the CCM in the design of their benefit program. Data also suggest that the employee benefits program contributed to self-management skills and to informing and activating patients to interact with the health system. Findings suggest that employee benefits programs can use aspects of the CCM in their own benefit design, and can structure their benefits to contribute to patient-related elements from the CCM.

Oral health-related quality of life improves in employees with disabilities following a workplace dental intervention.

PubMed

Pradhan, Archana; Keuskamp, Dominic; Brennan, David

2016-12-01

This pilot study evaluated a dental intervention for employees with disabilities by measuring changes in self-rated oral health, dental behaviours and oral health-related quality of life (OHRQol). Consenting employees with disabilities (≥18years) at two worksites in South Australia underwent dental examinations at baseline, three and six months. Referrals were arranged as needed to public dental clinics. At one and two months a dental hygienist provided group oral health education to the employees. Employees' demographics, self-rated oral health, dental behaviours and OHRQol were collected via face-to-face interviews. Of the 39 referred employees, 28 (72%) of them completed the recommended treatment. Self-rated oral health improved and there were significant reductions in the prevalence of oral health impact on quality of life (percentage of employees reporting 1+ items fairly/very often) from 27% to 11% (McNemar's test, p<0.05); the extent of impact (mean number of items reported fairly/very often) from 1.3 to 0.6 and the severity of impact (mean of summed OHIP item scores) from 3.6 to 1.8 (paired t-tests, p<0.01). As this pilot study indicates that enabling urgent referral for treatment and regular oral health education can improve OHRQol and self-rated oral health among employees with disabilities, a larger study with a control group should be undertaken. Copyright © 2016 Elsevier Ltd. All rights reserved.

20 CFR 10.113 - What should the employer do when an employee dies from a work-related injury or disease?

Code of Federal Regulations, 2010 CFR

2010-04-01

... dies from a work-related injury or disease? 10.113 Section 10.113 Employees' Benefits OFFICE OF WORKERS... Notices and Claims for Injury, Disease, and Death-Employer's Actions § 10.113 What should the employer do when an employee dies from a work-related injury or disease? (a) The employer shall immediately report...

20 CFR 10.113 - What should the employer do when an employee dies from a work-related injury or disease?

Code of Federal Regulations, 2011 CFR

2011-04-01

... dies from a work-related injury or disease? 10.113 Section 10.113 Employees' Benefits OFFICE OF WORKERS... Notices and Claims for Injury, Disease, and Death-Employer's Actions § 10.113 What should the employer do when an employee dies from a work-related injury or disease? (a) The employer shall immediately report...

Cerebrovascular/cardiovascular diseases and mental disorders due to overwork and work-related stress among local public employees in Japan.

PubMed

Yamauchi, Takashi; Yoshikawa, Toru; Sasaki, Takeshi; Matsumoto, Shun; Takahashi, Masaya; Suka, Machi; Yanagisawa, Hiroyuki

2018-02-07

In Japan, overwork-related disorders occur among local public employees as well as those in private businesses. However, to date, there are no studies reporting the state of compensation for cerebrovascular/cardiovascular diseases (CCVD) and mental disorders due to overwork or work-related stress among local public employees in Japan over multiple years. This report examined the recent trend of overwork-related CCVD and mental disorders, including the incidence rates of these disorders, among local public employees in Japan from the perspective of compensation for public accidents, using data from the Japanese Government and relevant organizations. Since 2000, compared to CCVD, there has been an overall increase in the number of claims and cases of compensation for mental disorders. Over half of the individuals receiving compensation for mental disorders were either in their 30s or younger. About 47% of cases of mental disorders were compensated due to work-related factors other than long working hours. The incidence rate by job type was highest among "police officials" and "fire department officials" for compensated CCVD and mental disorders cases, respectively. Changes in the trend of overwork-related disorders among local public employees in Japan under a legal foundation should be closely monitored.

Cerebrovascular/cardiovascular diseases and mental disorders due to overwork and work-related stress among local public employees in Japan

PubMed Central

YAMAUCHI, Takashi; YOSHIKAWA, Toru; SASAKI, Takeshi; MATSUMOTO, Shun; TAKAHASHI, Masaya; SUKA, Machi; YANAGISAWA, Hiroyuki

2017-01-01

In Japan, overwork-related disorders occur among local public employees as well as those in private businesses. However, to date, there are no studies reporting the state of compensation for cerebrovascular/cardiovascular diseases (CCVD) and mental disorders due to overwork or work-related stress among local public employees in Japan over multiple years. This report examined the recent trend of overwork-related CCVD and mental disorders, including the incidence rates of these disorders, among local public employees in Japan from the perspective of compensation for public accidents, using data from the Japanese Government and relevant organizations. Since 2000, compared to CCVD, there has been an overall increase in the number of claims and cases of compensation for mental disorders. Over half of the individuals receiving compensation for mental disorders were either in their 30s or younger. About 47% of cases of mental disorders were compensated due to work-related factors other than long working hours. The incidence rate by job type was highest among “police officials” and “fire department officials” for compensated CCVD and mental disorders cases, respectively. Changes in the trend of overwork-related disorders among local public employees in Japan under a legal foundation should be closely monitored. PMID:29021415

Preserving Employee Privacy in Wellness.

PubMed

Terry, Paul E

2017-07-01

The proposed "Preserving Employee Wellness Programs Act" states that the collection of information about the manifested disease or disorder of a family member shall not be considered an unlawful acquisition of genetic information. The bill recognizes employee privacy protections that are already in place and includes specific language relating to nondiscrimination based on illness. Why did legislation expressly intending to "preserve wellness programs" generate such antipathy about wellness among journalists? This article argues that those who are committed to preserving employee wellness must be equally committed to preserving employee privacy. Related to this, we should better parse between discussions and rules about commonplace health screenings versus much less common genetic testing.

Managing employee performance.

PubMed

McConnell, Charles R

2004-01-01

Performance management consists of significantly more than periodic evaluation of performance. It is the art and science of dealing with employees in a manner intended to positively influence their thinking and behavior to achieve a desired level of performance. It is essential for the manager to always model positive behavior concerning performance; what one does or says as a manager always has an influence on others. The kinds of employee behavior most likely encountered relative to performance management efforts stem from resistance to change and lack of complete understanding of what is expected. Employee participation must be elicited whenever possible for performance improvement; as far as the inner working details of a specific job are concerned, there is no one who knows the job better than the person who does it everyday. For each task to be done, an employee needs to know what output is expected, how this output will be measured, and what standards are applied in assessing the output. Managing employee performance requires ongoing contact with each employee, regular feedback, and whatever coaching, counseling, and training are necessary to bring an employee back on track when a problem appears. Sustaining efficient and effective employee performance requires the manager's ongoing attention and involvement.

29 CFR 500.41 - Farm labor contractor is responsible for actions of his farm labor contractor employee.

Code of Federal Regulations, 2010 CFR

2010-07-01

..., prior to such employee's engagement in any activity enumerated in section 3(6) of the Act. A farm labor... farm labor contractor employee. 500.41 Section 500.41 Labor Regulations Relating to Labor (Continued... PROTECTION Registration of Farm Labor Contractors and Employees of Farm Labor Contractors Engaged in Farm...

29 CFR 500.41 - Farm labor contractor is responsible for actions of his farm labor contractor employee.

Code of Federal Regulations, 2011 CFR

2011-07-01

..., prior to such employee's engagement in any activity enumerated in section 3(6) of the Act. A farm labor... farm labor contractor employee. 500.41 Section 500.41 Labor Regulations Relating to Labor (Continued... PROTECTION Registration of Farm Labor Contractors and Employees of Farm Labor Contractors Engaged in Farm...

The influence of demographics and work related goals on adaptive development for work related learning amongst private hospital employees.

PubMed

Tones, Megan; Pillay, Hitendra; Fraser, Jennifer

2010-01-01

Contemporary lifespan development models of adaptive development have been applied to the workforce to examine characteristics of the ageing employee. Few studies have examined adaptive development in terms of worker perceptions of workplace, or their learning and development issues. This study used the recently developed Revised Learning and Development Survey to investigate employee selection and engagement of learning and development goals, opportunities for learning and development at work, and constraints to learning and development at work. Demographic and career goal variables were tested amongst a sample of private hospital employees, almost all of whom were nurses. Workers under 45 years of age perceived greater opportunities for training and development than more mature aged workers. Age and physical demands interacted such that physical demands of work were associated with lower engagement in learning and development goals in mature aged workers. The opposite was observed amongst younger workers. Engagement in learning and development goals at work predicted goals associated with an intention to decrease work hours or change jobs to a different industry when opportunities to learn via work tasks were limited. At the same time limited opportunities for training and development and perceptions of constraints to development at work predicted the intention to change jobs. Results indicate consideration must be paid to employee perceptions in the workplace in relation to goals. They may be important factors in designing strategies to retain workers.

10 CFR 71.9 - Employee protection.

Code of Federal Regulations, 2010 CFR

2010-01-01

.... An employee's engagement in protected activities does not automatically render him or her immune from... 10 Energy 2 2010-01-01 2010-01-01 false Employee protection. 71.9 Section 71.9 Energy NUCLEAR... § 71.9 Employee protection. (a) Discrimination by a Commission licensee, certificate holder, an...

10 CFR 76.7 - Employee protection.

Code of Federal Regulations, 2011 CFR

2011-01-01

.... An employee's engagement in protected activities does not automatically render him or her immune from... 10 Energy 2 2011-01-01 2011-01-01 false Employee protection. 76.7 Section 76.7 Energy NUCLEAR... Employee protection. (a) Discrimination by the Corporation, a contractor, or a subcontractor of the...

10 CFR 76.7 - Employee protection.

Code of Federal Regulations, 2010 CFR

2010-01-01

.... An employee's engagement in protected activities does not automatically render him or her immune from... 10 Energy 2 2010-01-01 2010-01-01 false Employee protection. 76.7 Section 76.7 Energy NUCLEAR... Employee protection. (a) Discrimination by the Corporation, a contractor, or a subcontractor of the...

10 CFR 71.9 - Employee protection.

Code of Federal Regulations, 2011 CFR

2011-01-01

.... An employee's engagement in protected activities does not automatically render him or her immune from... 10 Energy 2 2011-01-01 2011-01-01 false Employee protection. 71.9 Section 71.9 Energy NUCLEAR... § 71.9 Employee protection. (a) Discrimination by a Commission licensee, certificate holder, an...

Employee characteristics and health belief variables related to smoking cessation engagement attitudes.

PubMed

Street, Tamara D; Lacey, Sarah J

2018-05-01

Workplace smoking cessation programs can effectively assist employees to quit smoking. However, little is known about employees' attitudes towards engagement in workplace smoking cessation programs. This study aimed to address the limited understanding of the interaction between employee characteristics and their health beliefs toward engaging in a workplace smoking cessation program. Self-report data was collected from 897 employees of a mining company operating in two remote towns in Australia. The majority of participants were male (73%), the mean age was 36.9 years (SD = 11.5). Chi square tests of independence were used to analyze relationships between employee characteristics and smoking cessation engagement attitudes. Engagement attitudes included: A desire to cease smoking; desire for assistance with the smoking cessation process; and intention to participate in a workplace smoking intervention. The findings from this study indicated that attitudes towards engagement in smoking cessation programs varied for mining employees according to gender, age, perceived severity, perceived self-efficacy, and stage of readiness to change. These findings provide insights that health promotion practitioners may apply to inform the design and marketing of effective workplace smoking cessation programs for similar employees.

The National Labor Relations Act and the Regulation of Public Employee Collective Bargaining

ERIC Educational Resources Information Center

McCann, Walter; Smiley, Stafford

1976-01-01

The arguments for and against federal assumption of the responsibility for regulating the relationship between public employers and public employees are analyzed. It is suggested that the National Labor Relations Act should be extended to include them, thereby imposing upon them a duty to bargain collectively. Available from: the Harvard…

The effects of a physical activity intervention on employees in small and medium enterprises: a mixed methods study.

PubMed

Edmunds, Sarah; Stephenson, Duncan; Clow, Angela

2013-01-01

Workplaces have potential as a setting for physical activity promotion but evidence of the effectiveness of intervention programmes in small and medium sized enterprises is limited. This paper reports the impact of an intervention which trained existing employees to promote physical activity to their colleagues. Eighty-nine previously low-active employees from 17 small and medium sized organisations participated. A mixed methods evaluation design was used. Quantitative data were collected at baseline and 6 months later using an online questionnaire. Qualitative data from a series of 6 focus groups were analysed. Repeated measures t-tests showed significant increases over time in physical activity, general health rating, satisfaction with life and positive mood states. There were significant decreases in body mass index (BMI), perceived stress, negative mood states and presenteeism. There was no change in absenteeism. Analysis of focus group data provided further insight into the impact of the intervention. Five major themes emerged: awareness of physical activity; sustaining physical activity behaviour change; improved health and well-being; enhanced social networks; and embedding physical activity in the workplace culture. This study shows it is feasible and effective to train employees in small and medium sized enterprises to support their colleagues in physical activity behaviour change.

10 CFR 19.20 - Employee protection.

Code of Federal Regulations, 2010 CFR

2010-01-01

... 10 Energy 1 2010-01-01 2010-01-01 false Employee protection. 19.20 Section 19.20 Energy NUCLEAR... Employee protection. Employment discrimination by a licensee, a holder of a certificate of compliance... as delineated in § 19.2(a), against an employee for engaging in protected activities under this part...

An Investigation of the Determinants of Employees' Decisions to Use Organizational Computing Resources for Non-Work Purposes

ERIC Educational Resources Information Center

Campbell, Stephen Matthew

2010-01-01

Internet access in the workplace has become ubiquitous in many organizations. Often, employees need this access to perform their duties. However, many studies report a large percentage of employees use their work Internet access for non-work-related activities. These activities can result in reduced efficiency, increased vulnerability to cyber…

Synergism in work site adoption of employee assistance programs and health promotion activities.

PubMed

Blum, T C; Roman, P M; Patrick, L

1990-05-01

As workplaces increasingly adopt proactive programs directed toward employee health issues, the interrelation between different programs becomes an important issue. Of interest here is the "synergy" in patterns of program adoption between employee assistance programs (EAPs) and health promotion activities (HPAs). We utilize the 1985 National Survey of Worksite Health Promotion Activities (N = 1358) for analyses of the dual presence of EAPs and HPAs, and in multivariate analyses we consider factors affecting such dual presence. The data suggest that synergy occurs, with EAP adoption appearing to influence HPA adoption to a greater extent than the reverse. In multivariate analyses, synergy is confirmed by the finding that, among a variety of relevant organizational characteristics, EAP presence and HPA presence are the best predictors of each other's presence. The analyses also indicate that there is minimal commonality in program ingredients across organizations reporting the presence of HPAs. Implications of the data for the future development of these two programming strategies are discussed.

Employee occupational stress in banking.

PubMed

Michailidis, Maria; Georgiou, Yiota

2005-01-01

Occupational stress literature emphasizes the importance of assessment and management of work related stress. The recognition of the harmful physical and psychological effects of stress on both individuals and organizations is widely studied in many parts of the world. However, in other regions such research is only at the introductory stages. The present study examines occupational stress of employees in the banking sector. A sample of 60 bank employees at different organizational levels and educational backgrounds was used. Data collection utilized the Occupational Stress Indicator (OSI). Results of data analysis provided evidence that employees' educational levels affect the degree of stress they experience in various ways. Bank employees cannot afford the time to relax and "wind down" when they are faced with work variety, discrimination, favoritism, delegation and conflicting tasks. The study also shows the degree to which some employees tend to bring work-related problems home (and take family problems to work) depends on their educational background, the strength of the employees' family support, and the amount of time available for them to relax. Finally, the drinking habits (alcohol) of the employees were found to play a significant role in determining the levels of occupational stress.

Factors related to presenteeism among employees of the private sector.

PubMed

Mandiracioglu, Aliye; Bolukbas, Osman; Demirel, Mehmet; Gumeli, Filiz

2015-01-01

The objective was to explore the relationship between person-based variables and work-related variables of presenteeism in four different private sector workplaces. Employees (N=413) filled in a questionnaire related to demographic and socio-economic characteristics, social networks, work-related factors, lifestyle factors and state of health. Presenteeism was assessed using the Stanford Presenteeism Scale 6 (SPS-6). The majority of respondents were male (77.2%), and mean age was 34.7±8.1 years. The prevalence of chronic conditions was 15.9%. The mean score for the SPS-6 was 19.9 (SD, 3.3). The female score was higher than the male score on the SPS-6 in this study. Total score was higher among workers who reported working at high speed. SPS-6 score was higher among individuals with a chronic health problem. Understanding of the workplace and personal factors related to presenteeism may support the health and well-being of workers.

Effects of short vacations, vacation activities and experiences on employee health and well-being.

PubMed

de Bloom, Jessica; Geurts, Sabine A E; Kompier, Michiel A J

2012-10-01

It was investigated (1) whether employee health and well-being (H&W) improve during short vacations (4-5 days), (2) how long this improvement lasts after returning home and resuming work and (3) to what extent vacation activities and experiences explain health improvements during and after short vacations. Eighty workers reported their H&W 2 weeks before vacation (Pre), during vacation (Inter), on the day of return (Post 1) and on the third and 10th day after returning home (Post 2 and Post 3, respectively). The results showed improvements in H&W during short vacations (d=0.62), although this effect faded out rather quickly. Partial correlations and regression analyses showed that employees reported higher H&W during vacation, the more relaxed and psychologically detached they felt, the more time they spent on conversations with the partner, the more pleasure they derived from their vacation activities and the lower the number of negative incidents during vacation. Experiences of relaxation and detachment from work positively influenced H&W even after returning home. Working during vacation negatively influenced H&W after vacation. In conclusion, short vacations are an effective, although not very long lasting, 'cure' to improve employees' H&W. Copyright © 2011 John Wiley & Sons, Ltd.

Employee perceptions of diabetes education needs: a focus group study.

PubMed

Wood, Felecia; Jacobson, Sharol

2005-10-01

The purpose of this descriptive non-experimental research was to assess employee perceptions of desired diabetes education through focus groups. Thirteen employees of a southern university in three focus groups identified many standard and some emerging educational topics of interest including healthier food choices when eating out, increasing activity, deciding whether highly advertised "special" products for diabetes were necessary, and recognizing the importance of obesity among children. The employees were willing to attend group meetings related to diabetes, but not to pay for them. The information will be used to plan an intervention to promote diabetes prevention and self-management in a worksite environment where diabetes costs are rising rapidly, and to support the need for a university wellness program. Occupational health nurses can address both employees' needs and employers' costs through such a program.

18 CFR 367.9260 - Account 926, Employee pensions and benefits.

Code of Federal Regulations, 2010 CFR

2010-04-01

... medical, educational or recreational activities for the benefit of employees, and administrative expenses.... (7) Expenses in connection with educational and recreational activities for the benefit of employees... are only incidentally engaged in employee pension and benefit activities may be included in accounts...

Financial crisis and collapsed banks: psychological distress and work related factors among surviving employees--a nation-wide study.

PubMed

Snorradóttir, Ásta; Vilhjálmsson, Rúnar; Rafnsdóttir, Guðbjörg Linda; Tómasson, Kristinn

2013-09-01

The study considered psychological distress among surviving bank employees differently entangled in downsizing and restructuring following the financial crisis of 2008. A cross-sectional, nationwide study was conducted among surviving employees (N = 1880, response rate 68%). Multivariate analysis was conducted to assess factors associated with psychological distress. In the banks, where all employees experienced rapid and unpredictable organizational changes, psychological distress was higher among employees most entangled in the downsizing and restructuring process. Being subjected to downsizing within own department, salary cut, and transfer to another department, was directly related to increased psychological distress, controlling for background factors. The associations between downsizing, restructuring, and distress were reduced somewhat by adding job demands, job control, and empowering leadership to the model, however, adding social support had little effect on these associations. Employees most entangled in organizational changes are the most vulnerable and should be prioritized in workplace interventions during organizational changes. Copyright © 2013 Wiley Periodicals, Inc.

Employee reactions and adjustment to euthanasia-related work: identifying turning-point events through retrospective narratives.

PubMed

Reeve, Charlie L; Spitzmuller, Christiane; Rogelberg, Steven G; Walker, Alan; Schultz, Lisa; Clark, Olga

2004-01-01

This study used a retrospective narrative procedure to examine the critical events that influence reactions and adjustment to euthanasia-related work of 35 employees who have stayed in the animal care and welfare field for at least 2 years. The study analyzed adjustment trajectory graphs and interview notes to identify turning-point events that spurred either a positive or negative change in shelter workers' psychological well-being. Analysis of the identified turning-point events revealed 10 common event themes that have implications for a range of work, personnel, and organizational practices. The article discusses implications for shelter, employee, and animal welfare.

Physical Activity Status and Position of Governmental Employees in Changing Stage Based on the Trans-Theoretical Model in Hamadan, Iran.

PubMed

Abdi, Jalal; Eftekhar, Hassan; Mahmoodi, Mahmood; Shojayzadeh, Davood; Sadeghi, Roya

2015-02-24

Physical inactivity is the fourth leading risk factor for death worldwide. Given the key role of employees as valuable human resources and increasing sedentary life style among them, the aim of this study was to evaluate physical activity status and position of governmental employees in changing stage based on the Trans-Theoretical Model (TTM) in Hamadan, Iran, in 2014.This descriptive-analytical study was performed on 1200 government employees selected using proportional stratified random sampling. Data collection was performed using a three-section questionnaire containing demographic characteristics, SQUASH (Short questionnaire to assess health-enhancing physical activity) questionnaire and Marcus et al's five-part algoritm. Data were analyzed by multiple linear and logistic regression, Chi-square, T-test and ANOVA using SPSS-20. The mean age of the participants was 38.12±8.04 years. About a half of the employees were in the preparatory stage of TTM.49.2% and 50.8% of the sample were classified as active and inactive, respectively .Associations between physical activity status and exercise stage of change were found. The associations between exercise stage of change and age, sex, work experience, education and marital status were significant (p<0.05). Work experience and education were strongly predictors of physical activity (PA) status and accounted for 31.2% of variance in PA (adjusted R2=0.312, R2 change=0.01). The results of this study showed that TTM was useful to evaluate and predict physical activity behavior among the Iranian governmental employees and can be utilized by health planners to inform appropriate intervention strategies, specifically in work place.

Work-related respiratory disease in employees leaving an electronics factory.

PubMed

Perks, W H; Burge, P S; Rehahn, M; Green, M

1979-02-01

Examination of the records of employees leaving an electronics factory over three-and-a-half years showed that a significantly greater proportion left the shop floor (where soldering took place) because of ill health than left the stores and office areas. This difference was largely due to work-related respiratory disease in those whose job was soldering. Shop floor workers leaving for health reasons also had increased sickness certification due to respiratory illness compared to stores and office workers. These findings suggest that work-related respiratory illness is a significant cause of morbidity and loss of employment in solderers working at the factory and that this has been a longstanding problem with its onset before the first recorded cases of occupational asthma caused by solder flux containing colophony.

26 CFR 1.162-10T - Questions and answers relating to the deduction of employee benefits under the Tax Reform Act of...

Code of Federal Regulations, 2010 CFR

2010-04-01

... of employee benefits under the Tax Reform Act of 1984; certain limits on amounts deductible... and Corporations § 1.162-10T Questions and answers relating to the deduction of employee benefits... amendment of section 404(b) by the Tax Reform Act of 1984 affect the deduction of employee benefits under...

Profiles of Nature Exposure and Outdoor Activities Associated With Occupational Well-Being Among Employees

PubMed Central

Hyvönen, Katriina; Törnroos, Kaisa; Salonen, Kirsi; Korpela, Kalevi; Feldt, Taru; Kinnunen, Ulla

2018-01-01

This research addresses the profiles of nature exposure and outdoor activities in nature among Finnish employees (N = 783). The profiles were formed on the bases of nature exposure at work and the frequency and type of outdoor activities in nature engaged in during leisure time. The profiles were investigated in relation to work engagement and burnout. The latent profile analysis identified a five-class solution as the best model: High exposure (8%), Versatile exposure (22%), Unilateral exposure (38%), Average exposure (13%), and Low exposure (19%). An Analysis of Covariance (ANCOVA) was conducted for each well-being outcome in order to evaluate how the identified profiles related to occupational well-being. Participants with a High, Versatile, or Unilateral exposure profile reported significantly higher work engagement in the dimensions of vigor and dedication than did the participants with a Low exposure profile. The participants with the High exposure profile also reported lower burnout in the dimensions of cynicism and professional inadequacy than the participants with the Low exposure profile. Nature exposure during the workday and leisure time is an under researched but important aspect in promoting occupational well-being. PMID:29867699

Employee retention: a customer service approach.

PubMed

Gerson, Richard F

2002-01-01

techniques of this process mirror the activities of customer service and customer relationship management, I call the combined process C/ERM for customer/employee relationship management. Both activities must be going on simultaneously to create a loyalty link that ensures customer satisfaction and retention through employee service, satisfaction and retention.

A new quantitative approach to measure perceived work-related stress in Italian employees.

PubMed

Cevenini, Gabriele; Fratini, Ilaria; Gambassi, Roberto

2012-09-01

We propose a method for a reliable quantitative measure of subjectively perceived occupational stress applicable in any company to enhance occupational safety and psychosocial health, to enable precise prevention policies and intervention and to improve work quality and efficiency. A suitable questionnaire was telephonically administered to a stratified sample of the whole Italian population of employees. Combined multivariate statistical methods, including principal component, cluster and discriminant analyses, were used to identify risk factors and to design a causal model for understanding work-related stress. The model explained the causal links of stress through employee perception of imbalance between job demands and resources for responding appropriately, by supplying a reliable U-shaped nonlinear stress index, expressed in terms of values of human systolic arterial pressure. Low, intermediate and high values indicated demotivation (or inefficiency), well-being and distress, respectively. Costs for stress-dependent productivity shortcomings were estimated to about 3.7% of national income from employment. The method identified useful structured information able to supply a simple and precise interpretation of employees' well-being and stress risk. Results could be compared with estimated national benchmarks to enable targeted intervention strategies to protect the health and safety of workers, and to reduce unproductive costs for firms.

Employee Ownership, Motivation and Productivity.

ERIC Educational Resources Information Center

Michie, Jonathan; Oughton, Christine; Bennion, Yvonne

The relationship between employee ownership, motivation, and productivity was explored. The main data collection activities were as follows: (1) a literature review; (2) interviews with management and employees from 10 selected companies across the United Kingdom; (3) surveys of ICOM (the federation of worker cooperatives) member companies and…

Voluntary turnover among non-supervisory casino employees.

PubMed

Stedham, Y; Mitchell, M C

1996-09-01

As gaming is expanding nationally and internationally, existing gaming operations are facing increased competition for employees with gaming experience. This study investigates the factors related to employee turnover in the gaming industry. Workers of six casinos in Reno, Nevada were surveyed concerning their work attitudes and turnover intentions, resulting in a sample of 492 observations. The sample represents all non-supervisory job types typically found in casinos. Pearson correlations and multivariate regression analysis were employed to investigate the relationships among turnover intentions and job satisfaction, specific satisfaction dimensions, organizational commitment, worker perceptions, pay, and labor market conditions. The results show that job satisfaction and organizational commitment are most strongly related to turnover. In contrast to previous findings, labor market conditions and pay play only a minor role in an employee's decision to quit. Instead, perceived lack of job security, satisfaction with supervision, and perceived employer concern with employee well-being emerge among the most important factors. The results imply that employers in the gaming industry can manage employee turnover by providing effective supervision that is based on employee participation and fair treatment of employees. Training of supervisors, therefore, may be a relatively inexpensive method of controlling employee turnover in casinos.

29 CFR 779.105 - Employees engaged in activities “closely related” and “directly essential” to the production of...

Code of Federal Regulations, 2014 CFR

2014-07-01

... âdirectly essentialâ to the production of goods for commerce. 779.105 Section 779.105 Labor Regulations... Engaged in Commerce Or in the Production of Goods for Commerce § 779.105 Employees engaged in activities “closely related” and “directly essential” to the production of goods for commerce. Some employees are...

29 CFR 779.105 - Employees engaged in activities “closely related” and “directly essential” to the production of...

Code of Federal Regulations, 2012 CFR

2012-07-01

... âdirectly essentialâ to the production of goods for commerce. 779.105 Section 779.105 Labor Regulations... Engaged in Commerce Or in the Production of Goods for Commerce § 779.105 Employees engaged in activities “closely related” and “directly essential” to the production of goods for commerce. Some employees are...

29 CFR 779.105 - Employees engaged in activities “closely related” and “directly essential” to the production of...

Code of Federal Regulations, 2013 CFR

2013-07-01

... âdirectly essentialâ to the production of goods for commerce. 779.105 Section 779.105 Labor Regulations... Engaged in Commerce Or in the Production of Goods for Commerce § 779.105 Employees engaged in activities “closely related” and “directly essential” to the production of goods for commerce. Some employees are...

Bridge Over an Aging Population: Examining Longitudinal Relations Among Human Resource Management, Social Support, and Employee Outcomes Among Bridge Workers

PubMed Central

Veth, Klaske N.; Van der Heijden, Beatrice I. J. M.; Korzilius, Hubert P. L. M.; De Lange, Annet H.; Emans, Ben J. M.

2018-01-01

This two-wave complete panel study aims to examine human resource management (HRM) bundles of practices in relation to social support [i.e., leader–member exchange (LMX), coworker exchange (CWX)] and employee outcomes (i.e., work engagement, employability, and health), within a context of workers aged 65+. Based upon the social exchange theory and the Job Demands-Resources (JD-R) framework, it was hypothesized that HRM bundles at Time 1 would increase bridge workers' outcomes at Time 2, and that this relationship would be mediated by perceptions of LMX and CWX at Time 2. Using a longitudinal design, hypotheses were tested in a unique sample of Dutch bridge employees (N = 228). Results of several structural equation modeling analyses revealed no significant associations between HRM bundles, and social support, moreover, no significant associations were found in relation to employee outcomes. However, the results of the best-fitting final model revealed the importance of the impact of social support on employee (65+) outcomes over time. PMID:29755386

Bridge Over an Aging Population: Examining Longitudinal Relations Among Human Resource Management, Social Support, and Employee Outcomes Among Bridge Workers.

PubMed

Veth, Klaske N; Van der Heijden, Beatrice I J M; Korzilius, Hubert P L M; De Lange, Annet H; Emans, Ben J M

2018-01-01

This two-wave complete panel study aims to examine human resource management (HRM) bundles of practices in relation to social support [i.e., leader-member exchange (LMX), coworker exchange (CWX)] and employee outcomes (i.e., work engagement, employability, and health), within a context of workers aged 65+. Based upon the social exchange theory and the Job Demands-Resources (JD-R) framework, it was hypothesized that HRM bundles at Time 1 would increase bridge workers' outcomes at Time 2, and that this relationship would be mediated by perceptions of LMX and CWX at Time 2. Using a longitudinal design, hypotheses were tested in a unique sample of Dutch bridge employees ( N = 228). Results of several structural equation modeling analyses revealed no significant associations between HRM bundles, and social support, moreover, no significant associations were found in relation to employee outcomes. However, the results of the best-fitting final model revealed the importance of the impact of social support on employee (65+) outcomes over time.

Conditions for Employee Learning and Innovation--Interweaving Competence Development Activities Provided by a Workplace Development Programme with Everyday Work Activities in SMEs

ERIC Educational Resources Information Center

Halvarsson Lundkvist, Agneta; Gustavsson, Maria

2018-01-01

The aim of this article is to investigate how the formal competence development activities provided by the Production Leap, a workplace development programme (WPDP), were interwoven with everyday work activities and to identify the conditions that enabled learning and employee-driven innovation that contributed to production improvement, in small…

Factors predicting health behaviors among Army Reserve, active duty Army, and civilian hospital employees.

PubMed

Wynd, Christine A; Ryan-Wenger, Nancy A

2004-12-01

This study identified health-risk and health-promoting behaviors in military and civilian personnel employed in hospitals. Intrinsic self-motivation and extrinsic organizational workplace factors were examined as predictors of health behaviors. Because reservists represent a blend of military and civilian lifestyles, descriptive analyses focused on comparing Army Reserve personnel (n = 199) with active duty Army (n = 218) and civilian employees (n = 193), for a total sample of 610. Self-motivation and social support were significant factors contributing to the adoption of health-promoting behaviors; however, organizational workplace cultures were inconsistent predictors of health among the three groups. Only the active Army subgroup identified a hierarchical culture as having an influence on health promotion, possibly because of the Army's mandatory physical fitness and weight control standards. Social support and self-motivation are essential to promoting health among employees, thus hospital commanders and chief executive officers should encourage strategies that enhance and reward these behaviors.

29 CFR 553.215 - Ambulance and rescue service employees.

Code of Federal Regulations, 2010 CFR

2010-07-01

... activities, the applicable standard is the one which applies to the activity in which the employee spends the majority of work time during the work period. (b) Ambulance and rescue service employees of public agencies... 29 Labor 3 2010-07-01 2010-07-01 false Ambulance and rescue service employees. 553.215 Section 553...

5 CFR 551.541 - Employees engaged in fire protection activities or law enforcement activities.

Code of Federal Regulations, 2010 CFR

2010-01-01

... equal to one and one-half times the employee's hourly regular rate of pay for those hours in a tour of... PERSONNEL MANAGEMENT CIVIL SERVICE REGULATIONS PAY ADMINISTRATION UNDER THE FAIR LABOR STANDARDS ACT Overtime Pay Provisions Special Overtime Pay Provisions § 551.541 Employees engaged in fire protection...

Associations between social ecological factors and self-reported short physical activity breaks during work hours among desk-based employees.

PubMed

Bennie, Jason A; Timperio, Anna F; Crawford, David A; Dunstan, David W; Salmon, Jo L

2011-01-01

To examine the associations between potential social ecological correlates and self-reported short physical activity breaks during work hours (defined as any interruption in sitting time during a typical work hour) among a sample of employees who commonly sit for working tasks. 801 employed adults aged 18-70 years from metropolitan Melbourne, Australia were surveyed in 2009 about their short physical activity breaks from sitting during work hours and potential social ecological correlates of this behaviour. Men reported significantly more short physical activity breaks per work hour than did women (2.5 vs. 2.3 breaks/h, p=0.02). A multivariable linear regression analysis adjusting for clustering and meeting the public health physical activity recommendations showed that the factors associated with frequency of short physical activity breaks per work hour were perceptions of lack of time for short physical activity breaks for men (-0.31 breaks/h, 95% confidence intervals [CI] -0.52, -0.09) and lack of information about taking short physical activity breaks for women (-0.20 breaks/h, CI -0.47, -0.05). These findings suggest that providing male employees with support for short physical activity breaks during work hours, and female employees with information on benefits of this behaviour may be useful for reducing workplace sedentary time. Crown Copyright © 2011. Published by Elsevier Inc. All rights reserved.

Flexible Work: The Impact of a New Policy on Employees' Sedentary Behavior and Physical Activity.

PubMed

Olsen, Heidi M; Brown, Wendy J; Kolbe-Alexander, Tracy; Burton, Nicola W

2018-01-01

The aim of the study was to assess change in physical activity (PA) and sedentary behavior (SB) in office-based employees after the implementation of a flexible work policy that allowed working at home. A total of 24 employees (62% female; 40 ± 10 years) completed an online questionnaire 4 weeks pre- and 6 weeks post-implementation of the policy. Changes in PA and SB were assessed using Wilcoxon signed rank test. There were no changes in PA after the introduction of the flexible work policy (Z = -0.29, P > 0.05). Sitting time increased on days the employees worked at home (Z = -2.02, P > 0.05) and on days they worked at the office (Z = -4.16, P > 0.001). A flexible work policy may have had a negative impact on sedentary behavior in this workplace. Future work is needed to explore the potential impact on workplace sitting time.

Effectiveness of physical activity intervention among government employees with metabolic syndrome.

PubMed

Huei Phing, Chee; Abu Saad, Hazizi; Barakatun Nisak, M Y; Mohd Nasir, M T

2017-12-01

Our study aimed to assess the effects of physical activity interventions via standing banners (point-of-decision prompt) and aerobics classes to promote physical activity among individuals with metabolic syndrome. We conducted a cluster randomized controlled intervention trial (16-week intervention and 8-week follow-up). Malaysian government employees in Putrajaya, Malaysia, with metabolic syndrome were randomly assigned by cluster to a point-of-decision prompt group (n = 44), an aerobics group (n = 42) or a control group (n = 103) based on sample size calculation formula. Step counts were evaluated by Lifecorder e-STEP accelerometers for all participants. Metabolic syndrome was defined according to the 'harmonizing' definition, in which individuals who have at least three of the five metabolic risk factors (waist circumference, high-density lipoprotein cholesterol, triglycerides, fasting glucose levels, systolic and diastolic blood pressure) will be classified as having metabolic syndrome. A total of 80% of the enrolled government employees with metabolic syndrome completed the programme. Data were analyzed using SPSS for Windows (version 20, SPSS, Chicago, IL). There were significantly higher step counts on average in the aerobics group compared to the control group over assessments. Assessments at baseline, post-intervention and follow-up showed a significant difference in step counts between the intervention and control groups. The greatest reductions in the proportions of individuals with metabolic syndrome were observed in the aerobics group with a reduction of 79.4% in the post-intervention assessment compared to the assessment at baseline. The findings of this study suggest that physical activity intervention via aerobics classes is an effective strategy for improving step counts and reducing the prevalence of metabolic syndrome.

17 CFR 1.59 - Activities of self-regulatory organization employees, governing board members, committee members...

Code of Federal Regulations, 2012 CFR

2012-04-01

... COMMODITY EXCHANGE ACT Miscellaneous § 1.59 Activities of self-regulatory organization employees, governing...) Self-regulatory organization means “self-regulatory organization,” as defined in Commission regulation... governors of a self-regulatory organization. (3) Committee member means a member, or functional equivalent...

17 CFR 1.59 - Activities of self-regulatory organization employees, governing board members, committee members...

Code of Federal Regulations, 2011 CFR

2011-04-01

... COMMODITY EXCHANGE ACT Miscellaneous § 1.59 Activities of self-regulatory organization employees, governing...) Self-regulatory organization means “self-regulatory organization,” as defined in Commission regulation... governors of a self-regulatory organization. (3) Committee member means a member, or functional equivalent...

17 CFR 1.59 - Activities of self-regulatory organization employees, governing board members, committee members...

Code of Federal Regulations, 2010 CFR

2010-04-01

... COMMODITY EXCHANGE ACT Miscellaneous § 1.59 Activities of self-regulatory organization employees, governing...) Self-regulatory organization means “self-regulatory organization,” as defined in Commission regulation... governors of a self-regulatory organization. (3) Committee member means a member, or functional equivalent...

[Employee Wellbeing in a University Department, Italy].

PubMed

Sinopoli, Alessandra; Sestili, Cristina; Lojodice, Bruno; Sernia, Sabina; Mannocci, Alice; De Giusti, Maria; Villari, Paolo; La Torre, Giuseppe

2017-01-01

A serene workplace environment can provide significant benefits to employees. The aim of the present study was to assess wellbeing of employees in a university department, by administering validated questionnaires (Karasek and INAIL) and to determine any similarities and / or differences. The sample consisted of 48 employees (22.9 % male and 77.1% female) in various job categories including doctors, biologists, nurses, and technical and administrative staff. Results obtained from the Karasek questionnaire allowed us to calculate the values of Decision latidude and Job demand. The intersection of the medians of the two components, respectively 56 and 30, allowed us to divide participants into four quadrants consisting of high "strain" workers, active and passive and low "strain" workers. Thirty seven percent of the sample was found to be at high risk of stress. Significant differences in responses were identified in relation to gender, age, job seniority and educational level. Responses to the two questionnaires compared favorably. Seventeen questions were compared, and for eleven of these there was sufficient agreement, with kappa test values comprised between 0.194 and 0.408 (p<0.05). Results confirm that work-related stress is a relevant issue. Karasek and INAIL questionnaires, while investigating similar issues, should not be used alternatively but rather administered simultaneously.

A Field Study of Employee E-Learning Activity and Outcomes

ERIC Educational Resources Information Center

Brown, Kenneth G.

2005-01-01

Employees with access to e-learning courses targeting computer skills were tracked during a year-long study. Employees' perceptions of peer and supervisor support, job characteristics (such as workload and autonomy), and motivation to learn were used to predict total time spent using e-learning. Results suggest the importance of motivation to…

49 CFR 1280.7 - Education of employees.

Code of Federal Regulations, 2011 CFR

2011-10-01

... 49 Transportation 9 2011-10-01 2011-10-01 false Education of employees. 1280.7 Section 1280.7 Transportation Other Regulations Relating to Transportation (Continued) SURFACE TRANSPORTATION BOARD, DEPARTMENT... AND CLASSIFIED MATERIAL § 1280.7 Education of employees. All employees who have been granted a...

49 CFR 1280.7 - Education of employees.

Code of Federal Regulations, 2014 CFR

2014-10-01

... 49 Transportation 9 2014-10-01 2014-10-01 false Education of employees. 1280.7 Section 1280.7 Transportation Other Regulations Relating to Transportation (Continued) SURFACE TRANSPORTATION BOARD, DEPARTMENT... AND CLASSIFIED MATERIAL § 1280.7 Education of employees. All employees who have been granted a...

49 CFR 1280.7 - Education of employees.

Code of Federal Regulations, 2013 CFR

2013-10-01

... 49 Transportation 9 2013-10-01 2013-10-01 false Education of employees. 1280.7 Section 1280.7 Transportation Other Regulations Relating to Transportation (Continued) SURFACE TRANSPORTATION BOARD, DEPARTMENT... AND CLASSIFIED MATERIAL § 1280.7 Education of employees. All employees who have been granted a...

49 CFR 1280.7 - Education of employees.

Code of Federal Regulations, 2012 CFR

2012-10-01

... 49 Transportation 9 2012-10-01 2012-10-01 false Education of employees. 1280.7 Section 1280.7 Transportation Other Regulations Relating to Transportation (Continued) SURFACE TRANSPORTATION BOARD, DEPARTMENT... AND CLASSIFIED MATERIAL § 1280.7 Education of employees. All employees who have been granted a...

49 CFR 1280.7 - Education of employees.

Code of Federal Regulations, 2010 CFR

2010-10-01

... 49 Transportation 9 2010-10-01 2010-10-01 false Education of employees. 1280.7 Section 1280.7 Transportation Other Regulations Relating to Transportation (Continued) SURFACE TRANSPORTATION BOARD, DEPARTMENT... AND CLASSIFIED MATERIAL § 1280.7 Education of employees. All employees who have been granted a...

The moderating effect of employee hostility on the association of long-term elderly care unit's negative resident characteristics to employee stress and well-being.

PubMed

Heponiemi, Tarja; Elovainio, Marko; Pekkarinen, Laura; Noro, Anja; Finne-Soveri, Harriet; Sinervo, Timo

2006-04-01

This study examined the moderating effect of employee hostility on the association of unit-level resident characteristics (depression and behavioral problems) to individual-level employee's resident-related stress and psychological well-being during 1-year follow-up study among 501 employees in elderly care. Our results showed that employee hostility was associated with decreased psychological well-being. In addition, hostility moderated the association between unit-level proportion of depressive residents and resident-related stress experienced by the individual employees. Hostile employees reported increased resident-related stress irrespective of the proportion of depressed residents in the unit. Instead, nonhostile employees were sensitive to the depression in the unit. They reported low levels of stress when depression levels in the unit were low and increased stress when depression levels were high. (c) 2006 APA, all rights reserved.

5 CFR 531.605 - Determining an employee's official worksite.

Code of Federal Regulations, 2010 CFR

2010-01-01

... telework agreement, the following rules apply: (1) If the employee is scheduled to work at least twice each... duties. (2) If the employee's work involves recurring travel or the employee's work location varies on a recurring basis, the official worksite is the location where the work activities of the employee's position...

Customer convergence: patients, physicians, and employees share in the experience and evaluation of healthcare quality.

PubMed

Clark, Paul Alexander; Wolosin, Robert J; Gavran, Goran

2006-01-01

This article explores the interrelationships between three categories of service quality in healthcare delivery organizations: patient, employee, and physician satisfaction. Using the largest and most representative national databases available, the study compares the evaluations of hospital care by more than 2 million patients, 150,000 employees, and 40,000 physicians. The results confirm the relationship connecting employees' satisfaction and loyalty to their patients' satisfaction and loyalty. Patients' satisfaction and loyalty were also strongly associated with medical staff physicians' evaluations of overall satisfaction and loyalty to the hospital. Similarly, hospital employees' satisfaction and loyalty were related to the medical staff physicians' satisfaction with and loyalty to the hospital. Based upon the strength of the interrelationships, individual measures and subscales can serve as leverage points for improving linked outcomes. Patients, physicians, and employees, the three co-creators of health, agree on the evaluation of the quality of that service experience. The results demonstrate that promoting patient-centeredness, enhancing medical staff relations, and improving the satisfaction and loyalty of employees are not necessarily three separate activities in competition for hospital resources and marketing leadership attention.

22 CFR 1203.735-104 - Applicability to detailed employees.

Code of Federal Regulations, 2010 CFR

2010-04-01

... 22 Foreign Relations 2 2010-04-01 2010-04-01 true Applicability to detailed employees. 1203.735-104 Section 1203.735-104 Foreign Relations UNITED STATES INTERNATIONAL DEVELOPMENT COOPERATION AGENCY EMPLOYEE RESPONSIBILITIES AND CONDUCT General Provisions § 1203.735-104 Applicability to detailed employees...

Job stress among Iranian prison employees.

PubMed

Akbari, J; Akbari, R; Farasati, F; Mahaki, B

2014-10-01

Exposure to job stress causes deleterious effects on physical and mental health of employees and productivity of organizations. To study work-related stressors among employees of prisons of Ilam, western Iran. In a cross-sectional study conducted from July to October 2013, 177 employees of Ilam prisons and security-corrective measures organization were enrolled in this study. The UK Health and Safety Executive Organization 35-item questionnaire for assessment of occupational stress was used to determine job stress among the studied employees. Job stress was highest among employees of "correction and rehabilitation center" of Ilam province followed by "Dalab vocational training center." There was no significant relationship between occupational stress and age, work experience, level of education, marital status, sex of employees, and obesity. Employees of prisons, for their nature of job and work environment, are exposed to high level of occupational stress.

Employees.

ERIC Educational Resources Information Center

Mawdsley, Ralph D.

This chapter covers over 200 cases reported in 1990 involving precollegiate, public-sector employees. Those cases where procedural issues are involved are omitted, and procedural issues in the remaining cases are deemphasized. Unlike many years in the past, 1990 saw no Supreme Court cases related to school employment. As in previous years, the…

Knowledge and Perceptions of Overweight Employees about Lifestyle-Related Health Benefit Changes

PubMed Central

Li, Jiang; Linnan, Laura; Finkelstein, Eric A.; Tate, Deborah; Naseer, Carolyn; Evenson, Kelly R.

2016-01-01

Background We investigated overweight state employees’ perceptions about health insurance benefit changes designed to reduce the scope of health benefits for employees who were obese or smoked. Methods Prior to implementation of health benefit plan changes, 658 overweight [body mass index (BMI) ≥25 kg/m2] state employees enrolled in a weight loss intervention study were asked about their attitudes and beliefs of the new benefit plan changes. Results Thirty-one percent of employees with a BMI≥40 kg/ m2 were unaware that their current BMI would place them in a higher risk benefit plan. More than half reported that the new benefit change would motivate them to make behavioral changes, but less than half felt confident in making changes. Respondents with a BMI≥40 kg/m2 were more likely to oppose the new changes focused on BMI categories compared to respondents in lower BMI categories (P<0.0001). Current smokers were more likely to oppose the new benefit change focused on tobacco use than former smokers and non-smokers (P<0.01). Limitations Participants represented a sample of employees enrolled in a weight loss study, limiting generalizability to the larger population of state employees. Conclusions Benefit plan changes that require employees who are obese or smoke to pay more for health care may motivate some, but not all, individuals to change their behaviors. Since confidence to lose weight was lowest among those in the highest weight categories, health plan benefit modifications may be required to achieve desired health behavior changes. PMID:21901911

ETHICAL LEADERSHIP AND EMPLOYEE VOICE: EMPLOYEE SELF-EFFICACY AND SELF-IMPACT AS MEDIATORS.

PubMed

Wang, Duanxu; Gan, Chenjing; Wu, Chaoyan; Wang, Danqi

2015-06-01

Previous studies have used social learning theory to explain the influence of ethical leadership. This study continues the previous research by using social learning theory to explain the mediating effect of self-efficacy on the relationship between ethical leadership and employee voice. In addition, this study extends previous studies by introducing expectancy theory to explore whether self-impact also mediates the relationship between ethical leadership and employee voice. Ethical leadership, self-efficacy, self-impact, and employee voice were assessed using paired surveys among 59 supervisors and 295 subordinates employed at nine firms in the People's Republic of China. Using HLM and SEM analyses, the results revealed that ethical leadership was positively related to employee voice and that this relationship was partially mediated by both self-efficacy and self-impact.

17 CFR 1.59 - Activities of self-regulatory organization employees, governing board members, committee members...

Code of Federal Regulations, 2014 CFR

2014-04-01

... COMMODITY EXCHANGE ACT Miscellaneous § 1.59 Activities of self-regulatory organization employees, governing...) Self-regulatory organization means “self-regulatory organization,” as defined in § 1.3(ee), and... member, or functional equivalent thereof, of the board of governors of a self-regulatory organization. (3...

17 CFR 1.59 - Activities of self-regulatory organization employees, governing board members, committee members...

Code of Federal Regulations, 2013 CFR

2013-04-01

... COMMODITY EXCHANGE ACT Miscellaneous § 1.59 Activities of self-regulatory organization employees, governing...) Self-regulatory organization means “self-regulatory organization,” as defined in § 1.3(ee), and... member, or functional equivalent thereof, of the board of governors of a self-regulatory organization. (3...

Employee Benefit Status from E-Employee Service

ERIC Educational Resources Information Center

Gündüz, Semseddin; Çoklar, Ahmet Naci

2017-01-01

The internet is the one of the most important global network and information source in information age. The internet has changed employee's life enormously. The purpose of this study is to clarify the benefitting situations of employees from e-employee services. For this purpose, a 20-item data collection tool, based on the e-employee services put…

Employee Sabbaticals: Who Benefits and Why.

ERIC Educational Resources Information Center

Toomey, Edmund L.; Connor, Joan M.

1988-01-01

Discusses benefits of employee sabbaticals including (1) continuing employee education; (2) avoiding technical obsolescence; (3) reducing job-related stress and burnout; (4) creating a more productive work force; and (5) stemming the tide of early retirement. (JOW)

The development of the Be Active & Relax “Vitality in Practice” (VIP) project and design of an RCT to reduce the need for recovery in office employees

PubMed Central

2012-01-01

Background There is strong evidence to suggest that multiple work-related health problems are preceded by a higher need for recovery. Physical activity and relaxation are helpful in decreasing the need for recovery. This article aims to describe (1) the development and (2) the design of the evaluation of a daily physical activity and relaxation intervention to reduce the need for recovery in office employees. Methods/Design The study population will consist of employees of a Dutch financial service provider. The intervention was systematically developed, based on parts of the Intervention Mapping (IM) protocol. Assessment of employees needs was done by combining results of face-to-face interviews, a questionnaire and focus group interviews. A set of theoretical methods and practical strategies were selected which resulted in an intervention program consisting of Group Motivational Interviewing (GMI) supported by a social media platform, and environmental modifications. The Be Active & Relax program will be evaluated in a modified 2 X 2 factorial design. The environmental modifications will be pre-stratified and GMI will be randomised on department level. The program will be evaluated, using 4 arms: (1) GMI and environmental modifications; (2) environmental modifications; (3) GMI; (4) no intervention (control group). Questionnaire data on the primary outcome (need for recovery) and secondary outcomes (daily physical activity, sedentary behaviour, relaxation/detachment, work- and health-related factors) will be gathered at baseline (T0), at 6 months (T1), and at 12 months (T2) follow-up. In addition, an economic and a process evaluation will be performed. Discussion Reducing the need for recovery is hypothesized to be beneficial for employees, employers and society. It is assumed that there will be a reduction in need for recovery after 6 months and 12 months in the intervention group, compared to the control group. Results are expected in 2013. Trial

Employee influenza vaccination in residential care facilities.

PubMed

Apenteng, Bettye A; Opoku, Samuel T

2014-03-01

The organizational literature on infection control in residential care facilities is limited. Using a nationally representative dataset, we examined the organizational factors associated with implementing at least 1 influenza-related employee vaccination policy/program, as well as the effect of vaccination policies on health care worker (HCW) influenza vaccine uptake in residential care facilities. The study was a cross-sectional study using data from the 2010 National Survey of Residential Care Facilities. Multivariate logistic regression analysis was used to address the study's objectives. Facility size, director's educational attainment, and having a written influenza pandemic preparedness plan were significantly associated with the implementation of at least 1 influenza-related employee vaccination policy/program, after controlling for other facility-level factors. Recommending vaccination to employees, providing vaccination on site, providing vaccinations to employees at no cost, and requiring vaccination as a condition of employment were associated with higher employee influenza vaccination rates. Residential care facilities can improve vaccination rates among employees by adopting effective employee vaccination policies. Copyright © 2014 Association for Professionals in Infection Control and Epidemiology, Inc. Published by Mosby, Inc. All rights reserved.

22 CFR 142.7 - Designation of responsible employee and adoption of grievance procedures.

Code of Federal Regulations, 2013 CFR

2013-04-01

... 22 Foreign Relations 1 2013-04-01 2013-04-01 false Designation of responsible employee and adoption of grievance procedures. 142.7 Section 142.7 Foreign Relations DEPARTMENT OF STATE CIVIL RIGHTS NONDISCRIMINATION ON THE BASIS OF HANDICAP IN PROGRAMS OR ACTIVITIES RECEIVING FEDERAL FINANCIAL ASSISTANCE General...

22 CFR 142.7 - Designation of responsible employee and adoption of grievance procedures.

Code of Federal Regulations, 2011 CFR

2011-04-01

... 22 Foreign Relations 1 2011-04-01 2011-04-01 false Designation of responsible employee and adoption of grievance procedures. 142.7 Section 142.7 Foreign Relations DEPARTMENT OF STATE CIVIL RIGHTS NONDISCRIMINATION ON THE BASIS OF HANDICAP IN PROGRAMS OR ACTIVITIES RECEIVING FEDERAL FINANCIAL ASSISTANCE General...

22 CFR 142.7 - Designation of responsible employee and adoption of grievance procedures.

Code of Federal Regulations, 2012 CFR

2012-04-01

... 22 Foreign Relations 1 2012-04-01 2012-04-01 false Designation of responsible employee and adoption of grievance procedures. 142.7 Section 142.7 Foreign Relations DEPARTMENT OF STATE CIVIL RIGHTS NONDISCRIMINATION ON THE BASIS OF HANDICAP IN PROGRAMS OR ACTIVITIES RECEIVING FEDERAL FINANCIAL ASSISTANCE General...

22 CFR 142.7 - Designation of responsible employee and adoption of grievance procedures.

Code of Federal Regulations, 2010 CFR

2010-04-01

... 22 Foreign Relations 1 2010-04-01 2010-04-01 false Designation of responsible employee and adoption of grievance procedures. 142.7 Section 142.7 Foreign Relations DEPARTMENT OF STATE CIVIL RIGHTS NONDISCRIMINATION ON THE BASIS OF HANDICAP IN PROGRAMS OR ACTIVITIES RECEIVING FEDERAL FINANCIAL ASSISTANCE General...

22 CFR 142.7 - Designation of responsible employee and adoption of grievance procedures.

Code of Federal Regulations, 2014 CFR

2014-04-01

... 22 Foreign Relations 1 2014-04-01 2014-04-01 false Designation of responsible employee and adoption of grievance procedures. 142.7 Section 142.7 Foreign Relations DEPARTMENT OF STATE CIVIL RIGHTS NONDISCRIMINATION ON THE BASIS OF HANDICAP IN PROGRAMS OR ACTIVITIES RECEIVING FEDERAL FINANCIAL ASSISTANCE General...

5 CFR 9701.507 - Employee rights.

Code of Federal Regulations, 2010 CFR

2010-01-01

....507 Administrative Personnel DEPARTMENT OF HOMELAND SECURITY HUMAN RESOURCES MANAGEMENT SYSTEM (DEPARTMENT OF HOMELAND SECURITY-OFFICE OF PERSONNEL MANAGEMENT) DEPARTMENT OF HOMELAND SECURITY HUMAN RESOURCES MANAGEMENT SYSTEM Labor-Management Relations § 9701.507 Employee rights. Each employee has the...

Ill Health-Related Job Loss: A One-Year Follow-Up of 54,026 Employees.

PubMed

Dutheil, Frédéric; Naughton, Geraldine; Sindyga, Patricia; Lesage, François-Xavier

2016-09-01

The diagnoses of workers being unfit to work may be a relevant health indicator. Therefore, the aim of this study was to analyze the one-year incidence of an unfit to work diagnosis. This one-year prospective study included all workers undergoing annual work medical examination from occupational health services in Troyes, France. Twenty-one occupational physicians followed 54,026 employees. The all-cause incidence of being unfit to return to work was 0.772%. The two main causes of being unfit to work were musculoskeletal disorders (61%) and psychopathologies (24%). The relative risk (RR) of being unfit to work, independent of the cause, was higher when employees were aged over 50 years (RR = 2.51), and female (RR = 1.51). Prospective results from occupational physicians' medical records may provide significant and cost-effective directions to prioritize actions and target health promotion in the workplace.

29 CFR 1903.14 - Citations; notices of de minimis violations; policy regarding employee rescue activities.

Code of Federal Regulations, 2010 CFR

2010-07-01

... 29 Labor 5 2010-07-01 2010-07-01 false Citations; notices of de minimis violations; policy... PENALTIES § 1903.14 Citations; notices of de minimis violations; policy regarding employee rescue activities... Regional Solicitor, and he shall issue to the employer either a citation or a notice of de minimis...

29 CFR 1903.14 - Citations; notices of de minimis violations; policy regarding employee rescue activities.

Code of Federal Regulations, 2011 CFR

2011-07-01

... 29 Labor 5 2011-07-01 2011-07-01 false Citations; notices of de minimis violations; policy... PENALTIES § 1903.14 Citations; notices of de minimis violations; policy regarding employee rescue activities... Regional Solicitor, and he shall issue to the employer either a citation or a notice of de minimis...

29 CFR 1904.35 - Employee involvement.

Code of Federal Regulations, 2011 CFR

2011-07-01

... Regulations Relating to Labor (Continued) OCCUPATIONAL SAFETY AND HEALTH ADMINISTRATION, DEPARTMENT OF LABOR RECORDING AND REPORTING OCCUPATIONAL INJURIES AND ILLNESSES Other OSHA Injury and Illness Recordkeeping... employees and their representatives access to the OSHA injury and illness records? Yes, your employees...

29 CFR 1904.35 - Employee involvement.

Code of Federal Regulations, 2010 CFR

2010-07-01

... Regulations Relating to Labor (Continued) OCCUPATIONAL SAFETY AND HEALTH ADMINISTRATION, DEPARTMENT OF LABOR RECORDING AND REPORTING OCCUPATIONAL INJURIES AND ILLNESSES Other OSHA Injury and Illness Recordkeeping... employees and their representatives access to the OSHA injury and illness records? Yes, your employees...

The Effect of a Pedometer-based Program Improvement of Physical Activity in Tabriz University Employees.

PubMed

Baghianimoghaddam, Mohammad Hossein; Bakhtari-Aghdam, Fatemeh; Asghari-Jafarabadi, Mohammad; Allahverdipour, Hamid; Dabagh-Nikookheslat, Saeed; Nourizadeh, Roghaiyeh

2016-01-01

Regular physical activity (PA) has been shown to reduce risk of morbidity and overall mortality. A study has displayed that achieving 10,000 steps/day is associated with important health outcomes and have been used to promote PA. Pedometers are a popular tool for PA interventions in different setting. This study investigated the effects on pedometer-based and self-reported PA among Tabriz University employees. This experimental study assessed the effects of 16 weeks pedometer-based workplace intervention. Participants (n = 154) were employees of two worksites. Pedometer-based and self-reported PA from one intervention worksite was compared with the data of a comparison workplace. International Physical Activity Questionnaire (IPAQ) for self-reported measure of PA, and demographic (age, marital status, educational level, employment status, and stage of change) variables were obtained. To measure PA objectively pedometer was used. Participants reported to increase the step counts from baseline (end of summer) to posttest (winter). The intervention effect revealed significant increase in the intervention group (8279 ± 2759 steps/day than in the comparison work place (4118 ± 1136). Self-reported based on IPAQ concluded women in intervention worksite had a significant increase in the leisure time domain, but similar finding was not found in the comparison worksite. Pedometer used might rather benefit those individuals who want feedback on their current PA, also walking should be considered to increase PA in employee women.

How employee engagement matters for hospital performance.

PubMed

Lowe, Graham

2012-01-01

Managers increasingly understand that employee engagement is a prerequisite for high performance. This article examines how job, work environment, management and organizational factors influence levels of engagement among healthcare employees. Original data come from the Ontario Hospital Association-NRC Picker Employee Experience Survey, involving over 10,000 employees in 16 Ontario hospitals. The article provides a clear definition and measure of engagement relevant to healthcare. In addition to identifying the main drivers of engagement, findings shows that a high level of employee engagement is related to retention, patient-centred care, patient safety culture and employees' positive assessments of the quality of care or services provided by their team. Implications of these findings for healthcare leaders are briefly considered.

Occupation is related to Weight and Lifestyle Factors among Employees at Worksites Involved in a Weight Gain Prevention Study

PubMed Central

Gans, Kim M.; Salkeld, Judith; Risica, Patricia Markham; Lenz, Erin; Burton, Deborah; Mello, Jennifer; Bell, Johanna P.

2015-01-01

Objective To examine the relationship between job type, weight status and lifestyle factors that are potential contributors to obesity including, diet, physical activity and perceived stress among employees enrolled in the Working on Wellness (WOW) project. Methods Randomly selected employees at 24 worksites completed a baseline survey (n=1700); some also an in-person survey and anthropometric measures (n=1568). Employees were classified by US Labor standards as: white collar (n=1297), blue collar (n=303), or service worker (n=92), 8 unknown. Associations were analyzed using Chi-Square, GLM procedures, and adjusted for demographics using Logistic Regression. Results In unadjusted models, BMI of service workers was higher than white collar workers; F&V intake was higher for service and blue collar than white collar; white collar workers reported highest stress levels in job and life. However, in models adjusted for demographics, the only significant difference was to physical activity (i.e., MET/min per week), with blue collar workers reporting higher levels of physical activity than service workers, who reported higher levels than the white collar workers. Conclusions Future research should further examine the relationship between health and job status to corroborate the results of the current study and to consider designing future worksite health promotion interventions that are tailored by job category. PMID:26461872

5 CFR 734.402 - Expression of an employee's individual opinion.

Code of Federal Regulations, 2010 CFR

2010-01-01

... this subpart retains the right to participate in any of the following political activities, as long as such activity is not performed in concert with a political party, partisan political group, or a... SERVICE REGULATIONS (CONTINUED) POLITICAL ACTIVITIES OF FEDERAL EMPLOYEES Employees in Certain Agencies...

29 CFR 1405.11 - Effect on employee benefits.

Code of Federal Regulations, 2010 CFR

2010-07-01

... Regulations Relating to Labor (Continued) FEDERAL MEDIATION AND CONCILIATION SERVICE PART-TIME EMPLOYMENT Part-time Employment Program § 1405.11 Effect on employee benefits. Career part-time employees are entitled... Programs. The Government contribution for health insurance of eligible part-time employees will be prorated...

29 CFR 2580.412-8 - The nature of the duties or activities to which the bonding requirement relates.

Code of Federal Regulations, 2014 CFR

2014-07-01

... 29 Labor 9 2014-07-01 2014-07-01 false The nature of the duties or activities to which the bonding requirement relates. 2580.412-8 Section 2580.412-8 Labor Regulations Relating to Labor (Continued) EMPLOYEE... INCOME SECURITY ACT OF 1974 TEMPORARY BONDING RULES Scope and Form of the Bond § 2580.412-8 The nature of...

29 CFR 2580.412-8 - The nature of the duties or activities to which the bonding requirement relates.

Code of Federal Regulations, 2012 CFR

2012-07-01

... 29 Labor 9 2012-07-01 2012-07-01 false The nature of the duties or activities to which the bonding requirement relates. 2580.412-8 Section 2580.412-8 Labor Regulations Relating to Labor (Continued) EMPLOYEE... INCOME SECURITY ACT OF 1974 TEMPORARY BONDING RULES Scope and Form of the Bond § 2580.412-8 The nature of...

29 CFR 2580.412-8 - The nature of the duties or activities to which the bonding requirement relates.

Code of Federal Regulations, 2013 CFR

2013-07-01

... 29 Labor 9 2013-07-01 2013-07-01 false The nature of the duties or activities to which the bonding requirement relates. 2580.412-8 Section 2580.412-8 Labor Regulations Relating to Labor (Continued) EMPLOYEE... INCOME SECURITY ACT OF 1974 TEMPORARY BONDING RULES Scope and Form of the Bond § 2580.412-8 The nature of...

29 CFR 2580.412-8 - The nature of the duties or activities to which the bonding requirement relates.

Code of Federal Regulations, 2011 CFR

2011-07-01

... 29 Labor 9 2011-07-01 2011-07-01 false The nature of the duties or activities to which the bonding requirement relates. 2580.412-8 Section 2580.412-8 Labor Regulations Relating to Labor (Continued) EMPLOYEE... INCOME SECURITY ACT OF 1974 TEMPORARY BONDING RULES Scope and Form of the Bond § 2580.412-8 The nature of...

Characteristics of the work environment related to older employees' willingness to continue working: intrinsic motivation as a mediator.

PubMed

van den Berg, Peter T

2011-08-01

The relationships between older employees' willingness to continue working and characteristics of the work environment for older workers were investigated, as well as a possible mediation by intrinsic motivation. 103 employees ages 50 to 65 years, from various sectors of the Dutch labor market, completed questionnaires that measured willingness to continue working, intrinsic motivation, organizational stimulation, work variety, work challenge, and job autonomy. Hierarchical regression analyses showed organizational stimulation, as well as the various job characteristics, were positively related to employees' willingness to continue working. Moreover, intrinsic motivation fully mediated the relationship of work variety with willingness to continue working and partially mediated the relationships of organizational stimulation, work challenge, and job autonomy with willingness to continue working. It was concluded that organizations can encourage older workers to work until age 65 and beyond by shifting their focus from extrinsic to intrinsic rewards.

20 CFR 345.104 - Employees and employee representatives not liable.

Code of Federal Regulations, 2010 CFR

2010-04-01

... 20 Employees' Benefits 1 2010-04-01 2010-04-01 false Employees and employee representatives not liable. 345.104 Section 345.104 Employees' Benefits RAILROAD RETIREMENT BOARD REGULATIONS UNDER THE... and Definitions § 345.104 Employees and employee representatives not liable. The amount of...

Health- and work-related predictors of work disability among employees with a cardiometabolic disease--A cohort study.

PubMed

Ervasti, Jenni; Kivimäki, Mika; Pentti, Jaana; Salo, Paula; Oksanen, Tuula; Vahtera, Jussi; Virtanen, Marianna

2016-03-01

The proportion of aging employees with cardiometabolic diseases, such as heart or cerebrovascular disease, diabetes and chronic hypertension is on the rise. We explored the extent to which health- and work-related factors were associated with the risk of disability pension among individuals with such cardiometabolic disease. A cohort of 4798 employees with and 9716 employees without a cardiometabolic disease were followed up for 7years (2005-2011) for disability pension. For these participants, register and survey data (from 2004) were linked to records on disability pensions. Cox proportional hazards modeling was used for estimating the hazard ratios (HR) with 95% confidence intervals (CI). Individuals with heart or cerebrovascular disease had 2.88-fold (95% CI=2.50-3.31) higher risk of all-cause disability pension compared to employees with no cardiometabolic disease. Diabetes was associated with a 1.84-fold (95% CI=1.52-2.23) and hypertension a 1.50-fold (95% CI=1.31-1.72) increased risk of disability pension. Obesity in cases of diabetes and hypertension (15%) and psychological distress in cases of heart or cerebrovascular disease (9%) were the strongest contributing factors. All 12 health- and work-related risk factors investigated accounted for 24% of the excess work disability in hypertension, 28% in diabetes, and 11% in heart or cerebrovascular disease. Cause-specific analyses (disability pension due to mental, musculoskeletal and circulatory system diseases) yielded similar results. In this study, modifiable risk factors, such as obesity and mental comorbidity, predicted permanent exit from the labor market due to disability in individuals with cardiometabolic disease. Copyright © 2016 Elsevier Inc. All rights reserved.

Supervision Practices and Employee Relations in Adult Basic Education

ERIC Educational Resources Information Center

Even, Mary Jane

1977-01-01

Results of a study of supervisory practices among administrators of adult basic education (ABE) programs in Nebraska are reported. Highly significant associations were found between supervisory practices and employee attitudes toward their work, longevity, interest in promotion, productivity, and salary, among others. (TA)

Widely Assumed but Thinly Tested: Do Employee Volunteers' Self-Reported Skill Improvements Reflect the Nature of Their Volunteering Experiences?

PubMed Central

Jones, David A.

2016-01-01

An increasing number of companies use corporate volunteering programs (CVPs) to support and coordinate their employees' efforts to serve their communities. Among the most frequently touted benefits of such programs to sponsoring companies and employee volunteers alike is the opportunities for employees to develop tangible work-related skills through their volunteering activities. Evidence for skill development through volunteering, however, is mostly limited to the expressed beliefs of corporate leaders and employee volunteers. This study was designed to contribute to this largely anecdotal literature by testing hypotheses about the extent to which employee volunteers' self-reported skill development reflects the characteristics of the volunteers and their volunteering experiences. Study participants were 74 employee volunteers who completed a service apprenticeship managed by a U.S.-based nonprofit called Citizen Schools that partners with middle schools to extend the learning day with a combination of academic support, enrichment, and youth development activities. Data were obtained via the nonprofit's records, and surveys completed by employee volunteers before and after their service experience, including measures used to assess self-reported improvements in each of 10 work-related skills: communicating performance expectations, leadership, mentorship, motivating others, project management, providing performance feedback, public speaking and presenting, speaking clearly, teamwork, and time management. Support was found for several hypothesized effects suggesting that employees who practiced specific skills more often during their volunteering experience reported greater improvements in those skills. Improvements in some skills were higher among employee volunteers who completed a greater number of pre-volunteering preparation courses, and the effects of preparation courses were moderated by the employee volunteers' self-efficacy about improving their work-related

Widely Assumed but Thinly Tested: Do Employee Volunteers' Self-Reported Skill Improvements Reflect the Nature of Their Volunteering Experiences?

PubMed

Jones, David A

2016-01-01

An increasing number of companies use corporate volunteering programs (CVPs) to support and coordinate their employees' efforts to serve their communities. Among the most frequently touted benefits of such programs to sponsoring companies and employee volunteers alike is the opportunities for employees to develop tangible work-related skills through their volunteering activities. Evidence for skill development through volunteering, however, is mostly limited to the expressed beliefs of corporate leaders and employee volunteers. This study was designed to contribute to this largely anecdotal literature by testing hypotheses about the extent to which employee volunteers' self-reported skill development reflects the characteristics of the volunteers and their volunteering experiences. Study participants were 74 employee volunteers who completed a service apprenticeship managed by a U.S.-based nonprofit called Citizen Schools that partners with middle schools to extend the learning day with a combination of academic support, enrichment, and youth development activities. Data were obtained via the nonprofit's records, and surveys completed by employee volunteers before and after their service experience, including measures used to assess self-reported improvements in each of 10 work-related skills: communicating performance expectations, leadership, mentorship, motivating others, project management, providing performance feedback, public speaking and presenting, speaking clearly, teamwork, and time management. Support was found for several hypothesized effects suggesting that employees who practiced specific skills more often during their volunteering experience reported greater improvements in those skills. Improvements in some skills were higher among employee volunteers who completed a greater number of pre-volunteering preparation courses, and the effects of preparation courses were moderated by the employee volunteers' self-efficacy about improving their work-related

26 CFR 1.1042-1T - Questions and answers relating to the sales of stock to employee stock ownership plans or certain...

Code of Federal Regulations, 2010 CFR

2010-04-01

... stock to employee stock ownership plans or certain cooperatives (temporary). 1.1042-1T Section 1.1042-1T...) INCOME TAXES Common Nontaxable Exchanges § 1.1042-1T Questions and answers relating to the sales of stock to employee stock ownership plans or certain cooperatives (temporary). Q-1: What does section 1042...

Improving employee productivity through improved health.

PubMed

Mitchell, Rebecca J; Ozminkowski, Ronald J; Serxner, Seth

2013-10-01

The objective of this study was to estimate productivity-related savings associated with employee participation in health promotion programs. Propensity score weighting and multiple regression techniques were used to estimate savings. These techniques were adjusted for demographic and health status differences between participants who engaged in one or more telephonic health management programs and nonparticipants who were eligible for but did not engage in these programs. Employees who participated in a program and successfully improved their health care or lifestyle showed significant improvements in lost work time. These employees saved an average of $353 per person per year. This reflects about 10.3 hours in additional productive time annually, compared with similar, but nonparticipating employees. Participating in health promotion programs can help improve productivity levels among employees and save money for their employers.

5 CFR 410.203 - Options for developing employees.

Code of Federal Regulations, 2010 CFR

2010-01-01

... 5 Administrative Personnel 1 2010-01-01 2010-01-01 false Options for developing employees. 410.203... Planning and Evaluating Training § 410.203 Options for developing employees. Agencies may use a full range of options to meet their mission-related organizational and employee development needs, such as...

Employees on the Move!

ERIC Educational Resources Information Center

Levin, Sarah

This paper describes a method for designing, implementing, and evaluating a work-site physical activity campaign aimed at employees who are currently sedentary in their leisure time. Inactivity is a major but modifiable risk factor for coronary heart disease. Increasing the activity levels of underactive adults would have a positive impact on…

Does Employee Safety Matter for Patients Too? Employee Safety Climate and Patient Safety Culture in Health Care.

PubMed

Mohr, David C; Eaton, Jennifer Lipkowitz; McPhaul, Kathleen M; Hodgson, Michael J

2015-04-22

We examined relationships between employee safety climate and patient safety culture. Because employee safety may be a precondition for the development of patient safety, we hypothesized that employee safety culture would be strongly and positively related to patient safety culture. An employee safety climate survey was administered in 2010 and assessed employees' views and experiences of safety for employees. The patient safety survey administered in 2011 assessed the safety culture for patients. We performed Pearson correlations and multiple regression analysis to examine the relationships between a composite measure of employee safety with subdimensions of patient safety culture. The regression models controlled for size, geographic characteristics, and teaching affiliation. Analyses were conducted at the group level using data from 132 medical centers. Higher employee safety climate composite scores were positively associated with all 9 patient safety culture measures examined. Standardized multivariate regression coefficients ranged from 0.44 to 0.64. Medical facilities where staff have more positive perceptions of health care workplace safety climate tended to have more positive assessments of patient safety culture. This suggests that patient safety culture and employee safety climate could be mutually reinforcing, such that investments and improvements in one domain positively impacts the other. Further research is needed to better understand the nexus between health care employee and patient safety to generalize and act upon findings.

Factors Relating to Managerial Stereotypes: The Role of Gender of the Employee and the Manager and Management Gender Ratio.

PubMed

Stoker, Janka I; Van der Velde, Mandy; Lammers, Joris

2012-03-01

PURPOSE: Several studies have shown that the traditional stereotype of a "good" manager being masculine and male still exists. The recent changes in the proportion of women and female managers in organizations could affect these two managerial stereotypes, leading to a stronger preference for feminine characteristics and female leaders. This study examines if the gender of an employee, the gender of the manager, and the management gender ratio in an organization are related to employees' managerial stereotypes. DESIGN/METHODOLOGY/APPROACH: 3229 respondents working in various organizations completed an electronic questionnaire. FINDINGS: The results confirm our hypotheses that, although the general stereotype of a manager is masculine and although most prefer a man as a manager, female employees, employees with a female manager, and employees working in an organization with a high percentage of female managers, have a stronger preference for feminine characteristics of managers and for female managers. Moreover, we find that proximal variables are much stronger predictors of these preferences than more distal variables. IMPLICATIONS: Our study suggests that managerial stereotypes could change as a result of personal experiences and changes in the organizational context. The results imply that increasing the proportion of female managers is an effective way to overcome managerial stereotyping. ORIGINALITY/VALUE: This study examines the influence on managerial stereotypes of various proximal and distal factors derived from theory among a large group of employees (in contrast to students).

It Is Not Just a Matter of Having the Time: Job-Related Training Participation of Hong Kong Employees

ERIC Educational Resources Information Center

Tam, May Yeuk-Mui

2014-01-01

Participation in job-related training as part and parcel of lifelong learning is widely advocated. While many empirical research about job-related training of employees are about advanced western economies, little is known about advanced Asian economies. To fill this void in the literature, this study applies the human capital, institutional and…

A Collaborative University Model for Employee Wellness

ERIC Educational Resources Information Center

Carter, Melondie R.; Kelly, Rebecca C.; Alexander, Chelley K.; Holmes, Lauren M.

2011-01-01

Universities are taking a more active approach in understanding and monitoring employees' modifiable health risk factors and chronic care conditions by developing strategies to encourage employees to start and sustain healthy behaviors. WellBama, the University of Alabama's signature health and wellness program, utilizes a collaborative model in…

[Employee satisfaction in hospitals - validation of the Picker employee questionnaire: the German version of the "survey of employee perceptions of health care delivery" (Picker Institute Boston)].

PubMed

Riechmann, M; Stahl, K

2013-05-01

The aim of this study was the validation of a questionnaire specially developed for the German health-care market to measure workplace-related satisfaction of all employees in direct or indirect contact to patients. Beside this, its suitability for use in human resource and quality management was tested. Based on data from a postal survey of 38 054 employees from 37 hospitals a psychometric evaluation was done via exploratory factor analysis and reliability as well as regression analysis. For testing the capability to differentiate, subgroup analyses were conducted. 14 factors (Cronbach's alpha between 0.6 and 0.9) were extracted, explaining 44% of the variance. The factors leadership and organisational culture, conditions of employment, work load and relationship to direct line manager had the strongest influence on overall employee satisfaction. Age, gender, employment status, and senior position influence job satisfaction or relevant satisfaction-related factors. Psychometric properties, the ability to differentiate between employee groups and practicability render the questionnaire well suited for use in human resource and quality management of hospitals. © Georg Thieme Verlag KG Stuttgart · New York.

22 CFR 213.21 - Employee salary offset-general.

Code of Federal Regulations, 2010 CFR

2010-04-01

... 22 Foreign Relations 1 2010-04-01 2010-04-01 false Employee salary offset-general. 213.21 Section... § 213.21 Employee salary offset—general. (a) Purpose. This section establishes USAID's policies and... account of an employee. (b) Scope. The provisions of this section apply to collection by salary offset...

Employee Call Center, EPIC, Division of Personnel and Labor Relations,

Science.gov Websites

Family/Medical Leave information Rehire/transfer rights Worker's Compensation Payroll Information Range Holidays General family/medical leave information Leave without pay Military Leave AMHS Vessel employees

Packages of participation: Swedish employees' experience of Lean depends on how they are involved.

PubMed

Brännmark, Mikael; Holden, Richard J

2013-01-01

Lean Production is a dominant approach in Swedish and global manufacturing and service industries. Studies of Lean's employee effects are few and contradictory. Employee effects from Lean are likely not uniform. This paper investigates the effect of employees' participation on their experiences of Lean. This study investigated how different packages of employee participation in Lean affected manufacturing workers' experiences of Lean. During 2008-2011, qualitative and quantitative data were collected from Swedish manufacturing companies participating in the national Swedish Lean Production program Produktionslyftet. Data from 129 surveys (28 companies), 39 semi-structured interviews, and 30 reports were analyzed. In the main analysis, comparisons were made of the survey-reported Lean experiences of employees in three groups: temporary group employees (N = 36), who participated in Lean mostly through intermittent projects; continuous group employees (N = 69), who participated through standing improvement groups; and combined group employees (N = 24), who participated in both ways. Continuous group employees had the most positive experience of Lean, followed by the combined group. Temporary group employees had the least positive experiences, being less likely than their counterparts to report that Lean improved teamwork, occupational safety, and change-related learning, decision making, and authority. These findings support the importance of continuous, structured opportunities for participation but raise the possibility that more participation may result in greater workload and role overload, mitigating some benefits of employee involvement. Consequently, companies should consider involving employees in change efforts but should attend to the specific design of participation activities.

Multiplex network analysis of employee performance and employee social relationships

NASA Astrophysics Data System (ADS)

Cai, Meng; Wang, Wei; Cui, Ying; Stanley, H. Eugene

2018-01-01

In human resource management, employee performance is strongly affected by both formal and informal employee networks. Most previous research on employee performance has focused on monolayer networks that can represent only single categories of employee social relationships. We study employee performance by taking into account the entire multiplex structure of underlying employee social networks. We collect three datasets consisting of five different employee relationship categories in three firms, and predict employee performance using degree centrality and eigenvector centrality in a superimposed multiplex network (SMN) and an unfolded multiplex network (UMN). We use a quadratic assignment procedure (QAP) analysis and a regression analysis to demonstrate that the different categories of relationship are mutually embedded and that the strength of their impact on employee performance differs. We also use weighted/unweighted SMN/UMN to measure the predictive accuracy of this approach and find that employees with high centrality in a weighted UMN are more likely to perform well. Our results shed new light on how social structures affect employee performance.

Age-related associations between work over-commitment and zest for work among Swedish employees from a cross-sectional and longitudinal perspective.

PubMed

Runeson-Broberg, Roma; du Prel, Jean-Baptist; Westerholm, Peter; Nordin, Maria; Knutsson, Anders; Alfredsson, Lars; Fahlén, Göran; Peter, Richard

2017-01-01

In aging societies, zest for work may be pivotal when deciding to stay occupationally active longer. Psychosocial work stress is a prevalent public health problem and may have an impact on zest for work. Work over-commitment (WOC) is a personal coping strategy for work stress with excessive striving and a health risk. However, the long-term effect of WOC on zest for work is poorly understood. To investigate the age-related associations of work over-commitment with zest for work. During 1996-1998 and 2000-2003, predominantly industrial workers (n = 2940) participated in the WOLF-Norrland study and responded to a questionnaire referring to socio-demographics, WOC, zest for work, effort-reward imbalance proxies, and mental health. Age-adjusted multiple logistic regressions were performed with original and imputed datasets. Cross-sectionally, work overcommitted middle-aged employees had an increased prevalence of poor zest for work compared to their contemporaries without WOC (OR: 3.74 [95%-CI 2.19; 6.40]). However, in a longitudinal analysis associations between onset of 'poor zest for work' and the WOC subscales 'need for approval' (OR: 3.29 [95%-CI 1.04; 10.37]) and 'inability to withdraw from work' (OR: 5.14 [95%-CI 1.32; 20.03]) were observed. The longitudinal findings among older employees could be relevant regarding the expected need to remain occupationally active longer.

10 CFR 40.7 - Employee protection.

Code of Federal Regulations, 2010 CFR

2010-01-01

... 10 Energy 1 2010-01-01 2010-01-01 false Employee protection. 40.7 Section 40.7 Energy NUCLEAR REGULATORY COMMISSION DOMESTIC LICENSING OF SOURCE MATERIAL General Provisions § 40.7 Employee protection. (a... of the Energy Reorganization Act of 1974, as amended, and in general are related to the...

Examining burnout profiles in relation to health and well-being in the Veterans Health Administration employee population.

PubMed

Schult, Tamara M; Mohr, David C; Osatuke, Katerine

2018-04-23

The goals of this paper were twofold: (a) To provide a population overview of burnout profiles by occupation in a large, health care sector employee population and (b) to investigate how burnout profiles relate to self-reported health behaviours, chronic conditions, and absenteeism. Burnout profiles were considered by 5 main occupational groups (physicians, nurses, other clinical, administrative, and wage grade [trade, craft, and labor workers]) in survey respondents (n = 86,257 employees). Logistic regression analyses were conducted to examine how burnout profiles were associated with health controlling for gender, age, race, ethnicity, and occupational group. Employees in the "Frustrated/Burning Up" and "Withdrawing/Burned Out" profiles, respectively, had significantly increased odds of anxiety (OR = 2.17; 99% CI [2.04, 2.31]; OR = 2.21; 99% CI [2.05, 2.38]), depression (OR = 2.06; 99% CI [1.93, 2.20]; OR = 2.20; 99% CI [2.04, 2.38]), sleep disorders (OR = 1.98; 99% CI [1.85, 2.12]; OR = 1.97; 99% CI [1.81, 2.13]), low back disease (OR = 1.60; 99% CI [1.50, 1.71]; OR = 1.58; 99% CI [1.47, 1.70]), physical inactivity (OR = 1.49; 99% CI [1.38, 1.60]; OR = 1.68; 99% CI [1.54, 1.83]), and 5 or more days away from work (OR = 1.74; 99% CI [1.65, 1.85]; OR = 2.15; 99% CI [2.01, 2.30]). Burnout is related to the health of employees. Burnout profiles offer a way to assess patterns of burnout by occupational group and may help customize future interventions. Published 2018. This article is a U.S. Government work and is in the public domain in the USA.

Below the Salary Line: Employee Engagement of Non-Salaried Employees

ERIC Educational Resources Information Center

Shuck, Brad; Albornoz, Carlos

2007-01-01

This exploratory empirical phenomological study looks at employee engagement using Kahn (1990) and Maslow's (1970) motivational theories to understand the experience of non-salaried employees. This study finds four themes that seem to affect employee engagement: work environment, employee's supervisor, individual characteristics of the employee,…

Employee stress management: An examination of adaptive and maladaptive coping strategies on employee health.

PubMed

Holton, M Kim; Barry, Adam E; Chaney, J Don

2015-01-01

Employees commonly report feeling stressed at work. Examine how employees cope with work and personal stress, whether their coping strategies are adaptive (protective to health) or maladaptive (detrimental to health), and if the manner in which employees cope with stress influences perceived stress management. In this cross-sectional study, a random sample of 2,500 full-time university non-student employees (i.e. faculty, salaried professionals, and hourly non-professionals) were surveyed on health related behaviors including stress and coping. Approximately 1,277 completed the survey (51% ). Hierarchical logistic regression was used to assess the ability of adaptive and maladaptive coping strategies to predict self-reported stress management, while controlling for multiple demographic variables. Over half of employees surveyed reported effective stress management. Most frequently used adaptive coping strategies were communication with friend/family member and exercise, while most frequently used maladaptive coping strategies were drinking alcohol and eating more than usual. Both adaptive and maladaptive coping strategies made significant (p < 0.05) contributions to predicting employee's perceived stress management. Only adaptive coping strategies (B = 0.265) predicted whether someone would self-identify as effectively managing stress. Use of maladaptive coping strategies decreased likelihood of self-reporting effective stress management. Actual coping strategies employed may influence employees' perceived stress management. Adaptive coping strategies may be more influential than maladaptive coping strategies on perceived stress management. Results illustrate themes for effective workplace stress management programs. Stress management programs focused on increasing use of adaptive coping may have a greater impact on employee stress management than those focused on decreasing use of maladaptive coping. Coping is not only a reaction to stressful experiences but also

76 FR 60531 - Agency Information Collection Activities; Submission for OMB Review; Comment Request; Employee...

Federal Register 2010, 2011, 2012, 2013, 2014

2011-09-29

... for OMB Review; Comment Request; Employee Retirement Income Security Act Prohibited Transaction Exemption 86-128 ACTION: Notice. SUMMARY: The Department of Labor (DOL) is submitting the Employee Benefits Security Administration sponsored information collection request (ICR) titled, ``Employee Retirement Income...

Employees as Customers: Exploring Service Climate, Employee Patronage, and Turnover

ERIC Educational Resources Information Center

Abston, Kristie A.; Kupritz, Virginia W.

2011-01-01

The role of retail employees as customers was explored by quantitatively examining the influence of service climate and employee patronage on employee turnover intentions. Employees representing all shifts in two stores of a national retailer participated. Results indicated that employee patronage partially mediates the effects of service climate…

Does Targeting Higher Health Risk Employees or Increasing Intervention Intensity Yield Savings in a Workplace Wellness Program?

PubMed

Kapinos, Kandice A; Caloyeras, John P; Liu, Hangsheng; Mattke, Soeren

2015-12-01

This article aims to test whether a workplace wellness program reduces health care cost for higher risk employees or employees with greater participation. The program effect on costs was estimated using a generalized linear model with a log-link function using a difference-in-difference framework with a propensity score matched sample of employees using claims and program data from a large US firm from 2003 to 2011. The program targeting higher risk employees did not yield cost savings. Employees participating in five or more sessions aimed at encouraging more healthful living had about $20 lower per member per month costs relative to matched comparisons (P = 0.002). Our results add to the growing evidence base that workplace wellness programs aimed at primary prevention do not reduce health care cost, with the exception of those employees who choose to participate more actively.

75 FR 80410 - Proposed Rules Governing Notification of Employee Rights Under the National Labor Relations Act

Federal Register 2010, 2011, 2012, 2013, 2014

2010-12-22

... employers, subject to the National Labor Relations Act (NLRA) to post notices informing their employees of... , hand delivered, or mailed will be accepted; ex parte communications received by the Board will be made... (8:30 a.m. to 5 p.m. EST) at the above address. The Board will post all comments received on http...

29 CFR 784.147 - Employees “employed in” canning.

Code of Federal Regulations, 2010 CFR

2010-07-01

... 29 Labor 3 2010-07-01 2010-07-01 false Employees âemployed inâ canning. 784.147 Section 784.147... Fishing and Aquatic Products âcanningâ § 784.147 Employees “employed in” canning. All employees whose activities are directly and necessarily a part of the canning of the specified aquatic forms of life are...

Morning employees are perceived as better employees: employees' start times influence supervisor performance ratings.

PubMed

Yam, Kai Chi; Fehr, Ryan; Barnes, Christopher M

2014-11-01

In this research, we draw from the stereotyping literature to suggest that supervisor ratings of job performance are affected by employees' start times-the time of day they first arrive at work. Even when accounting for total work hours, objective job performance, and employees' self-ratings of conscientiousness, we find that a later start time leads supervisors to perceive employees as less conscientious. These perceptions in turn cause supervisors to rate employees as lower performers. In addition, we show that supervisor chronotype acts as a boundary condition of the mediated model. Supervisors who prefer eveningness (i.e., owls) are less likely to hold negative stereotypes of employees with late start times than supervisors who prefer morningness (i.e., larks). Taken together, our results suggest that supervisor ratings of job performance are susceptible to stereotypic beliefs based on employees' start times. (PsycINFO Database Record (c) 2014 APA, all rights reserved).

Understanding Employee Motivation.

ERIC Educational Resources Information Center

Lindner, James R.

1998-01-01

Extension employees (n=23) ranked the following as the most important motivational factors: interesting work, good wages, appreciation, job security, and good working conditions. The findings were related to theories of motivation formulated by Herzberg, Adams, and Vroom. (SK)

Employee assistance program evaluation. Employee perceptions, awareness, and utilization.

PubMed

Moore, T

1989-12-01

Periodic evaluation is necessary to maintain a quality employee assistance program. This survey was undertaken to determine employee awareness of the existing EAP and their satisfaction with the program. Likewise, the survey allowed for employee input on areas of the program they had concerns with that may have caused hesitancy in further use of the program. The survey not only documents to management that the program is of value to employees and identifies areas where changes may be focused in the future to meet employee needs, but actually serves as a communication tool in itself as a reminder of the availability of the Employee Assistance Program.

Evaluation by employees of employee management on large US dairy farms.

PubMed

Durst, Phillip T; Moore, Stanley J; Ritter, Caroline; Barkema, Herman W

2018-05-23

Employees, many of whom are not native English speakers, perform the majority of work on large US dairy farms. Although management of employees is a critical role of dairy owners and managers, factors that improve employee engagement and retention are not well known. Objectives were to (1) identify key dairy farm employee management issues based on employee perceptions, (2) evaluate strengths and weaknesses of farms based on employee responses, (3) investigate differences between Latino and English-speaking employees, and (4) investigate differences in perception between employers and employees. Employees from 12 US dairy farms (each with a minimum of 10 employees) were interviewed by phone following a questionnaire provided. Employees provided their responses to 21 Likert scale questions and 8 open-ended questions. There was a wide range in employee turnover among farms (<10 to >100%). Latino employees had much shorter tenure and were more often employed in milking and livestock care than English-speaking employees. Employee perceptions differed among farms regarding whether they would recommend their farm as a place to work, teamwork within the dairy, whether rules were fairly applied, availability of tools and equipment, clear lines of supervision, and recognition for good work in the previous 15 d. Latino employees (n = 91) were more positive in many of these measures than their English-speaking counterparts (n = 77) but less often provided ideas to their employer on how to improve the business. Employers, surveyed on how they thought their employees would answer, underestimated employee responses on several questions, particularly the interest of employees in learning about dairy. When asked to cite 3 goals of the operation, there were differences among owners, managers, and employees. Although employees rated their commitment to the farm and their interest in learning as high, based on turnover, there was an obvious disparity between reality and ideal

29 CFR 783.23 - Pay standards for “newly covered” employees.

Code of Federal Regulations, 2010 CFR

2010-07-01

... 29 Labor 3 2010-07-01 2010-07-01 false Pay standards for ânewly coveredâ employees. 783.23 Section... LABOR STANDARDS ACT TO EMPLOYEES EMPLOYED AS SEAMEN Application in General of the Act's Provisions § 783.23 Pay standards for “newly covered” employees. There are some employees whose individual activities...

29 CFR 783.23 - Pay standards for “newly covered” employees.

Code of Federal Regulations, 2011 CFR

2011-07-01

... 29 Labor 3 2011-07-01 2011-07-01 false Pay standards for ânewly coveredâ employees. 783.23 Section... LABOR STANDARDS ACT TO EMPLOYEES EMPLOYED AS SEAMEN Application in General of the Act's Provisions § 783.23 Pay standards for “newly covered” employees. There are some employees whose individual activities...

Promotion and resignation in employee networks

NASA Astrophysics Data System (ADS)

Yuan, Jia; Zhang, Qian-Ming; Gao, Jian; Zhang, Linyan; Wan, Xue-Song; Yu, Xiao-Jun; Zhou, Tao

2016-02-01

Enterprises have put more and more emphasis on data analysis so as to obtain effective management advices. Managers and researchers are trying to dig out the major factors that lead to employees' promotion and resignation. Most previous analyses are based on questionnaire survey, which usually consists of a small fraction of samples and contains biases caused by psychological defense. In this paper, we successfully collect a data set consisting of all the employees' work-related interactions (action network, AN for short) and online social connections (social network, SN for short) of a company, which inspires us to reveal the correlations between structural features and employees' career development, namely promotion and resignation. Through statistical analysis, we show that the structural features of both AN and SN are correlated and predictive to employees' promotion and resignation, and the AN has higher correlation and predictability. More specifically, the in-degree in AN is the most relevant indicator for promotion, while the k-shell index in AN and in-degree in SN are both very predictive to resignation. Our results provide a novel and actionable understanding of enterprise management and suggest that to enhance the interplays among employees, no matter work-related or social interplays, can be helpful to reduce staffs' turnover risk.

Career success perception and work-related behaviour of employees in geriatric care--a pilot study in a German geriatric care facility.

PubMed

Eith, Thilo K; Stummer, Harald; Schusterschitz, Claudia

2011-03-01

One of the job characteristics of geriatric care is the long-term relationship of the employees to the elderly people they are interacting with. However, these relationships are characterised by the fact that despite the care provided by the employees, the patients experience physical suffering during the relationship, which often ends with their deaths. Although that is to be expected in this profession, it can be interpreted as personal failure and may be a reason why employees in geriatric care feel exhausted and perceive strain and stress in the job. The objective of this study was to explore the influence of career success perceptions on geriatric care staffs' coping and work-related behaviour. Data were collected in 2008 in a German geriatric care facility using the standardised psychometric questionnaire 'AVEM' (Occupational Stress and Coping Inventory) as well as a previously developed ranking of career success dimensions in geriatric care. The 69 employees, who participated were of various age groups, had different work experience and were working in distinct areas of expertise. The results show that men experience higher success at work and have more career ambitions than women. Differences in age with regard to success perception at work could not be identified. However, there is an influence of the intensity of contact between patient and employees on the perception of career success. Also, a correlation between the career success dimension happiness in the job and work experience could be verified. The current results show no impact of subjective career success dimensions on work-related coping behaviour. At the same time, the results point to differences in the relevance of subjective career success dimensions regarding the demographics of employees in geriatric care. Thus, demographics may be considered as health resources and can have positive health impacts for employees in caring-professions. © 2010 The Authors. Scandinavian Journal of Caring

Management’s Role for Reducing Employee Stress.

DTIC Science & Technology

1983-03-01

training employees . If the organization can contri- bute to workers ’ health and longevity, then it has a humanitarian responsibil- ity to do so. The...of their workers . To the extent that an employee is overstressed, that person will generally not be able to function at full potential and...emphasis of which is on keeping people healthy, not just making them well. Preventive health includes any activity that pro- tects the employee from

New developments in employee assistance programs.

PubMed

White, R K; McDuff, D R; Schwartz, R P; Tiegel, S A; Judge, C P

1996-04-01

Employee assistance programs have developed from alcoholism assessment and referral centers to specialized behavioral health programs. Comprehensive employee assistance programs are defined by six major components: identification of problems based on job performance, consultation with supervisors, constructive confrontation, evaluation and referral, liaison with treatment providers, and substance abuse expertise. Other services have been added as enhancements to the basic model and include managed behavioral health activities and professional assistance committees, which provide services for impaired professionals and executives. Recent developments in the field are illustrated through examples from the experience of the employee assistance program at the University of Maryland Medical System in Baltimore.

Effects of text messaging in addition to emails on physical activity among university and college employees in the UK.

PubMed

Suggs, Suzanne; Blake, Holly; Bardus, Marco; Lloyd, Scott

2013-04-01

To test the effects of adding text messages to weekly email communications on recipients' total physical activity (leisure-time; workplace; domestic and garden; and active transportation) in employees of universities and colleges in the UK. A randomised trial with two study groups (email only or email plus text messaging for 12 weeks) was implemented at five workplaces. Data were collected at baseline, immediately after, and four weeks after the intervention. Intervention effects on physical activity were evaluated using latent growth modelling. Total physical activity decreased over time in both groups but the decrease was non-significant. The only significant difference between groups was found for workplace physical activity, with the group receiving emails and text messages having a linear decrease of 2.81 Metabolic Equivalent h/week (β = -0.31, p = 0.035) compared to the email only group. Sending employees two additional text messages resulted in less physical activity. Further investigation is needed to understand whether text messaging may play a beneficial role in promoting physical activity in workplace settings. © The Author(s) 2013 Reprints and permissions: sagepub.co.uk/journalsPermissions.nav.

Vape Shop Employees: Public Health Advocates?

PubMed

Hart, Joy L; Walker, Kandi L; Sears, Clara G; Lee, Alexander S; Smith, Courteney; Siu, Allison; Keith, Rachel; Ridner, S Lee

2016-01-01

E-cigarettes have increased in popularity and given rise to a new type of sales outlet-the vape shop. Expanding on work examining vape shop employee e-cigarette and tobacco attitudes and behaviors 1 , this study examined key messages that vape shop employees communicate to customers. Using informal interviews, observations, and a cross-sectional survey, we examined vape shop employees' (n=16) perceptions and e-cigarette use. Data were collected in nine vape shops in Louisville, Kentucky. We used open coding to analyze the qualitative interviews, observation notes, and open-ended survey responses. Descriptive statistics were used to analyze survey data. The findings revealed that nearly all employees were former smokers (93.8%), who now only use e-cigarettes. Over one-third of the employees (37.5%) began using e-cigarettes as a replacement for traditional cigarettes, and 93.8% reported better health (e.g., easier breathing, less coughing) since starting to use e-cigarettes. Although most employees believed e-cigarettes should be regulated, 56.3% thought regulations should be different from those governing traditional cigarettes. Analysis of qualitative data revealed that employees see themselves as health advocates who: 1) provide instructions on vaping and promote a vape community, 2) encourage cessation of traditional cigarettes, and 3) support some regulations. The findings reveal that vape shop employees regard e-cigarettes as viable smoking cessation tools and relish their role in assisting others in taking what employees view as positive health actions. Future research addressing communication between vape shop employees and customers, especially related to smoking cessation and health, is needed.

A collaborative university model for employee wellness.

PubMed

Carter, Melondie R; Kelly, Rebecca C; Alexander, Chelley K; Holmes, Lauren M

2011-01-01

Universities are taking a more active approach in understanding and monitoring employees' modifiable health risk factors and chronic care conditions by developing strategies to encourage employees to start and sustain healthy behaviors. WellBama, the University of Alabama's signature health and wellness program, utilizes a collaborative model in partnership with select colleges and departments to implement strategies to improve employees' health status. The program provides onsite health screenings and assessments, timely health advising sessions, assistance in setting and monitoring individual health goals to promote improved health, and preventive examination referrals.

5 CFR 293.403 - Contents of employee performance files.

Code of Federal Regulations, 2011 CFR

2011-01-01

... REGULATIONS PERSONNEL RECORDS Employee Performance File System Records § 293.403 Contents of employee performance files. (a) A decision on what constitutes a performance-related document within the meaning of... 5 Administrative Personnel 1 2011-01-01 2011-01-01 false Contents of employee performance files...

5 CFR 293.403 - Contents of employee performance files.

Code of Federal Regulations, 2013 CFR

2013-01-01

... REGULATIONS PERSONNEL RECORDS Employee Performance File System Records § 293.403 Contents of employee performance files. (a) A decision on what constitutes a performance-related document within the meaning of... 5 Administrative Personnel 1 2013-01-01 2013-01-01 false Contents of employee performance files...

5 CFR 293.403 - Contents of employee performance files.

Code of Federal Regulations, 2014 CFR

2014-01-01

... REGULATIONS PERSONNEL RECORDS Employee Performance File System Records § 293.403 Contents of employee performance files. (a) A decision on what constitutes a performance-related document within the meaning of... 5 Administrative Personnel 1 2014-01-01 2014-01-01 false Contents of employee performance files...

5 CFR 293.403 - Contents of employee performance files.

Code of Federal Regulations, 2012 CFR

2012-01-01

... REGULATIONS PERSONNEL RECORDS Employee Performance File System Records § 293.403 Contents of employee performance files. (a) A decision on what constitutes a performance-related document within the meaning of... 5 Administrative Personnel 1 2012-01-01 2012-01-01 false Contents of employee performance files...

Do you see what I see? Effects of national culture on employees' safety-related perceptions and behavior.

PubMed

Casey, Tristan W; Riseborough, Karli M; Krauss, Autumn D

2015-05-01

Growing international trade and globalization are increasing the cultural diversity of the modern workforce, which often results in migrants working under the management of foreign leadership. This change in work arrangements has important implications for occupational health and safety, as migrant workers have been found to be at an increased risk of injuries compared to their domestic counterparts. While some explanations for this discrepancy have been proposed (e.g., job differences, safety knowledge, and communication difficulties), differences in injury involvement have been found to persist even when these contextual factors are controlled for. We argue that employees' national culture may explain further variance in their safety-related perceptions and safety compliance, and investigate this through comparing the survey responses of 562 Anglo and Southern Asian workers at a multinational oil and gas company. Using structural equation modeling, we firstly established partial measurement invariance of our measures across cultural groups. Estimation of the combined sample structural model revealed that supervisor production pressure was negatively related to willingness to report errors and supervisor support, but did not predict safety compliance behavior. Supervisor safety support was positively related to both willingness to report errors and safety compliance. Next, we uncovered evidence of cultural differences in the relationships between supervisor production pressure, supervisor safety support, and willingness to report errors; of note, among Southern Asian employees the negative relationship between supervisor production pressure and willingness to report errors was stronger, and for supervisor safety support, weaker as compared to the model estimated with Anglo employees. Implications of these findings for safety management in multicultural teams within the oil and gas industry are discussed. Copyright © 2015 Elsevier Ltd. All rights reserved.

Regional economic activity and absenteeism: a new approach to estimating the indirect costs of employee productivity loss.

PubMed

Bankert, Brian; Coberley, Carter; Pope, James E; Wells, Aaron

2015-02-01

This paper presents a new approach to estimating the indirect costs of health-related absenteeism. Productivity losses related to employee absenteeism have negative business implications for employers and these losses effectively deprive the business of an expected level of employee labor. The approach herein quantifies absenteeism cost using an output per labor hour-based method and extends employer-level results to the region. This new approach was applied to the employed population of 3 health insurance carriers. The economic cost of absenteeism was estimated to be $6.8 million, $0.8 million, and $0.7 million on average for the 3 employers; regional losses were roughly twice the magnitude of employer-specific losses. The new approach suggests that costs related to absenteeism for high output per labor hour industries exceed similar estimates derived from application of the human capital approach. The materially higher costs under the new approach emphasize the importance of accurately estimating productivity losses.

10 CFR 72.10 - Employee protection.

Code of Federal Regulations, 2013 CFR

2013-01-01

... 10 Energy 2 2013-01-01 2013-01-01 false Employee protection. 72.10 Section 72.10 Energy NUCLEAR..., HIGH-LEVEL RADIOACTIVE WASTE, AND REACTOR-RELATED GREATER THAN CLASS C WASTE General Provisions § 72.10... Form 3, “Notice to Employees,” referenced in 10 CFR 19.11(c). This form must be posted at locations...

10 CFR 72.10 - Employee protection.

Code of Federal Regulations, 2014 CFR

2014-01-01

... 10 Energy 2 2014-01-01 2014-01-01 false Employee protection. 72.10 Section 72.10 Energy NUCLEAR..., HIGH-LEVEL RADIOACTIVE WASTE, AND REACTOR-RELATED GREATER THAN CLASS C WASTE General Provisions § 72.10... Form 3, “Notice to Employees,” referenced in 10 CFR 19.11(c). This form must be posted at locations...

Employees' Knowledge of Carpal Tunnel Syndrome.

ERIC Educational Resources Information Center

Gandy-Goldston, Terrie M.

A study examined employees' knowledge of the causes of carpal tunnel syndrome (CTS), its prevention, and their legal rights after being diagnosed with CTS. A 24-item questionnaire was administered to a random sample of 30 Chicago-area employees who had been afflicted with CTS. Of those surveyed, 99% considered their CTS injury related to their…

Knowledge and perceptions among overweight and obese employees about lifestyle-related health benefit changes.

PubMed

Li, Jiang; Linnan, Laura; Finkelstein, Eric A; Tate, Deborah F; Naseer, Carolyn; Evenson, Kelly R

2011-01-01

We investigated perceptions among overweight and obese state employees about changes to health insurance that were designed to reduce the scope of health benefits for employees who are obese or who smoke. Before implementation of health benefit plan changes, 658 state employees who were overweight (ie, those with a body mass index [BMI] of 25-29.9) or obese (ie, those with a BMI of > or = 30) enrolled in a weight-loss intervention study were asked about their attitudes and beliefs concerning the new benefit plan changes. Thirty-one percent of employees with a measured BMI of 40 or greater self-reported a BMI of less than 40, suggesting they were unaware that their current BMI would place them in a higher-risk benefit plan. More than half of all respondents reported that the new benefit changes would motivate them to make behavioral changes, but fewer than half felt confident in their ability to make changes. Respondents with a BMI of 40 or greater were more likely than respondents in lower BMI categories to oppose the new changes focused on obesity (P < .001). Current smokers were more likely than former smokers and nonsmokers to oppose the new benefit changes focused on tobacco use (P < .01). Participants represented a sample of employees enrolled in a weight-loss study, limiting generalizability to the larger population of state employees. Benefit plan changes that require employees who are obese and smoke to pay more for health care may motivate some, but not all, individuals to change their behaviors. Since confidence to lose weight was lowest among individuals in the highest BMI categories, more-intense intervention options may be needed to achieve desired health behavior changes.

U.S. Geological Survey Activities Related to American Indians and Alaska Natives: Fiscal Year 2005

USGS Publications Warehouse

Marcus, Susan M.

2007-01-01

), or other Federal agencies. The USGS routinely works with its sister bureaus in the Department of the Interior to provide the scientific information and expertise needed to meet the Department's science priorities. Some USGS activities described in this report are conducted as collateral tasks that result from USGS employees identifying and responding to perceived needs. These endeavors are usually prompted by employee interests and frequently involve educational activities. The education is often a reciprocal learning and teaching experience for USGS employees and for Native participants. Through these activities, USGS employees help to fulfill a mission of the USGS - to demonstrate scientific relevance - while helping their fellow citizens. Increasingly, some of the educational activities are becoming parts of formal USGS projects. USGS employees also take initiative in assisting American Indians and Alaska Natives by participating in several organizations that promote awareness of science career opportunities among Native peoples and help build support and communication networks. One such group is the American Indian Science and Engineering Society (AISES). USGS employees join this organization on a voluntary basis, bringing the benefits of this expanded network to the USGS, as many employees do with other professional organizations. The studies briefly described in this report span subsistence issues, wildlife health, water quality, mineral resources, monitoring and modeling to gather information and predict what may happen in the future. Although each project description relates to Native Americans in some way, the projects vary widely, including who conducted the work, the goals and products, the duration of the study, and whether it was local or covered a broad area. Each major organizational unit of the USGS has identified an American Indian/Alaska Native liaison. The USGS has a regional organizational structure, with Western, Central,

Disordered gambling among Chinese casino employees.

PubMed

Wu, Anise M S; Wong, Eva M W

2008-06-01

A previous study suggests that casino employees are at higher risk for disordered gambling than non-casino employees. The present study examined the cognitive correlates of the gambling involvement of Chinese casino employees. These potential cognitive correlates included attitudes toward the gaming industry and gambling activities, perceived job meaningfulness, and job stress. One hundred and nineteen Chinese respondents (M = 57; F = 62) working as dealers in Macao casinos were recruited through convenience sampling to fill out a questionnaire. The results revealed that about 7% of the respondents scored 10 or more on the South Oaks Gambling Screen and engaged in disordered gambling. Path analysis showed that attitude toward the gaming industry had a positive impact on job meaningfulness, which largely explained variances of job stress among casino employees. Job stress had a significant, but weak, direct impact on disordered gambling. Though causality between variables cannot be confirmed, this study provided insights into the impacts of cognitive factors on gambling involvement among Chinese front-line employees in the gaming industry. Implications of the findings were also discussed.

Help me if you can: Psychological distance and help-seeking intentions in employee-supervisor relations.

PubMed

Berkovich, Izhak; Eyal, Ori

2018-02-15

Social support at work is considered useful in treating job-related stress, and supervisors' emotional support has been found to be the most effective source of support at work. But an understanding of what elements make employees use supervisors as a source of emotional support is lacking. The present qualitative study included in-depth interviews with 24 teachers and 12 principals and a focus group with 12 school counsellors. The findings pointed at 2 groups of determinants of subordinates' intentions of asking socioemotional help from supervisors. The structural-organizational factors included low formalization structure, supportive and open work climate, shared goals, and manager's professional expertise; the dyadic factors included quality of relationship and demographic similarity. The determinants reflected different dimensions of psychological distance forming a close construal level that played a central part in employees' viewing the supervisor as an accessible socioemotional resource. The role of construal fit is discussed. Copyright © 2018 John Wiley & Sons, Ltd.

Smoking-related health behaviors of employees and readiness to quit: basis for health promotion interventions.

PubMed

Ott, Carol H; Plach, Sandra K; Hewitt, Jeanne Beauchamp; Cashin, Susan E; Kelber, Sheryl; Cisler, Ron A; Weis, Jo M

2005-06-01

This report describes patterns of cigarette smoking and interest in smoking cessation programs among employees in a public worksite (n = 6,000) and a private worksite (n = 14,000). Of the 622 employees who attended an employee assistance program (EAP) orientation, 110 (18%) were current smokers. A significantly greater proportion of public employees smoked cigarettes, smoked more heavily, and evaluated their health more poorly compared to private employees. Smokers in both sites were over-represented in unskilled positions. Regardless of worksite, respondents who smoked had similar desires to quit or cut down and were annoyed by the comments of others, felt guilty about smoking, awakened with a desire to smoke, and felt they had a smoking problem. Overall, more than one third of individuals were interested in joining a smoking cessation program. Occupational health nurses may use these findings to design and implement smoking cessation interventions in their workplaces.

29 CFR 516.22 - Employees engaged in charter activities of carriers pursuant to section 7(n) of the Act.

Code of Federal Regulations, 2010 CFR

2010-07-01

... respect to each employee employed in charter activities for a street, suburban or interurban electric railway or local trolley or motorbus carrier pursuant to section 7(n) of the Act, the employer shall...

Production loss among employees perceiving work environment problems.

PubMed

Lohela-Karlsson, Malin; Hagberg, Jan; Bergström, Gunnar

2015-08-01

The overall aim of this explorative study was to investigate the relationship between factors in the psychosocial work environment and work environment-related production loss. Employees at a Swedish university were invited to answer a workplace questionnaire and were selected for this study if they reported having experienced work environment-related problems in the past 7 days (n = 302). A stepwise logistic regression and a modified Poisson regression were used to identify psychosocial work factors associated with work environment-related production loss as well as to identify at what level those factors are associated with production loss. Employees who reported having experienced work environment problems but also fair leadership, good social climate, role clarity and control of decision had significantly lower levels of production loss, whereas employees who reported inequality and high decision demands reported significantly higher levels of production loss. Never or seldom experiencing fair leadership, role clarity, equality, decision demands and good social climate increase the risk of production loss due to work environment problems, compared to those who experience these circumstances frequently, always or most of the time. Several psychosocial work factors are identified as factors associated with a reduced risk of production losses among employees despite the nature of the work environment problem. Knowledge of these factors may be important not only to reduce employee ill-health and the corresponding health-related production loss, but also reduce immediate production loss due to work environment-related problems.

Employee Attitudes toward an Internal Employee Assistance Program.

ERIC Educational Resources Information Center

Harlow, Kirk C.

1998-01-01

Surveys employees (N=16,603) who had used a large multinational company's employee assistance program (EAP), adult dependents who had used the EAP, employees who had not used the EAP, and adult dependents who had not used the EAP. Findings indicate that EAP users viewed the EAP more positively than nonusers. (Author/MKA)

Work-Related Factors Considered by Sickness-Absent Employees When Estimating Timeframes for Returning to Work

PubMed Central

Choi, YoonSun

2016-01-01

Introduction Work-related factors have been found to be influential in shaping a number of return-to-work outcomes including return-to-work expectations. Based on the idea that work-related factors have the potential for modification through workplace-based initiatives, this study involved a detailed examination of work-related factors referenced by workers as being taken into consideration when estimating timeframes for returning to work. Methods Focus groups were conducted with 30 employees, currently off work (≤ 3 months) due to a musculoskeletal condition. During the focus groups, participants wrote and spoke about the factors that they considered when forming their expectations for returning to work. Data were subjected to thematic content analysis. Results Discussions revealed that participants’ considerations tended to differ depending on whether or not they had a job to return to. Those with jobs (n = 23) referenced specific influences such as working relationships, accommodations, physical and practical limitations, as well as concerns about their ability to do their job. Those without a job to return to (n = 7) talked about the ways they would go about finding work, and how long they thought this would take. Both groups mentioned the influence of wanting to find the “right” job, retraining and being limited due to the need for income. Conclusion Findings indicate that employees reference numerous work-related factors when estimating their timeframes for returning to work, and that many of these have been previously identified as relating to other return-to-work outcomes. Findings suggest the potential to improve return-to-work expectation through addressing work-related influences, and helping people work through the tasks they need to complete in order to move forward in the return-to-work process. PMID:27706194

Work-Related Factors Considered by Sickness-Absent Employees When Estimating Timeframes for Returning to Work.

PubMed

Young, Amanda E; Choi, YoonSun

2016-01-01

Work-related factors have been found to be influential in shaping a number of return-to-work outcomes including return-to-work expectations. Based on the idea that work-related factors have the potential for modification through workplace-based initiatives, this study involved a detailed examination of work-related factors referenced by workers as being taken into consideration when estimating timeframes for returning to work. Focus groups were conducted with 30 employees, currently off work (≤ 3 months) due to a musculoskeletal condition. During the focus groups, participants wrote and spoke about the factors that they considered when forming their expectations for returning to work. Data were subjected to thematic content analysis. Discussions revealed that participants' considerations tended to differ depending on whether or not they had a job to return to. Those with jobs (n = 23) referenced specific influences such as working relationships, accommodations, physical and practical limitations, as well as concerns about their ability to do their job. Those without a job to return to (n = 7) talked about the ways they would go about finding work, and how long they thought this would take. Both groups mentioned the influence of wanting to find the "right" job, retraining and being limited due to the need for income. Findings indicate that employees reference numerous work-related factors when estimating their timeframes for returning to work, and that many of these have been previously identified as relating to other return-to-work outcomes. Findings suggest the potential to improve return-to-work expectation through addressing work-related influences, and helping people work through the tasks they need to complete in order to move forward in the return-to-work process.

School Nutrition Employees' Perceptions of Farm to School (FTS) Activities Differ Based on Management Type and FTS Participation Length

ERIC Educational Resources Information Center

Kang, Sangwook; Arendt, Susan W.; Stokes, Nathan M.

2016-01-01

Purpose: The purpose of this study was to explore school nutrition employees' perceptions of FTS activities and whether the numbers of activities differ based on management type of school foodservice operation and length of FTS participation. Methods: The state with the most FTS programs from each of the eight national FTS regions was selected. A…

Role ambiguity, employee gender, and workplace friendship.

PubMed

Chen, Chien-Yu; Mao, Hsiao-Yen; Hsieh, An-Tien

2012-06-01

The importance of workplace friendship is recognized by researchers and practitioners, but its antecedents with respect to work roles are not well understood. Employees' gender might moderate a relationship between work roles and friendships. Data from a survey of 221 international tourist hotel employees showed that a key aspect of job support, role ambiguity, was negatively related to having workplace friendships. However, employees' gender did not moderate this relationship. Role clarity (the opposite of role ambiguity) may facilitate workplace friendships.

Relationship between basic protective health behaviours and health related quality of life in Greek urban hospital employees.

PubMed

Tountas, Yannis; Manios, Yannis; Dimitrakaki, Christine; Tzavara, Chara

2007-01-01

The study aimed to explore the association between the presence of several protective health behaviors and physical and mental wellbeing/functioning among healthy hospital employees in Greece. A randomly selected representative sample of 395 employees working in seven hospitals, both public and private, within the wider region of Athens participated in the study. Participants were assigned to the following professional categories: administrative, auxiliary and technical personnel, medical doctors and nurses. Four basic protective health behaviors were examined: following the Mediterranean diet, exercising, no smoking and moderate alcohol drinking. Employees' health related quality of life was assessed with the self-administered SF-36 generic health status measure. Technical and administrative hospital personnel reported more healthy behaviors than medical and auxiliary personnel. There was an increased likelihood of scoring higher in almost all SF-36 Physical health subscales in the accumulation of the above four protective heath behaviors. In terms of mental health, even the presence of two or more protective health behaviors significantly increase the score on most SF-36 Mental health subscales. Results indicate that the protective role of basic health behaviors extends beyond physical health to mental wellbeing.

Prevalence of Depressive Symptoms and Related Factors in Korean Employees: The Third Korean Working Conditions Survey (2011).

PubMed

Park, Ji Nam; Han, Mi Ah; Park, Jong; Ryu, So Yeon

2016-04-14

The aim of this study was to analyze the association between general working conditions and depressive symptoms among Korean employees. The target population of the study was native employees nationwide who were at least 15 years old, and 50,032 such individuals were enrolled in the study. Depressive symptoms was assessed using the WHO-5 wellbeing index. Associations between general characteristics, job-related characteristics, work environment, and depressive symptoms were tested using chi-square tests, t-tests, and multiple logistic regression analysis. The prevalence of depressive symptoms was 39% (40.7% in males and 36.5% in females). Multiple regression analysis revealed that male subjects, older subjects, subjects with higher education status, subjects with lower monthly income, current smokers, and frequent drinkers were more likely to have depressive symptoms. In addition, longer weekly work hours, occupation type (skilled, unskilled, operative, or economic sector), shift work, working to tight deadlines, exposure to stress at work, and hazard exposure were associated with depressive symptoms. This representative study will be a guide to help manage depression among Korean employees. We expect that further research will identify additional causal relationships between general or specific working conditions and depression.

Satisfaction with dental care and its role in dental health-related behaviour among lithuanian university employees.

PubMed

Sakalauskienė, Zana; Machiulskiene, Vita; Murtomaa, Heikki; Vehkalahti, Miira M

2015-01-01

To assess factors related to satisfaction with dental care and its role in dental health-related behaviour among Lithuanian university employees. Our cross-sectional survey collected data on respondents' satisfaction with dental care using 24 statements. The self-administered questionnaire also inquired about dental attendance, dental health-related behaviour and attitudes, self-assessed dental status and background details. All 35- to 44-year-old employees (n = 862) of four universities in Lithuania were invited to participate; 64% (n = 553) responded, 78% of them were women. Statements on satisfaction with technical, personal and organisational dimensions of the dental surgery were assessed using a five-point scale, ranging from entirely agree to entirely disagree, with higher scores indicating stronger agreement. Overall satisfaction scores were summed and subjects divided into tertiles to evaluate dental health-related behaviour. For the logistic regression model, subjects were divided into two groups of satisfaction level (below and above the mean of the sum score). Subjects were highly satisfied with dental care, with the mean sum score being 99.5 (SD = 12.62, range 59-120). Stronger satisfaction was reported by those visiting private practices (p < 0.001) and the same dentist longer (p = 0.006) and by those who entirely agreed with the statements on dental health-related attitudes (p ≤ 0.001). The logistic regression model showed that higher satisfaction with dental care level was more likely for those who indicated check-up-based regular dental attendance (OR = 1.7) and brushing their teeth at least twice daily (OR = 1.6). Satisfaction with dental care is positively related to individuals' dental health-related attitudes and behaviour among highly-educated subjects in particular.

Work related musculoskeletal disorders among adolescent girls and young women employees of textile industries in Tamil Nadu, India - a comparative study.

PubMed

Angeline, Gnanaselvam Nancy; Bobby, Joseph

2017-05-24

Musculoskeletal disorders are common in those employed in the textile industry. The aim of the study is to assess musculoskeletal disorders among adolescent girls who are current employees of textile industries in comparison with the adolescent girls and young women who are past employees of textile industries and adolescent girls who have never been employed in the textile industry. Methodology This is a cross-sectional study. A total of 321 subjects, 107 in each study group were sampled. Standardized nordic questionnaires (SNQ) was used to assess musculoskeletal symptoms. Results More than half of the current employees (67.28%) and past employees (67.28%) reported musculoskeletal pain. Among the never been employed, 18.69% reported musculoskeletal pain. Neck and shoulder were the most common sites of musculoskeletal pain among the current employees (49.5% and 50.5%, respectively) and the past employees (45.8% and 49.5%, respectively). In the regression model, having ever been diagnosed for anemia (AOR 6.57, 95% CI 1.4 to 30.76), working for more than 48 h in a week (AOR 3.37, 95% CI 1.53 to 7.41) and the presence of depression (AOR 6.6, 95% CI 1.48 to 29.36) were significantly associated with the presence of musculoskeletal pain in the study participants. Conclusion Musculoskeletal disorders are a major occupational health problem among the adolescent and young women employees of textile industries. Working hours should be fixed at 48 h per week and anemia and depression should be treated to avert the work related musculoskeletal disorders in the study population.

29 CFR 1910.1020 - Access to employee exposure and medical records.

Code of Federal Regulations, 2013 CFR

2013-07-01

... Section 1910.1020 Labor Regulations Relating to Labor (Continued) OCCUPATIONAL SAFETY AND HEALTH... employer or no further work is currently being done by the person responsible for preparing the analysis...) Employee means a current employee, a former employee, or an employee being assigned or transferred to work...

29 CFR 1910.1020 - Access to employee exposure and medical records.

Code of Federal Regulations, 2014 CFR

2014-07-01

... Section 1910.1020 Labor Regulations Relating to Labor (Continued) OCCUPATIONAL SAFETY AND HEALTH... employer or no further work is currently being done by the person responsible for preparing the analysis...) Employee means a current employee, a former employee, or an employee being assigned or transferred to work...

Analyzing best practices in employee health management: how age, sex, and program components relate to employee engagement and health outcomes.

PubMed

Terry, Paul E; Grossmeier, Jessica; Mangen, David J; Gingerich, Stefan B

2013-04-01

Examine the influence of employee health management (EHM) best practices on registration, participation, and health behavior change in telephone-based coaching programs. Individual health assessment data, EHM program data, and health coaching participation data were analyzed for associations with coaching program enrollment, active participation, and risk reduction. Multivariate analyses occurred at the individual (n = 205,672) and company levels (n = 55). Considerable differences were found in how age and sex impacted typical EHM evaluation metrics. Cash incentives for the health assessment were associated with more risk reduction for men than for women. Providing either a noncash or a benefits-integrated incentive for completing the health assessment, or a noncash incentive for lifestyle management, strengthened the relationship between age and risk reduction. In EHM programs, one size does not fit all. These results can help employers tailor engagement strategies for their specific population.

Transitioning to a New Facility: The Crucial Role of Employee Engagement.

PubMed

Slosberg, Meredith; Nejati, Adeleh; Evans, Jennie; Nanda, Upali

Transitioning to a new facility can be challenging for employees and detrimental to operations. A key aspect of the transition is employee understanding of, and involvement in, the design of the new facility. The literature lacks a comprehensive study of the impact of change engagement throughout the design, construction, and activation of a project as well as how that can affect perceptions, expectations, and, eventually, satisfaction of employees. The purpose of this research was to examine employee perceptions and satisfaction throughout a hospital design, construction, and activation process. Three pulse-point surveys were administered throughout the transition of a children's hospital emergency department and neonatal intensive care unit to a new facility. We also administered a postoccupancy survey 3 months after the move into the new facility. We received 544 responses and analyzed them to assess the relationship between involvement in design or change engagement initiatives and overall perceptions. The results revealed a strong relationship between employee engagement and their level of preparedness to move, readiness to adapt, and satisfaction. Early involvement in the design of a facility or new processes can significantly affect staff preparedness and readiness to adapt as well as employees' overall satisfaction with the building after occupancy. In addition, our findings suggest that keeping a finger on the pulse of employee perceptions and expectations throughout the design, construction, and activation phase is critical to employee preparedness and satisfaction in transitioning to a new facility.

29 CFR 780.212 - Hatchery employees working on farms.

Code of Federal Regulations, 2010 CFR

2010-07-01

... 29 Labor 3 2010-07-01 2010-07-01 false Hatchery employees working on farms. 780.212 Section 780... STATEMENTS OF GENERAL POLICY OR INTERPRETATION NOT DIRECTLY RELATED TO REGULATIONS EXEMPTIONS APPLICABLE TO... Agriculture as It Relates to Specific Situations Hatchery Operations § 780.212 Hatchery employees working on...

They're not employees, they're people.

PubMed

Drucker, Peter F

2002-02-01

In this essay, business thinker Peter Drucker examines the changing dynamics of the workforce--in particular, the need for organizations to take just as much care and responsibility when managing temporary and contract workers as they do with their traditional employees. Two fast-growing trends are demanding that business leaders pay more attention to employee relations, Drucker says. First is the rise of the temporary, or contract, workers; 8 million to 10 million temp workers are placed each day worldwide. And they're not just filling in at reception desks. Today, there are temp suppliers for every kind of job, all the way up to CEO. Second, a growing number of businesses are outsourcing their employee relations to professional employee organizations (PEOs)--third-party groups that handle the ever mounting administrative tasks associated with managing a company's employees. (Managers can easily spend up to one-quarter of their time on employee-related rules, regulations, and paperwork.) Driving these trends, Drucker observes, is the shift from a dependency on manual labor to create wealth and jobs to a dependency on specialization and knowledge. Leaders are increasingly trying to keep up with the needs of many small groups of product or service experts within their companies. Temps and PEOs free up leaders to focus on the business rather than on HR files and paperwork. But if organizations outsource those functions, they need to be careful not to damage relationship with their people in the process, Drucker concludes. After all, developing talent is business's most important task--the sine qua non of competition in a knowledge economy.

Delivering ideal employee experiences.

PubMed

Weiss, Marjorie D; Tyink, Steve; Kubiak, Curt

2009-05-01

Employee-centric strategies have moved from employee satisfaction and brand awareness to employee "affinity" or "attachment." In today's marketplace, occupational health nurses understand that differentiation (i.e., the perception of uniqueness) is the direct result of superior employee interactions, which lead to better employee care, enduring employee relationships, loyal employees, and satisfied employers. What drives employees to occupational health nurse attachment? The answer is a passion for rising above the competition to create ideal employee experiences.

29 CFR 32.7 - Designation of responsible employee.

Code of Federal Regulations, 2010 CFR

2010-07-01

... 29 Labor 1 2010-07-01 2010-07-01 true Designation of responsible employee. 32.7 Section 32.7 Labor Office of the Secretary of Labor NONDISCRIMINATION ON THE BASIS OF HANDICAP IN PROGRAMS OR ACTIVITIES RECEIVING FEDERAL FINANCIAL ASSISTANCE General Provisions § 32.7 Designation of responsible employee. A...

Help Preferences Among Employees Who Wish to Change Health Behaviors.