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Sample records for employee relations

  1. Employee relations.

    PubMed

    Demann, Eric T K; Stein, Pamela S; Levitt, Christine; Shelton, Keith E

    2008-07-01

    This review highlights some of the more important employee relation aspects involved in starting, establishing, or expanding an existing dental practice. Despite a competitive compensation package, staff-related conflicts can sometimes hamper the progress of a dental practice. Such conflicts can be reduced by having policies and procedures in place for each employee that set expectations concerning the hours of operation, professional manner, dress code, job tasks, performance evaluations, disciplinary actions, and termination if violations occur. Understanding the legal requirements set by various governmental agencies such as OSHA can help ensure that the rights and well-being of every employee are protected.

  2. 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.

  3. Training Guidelines for Employee Relations.

    ERIC Educational Resources Information Center

    Hotel and Catering Training Board, Wembley (England).

    This set of guidelines is intended for use by employers desiring to establish the training needs of those involved in employee relations. The 16 guidelines cover the following principal activities normally associated with employee relations: staff management policy and aims, staff recruitment and selection, terms and conditions of employment,…

  4. How to Calculate an Employee Relations Index.

    ERIC Educational Resources Information Center

    Cash, William B., Jr.

    1979-01-01

    Proposes using an employee relations index (ERI) to measure factors affecting employee relations and job performance ability. Examines five of ten major ERI factors: attenance, turnover, safety, grievances/complaints, and motor vehicle accidents. Discusses weighing the factors and interpreting the outcome. (CSS)

  5. Effective employee relations in reengineered organizations.

    PubMed

    Terry, D

    1999-09-01

    The degree to which a healthcare organization can effectively respond to changes that are brought about by managed care is often the result of how well the organization engages the workforce in the changes. The goal of a process-centered healthcare organization is to deliver service that is truly patient-centered. Successful organizations understand that the actualization of this goal begins with the decision to engage in an employee-guided approach to reengineering. This article describes issues of effective employee relations in the postreengineering era. Strategies for dealing effectively with labor unions or for preventing unionization are also discussed.

  6. Employee Relations: Where Will It Be in 1985?

    ERIC Educational Resources Information Center

    Schiavoni, Michael R.

    1978-01-01

    Examines the influence of social, economic, government, and organized labor forces on employee relations and reviews the implications of those four forces for employee relations and management. (Author/IRT)

  7. Give the Employee What He Wants in the Corporate Newspaper: Improve Employee Relations.

    ERIC Educational Resources Information Center

    Surlin, Stuart H.; Walker, Barry

    Undertaken to isolate employee characteristics and to determine how they relate to several aspects of employee attitudes toward the corporate newspaper, this study measured the characteristics of employee tenure, job rank, and perceived "self-newspaper" agreement on the manner in which topics were handled within corporate publications. The random…

  8. 19 CFR 200.735-118 - Interests of employees' relatives.

    Code of Federal Regulations, 2010 CFR

    2010-04-01

    ... 19 Customs Duties 3 2010-04-01 2010-04-01 false Interests of employees' relatives. 200.735-118 Section 200.735-118 Customs Duties UNITED STATES INTERNATIONAL TRADE COMMISSION EMPLOYEE RESPONSIBILITIES... of an employee's immediate household means those blood relations who are residents of the...

  9. 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.

  10. 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.…

  11. State and Local Government Employee Relations after "Garcia."

    ERIC Educational Resources Information Center

    Troy, Leo

    1986-01-01

    In "Garcia v. San Antonio Metropolitan Transit Authority" (1985), the United States Supreme Court ruled that the Tenth Amendment does not preclude application of the federal minimum wage act and the Fair Labor Standards Act to state and local government employees. This paper explains "Garcia" history and implications for employees relations.…

  12. 76 FR 82133 - Notification of Employee Rights Under the National Labor Relations Act

    Federal Register 2010, 2011, 2012, 2013, 2014

    2011-12-30

    ... (NLRA) to post notices informing their employees of their rights as employees under the NLRA. (76 FR... BOARD 29 CFR Part 104 RIN 3142-AA07 Notification of Employee Rights Under the National Labor Relations... employees of their rights as employees under the NLRA. The Board subsequently determined that in...

  13. 76 FR 63188 - Notification of Employee Rights Under the National Labor Relations Act

    Federal Register 2010, 2011, 2012, 2013, 2014

    2011-10-12

    ... BOARD 29 CFR Part 104 RIN 3142-AA07 Notification of Employee Rights Under the National Labor Relations... (NLRA) to post notices informing their employees of their rights as employees under the NLRA. The Board... employees of their rights as employees under the NLRA. The Board has determined that in the interest...

  14. 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…

  15. 77 FR 25868 - Notification of Employee Rights Under the National Labor Relations Act

    Federal Register 2010, 2011, 2012, 2013, 2014

    2012-05-02

    ... their rights as employees under the NLRA. (76 FR 54006, August 30, 2011.) On October 12, 2011, the Board... BOARD 29 CFR Part 104 RIN 3142-AA07 Notification of Employee Rights Under the National Labor Relations... Act (NLRA) to post notices informing their employees of their rights as employees under the NLRA....

  16. 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,…

  17. Employees.

    ERIC Educational Resources Information Center

    Beckham, Joseph C.

    This chapter examines cases reported during 1981 concerning school employees. In the format used, federal questions are addressed first, then issues associated with state laws. The author deals with cases in the areas of discrimination in employment, substantive constitutional rights of speech and association and privacy, and procedural due…

  18. Employees.

    ERIC Educational Resources Information Center

    Beckham, Joseph C.

    Decisions made by federal and state courts during 1983 concerning the employment, dismissal, and tenuring of the employees of public agencies--in particular, public schools--are reported in this chapter. The chapter first addresses discrimination in employment based on race, sex, age, or physical limitations and notes that the shifting burden of…

  19. Employees.

    ERIC Educational Resources Information Center

    Nordin, Virginia Davis

    Cases involving employment interests of teachers, administrators, and other school employees generally continue trends set in earlier years. Discrimination considerations continue to play an important role. One area in which the courts might be said to intervene somewhat more than in others is the prevention and remediation of race discrimination.…

  20. 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...

  1. 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...

  2. 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...

  3. 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...

  4. 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...

  5. Influences of New Employee Development Practices on Temporary Employee Work-Related Attitudes

    ERIC Educational Resources Information Center

    Slattery, Jeffrey P.; Selvarajan, T. T.; Anderson, John E.

    2006-01-01

    The need to make organizations more flexible and thus more responsive to environmental change has led to many organizations using a flexible workforce that includes temporary employees. The article's purpose was to examine relationships between new employee development (NED) practices that promote organizational socialization and temporary…

  6. 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. PMID:26327266

  7. 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)

  8. 14 CFR 120.221 - Consequences for employees engaging in alcohol-related conduct.

    Code of Federal Regulations, 2010 CFR

    2010-01-01

    ... 14 Aeronautics and Space 3 2010-01-01 2010-01-01 false Consequences for employees engaging in alcohol-related conduct. 120.221 Section 120.221 Aeronautics and Space FEDERAL AVIATION ADMINISTRATION...) Except as provided in 49 CFR part 40, no covered employee shall perform safety-sensitive functions if...

  9. 14 CFR 120.221 - Consequences for employees engaging in alcohol-related conduct.

    Code of Federal Regulations, 2012 CFR

    2012-01-01

    ... 14 Aeronautics and Space 3 2012-01-01 2012-01-01 false Consequences for employees engaging in alcohol-related conduct. 120.221 Section 120.221 Aeronautics and Space FEDERAL AVIATION ADMINISTRATION...) Except as provided in 49 CFR part 40, no covered employee shall perform safety-sensitive functions if...

  10. 14 CFR 120.221 - Consequences for employees engaging in alcohol-related conduct.

    Code of Federal Regulations, 2014 CFR

    2014-01-01

    ... 14 Aeronautics and Space 3 2014-01-01 2014-01-01 false Consequences for employees engaging in alcohol-related conduct. 120.221 Section 120.221 Aeronautics and Space FEDERAL AVIATION ADMINISTRATION...) Except as provided in 49 CFR part 40, no covered employee shall perform safety-sensitive functions if...

  11. 14 CFR 120.221 - Consequences for employees engaging in alcohol-related conduct.

    Code of Federal Regulations, 2013 CFR

    2013-01-01

    ... 14 Aeronautics and Space 3 2013-01-01 2013-01-01 false Consequences for employees engaging in alcohol-related conduct. 120.221 Section 120.221 Aeronautics and Space FEDERAL AVIATION ADMINISTRATION...) Except as provided in 49 CFR part 40, no covered employee shall perform safety-sensitive functions if...

  12. 14 CFR 120.221 - Consequences for employees engaging in alcohol-related conduct.

    Code of Federal Regulations, 2011 CFR

    2011-01-01

    ... 14 Aeronautics and Space 3 2011-01-01 2011-01-01 false Consequences for employees engaging in alcohol-related conduct. 120.221 Section 120.221 Aeronautics and Space FEDERAL AVIATION ADMINISTRATION...) Except as provided in 49 CFR part 40, no covered employee shall perform safety-sensitive functions if...

  13. 48 CFR 52.222-40 - Notification of Employee Rights Under the National Labor Relations Act.

    Code of Federal Regulations, 2011 CFR

    2011-10-01

    ... and electronically, in the languages employees speak, in accordance with 29 CFR 471.2(d) and (f). (1... 48 Federal Acquisition Regulations System 2 2011-10-01 2011-10-01 false Notification of Employee Rights Under the National Labor Relations Act. 52.222-40 Section 52.222-40 Federal...

  14. 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…

  15. 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. PMID:26903919

  16. 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.

  17. 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…

  18. 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. PMID:24124028

  19. 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.

  20. 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.

  1. 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. PMID:26529848

  2. 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…

  3. The Impact of Proposition 13 on Public Employee Relations: The Case of Los Angeles.

    ERIC Educational Resources Information Center

    Swimmer, Gene

    1982-01-01

    The impact of Proposition 13 and subsequent state bailout legislation on public employee relations in the City and County of Los Angeles (California) has been a new collective bargaining environment. The 1979 negotiations, where a countywide strike was narrowly averted, illustrate the hardening of management attitudes and union militancy. (MLF)

  4. 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…

  5. 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 Section 31.3306(p)-1 Internal Revenue INTERNAL REVENUE SERVICE, DEPARTMENT OF THE TREASURY (CONTINUED... SOURCE Federal Unemployment Tax Act (Chapter 23, Internal Revenue Code of 1954) § 31.3306(p)-1...

  6. 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 Section 31.3306(p)-1 Internal Revenue INTERNAL REVENUE SERVICE, DEPARTMENT OF THE TREASURY (CONTINUED... SOURCE Federal Unemployment Tax Act (Chapter 23, Internal Revenue Code of 1954) § 31.3306(p)-1...

  7. 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 Section 31.3306(p)-1 Internal Revenue INTERNAL REVENUE SERVICE, DEPARTMENT OF THE TREASURY (CONTINUED... SOURCE Federal Unemployment Tax Act (Chapter 23, Internal Revenue Code of 1954) § 31.3306(p)-1...

  8. 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 Section 31.3306(p)-1 Internal Revenue INTERNAL REVENUE SERVICE, DEPARTMENT OF THE TREASURY (CONTINUED... SOURCE Federal Unemployment Tax Act (Chapter 23, Internal Revenue Code of 1954) § 31.3306(p)-1...

  9. 48 CFR 52.222-40 - Notification of Employee Rights Under the National Labor Relations Act.

    Code of Federal Regulations, 2014 CFR

    2014-10-01

    ... 48 Federal Acquisition Regulations System 2 2014-10-01 2014-10-01 false Notification of Employee Rights Under the National Labor Relations Act. 52.222-40 Section 52.222-40 Federal Acquisition Regulations System FEDERAL ACQUISITION REGULATION (CONTINUED) CLAUSES AND FORMS SOLICITATION PROVISIONS AND CONTRACT CLAUSES Text of Provisions and...

  10. 48 CFR 52.222-40 - Notification of Employee Rights Under the National Labor Relations Act.

    Code of Federal Regulations, 2012 CFR

    2012-10-01

    ... 48 Federal Acquisition Regulations System 2 2012-10-01 2012-10-01 false Notification of Employee Rights Under the National Labor Relations Act. 52.222-40 Section 52.222-40 Federal Acquisition Regulations System FEDERAL ACQUISITION REGULATION (CONTINUED) CLAUSES AND FORMS SOLICITATION PROVISIONS AND CONTRACT CLAUSES Text of Provisions and...

  11. 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 Section 31.3306(p)-1 Internal Revenue INTERNAL REVENUE SERVICE, DEPARTMENT OF THE TREASURY (CONTINUED) EMPLOYMENT TAXES AND COLLECTION OF INCOME TAX AT SOURCE EMPLOYMENT TAXES AND COLLECTION OF INCOME TAX AT SOURCE Federal Unemployment Tax Act...

  12. 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

  13. 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

  14. 20 CFR 234.34 - When an entitled relative of the employee dies before receiving payment of a due but unpaid annuity.

    Code of Federal Regulations, 2013 CFR

    2013-04-01

    ... 20 Employees' Benefits 1 2013-04-01 2012-04-01 true When an entitled relative of the employee dies... Death § 234.34 When an entitled relative of the employee dies before receiving payment of a due but... the employee, dies before negotiating the check in payment of the unpaid annuities, the amount...

  15. 20 CFR 234.34 - When an entitled relative of the employee dies before receiving payment of a due but unpaid annuity.

    Code of Federal Regulations, 2014 CFR

    2014-04-01

    ... 20 Employees' Benefits 1 2014-04-01 2012-04-01 true When an entitled relative of the employee dies... Death § 234.34 When an entitled relative of the employee dies before receiving payment of a due but... the employee, dies before negotiating the check in payment of the unpaid annuities, the amount...

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

    PubMed Central

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

    2016-01-01

    BACKGROUND/OBJECTIVES 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. SUBJECTS/METHODS 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. RESULTS 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. CONCLUSIONS 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. PMID:27478550

  17. 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... bulletin relating to guidelines on independence of accountant retained by Employee Benefit Plan. The Department of Labor today announced guidelines for determining when a qualified public accountant...

  18. 41 CFR 303-70.1 - When must we authorize payment of expenses related to an employee's death?

    Code of Federal Regulations, 2011 CFR

    2011-07-01

    ... 41 Public Contracts and Property Management 4 2011-07-01 2011-07-01 false When must we authorize payment of expenses related to an employee's death? 303-70.1 Section 303-70.1 Public Contracts and Property Management Federal Travel Regulation System PAYMENT OF EXPENSES CONNECTED WITH THE DEATH OF CERTAIN EMPLOYEES 70-AGENCY REQUIREMENTS...

  19. 41 CFR 303-70.1 - When must we authorize payment of expenses related to an employee's death?

    Code of Federal Regulations, 2010 CFR

    2010-07-01

    ... 41 Public Contracts and Property Management 4 2010-07-01 2010-07-01 false When must we authorize payment of expenses related to an employee's death? 303-70.1 Section 303-70.1 Public Contracts and Property Management Federal Travel Regulation System PAYMENT OF EXPENSES CONNECTED WITH THE DEATH OF CERTAIN EMPLOYEES 70-AGENCY REQUIREMENTS...

  20. 29 CFR 2509.75-8 - Questions and answers relating to fiduciary responsibility under the Employee Retirement Income...

    Code of Federal Regulations, 2010 CFR

    2010-07-01

    ... reports required by government agencies; (6) Calculation of benefits; (7) Orientation of new participants... under the Employee Retirement Income Security Act of 1974. 2509.75-8 Section 2509.75-8 Labor Regulations Relating to Labor (Continued) EMPLOYEE BENEFITS SECURITY ADMINISTRATION, DEPARTMENT OF LABOR...

  1. 29 CFR 2509.75-8 - Questions and answers relating to fiduciary responsibility under the Employee Retirement Income...

    Code of Federal Regulations, 2011 CFR

    2011-07-01

    ... reports required by government agencies; (6) Calculation of benefits; (7) Orientation of new participants... under the Employee Retirement Income Security Act of 1974. 2509.75-8 Section 2509.75-8 Labor Regulations Relating to Labor (Continued) EMPLOYEE BENEFITS SECURITY ADMINISTRATION, DEPARTMENT OF LABOR...

  2. 41 CFR 303-70.2 - Must we pay death-related expenses when the employee's death is not work-related?

    Code of Federal Regulations, 2012 CFR

    2012-07-01

    ... 41 Public Contracts and Property Management 4 2012-07-01 2012-07-01 false Must we pay death-related expenses when the employee's death is not work-related? 303-70.2 Section 303-70.2 Public Contracts and Property Management Federal Travel Regulation System PAYMENT OF EXPENSES CONNECTED WITH THE DEATH OF CERTAIN EMPLOYEES 70-AGENCY REQUIREMENTS...

  3. 41 CFR 303-70.2 - Must we pay death-related expenses when the employee's death is not work-related?

    Code of Federal Regulations, 2011 CFR

    2011-07-01

    ... 41 Public Contracts and Property Management 4 2011-07-01 2011-07-01 false Must we pay death-related expenses when the employee's death is not work-related? 303-70.2 Section 303-70.2 Public Contracts and Property Management Federal Travel Regulation System PAYMENT OF EXPENSES CONNECTED WITH THE DEATH OF CERTAIN EMPLOYEES 70-AGENCY REQUIREMENTS...

  4. 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…

  5. 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.

  6. Psychosocial factors and work related sickness absence among permanent and non-permanent employees

    PubMed Central

    Gimeno, D.; Benavides, F.; Amick, B.; Benach, J.; Martinez, J. M.

    2004-01-01

    Study objective: To examine the association between psychosocial work factors and work related sickness absence among permanent and non-permanent employees by sex. Design: A cross sectional survey conducted in 2000 of a representative sample of the European Union total active population, aged 15 years and older. The independent variables were psychological job demands and job control as measures of psychosocial work environment, and work related sickness absence as the main outcome. Poisson regression models were used to compute sickness absence days' rate ratios. Setting: 15 countries of the European Union. Participants: A sample of permanent (n = 12 875) and non-permanent (n = 1203) workers from the Third European Survey on Working Conditions. Results: High psychological job demands, low job control, and high strain and passive work were associated with higher work related sickness absence. The risks were more pronounced in non-permanent compared with permanent employees and men compared with women. Conclusions: This work extends previous research on employment contracts and sickness absence, suggesting different effects depending on psychosocial working conditions and sex. PMID:15365115

  7. Factors relating to organizational commitment of older male employees in Japan.

    PubMed

    Yamada, Yoshiko; Sugisawa, Hidehiro; Sugihara, Yoko; Shibata, Hiroshi

    2005-09-01

    Recently, an increasing number of employers have provided employment opportunities for older adults. Yet, few studies pay attention to older employees' perceptions of their employment. Using a Japanese national sample of 995 male employees aged 55 to 64, this study examined whether the existing research on organizational commitment applies to older employees, whether measures that are unique to older employees have significant relationships to their organizational commitment, and whether the effects of these factors differ by retirement status. The results of hierarchical multiple regression analyses showed significant relationships between employee organizational commitment and employment security, personal relationships in workplaces and job characteristics. Negative ageism and employer-sponsored programs for older employees also had significant relationships to organizational commitment. The effects of salary, job autonomy, job demands, and employer-sponsored programs differed by retirement status. While the study was consistent with the existing research, it also suggested the importance of measures that are unique to older employees. PMID:17021956

  8. The relation between overcommitment and burnout: does it depend on employee job satisfaction?

    PubMed

    Avanzi, Lorenzo; Zaniboni, Sara; Balducci, Cristian; Fraccaroli, Franco

    2014-01-01

    Using the Conservation of Resources (COR) theory as a framework, we hypothesized a maladaptive role played by overcommitment in the escalation of burnout. We further specified our model by testing an interaction effect of job satisfaction. By using a longitudinal design, we proposed a moderated mediational model in which burnout at Time 1 (T1) increases overcommitment, which in turn leads to more burnout one month later. We further expected to find a moderating role of job satisfaction in the link between overcommitment and burnout at Time 2 (T2). A group of 86 white-collar workers in personnel services in Italy (longitudinal response rate = 77.48%) participated in our study. The findings supported our hypotheses even when controlling for gender and role stressors. In particular, by using bootstrapping procedures to test mediation, we found evidence that employees reporting burnout tend to develop a maladaptive coping style, i.e., overcommitment, which in turn increases burnout over time. This relation was particularly strong for dissatisfied employees. These results highlight the importance of overcommitment for burnout escalation, as well as of job satisfaction, since it may mitigate, at least in the short term, the effect of such dysfunctional strategies. PMID:24245551

  9. The relation between overcommitment and burnout: does it depend on employee job satisfaction?

    PubMed

    Avanzi, Lorenzo; Zaniboni, Sara; Balducci, Cristian; Fraccaroli, Franco

    2014-01-01

    Using the Conservation of Resources (COR) theory as a framework, we hypothesized a maladaptive role played by overcommitment in the escalation of burnout. We further specified our model by testing an interaction effect of job satisfaction. By using a longitudinal design, we proposed a moderated mediational model in which burnout at Time 1 (T1) increases overcommitment, which in turn leads to more burnout one month later. We further expected to find a moderating role of job satisfaction in the link between overcommitment and burnout at Time 2 (T2). A group of 86 white-collar workers in personnel services in Italy (longitudinal response rate = 77.48%) participated in our study. The findings supported our hypotheses even when controlling for gender and role stressors. In particular, by using bootstrapping procedures to test mediation, we found evidence that employees reporting burnout tend to develop a maladaptive coping style, i.e., overcommitment, which in turn increases burnout over time. This relation was particularly strong for dissatisfied employees. These results highlight the importance of overcommitment for burnout escalation, as well as of job satisfaction, since it may mitigate, at least in the short term, the effect of such dysfunctional strategies.

  10. Relation between indicators for quality of occupational rehabilitation of employees with low back pain

    PubMed Central

    van der Weide, W. E.; Verbeek, J. H.; van Dijk, F. J.

    1999-01-01

    OBJECTIVES: To assess if the implementation of guidelines for occupational rehabilitation of patients with low back pain by means of process variables--a set of objective criteria for technical performance and continuity of care--led to a better outcome in clinical and return to work variables. METHODS: The study group consisted of 59 patients with at least 10 days of sick leave because of low back pain. Univariate analyses as well as multiple logistic regression and Cox's regression analyses were performed to assess the relation between quality of care and outcome. RESULTS: Process indicators for technical competence, continuity of care, and total performance were all significantly related to satisfaction of employees. Continuity of care and total performance were significantly related to working status at 3 months, and time to return to work. None of the process indicators was related to pain or disability after 3 months follow up. Satisfaction was not related to any of the other outcome variables. This indicates that if guidelines for occupational rehabilitation are met, outcome is better. CONCLUSION: Quality of the process of care was related to outcome. Interventions of occupational physicians need improvement in the areas of continuity of care and communication with treating physicians. The effectiveness of an improved intervention should be studied in a subsequent randomised clinical trial.   PMID:10472321

  11. Organizational culture: its impact on employee relations and discipline in health care organizations.

    PubMed

    Crow, Stephen M; Hartman, Sandra J

    2002-12-01

    Organizations need to examine their cultures at the level of the "shop floor"--in health care, the point where health care workers deal with patients--to determine if the culture is consistent with management policies and will permit an effective program of reward and discipline. This article describes a case where organizational culture was a major imperative in the outcome of an arbitration case. Discussed is a shop-floor situation in manufacturing holding implications for health care, a setting in which management, by countenancing counterproductive aspects of the culture, made it impossible to apply discipline as needed. The conclusion is that health care organizations that neglect the detrimental elements of their culture may find themselves not only at risk of poor employee relations, but also unable to apply discipline effectively.

  12. 20 CFR 234.34 - When an entitled relative of the employee dies before receiving payment of a due but unpaid annuity.

    Code of Federal Regulations, 2012 CFR

    2012-04-01

    ... dies before receiving payment of a due but unpaid annuity. 234.34 Section 234.34 Employees' Benefits... Unpaid at Death § 234.34 When an entitled relative of the employee dies before receiving payment of a due... relationship to the employee, dies before negotiating the check in payment of the unpaid annuities, the...

  13. 20 CFR 234.34 - When an entitled relative of the employee dies before receiving payment of a due but unpaid annuity.

    Code of Federal Regulations, 2010 CFR

    2010-04-01

    ... dies before receiving payment of a due but unpaid annuity. 234.34 Section 234.34 Employees' Benefits... Unpaid at Death § 234.34 When an entitled relative of the employee dies before receiving payment of a due... relationship to the employee, dies before negotiating the check in payment of the unpaid annuities, the...

  14. 20 CFR 234.34 - When an entitled relative of the employee dies before receiving payment of a due but unpaid annuity.

    Code of Federal Regulations, 2011 CFR

    2011-04-01

    ... dies before receiving payment of a due but unpaid annuity. 234.34 Section 234.34 Employees' Benefits... Unpaid at Death § 234.34 When an entitled relative of the employee dies before receiving payment of a due... relationship to the employee, dies before negotiating the check in payment of the unpaid annuities, the...

  15. 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).

  16. 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…

  17. The Separate, Relative, and Joint Effects of Employee Job Performance Domains on Supervisors' Willingness to Mentor

    ERIC Educational Resources Information Center

    Lapierre, Laurent M.; Bonaccio, Silvia; Allen, Tammy D.

    2009-01-01

    The purpose of our study was to further elucidate how employees should behave at work to increase their chances of being mentored by their immediate supervisor. To that end, we experimentally tested how three domains of employee performance [task performance (TP), organizational citizenship behavior (OCB) targeting the supervisor, and…

  18. Risk profiles for four types of work-related injury among hospital employees: a case-control study.

    PubMed

    Thomas, Nancy I; Brown, Norman D; Hodges, Linda C; Gandy, Jay; Lawson, Louanne; Lord, Janet E; Williams, David K

    2006-02-01

    In this retrospective case-control study, researchers examined risk factors for four types of work-related injury (WRI) in hospital employees. Data were collected from employee health charts and computer databases (N = 2050) and analyzed using logistic regression. Study results showed that strain injuries were related to increased age, increased body mass index (BMI), and maintenance, custodial, and direct-caregiver employment types. Repetitive motion injuries were related to increased BMI and clerical and custodial employment types. Exposure/reaction injuries were related to increased age, increased BMI, and maintenance, custodial, and direct-caregiver employment types. Contact/assault injuries were related to increased age, increased BMI, and maintenance, custodial, and direct-caregiver employment types. All injury types were most often related to female gender and full-time employment status. Reformulating policies to improve screening, prevention, and education for those at risk for certain injury types may limit WRI occurrences and costs.

  19. 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

    ... company which is a fiduciary by virtue of section 3(21)(A) of the Act is subject to the fiduciary... benefit plans in securities of registered investment companies. 2509.75-3 Section 2509.75-3 Labor Regulations Relating to Labor (Continued) EMPLOYEE BENEFITS SECURITY ADMINISTRATION, DEPARTMENT OF...

  20. 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. PMID:22049660

  1. [Work-related disability among postal employees: incidence, duration, and social security costs in 2008].

    PubMed

    Mascarenhas, Flávia Alves Neves; Barbosa-Branco, Anadergh

    2014-06-01

    This study analyzed the characteristics of Brazilian postal workers that received sick leave benefits in 2008. The databases were from the Unified Benefits System (SUB) and the National Registry of Social Information (CNIS). The incidence rate was 556.5 benefits per 10,000 employees, and the leading causes of work-related sick leave were injuries, musculoskeletal disorders, and mental disorders. Areas most frequently reported in injuries were knees and legs, wrists and hands, ankles and feet, and shoulders and arms, with higher incidence rates in men. Women were more affected by musculoskeletal disorders and mental disorders. Average sick leave lasted longer in men, and the incidence of benefits increased with age. The States with the highest incidence rates were Mato Grosso do Sul, Goiás, and Santa Catarina, and security benefits averaged BRL 1,847.00. Postal work may involve additional risk of injuries to the limbs, due to the long distances carrying heavy weight, assault, and dog bites.

  2. 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

    ... 41 Public Contracts and Property Management 4 2010-07-01 2010-07-01 false Must we pay death-related expenses when the employee's death is not work-related? 303-70.2 Section 303-70.2 Public Contracts and Property Management Federal Travel Regulation System PAYMENT OF EXPENSES CONNECTED WITH THE...

  3. 41 CFR 303-70.2 - Must we pay death-related expenses when the employee's death is not work-related?

    Code of Federal Regulations, 2013 CFR

    2013-07-01

    ... 41 Public Contracts and Property Management 4 2013-07-01 2012-07-01 true Must we pay death-related expenses when the employee's death is not work-related? 303-70.2 Section 303-70.2 Public Contracts and Property Management Federal Travel Regulation System PAYMENT OF EXPENSES CONNECTED WITH THE DEATH...

  4. Increased Decline in Pulmonary Function Among Employees in Norwegian Smelters Reporting Work-Related Asthma-Like Symptoms

    PubMed Central

    Søyseth, Vidar; Johnsen, Helle Laier; Henneberger, Paul K.; Kongerud, Johny

    2015-01-01

    Objective To investigate associations between work-related asthma-like symptoms (WASTH) and annual pulmonary function decline among employees of 18 Norwegian smelters. Methods A 5-year longitudinal study in which WASTH was defined as a combination of dyspnea and wheezing that improved on rest days and vacation. Results A total of 12,966 spirometry examinations were performed in 3084 employees. Crude annual decline in forced expiratory volume in 1 second (FEV1) (dFEV1) was 32.9 mL/yr (95% confidence interval, 30.5 to 35.3), and crude annual decline in forced vital capacity (FVC) (dFVC) was 40.9 mL/yr (37.8 to 43.9). After adjustment for relevant covariates, employees reporting WASTH showed higher dFEV1 by 16.0 m:/yr (3.4 to 28.6) and higher dFVC by 20.5 mL/yr (6.0 to 35.0) compared with employees not reporting WASTH. Conclusion Work-related asthma-like symptom was associated with greater annual declines in FEV1 and FVC, indicating a restrictive pattern. PMID:26340289

  5. 26 CFR 301.6521-1 - Mitigation of effect of limitation in case of related employee social security tax and self...

    Code of Federal Regulations, 2011 CFR

    2011-04-01

    ... related employee social security tax and self-employment tax. 301.6521-1 Section 301.6521-1 Internal... effect of limitation in case of related employee social security tax and self-employment tax. (a) Section... defined in section 3121, was not in issue in the Tax Court litigation, but it is subsequently...

  6. 26 CFR 301.6521-1 - Mitigation of effect of limitation in case of related employee social security tax and self...

    Code of Federal Regulations, 2010 CFR

    2010-04-01

    ... related employee social security tax and self-employment tax. 301.6521-1 Section 301.6521-1 Internal... effect of limitation in case of related employee social security tax and self-employment tax. (a) Section... self-employment of $900. By reason of the limitations of section 1402(b) he shows no...

  7. 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...

  8. 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...

  9. 20 CFR 10.113 - What should the employer do when an employee dies from a work-related injury or disease?

    Code of Federal Regulations, 2014 CFR

    2014-04-01

    ... 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...

  10. 20 CFR 10.113 - What should the employer do when an employee dies from a work-related injury or disease?

    Code of Federal Regulations, 2012 CFR

    2012-04-01

    ... 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...

  11. 20 CFR 10.113 - What should the employer do when an employee dies from a work-related injury or disease?

    Code of Federal Regulations, 2013 CFR

    2013-04-01

    ... 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...

  12. 41 CFR 303-70.3 - Must we pay death-related expenses for an employee who dies while on leave, or who dies on a non...

    Code of Federal Regulations, 2014 CFR

    2014-07-01

    ...-related expenses for an employee who dies while on leave, or who dies on a non-workday, while on temporary... MEMBERS General Policies § 303-70.3 Must we pay death-related expenses for an employee who dies while on leave, or who dies on a non-workday, while on temporary duty (TDY) or stationed OCONUS? Yes,...

  13. 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

  14. 48 CFR 52.222-40 - Notification of Employee Rights Under the National Labor Relations Act.

    Code of Federal Regulations, 2013 CFR

    2013-10-01

    ... and electronically, in the languages employees speak, in accordance with 29 CFR 471.2(d) and (f). (1... employment, a link to the Department of Labor's Web site that contains the full text of the poster. The link... referred to in this clause is located at Appendix A, Subpart A, 29 CFR Part 471. (d) The Contractor...

  15. 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.

  16. Line manager implementation perceptions as a mediator of relations between high-performance work practices and employee outcomes.

    PubMed

    Sikora, David M; Ferris, Gerald R; Van Iddekinge, Chad H

    2015-11-01

    Strategic human resources management (SHRM) scholars recently have suggested that high-performance work practices (HPWP) implementation might serve as a critical mediator between HPWP and workplace outcomes. This study proposes and tests a model that positions line managers' perceptions regarding the extent to which they implement their organization's HPWP as a mediator of relations between HPWP and employee attitudes (i.e., turnover intentions and participative decision-making perceptions) and behavior (i.e., job performance). Using data from 507 line managers and 109 matched line manager-subordinate response sets, the results suggest that line managers' HPWP implementation perceptions fully mediate relations between HPWP and employee outcomes. The authors also found that line managers' human resources competency and political skill affect their HPWP implementation perceptions. Overall, these findings contribute to a more informed understanding of relationships between HPWP and work outcomes and suggest that additional SHRM research is needed to better understand whether and how HPWP are implemented. PMID:26011722

  17. 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.

  18. The moderating role of employee positive well being on the relation between job satisfaction and job performance.

    PubMed

    Wright, Thomas A; Cropanzano, Russell; Bonett, Douglas G

    2007-04-01

    This research provides further clarification to the age-old quest to better understand the happy/productive worker thesis. Using data from 109 managers employed by a large (over 5000 employees) customer services organization on the West Coast of the United States, both job satisfaction (r=.36, p<.01, 95% CI=.18 to .52) and psychological well-being (PWB; r=.43, p<.01, 95% CI=.26 to .58) were associated with supervisory performance ratings. Using Fredrickson's (2001) broaden-and-build model as the theoretical base, the authors found that PWB moderates the relation between job satisfaction and job performance. Consistent with Fredrickson's model, performance was highest when employees reported high scores on both PWB and job satisfaction. This moderating effect of PWB may account for some of the inconsistent results of previous studies. PMID:17469992

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

    PubMed Central

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

    2016-01-01

    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. PMID:27089355

  20. MMPI profiles of troubled employees in relation to nuclear power plant personnel norms

    SciTech Connect

    Lavin, P.F.; Chardos, S.P.; Ford, T.W.; McGee, R.K.

    1987-01-01

    The psychological screening of nuclear power plant personnel is intended to reduce the risk of impaired worker judgment or behavior due to psychopathology. Despite inherent difficulties associated with the prediction of infrequent events, such efforts, mandated by industry standards (ANSI/ANS-3.3-1982 and -3.4-1983) and federal regulations (10CFR5 and 10CFR73), appear both reasonable and prudent. The Minnesota Multiphasic Personality Inventory (MMPI) has been used extensively to aid psychological screening evaluations of employees in the nuclear industry, as well as in other employment settings critical to public health and safety. Since traditional predictive validity study is not feasible in security screening, support for this use of the MMPI rests upon the large accumulated body of research indicating its construct validity as a measure of psychopathology. However, that research has been based predominantly upon clinical populations and a question has been raised as to the appropriateness of generalization to employment populations. The present study examines the MMPI as a measure of psychopathology in a nuclear plant employment population. In particular, it compares the MMPI results of troubled employees to normative base rates.

  1. 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.

  2. 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…

  3. Do I just look stressed or am I stressed? Work-related stress in a sample of Italian employees.

    PubMed

    Giorgi, Gabriele; Leon-Perez, Jose M; Cupelli, Vincenzo; Mucci, Nicola; Arcangeli, Giulio

    2014-01-01

    Work-related stress is becoming a significant problem in Italy and it is therefore essential to advance the theory and methodology required to detect this phenomenon at work. Thus, the aim of this paper is to propose a new method for evaluating stress at work by measuring the discrepancies between employees' perceptions of stress and their leaders' evaluation of the stress of their subordinates. In addition, a positive impression scale was added to determine whether workers might give socially desirable responses in organizational diagnosis. Over 1,100 employees and 200 leaders within several Italian organizations were involved in this study. Structural equation modeling was used to test such new method for evaluating stress in a model of stress at work that incorporates relationships among individual (positive impression), interpersonal (workplace bullying) and organizational factors (working conditions, welfare culture, training). Results showed that the leaders' capacity to understand subordinates' stress is associated with subordinates' psychological well-being since higher disagreement between self and leaders' ratings was related to lower well-being. We discuss the implications of healthy leadership for the development of healthy organizations.

  4. 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

  5. Are you interested? A meta-analysis of relations between vocational interests and employee performance and turnover.

    PubMed

    Van Iddekinge, Chad H; Roth, Philip L; Putka, Dan J; Lanivich, Stephen E

    2011-11-01

    A common belief among researchers is that vocational interests have limited value for personnel selection. However, no comprehensive quantitative summaries of interests validity research have been conducted to substantiate claims for or against the use of interests. To help address this gap, we conducted a meta-analysis of relations between interests and employee performance and turnover using data from 74 studies and 141 independent samples. Overall validity estimates (corrected for measurement error in the criterion but not for range restriction) for single interest scales were .14 for job performance, .26 for training performance, -.19 for turnover intentions, and -.15 for actual turnover. Several factors appeared to moderate interest-criterion relations. For example, validity estimates were larger when interests were theoretically relevant to the work performed in the target job. The type of interest scale also moderated validity, such that corrected validities were larger for scales designed to assess interests relevant to a particular job or vocation (e.g., .23 for job performance) than for scales designed to assess a single, job-relevant realistic, investigative, artistic, social, enterprising, or conventional (i.e., RIASEC) interest (.10) or a basic interest (.11). Finally, validity estimates were largest when studies used multiple interests for prediction, either by using a single job or vocation focused scale (which tend to tap multiple interests) or by using a regression-weighted composite of several RIASEC or basic interest scales. Overall, the results suggest that vocational interests may hold more promise for predicting employee performance and turnover than researchers may have thought.

  6. Career-Related Continuous Learning: Longitudinal Predictive Power of Employees' Job and Career Attitudes

    ERIC Educational Resources Information Center

    Rowold, Jens; Schilling, Jan

    2006-01-01

    Purpose: Within the framework of learning in organizations, the concept of career-related continuous learning (CRCL) has gained increasing attention from the research community. The purpose of the present study is to explore the combined effect of job- and career-related variables on formal CRCL activities. Design/methodology/approach: The study…

  7. Public sector employment, relative deprivation and happiness in adult urban Chinese employees.

    PubMed

    Hu, Anning

    2013-09-01

    The decline in perceived happiness within economic prosperity in Chinese society calls for further examination. In this research, we investigate the effect of employment in public sector work units on perceived happiness through the mediation of economic and social status relative deprivations. In the reform era of China, work unit is still an important mechanism maintaining social inequality, and those working in government/Communist Party agencies and public institutions have advantages of getting access to high wage, comprehensive welfare and the manipulation of administrative public power. Such economic and social status advantages are expected to reduce their relative deprivation and further promote their perceived happiness. Using a nationwide survey data conducted in 2006, we find working in public sector can significantly reduce the odds of experiencing economic relative deprivation, which is further contributive to the improvement of subjective wellbeing.

  8. 29 CFR 776.11 - Employees doing work related to instrumentalities of commerce.

    Code of Federal Regulations, 2011 CFR

    2011-07-01

    ... INTERPRETATIVE BULLETIN ON THE GENERAL COVERAGE OF THE WAGE AND HOURS PROVISIONS OF THE FAIR LABOR STANDARDS ACT... commerce. 776.11 Section 776.11 Labor Regulations Relating to Labor (Continued) WAGE AND HOUR DIVISION... carrying traffic moving in interstate or foreign commerce (even though within a single State);...

  9. 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

    ... commerce from injury, impairment, or interruption, and promotes the flow of commerce by removing certain... Department of Labor issued a Final Rule implementing the order effective June 21, 2010. 75 FR 28368, 29 CFR... not covered by the proposed rule. Subpart B sets out standards and procedures related to...

  10. Participation in Job-Related Lifelong Learning among Well-Educated Employees in the Nordic Countries

    ERIC Educational Resources Information Center

    Tikkanen, Tarja; Nissinen, Kari

    2016-01-01

    The purpose of this study was to explore participation in job-related lifelong learning (LLL) among well-educated mature workers and compare it across four Nordic countries. Although this group generally is very active in LLL, the centrality of knowledge work in society, rapid pace of skills-renewal and rising learning demands for all…

  11. Relations of Work Identity, Family Identity, Situational Demands, and Sex with Employee Work Hours

    ERIC Educational Resources Information Center

    Greenhaus, Jeffrey H.; Peng, Ann C.; Allen, Tammy D.

    2012-01-01

    This study examined relations of multiple indicators of work identity and family identity with the number of weekly hours worked by 193 married business professionals. We found that men generally worked long hours regardless of the situational demands to work long hours and the strength of their work and family identities. Women's work hours, on…

  12. Perceived work-related stress and early atherosclerotic changes in healthy employees

    PubMed Central

    Widerszal-Bazyl, Maria; Radkiewicz, Piotr; Pasierski, Tomasz; Szulczyk, Grażyna Anna; Ząbek, Jakub; Wojciechowska, Bożena; Jędryka-Góral, Anna

    2008-01-01

    Objective This study was conducted to investigate the relationship between perceived work-related stress and preclinical atherosclerosis. Methods A total of 100 managers and 50 office workers aged 35–65 participated in a questionnaire study. Individual, family and work-related stress risk factors and coping were evaluated in all the studied individuals. Serum levels of biochemical (total cholesterol, LDL, HDL, TG, glucose) and serological risk factors of atherosclerosis (anticardiolipin, anti-β2 GPI, anti-oxLDL, anti-HSP and anti-hsCRP antibodies) were evaluated. A computer analysis of B-mode ultrasound images was used to assess carotid artery intima-media thickness (IMT) and atherosclerotic plaque in carotid arteries. Statistical analysis was conducted with SPSS v. 11.5. Results The studied individuals showed average ranges of both the global stress level and of coping results. In 71% no changes were found in the ultrasound image and in 29% of individuals (43) the presence of plaque was shown. The mean value of the IMT measure was 0.0618 ± 0.013 mm. IMT and plaque correlated negatively with the level of global work-related stress (r = −0.26; P < 0.01; and r = −0.28; P < 0.01; respectively). No correlation was found either between work-related stress and coping, or between coping and IMT (P > 0.05), or between work-related stress and healthy lifestyle (no smoking, no excessive use of alcohol, high physical activity), or between healthy lifestyle and IMT (P > 0.05). Positive correlation between IMT and LDL and smoking did not result from higher stress reaction in the studied individuals. Conclusions The explanation of the negative correlation between perceived work-related stress and preclinical atherosclerosis was not confirmed either by the subjects under high stress undertaking healthy protective activities or by their escaping into unhealthy behaviour. The most probable interpretation of the results is that in individuals with a low level

  13. Effects of organizational change on work-related empowerment, employee satisfaction, and motivation.

    PubMed

    Kuokkanen, Liisa; Suominen, Tarja; Härkönen, Eeva; Kukkurainen, Marja-Leena; Doran, Diane

    2009-01-01

    This article reports the results of a longitudinal quantitative study on nurses' views on factors promoting and impeding empowerment and examines the relationship between work-related empowerment and background variables in one hospital. Data were collected using a self-administered questionnaire and analyzed statistically. Nurses gave lowest assessments of promoting factors on the second measurement occasion, a time when the organization was going through major changes. Both job satisfaction and motivation showed a positive relationship with factors promoting empowerment. Organizational changes have a direct effect on the work environment in terms of empowerment and job satisfaction. To cope successfully with changes, special attention must be paid to personnel management. It seems that factors promoting and impeding empowerment can be used to measure effects of organizational changes as well. PMID:19305308

  14. Effects of organizational change on work-related empowerment, employee satisfaction, and motivation.

    PubMed

    Kuokkanen, Liisa; Suominen, Tarja; Härkönen, Eeva; Kukkurainen, Marja-Leena; Doran, Diane

    2009-01-01

    This article reports the results of a longitudinal quantitative study on nurses' views on factors promoting and impeding empowerment and examines the relationship between work-related empowerment and background variables in one hospital. Data were collected using a self-administered questionnaire and analyzed statistically. Nurses gave lowest assessments of promoting factors on the second measurement occasion, a time when the organization was going through major changes. Both job satisfaction and motivation showed a positive relationship with factors promoting empowerment. Organizational changes have a direct effect on the work environment in terms of empowerment and job satisfaction. To cope successfully with changes, special attention must be paid to personnel management. It seems that factors promoting and impeding empowerment can be used to measure effects of organizational changes as well.

  15. Do I Just Look Stressed or am I Stressed? Work-related Stress in a Sample of Italian Employees

    PubMed Central

    GIORGI, Gabriele; LEON-PEREZ, Jose M.; CUPELLI, Vincenzo; MUCCI, Nicola; ARCANGELI, Giulio

    2013-01-01

    Work-related stress is becoming a significant problem in Italy and it is therefore essential to advance the theory and methodology required to detect this phenomenon at work. Thus, the aim of this paper is to propose a new method for evaluating stress at work by measuring the discrepancies between employees’ perceptions of stress and their leaders’ evaluation of the stress of their subordinates. In addition, a positive impression scale was added to determine whether workers might give socially desirable responses in organizational diagnosis. Over 1,100 employees and 200 leaders within several Italian organizations were involved in this study. Structural equation modeling was used to test such new method for evaluating stress in a model of stress at work that incorporates relationships among individual (positive impression), interpersonal (workplace bullying) and organizational factors (working conditions, welfare culture, training). Results showed that the leaders’ capacity to understand subordinates’ stress is associated with subordinates’ psychological well-being since higher disagreement between self and leaders’ ratings was related to lower well-being. We discuss the implications of healthy leadership for the development of healthy organizations. PMID:24292877

  16. Has increased focus on vocational rehabilitation led to an increase in young employees' return to work after work-related disorders?

    PubMed

    Ahlgren, C; Hammarström, A

    1999-09-01

    The aim of this study was to determine whether the large investments in vocational rehabilitation made in Sweden during the 1990s had improved the level of return to work for young employees and to study the factors predicting return to work. The study population comprised all employees under 30 years of age whose reports on work-related disorders were under consideration at regional social insurance offices in Västerbotten county in 1990 and 1994 (n = 266). Between these years, increased efforts were made by the Swedish government to improve vocational rehabilitation. Data was collected from the register and by means of questionnaires. It was found that employees with musculoskeletal disorders were more likely to return to work during periods of intensive vocational rehabilitation. No increase in the level of return to work was apparent if all disorders were considered. Men showed a higher level of return to work than women, although women were better educated.

  17. 41 CFR 303-70.1 - When must we authorize payment of expenses related to an employee's death?

    Code of Federal Regulations, 2013 CFR

    2013-07-01

    ... death? When, at the time of death, the employee was: (a) On official travel; or (b) Performing official.../her home of record under a mandatory mobility agreement; or (e) Performing official duties...

  18. 41 CFR 303-70.1 - When must we authorize payment of expenses related to an employee's death?

    Code of Federal Regulations, 2012 CFR

    2012-07-01

    ... death? When, at the time of death, the employee was: (a) On official travel; or (b) Performing official... Property Management Federal Travel Regulation System PAYMENT OF EXPENSES CONNECTED WITH THE DEATH...

  19. A cross-lagged test of the association between customer satisfaction and employee job satisfaction in a relational context.

    PubMed

    Zablah, Alex R; Carlson, Brad D; Donavan, D Todd; Maxham, James G; Brown, Tom J

    2016-05-01

    Due to its practical importance, the relationship between customer satisfaction and frontline employee (FLE) job satisfaction has received significant attention in the literature. Numerous studies to date confirm that the constructs are related and rely on this empirical finding to infer support for the "inside-out" effect of FLE job satisfaction on customer satisfaction. In doing so, prior studies ignore the possibility that-as suggested by the Service Profit Chain's satisfaction mirror-a portion of the observed empirical effect may be due to the "outside-in" impact of customer satisfaction on FLE job satisfaction. Consequently, both the magnitude and direction of the causal relationship between the constructs remain unclear. To address this oversight, this study builds on multisource data, including longitudinal satisfaction data provided by 49,242 customers and 1,470 FLEs from across 209 retail stores, to examine the association between FLE job satisfaction and customer satisfaction in a context where service relationships are the norm. Consistent with predictions rooted in social exchange theory, the results reveal that (a) customer satisfaction and FLE job satisfaction are reciprocally related; (b) the outside-in effect of customer satisfaction on FLE job satisfaction is predominant (i.e., larger in magnitude than the inside-out effect); and (c) customer engagement determines the extent of this outside-in predominance. Contrary to common wisdom, the study's findings suggest that, in relational contexts, incentivizing FLEs to satisfy customers may prove to be more effective for enhancing FLE and customer outcomes than direct investments in FLE job satisfaction. (PsycINFO Database Record PMID:26783827

  20. A cross-lagged test of the association between customer satisfaction and employee job satisfaction in a relational context.

    PubMed

    Zablah, Alex R; Carlson, Brad D; Donavan, D Todd; Maxham, James G; Brown, Tom J

    2016-05-01

    Due to its practical importance, the relationship between customer satisfaction and frontline employee (FLE) job satisfaction has received significant attention in the literature. Numerous studies to date confirm that the constructs are related and rely on this empirical finding to infer support for the "inside-out" effect of FLE job satisfaction on customer satisfaction. In doing so, prior studies ignore the possibility that-as suggested by the Service Profit Chain's satisfaction mirror-a portion of the observed empirical effect may be due to the "outside-in" impact of customer satisfaction on FLE job satisfaction. Consequently, both the magnitude and direction of the causal relationship between the constructs remain unclear. To address this oversight, this study builds on multisource data, including longitudinal satisfaction data provided by 49,242 customers and 1,470 FLEs from across 209 retail stores, to examine the association between FLE job satisfaction and customer satisfaction in a context where service relationships are the norm. Consistent with predictions rooted in social exchange theory, the results reveal that (a) customer satisfaction and FLE job satisfaction are reciprocally related; (b) the outside-in effect of customer satisfaction on FLE job satisfaction is predominant (i.e., larger in magnitude than the inside-out effect); and (c) customer engagement determines the extent of this outside-in predominance. Contrary to common wisdom, the study's findings suggest that, in relational contexts, incentivizing FLEs to satisfy customers may prove to be more effective for enhancing FLE and customer outcomes than direct investments in FLE job satisfaction. (PsycINFO Database Record

  1. 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)

  2. 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. PMID:15457845

  3. 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.

  4. Measuring the value of nonwage employee benefits: building a model of the relation between benefit satisfaction and value.

    PubMed

    Weathington, Bart L; Jones, Allan P

    2006-11-01

    Researchers have commonly assumed benefits that employees view as more valuable have a greater influence on their attitudes and behaviors. Researchers have used 2 common methods to measure benefit value: attaching a monetary value to benefits and using self-reports of benefit importance. The present authors propose that the 2 approaches are conceptually distinct and have different implications. They use a social exchange perspective to justify this distinction and integrate both approaches and benefit satisfaction into a more comprehensive model of benefit perception. Results suggest that both measures have practical applications depending on the nature of the exchange relationship between the organization and employees. However, this relationship depends on the specific benefit and on employee satisfaction with that benefit. Some benefits lend themselves to a monetary estimate, whereas others lend themselves more to a nonmonetary valuation. PMID:18341232

  5. Employee health.

    PubMed

    2015-09-01

    The National Institute for Health and Care Excellence has produced a new guideline looking at improving the health and wellbeing of employees, with a particular focus on organisational culture and context, and the role of line managers. PMID:26309009

  6. 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

    ...-Policies and Responsibilities § 105-64.107 What standards of conduct apply to employees with privacy... systems will protect system security, avoid unauthorized disclosure of information, both verbal and... follow the standards of conduct in 5 CFR part 2635, 5 CFR part 6701, 5 CFR part 735, and 5 CFR part...

  7. 41 CFR 105-64.107 - What standards of conduct apply to employees with privacy-related responsibilities?

    Code of Federal Regulations, 2011 CFR

    2011-01-01

    ...-Policies and Responsibilities § 105-64.107 What standards of conduct apply to employees with privacy... systems will protect system security, avoid unauthorized disclosure of information, both verbal and... follow the standards of conduct in 5 CFR part 2635, 5 CFR part 6701, 5 CFR part 735, and 5 CFR part...

  8. 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

    ...-Policies and Responsibilities § 105-64.107 What standards of conduct apply to employees with privacy... systems will protect system security, avoid unauthorized disclosure of information, both verbal and... follow the standards of conduct in 5 CFR part 2635, 5 CFR part 6701, 5 CFR part 735, and 5 CFR part...

  9. 41 CFR 105-64.107 - What standards of conduct apply to employees with privacy-related responsibilities?

    Code of Federal Regulations, 2012 CFR

    2012-01-01

    ...-Policies and Responsibilities § 105-64.107 What standards of conduct apply to employees with privacy... systems will protect system security, avoid unauthorized disclosure of information, both verbal and... follow the standards of conduct in 5 CFR part 2635, 5 CFR part 6701, 5 CFR part 735, and 5 CFR part...

  10. 41 CFR 105-64.107 - What standards of conduct apply to employees with privacy-related responsibilities?

    Code of Federal Regulations, 2013 CFR

    2013-07-01

    ...-Policies and Responsibilities § 105-64.107 What standards of conduct apply to employees with privacy... systems will protect system security, avoid unauthorized disclosure of information, both verbal and... follow the standards of conduct in 5 CFR part 2635, 5 CFR part 6701, 5 CFR part 735, and 5 CFR part...

  11. Cross-lagged relations between mentoring received from supervisors and employee OCBs: Disentangling causal direction and identifying boundary conditions.

    PubMed

    Eby, Lillian T; Butts, Marcus M; Hoffman, Brian J; Sauer, Julia B

    2015-07-01

    Although mentoring has documented relationships with employee attitudes and outcomes of interest to organizations, neither the causal direction nor boundary conditions of the relationship between mentoring and organizational citizenship behaviors (OCBs) has been fully explored. On the basis of Social Learning Theory (SLT; Bandura, 1977, 1986), we predicted that mentoring received by supervisors would causally precede OCBs, rather than employee OCBs resulting in the receipt of more mentoring from supervisors. Results from cross-lagged data collected at 2 points in time from 190 intact supervisor-employee dyads supported our predictions; however, only for OCBs directed at individuals (OCB-Is) and not for OCBs directed at the organization (OCB-Os). Further supporting our theoretical rationale for expecting mentoring to precede OCBs, we found that coworker support operates as a substitute for mentoring in predicting OCB-Is. By contrast, no moderating effects were found for perceived organizational support. The results are discussed in terms of theoretical implications for mentoring and OCB research, as well as practical suggestions for enhancing employee citizenship behaviors.

  12. The Link between Age, Career Goals, and Adaptive Development for Work-Related Learning among Local Government Employees

    ERIC Educational Resources Information Center

    Tones, Megan; Pillay, Hitendra; Kelly, Kathy

    2011-01-01

    More recently, lifespan development psychology models of adaptive development have been applied to the workforce to investigate ageing worker and lifespan issues. The current study uses the Learning and Development Survey (LDS) to investigate employee selection and engagement of learning and development goals and opportunities and constraints for…

  13. 29 CFR 2509.75-8 - Questions and answers relating to fiduciary responsibility under the Employee Retirement Income...

    Code of Federal Regulations, 2013 CFR

    2013-07-01

    ... designation. FR-13 Q: If the named fiduciaries of an employee benefit plan allocate their fiduciary... fiduciary responsibility under the Act, thereby supplementing ERISA IB 75-5 (29 CFR 2555.75-5) which was... extent that plans utilize or rely on these answers and the requirements of regulations...

  14. 29 CFR 2509.75-8 - Questions and answers relating to fiduciary responsibility under the Employee Retirement Income...

    Code of Federal Regulations, 2012 CFR

    2012-07-01

    ... designation. FR-13 Q: If the named fiduciaries of an employee benefit plan allocate their fiduciary... fiduciary responsibility under the Act, thereby supplementing ERISA IB 75-5 (29 CFR 2555.75-5) which was... extent that plans utilize or rely on these answers and the requirements of regulations...

  15. 41 CFR 303-70.3 - Must we pay death-related expenses for an employee who dies while on leave, or who dies on a...

    Code of Federal Regulations, 2013 CFR

    2013-07-01

    ... 41 Public Contracts and Property Management 4 2013-07-01 2012-07-01 true Must we pay death-related expenses for an employee who dies while on leave, or who dies on a nonworkday while on TDY or stationed outside CONUS? 303-70.3 Section 303-70.3 Public Contracts and Property Management Federal Travel Regulation System PAYMENT OF EXPENSES...

  16. 41 CFR 303-70.3 - Must we pay death-related expenses for an employee who dies while on leave, or who dies on a...

    Code of Federal Regulations, 2011 CFR

    2011-07-01

    ... 41 Public Contracts and Property Management 4 2011-07-01 2011-07-01 false Must we pay death-related expenses for an employee who dies while on leave, or who dies on a nonworkday while on TDY or stationed outside CONUS? 303-70.3 Section 303-70.3 Public Contracts and Property Management Federal Travel Regulation System PAYMENT OF EXPENSES...

  17. 41 CFR 303-70.3 - Must we pay death-related expenses for an employee who dies while on leave, or who dies on a...

    Code of Federal Regulations, 2012 CFR

    2012-07-01

    ... 41 Public Contracts and Property Management 4 2012-07-01 2012-07-01 false Must we pay death-related expenses for an employee who dies while on leave, or who dies on a nonworkday while on TDY or stationed outside CONUS? 303-70.3 Section 303-70.3 Public Contracts and Property Management Federal Travel Regulation System PAYMENT OF EXPENSES...

  18. 41 CFR 303-70.3 - Must we pay death-related expenses for an employee who dies while on leave, or who dies on a...

    Code of Federal Regulations, 2010 CFR

    2010-07-01

    ... 41 Public Contracts and Property Management 4 2010-07-01 2010-07-01 false Must we pay death-related expenses for an employee who dies while on leave, or who dies on a nonworkday while on TDY or stationed outside CONUS? 303-70.3 Section 303-70.3 Public Contracts and Property Management Federal Travel Regulation System PAYMENT OF EXPENSES...

  19. 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

  20. Employee Handbook

    SciTech Connect

    Bello, Madelyn

    2008-09-05

    Welcome to Berkeley Lab. You are joining or are already a part of a laboratory with a sterling tradition of scientific achievement, including eleven Nobel Laureates and thirteen National Medal of Science winners. No matter what job you do, you make Berkeley Lab the outstanding organization that it is. Without your hard work and dedication, we could not achieve all that we have. We value you and thank you for choosing to be part of our community. This Employee Handbook is designed to help you navigate the Lab. With over 3,000 employees, an additional 3,000 guests visiting from countries around the world, a 200-acre campus and many policies and procedures, learning all the ins and outs may seem overwhelming, especially if you're a new employee. However, even if you have been here for a while, this Handbook should be a useful reference tool. It is meant to serve as a guide, highlighting and summarizing what you need to know and informing you where you can go for more detailed information. The general information provided in this Handbook serves only as a brief description of many of the Lab's policies. Policies, procedures and information are found in the Lab's Regulations and Procedures Manual (RPM), Summary Plan Descriptions, University of California policies, and provisions of Contract 31 between the Regents of the University and the U.S. Department of Energy. In addition, specific terms and conditions for represented employees are found in applicable collective bargaining agreements. Nothing in this Handbook is intended to supplant, change or conflict with the previously mentioned documents. In addition, the information in this Handbook does not constitute a contract or a promise of continued employment and may be changed at any time by the Lab. We believe employees are happier and more productive if they know what they can expect from their organization and what their organization expects from them. The Handbook will familiarize you with the privileges, benefits

  1. Making sense of diversity in the workplace: organizational justice and language abstraction in employees' accounts of diversity-related incidents.

    PubMed

    Roberson, Quinetta M; Stevens, Cynthia Kay

    2006-03-01

    To discern patterns of employee sense-making about workplace diversity, the authors analyzed 751 natural language accounts of diversity incidents from 712 workers in one department of a large organization. Six generic incident types emerged: discrimination, representation, treatment by management, work relationships, respect between groups, and diversity climates. Consistent with hypotheses, incidents that respondents viewed as negative, accounts from women, and those involving members of respondents' in-groups were more likely to cite justice issues. Partially consistent with research on the linguistic intergroup bias, both negative and positive accounts involving out-group members and accounts from men were more likely to be expressed using abstract verb forms. The authors discuss future opportunities to integrate research on diversity, justice, and the linguistic category model.

  2. Making sense of diversity in the workplace: organizational justice and language abstraction in employees' accounts of diversity-related incidents.

    PubMed

    Roberson, Quinetta M; Stevens, Cynthia Kay

    2006-03-01

    To discern patterns of employee sense-making about workplace diversity, the authors analyzed 751 natural language accounts of diversity incidents from 712 workers in one department of a large organization. Six generic incident types emerged: discrimination, representation, treatment by management, work relationships, respect between groups, and diversity climates. Consistent with hypotheses, incidents that respondents viewed as negative, accounts from women, and those involving members of respondents' in-groups were more likely to cite justice issues. Partially consistent with research on the linguistic intergroup bias, both negative and positive accounts involving out-group members and accounts from men were more likely to be expressed using abstract verb forms. The authors discuss future opportunities to integrate research on diversity, justice, and the linguistic category model. PMID:16551190

  3. The "Seven Cs" for Employee Retention.

    ERIC Educational Resources Information Center

    Taguchi, Sherrie Gong

    2001-01-01

    Defines the "Seven Cs," traditional yet effective business fundamentals used to engage employees. Discusses how many companies are leveraging the basics of good employee relations in order to inspire staff productivity and loyalty. (GCP)

  4. 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)

  5. Americans with Disabilities Act-related considerations when an alcoholic nurse is your employee: when is a nurse legally considered a "direct threat" to patient safety?

    PubMed

    Menendez, Juliet Battard

    2010-01-01

    When contemplating the legal and ethical issues surrounding employment of an alcoholic nurse, nursing administrators are challenged with recognizing and upholding the Americans With Disabilities Act (ADA)-related civil rights of their employees while ensuring the quality of care provided by the practitioners in their facility. The "direct-threat" exception to disability accommodations relieves employers from making accommodations for a disability if those accommodations would necessitate lowering patient care quality standards. According to the ADA's direct-threat exception, a healthcare facility may legally terminate a nurse with the disability of alcoholism if that practitioner poses a threat to the safety of its patients. This article provides an informative overview of alcoholism as a disability in the context of nursing. A nurse administrator could use the information provided to objectively and competently make a determination of direct threat. The focus is on the importance of making an objective and unbiased assessment when determining if an alcoholic nurse meets the direct-threat" criteria that eliminates the requirement for making reasonable accommodations for a disabled employee. General ADA guidelines are provided, but the assessment must be individualized based on the patient care setting, the requirements of the position, and the nurse's present ability to safely perform the essential job functions.

  6. Occupational stress and health-related quality of life among public sector bank employees: A cross-sectional study in Mysore, Karnataka, India

    PubMed Central

    Malamardi, Sowmya N.; Kamath, Ramachandra; Tiwari, Rajnarayan; Nair, Binu Valsalakumari Sreekumaran; Chandrasekaran, Varalakshmi; Phadnis, Sameer

    2015-01-01

    Background: Occupational morbidities have been estimated to cause an economic loss up to 10–20% of the gross national product of a country. It is an important cause of occupational morbidity and decreased quality of life (QOL) for the workers. Aim: The aim of the present study is to assess the level of occupational stress and its association with the QOL among the public sector bank employees. Materials and Methods: The present study was conducted among employees of public sector banks in Mysore district, Karnataka, India. A cross-sectional study design was used for the study. Job stress was measured by using occupational stress index (OSI) scale questionnaire and health-related QOL was measured using the short form 12 (SF-12) questionnaire. The sample size estimated for the study was 526 and cluster random sampling technique was used. Chi-square test was used to find the association between the study variables and level of stress. Multiple linear regression model was used to find the determinants of health-related QOL among the study subjects. Results: The total number of the study subjects was 546 out of which 57% were males and 43% were females. The proportion of study subjects reporting to be current smokers was 4.2% and almost all study subjects reported occasional alcohol consumption. The mean physical component summary (PCS) score and mental component summary (MCS) using the original United States standardization were 47.90 and 48.30, respectively. The individuals with mild stress scored higher in both PCS and MCS than the individuals who had moderate to severe stress levels. There was significant association of health related quality of life with the age of the respondent,presence of at least one morbidity and level of stress with health-related QOL. Conclusion: This study has shown an association of occupational stress with the QOL. There is a need for interventions aimed at mitigating the occupational stress among employees of the banking sector. PMID

  7. Building-Related Symptoms among Office Employees Associated with Indoor Carbon Dioxide and Total Volatile Organic Compounds.

    PubMed

    Lu, Chung-Yen; Lin, Jia-Min; Chen, Ying-Yi; Chen, Yi-Chun

    2015-06-01

    This study investigated whether sick building syndrome (SBS) complaints among office workers were associated with the indoor air quality. With informed consent, 417 employees in 87 office rooms of eight high-rise buildings completed a self-reported questionnaire for symptoms experienced at work during the past month. Carbon dioxide (CO2), temperature, humidity and total volatile organic compounds (TVOCs) in each office were simultaneously measured for eight office hours using portable monitors. Time-averaged workday difference between the indoor and the outdoor CO2 concentrations (dCO2) was calculated as a surrogate measure of ventilation efficiency for each office unit. The prevalence rates of SBS were 22.5% for eye syndrome, 15.3% for upper respiratory and 25.4% for non-specific syndromes. Tiredness (20.9%), difficulty in concentrating (14.6%), eye dryness (18.7%) were also common complaints. The generalized estimating equations multivariate logistic regression analyses showed that adjusted odds ratios (aORs) and 95% confidence interval (CI) per 100 ppm increase in dCO2 were significantly associated with dry throat (1.10, 95% CI=(1.00-1.22)), tiredness (1.16, 95% CI=(1.04-1.29)) and dizziness (1.22, 95% CI=(1.08-1.37)). The ORs for per 100 ppb increases in TVOCs were also associated with upper respiratory symptoms (1.06, 95% CI=(1.04-1.07)), dry throat (1.06, 95% CI=(1.03-1.09)) and irritability (1.02, 95% CI=(1.01-1.04)). In conclusion, the association between some SBS symptoms and the exposure to CO2 and total VOCs are moderate but may be independently significant. PMID:26024357

  8. Building-Related Symptoms among Office Employees Associated with Indoor Carbon Dioxide and Total Volatile Organic Compounds

    PubMed Central

    Lu, Chung-Yen; Lin, Jia-Min; Chen, Ying-Yi; Chen, Yi-Chun

    2015-01-01

    This study investigated whether sick building syndrome (SBS) complaints among office workers were associated with the indoor air quality. With informed consent, 417 employees in 87 office rooms of eight high-rise buildings completed a self-reported questionnaire for symptoms experienced at work during the past month. Carbon dioxide (CO2), temperature, humidity and total volatile organic compounds (TVOCs) in each office were simultaneously measured for eight office hours using portable monitors. Time-averaged workday difference between the indoor and the outdoor CO2 concentrations (dCO2) was calculated as a surrogate measure of ventilation efficiency for each office unit. The prevalence rates of SBS were 22.5% for eye syndrome, 15.3% for upper respiratory and 25.4% for non-specific syndromes. Tiredness (20.9%), difficulty in concentrating (14.6%), eye dryness (18.7%) were also common complaints. The generalized estimating equations multivariate logistic regression analyses showed that adjusted odds ratios (aORs) and 95% confidence interval (CI) per 100 ppm increase in dCO2 were significantly associated with dry throat (1.10, 95% CI = (1.00–1.22)), tiredness (1.16, 95% CI = (1.04–1.29)) and dizziness (1.22, 95% CI = (1.08–1.37)). The ORs for per 100 ppb increases in TVOCs were also associated with upper respiratory symptoms (1.06, 95% CI = (1.04–1.07)), dry throat (1.06, 95% CI = (1.03–1.09)) and irritability (1.02, 95% CI = (1.01–1.04)). In conclusion, the association between some SBS symptoms and the exposure to CO2 and total VOCs are moderate but may be independently significant. PMID:26024357

  9. Building-Related Symptoms among Office Employees Associated with Indoor Carbon Dioxide and Total Volatile Organic Compounds.

    PubMed

    Lu, Chung-Yen; Lin, Jia-Min; Chen, Ying-Yi; Chen, Yi-Chun

    2015-05-27

    This study investigated whether sick building syndrome (SBS) complaints among office workers were associated with the indoor air quality. With informed consent, 417 employees in 87 office rooms of eight high-rise buildings completed a self-reported questionnaire for symptoms experienced at work during the past month. Carbon dioxide (CO2), temperature, humidity and total volatile organic compounds (TVOCs) in each office were simultaneously measured for eight office hours using portable monitors. Time-averaged workday difference between the indoor and the outdoor CO2 concentrations (dCO2) was calculated as a surrogate measure of ventilation efficiency for each office unit. The prevalence rates of SBS were 22.5% for eye syndrome, 15.3% for upper respiratory and 25.4% for non-specific syndromes. Tiredness (20.9%), difficulty in concentrating (14.6%), eye dryness (18.7%) were also common complaints. The generalized estimating equations multivariate logistic regression analyses showed that adjusted odds ratios (aORs) and 95% confidence interval (CI) per 100 ppm increase in dCO2 were significantly associated with dry throat (1.10, 95% CI=(1.00-1.22)), tiredness (1.16, 95% CI=(1.04-1.29)) and dizziness (1.22, 95% CI=(1.08-1.37)). The ORs for per 100 ppb increases in TVOCs were also associated with upper respiratory symptoms (1.06, 95% CI=(1.04-1.07)), dry throat (1.06, 95% CI=(1.03-1.09)) and irritability (1.02, 95% CI=(1.01-1.04)). In conclusion, the association between some SBS symptoms and the exposure to CO2 and total VOCs are moderate but may be independently significant.

  10. 45 CFR 630.640 - Employee.

    Code of Federal Regulations, 2012 CFR

    2012-10-01

    ... 45 Public Welfare 3 2012-10-01 2012-10-01 false Employee. 630.640 Section 630.640 Public Welfare Regulations Relating to Public Welfare (Continued) NATIONAL SCIENCE FOUNDATION GOVERNMENTWIDE REQUIREMENTS FOR... direct charge employees; (2) All indirect charge employees, unless their impact or involvement in...

  11. 45 CFR 630.640 - Employee.

    Code of Federal Regulations, 2011 CFR

    2011-10-01

    ... 45 Public Welfare 3 2011-10-01 2011-10-01 false Employee. 630.640 Section 630.640 Public Welfare Regulations Relating to Public Welfare (Continued) NATIONAL SCIENCE FOUNDATION GOVERNMENTWIDE REQUIREMENTS FOR... direct charge employees; (2) All indirect charge employees, unless their impact or involvement in...

  12. 45 CFR 630.640 - Employee.

    Code of Federal Regulations, 2014 CFR

    2014-10-01

    ... 45 Public Welfare 3 2014-10-01 2014-10-01 false Employee. 630.640 Section 630.640 Public Welfare Regulations Relating to Public Welfare (Continued) NATIONAL SCIENCE FOUNDATION GOVERNMENTWIDE REQUIREMENTS FOR... direct charge employees; (2) All indirect charge employees, unless their impact or involvement in...

  13. 29 CFR Appendix to Subpart A - Text of Employee Notice

    Code of Federal Regulations, 2014 CFR

    2014-07-01

    ... 29 Labor 2 2014-07-01 2014-07-01 false Text of Employee Notice Appendix to Subpart A Labor Regulations Relating to Labor NATIONAL LABOR RELATIONS BOARD NOTIFICATION OF EMPLOYEE RIGHTS; OBLIGATIONS OF... Exceptions and Exemptions Appendix to Subpart A—Text of Employee Notice “EMPLOYEE RIGHTS UNDER THE...

  14. 29 CFR Appendix to Subpart A - Text of Employee Notice

    Code of Federal Regulations, 2013 CFR

    2013-07-01

    ... 29 Labor 2 2013-07-01 2013-07-01 false Text of Employee Notice Appendix to Subpart A Labor Regulations Relating to Labor NATIONAL LABOR RELATIONS BOARD NOTIFICATION OF EMPLOYEE RIGHTS; OBLIGATIONS OF... Exceptions and Exemptions Appendix to Subpart A—Text of Employee Notice “EMPLOYEE RIGHTS UNDER THE...

  15. 29 CFR Appendix to Subpart A - Text of Employee Notice

    Code of Federal Regulations, 2012 CFR

    2012-07-01

    ... 29 Labor 2 2012-07-01 2012-07-01 false Text of Employee Notice Appendix to Subpart A Labor Regulations Relating to Labor NATIONAL LABOR RELATIONS BOARD NOTIFICATION OF EMPLOYEE RIGHTS; OBLIGATIONS OF... Exceptions and Exemptions Appendix to Subpart A—Text of Employee Notice “EMPLOYEE RIGHTS UNDER THE...

  16. Relations of Negative and Positive Work Experiences to Employee Alcohol Use: Testing the Intervening Role of Negative and Positive Work Rumination

    PubMed Central

    Frone, Michael R.

    2014-01-01

    This study tested a model linking work experiences to employee alcohol use. The model extended past research in three ways. First, it incorporated both negative and positive work experiences. Second, it incorporated a previously unexplored cognitive intervening process involving negative and positive work rumination. Third, it incorporated several important dimensions of alcohol use (heavy use, workday use, and after work use). Data were collected from a national probability sample of 2,831 U.S. workers. Structural equation modeling revealed that the conceptual model provided an excellent fit to the data. Negative work experiences were positively related to negative work rumination, which was positively related to heavy alcohol use, workday alcohol use, and after work alcohol use. Positive work experiences were positively related to positive work rumination, which was negatively related to heavy alcohol use and after work alcohol use, but was unrelated to workday alcohol use. The study also provided initial support for the psychometric properties and construct validity of the Negative and Positive Work Rumination Scale (NAPWRS). PMID:25528689

  17. Prevalence of metabolic syndrome and related factors in bank employees according to different defining criteria, Vitória/ES, Brazil

    PubMed Central

    Salaroli, Luciane Bresciani; Saliba, Renata Aubin Dias; Zandonade, Eliana; Molina, Maria del Carmen Bisi; Bissoli, Nazaré Souza

    2013-01-01

    OBJECTIVE: To determine the prevalence of metabolic syndrome and related factors in bank employees in the city of Vitoria/ES, Brazil. METHODS: This was a cross-sectional study that included 521 working men and women ≥20 years of age. Sociodemographic, lifestyle, anthropometric, biochemical, and hemodynamic characteristics were collected. Metabolic syndrome was diagnosed using the criteria of the National Cholesterol Education Program-ATPIII and the International Diabetes Federation. A logistic regression model was used to calculate the crude and adjusted OR of the variables, and the statistical level of significance was set at 5.0%. RESULTS: We identified 86 (17.2%) and 113 (22.6%) subjects with metabolic syndrome according to the criteria of the National Cholesterol Education Program-ATPIII and the International Diabetes Federation, respectively. The risk of developing metabolic syndrome was higher in individuals with a high school education (OR 2.6 [CI95%, 1.1-6.1]). In overweight and obese subjects, the risks were also higher (OR 12.6 [CI95%, 4.8-33.2, p = 0.000] and OR 43.7% [CI95%, 16.1-118.9, p = 0.000], respectively). CONCLUSION: A large number of bank employees have metabolic syndrome, which can be associated with an increased risk of developing cardiovascular disease. Individuals who had college degrees had a higher prevalence of metabolic syndrome; this finding can be explained by the high rates of overweight and obesity found in subjects with college and graduate school educations. PMID:23420160

  18. Are You Interested? A Meta-Analysis of Relations between Vocational Interests and Employee Performance and Turnover

    ERIC Educational Resources Information Center

    Van Iddekinge, Chad H.; Roth, Philip L.; Putka, Dan J.; Lanivich, Stephen E.

    2011-01-01

    A common belief among researchers is that vocational interests have limited value for personnel selection. However, no comprehensive quantitative summaries of interests validity research have been conducted to substantiate claims for or against the use of interests. To help address this gap, we conducted a meta-analysis of relations between…

  19. 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... under the Tax Reform Act of 1984; certain limits on amounts deductible (temporary). Q-1: How does the amendment of section 404(b) by the Tax Reform Act of 1984 affect the deduction of employee benefits...

  20. 26 CFR 54.4978-1T - Questions and answers relating to the tax on certain dispositions by employee stock ownership...

    Code of Federal Regulations, 2010 CFR

    2010-04-01

    ... securities during the 3-year period after the date on which any qualified securities were acquired in the... that is allocable to qualified securities acquired within the 3-year period prior to the date of... of the employee after the employee has attained 591/2 years of age; (3) The disability of...

  1. Employee Wellness Program in a small rural industry: employee evaluation.

    PubMed

    Carter, Melondie; Gaskins, Susan; Shaw, Lynda

    2005-06-01

    The primary purpose of this study was to determine employees' perceptions of a wellness program resulting from collaboration between a small rural industry and a College of Nursing. Focus group methods were used to elicit evaluative data from 27 employees. A semi-structured interview guide of open-ended questions was used to elicit information. The employees readily identified the screenings and information they had received related to hypertension, blood sugar, and cholesterol to be helpful. Health behavior changes the employees identified based on the health promotion activities and screenings included diet changes, different food preparations, and exercise. The screenings were found to be beneficial because they helped them to understand the significance of the results and how they could alter them with health behaviors. The repeated screenings provided an opportunity for them to see how health behavior changes had affected their results.

  2. Prevalence and risk factors associated with nonspecific building-related symptoms in office employees in Japan: relationships between work environment, Indoor Air Quality, and occupational stress.

    PubMed

    Azuma, K; Ikeda, K; Kagi, N; Yanagi, U; Osawa, H

    2015-10-01

    A nationwide cross-sectional study of 3335 employees was conducted in 320 offices in Japan to estimate the prevalence of building-related symptoms (BRSs) and determine the risk factors related to work environment, Indoor Air Quality, and occupational stress. Data were collected through self-administered questionnaires. The prevalences of general symptoms, eye irritation, and upper respiratory symptoms were 14.4%, 12.1%, and 8.9%, respectively. Multiple logistic regression analyses revealed that eye irritation was significantly associated with carpeting [odds ratio (OR), 1.73; 95% confidence interval (CI), 1.24-2.41], coldness perception (OR, 1.28; 95% CI, 1.13-1.45), and air dryness perception (OR, 1.61; 95% CI, 1.42-1.82). General symptoms were significantly associated with unpleasant odors (OR, 1.37; 95% CI, 1.13-1.65), amount of work (OR, 1.24; 95% CI, 1.06-1.45), and interpersonal conflicts (OR, 1.44; 95% CI, 1.23-1.69). Upper respiratory symptoms were significantly associated with crowded workspaces (OR, 1.36; 95% CI, 1.13-1.63), air dryness perception (OR, 2.07; 95% CI, 1.79-2.38), and reported dustiness on the floor (OR, 1.39; 95% CI, 1.16-1.67). Although psychosocial support is important to reduce and control BRSs, maintaining appropriate air-conditioning and a clean and uncrowded workspace is of equal importance. PMID:25244340

  3. Prevalence and risk factors associated with nonspecific building-related symptoms in office employees in Japan: relationships between work environment, Indoor Air Quality, and occupational stress.

    PubMed

    Azuma, K; Ikeda, K; Kagi, N; Yanagi, U; Osawa, H

    2015-10-01

    A nationwide cross-sectional study of 3335 employees was conducted in 320 offices in Japan to estimate the prevalence of building-related symptoms (BRSs) and determine the risk factors related to work environment, Indoor Air Quality, and occupational stress. Data were collected through self-administered questionnaires. The prevalences of general symptoms, eye irritation, and upper respiratory symptoms were 14.4%, 12.1%, and 8.9%, respectively. Multiple logistic regression analyses revealed that eye irritation was significantly associated with carpeting [odds ratio (OR), 1.73; 95% confidence interval (CI), 1.24-2.41], coldness perception (OR, 1.28; 95% CI, 1.13-1.45), and air dryness perception (OR, 1.61; 95% CI, 1.42-1.82). General symptoms were significantly associated with unpleasant odors (OR, 1.37; 95% CI, 1.13-1.65), amount of work (OR, 1.24; 95% CI, 1.06-1.45), and interpersonal conflicts (OR, 1.44; 95% CI, 1.23-1.69). Upper respiratory symptoms were significantly associated with crowded workspaces (OR, 1.36; 95% CI, 1.13-1.63), air dryness perception (OR, 2.07; 95% CI, 1.79-2.38), and reported dustiness on the floor (OR, 1.39; 95% CI, 1.16-1.67). Although psychosocial support is important to reduce and control BRSs, maintaining appropriate air-conditioning and a clean and uncrowded workspace is of equal importance.

  4. The Department of Energy`s Rocky Flats Plant: A guide to record series useful for health-related research. Volume VII. Employee occupational exposure and health

    SciTech Connect

    1995-08-01

    This is the seventh in a series of seven volumes which constitute a guide to records of the Rocky Flats Plant useful for conducting health-related research. The primary purpose of Volume VII is to describe record series pertaining to employee occupational exposure and health at the Department of Energy`s (DOE) Rocky Flats Plant, now named the Rocky Flats Environmental Technology Site, near Denver, Colorado. History Associates Incorporated (HAI) prepared this guide as part of its work as the support services contractor for DOE`s Epidemiologic Records Inventory Project. This introduction briefly describes the Epidemiologic Records Inventory Project and HAI`s role in the project, provides a history of occupational exposure monitoring and health practices at Rocky Flats, and identifies organizations contributing to occupational exposure monitoring and health policies and activities. Other topics include the scope and arrangement of the guide and the organization to contact for access to these records. Comprehensive introductory and background information is available in Volume 1. Other volumes in the guide pertain to administrative and general subjects, facilities and equipment, production and materials handling, environmental and workplace monitoring, and waste management. In addition, HAI has produced a subject-specific guide, titled The September 1957 Rocky Flats Fire: A Guide to Record Series of the Department of Energy and Its Contractors, which researchers should consult for further information about records related to this incident.

  5. 49 CFR 225.12 - Rail Equipment Accident/Incident Reports alleging employee human factor as cause; Employee Human...

    Code of Federal Regulations, 2010 CFR

    2010-10-01

    ... 49 Transportation 4 2010-10-01 2010-10-01 false Rail Equipment Accident/Incident Reports alleging employee human factor as cause; Employee Human Factor Attachment; notice to employee; employee supplement. 225.12 Section 225.12 Transportation Other Regulations Relating to Transportation (Continued) FEDERAL RAILROAD ADMINISTRATION, DEPARTMENT...

  6. Estimated risk of death among employees in agriculture and agriculture-related industries in Georgia, 1985-1994.

    PubMed

    Tedders, Stuart H; Jobin, Tracy L; Vogel, Robert L; Dever, G E A

    2003-01-01

    Farming has an enormous impact on the economy of Georgia, with as many as one in six Georgians working in agriculture. The purpose of this study was to compare the risk of death of white and black farmers to non-farmers in Georgia. Mortality data stratified by age and aggregated by race were retrieved from the Georgia Office of Vital Statistics for the years 1985-1994. The classification system used to code occupation on the death certificate was W473-489, which includes farmers and most all other agricultural occupations. For each cause of death, the Breslow-Day Test was used to determine homogeneity of risk across all age strata (alpha=0.05). A common odds ratio (OR) and 95% confidence intervals were calculated for all homogeneous causes of death using the Mantel-Haenzel procedure. Among white farmers, the risk of death was significantly high for tuberculosis [OR=1.64 (1.01, 2.65)], fires [OR=1.60 (1.15, 2.22)], and accidental drowning [OR=1.52 (1.01, 2.28)]. The leading causes of death among black farmers were accidental drowning [OR=1.53 (1.03, 2.26)], cerebrovascular disease [OR=1.27 (1.18, 1.38)], and ischemic heart disease [OR=1.21 (1.14, 1.29)]. Causes of death reported to be significantly low were also investigated. The findings of this study are varied, but trends related to risk of death appear to be similar to observed national trends.

  7. Final rules relating to use of electronic communication and recordkeeping technologies by employee pension and welfare benefit plans. Notice of final rulemaking.

    PubMed

    2002-04-01

    This document contains final rules under Title I of the Employee Retirement Income Security Act of 1974, as amended (ERISA), concerning the disclosure of certain employee benefit plan information through electronic media, and the maintenance and retention of employee benefit plan records in electronic form. The rules establish a safe harbor pursuant to which all pension and welfare benefit plans covered by Title I of ERISA may use electronic media to satisfy disclosure obligations under Title I of ERISA. The rules also provide standards concerning the use of electronic media in the maintenance and retention of records required by sections 107 and 209 of ERISA. The rules affect employee pension and welfare benefit plans, including group health plans, plan sponsors, administrators and fiduciaries, and plan participants and beneficiaries.

  8. Let Your People Know: Good Employee Communication Means Good PR.

    ERIC Educational Resources Information Center

    Newfarmer, Terry D.

    1981-01-01

    The goal of campus employee communications, to create an informed workforce that understands overall function of their organization, is described and related to institutional public relations. Media for informing employees in addition to newsletters and magazines are identified. (MLW)

  9. Psychosocial variables related to the adoption of video relay services among deaf or hard-of-hearing employees at the Texas School for the Deaf.

    PubMed

    Saladin, Shawn P; Hansmann, Sandra E

    2008-01-01

    Assistive technology (AT) can help individuals with disabilities address a range of barriers and increase community and work participation, yet many devices are abandoned soon after acquisition. Video Relay Service (VRS) is a new communication technology available to people who are deaf or hard of hearing, but little is known about VRS adoption and use by intended consumers. Previous research suggests that psychosocial factors may have significant impact on adoption and use of AT, thus a nonexperimental research design was used to investigate the impact of psychosocial and demographic variables on adoption of VRS by deaf or hard-of-hearing adults. Participating employees of the Texas School for the Deaf completed a demographic based on Rogers's characteristics of adopters of innovations, along with the Psychosocial Impact of Assistive Device Scale (PIADS), a 26-item self-report of psychosocial factors related to independence, well-being, and quality of life. Multiple Discriminant Analysis indicated that variables of Competence, Adaptability, and Self-Esteem were predictive of VRS adoption. Of demographic variables, only Training was highly correlated to Competence and Adaptability. Possible limitations include novelty effect and transferability. Recommendations for future research are included.

  10. Psychosocial variables related to the adoption of video relay services among deaf or hard-of-hearing employees at the Texas School for the Deaf.

    PubMed

    Saladin, Shawn P; Hansmann, Sandra E

    2008-01-01

    Assistive technology (AT) can help individuals with disabilities address a range of barriers and increase community and work participation, yet many devices are abandoned soon after acquisition. Video Relay Service (VRS) is a new communication technology available to people who are deaf or hard of hearing, but little is known about VRS adoption and use by intended consumers. Previous research suggests that psychosocial factors may have significant impact on adoption and use of AT, thus a nonexperimental research design was used to investigate the impact of psychosocial and demographic variables on adoption of VRS by deaf or hard-of-hearing adults. Participating employees of the Texas School for the Deaf completed a demographic based on Rogers's characteristics of adopters of innovations, along with the Psychosocial Impact of Assistive Device Scale (PIADS), a 26-item self-report of psychosocial factors related to independence, well-being, and quality of life. Multiple Discriminant Analysis indicated that variables of Competence, Adaptability, and Self-Esteem were predictive of VRS adoption. Of demographic variables, only Training was highly correlated to Competence and Adaptability. Possible limitations include novelty effect and transferability. Recommendations for future research are included. PMID:18751578

  11. 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

  12. Comparison of Work-related Symptoms and Visual Contrast Sensitivity between Employees at a Severely Water-damaged School and a School without Significant Water Damage

    EPA Science Inventory

    NIOSH received a request for a health hazard evaluation at a water-damaged school in New Orleans, Louisiana. Employees submitted the request because of concerns about exposure to mold in their school building. We administered a work history and health symptom questionnaire. We al...

  13. 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

    ... certain cases where qualified securities are sold to a qualifying employee stock ownership plan or worker... is satisfied: (1) The employer securities were issued by a domestic corporation; (2) for at least one year before and immediately after the sale, the domestic corporation that issued the...

  14. 22 CFR 12.2 - Claimants denied access to employees.

    Code of Federal Regulations, 2010 CFR

    2010-04-01

    ... 22 Foreign Relations 1 2010-04-01 2010-04-01 false Claimants denied access to employees. 12.2 Section 12.2 Foreign Relations DEPARTMENT OF STATE PERSONNEL COMPLAINTS AGAINST EMPLOYEES BY ALLEGED... during the hours set apart for the transaction of public business or while the employees concerned are...

  15. 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...

  16. 38 CFR 17.507 - Employee responsibilities.

    Code of Federal Regulations, 2010 CFR

    2010-07-01

    ... Confidentiality of Healthcare Quality Assurance Review Records § 17.507 Employee responsibilities. (a) All VA employees and other individuals who have access to records designated as confidential and privileged under... actions relating to quality assurance in a confidential manner. (b) All individuals who have had access...

  17. 38 CFR 17.507 - Employee responsibilities.

    Code of Federal Regulations, 2014 CFR

    2014-07-01

    ... Confidentiality of Healthcare Quality Assurance Review Records § 17.507 Employee responsibilities. (a) All VA employees and other individuals who have access to records designated as confidential and privileged under... actions relating to quality assurance in a confidential manner. (b) All individuals who have had access...

  18. 38 CFR 17.507 - Employee responsibilities.

    Code of Federal Regulations, 2011 CFR

    2011-07-01

    ... Confidentiality of Healthcare Quality Assurance Review Records § 17.507 Employee responsibilities. (a) All VA employees and other individuals who have access to records designated as confidential and privileged under... actions relating to quality assurance in a confidential manner. (b) All individuals who have had access...

  19. 38 CFR 17.507 - Employee responsibilities.

    Code of Federal Regulations, 2012 CFR

    2012-07-01

    ... Confidentiality of Healthcare Quality Assurance Review Records § 17.507 Employee responsibilities. (a) All VA employees and other individuals who have access to records designated as confidential and privileged under... actions relating to quality assurance in a confidential manner. (b) All individuals who have had access...

  20. 38 CFR 17.507 - Employee responsibilities.

    Code of Federal Regulations, 2013 CFR

    2013-07-01

    ... Confidentiality of Healthcare Quality Assurance Review Records § 17.507 Employee responsibilities. (a) All VA employees and other individuals who have access to records designated as confidential and privileged under... actions relating to quality assurance in a confidential manner. (b) All individuals who have had access...

  1. Generation X and the Public Employee.

    ERIC Educational Resources Information Center

    Jurkiewicz, Carole L.

    2000-01-01

    A cross-sectional study reported the work-related differences and similarities of 241 Generation X and Baby Boomer employees in the public sector. A more homogeneous pattern of what employees want across age cohorts emerges, contrary to the literature on generational differences. Three significant areas of difference focused on issues of personal…

  2. 29 CFR 1472.640 - Employee.

    Code of Federal Regulations, 2011 CFR

    2011-07-01

    ... 29 Labor 4 2011-07-01 2011-07-01 false Employee. 1472.640 Section 1472.640 Labor Regulations Relating to Labor (Continued) FEDERAL MEDIATION AND CONCILIATION SERVICE GOVERNMENTWIDE REQUIREMENTS FOR... employee of a recipient directly engaged in the performance of work under the award, including— (1)...

  3. 45 CFR 630.640 - Employee.

    Code of Federal Regulations, 2013 CFR

    2013-10-01

    ... Regulations Relating to Public Welfare (Continued) NATIONAL SCIENCE FOUNDATION GOVERNMENTWIDE REQUIREMENTS FOR DRUG-FREE WORKPLACE (FINANCIAL ASSISTANCE) Definitions § 630.640 Employee. (a) Employee means the... the recipient's payroll. (b) This definition does not include workers not on the payroll of...

  4. 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…

  5. 45 CFR 630.640 - Employee.

    Code of Federal Regulations, 2010 CFR

    2010-10-01

    ... Regulations Relating to Public Welfare (Continued) NATIONAL SCIENCE FOUNDATION GOVERNMENTWIDE REQUIREMENTS FOR DRUG-FREE WORKPLACE (FINANCIAL ASSISTANCE) Definitions § 630.640 Employee. (a) Employee means the... the recipient's payroll. (b) This definition does not include workers not on the payroll of...

  6. Employee Development in Student Affairs.

    ERIC Educational Resources Information Center

    Jones, Susan Holtzer

    A survey was undertaken of staff in Student Affairs of the University of California at Davis in December 1979. Data gathered in that survey and relating to professional development activities of the staff are presented. The objective is to provide information on development opportunities for those employees, staff participation in them, and need…

  7. Applying Employee Involvement in Schools.

    ERIC Educational Resources Information Center

    Mohrman, Susan Albers; And Others

    1992-01-01

    The applicability of employee-involvement approaches to the management of schools is explored, describing three approaches (parallel-suggestion involvement, job involvement, and high involvement). Design issues (technology; organizational structure; leadership; organizational boundaries, customer definition, and relation to stakeholder; measures;…

  8. 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,…

  9. 29 CFR 1960.10 - Employee responsibilities and rights.

    Code of Federal Regulations, 2010 CFR

    2010-07-01

    ... 29 Labor 9 2010-07-01 2010-07-01 false Employee responsibilities and rights. 1960.10 Section 1960... PROGRAMS AND RELATED MATTERS Administration § 1960.10 Employee responsibilities and rights. (a) Each...) Employees shall have the right to report unsafe and unhealthful working conditions to appropriate...

  10. 5 CFR 293.403 - Contents of employee performance files.

    Code of Federal Regulations, 2010 CFR

    2010-01-01

    ... 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 2010-01-01 2010-01-01 false Contents of employee performance...

  11. 45 CFR 1608.4 - Prohibitions applicable to all employees.

    Code of Federal Regulations, 2010 CFR

    2010-10-01

    ... 45 Public Welfare 4 2010-10-01 2010-10-01 false Prohibitions applicable to all employees. 1608.4 Section 1608.4 Public Welfare Regulations Relating to Public Welfare (Continued) LEGAL SERVICES CORPORATION PROHIBITED POLITICAL ACTIVITIES § 1608.4 Prohibitions applicable to all employees. (a) No employee shall intentionally identify the...

  12. 29 CFR 779.113 - Warehouse and stock room employees.

    Code of Federal Regulations, 2010 CFR

    2010-07-01

    ... 29 Labor 3 2010-07-01 2010-07-01 false Warehouse and stock room employees. 779.113 Section 779.113 Labor Regulations Relating to Labor (Continued) WAGE AND HOUR DIVISION, DEPARTMENT OF LABOR STATEMENTS....113 Warehouse and stock room employees. Warehouse and stock room employees of retail businesses...

  13. The Use of Employee Tuition Benefits in the United States.

    ERIC Educational Resources Information Center

    Katzman, Marvin S.

    1986-01-01

    While many U.S. corporate employers take their employees' education seriously and offer tuition benefit programs, few employees use them, presumably because of lack of interest among older workers, poor employee self-image, lack of time or funds for related costs, red tape, and lack of counseling. (MSE)

  14. 29 CFR 1405.11 - Effect on employee benefits.

    Code of Federal Regulations, 2010 CFR

    2010-07-01

    ... 29 Labor 4 2010-07-01 2010-07-01 false Effect on employee benefits. 1405.11 Section 1405.11 Labor 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...

  15. 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…

  16. Why employees resist change in medical group practice acquisitions.

    PubMed

    Fabrizio, N

    1999-01-01

    Understanding employees' values and considerations is important in undergoing major organizational change. This research provides an insight of the business and financial aspects vs. the human relations aspects of acquiring a medical group practice. The five employees interviewed in this analysis provide insight as to the factors that employees consider in resisting change. Considering how employees feel through communicating will have a significant impact on efficiency, effectiveness and turnover. PMID:10351697

  17. Understanding and Motivating Today's Student Employees.

    ERIC Educational Resources Information Center

    Knofla, Tracy A.

    2001-01-01

    The first of a three-part series for college union and student activities managers and operators, provides information to managers about how to relate better to today's college student employees and make college unions more productive. (EV)

  18. Understanding Generation X employees.

    PubMed

    Kupperschmidt, B R

    1998-12-01

    Understanding Generation X employees--those born between 1961 and 1981--is essential if they are to be recruited into and retained in nursing and their potential maximized. The author discusses the times, characteristics, and work values and demands of Generation X. Armed with an enhanced understanding, nurse administrators are better prepared to maximize the potential of Generation X employees.

  19. Theme: Employee Ownership.

    ERIC Educational Resources Information Center

    Gordon, Michael E.; And Others

    1991-01-01

    Includes "Introduction" (Gordon); "Employee Ownership: Opportunities for Unions" (Blasi, Kruse); "Participation, Control, and Performance" (Rosen); Beyond the Contract: Taking on Ownership" (Mackin); "Worker Participation on Boards of Directors" (Hammer); and "Case Study of Employee Ownership and Governance in the Shipbuilding and Maritime…

  20. Cross-sectional study assessing HIV related knowledge, attitudes and behavior in Namibian public sector employees in capital and regional settings.

    PubMed

    Kiderlen, Til R; Conteh, Michael; Roll, Stephanie; Seeling, Stefanie; Weinmann, Stefan

    2013-01-01

    The study objective was to assess the current status of HIV knowledge, attitudes and behavior (KAB) among employees of Namibian ministries. As most HIV campaigning takes place in the capital of Windhoek, an additional aim was to compare Windhoek to four regions (Hardap, Erongo, Oshana, and Caprivi). Between January and March 2011 a cross-sectional survey was conducted in two Namibian ministries, with participants selected randomly from the workforce. Data collection was based on questionnaires. 832 participants were included in the study (51.6% male). Nearly 90% of participants reported to have been tested for HIV before. Knowledge about HIV transmission ranged from 67% to 95% of correct answers, with few differences between the capital and regions. However, a knowledge gap regarding HIV transmission and prevention was seen. In particular, we found significantly lower knowledge regarding transmission from mother-to-child during pregnancy and higher rate of belief in a supernatural role in HIV transmission. In addition, despite many years of HIV prevention activities, a substantial proportion of employees had well-known HIV risk factors including multiple concurrent partnership rates (21%), intergenerational sex (19%), and lower testing rates for men (82% compared to women with 91%). PMID:24073273

  1. Employee Assistance Program Issues

    NASA Technical Reports Server (NTRS)

    Gettleman, Alan G.; McGuire, William

    1999-01-01

    Employee Assistance Program (EAP) officers, as well as personnel in other disciplines from eight NASA Centers, attended this breakout session. Ms. Brenda Blair, MA, CEAP, a guest speaker at the conference, also attended as a consultant. Representatives from the NASA Centers introduced themselves and spoke briefly about their programs. In a discussion related to the conference theme on benchmarking, quality control issues within the EAP community and adequate documentation of cases were addressed. Disposition and provision for quality assurance checks for EAP providers in single person offices were also discussed. Ms. Blair presented methods for consulting with other NASA personnel in single person EAP offices as a quality control measure. EAP intervention in critical incidents was discussed. The question of whether EAP assistance is an asset or a potential liability in those situations was addressed. Suggestions were made of topics for future EAP video-teleconference topics. A program on EAP ethics was planned for a September video teleconference. Each person was asked to provide intake forms they use to Mr. Gettleman or Ms. Blair. Ms. Blair said she would review the forms to ensure that adequate notification is provided to the client for confidentiality. She would also review them to ensure they have adequate limits of confidentiality--a topic for future video teleconferencing. Mr. Gettleman described the NASA initiative to reduce stresses in the workplace, and the activities of an ad-hoc EAP group that will make recommendations to NASA senior management. Alternative training methods were discussed for reaching target audiences such as employees at risk, supervisors, and others. Pfc. David A. Pendleton, Victim Assistance Coordinator, U.S. Capitol Police. U.S. House of Representatives made a special presentation. Pfc. Pendleton was on duty during the tragic shooting of two Federal guards at the U.S. Capitol. He related the events immediately after the incident. He

  2. Hiring the right employees.

    PubMed

    Reigle, Dale A

    2014-01-01

    Current employees provide the best examples of the type of aptitude, attitude, motivation, and fit we are looking for, or not looking for, in new employees. All four of these attributes are present in star employees. Using what we know about our best and worst employees can assist us in developing questions and scoring templates that will help us categorize current applicants. Hiring managers should formulate questions in a way that elicits informative responses from candidates about past performance in situations similar to those they will face on the job. Nonverbal clues can help provide insight beyond the simple verbal answer given by candidates. Practice, critique, and critical review of the outcomes of our hiring decisions improve our ability to become good hiring managers. PMID:25807621

  3. Employees with Cerebral Palsy

    MedlinePlus

    ... Resources Home | Accommodation and Compliance Series: Employees with Cerebral Palsy (CP) By Eddie Whidden, MA Preface Introduction Information About ... SOAR) at http://AskJAN.org/soar. Information about Cerebral Palsy (CP) What is CP? Cerebral palsy is a ...

  4. 49 CFR 805.735-5 - Receipt of gifts, entertainment, and favors by Members or employees.

    Code of Federal Regulations, 2010 CFR

    2010-10-01

    ... Member or employee in a superior official position. (d) A Member or an employee in a superior official... Members or employees. 805.735-5 Section 805.735-5 Transportation Other Regulations Relating to... Receipt of gifts, entertainment, and favors by Members or employees. (a) Except as provided in...

  5. The new employee: proper orientation and training go a long way toward job success.

    PubMed

    Ehrhardt, P

    1999-01-01

    Considerable money is spent to advertise, interview, and hire a new employee. Considerable amounts of time and energy should be used to train, orient, and encourage this employee. The longevity of employees in their jobs is often directly related to the nurturing of the employee through continuing education.

  6. 31 CFR 10.25 - Practice by former government employees, their partners and their associates.

    Code of Federal Regulations, 2011 CFR

    2011-07-01

    ... Relating to Practice Before the Internal Revenue Service § 10.25 Practice by former government employees... indirectly. (2) Government employee is an officer or employee of the United States or any agency of the United States, including a special Government employee as defined in 18 U.S.C. 202(a), or of the...

  7. Basic Program Elements for Federal employee Occupational Safety and Health Programs and related matters; Subpart I for Recordkeeping and Reporting Requirements. Final rule.

    PubMed

    2013-08-01

    OSHA is issuing a final rule amending the Basic Program Elements to require Federal agencies to submit their occupational injury and illness recordkeeping information to the Bureau of Labor Statistics (BLS) and OSHA on an annual basis. The information, which is already required to be created and maintained by Federal agencies, will be used by BLS to aggregate injury and illness information throughout the Federal government. OSHA will use the information to identify Federal establishments with high incidence rates for targeted inspection, and assist in determining the most effective safety and health training for Federal employees. The final rule also interprets several existing basic program elements in our regulations to clarify requirements applicable to Federal agencies, amends the date when Federal agencies must submit to the Secretary of Labor their annual report on occupational safety and health programs, amends the date when the Secretary of Labor must submit to the President the annual report on Federal agency safety and health, and clarifies that Federal agencies must include uncompensated volunteers when reporting and recording occupational injuries and illnesses.

  8. Cause specific mortality among employees engaged in the manufacture, formulation, or packaging of 2,4-dichlorophenoxyacetic acid and related salts.

    PubMed Central

    Bond, G G; Wetterstroem, N H; Roush, G J; McLaren, E A; Lipps, T E; Cook, R R

    1988-01-01

    Mortality is reported to the end of 1982 for 878 chemical workers potentially exposed to 2,4-dichlorophenoxyacetic acid (2,4-D) at any time between 1945 and 1983. Observed mortality was compared with expected levels based on adjusted rates for United States white men and for other male employees from this manufacturing location who were not exposed to 2,4-D. Because of a recently reported increased incidence of astrocytomas in male rats fed the highest dose level of 2,4-D, special attention was given to deaths from brain neoplasms in the cohort. None was observed. The absence of an increased risk of brain cancer in people exposed to 2,4-D is supported by studies of other exposed populations and those studies are briefly reviewed. Moreover, in the present study, analyses by production area, duration of exposure, and cumulative dose showed no patterns suggestive of a causal association between 2,4-D exposure and any other particular cause of death. PMID:3342201

  9. Cause specific mortality among employees engaged in the manufacture, formulation, or packaging of 2,4-dichlorophenoxyacetic acid and related salts.

    PubMed

    Bond, G G; Wetterstroem, N H; Roush, G J; McLaren, E A; Lipps, T E; Cook, R R

    1988-02-01

    Mortality is reported to the end of 1982 for 878 chemical workers potentially exposed to 2,4-dichlorophenoxyacetic acid (2,4-D) at any time between 1945 and 1983. Observed mortality was compared with expected levels based on adjusted rates for United States white men and for other male employees from this manufacturing location who were not exposed to 2,4-D. Because of a recently reported increased incidence of astrocytomas in male rats fed the highest dose level of 2,4-D, special attention was given to deaths from brain neoplasms in the cohort. None was observed. The absence of an increased risk of brain cancer in people exposed to 2,4-D is supported by studies of other exposed populations and those studies are briefly reviewed. Moreover, in the present study, analyses by production area, duration of exposure, and cumulative dose showed no patterns suggestive of a causal association between 2,4-D exposure and any other particular cause of death.

  10. Do positive relations with patients play a protective role for healthcare employees? Effects of patients' gratitude and support on nurses' burnout

    PubMed Central

    Converso, Daniela; Loera, Barbara; Viotti, Sara; Martini, Mara

    2015-01-01

    Background: A growing number of studies reveal that there are significant associations between a patient's perception of quality of care and a health professional's perceived quality of work life. Previous studies focused on the patients or on the workers. Alternatively, they center the discussion on either the negative or the positive effects, both on patients and care workers. This research work focuses on the positive relationship with patients—a possible resource for care workers. Method: Study 1: A CFA was conducted to test the factorial structure and the tenure of the Italian version for patients of the Customer-initiated Support scale. Study 2: Using a multi-group path analysis, the effects of work characteristics and of the relationship with patients on burnout were tested in two different contexts: emergency and oncology ward. Results: Study 1: The one-factor instrument shows good reliability, convergent, and divergent validity. Study 2: for oncology nurses cognitive demands, job autonomy, and support from patients have direct effects on emotional exhaustion and job autonomy; interactions between cognitive demands and patients' support have an effect on depersonalization. For emergency nurses cognitive demands and interactions between job autonomy and support from patients have effects on emotional exhaustion; job autonomy, patients support and gratitude have direct effects on personal accomplishment. Conclusions: Results confirm expectations about the role of patients' support and gratitude in reducing nurses' burnout, with differences in the two contexts: emergency nurses show higher burnout and lower perception of positive relationship with patients, but present more intense protective effects of the interaction between job autonomy and support/gratitude. Suggestions can be offered to managers in developing interventions to promote “healthy organization” culture that consider jointly employees and patients' needs. PMID:25954227

  11. Enhancing Employee Skills.

    ERIC Educational Resources Information Center

    1999

    This document contains four symposium papers on enhancing employee skills. "The Effect of Study Skills Training Intervention on United States Air Force Aeromedical Apprentices" (John C. Griffith) demonstrates how study skills intervention resulted in a significant increase in the end-of-course scores of a sample of 90 randomly selected Air Force…

  12. Assessing Employee Skills.

    ERIC Educational Resources Information Center

    1997

    This document contains four papers from a symposium on assessing employee skills. "Bridging the Training Gap: Identifying Work Place Transferable Skills Needs in Manufacturing Organizations in East Central Minnesota" (K. Peter Kuchinke, James M. Brown, Howie Anderson, Joe Hobson) reports a study of a workplace education program in rural Minnesota…

  13. Managing Employee Assistance Programmes.

    ERIC Educational Resources Information Center

    Schmidenberg, Olive C.; Cordery, John L.

    1990-01-01

    Interviews with 20 branch managers and 20 accountants in an Australian bank determined factors influencing the success of an employee assistance program (EAP). It was found that policies requiring supervisors to act against normal managerial practice doom EAPs to failure. Organizational analysis to integrate the EAP within existing organizational…

  14. Employee Communication: A Bibliography.

    ERIC Educational Resources Information Center

    Balachandran, Sarojini

    This partially annotated bibliography of several hundred items includes material published since 1965. Entries are listed alphabetically by author. The following subject headings were used in the literature search for this bibliography: communication in management, communication in personnel management, reports to employees, attitude surveys,…

  15. 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…

  16. The NOW Employee.

    ERIC Educational Resources Information Center

    Nadler, David

    The focus of this book is the relationship between the new generation of young people and the world of work. Basically the NOW (New Orientation to Work) employee views work as a means of self-actualization instead of merely a vehicle to economic security. The group under discussion is composed of those persons born between 1944 and 1951 who have…

  17. Coaching and counseling employees.

    PubMed

    Herakovic, J

    1992-01-01

    "To be effective, coaches need to exercise different forms of power," writes Dr. Herakovic in lesson two of his correspondence course on coaching and counseling employees. According to the professor, power has five forms: reward, coercive, legitimate, referent (charismatic) and expert power. He defines the five types of power and describes the uses and abuses of each type.

  18. Employee Perceptions of Quality Management: Effects of Employee Orientation Training

    ERIC Educational Resources Information Center

    Akdere, Mesut; Schmidt, Steven W.

    2008-01-01

    This empirical study examines employee perceptions of quality management at three different time periods. New employees at a large United States manufacturing organization were surveyed regarding their perceptions of their organization's quality management practices before they attended a new employee orientation training, immediately after the…

  19. Employee involvement: motivation or manipulation?

    PubMed

    McConnell, C R

    1998-03-01

    Employee involvement is subject to a great deal of verbal tribute; there is hardly a manager at work today who will not praise the value of employee input. However, many employee involvement efforts leave employees feeling more manipulated than motivated. This occurs because supervisors and managers, while expecting employees to change the way they work, are themselves either unwilling to change or remain unconscious of the need to change. The result is that, although employee input is regularly solicited in a number of forms, it is often discounted, ignored, or altered to fit the manager's preconceptions. Often the employee is left feeling manipulated. Since the opportunity for involvement can be a strong motivator, it becomes the manager's task to learn how to provide involvement opportunity in manipulative fashion. This can be accomplished by providing involvement opportunity accompanied by clear outcome expectations and allowing employees the freedom to pursue those outcomes in their own way.

  20. Employee guide to respiratory protection

    SciTech Connect

    Wright, E.M.

    1982-01-01

    This employee guide discusses use of respiratory protective equipment for particulates, gases, vapors, supplied air, and self-contained breathing apparatus. It also covers equipment selection medical factors, fitting criteria; care; and employee responsibilities. (PSB)

  1. 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.

  2. Does employee fitness decrease employee absenteeism and medical cost?

    PubMed

    White, P

    In recent years American have become increasingly interested in physical fitness and optimum health care. Health care is big business in the United States. American industry has lead the nation in a quest for wellness by establishing wellness programs for it's employees. This article will attempt to determine: 1) if employees on a fitness program facilitate cost containment for industry when compared to employees not participating in a fitness program; and 2) if employees on a fitness program experience reduced absenteeism due to health reasons and reduced medical costs compared to employees not participating in a fitness program.

  3. Managerial Responsibility for Employee Discipline.

    ERIC Educational Resources Information Center

    Hafner, Arthur W.; Kibble-Smith, Brian G.

    1988-01-01

    Discusses corrective action and employee discipline in library management, covering: (1) factors affecting the library manager's right to discipline; (2) employee orientation and training; (3) employee performance measurement; (4) corrective strategies; (5) termination as an option; (6) the importance of fairness; and (7) positive results of…

  4. Temporary Employees: A Permanent Boon?

    ERIC Educational Resources Information Center

    Simonetti, Jack L.; And Others

    1988-01-01

    Discusses the growing use of temporary employees by companies, including the reasons that temporary help is popular. Describes the types of people likely to become temporary employees and reports results from a survey of 144 members of the American Society for Personnel Administration regarding their organizations' use of temporary employees. (CH)

  5. Professional Employees Turn to Unions

    ERIC Educational Resources Information Center

    Chamot, Dennis

    1976-01-01

    White-collar and professional employees are increasingly turning to unions to combat their loss of independence as employees of large organizations. Managers should realize that they and professional employees have different viewpoints about job situations and that the current trend toward white-collar unionism is apt to continue. (JG)

  6. 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.

  7. 22 CFR 64.8 - Obligation of employee to advise agency.

    Code of Federal Regulations, 2010 CFR

    2010-04-01

    ... 22 Foreign Relations 1 2010-04-01 2010-04-01 false Obligation of employee to advise agency. 64.8 Section 64.8 Foreign Relations DEPARTMENT OF STATE PUBLIC DIPLOMACY AND EXCHANGES PARTICIPATION BY FEDERAL EMPLOYEES IN CULTURAL EXCHANGE PROGRAMS OF FOREIGN COUNTRIES § 64.8 Obligation of employee to advise...

  8. 22 CFR 64.8 - Obligation of employee to advise agency.

    Code of Federal Regulations, 2013 CFR

    2013-04-01

    ... 22 Foreign Relations 1 2013-04-01 2013-04-01 false Obligation of employee to advise agency. 64.8 Section 64.8 Foreign Relations DEPARTMENT OF STATE PUBLIC DIPLOMACY AND EXCHANGES PARTICIPATION BY FEDERAL EMPLOYEES IN CULTURAL EXCHANGE PROGRAMS OF FOREIGN COUNTRIES § 64.8 Obligation of employee to advise...

  9. 22 CFR 64.8 - Obligation of employee to advise agency.

    Code of Federal Regulations, 2014 CFR

    2014-04-01

    ... 22 Foreign Relations 1 2014-04-01 2014-04-01 false Obligation of employee to advise agency. 64.8 Section 64.8 Foreign Relations DEPARTMENT OF STATE PUBLIC DIPLOMACY AND EXCHANGES PARTICIPATION BY FEDERAL EMPLOYEES IN CULTURAL EXCHANGE PROGRAMS OF FOREIGN COUNTRIES § 64.8 Obligation of employee to advise...

  10. 22 CFR 64.8 - Obligation of employee to advise agency.

    Code of Federal Regulations, 2011 CFR

    2011-04-01

    ... 22 Foreign Relations 1 2011-04-01 2011-04-01 false Obligation of employee to advise agency. 64.8 Section 64.8 Foreign Relations DEPARTMENT OF STATE PUBLIC DIPLOMACY AND EXCHANGES PARTICIPATION BY FEDERAL EMPLOYEES IN CULTURAL EXCHANGE PROGRAMS OF FOREIGN COUNTRIES § 64.8 Obligation of employee to advise...

  11. 22 CFR 64.8 - Obligation of employee to advise agency.

    Code of Federal Regulations, 2012 CFR

    2012-04-01

    ... 22 Foreign Relations 1 2012-04-01 2012-04-01 false Obligation of employee to advise agency. 64.8 Section 64.8 Foreign Relations DEPARTMENT OF STATE PUBLIC DIPLOMACY AND EXCHANGES PARTICIPATION BY FEDERAL EMPLOYEES IN CULTURAL EXCHANGE PROGRAMS OF FOREIGN COUNTRIES § 64.8 Obligation of employee to advise...

  12. An Investigation of Employee Involvement Schemes and Governance Structures in Professional Employment.

    ERIC Educational Resources Information Center

    Douglas, Joel M.

    1995-01-01

    Employee Involvement Schemes (EIS) are modeled after Western European worker participation models. These are grounded in collaborative labor relations and encourage employees to participate in work place decision-making. If employees, as the term is defined in the National Labor Relations Act, take part in EIS decision-making processes, they may…

  13. 22 CFR 1203.735-206 - Economic and financial activities of employees abroad.

    Code of Federal Regulations, 2010 CFR

    2010-04-01

    ... 22 Foreign Relations 2 2010-04-01 2010-04-01 true Economic and financial activities of employees abroad. 1203.735-206 Section 1203.735-206 Foreign Relations UNITED STATES INTERNATIONAL DEVELOPMENT... Employees § 1203.735-206 Economic and financial activities of employees abroad. (a) Prohibitions in...

  14. 29 CFR 779.19 - Employer, employee, and employ.

    Code of Federal Regulations, 2014 CFR

    2014-07-01

    ... of oppressive child labor. The Act provides its own definitions of “employer,” “employee”, and... relation to an employee but shall not include the United States or any State or political subdivision of a State (except with respect to employees of a State or a political subdivision thereof, employed (a) in...

  15. 29 CFR 779.19 - Employer, employee, and employ.

    Code of Federal Regulations, 2013 CFR

    2013-07-01

    ... of oppressive child labor. The Act provides its own definitions of “employer,” “employee”, and... relation to an employee but shall not include the United States or any State or political subdivision of a State (except with respect to employees of a State or a political subdivision thereof, employed (a) in...

  16. 29 CFR 779.19 - Employer, employee, and employ.

    Code of Federal Regulations, 2012 CFR

    2012-07-01

    ... of oppressive child labor. The Act provides its own definitions of “employer,” “employee”, and... relation to an employee but shall not include the United States or any State or political subdivision of a State (except with respect to employees of a State or a political subdivision thereof, employed (a) in...

  17. 22 CFR 41.25 - NATO representatives, officials, and employees.

    Code of Federal Regulations, 2014 CFR

    2014-04-01

    ... 22 Foreign Relations 1 2014-04-01 2014-04-01 false NATO representatives, officials, and employees... UNDER THE IMMIGRATION AND NATIONALITY ACT, AS AMENDED Foreign Government Officials § 41.25 NATO representatives, officials, and employees. (a) Classification. An alien shall be classified under the symbol...

  18. 22 CFR 41.25 - NATO representatives, officials, and employees.

    Code of Federal Regulations, 2013 CFR

    2013-04-01

    ... 22 Foreign Relations 1 2013-04-01 2013-04-01 false NATO representatives, officials, and employees... UNDER THE IMMIGRATION AND NATIONALITY ACT, AS AMENDED Foreign Government Officials § 41.25 NATO representatives, officials, and employees. (a) Classification. An alien shall be classified under the symbol...

  19. 22 CFR 41.25 - NATO representatives, officials, and employees.

    Code of Federal Regulations, 2012 CFR

    2012-04-01

    ... 22 Foreign Relations 1 2012-04-01 2012-04-01 false NATO representatives, officials, and employees... UNDER THE IMMIGRATION AND NATIONALITY ACT, AS AMENDED Foreign Government Officials § 41.25 NATO representatives, officials, and employees. (a) Classification. An alien shall be classified under the symbol...

  20. An Identification of Management Training Needs of Public Sector Employees.

    ERIC Educational Resources Information Center

    Spikes, W. Franklin

    A study examined the management needs of public sector employees in the city of St. Louis, Missouri. A total of 287 St. Louis city service managers and supervisors were asked to assess their need for training in areas related to 12 job dimensions. The average study respondent was a white male (47 years of age) who supervised 13 employees and who…

  1. 29 CFR 783.18 - Commerce activities of employees.

    Code of Federal Regulations, 2011 CFR

    2011-07-01

    ... Commerce activities of employees. Prior to the 1961 Amendments, the Fair Labor Standards Act applied to all... 29 Labor 3 2011-07-01 2011-07-01 false Commerce activities of employees. 783.18 Section 783.18... OF GENERAL POLICY OR INTERPRETATION NOT DIRECTLY RELATED TO REGULATIONS APPLICATION OF THE FAIR...

  2. 29 CFR 784.18 - Commerce activities of employees.

    Code of Federal Regulations, 2013 CFR

    2013-07-01

    ... Exemptions Provisions of the Act § 784.18 Commerce activities of employees. The Fair Labor Standards Act has... 29 Labor 3 2013-07-01 2013-07-01 false Commerce activities of employees. 784.18 Section 784.18... OF GENERAL POLICY OR INTERPRETATION NOT DIRECTLY RELATED TO REGULATIONS PROVISIONS OF THE FAIR...

  3. 29 CFR 784.18 - Commerce activities of employees.

    Code of Federal Regulations, 2010 CFR

    2010-07-01

    ... Exemptions Provisions of the Act § 784.18 Commerce activities of employees. The Fair Labor Standards Act has... 29 Labor 3 2010-07-01 2010-07-01 false Commerce activities of employees. 784.18 Section 784.18... OF GENERAL POLICY OR INTERPRETATION NOT DIRECTLY RELATED TO REGULATIONS PROVISIONS OF THE FAIR...

  4. 29 CFR 783.18 - Commerce activities of employees.

    Code of Federal Regulations, 2014 CFR

    2014-07-01

    ... Commerce activities of employees. Prior to the 1961 Amendments, the Fair Labor Standards Act applied to all... 29 Labor 3 2014-07-01 2014-07-01 false Commerce activities of employees. 783.18 Section 783.18... OF GENERAL POLICY OR INTERPRETATION NOT DIRECTLY RELATED TO REGULATIONS APPLICATION OF THE FAIR...

  5. 29 CFR 783.18 - Commerce activities of employees.

    Code of Federal Regulations, 2013 CFR

    2013-07-01

    ... Commerce activities of employees. Prior to the 1961 Amendments, the Fair Labor Standards Act applied to all... 29 Labor 3 2013-07-01 2013-07-01 false Commerce activities of employees. 783.18 Section 783.18... OF GENERAL POLICY OR INTERPRETATION NOT DIRECTLY RELATED TO REGULATIONS APPLICATION OF THE FAIR...

  6. 29 CFR 783.18 - Commerce activities of employees.

    Code of Federal Regulations, 2010 CFR

    2010-07-01

    ... Commerce activities of employees. Prior to the 1961 Amendments, the Fair Labor Standards Act applied to all... 29 Labor 3 2010-07-01 2010-07-01 false Commerce activities of employees. 783.18 Section 783.18... OF GENERAL POLICY OR INTERPRETATION NOT DIRECTLY RELATED TO REGULATIONS APPLICATION OF THE FAIR...

  7. 29 CFR 784.18 - Commerce activities of employees.

    Code of Federal Regulations, 2012 CFR

    2012-07-01

    ... Exemptions Provisions of the Act § 784.18 Commerce activities of employees. The Fair Labor Standards Act has... 29 Labor 3 2012-07-01 2012-07-01 false Commerce activities of employees. 784.18 Section 784.18... OF GENERAL POLICY OR INTERPRETATION NOT DIRECTLY RELATED TO REGULATIONS PROVISIONS OF THE FAIR...

  8. 29 CFR 784.18 - Commerce activities of employees.

    Code of Federal Regulations, 2011 CFR

    2011-07-01

    ... Exemptions Provisions of the Act § 784.18 Commerce activities of employees. The Fair Labor Standards Act has... 29 Labor 3 2011-07-01 2011-07-01 false Commerce activities of employees. 784.18 Section 784.18... OF GENERAL POLICY OR INTERPRETATION NOT DIRECTLY RELATED TO REGULATIONS PROVISIONS OF THE FAIR...

  9. 29 CFR 784.18 - Commerce activities of employees.

    Code of Federal Regulations, 2014 CFR

    2014-07-01

    ... Exemptions Provisions of the Act § 784.18 Commerce activities of employees. The Fair Labor Standards Act has... 29 Labor 3 2014-07-01 2014-07-01 false Commerce activities of employees. 784.18 Section 784.18... OF GENERAL POLICY OR INTERPRETATION NOT DIRECTLY RELATED TO REGULATIONS PROVISIONS OF THE FAIR...

  10. 29 CFR 783.18 - Commerce activities of employees.

    Code of Federal Regulations, 2012 CFR

    2012-07-01

    ... Commerce activities of employees. Prior to the 1961 Amendments, the Fair Labor Standards Act applied to all... 29 Labor 3 2012-07-01 2012-07-01 false Commerce activities of employees. 783.18 Section 783.18... OF GENERAL POLICY OR INTERPRETATION NOT DIRECTLY RELATED TO REGULATIONS APPLICATION OF THE FAIR...

  11. Perceptions of Older Adults: The Voices of Eldercare Employees

    ERIC Educational Resources Information Center

    Tailor, Megha; Zaturenskaya, Mariya; Iwamasa, Gayle Y.; Ferrari, Joseph R.

    2007-01-01

    Eldercare employees (73 women, 15 men) at rural and urban facilities in Australia responded to two open-ended questions related to perceptions of older adults. On average, employees assisted 62 adults per week, working at the facility for 19 years. Participants identified the following characteristics of an "independent older adult:" someone who…

  12. 4 CFR 7.8 - Services to employees.

    Code of Federal Regulations, 2010 CFR

    2010-01-01

    ... 4 Accounts 1 2010-01-01 2010-01-01 false Services to employees. 7.8 Section 7.8 Accounts GOVERNMENT ACCOUNTABILITY OFFICE PERSONNEL SYSTEM PERSONNEL RELATIONS AND SERVICES § 7.8 Services to... Management implementing regulations apply to Government Accountability Office employees....

  13. Employees' Perceptions of Employers' Response after Workplace Injury

    ERIC Educational Resources Information Center

    Patrick, Nancy S.

    2010-01-01

    The purpose of this study was to (a) explore the lived experiences of school district employees who have sustained on-the-job injuries with specific attention to employee perceptions of employer response after injury and (b) examine whether purposeful empathetic response from the employer after workplace injury was related to changes in employee…

  14. Work Adjustment of the Methadone-Maintained Corporate Employee

    ERIC Educational Resources Information Center

    Yankowitz, Robert; Randell, Joan

    1977-01-01

    The work adjustment of 26 methadone-maintained corporate employees was evaluated. Results indicated: (a) relative to their nonmethadone-maintained coworkers, the methadone-maintained employees had comparable job performance and superior punctuality and attendance; and (b) the methadone-maintained skilled laborers were satisfied with their…

  15. 29 CFR 825.214 - Employee right to reinstatement.

    Code of Federal Regulations, 2014 CFR

    2014-07-01

    ... Labor Regulations Relating to Labor (Continued) WAGE AND HOUR DIVISION, DEPARTMENT OF LABOR OTHER LAWS THE FAMILY AND MEDICAL LEAVE ACT OF 1993 Employee Leave Entitlements Under the Family and Medical Leave Act § 825.214 Employee right to reinstatement. General rule. On return from FMLA leave,...

  16. 29 CFR 825.214 - Employee right to reinstatement.

    Code of Federal Regulations, 2010 CFR

    2010-07-01

    ... Labor Regulations Relating to Labor (Continued) WAGE AND HOUR DIVISION, DEPARTMENT OF LABOR OTHER LAWS THE FAMILY AND MEDICAL LEAVE ACT OF 1993 Employee Leave Entitlements Under the Family and Medical Leave Act § 825.214 Employee right to reinstatement. General rule. On return from FMLA leave,...

  17. 29 CFR 825.217 - Key employee, general rule.

    Code of Federal Regulations, 2010 CFR

    2010-07-01

    ... Regulations Relating to Labor (Continued) WAGE AND HOUR DIVISION, DEPARTMENT OF LABOR OTHER LAWS THE FAMILY AND MEDICAL LEAVE ACT OF 1993 Employee Leave Entitlements Under the Family and Medical Leave Act § 825... highest paid 10 percent shall be made at the time the employee gives notice of the need......

  18. 29 CFR 825.214 - Employee right to reinstatement.

    Code of Federal Regulations, 2012 CFR

    2012-07-01

    ... Labor Regulations Relating to Labor (Continued) WAGE AND HOUR DIVISION, DEPARTMENT OF LABOR OTHER LAWS THE FAMILY AND MEDICAL LEAVE ACT OF 1993 Employee Leave Entitlements Under the Family and Medical Leave Act § 825.214 Employee right to reinstatement. General rule. On return from FMLA leave,...

  19. 29 CFR 825.217 - Key employee, general rule.

    Code of Federal Regulations, 2013 CFR

    2013-07-01

    ... Regulations Relating to Labor (Continued) WAGE AND HOUR DIVISION, DEPARTMENT OF LABOR OTHER LAWS THE FAMILY AND MEDICAL LEAVE ACT OF 1993 Employee Leave Entitlements Under the Family and Medical Leave Act § 825... percent shall be made at the time the employee gives notice of the need for leave.......

  20. 29 CFR 825.214 - Employee right to reinstatement.

    Code of Federal Regulations, 2013 CFR

    2013-07-01

    ... Labor Regulations Relating to Labor (Continued) WAGE AND HOUR DIVISION, DEPARTMENT OF LABOR OTHER LAWS THE FAMILY AND MEDICAL LEAVE ACT OF 1993 Employee Leave Entitlements Under the Family and Medical Leave Act § 825.214 Employee right to reinstatement. General rule. On return from FMLA leave,...

  1. 29 CFR 825.214 - Employee right to reinstatement.

    Code of Federal Regulations, 2011 CFR

    2011-07-01

    ... Labor Regulations Relating to Labor (Continued) WAGE AND HOUR DIVISION, DEPARTMENT OF LABOR OTHER LAWS THE FAMILY AND MEDICAL LEAVE ACT OF 1993 Employee Leave Entitlements Under the Family and Medical Leave Act § 825.214 Employee right to reinstatement. General rule. On return from FMLA leave,...

  2. 29 CFR 825.217 - Key employee, general rule.

    Code of Federal Regulations, 2011 CFR

    2011-07-01

    ... Regulations Relating to Labor (Continued) WAGE AND HOUR DIVISION, DEPARTMENT OF LABOR OTHER LAWS THE FAMILY AND MEDICAL LEAVE ACT OF 1993 Employee Leave Entitlements Under the Family and Medical Leave Act § 825... highest paid 10 percent shall be made at the time the employee gives notice of the need......

  3. 29 CFR 825.217 - Key employee, general rule.

    Code of Federal Regulations, 2012 CFR

    2012-07-01

    ... Regulations Relating to Labor (Continued) WAGE AND HOUR DIVISION, DEPARTMENT OF LABOR OTHER LAWS THE FAMILY AND MEDICAL LEAVE ACT OF 1993 Employee Leave Entitlements Under the Family and Medical Leave Act § 825... highest paid 10 percent shall be made at the time the employee gives notice of the need......

  4. 29 CFR 825.217 - Key employee, general rule.

    Code of Federal Regulations, 2014 CFR

    2014-07-01

    ... Regulations Relating to Labor (Continued) WAGE AND HOUR DIVISION, DEPARTMENT OF LABOR OTHER LAWS THE FAMILY AND MEDICAL LEAVE ACT OF 1993 Employee Leave Entitlements Under the Family and Medical Leave Act § 825... percent shall be made at the time the employee gives notice of the need for leave.......

  5. Public Employees: Facts at a Glance.

    ERIC Educational Resources Information Center

    American Federation of Labor and Congress of Industrial Organizations, Washington, DC. Public Employee Dept.

    Seventeen million people are employed in the delivery of government services in the United States, more than half of these in education, health care, and public safety. Others provide services related to defense, postal service, the environment, housing, and administration. Though 82 percent of public employees work for state and local government,…

  6. Update: New Rights for Pregnant Employees.

    ERIC Educational Resources Information Center

    Lines, Patricia M.

    1979-01-01

    The 1978 amendment to Title VII of the Civil Rights Act of 1964 provides that pregnant women may claim any disability and medical benefits extended to other employees for non-job-related disabilities. The author examines the legislation and prior court decisions, noting the distinction between pregnancy benefits and sex discrimination. (MF)

  7. 10 CFR 30.7 - Employee protection.

    Code of Federal Regulations, 2012 CFR

    2012-01-01

    ... 10 Energy 1 2012-01-01 2012-01-01 false Employee protection. 30.7 Section 30.7 Energy NUCLEAR... activities are established in section 211 of the Energy Reorganization Act of 1974, as amended, and in general are related to the administration or enforcement of a requirement imposed under the Atomic...

  8. 10 CFR 50.7 - Employee protection.

    Code of Federal Regulations, 2012 CFR

    2012-01-01

    ... 10 Energy 1 2012-01-01 2012-01-01 false Employee protection. 50.7 Section 50.7 Energy NUCLEAR... are established in section 211 of the Energy Reorganization Act of 1974, as amended, and in general are related to the administration or enforcement of a requirement imposed under the Atomic Energy...

  9. 10 CFR 40.7 - Employee protection.

    Code of Federal Regulations, 2012 CFR

    2012-01-01

    ... 10 Energy 1 2012-01-01 2012-01-01 false Employee protection. 40.7 Section 40.7 Energy NUCLEAR... of the Energy Reorganization Act of 1974, as amended, and in general are related to the administration or enforcement of a requirement imposed under the Atomic Energy Act or the Energy...

  10. Hearing loss in shipyard employees

    PubMed Central

    Alexopoulos, Evangelos C.; Tsouvaltzidou, Thomaella

    2015-01-01

    Background: Noise-induced hearing loss (NIHL) is one of the most prevalent occupational illnesses, with a higher incidence in the heavy industry. Objectives of the Study: The aim of this study is to investigate the prevalence of NIHL in Greece and explore its correlations with other job and individual-related factors. Materials and Methods: Questionnaires were administered, and audiograms were conducted to 757 employees of a shipyard company in Greece, both white- and blue-collar, during the period 2006–2009. A modification of the 1979' equation of the American Academy of Otolaryngology was used to calculate hearing loss. Statistical analysis was conducted by means of the SPSS v. 17. Results: A 27.1% of the employees were hearing handicap. Hearing loss was correlated with age, past medical history of ear disease (Meniere's disease, acoustic neuroma, otosclerosis) or injury, hyperlipidemia, job title and level of education. A few questions on subjective hearing ability and symptoms showed strong discriminatory power of hearing pathology. Conclusions: The results of this study emphasize the burden of disease in the shipyard industry, and the need for continuous monitoring, implementation of preventive measures and hearing conservation programs. PMID:26023266

  11. Design of the DISCovery project: tailored work-oriented interventions to improve employee health, well-being, and performance-related outcomes in hospital care

    PubMed Central

    2013-01-01

    Background It is well-known that health care workers in today’s general hospitals have to deal with high levels of job demands, which could have negative effects on their health, well-being, and job performance. A way to reduce job-related stress reactions and to optimize positive work-related outcomes is to raise the level of specific job resources and opportunities to recover from work. However, the question remains how to translate the optimization of the balance between job demands, job resources, and recovery opportunities into effective workplace interventions. The aim of the DISCovery project is to develop and implement tailored work-oriented interventions to improve health, well-being, and performance of health care personnel. Methods/Design A quasi-experimental field study with a non-equivalent control group pretest-posttest design will be conducted in a top general hospital. Four existing organizational departments will provide both an intervention and a comparison group. Two types of research methods are used: (1) a longitudinal web-based survey study, and (2) a longitudinal daily diary study. After base-line measures of both methods, existing and yet to be developed interventions will be implemented within the experimental groups. Follow-up measurements will be taken one and two years after the base-line measures to analyze short-term and long-term effects of the interventions. Additionally, a process evaluation and a cost-effectiveness analysis will be carried out. Discussion The DISCovery project fulfills a strong need for theory-driven and scientifically well-performed research on job stress and performance interventions. It will provide insight into (1) how a balance between job demands, job resources, and recovery from work can be optimized, (2) the short-term and long-term effects of tailored work-oriented effects, and (3) indicators for successful or unsuccessful implementation of interventions. PMID:23421647

  12. Employee recruitment: using behavioral assessments as an employee selection tool.

    PubMed

    Collins, Sandra K

    2007-01-01

    The labor shortage of skilled health care professionals continues to make employee recruitment and retention a challenge for health care managers. Greater accountability is being placed on health care managers to retain their employees. The urgency to retain health care professionals is largely an issue that should be considered during the initial recruitment of potential employees. Health care managers should analyze candidates rigorously to ensure that appropriate hiring decisions are made. Behavioral assessments can be used as a useful employee selection tool to assist managers in the appropriate placement and training of potential new employees. When administered appropriately, these tools can provide managers with a variety of useful information. This information can assist health care managers in demystifying the hiring process. Although there are varying organizational concerns to address when using behavioral assessments as an employee selection tool, the potential return on investment is worth the effort. PMID:17938588

  13. The role of partners and children for employees' psychological detachment from work and well-being.

    PubMed

    Hahn, Verena C; Dormann, Christian

    2013-01-01

    This study examined the role of partners and children for employees' psychological detachment from work during off-job time. Building on boundary theory, we hypothesized that not only employees' own work-home segmentation preference but also their partners' work-home segmentation preference is associated with employees' psychological detachment. In addition, partners' psychological detachment should influence employees' psychological detachment. We hypothesized that the presence of children in the household moderates partners' influence on employees' psychological detachment. Further, we expected both employees' and their partners' psychological detachment to contribute to employees' well-being. Participants were 114 dual-earner couples who responded to Web-based questionnaires. The hypotheses were tested with multilevel analyses, using the actor-partner interdependence model. Results confirmed our hypotheses. Employees' and their partners' work-home segmentation preferences were associated with employees' psychological detachment. The presence of children moderated the relation between partners' work-home segmentation preference and employees' psychological detachment. The relation was weaker when there were children in the household. Moreover, employees' and their partners' psychological detachment were positively associated. Again, the relation was weaker when there were children in the household. Finally, both employees' and their partners' psychological detachment contributed to employees' well-being.

  14. Competency Mapping of the Employees

    NASA Astrophysics Data System (ADS)

    Anisha, N.

    2012-10-01

    Human resource management is a process of bringing people and organizations together so that the goals of each other are met. Nowadays it is not possible to show a good financial or operating report unless your personnel relations are in order. Over the years, highly skilled and knowledge based jobs are increasing while low skilled jobs are decreasing. Competency Mapping is a process of identifying key competencies for an organization, the jobs and functions within it. Competency mapping, the buzz word in any industry is not complicated as it may appear. At the heart of any successful activity lies a competence or skill. In the recent years, various thought leaders in business strategy have emphasized the need to identify what competencies a business needs, in order to compete in a specific environment. In this article explains the why competencies needed and how is measured competency of employees in the organization.

  15. Fitness and employee productivity.

    PubMed

    Howard, J; Mikalachki, A

    1979-09-01

    What should management consider when deciding whether to sponsor a company fitness program? This article gives pragmatic answers to the business community as well as outlining critical avenues for future research for both academics and corporations. Understanding the nature of the commitment is a prerequisite for success. Whether the program should be short term and serve as a catalyst for future individual efforts, or a long-term commitment, is a question which must be considered. Decisions of this type are partially dependent on what criteria are used to evaluate success. As measurements of employee productivity are very subjective or non-existent, absenteeism and turnover are potential yardsticks. Details of employee programs must also address the issue of participation as well as the frequency, intensity and duration. Future research must separate the effect of the fitness improvement from the benfits derived from just being in a program. The measurement of productivity and the long-term effect of fitness programs, especially short-term programs, are also areas for future work.

  16. 29 CFR 215.3 - Employees represented by a labor organization.

    Code of Federal Regulations, 2012 CFR

    2012-07-01

    ... 29 Labor 2 2012-07-01 2012-07-01 false Employees represented by a labor organization. 215.3 Section 215.3 Labor Regulations Relating to Labor OFFICE OF LABOR-MANAGEMENT STANDARDS, DEPARTMENT OF LABOR GUIDELINES, SECTION 5333(b), FEDERAL TRANSIT LAW § 215.3 Employees represented by a labor organization. (a)(1) If affected employees are...

  17. 29 CFR 215.3 - Employees represented by a labor organization.

    Code of Federal Regulations, 2010 CFR

    2010-07-01

    ... 29 Labor 2 2010-07-01 2010-07-01 false Employees represented by a labor organization. 215.3 Section 215.3 Labor Regulations Relating to Labor OFFICE OF LABOR-MANAGEMENT STANDARDS, DEPARTMENT OF LABOR GUIDELINES, SECTION 5333(b), FEDERAL TRANSIT LAW § 215.3 Employees represented by a labor organization. (a)(1) If affected employees are...

  18. 29 CFR 215.3 - Employees represented by a labor organization.

    Code of Federal Regulations, 2014 CFR

    2014-07-01

    ... 29 Labor 2 2014-07-01 2014-07-01 false Employees represented by a labor organization. 215.3 Section 215.3 Labor Regulations Relating to Labor OFFICE OF LABOR-MANAGEMENT STANDARDS, DEPARTMENT OF LABOR GUIDELINES, SECTION 5333(b), FEDERAL TRANSIT LAW § 215.3 Employees represented by a labor organization. (a)(1) If affected employees are...

  19. Evaluation of Courses Taken by NUC Employees from June 1971 to May 1972.

    ERIC Educational Resources Information Center

    Bosak, Betsy; Taylor, Pamela

    In August 1972, a survey was taken of 121 randomly selected Naval Undersea Center employees who had completed training courses between June 1971 and May 1972. The questionnaire was designed to determine how useful the employees felt the courses were in relation to their jobs. Supervisors of 55 of the employees were asked to evaluate the training…

  20. Conflict Management: From Adversary to Advocate. Peer Review and Employee Advocacy.

    ERIC Educational Resources Information Center

    Mauer, George W.

    1992-01-01

    The successful organization of the 1990s will fundamentally remake its employee relationship, especially through increased employee influence on the nature of work, organizational context, and quality of product/service. An employee advocacy peer review conflict resolution process has been useful in improving labor relations and enhancing the…

  1. 45 CFR 618.135 - Designation of responsible employee and adoption of grievance procedures.

    Code of Federal Regulations, 2013 CFR

    2013-10-01

    ... 45 Public Welfare 3 2013-10-01 2013-10-01 false Designation of responsible employee and adoption of grievance procedures. 618.135 Section 618.135 Public Welfare Regulations Relating to Public... responsible employee and adoption of grievance procedures. (a) Designation of responsible employee....

  2. 45 CFR 618.135 - Designation of responsible employee and adoption of grievance procedures.

    Code of Federal Regulations, 2010 CFR

    2010-10-01

    ... 45 Public Welfare 3 2010-10-01 2010-10-01 false Designation of responsible employee and adoption of grievance procedures. 618.135 Section 618.135 Public Welfare Regulations Relating to Public... responsible employee and adoption of grievance procedures. (a) Designation of responsible employee....

  3. 29 CFR 778.115 - Employees working at two or more rates.

    Code of Federal Regulations, 2010 CFR

    2010-07-01

    ... 29 Labor 3 2010-07-01 2010-07-01 false Employees working at two or more rates. 778.115 Section 778.115 Labor Regulations Relating to Labor (Continued) WAGE AND HOUR DIVISION, DEPARTMENT OF LABOR... Employees working at two or more rates. Where an employee in a single workweek works at two or...

  4. 29 CFR 779.103 - Employees “engaged in commerce.”

    Code of Federal Regulations, 2011 CFR

    2011-07-01

    ... OF GENERAL POLICY OR INTERPRETATION NOT DIRECTLY RELATED TO REGULATIONS THE FAIR LABOR STANDARDS ACT... 29 Labor 3 2011-07-01 2011-07-01 false Employees âengaged in commerce.â 779.103 Section 779.103....103 Employees “engaged in commerce.” Employees are “engaged in commerce” within the meaning of the...

  5. 29 CFR 779.103 - Employees “engaged in commerce.”

    Code of Federal Regulations, 2010 CFR

    2010-07-01

    ... OF GENERAL POLICY OR INTERPRETATION NOT DIRECTLY RELATED TO REGULATIONS THE FAIR LABOR STANDARDS ACT... 29 Labor 3 2010-07-01 2010-07-01 false Employees âengaged in commerce.â 779.103 Section 779.103....103 Employees “engaged in commerce.” Employees are “engaged in commerce” within the meaning of the...

  6. 29 CFR 779.103 - Employees “engaged in commerce.”

    Code of Federal Regulations, 2014 CFR

    2014-07-01

    ... OF GENERAL POLICY OR INTERPRETATION NOT DIRECTLY RELATED TO REGULATIONS THE FAIR LABOR STANDARDS ACT... 29 Labor 3 2014-07-01 2014-07-01 false Employees âengaged in commerce.â 779.103 Section 779.103....103 Employees “engaged in commerce.” Employees are “engaged in commerce” within the meaning of the...

  7. 29 CFR 779.103 - Employees “engaged in commerce.”

    Code of Federal Regulations, 2013 CFR

    2013-07-01

    ... OF GENERAL POLICY OR INTERPRETATION NOT DIRECTLY RELATED TO REGULATIONS THE FAIR LABOR STANDARDS ACT... 29 Labor 3 2013-07-01 2013-07-01 false Employees âengaged in commerce.â 779.103 Section 779.103....103 Employees “engaged in commerce.” Employees are “engaged in commerce” within the meaning of the...

  8. 29 CFR 779.103 - Employees “engaged in commerce.”

    Code of Federal Regulations, 2012 CFR

    2012-07-01

    ... OF GENERAL POLICY OR INTERPRETATION NOT DIRECTLY RELATED TO REGULATIONS THE FAIR LABOR STANDARDS ACT... 29 Labor 3 2012-07-01 2012-07-01 false Employees âengaged in commerce.â 779.103 Section 779.103....103 Employees “engaged in commerce.” Employees are “engaged in commerce” within the meaning of the...

  9. 75 FR 43555 - Experian, Global Technology Services, a Subsidiary of Experian, Including a Leased Employee From...

    Federal Register 2010, 2011, 2012, 2013, 2014

    2010-07-26

    ..., Including a Leased Employee From Tapfin Working Off-Site in New York, and On-Site Leased Workers From Tapfin... technology (IT) services. New information shows that a worker separation has occurred involving an employee... subsidiary of Experian, working off-site in New York. This employee provided various activities related...

  10. 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…

  11. 45 CFR 7.1 - Duty of employee to report inventions.

    Code of Federal Regulations, 2010 CFR

    2010-10-01

    ... 45 Public Welfare 1 2010-10-01 2010-10-01 false Duty of employee to report inventions. 7.1 Section... INVENTIONS § 7.1 Duty of employee to report inventions. Every Department employee is required to report to... therefor, every invention made by him (whether or not jointly with others) which bears any relation to...

  12. 45 CFR 7.1 - Duty of employee to report inventions.

    Code of Federal Regulations, 2011 CFR

    2011-10-01

    ... 45 Public Welfare 1 2011-10-01 2011-10-01 false Duty of employee to report inventions. 7.1 Section... INVENTIONS § 7.1 Duty of employee to report inventions. Every Department employee is required to report to... therefor, every invention made by him (whether or not jointly with others) which bears any relation to...

  13. Feedback Perceptions and Attribution by Secretarial Employees: Effects of Feedback-Content and Sender Characteristics

    ERIC Educational Resources Information Center

    Raemdonck, Isabel; Strijbos, Jan-Willem

    2013-01-01

    Purpose: Theoretical explanations for the diverse reactive feedback from secretarial employees in different career phases are relatively unexplored. However, research examining age differences in the impact of feedback suggests that the effects of performance feedback may differ for employees in the early career phase and employees in the late…

  14. 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). PMID:24911178

  15. 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).

  16. Employee Perceived Training Effectiveness Relationship to Employee Attitudes

    ERIC Educational Resources Information Center

    Sahinidis, Alexandros G.; Bouris, John

    2008-01-01

    Purpose: The purpose of this study is to investigate the relationship between perceived employee training effectiveness and job satisfaction, motivation and commitment. Design/methodology/approach: The study examined the responses of 134 employees and lower managers, of five large Greek organizations, after they had completed a training program.…

  17. 38 CFR 1.201 - Employee's duty to report.

    Code of Federal Regulations, 2010 CFR

    2010-07-01

    ... such knowledge or information to their supervisor, any management official, or directly to the Office... employees with knowledge or information about actual or possible violations of criminal law related to...

  18. 38 CFR 1.201 - Employee's duty to report.

    Code of Federal Regulations, 2013 CFR

    2013-07-01

    ... such knowledge or information to their supervisor, any management official, or directly to the Office... employees with knowledge or information about actual or possible violations of criminal law related to...

  19. 38 CFR 1.201 - Employee's duty to report.

    Code of Federal Regulations, 2014 CFR

    2014-07-01

    ... such knowledge or information to their supervisor, any management official, or directly to the Office... employees with knowledge or information about actual or possible violations of criminal law related to...

  20. Professional Employees' Preference for Upward Mobility: An Extension

    ERIC Educational Resources Information Center

    O'Reilly, Charles A.; And Others

    1974-01-01

    In a recent article Harlow (1973) provided some empirical data regarding the upward mobility aspirations of professional employees. The results reported here test the two hypotheses she investigated and a third hypothesis relating organizational commitment and preference for promotion. (Author)

  1. 38 CFR 1.201 - Employee's duty to report.

    Code of Federal Regulations, 2011 CFR

    2011-07-01

    ... such knowledge or information to their supervisor, any management official, or directly to the Office... employees with knowledge or information about actual or possible violations of criminal law related to...

  2. Motivating pharmacy employees.

    PubMed

    White, S J; Generali, J A

    1984-07-01

    Concepts from theories of motivation are used to suggest methods for improving the motivational environment of hospital pharmacy departments. Motivation--the state of being stimulated to take action to achieve a goal or to satisfy a need--comes from within individuals, but hospital pharmacy managers can facilitate motivation by structuring the work environment so that it satisfies employees' needs. Concepts from several theories of motivation are discussed, including McGregor's theory X and theory Y assumptions, Maslow's hierarchy of needs theory, Herzberg's motivation hygiene theory, and Massey's value system theory. Concepts from the Japanese style of management that can be used to facilitate motivation, such as quality circles, also are described. The autocratic, participative, and laissez faire styles of leadership are discussed in the context of the motivation theories, and suggested applications of theoretical concepts to practice are presented.

  3. Motivating pharmacy employees.

    PubMed

    White, S J; Generali, J A

    1984-07-01

    Concepts from theories of motivation are used to suggest methods for improving the motivational environment of hospital pharmacy departments. Motivation--the state of being stimulated to take action to achieve a goal or to satisfy a need--comes from within individuals, but hospital pharmacy managers can facilitate motivation by structuring the work environment so that it satisfies employees' needs. Concepts from several theories of motivation are discussed, including McGregor's theory X and theory Y assumptions, Maslow's hierarchy of needs theory, Herzberg's motivation hygiene theory, and Massey's value system theory. Concepts from the Japanese style of management that can be used to facilitate motivation, such as quality circles, also are described. The autocratic, participative, and laissez faire styles of leadership are discussed in the context of the motivation theories, and suggested applications of theoretical concepts to practice are presented. PMID:6465152

  4. Covariance of engineering management characteristics with engineering employee performance

    NASA Astrophysics Data System (ADS)

    Hesketh, Andrew Arthur

    1998-12-01

    As business in the 1990's grapples with the impact of continuous improvement and quality to meet market demands, there is an increased need to improve the leadership capabilities of our managers. Engineers have indicated desire for certain managerial characteristics in their leadership but there have been no studies completed that approached the problem of determining what managerial characteristics were best at improving employee performance. This study addressed the idea of identifying certain managerial characteristics that enhance employee performance. In the early 1990's, McDonnell Douglas Aerospace in St. Louis used a forced distribution system and allocated 35% of its employees into a "exceeds expectations" category and 60% into a "meets expectations" category. A twenty-question 5 point Likert scale survey on managerial capabilities was administered to a sample engineering population that also obtained their "expectations" category. A single factor ANOVA on the survey results determined a statistical difference between the "exceeds" and "meets" employees with four of the managerial capability questions. The "exceeds expectations" employee indicated that supervision did a better job of supporting subordinate development, clearly communicating performance expectations, and providing timely performance feedback when compared to the "meets expectations" employee. The "meets expectations" employee felt that their opinions, when different from their supervisor's, were more often ignored when compared to the "exceeds expectations" employee. These four questions relate to two specific managerial characteristics, "gaining (informal) authority and support" or "control" characteristic and "providing assistance and guidance" or "command" characteristic, that can be emphasized in managerial training programs.

  5. 25 CFR 700.549 - Employee organizations.

    Code of Federal Regulations, 2014 CFR

    2014-04-01

    ... 25 Indians 2 2014-04-01 2014-04-01 false Employee organizations. 700.549 Section 700.549 Indians... Employee Responsibility and Conduct § 700.549 Employee organizations. An employee may not knowingly be a member of an organization of Government employees that advocates the overthrow of the United...

  6. 25 CFR 700.549 - Employee organizations.

    Code of Federal Regulations, 2010 CFR

    2010-04-01

    ... 25 Indians 2 2010-04-01 2010-04-01 false Employee organizations. 700.549 Section 700.549 Indians... Employee Responsibility and Conduct § 700.549 Employee organizations. An employee may not knowingly be a member of an organization of Government employees that advocates the overthrow of the United...

  7. 25 CFR 700.549 - Employee organizations.

    Code of Federal Regulations, 2011 CFR

    2011-04-01

    ... 25 Indians 2 2011-04-01 2011-04-01 false Employee organizations. 700.549 Section 700.549 Indians... Employee Responsibility and Conduct § 700.549 Employee organizations. An employee may not knowingly be a member of an organization of Government employees that advocates the overthrow of the United...

  8. 25 CFR 700.549 - Employee organizations.

    Code of Federal Regulations, 2013 CFR

    2013-04-01

    ... 25 Indians 2 2013-04-01 2013-04-01 false Employee organizations. 700.549 Section 700.549 Indians... Employee Responsibility and Conduct § 700.549 Employee organizations. An employee may not knowingly be a member of an organization of Government employees that advocates the overthrow of the United...

  9. 25 CFR 700.549 - Employee organizations.

    Code of Federal Regulations, 2012 CFR

    2012-04-01

    ... 25 Indians 2 2012-04-01 2012-04-01 false Employee organizations. 700.549 Section 700.549 Indians... Employee Responsibility and Conduct § 700.549 Employee organizations. An employee may not knowingly be a member of an organization of Government employees that advocates the overthrow of the United...

  10. Nursing home employee attitudes towards AIDS.

    PubMed

    Sarvela, P D; Moore, J R

    1989-01-01

    This article examines nursing home employee attitudes toward issues related to AIDS and is based on data collected from 343 employees from 13 nursing homes in rural, small towns in sourthern Illinois during the spring of 1988. Results suggested that a large majority of the employees had negative attitudes toward people with AIDS. For example, 67% of the sample indicated that it was more important to limit the spread of AIDS rather than to protect the rights of people with AIDS. Furthermore, 42% suggested that AIDS patients should be sent to sanitariums to protect others from AIDS. Greater than half of the sample (56%) responded that they would feel uncomfortable around people with AIDS. About one third (32%) felt that being around someone with AIDS would put their health in danger, and 21% would be afraid to even take care of a family member with AIDS. With regard to job-specific AIDS attitudes, 51% indicated that health-care workers should be able to refuse to work with AIDS patients, and another 46% felt that hospitals and nursing homes should be able to refuse to admit people with AIDS. In addition to these and other results, this article presents a brief discussion concerning possible educational strategies which might be implemented in this setting to reduce the negative attitudes of these employees. Considerations are also presented for nursing home administrators, who face the problem of developing effective policies for dealing with the rising number of AIDS patients who will be admitted to their facilities.

  11. Helping the New Employee Adjust.

    ERIC Educational Resources Information Center

    Hayes, James L.

    1981-01-01

    A manager training a new employee should explain what is expected, encourage questions, allow flexibility, expect mistakes, and review procedures. When problems arise, the manager must be honest, set guidelines, and inform the employee of his/her progress. (Author/MLF)

  12. 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…

  13. Sexual Misconduct by School Employees.

    ERIC Educational Resources Information Center

    Mawdsley, Ralph D.

    1992-01-01

    The recent United States Supreme Court decision in "Franklin v. Gwinnett County Public Schools" highlights the additional risks facing school districts and employees under federal statutes and the common law as a result of sexual misconduct by school employees. The "Franklin" case illustrates that damages could be available to the student and that…

  14. Employee Incentive System for Hospitals.

    ERIC Educational Resources Information Center

    Community Health Service (DHEW/PHS), Arlington, VA. Div. of Health Resources.

    The purpose of this monograph is to discuss employee incentive plans with a potential for cost containment in order to assist hospitals in providing efficient and effective delivery of health care. Based on an examination of employee incentive systems both in and outside the health care field, the information is intended to aid the administrative…

  15. Assessing New Employee Orientation Programs

    ERIC Educational Resources Information Center

    Acevedo, Jose M.; Yancey, George B.

    2011-01-01

    Purpose: This paper aims to examine the importance of new employee orientation (NEO) programs, the quality of typical NEOs, and how to improve NEOs. Design/methodology/approach: The paper provides a viewpoint of the importance of new employee orientation programs, the quality of typical NEOs, and how to improve NEOs. Findings: Although western…

  16. Community College Employee Wellness Programs

    ERIC Educational Resources Information Center

    Thornton, L. Jay; Johnson, Sharon

    2010-01-01

    This paper describes the prevalence and characteristics of employee wellness programs in public community colleges accredited by the Southern Association of Colleges and Schools (SACS). A random sample of 250 public community colleges accredited by SACS was mailed a 46-item employee-wellness program survey. The survey solicited program information…

  17. Counseling Employees: A Multifaceted Approach.

    ERIC Educational Resources Information Center

    Sandhu, Daya Singh, Ed.

    This book is divided into five major sections that focus on the various perspectives, needs, and concerns of employees in the workplace. Chapters include: (1) Work: Meaning, Mattering, and Job Satisfaction (K. M. Connolly); (2) Spirituality in the Workplace: An Overview (E. J. Looby and D. S. Sandhu); (3) Developing the Whole Employee: Some…

  18. Every employee an owner. Really.

    PubMed

    Rosen, Corey; Case, John; Staubus, Martin

    2005-06-01

    Surveys indicate that when new rules on expensing stock options take effect, many companies are likely to limit the number of employees who can receive equity compensation. But companies that reserve equity for executives are bound to suffer in the long run. Study after study proves that broad-based ownership, when done right, leads to higher productivity, lower workforce turnover, better recruits, and bigger profits. "Done right" is the key. Here are the four most important factors in implementing a broad-based employee equity plan: A significant portion of the workforce--generally, most of the full-time people--must hold equity; employees must think the amounts they hold can significantly improve their financial prospects; managerial practices and policies must reinforce the plan; and employees must feel a true sense of company ownership. Those factors add up to an ownership culture in which employees' interests are aligned with the company's. The result is a workforce that is loyal, cooperative, and willing to go above and beyond to make the organization successful. A wide variety of companies have recorded exceptional business performance with the help of employee-ownership programs supported by management policies. The authors examine two: Science Applications International, a research and development contractor, and Scot Forge, which shapes metal and other materials for industrial machinery. At both companies, every employee with a year or so of service holds equity, and employees who stay on can accumulate a comfortable nest egg. Management's sharing of financial information reinforces workers' sense of ownership. So does the expectation that employees will accept the responsibilities of ownership. Workers with an ownership stake internalize their responsibilities and feel they have an obligation not only to management but to one another.

  19. 28 CFR 115.331 - Employee training.

    Code of Federal Regulations, 2013 CFR

    2013-07-01

    ... and professionally with residents, including lesbian, gay, bisexual, transgender, intersex, or gender... the gender of the residents at the employee's facility. The employee shall receive additional...

  20. Addressing problems of employee performance.

    PubMed

    McConnell, Charles R

    2011-01-01

    Employee performance problems are essentially of 2 kinds: those that are motivational in origin and those resulting from skill deficiencies. Both kinds of problems are the province of the department manager. Performance problems differ from problems of conduct in that traditional disciplinary processes ordinarily do not apply. Rather, performance problems are addressed through educational and remedial processes. The manager has a basic responsibility in ensuring that everything reasonable is done to help each employee succeed. There are a number of steps the manager can take to address employee performance problems.

  1. 29 CFR 541.201 - Directly related to management or general business operations.

    Code of Federal Regulations, 2011 CFR

    2011-07-01

    ... relations, government relations; computer network, internet and database administration; legal and..., PROFESSIONAL, COMPUTER AND OUTSIDE SALES EMPLOYEES Administrative Employees § 541.201 Directly related...

  2. Let's talk: patterns and correlates of social support among temporary employees.

    PubMed

    Chen, P Y; Popovich, P M; Kogan, M

    1999-01-01

    The authors explored how temporary employees exchanged communications with supervisor, peers, and family and friends regarding positively job-related, negatively job-related, and non-job-related contents. The authors also examined roles of communication in coping with insecure job experiences. Survey results from 112 temporary employees working in various organizations provided evidence that communication contents were differentially related to work anxiety and life satisfaction for temporary employees. It was found that work anxiety increased when employees engaged in communication pertaining to negative job-related contents. Furthermore, the positive relationship between life satisfaction and positive communication with coworkers was observed only for the temporary employees who also had a permanent job. Implications for staffing temporary employees and suggestions for studying communication effects are discussed.

  3. Employee leasing ... then and now.

    PubMed

    Cogdill, D M

    1989-01-01

    This paper examines the case history of an employee leasing plan for the Green Clinic, beginning in 1980 and terminating in 1987. The advantages, disadvantages and effects on the Clinic's operation are noted within.

  4. Responding to the NOW Employee

    ERIC Educational Resources Information Center

    Nadler, David

    1970-01-01

    The NOW employee (New Orientation to Work) of the 1970s will come to work in great numbers, with a high educational level, and with a values system much different than that of their parents or older colleagues. (EB)

  5. Employee Benefit Reporting After ERISA

    ERIC Educational Resources Information Center

    Steen, Wesley W.

    1976-01-01

    The statutory reporting requirements of ERISA and some of the regulations recently promulgated are discussed. All type of employee benefit plans are covered. For journal availability see HE 508 741. (LBH)

  6. 20 CFR 1002.73 - Does service in the uniformed services have to be an employee's sole reason for leaving an...

    Code of Federal Regulations, 2010 CFR

    2010-04-01

    ... reemployment rights? 1002.73 Section 1002.73 Employees' Benefits OFFICE OF THE ASSISTANT SECRETARY FOR VETERANS... rights under USERRA, even if the employee uses the absence for other purposes as well. An employee is not... visiting relatives who live in that State, the employee will not lose reemployment rights simply because...

  7. 34 CFR 84.640 - Employee.

    Code of Federal Regulations, 2010 CFR

    2010-07-01

    ... 34 Education 1 2010-07-01 2010-07-01 false Employee. 84.640 Section 84.640 Education Office of the Secretary, Department of Education GOVERNMENTWIDE REQUIREMENTS FOR DRUG-FREE WORKPLACE (FINANCIAL ASSISTANCE) Definitions § 84.640 Employee. (a) Employee means the employee of a recipient directly engaged in...

  8. 29 CFR 1904.35 - Employee involvement.

    Code of Federal Regulations, 2010 CFR

    2010-07-01

    ... former employee. (iii) If an employee or representative asks for access to the OSHA 300 Log, when do I... representative asks for copies of your current or stored OSHA 300 Log(s) for an establishment the employee or former employee has worked in, you must give the requester a copy of the relevant OSHA 300 Log(s) by...

  9. 28 CFR 97.12 - Employee training.

    Code of Federal Regulations, 2010 CFR

    2010-07-01

    ... 28 Judicial Administration 2 2010-07-01 2010-07-01 false Employee training. 97.12 Section 97.12... OR DETAINEE SERVICES § 97.12 Employee training. Private prisoner transport companies must require the completion of a minimum of 100 hours of employee training before an employee may transport violent...

  10. 31 CFR 20.640 - Employee.

    Code of Federal Regulations, 2010 CFR

    2010-07-01

    ... 31 Money and Finance: Treasury 1 2010-07-01 2010-07-01 false Employee. 20.640 Section 20.640 Money and Finance: Treasury Office of the Secretary of the Treasury GOVERNMENTWIDE REQUIREMENTS FOR DRUG-FREE WORKPLACE (FINANCIAL ASSISTANCE) Definitions § 20.640 Employee. (a) Employee means the employee...

  11. 29 CFR 779.114 - Transportation employees.

    Code of Federal Regulations, 2012 CFR

    2012-07-01

    ... 29 Labor 3 2012-07-01 2012-07-01 false Transportation employees. 779.114 Section 779.114 Labor... Coverage Employees Engaged in Commerce Or in the Production of Goods for Commerce § 779.114 Transportation employees. Transportation employees of retail businesses, such as truck drivers or truck drivers'...

  12. 29 CFR 779.114 - Transportation employees.

    Code of Federal Regulations, 2010 CFR

    2010-07-01

    ... 29 Labor 3 2010-07-01 2010-07-01 false Transportation employees. 779.114 Section 779.114 Labor... Coverage Employees Engaged in Commerce Or in the Production of Goods for Commerce § 779.114 Transportation employees. Transportation employees of retail businesses, such as truck drivers or truck drivers'...

  13. 29 CFR 779.114 - Transportation employees.

    Code of Federal Regulations, 2014 CFR

    2014-07-01

    ... 29 Labor 3 2014-07-01 2014-07-01 false Transportation employees. 779.114 Section 779.114 Labor... Coverage Employees Engaged in Commerce Or in the Production of Goods for Commerce § 779.114 Transportation employees. Transportation employees of retail businesses, such as truck drivers or truck drivers'...

  14. 29 CFR 779.114 - Transportation employees.

    Code of Federal Regulations, 2011 CFR

    2011-07-01

    ... 29 Labor 3 2011-07-01 2011-07-01 false Transportation employees. 779.114 Section 779.114 Labor... Coverage Employees Engaged in Commerce Or in the Production of Goods for Commerce § 779.114 Transportation employees. Transportation employees of retail businesses, such as truck drivers or truck drivers'...

  15. 29 CFR 779.114 - Transportation employees.

    Code of Federal Regulations, 2013 CFR

    2013-07-01

    ... 29 Labor 3 2013-07-01 2013-07-01 false Transportation employees. 779.114 Section 779.114 Labor... Coverage Employees Engaged in Commerce Or in the Production of Goods for Commerce § 779.114 Transportation employees. Transportation employees of retail businesses, such as truck drivers or truck drivers'...

  16. 10 CFR 607.640 - Employee.

    Code of Federal Regulations, 2010 CFR

    2010-01-01

    ... 10 Energy 4 2010-01-01 2010-01-01 false Employee. 607.640 Section 607.640 Energy DEPARTMENT OF ENERGY (CONTINUED) ASSISTANCE REGULATIONS GOVERNMENTWIDE REQUIREMENTS FOR DRUG-FREE WORKPLACE (FINANCIAL ASSISTANCE) Definitions § 607.640 Employee. (a) Employee means the employee of a recipient directly...

  17. Employee Ownership Plans. Background Paper No. 34.

    ERIC Educational Resources Information Center

    Stern, Robert N.

    Employee ownership through employee stock ownership plans (ESOPs) was first mentioned in federal legislation in the Regional Rail Reorganization Act of 1973. Since then, at least 19 pieces of federal legislation have been enacted that deal with employee ownership in some way, including the Employee Retirement Income Security Act (ERISA) and tax…

  18. 29 CFR 94.640 - Employee.

    Code of Federal Regulations, 2011 CFR

    2011-07-01

    ... 29 Labor 1 2011-07-01 2011-07-01 false Employee. 94.640 Section 94.640 Labor Office of the Secretary of Labor GOVERNMENTWIDE REQUIREMENTS FOR DRUG-FREE WORKPLACE (FINANCIAL ASSISTANCE) Definitions § 94.640 Employee. (a) Employee means the employee of a recipient directly engaged in the...

  19. 28 CFR 83.640 - Employee.

    Code of Federal Regulations, 2010 CFR

    2010-07-01

    ... 28 Judicial Administration 2 2010-07-01 2010-07-01 false Employee. 83.640 Section 83.640 Judicial Administration DEPARTMENT OF JUSTICE (CONTINUED) GOVERNMENT-WIDE REQUIREMENTS FOR DRUG-FREE WORKPLACE (GRANTS) Definitions § 83.640 Employee. (a) Employee means the employee of a recipient directly engaged in...

  20. 22 CFR 171.41 - Covered employees.

    Code of Federal Regulations, 2011 CFR

    2011-04-01

    ... PUBLIC Ethics in Government Act Provisions § 171.41 Covered employees. (a) Officers and employees (including special Government employees as defined in 18 U.S.C. 202) whose positions are classified at grades... Director of the Office of Government Ethics to be of equal classification to GS-16; (c) Employees in...

  1. 22 CFR 171.41 - Covered employees.

    Code of Federal Regulations, 2010 CFR

    2010-04-01

    ... PUBLIC Ethics in Government Act Provisions § 171.41 Covered employees. (a) Officers and employees (including special Government employees as defined in 18 U.S.C. 202) whose positions are classified at grades... Director of the Office of Government Ethics to be of equal classification to GS-16; (c) Employees in...

  2. Are happy employees healthy employees? Researching the effects of employee engagement on absenteeism.

    PubMed

    Hoxsey, Dann

    2010-01-01

    In 2007, a survey was conducted to measure the levels of workplace engagement for British Columbian civil servants. Following the Heskett et al. model of the “service profit chain” (1994, 2002), the government's primary concerns were the increasing attrition rates and their effects on service delivery. Essentially, the model demonstrated that employees who were more engaged were more committed to their work and more likely to stay within the civil service and that this culminated in improved customer service. Under the joint rubrics of absenteeism and job satisfaction, this study uses a construct of engagement (i.e., job satisfaction) to test whether different levels of engagement have any effect on the amount of sick time (absenteeism) an employee incurs. Specifically, the author looks at whether there is any correlation between the amount of sick time used and an individual's level of engagement and proposes that there is an inverse negative relationship: as job engagement increases, sick time used decreases. Testing the old adage “A happy employee is a healthy employee,” this research demonstrates that, though a more engaged employee may use less sick time, the differences in use between highly engaged employees and those not engaged are fairly marginal and that correlations are further confounded by a host of other (often missing) factors. PMID:21132939

  3. 49 CFR 225.12 - Rail Equipment Accident/Incident Reports alleging employee human factor as cause; Employee Human...

    Code of Federal Regulations, 2014 CFR

    2014-10-01

    ... employee human factor as cause; Employee Human Factor Attachment; notice to employee; employee supplement..., AND INVESTIGATIONS § 225.12 Rail Equipment Accident/Incident Reports alleging employee human factor as cause; Employee Human Factor Attachment; notice to employee; employee supplement. (a) Rail...

  4. 49 CFR 225.12 - Rail Equipment Accident/Incident Reports alleging employee human factor as cause; Employee Human...

    Code of Federal Regulations, 2013 CFR

    2013-10-01

    ... employee human factor as cause; Employee Human Factor Attachment; notice to employee; employee supplement..., AND INVESTIGATIONS § 225.12 Rail Equipment Accident/Incident Reports alleging employee human factor as cause; Employee Human Factor Attachment; notice to employee; employee supplement. (a) Rail...

  5. Fatigue, burnout, and chronic fatigue syndrome among employees on sick leave: do attributions make the difference?

    PubMed Central

    Huibers, M; Beurskens, A; Prins, J; Kant, I.; Bazelmans, E; van Schayck, C P; Knottnerus, J; Bleijenberg, G

    2003-01-01

    Background: Persistent fatigue among employees, burnout, and chronic fatigue syndrome (CFS) are three fatigue conditions that share some characteristics in theory. However, these conditions have not been compared in empirical research, despite conceptual similarities. Methods: This cross sectional study aimed to investigate relations between persistent fatigue, burnout, and CFS by describing the clinical features of a sample of 151 fatigued employees on sick leave. Using validated instruments, subgroups based on research criteria for CFS and burnout within the sample of fatigued employees and a reference group of 97 diagnosed CFS patients were compared. Analyses of covariance were performed. Results: A total of 66 (43.7%) fatigued employees met research criteria for CFS (except symptom criteria) and 76 (50.3%) met research criteria for burnout. "CFS-like employees" (fatigued employees who met CFS criteria) reported stronger somatic attributions than "non-CFS-like employees". Burnt out CFS-like employees were more depressed and distressed than CFS-like employees who were not burnt out. Burnout cases among the non-CFS-like employees had stronger psychological attributions than fatigued employees who were not burnt out. Compared to diagnosed CFS patients, CFS-like employees merely had a shorter duration of fatigue complaints. Burnt out CFS-like employees had stronger psychological attributions and were more distressed than CFS patients. Conclusions: Fatigued employees shared many important characteristics with CFS patients, regardless of burnout status, and many fatigued employees met CFS criteria and/or burnout criteria. Differences however concerned the causal attributions that were made. This raises questions about the role of causal attributions: are they modified by fatigue complaints or do they determine illness outcome? PMID:12782744

  6. 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,…

  7. Employees with Chronic Pain

    MedlinePlus

    ... related, condition. Chronic Pain and the Americans with Disabilities Act Is chronic pain a disability under the ADA? The ADA does not contain a list of medical conditions that constitute disabilities. Instead, the ADA has a general definition of ...

  8. The sport diving employee.

    PubMed

    Milroy, W C

    1982-04-01

    As scuba diving becomes an increasingly popular recreational activity, the probability of the occupational health physician seeing diving-related disorders increases. Recognition of many of these disorders is unlikely if not specifically looked for and if any account of diving activities is not forth-coming. Diagnosis and management of diving diseases range from simple ear squeeze to decompression sickness. There are relative and absolute contradictions to sport diving.

  9. 20 CFR 10.316 - After selecting a treating physician, may an employee choose to be treated by another physician...

    Code of Federal Regulations, 2013 CFR

    2013-04-01

    ... 20 Employees' Benefits 1 2013-04-01 2012-04-01 true After selecting a treating physician, may an employee choose to be treated by another physician instead? 10.316 Section 10.316 Employees' Benefits... Benefits Medical Treatment and Related Issues § 10.316 After selecting a treating physician, may...

  10. 20 CFR 10.316 - After selecting a treating physician, may an employee choose to be treated by another physician...

    Code of Federal Regulations, 2012 CFR

    2012-04-01

    ... 20 Employees' Benefits 1 2012-04-01 2012-04-01 false After selecting a treating physician, may an employee choose to be treated by another physician instead? 10.316 Section 10.316 Employees' Benefits... Benefits Medical Treatment and Related Issues § 10.316 After selecting a treating physician, may...

  11. 20 CFR 10.316 - After selecting a treating physician, may an employee choose to be treated by another physician...

    Code of Federal Regulations, 2014 CFR

    2014-04-01

    ... 20 Employees' Benefits 1 2014-04-01 2012-04-01 true After selecting a treating physician, may an employee choose to be treated by another physician instead? 10.316 Section 10.316 Employees' Benefits... Benefits Medical Treatment and Related Issues § 10.316 After selecting a treating physician, may...

  12. 20 CFR 10.316 - After selecting a treating physician, may an employee choose to be treated by another physician...

    Code of Federal Regulations, 2011 CFR

    2011-04-01

    ... 20 Employees' Benefits 1 2011-04-01 2011-04-01 false After selecting a treating physician, may an employee choose to be treated by another physician instead? 10.316 Section 10.316 Employees' Benefits... Benefits Medical Treatment and Related Issues § 10.316 After selecting a treating physician, may...

  13. 20 CFR 10.316 - After selecting a treating physician, may an employee choose to be treated by another physician...

    Code of Federal Regulations, 2010 CFR

    2010-04-01

    ... 20 Employees' Benefits 1 2010-04-01 2010-04-01 false After selecting a treating physician, may an employee choose to be treated by another physician instead? 10.316 Section 10.316 Employees' Benefits... Benefits Medical Treatment and Related Issues § 10.316 After selecting a treating physician, may...

  14. Relationships Between Conforming Judgment and Employee Rank and Between Conforming Judgment and Dogmatism in an Employment Group.

    ERIC Educational Resources Information Center

    Long, Huey Billy

    This study assessed relationships between conforming judgment and employee rank and between conforming judgment and dogmatism among Florida Forest Service employees. Fifty-nine employees were tested for conforming behavior under varying conditions of dogmatism, institutional rank, and relative rank pressure. Rokeach's Dogmatism Scale was used, as…

  15. Supreme Court to define 'employee' in small businesses.

    PubMed

    1996-10-18

    The U.S. Supreme Court will hear oral argument on November 6, 1966 in a dispute over who is considered an employer under Federal civil rights statutes. The decision could determine whether workers can sue for HIV-related discrimination in the workplace. The current dispute over how to count total employees figures in at least three AIDS-related Americans with Disabilities Act (ADA) workplace discrimination cases. The increased use of part-time and temporary employees has made it difficult to determine whether a threshold has been met. Two methods of counting employees, the Equal Employment Opportunity Commissions payroll method as well as an alternative method, are being debated. The Seventh Circuit court rejected the payroll method that counts all employees, salaried, hourly, full-time, part-time, and on paid or unpaid leave. The courts have previously had to define an employer in HIV-related discrimination cases in the workplace. In both cases, courts had to determine whether a single entity could be combined with a related entity to reach the threshold for coverage under the ADA. At the time the lawsuits were filed the threshold was 25 employees; it has since been reduced to 15.

  16. Employee contract issues for dermatologists.

    PubMed

    Brown, Christopher E; Indest, George F

    2013-12-01

    Employees and employers routinely face negotiating and preparing physician employment contracts. It is important for both sides to know and understand the basic information on what a comprehensive employment contract for a dermatologist should contain. There are various employment contract provisions from both the employee's perspective and the employer's perspective that must be considered when preparing physician employment contracts. This article provides basic advice and recommendations on requirements that should be included in such contracts. It suggests legal pitfalls that can be avoided through various contract clauses.

  17. Employee contract issues for dermatologists.

    PubMed

    Brown, Christopher E; Indest, George F

    2013-12-01

    Employees and employers routinely face negotiating and preparing physician employment contracts. It is important for both sides to know and understand the basic information on what a comprehensive employment contract for a dermatologist should contain. There are various employment contract provisions from both the employee's perspective and the employer's perspective that must be considered when preparing physician employment contracts. This article provides basic advice and recommendations on requirements that should be included in such contracts. It suggests legal pitfalls that can be avoided through various contract clauses. PMID:24800433

  18. Exploring Employee Engagement from the Employee Perspective: Implications for HRD

    ERIC Educational Resources Information Center

    Shuck, M. Brad; Rocco, Tonette S.; Albornoz, Carlos A.

    2011-01-01

    Purpose: The purpose of this paper is to examine an employee's unique experience of being engaged in their work. Design/methodology/approach: Following Yin's case study design method, researchers collected documents, conducted semi-structured interviews and recorded observations at a large multinational service corporation ranked as one of the…

  19. 29 CFR 541.201 - Directly related to management or general business operations.

    Code of Federal Regulations, 2013 CFR

    2013-07-01

    ... requirement, an employee must perform work directly related to assisting with the running or servicing of the...; safety and health; personnel management; human resources; employee benefits; labor relations;...

  20. 29 CFR 541.201 - Directly related to management or general business operations.

    Code of Federal Regulations, 2014 CFR

    2014-07-01

    ... requirement, an employee must perform work directly related to assisting with the running or servicing of the...; safety and health; personnel management; human resources; employee benefits; labor relations;...

  1. 29 CFR 541.201 - Directly related to management or general business operations.

    Code of Federal Regulations, 2012 CFR

    2012-07-01

    ... requirement, an employee must perform work directly related to assisting with the running or servicing of the...; safety and health; personnel management; human resources; employee benefits; labor relations;...

  2. Employees Wearing Religious Attire

    ERIC Educational Resources Information Center

    Zirkel, Perry

    2004-01-01

    While adherents to many religions can be identified by distinctive clothing or accessories, the wearing of such garb by teachers is not necessarily related to evangelism in the classroom. The following case and the accompanying question-and-answer discussion illustrate the problem of the principal caught between the rock of First Amendment…

  3. The Ethical Employee.

    ERIC Educational Resources Information Center

    2002

    A study examined the extent to which the issues of business ethics and corporate social responsibility are becoming pertinent among the United Kingdom workforce. A self-completion questionnaire sought views on a range of issues relating to employment and asked about perceptions of individual companies/organizations on work and ethical issues.…

  4. An Economic Analysis of the Demand for State and Local Government Employees.

    ERIC Educational Resources Information Center

    Ehrenberg, Ronald G.

    This study presents estimates of the wage elasticities of demand for state and local government employees. Almost uniformly each functional category of state and local government employee's employment level is shown to be statistically significantly negatively related to the category real and relative wage level. However, the magnitude of these…

  5. 22 CFR 229.135 - 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. 229.135 Section 229.135 Foreign Relations AGENCY FOR INTERNATIONAL... FINANCIAL ASSISTANCE Introduction § 229.135 Designation of responsible employee and adoption of...

  6. 22 CFR 146.135 - 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. 146.135 Section 146.135 Foreign Relations DEPARTMENT OF STATE CIVIL... FINANCIAL ASSISTANCE Introduction § 146.135 Designation of responsible employee and adoption of...

  7. 22 CFR 229.135 - 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. 229.135 Section 229.135 Foreign Relations AGENCY FOR INTERNATIONAL... FINANCIAL ASSISTANCE Introduction § 229.135 Designation of responsible employee and adoption of...

  8. 22 CFR 229.135 - 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. 229.135 Section 229.135 Foreign Relations AGENCY FOR INTERNATIONAL... FINANCIAL ASSISTANCE Introduction § 229.135 Designation of responsible employee and adoption of...

  9. 22 CFR 146.135 - 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. 146.135 Section 146.135 Foreign Relations DEPARTMENT OF STATE CIVIL... FINANCIAL ASSISTANCE Introduction § 146.135 Designation of responsible employee and adoption of...

  10. 22 CFR 146.135 - 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. 146.135 Section 146.135 Foreign Relations DEPARTMENT OF STATE CIVIL... FINANCIAL ASSISTANCE Introduction § 146.135 Designation of responsible employee and adoption of...

  11. 22 CFR 229.135 - 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. 229.135 Section 229.135 Foreign Relations AGENCY FOR INTERNATIONAL... FINANCIAL ASSISTANCE Introduction § 229.135 Designation of responsible employee and adoption of...

  12. 22 CFR 146.135 - 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. 146.135 Section 146.135 Foreign Relations DEPARTMENT OF STATE CIVIL... FINANCIAL ASSISTANCE Introduction § 146.135 Designation of responsible employee and adoption of...

  13. 22 CFR 41.25 - NATO representatives, officials, and employees.

    Code of Federal Regulations, 2010 CFR

    2010-04-01

    ... 22 Foreign Relations 1 2010-04-01 2010-04-01 false NATO representatives, officials, and employees. 41.25 Section 41.25 Foreign Relations DEPARTMENT OF STATE VISAS VISAS: DOCUMENTATION OF NONIMMIGRANTS... § 41.1 (d) or (e). If a visa is issued it is classifiable under the NATO-2 symbol. (c) Dependents...

  14. Prison Employee Unionism: Management Guide for Correctional Administrators.

    ERIC Educational Resources Information Center

    Montilla, M. Robert

    Based on the findings of the Management Employee Relations in Corrections (MERIC) project, this management guide for correctional administrators is designed to facilitate enlightened and responsible management within the context of public sector labor relations. The introduction to the guide describes the MERIC study and discusses trends in state…

  15. 29 CFR 788.13 - Counting the eight employees.

    Code of Federal Regulations, 2010 CFR

    2010-07-01

    ... 29 Labor 3 2010-07-01 2010-07-01 false Counting the eight employees. 788.13 Section 788.13 Labor Regulations Relating to Labor (Continued) WAGE AND HOUR DIVISION, DEPARTMENT OF LABOR STATEMENTS OF GENERAL POLICY OR INTERPRETATION NOT DIRECTLY RELATED TO REGULATIONS FORESTRY OR LOGGING OPERATIONS IN WHICH...

  16. 29 CFR 788.13 - Counting the eight employees.

    Code of Federal Regulations, 2011 CFR

    2011-07-01

    ... 29 Labor 3 2011-07-01 2011-07-01 false Counting the eight employees. 788.13 Section 788.13 Labor Regulations Relating to Labor (Continued) WAGE AND HOUR DIVISION, DEPARTMENT OF LABOR STATEMENTS OF GENERAL POLICY OR INTERPRETATION NOT DIRECTLY RELATED TO REGULATIONS FORESTRY OR LOGGING OPERATIONS IN WHICH...

  17. 29 CFR 788.13 - Counting the eight employees.

    Code of Federal Regulations, 2014 CFR

    2014-07-01

    ... 29 Labor 3 2014-07-01 2014-07-01 false Counting the eight employees. 788.13 Section 788.13 Labor Regulations Relating to Labor (Continued) WAGE AND HOUR DIVISION, DEPARTMENT OF LABOR STATEMENTS OF GENERAL POLICY OR INTERPRETATION NOT DIRECTLY RELATED TO REGULATIONS FORESTRY OR LOGGING OPERATIONS IN WHICH...

  18. 29 CFR 788.13 - Counting the eight employees.

    Code of Federal Regulations, 2012 CFR

    2012-07-01

    ... 29 Labor 3 2012-07-01 2012-07-01 false Counting the eight employees. 788.13 Section 788.13 Labor Regulations Relating to Labor (Continued) WAGE AND HOUR DIVISION, DEPARTMENT OF LABOR STATEMENTS OF GENERAL POLICY OR INTERPRETATION NOT DIRECTLY RELATED TO REGULATIONS FORESTRY OR LOGGING OPERATIONS IN WHICH...

  19. 29 CFR 788.13 - Counting the eight employees.

    Code of Federal Regulations, 2013 CFR

    2013-07-01

    ... 29 Labor 3 2013-07-01 2013-07-01 false Counting the eight employees. 788.13 Section 788.13 Labor Regulations Relating to Labor (Continued) WAGE AND HOUR DIVISION, DEPARTMENT OF LABOR STATEMENTS OF GENERAL POLICY OR INTERPRETATION NOT DIRECTLY RELATED TO REGULATIONS FORESTRY OR LOGGING OPERATIONS IN WHICH...

  20. Employee Associations and Charter Schools.

    ERIC Educational Resources Information Center

    DiLorenzo, Andrea

    This report reviews the opinions of the National Education Association (NEA) and the approaches taken by and concerns of employee associations that are state affiliates of the NEA. The NEA supports the concept of charters if appropriate standards are upheld and appropriate practices are enforced. The energy and enthusiasm being brought to the…

  1. SEA - A Simplified Employee Assessment

    SciTech Connect

    Busby, L

    2001-04-23

    This paper presents a proposal for modifying the current employee annual evaluation process in SCAD. It purports to simplify that process, primarily by breaking up the resultant document into a set of more or less independent components. It claims to reduce the overall time and effort required from each actor.

  2. Good Endings: Managing Employee Terminations.

    ERIC Educational Resources Information Center

    Finnie, Robert A., Jr.; Sniffin, Paul B.

    A guide to managing employee terminations and resulting changes is presented for administrators. Three reasons for termination that are legitimate, nondiscriminatory, and acceptable in today's marketplace and courts are: cause (serious misconduct, dishonesty, unethical, or dangerous behavior); job elimination (reduction in force, economic…

  3. Empowerment managers promote employee growth.

    PubMed

    Boyadjis, G

    1990-03-01

    Organizations that encourage individual abilities and hold employees accountable for achieving goals are more likely to succeed. Groups that take an empowerment approach to management prefer action in place of further study; decisions made by subordinates rather than managers; personal responsibility instead of strict rules; and specific rewards for achievement, not broad gestures of thanks.

  4. Managing Employees through Progressive Discipline.

    ERIC Educational Resources Information Center

    Stone, Ronald F.

    1981-01-01

    The process of "progressive discipline" is one method of improving employee performance by documenting areas needing improvement. Each disciplinary case must be dealt with as though the administrator would be asked to argue it before an arbitrator or a court of law. (Author/MLF)

  5. Employee and independent contractor relationships.

    PubMed

    Wren, K R; Wren, T L; Monti, E J; Turco, S J

    1999-05-01

    Most practitioners find themselves at a disadvantage in dealing with business issues and relationships. As health care continues to change, knowledge of contracts and business relationships will help CRNA practitioners navigate new as well as traditional practice settings. This article discusses the advantages and disadvantages of two business relationships: employee and independent contractor. PMID:10504911

  6. NASA grievance system: Employee handbook

    NASA Technical Reports Server (NTRS)

    1981-01-01

    This revised handbook updates the minimum provisions of the agency-wide Grievance System and applies to NASA Headquarters and field installations. All grievances initiated on or after June 15, 1981, will be processed under these provisions. NASA recognizes and endorses the importance of bringing to light and adjusting grievances promptly and of treating all employees reasonably and fairly. Achieving these objectives requires great competence, mature judgment, and true willingness to reach a satisfactory solution. Provisions of the NASA Grievance System are directed to this purpose. Grievances and misunderstandings can arise in almost any working situation. It follows then that an employee's initiation of a grievance in good faith should not cast any reflection on the employee's standing with his or her supervisor or loyalty and importance to the organization. At the same time, the initiation of a grievance should not automatically be considered as a reflection on the employee's supervisor or on the general management of the activity. This handbook should be used in conjunction with Office of Personnel Management regulations in 5 CFR Part 771 and Chapter 771 of the Federal Personnel Manual. Installations may issue implementing instructions, e.g. specifying when fact-finding is required or when an unresolved grievance must be referred to a higher level of authority.

  7. THE CASE FOR EMPLOYEE EDUCATION.

    ERIC Educational Resources Information Center

    DUBOIS, EDWARD A.C.

    BUSINESS HAS A MORAL RESPONSIBILITY TO PROVIDE EDUCATION FOR ITS EMPLOYEES SINCE IT PROFITS FROM THE FACT THAT AMERICA HAS BECOME AN EDUCATION STATE, WITH THE INCREASED EDUCATION OF THE LABOR FORCE ACCOUNTING FOR 23 PERCENT OF ECONOMIC GROWTH BETWEEN 1929 AND 1957, AND SINCE BUSINESS ITSELF HAS CONTRIBUTED TO THE CRISIS IN EDUCATION BY INSISTING…

  8. Customer emotion regulation in the service interactions: its relationship to employee ingratiation, satisfaction and loyalty intentions.

    PubMed

    Medler-Liraz, Hana; Yagil, Dana

    2013-01-01

    Many studies have explored emotional regulation on the part of service employees, and its antecedents. However, customers' emotional regulation in general, and how it is affected by service employee behavior in particular, have received only scant attention. The present article explores a model suggesting that service employees' ingratiatory behavior relates to customer emotion regulation strategies, which in turn are related to customer satisfaction and loyalty. The model was tested with 131 service employee-customer dyads. The results show that service employee ingratiation was positively related to customers' deep acting but not related to surface acting. Customers' deep acting was positively related to their satisfaction. A positive relationship was found between customer satisfaction and loyalty. PMID:23724700

  9. Customer emotion regulation in the service interactions: its relationship to employee ingratiation, satisfaction and loyalty intentions.

    PubMed

    Medler-Liraz, Hana; Yagil, Dana

    2013-01-01

    Many studies have explored emotional regulation on the part of service employees, and its antecedents. However, customers' emotional regulation in general, and how it is affected by service employee behavior in particular, have received only scant attention. The present article explores a model suggesting that service employees' ingratiatory behavior relates to customer emotion regulation strategies, which in turn are related to customer satisfaction and loyalty. The model was tested with 131 service employee-customer dyads. The results show that service employee ingratiation was positively related to customers' deep acting but not related to surface acting. Customers' deep acting was positively related to their satisfaction. A positive relationship was found between customer satisfaction and loyalty.

  10. Transforming service employees and climate: a multilevel, multisource examination of transformational leadership in building long-term service relationships.

    PubMed

    Liao, Hui; Chuang, Aichia

    2007-07-01

    This longitudinal field study integrates the theories of transformational leadership (TFL) and relationship marketing to examine how TFL influences employee service performance and customer relationship outcomes by transforming both (at the micro level) the service employees' attitudes and (at the macro level) the work unit's service climate. Results revealed that, at the individual level, managers' TFL was positively related to employee service performance, which, in turn, positively predicted customers' expressed intention to maintain a long-term service relationship with the service employee and manager-reported number of the employee's long-term customers measured 9 months later. In addition, the relationship between TFL and employee service performance was partially mediated by employee self-efficacy. Furthermore, store-level TFL was positively associated with store-level service climate, and service climate further enhanced the relationship between individual-level TFL and employee service performance. PMID:17638461

  11. Identification with the retail organization and customer-perceived employee similarity: effects on customer spending.

    PubMed

    Netemeyer, Richard G; Heilman, Carrie M; Maxham, James G

    2012-09-01

    Two constructs important to academicians and managers are the degree to which employees and customers identify with an organization, employee organizational identification (employee OI) and customer-company identification (customer identification), respectively. This research examines the effects of these identification constructs and the related construct of customer perceived similarity to employees on customer spending. Via a 1-year multilevel study of 12,047 customers and 1,464 store employees (sales associates) covering 212 stores of a specialty apparel retailer, our study contributes to the literature in 2 critical ways. First, we expand the theoretical network of employee OI and customer identification by examining the related construct of a customer's perceived similarity to store employees. We examine the incremental (not fully mediated) main and interaction effects of customer-perceived similarity to employees and employee OI on customer spending. Second, we examine the effect of customer identification on customer spending relative to the effect of customer satisfaction on customer spending. Thus, our study also contributes by demonstrating a potential complementary route to achieve customer spending (customer identification), a route that may be more readily affected by management than the efforts required for a sustained increase in customer satisfaction. Implications for academics and managers are offered.

  12. The Myth of Employee Planning for Retirement

    ERIC Educational Resources Information Center

    Morrison, Malcolm H.

    1975-01-01

    A survey of male hourly-wage earners indicates employees face serious problems in planning for income security in retirement. Retirement preparation programs that supply information and technical planning expertise are needed to assist employees in realistic retirement planning. (EA)

  13. Toward a Confederation of American Public Employees

    ERIC Educational Resources Information Center

    Flynn, Ralph J.

    1972-01-01

    Combining the strength of three public employee organizations, National Education Association, American Federation of State, County, and Municipal Employees, and the International Association of Fire Fighters, for mutual assistance in the fact of periodic crises. (CB)

  14. Developing Your Employee Handbook: Job Descriptions.

    ERIC Educational Resources Information Center

    Perreault, Joe

    1988-01-01

    A job description is a brief document that conveys to employees the importance of their jobs to the overall success of the day-care center. If properly written, it can contribute to effective employee motivation and supervision. (RJC)

  15. Slaughtering for a living: A hermeneutic phenomenological perspective on the well-being of slaughterhouse employees.

    PubMed

    Victor, Karen; Barnard, Antoni

    2016-01-01

    Slaughterhouses constitute a unique work setting exposing employees to particular physical and psychological health challenges. Research that focuses on the well-being of slaughterhouse employees is limited, and the aim of this study was to explore their well-being by conducting a hermeneutic phenomenological study of specifically the slaughterfloor employees' work-life experiences. The study was conducted in a South African commercial abattoir setting. Thirteen slaughterfloor employees and two managers of the slaughterfloor section participated in unstructured interviews. A hermeneutic phenomenological approach to data analysis was adopted following the stages of a naïve reading, a structural thematic analysis, and a comprehensive understanding. Data analysis resulted in four process-related themes representing the different stages of becoming a slaughterer, (mal)adjusting to slaughter work, coping with and maintaining the work, and living with the psycho-social consequences of slaughter work. Results facilitate an understanding of how employee well-being manifests in each of these stages of being a slaughterfloor employee. The risk potential of employees suffering from post-traumatic stress syndrome was evident throughout the stages of being a slaughterfloor employee and offers a useful diagnostic framework to facilitate employee well-being assistance. Slaughterhouse management should develop a holistic focus addressing employee well-being needs evident in each of the stages of being a slaughter worker and by extending well-being interventions to the broader communities that the slaughterhouse functions in. PMID:27104340

  16. Slaughtering for a living: A hermeneutic phenomenological perspective on the well-being of slaughterhouse employees.

    PubMed

    Victor, Karen; Barnard, Antoni

    2016-01-01

    Slaughterhouses constitute a unique work setting exposing employees to particular physical and psychological health challenges. Research that focuses on the well-being of slaughterhouse employees is limited, and the aim of this study was to explore their well-being by conducting a hermeneutic phenomenological study of specifically the slaughterfloor employees' work-life experiences. The study was conducted in a South African commercial abattoir setting. Thirteen slaughterfloor employees and two managers of the slaughterfloor section participated in unstructured interviews. A hermeneutic phenomenological approach to data analysis was adopted following the stages of a naïve reading, a structural thematic analysis, and a comprehensive understanding. Data analysis resulted in four process-related themes representing the different stages of becoming a slaughterer, (mal)adjusting to slaughter work, coping with and maintaining the work, and living with the psycho-social consequences of slaughter work. Results facilitate an understanding of how employee well-being manifests in each of these stages of being a slaughterfloor employee. The risk potential of employees suffering from post-traumatic stress syndrome was evident throughout the stages of being a slaughterfloor employee and offers a useful diagnostic framework to facilitate employee well-being assistance. Slaughterhouse management should develop a holistic focus addressing employee well-being needs evident in each of the stages of being a slaughter worker and by extending well-being interventions to the broader communities that the slaughterhouse functions in.

  17. [Employees without pension arrangements].

    PubMed

    Scholtz, H A

    1989-02-01

    Old age pensions in modern western industrial countries rest on three pillars: public, collective and individual-private arrangements. The flat-rate public system and the collective systems, domain of industrial relations, prevail in Holland. Since the early seventies the public old age pension (AOW) has been raised to the net minimum wage level. In the meantime the importance of the collective systems has been increasing. The pension levels of these systems are, however, not prescribed by law. In order to measure the present state of the collective systems the Dutch Chamber of Pensions has started a research project to investigate how many workers lack such an arrangement and why they lack it. The results of the project have recently been reported: in 1985 18% (650,000) of the workers (25-65 years) lacked an arrangement. The vast majority of them (87%) was found in the sector of services, especially the commercial services. A second research project has been started to find out the quality of the existing pension arrangements. The results of the two projects together are meant to answer the question whether or not some sort of collective pensions must be enforced by law. The improvement of collective pension schemes, however, should not lead automatically to decreasing public schemes. For most people the public pension system is the most important source of income.

  18. 40 CFR 273.36 - Employee training.

    Code of Federal Regulations, 2010 CFR

    2010-07-01

    ... 40 Protection of Environment 26 2010-07-01 2010-07-01 false Employee training. 273.36 Section 273.36 Protection of Environment ENVIRONMENTAL PROTECTION AGENCY (CONTINUED) SOLID WASTES (CONTINUED... Employee training. A large quantity handler of universal waste must ensure that all employees...

  19. 40 CFR 273.16 - Employee training.

    Code of Federal Regulations, 2010 CFR

    2010-07-01

    ... 40 Protection of Environment 26 2010-07-01 2010-07-01 false Employee training. 273.16 Section 273.16 Protection of Environment ENVIRONMENTAL PROTECTION AGENCY (CONTINUED) SOLID WASTES (CONTINUED... Employee training. A small quantity handler of universal waste must inform all employees who handle or...

  20. 30 CFR 57.18006 - New employees.

    Code of Federal Regulations, 2011 CFR

    2011-07-01

    ... 30 Mineral Resources 1 2011-07-01 2011-07-01 false New employees. 57.18006 Section 57.18006 Mineral Resources MINE SAFETY AND HEALTH ADMINISTRATION, DEPARTMENT OF LABOR METAL AND NONMETAL MINE... Surface and Underground § 57.18006 New employees. New employees shall be indoctrinated in safety rules...

  1. 30 CFR 56.18006 - New employees.

    Code of Federal Regulations, 2011 CFR

    2011-07-01

    ... 30 Mineral Resources 1 2011-07-01 2011-07-01 false New employees. 56.18006 Section 56.18006 Mineral Resources MINE SAFETY AND HEALTH ADMINISTRATION, DEPARTMENT OF LABOR METAL AND NONMETAL MINE... New employees. New employees shall be indoctrinated in safety rules and safe work procedures....

  2. 30 CFR 57.18006 - New employees.

    Code of Federal Regulations, 2010 CFR

    2010-07-01

    ... 30 Mineral Resources 1 2010-07-01 2010-07-01 false New employees. 57.18006 Section 57.18006 Mineral Resources MINE SAFETY AND HEALTH ADMINISTRATION, DEPARTMENT OF LABOR METAL AND NONMETAL MINE... Surface and Underground § 57.18006 New employees. New employees shall be indoctrinated in safety rules...

  3. 30 CFR 56.18006 - New employees.

    Code of Federal Regulations, 2010 CFR

    2010-07-01

    ... 30 Mineral Resources 1 2010-07-01 2010-07-01 false New employees. 56.18006 Section 56.18006 Mineral Resources MINE SAFETY AND HEALTH ADMINISTRATION, DEPARTMENT OF LABOR METAL AND NONMETAL MINE... New employees. New employees shall be indoctrinated in safety rules and safe work procedures....

  4. 10 CFR 30.7 - Employee protection.

    Code of Federal Regulations, 2013 CFR

    2013-01-01

    ... post the revision of NRC Form 3, “Notice to Employees,” referenced in 10 CFR 19.11(c). (2) The posting... 10 Energy 1 2013-01-01 2013-01-01 false Employee protection. 30.7 Section 30.7 Energy NUCLEAR... Provisions § 30.7 Employee protection. (a) Discrimination by a Commission licensee, an applicant for...

  5. 10 CFR 50.7 - Employee protection.

    Code of Federal Regulations, 2014 CFR

    2014-01-01

    ... in 10 CFR 19.11(c). This form must be posted at locations sufficient to permit employees protected by... 10 Energy 1 2014-01-01 2014-01-01 false Employee protection. 50.7 Section 50.7 Energy NUCLEAR... Employee protection. (a) Discrimination by a Commission licensee, an applicant for a Commission license,...

  6. 10 CFR 30.7 - Employee protection.

    Code of Federal Regulations, 2010 CFR

    2010-01-01

    ... post the revision of NRC Form 3, “Notice to Employees,” referenced in 10 CFR 19.11(c). (2) The posting... 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...

  7. 10 CFR 70.7 - Employee protection.

    Code of Federal Regulations, 2014 CFR

    2014-01-01

    ... post the revision of NRC Form 3, “Notice to Employees,” referenced in 10 CFR 19.11(c). (2) The posting... 10 Energy 2 2014-01-01 2014-01-01 false Employee protection. 70.7 Section 70.7 Energy NUCLEAR... Employee protection. (a) Discrimination by a Commission licensee, an applicant for a Commission license,...

  8. 10 CFR 50.7 - Employee protection.

    Code of Federal Regulations, 2013 CFR

    2013-01-01

    ... in 10 CFR 19.11(c). This form must be posted at locations sufficient to permit employees protected by... 10 Energy 1 2013-01-01 2013-01-01 false Employee protection. 50.7 Section 50.7 Energy NUCLEAR... Employee protection. (a) Discrimination by a Commission licensee, an applicant for a Commission license,...

  9. 10 CFR 70.7 - Employee protection.

    Code of Federal Regulations, 2010 CFR

    2010-01-01

    ... post the revision of NRC Form 3, “Notice to Employees,” referenced in 10 CFR 19.11(c). (2) The posting... 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,...

  10. 10 CFR 50.7 - Employee protection.

    Code of Federal Regulations, 2010 CFR

    2010-01-01

    ... in 10 CFR 19.11(c). This form must be posted at locations sufficient to permit employees protected by... 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,...

  11. 10 CFR 70.7 - Employee protection.

    Code of Federal Regulations, 2013 CFR

    2013-01-01

    ... post the revision of NRC Form 3, “Notice to Employees,” referenced in 10 CFR 19.11(c). (2) The posting... 10 Energy 2 2013-01-01 2013-01-01 false Employee protection. 70.7 Section 70.7 Energy NUCLEAR... Employee protection. (a) Discrimination by a Commission licensee, an applicant for a Commission license,...

  12. 10 CFR 70.7 - Employee protection.

    Code of Federal Regulations, 2012 CFR

    2012-01-01

    ... post the revision of NRC Form 3, “Notice to Employees,” referenced in 10 CFR 19.11(c). (2) The posting... 10 Energy 2 2012-01-01 2012-01-01 false Employee protection. 70.7 Section 70.7 Energy NUCLEAR... Employee protection. (a) Discrimination by a Commission licensee, an applicant for a Commission license,...

  13. 10 CFR 30.7 - Employee protection.

    Code of Federal Regulations, 2014 CFR

    2014-01-01

    ... post the revision of NRC Form 3, “Notice to Employees,” referenced in 10 CFR 19.11(c). (2) The posting... 10 Energy 1 2014-01-01 2014-01-01 false Employee protection. 30.7 Section 30.7 Energy NUCLEAR... Provisions § 30.7 Employee protection. (a) Discrimination by a Commission licensee, an applicant for...

  14. 10 CFR 70.7 - Employee protection.

    Code of Federal Regulations, 2011 CFR

    2011-01-01

    ... post the revision of NRC Form 3, “Notice to Employees,” referenced in 10 CFR 19.11(c). (2) The posting... 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,...

  15. 20 CFR 439.640 - Employee.

    Code of Federal Regulations, 2010 CFR

    2010-04-01

    ... 20 Employees' Benefits 2 2010-04-01 2010-04-01 false Employee. 439.640 Section 439.640 Employees' Benefits SOCIAL SECURITY ADMINISTRATION GOVERNMENTWIDE REQUIREMENTS FOR DRUG-FREE WORKPLACE (FINANCIAL... definition does not include workers not on the payroll of the recipient (e.g., volunteers, even if used...

  16. 14 CFR 1212.700 - NASA employees.

    Code of Federal Regulations, 2011 CFR

    2011-01-01

    ... 14 Aeronautics and Space 5 2011-01-01 2010-01-01 true NASA employees. 1212.700 Section 1212.700 Aeronautics and Space NATIONAL AERONAUTICS AND SPACE ADMINISTRATION PRIVACY ACT-NASA REGULATIONS NASA Authority and Responsibilities § 1212.700 NASA employees. (a) Each NASA employee is responsible for...

  17. 14 CFR 1212.700 - NASA employees.

    Code of Federal Regulations, 2012 CFR

    2012-01-01

    ... 14 Aeronautics and Space 5 2012-01-01 2012-01-01 false NASA employees. 1212.700 Section 1212.700 Aeronautics and Space NATIONAL AERONAUTICS AND SPACE ADMINISTRATION PRIVACY ACT-NASA REGULATIONS NASA Authority and Responsibilities § 1212.700 NASA employees. (a) Each NASA employee is responsible for...

  18. 14 CFR 1212.700 - NASA employees.

    Code of Federal Regulations, 2013 CFR

    2013-01-01

    ... 14 Aeronautics and Space 5 2013-01-01 2013-01-01 false NASA employees. 1212.700 Section 1212.700 Aeronautics and Space NATIONAL AERONAUTICS AND SPACE ADMINISTRATION PRIVACY ACT-NASA REGULATIONS NASA Authority and Responsibilities § 1212.700 NASA employees. (a) Each NASA employee is responsible for...

  19. 14 CFR 1212.700 - NASA employees.

    Code of Federal Regulations, 2010 CFR

    2010-01-01

    ... 14 Aeronautics and Space 5 2010-01-01 2010-01-01 false NASA employees. 1212.700 Section 1212.700 Aeronautics and Space NATIONAL AERONAUTICS AND SPACE ADMINISTRATION PRIVACY ACT-NASA REGULATIONS NASA Authority and Responsibilities § 1212.700 NASA employees. (a) Each NASA employee is responsible for...

  20. A Union Member's Guide to Employee Involvement.

    ERIC Educational Resources Information Center

    Juravich, Tom; Harris, Howard

    This guide is intended to be a first-time, general introduction to employee involvement for trade unionists--local leaders, stewards, and rank-and-file members. It makes no attempt to be comprehensive, but instead raises the major issues concerning employee involvement framed in trade union terms. Part I looks at the kinds of employee involvement…

  1. Employers' Perspectives of Employees' Personal Financial Literacy

    ERIC Educational Resources Information Center

    Davis, Rita; Carnes, Lana

    2005-01-01

    The objective of this study was to determine employers' perspectives of employees' personal financial literacy. Executives rated credit card use and budgeting as the most important personal financial literacy skills that employees should have. They stated that strong personal financial literacy skills allow an employee to focus on work activity…

  2. Employee motivation: training, idea generation, incentive approaches.

    PubMed

    Alpert, M S

    1986-05-01

    If the terms "skill-building," "idea generation" and "rewards programming system" are not part of your vocabulary or strategy to motivate employees in your medical record department, this article will provide some valuable insights. A successful motivation program based on these elements will benefit both employee and employer by providing stronger employee participation, more job satisfaction, enhanced productivity and overall increased success.

  3. Employee Volunteering: More than Good Feelings.

    ERIC Educational Resources Information Center

    Lee, Louise

    2001-01-01

    A study gathered perspectives of business, employee volunteers, and community organizations in New Zealand regarding employee volunteering. Benefits and issues for each group were identified, and the role of volunteer centers in managing successful employee volunteer programs was highlighted. (Contains 19 references.) (SK)

  4. Epistemological Agency and the New Employee

    ERIC Educational Resources Information Center

    Smith, Raymond

    2005-01-01

    The necessary learning actions new employees must undertake to meet the performance requirements of their new job may be said to constitute a constructivist epistemology of necessity. This view forms a useful basis of inquiry into new employee workplace learning as it seeks to explicate the significance of what new employees "do" in and through…

  5. 19 CFR 19.46 - Employee lists.

    Code of Federal Regulations, 2011 CFR

    2011-04-01

    ... new employees. The operator shall, within 10 calendar days, advise the port director if the employment... 19 Customs Duties 1 2011-04-01 2011-04-01 false Employee lists. 19.46 Section 19.46 Customs Duties... Employee lists. A permit shall not be granted to an operator to transfer a container or containers to...

  6. 19 CFR 19.46 - Employee lists.

    Code of Federal Regulations, 2010 CFR

    2010-04-01

    ... new employees. The operator shall, within 10 calendar days, advise the port director if the employment... 19 Customs Duties 1 2010-04-01 2010-04-01 false Employee lists. 19.46 Section 19.46 Customs Duties... Employee lists. A permit shall not be granted to an operator to transfer a container or containers to...

  7. 36 CFR 21.8 - Employee certification.

    Code of Federal Regulations, 2010 CFR

    2010-07-01

    ... 36 Parks, Forests, and Public Property 1 2010-07-01 2010-07-01 false Employee certification. 21.8 Section 21.8 Parks, Forests, and Public Property NATIONAL PARK SERVICE, DEPARTMENT OF THE INTERIOR HOT SPRINGS NATIONAL PARK; BATHHOUSE REGULATIONS § 21.8 Employee certification. (a) Employees engaged...

  8. 27 CFR 10.22 - Employee associations.

    Code of Federal Regulations, 2011 CFR

    2011-04-01

    ... 27 Alcohol, Tobacco Products and Firearms 1 2011-04-01 2011-04-01 false Employee associations. 10..., DEPARTMENT OF THE TREASURY LIQUORS COMMERCIAL BRIBERY Commercial Bribery § 10.22 Employee associations. Gifts... employee associations are considered the same as bonuses, premiums, compensation, or other things of...

  9. 27 CFR 10.22 - Employee associations.

    Code of Federal Regulations, 2010 CFR

    2010-04-01

    ... 27 Alcohol, Tobacco Products and Firearms 1 2010-04-01 2010-04-01 false Employee associations. 10..., DEPARTMENT OF THE TREASURY LIQUORS COMMERCIAL BRIBERY Commercial Bribery § 10.22 Employee associations. Gifts... employee associations are considered the same as bonuses, premiums, compensation, or other things of...

  10. 10 CFR 1060.301 - Government employees.

    Code of Federal Regulations, 2013 CFR

    2013-01-01

    ... 10 Energy 4 2013-01-01 2013-01-01 false Government employees. 1060.301 Section 1060.301 Energy DEPARTMENT OF ENERGY (GENERAL PROVISIONS) PAYMENT OF TRAVEL EXPENSES OF PERSONS WHO ARE NOT GOVERNMENT EMPLOYEES § 1060.301 Government employees. Nothing in this part shall be interpreted as being applicable...

  11. 7 CFR 97.154 - Government employees.

    Code of Federal Regulations, 2010 CFR

    2010-01-01

    ... 7 Agriculture 3 2010-01-01 2010-01-01 false Government employees. 97.154 Section 97.154... PLANT VARIETY AND PROTECTION Attorneys and Agents § 97.154 Government employees. Officers and employees... attorneys or agents in proceedings or other matters before government departments or agencies, shall not...

  12. 10 CFR 1060.301 - Government employees.

    Code of Federal Regulations, 2014 CFR

    2014-01-01

    ... 10 Energy 4 2014-01-01 2014-01-01 false Government employees. 1060.301 Section 1060.301 Energy DEPARTMENT OF ENERGY (GENERAL PROVISIONS) PAYMENT OF TRAVEL EXPENSES OF PERSONS WHO ARE NOT GOVERNMENT EMPLOYEES § 1060.301 Government employees. Nothing in this part shall be interpreted as being applicable...

  13. 10 CFR 1060.301 - Government employees.

    Code of Federal Regulations, 2012 CFR

    2012-01-01

    ... 10 Energy 4 2012-01-01 2012-01-01 false Government employees. 1060.301 Section 1060.301 Energy DEPARTMENT OF ENERGY (GENERAL PROVISIONS) PAYMENT OF TRAVEL EXPENSES OF PERSONS WHO ARE NOT GOVERNMENT EMPLOYEES § 1060.301 Government employees. Nothing in this part shall be interpreted as being applicable...

  14. 10 CFR 1060.301 - Government employees.

    Code of Federal Regulations, 2011 CFR

    2011-01-01

    ... 10 Energy 4 2011-01-01 2011-01-01 false Government employees. 1060.301 Section 1060.301 Energy DEPARTMENT OF ENERGY (GENERAL PROVISIONS) PAYMENT OF TRAVEL EXPENSES OF PERSONS WHO ARE NOT GOVERNMENT EMPLOYEES § 1060.301 Government employees. Nothing in this part shall be interpreted as being applicable...

  15. 7 CFR 97.154 - Government employees.

    Code of Federal Regulations, 2012 CFR

    2012-01-01

    ... 7 Agriculture 3 2012-01-01 2012-01-01 false Government employees. 97.154 Section 97.154... PLANT VARIETY AND PROTECTION Attorneys and Agents § 97.154 Government employees. Officers and employees... attorneys or agents in proceedings or other matters before government departments or agencies, shall not...

  16. 7 CFR 97.154 - Government employees.

    Code of Federal Regulations, 2013 CFR

    2013-01-01

    ... 7 Agriculture 3 2013-01-01 2013-01-01 false Government employees. 97.154 Section 97.154... PLANT VARIETY AND PROTECTION Attorneys and Agents § 97.154 Government employees. Officers and employees... attorneys or agents in proceedings or other matters before government departments or agencies, shall not...

  17. 10 CFR 1060.301 - Government employees.

    Code of Federal Regulations, 2010 CFR

    2010-01-01

    ... 10 Energy 4 2010-01-01 2010-01-01 false Government employees. 1060.301 Section 1060.301 Energy DEPARTMENT OF ENERGY (GENERAL PROVISIONS) PAYMENT OF TRAVEL EXPENSES OF PERSONS WHO ARE NOT GOVERNMENT EMPLOYEES § 1060.301 Government employees. Nothing in this part shall be interpreted as being applicable...

  18. 7 CFR 97.154 - Government employees.

    Code of Federal Regulations, 2011 CFR

    2011-01-01

    ... 7 Agriculture 3 2011-01-01 2011-01-01 false Government employees. 97.154 Section 97.154... PLANT VARIETY AND PROTECTION Attorneys and Agents § 97.154 Government employees. Officers and employees... attorneys or agents in proceedings or other matters before government departments or agencies, shall not...

  19. 7 CFR 97.154 - Government employees.

    Code of Federal Regulations, 2014 CFR

    2014-01-01

    ... 7 Agriculture 3 2014-01-01 2014-01-01 false Government employees. 97.154 Section 97.154... PLANT VARIETY AND PROTECTION Attorneys and Agents § 97.154 Government employees. Officers and employees... attorneys or agents in proceedings or other matters before government departments or agencies, shall not...

  20. 49 CFR 218.22 - Utility employee.

    Code of Federal Regulations, 2010 CFR

    2010-10-01

    ... 49 Transportation 4 2010-10-01 2010-10-01 false Utility employee. 218.22 Section 218.22..., DEPARTMENT OF TRANSPORTATION RAILROAD OPERATING PRACTICES Blue Signal Protection of Workers § 218.22 Utility employee. (a) A utility employee shall be subject to the Hours of Service Act, and the requirements...

  1. Managing human resources to improve employee retention.

    PubMed

    Arnold, Edwin

    2005-01-01

    Managers face increased challenges as the demand for health care services increases while the supply of employees with the requisite skills continues to lag. Employee retention will become more important in the effort to service health care needs. Appropriate human resource management strategies and policies implemented effectively can significantly assist managers in dealing with the employee retention challenges ahead.

  2. The relationship between leadership support, workplace health promotion and employee wellbeing in South Africa.

    PubMed

    Milner, Karen; Greyling, Michael; Goetzel, Ron; Da Silva, Roseanne; Kolbe-Alexander, Tracey; Patel, Deepak; Nossel, Craig; Beckowski, Megan

    2015-09-01

    Leadership support has been identified as an essential component of successful workplace health promotion (WHP) programs. However, there is little research in this area and even less theoretical conceptualization on ways in which leadership support for WHP is related to improved employee wellbeing. In this paper, we developed and tested a model of leadership support for WHP and employee wellbeing outcomes using employer and employee data gathered from 71 South African organizations. A theoretical model based on social exchange theory was developed. It was hypothesized that perceptions of company commitment to health promotion mediates the relationship between leadership support, the provision of WHP facilities and employee wellbeing. A hierarchical structural equation modeling technique was used to test the model. We determined that leaders' support for WHP was important insofar as they also provided health promotion facilities to their employees. No direct relationship was found between leadership support alone and employee wellbeing.

  3. Fostering employee service creativity: Joint effects of customer empowering behaviors and supervisory empowering leadership.

    PubMed

    Dong, Yuntao; Liao, Hui; Chuang, Aichia; Zhou, Jing; Campbell, Elizabeth M

    2015-09-01

    Integrating insights from the literature on customers' central role in service and the literature on employee creativity, we offer theoretical and empirical account of how and when customer empowering behaviors can motivate employee creativity during service encounters and, subsequently, influence customer satisfaction with service experience. Using multilevel, multisource, experience sampling data from 380 hairstylists matched with 3550 customers in 118 hair salons, we found that customer empowering behaviors were positively related to employee creativity and subsequent customer satisfaction via employee state promotion focus. Results also showed that empowering behaviors from different agents function synergistically in shaping employee creativity: supervisory empowering leadership strengthened the indirect effect of customer empowering behaviors on employee creativity via state promotion focus. PMID:25774571

  4. Fostering employee service creativity: Joint effects of customer empowering behaviors and supervisory empowering leadership.

    PubMed

    Dong, Yuntao; Liao, Hui; Chuang, Aichia; Zhou, Jing; Campbell, Elizabeth M

    2015-09-01

    Integrating insights from the literature on customers' central role in service and the literature on employee creativity, we offer theoretical and empirical account of how and when customer empowering behaviors can motivate employee creativity during service encounters and, subsequently, influence customer satisfaction with service experience. Using multilevel, multisource, experience sampling data from 380 hairstylists matched with 3550 customers in 118 hair salons, we found that customer empowering behaviors were positively related to employee creativity and subsequent customer satisfaction via employee state promotion focus. Results also showed that empowering behaviors from different agents function synergistically in shaping employee creativity: supervisory empowering leadership strengthened the indirect effect of customer empowering behaviors on employee creativity via state promotion focus.

  5. 29 CFR 102.120 - Post-employee restrictions on activities by former Officers and employees.

    Code of Federal Regulations, 2013 CFR

    2013-07-01

    ... BOARD RULES AND REGULATIONS, SERIES 8 Post-employment Restrictions on Activities by Former Officers and Employees § 102.120 Post-employee restrictions on activities by former Officers and employees. Former... 29 Labor 2 2013-07-01 2013-07-01 false Post-employee restrictions on activities by former...

  6. 29 CFR 102.120 - Post-employee restrictions on activities by former Officers and employees.

    Code of Federal Regulations, 2010 CFR

    2010-07-01

    ... BOARD RULES AND REGULATIONS, SERIES 8 Post-employment Restrictions on Activities by Former Officers and Employees § 102.120 Post-employee restrictions on activities by former Officers and employees. Former... 29 Labor 2 2010-07-01 2010-07-01 false Post-employee restrictions on activities by former...

  7. 29 CFR 102.120 - Post-employee restrictions on activities by former Officers and employees.

    Code of Federal Regulations, 2011 CFR

    2011-07-01

    ... BOARD RULES AND REGULATIONS, SERIES 8 Post-employment Restrictions on Activities by Former Officers and Employees § 102.120 Post-employee restrictions on activities by former Officers and employees. Former... 29 Labor 2 2011-07-01 2011-07-01 false Post-employee restrictions on activities by former...

  8. 29 CFR 102.120 - Post-employee restrictions on activities by former Officers and employees.

    Code of Federal Regulations, 2014 CFR

    2014-07-01

    ... BOARD RULES AND REGULATIONS, SERIES 8 Post-employment Restrictions on Activities by Former Officers and Employees § 102.120 Post-employee restrictions on activities by former Officers and employees. Former... 29 Labor 2 2014-07-01 2014-07-01 false Post-employee restrictions on activities by former...

  9. 29 CFR 102.120 - Post-employee restrictions on activities by former Officers and employees.

    Code of Federal Regulations, 2012 CFR

    2012-07-01

    ... BOARD RULES AND REGULATIONS, SERIES 8 Post-employment Restrictions on Activities by Former Officers and Employees § 102.120 Post-employee restrictions on activities by former Officers and employees. Former... 29 Labor 2 2012-07-01 2012-07-01 false Post-employee restrictions on activities by former...

  10. 11 CFR 7.3 - Notification to employees and special Commission employees.

    Code of Federal Regulations, 2011 CFR

    2011-01-01

    ... this part shall be brought to the attention of each new employee and new special Commission employee by... 11 Federal Elections 1 2011-01-01 2011-01-01 false Notification to employees and special Commission employees. 7.3 Section 7.3 Federal Elections FEDERAL ELECTION COMMISSION STANDARDS OF...

  11. 11 CFR 7.3 - Notification to employees and special Commission employees.

    Code of Federal Regulations, 2010 CFR

    2010-01-01

    ... this part shall be brought to the attention of each new employee and new special Commission employee by... 11 Federal Elections 1 2010-01-01 2010-01-01 false Notification to employees and special Commission employees. 7.3 Section 7.3 Federal Elections FEDERAL ELECTION COMMISSION STANDARDS OF...

  12. 36 CFR 905.735-106 - Notification to employees and special Government employees.

    Code of Federal Regulations, 2010 CFR

    2010-07-01

    ... special Government employees. 905.735-106 Section 905.735-106 Parks, Forests, and Public Property... to employees and special Government employees. (a) At the time these regulations are published, or... special Government employees with a copy of the regulations. The Administrative Officer shall insure...

  13. 36 CFR 905.735-106 - Notification to employees and special Government employees.

    Code of Federal Regulations, 2011 CFR

    2011-07-01

    ... special Government employees. 905.735-106 Section 905.735-106 Parks, Forests, and Public Property... to employees and special Government employees. (a) At the time these regulations are published, or... special Government employees with a copy of the regulations. The Administrative Officer shall insure...

  14. Employee discipline: a changing paradigm.

    PubMed

    Raper, J L; Myaya, S N

    1993-12-01

    To increase the receptiveness of health care supervisors to a broader meaning of discipline and to simulate investigation of nontraditional methods of encouragement to employees who fail to meet minimum standards of conduct and thereby negatively affect the quality of patient care, a subjectively realistic view of the implications of the traditional punitive disciplinary paradigm is presented. Through the use of a case study, the authors present, explain, and apply the contemporary concept of discipline without punishment as first described by J. Huberman.

  15. 39 CFR 961.4 - Employee petition for a hearing.

    Code of Federal Regulations, 2014 CFR

    2014-07-01

    ... employee, the employee's work address, home address, work telephone number, home telephone number, and... hardship on the employee, his or her spouse, and dependents, the employee shall identify an...

  16. Manager-employee interaction in ambulance services: an exploratory study of employee perspectives on management communication.

    PubMed

    Nordby, Halvor

    2015-01-01

    Managers of ambulance stations face many communicative challenges in their interaction with employees working in prehospital first-line services. The article presents an exploratory study of how paramedics experience these challenges in communication with station leaders. On the basis of a dialogue perspective in qualitative method, 24 paramedics were interviewed in one-to-one and focus group settings. Naturalistic and phenomenological approaches were used to analyze the interviews. All the paramedics said that they wished to be more involved in decision processes and that station managers should provide better explanations of information "from above." The paramedics understood that it was difficult for the managers to find time for extensive dialogue, but many thought that the managers should give more priority to communication. The paramedics' views correspond to theoretical assumptions in human resource management. According to this model, employees should be involved in decision processes on management levels, as long as it is realistically possible to do so. Furthermore, expressing emotional support and positive attitudes does not take much time, and the study suggests that many ambulance managers should focus more on interpersonal relations to employees. It has been extensively documented that management communication affects organizational performance. The study indicates that managers of ambulance stations should be more aware of how their leadership style affects professional commitment and motivation in the first-line services.

  17. Manager-employee interaction in ambulance services: an exploratory study of employee perspectives on management communication.

    PubMed

    Nordby, Halvor

    2015-01-01

    Managers of ambulance stations face many communicative challenges in their interaction with employees working in prehospital first-line services. The article presents an exploratory study of how paramedics experience these challenges in communication with station leaders. On the basis of a dialogue perspective in qualitative method, 24 paramedics were interviewed in one-to-one and focus group settings. Naturalistic and phenomenological approaches were used to analyze the interviews. All the paramedics said that they wished to be more involved in decision processes and that station managers should provide better explanations of information "from above." The paramedics understood that it was difficult for the managers to find time for extensive dialogue, but many thought that the managers should give more priority to communication. The paramedics' views correspond to theoretical assumptions in human resource management. According to this model, employees should be involved in decision processes on management levels, as long as it is realistically possible to do so. Furthermore, expressing emotional support and positive attitudes does not take much time, and the study suggests that many ambulance managers should focus more on interpersonal relations to employees. It has been extensively documented that management communication affects organizational performance. The study indicates that managers of ambulance stations should be more aware of how their leadership style affects professional commitment and motivation in the first-line services. PMID:25909398

  18. 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.

  19. 22 CFR 1203.735-410 - Effect of employees' statements on other requirements.

    Code of Federal Regulations, 2014 CFR

    2014-04-01

    ... 22 Foreign Relations 2 2014-04-01 2014-04-01 false Effect of employees' statements on other... § 1203.735-410 Effect of employees' statements on other requirements. The statements of employment and... conflict of interest prohibitions of 18 U.S.C. 208(a) pursuant to a written advance determination...

  20. Public Employees: A Survey of Some Critical Problems on the Frontier of Collective Bargaining

    ERIC Educational Resources Information Center

    Redenius, Charles

    1976-01-01

    Discusses common problems involved in collective bargaining for public employees and recommends a number of changes in public employee labor relations laws that can help resolve those problems. Available from: Commerce Clearing House, Inc., 4025 W. Peterson Ave., Chicago, Illinois 60646; single copy, $3.00. (JG)

  1. 45 CFR 2555.135 - Designation of responsible employee and adoption of grievance procedures.

    Code of Federal Regulations, 2011 CFR

    2011-10-01

    ... 45 Public Welfare 4 2011-10-01 2011-10-01 false Designation of responsible employee and adoption of grievance procedures. 2555.135 Section 2555.135 Public Welfare Regulations Relating to Public... Designation of responsible employee and adoption of grievance procedures. (a) Designation of...

  2. 29 CFR 776.0 - Subpart limited to individual employee coverage.

    Code of Federal Regulations, 2012 CFR

    2012-07-01

    ... 29 Labor 3 2012-07-01 2012-07-01 false Subpart limited to individual employee coverage. 776.0 Section 776.0 Labor Regulations Relating to Labor (Continued) WAGE AND HOUR DIVISION, DEPARTMENT OF LABOR... § 776.0 Subpart limited to individual employee coverage. This subpart, which was adopted before...

  3. Person-Organization (Culture) Fit and Employee Commitment under Conditions of Organizational Change: A Longitudinal Study

    ERIC Educational Resources Information Center

    Meyer, John P.; Hecht, Tracy D.; Gill, Harjinder; Toplonytsky, Laryssa

    2010-01-01

    This longitudinal study examines how person-organization fit, operationalized as congruence between perceived and preferred organizational culture, relates to employees' affective commitment and intention to stay with an organization during the early stages of a strategic organizational change. Employees in a large energy company completed surveys…

  4. Fresh and Healthy? Well-Being, Health and Performance of Young Employees with Intermediate Education

    ERIC Educational Resources Information Center

    Akkermans, Jos; Brenninkmeijer, Veerle; Blonk, Roland W. B.; Koppes, Lando L. J.

    2009-01-01

    Purpose: The purpose of this paper is to gain more insight into the well-being, health and performance of young intermediate educated employees. First, employees with low education (9 years or less), intermediate education (10-14 years of education), and high education (15 years or more) are compared on a number of factors related to well-being,…

  5. The Effective Use of EAPs: Retrenchment Leads to Emphasis on Helping Troubled Employees.

    ERIC Educational Resources Information Center

    Pogue, Gregory

    1994-01-01

    During a period of retrenchment, colleges and universities are increasingly developing employee assistance programs (EAPs) to help personnel cope with personal and work-related problems. Successful EAPs have top management commitment, have written policies and procedure, focus on employee performance, provide professional assistance, involve the…

  6. 29 CFR 2530.200b-3 - Determination of service to be credited to employees.

    Code of Federal Regulations, 2010 CFR

    2010-07-01

    ....200b-3 Section 2530.200b-3 Labor Regulations Relating to Labor (Continued) EMPLOYEE BENEFITS SECURITY... hours for which back pay, irrespective of mitigation of damages, is awarded or agreed to by an employer... which the employee would have been engaged in the performance of duties for the employer. (ii) The...

  7. 77 FR 46524 - Agency Information Collection Activities; Submission for OMB Review; Comment Request; Employee...

    Federal Register 2010, 2011, 2012, 2013, 2014

    2012-08-03

    ... the related notice published in the Federal Register on April 5, 2012 (77 FR 20650). Interested...; Employee Retirement Income Security Act Summary Annual Report Requirement ACTION: Notice. SUMMARY: The... information collection request (ICR) titled, ``Employee Retirement Income Security Act Summary Annual...

  8. 76 FR 60531 - Agency Information Collection Activities; Submission for OMB Review; Comment Request; Employee...

    Federal Register 2010, 2011, 2012, 2013, 2014

    2011-09-29

    ... related notice published in the Federal Register on May 24, 2011 (76 FR 30199). Interested parties are...; Employee Retirement Income Security Act Prohibited Transaction Exemption 86-128 ACTION: Notice. SUMMARY... information collection request (ICR) titled, ``Employee Retirement Income Security Act Prohibited...

  9. 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...

  10. 29 CFR 778.332 - Awards for activities not normally part of employee's job.

    Code of Federal Regulations, 2013 CFR

    2013-07-01

    ... 29 Labor 3 2013-07-01 2013-07-01 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...

  11. 29 CFR 778.332 - Awards for activities not normally part of employee's job.

    Code of Federal Regulations, 2012 CFR

    2012-07-01

    ... 29 Labor 3 2012-07-01 2012-07-01 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...

  12. 5 CFR 9901.408 - Employees on time-limited appointments.

    Code of Federal Regulations, 2011 CFR

    2011-01-01

    ... LABOR RELATIONS SYSTEMS (DEPARTMENT OF DEFENSE-OFFICE OF PERSONNEL MANAGEMENT) DEPARTMENT OF DEFENSE NATIONAL SECURITY PERSONNEL SYSTEM (NSPS) Performance Management § 9901.408 Employees on time-limited appointments. Employees who are appointed for less than 90 days— (a) Will be given performance...

  13. 29 CFR 780.510 - “Any agricultural employee.”

    Code of Federal Regulations, 2014 CFR

    2014-07-01

    ... Agricultural Employees in Processing Shade-Grown Tobacco; Exemption From Minimum Wage and Overtime Pay... 29 Labor 3 2014-07-01 2014-07-01 false âAny agricultural employee.â 780.510 Section 780.510 Labor Regulations Relating to Labor (Continued) WAGE AND HOUR DIVISION, DEPARTMENT OF LABOR STATEMENTS OF...

  14. 29 CFR 780.510 - “Any agricultural employee.”

    Code of Federal Regulations, 2012 CFR

    2012-07-01

    ... Agricultural Employees in Processing Shade-Grown Tobacco; Exemption From Minimum Wage and Overtime Pay... 29 Labor 3 2012-07-01 2012-07-01 false âAny agricultural employee.â 780.510 Section 780.510 Labor Regulations Relating to Labor (Continued) WAGE AND HOUR DIVISION, DEPARTMENT OF LABOR STATEMENTS OF...

  15. 29 CFR 780.510 - “Any agricultural employee.”

    Code of Federal Regulations, 2011 CFR

    2011-07-01

    ... Agricultural Employees in Processing Shade-Grown Tobacco; Exemption From Minimum Wage and Overtime Pay... 29 Labor 3 2011-07-01 2011-07-01 false âAny agricultural employee.â 780.510 Section 780.510 Labor Regulations Relating to Labor (Continued) WAGE AND HOUR DIVISION, DEPARTMENT OF LABOR STATEMENTS OF...

  16. 29 CFR 780.510 - “Any agricultural employee.”

    Code of Federal Regulations, 2010 CFR

    2010-07-01

    ... Agricultural Employees in Processing Shade-Grown Tobacco; Exemption From Minimum Wage and Overtime Pay... 29 Labor 3 2010-07-01 2010-07-01 false âAny agricultural employee.â 780.510 Section 780.510 Labor Regulations Relating to Labor (Continued) WAGE AND HOUR DIVISION, DEPARTMENT OF LABOR STATEMENTS OF...

  17. 29 CFR 780.510 - “Any agricultural employee.”

    Code of Federal Regulations, 2013 CFR

    2013-07-01

    ... Agricultural Employees in Processing Shade-Grown Tobacco; Exemption From Minimum Wage and Overtime Pay... 29 Labor 3 2013-07-01 2013-07-01 false âAny agricultural employee.â 780.510 Section 780.510 Labor Regulations Relating to Labor (Continued) WAGE AND HOUR DIVISION, DEPARTMENT OF LABOR STATEMENTS OF...

  18. Local Property Tax Limitations vs. School District Employee Pension Costs in Pennsylvania

    ERIC Educational Resources Information Center

    Hartman, William T.; Shrom, Timothy J.

    2014-01-01

    In Pennsylvania as in many other states, employee pension costs are a significant source of financial pressure for school districts (Zeehandelaar and Northern 2013, Pennsylvania Public Employees' Retirement Commission 2013). In order to gain greater insight into the nature of Pennsylvania school districts' financial burden related to…

  19. 20 CFR 702.271 - Discrimination; against employees who bring proceedings, prohibition and penalty.

    Code of Federal Regulations, 2011 CFR

    2011-04-01

    ... 20 Employees' Benefits 3 2011-04-01 2011-04-01 false Discrimination; against employees who bring...' COMPENSATION PROGRAMS, DEPARTMENT OF LABOR LONGSHOREMEN'S AND HARBOR WORKERS' COMPENSATION ACT AND RELATED STATUTES ADMINISTRATION AND PROCEDURE Claims Procedures Discrimination § 702.271 Discrimination;...

  20. Developing an Employee Volunteer Literacy Program. BCEL Bulletin. Issue No. 1.

    ERIC Educational Resources Information Center

    BCEL Bulletin, 1986

    1986-01-01

    This bulletin aims to provide guidance to business companies in developing an employee volunteer literacy program in which employees volunteer their time to assist in such aspects of community adult literacy campaigns as advocacy, public relations, fundraising, community leadership, and tutoring. A section on assessing local community needs…

  1. "Deaf World, that's where I'm at": Camaraderie between Deaf and Hearing Employees

    ERIC Educational Resources Information Center

    Wells, Anita G.; Bhattacharya, Kakali; Morgan, Dianne D.

    2009-01-01

    This study used phenomenological methodology to explore how 4 Deaf employees described quality of camaraderie of participation in work-related tasks and relationships. Three invariant themes echoed through the data. The first theme was hitting the ceiling quickly and choosing to stay; employees remained in the secondary job market for years…

  2. 29 CFR 1960.27 - Representatives of officials in charge and representatives of employees.

    Code of Federal Regulations, 2012 CFR

    2012-07-01

    ... 29 Labor 9 2012-07-01 2012-07-01 false Representatives of officials in charge and representatives of employees. 1960.27 Section 1960.27 Labor Regulations Relating to Labor (Continued) OCCUPATIONAL SAFETY AND HEALTH ADMINISTRATION, DEPARTMENT OF LABOR (CONTINUED) BASIC PROGRAM ELEMENTS FOR FEDERAL EMPLOYEE OCCUPATIONAL SAFETY AND HEALTH...

  3. 29 CFR 2530.200b-7 - Day of service for employees in the maritime industry.

    Code of Federal Regulations, 2013 CFR

    2013-07-01

    ... 29 Labor 9 2013-07-01 2013-07-01 false Day of service for employees in the maritime industry. 2530.200b-7 Section 2530.200b-7 Labor Regulations Relating to Labor (Continued) EMPLOYEE BENEFITS SECURITY... industry. (a) General rule. A day of service in the maritime industry which must, as a minimum, be...

  4. 29 CFR 2530.200b-7 - Day of service for employees in the maritime industry.

    Code of Federal Regulations, 2010 CFR

    2010-07-01

    ... 29 Labor 9 2010-07-01 2010-07-01 false Day of service for employees in the maritime industry. 2530.200b-7 Section 2530.200b-7 Labor Regulations Relating to Labor (Continued) EMPLOYEE BENEFITS SECURITY... industry. (a) General rule. A day of service in the maritime industry which must, as a minimum, be...

  5. 29 CFR 2530.200b-7 - Day of service for employees in the maritime industry.

    Code of Federal Regulations, 2012 CFR

    2012-07-01

    ... 29 Labor 9 2012-07-01 2012-07-01 false Day of service for employees in the maritime industry. 2530.200b-7 Section 2530.200b-7 Labor Regulations Relating to Labor (Continued) EMPLOYEE BENEFITS SECURITY... industry. (a) General rule. A day of service in the maritime industry which must, as a minimum, be...

  6. 29 CFR 2530.200b-7 - Day of service for employees in the maritime industry.

    Code of Federal Regulations, 2014 CFR

    2014-07-01

    ... 29 Labor 9 2014-07-01 2014-07-01 false Day of service for employees in the maritime industry. 2530.200b-7 Section 2530.200b-7 Labor Regulations Relating to Labor (Continued) EMPLOYEE BENEFITS SECURITY... industry. (a) General rule. A day of service in the maritime industry which must, as a minimum, be...

  7. 29 CFR 2530.200b-7 - Day of service for employees in the maritime industry.

    Code of Federal Regulations, 2011 CFR

    2011-07-01

    ... 29 Labor 9 2011-07-01 2011-07-01 false Day of service for employees in the maritime industry. 2530.200b-7 Section 2530.200b-7 Labor Regulations Relating to Labor (Continued) EMPLOYEE BENEFITS SECURITY... industry. (a) General rule. A day of service in the maritime industry which must, as a minimum, be...

  8. 49 CFR Appendix II to Part 805 - Employees Required To Submit Statements

    Code of Federal Regulations, 2011 CFR

    2011-10-01

    ... 49 Transportation 7 2011-10-01 2011-10-01 false Employees Required To Submit Statements II Appendix II to Part 805 Transportation Other Regulations Relating to Transportation (Continued) NATIONAL...—Employees Required To Submit Statements Statements of employment and financial interests are required of...

  9. 49 CFR Appendix II to Part 805 - Employees Required To Submit Statements

    Code of Federal Regulations, 2010 CFR

    2010-10-01

    ... 49 Transportation 7 2010-10-01 2010-10-01 false Employees Required To Submit Statements II Appendix II to Part 805 Transportation Other Regulations Relating to Transportation (Continued) NATIONAL...—Employees Required To Submit Statements Statements of employment and financial interests are required of...

  10. The Culture of Employee Learning--Which Way for South Africa?

    ERIC Educational Resources Information Center

    Mavunga, George; Cross, Michael

    2015-01-01

    Employee learning which is known by terms such as "human capital development" and "lifelong learning" is an aspect of post-school learning which people engage in for purposes of enhancing their work-related competencies and possibly achieve upward professional mobility. There are different views on how best employee learning…

  11. 29 CFR 779.118 - Employees providing central services for multi-unit organizations.

    Code of Federal Regulations, 2010 CFR

    2010-07-01

    ... organizations. 779.118 Section 779.118 Labor Regulations Relating to Labor (Continued) WAGE AND HOUR DIVISION... Apply: Basic Principles and Individual Coverage Employees Engaged in Commerce Or in the Production of.... Employees providing central services for a multiunit organization may be engaged both “in commerce” and...

  12. 29 CFR 2580.412-3 - Plan administrators, officers and employees for purposes of section 13.

    Code of Federal Regulations, 2014 CFR

    2014-07-01

    ....412-3 Plan administrators, officers and employees for purposes of section 13. (a) Administrator. (1... 29 Labor 9 2014-07-01 2014-07-01 false Plan administrators, officers and employees for purposes of section 13. 2580.412-3 Section 2580.412-3 Labor Regulations Relating to Labor (Continued)...

  13. 29 CFR 2580.412-3 - Plan administrators, officers and employees for purposes of section 13.

    Code of Federal Regulations, 2010 CFR

    2010-07-01

    ....412-3 Plan administrators, officers and employees for purposes of section 13. (a) Administrator. (1... 29 Labor 9 2010-07-01 2010-07-01 false Plan administrators, officers and employees for purposes of section 13. 2580.412-3 Section 2580.412-3 Labor Regulations Relating to Labor (Continued)...

  14. 29 CFR 2580.412-3 - Plan administrators, officers and employees for purposes of section 13.

    Code of Federal Regulations, 2012 CFR

    2012-07-01

    ....412-3 Plan administrators, officers and employees for purposes of section 13. (a) Administrator. (1... 29 Labor 9 2012-07-01 2012-07-01 false Plan administrators, officers and employees for purposes of section 13. 2580.412-3 Section 2580.412-3 Labor Regulations Relating to Labor (Continued)...

  15. 29 CFR 2580.412-3 - Plan administrators, officers and employees for purposes of section 13.

    Code of Federal Regulations, 2011 CFR

    2011-07-01

    ....412-3 Plan administrators, officers and employees for purposes of section 13. (a) Administrator. (1... 29 Labor 9 2011-07-01 2011-07-01 false Plan administrators, officers and employees for purposes of section 13. 2580.412-3 Section 2580.412-3 Labor Regulations Relating to Labor (Continued)...

  16. Educating supervisors of employees with diabetes.

    PubMed

    Wood, Felecia G; Jacobson, Sharol

    2008-06-01

    The worksite presents special challenges not only for employees with diabetes, but also for their supervisors. Supervisors wonder whether certain behaviors are willful misconduct or indicative of health problems, as well as if and how to accommodate employees with diabetes to meet the needs of the employees and the company, within the law. The purpose of this research was to pilot test an innovative educational program for supervisors of employees with diabetes to benefit employees' health and diabetes control while meeting the legal requirements of the Americans with Disabilities Act (ADA). Nine supervisors completed a 6-hour program that included innovative teaching strategies--"living the life" of a person with diabetes for 2 days and case studies to practice decision making according to the ADA. The program increased supervisors' reported self-efficacy for supervising employees with diabetes and should improve work life for employees with diabetes, ultimately decreasing employers' health care costs. PMID:18604922

  17. Multicultural Nursing: Providing Better Employee Care.

    PubMed

    Rittle, Chad

    2015-12-01

    Living in an increasingly multicultural society, nurses are regularly required to care for employees from a variety of cultural backgrounds. An awareness of cultural differences focuses occupational health nurses on those differences and results in better employee care. This article explores the concept of culturally competent employee care, some of the non-verbal communication cues among cultural groups, models associated with completing a cultural assessment, and how health disparities in the workplace can affect delivery of employee care. Self-evaluation of the occupational health nurse for personal preferences and biases is also discussed. Development of cultural competency is a process, and occupational health nurses must develop these skills. By developing cultural competence, occupational health nurses can conduct complete cultural assessments, facilitate better communication with employees from a variety of cultural backgrounds, and improve employee health and compliance with care regimens. Tips and guidelines for facilitating communication between occupational health nurses and employees are also provided. PMID:26199294

  18. Employee experience of structural change in two Norwegian hospitals.

    PubMed

    Roald, J; Edgren, L

    2001-01-01

    Advances in medical and technological procedures, together with changes in demography, demand structural changes in the Nordic health care systems. Few studies have focused on employee perceptions of these structural changes. This study aims to describe employee reactions following a merger between two Norwegian hospitals. A Grounded theory approach has been used in this study. The theoretical model is based on empirical data collected from employees directly affected by the structural change process. Employee resistance was found to be the core category. Three categories were found in relation to this core category; goal uncertainty, organizational culture and individual insecurity. Different perceptions and interpretations of vaguely formulated goals lead to employee resistance. The difference between the organizational cultures in the two hospitals impeded the merger according to the project plan, and very few positive results could be seen. Individual insecurity regarding the future was experienced in connection with the implementation of structural change. The authors propose a strategy to counteract resistance in similar mergers. PMID:11771150

  19. Roadmap to a Sustainable Structured Trusted Employee Program

    SciTech Connect

    Coates, Cameron W; Eisele, Gerhard R

    2013-08-01

    Organizations (facility, regulatory agency, or country) have a compelling interest in ensuring that individuals who occupy sensitive positions affording access to chemical biological, radiological and nuclear (CBRN) materials facilities and programs are functioning at their highest level of reliability. Human reliability and human performance relate not only to security but also focus on safety. Reliability has a logical and direct relationship to trustworthiness for the organization is placing trust in their employees to conduct themselves in a secure, safe, and dependable manner. This document focuses on providing an organization with a roadmap to implementing a successful and sustainable Structured Trusted Employee Program (STEP).

  20. 29 CFR 1405.11 - Effect on employee benefits.

    Code of Federal Regulations, 2011 CFR

    2011-07-01

    ... 29 Labor 4 2011-07-01 2011-07-01 false Effect on employee benefits. 1405.11 Section 1405.11 Labor Regulations Relating to Labor (Continued) FEDERAL MEDIATION AND CONCILIATION SERVICE PART-TIME EMPLOYMENT Part... on the basis of the fraction of a full-time schedule worked....