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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. 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)

  3. Relation between employees' religiosity and job involvement.

    PubMed

    Knotts, Tami L

    2003-12-01

    While it has been argued that religion influences the meaning of work, few studies have empirically examined how employees' religiosity and job attitudes relate to one another. Specifically, this study investigated the relations among three religious orientations (intrinsic, extrinsic-personal, and extrinsic-social) and job involvement for 100 employees of a rehabilitation hospital in the southern United States. The respondents completed the 1989 Intrinsic/Extrinsic-Revised Scale and the 6-item version of the 1965 Job Involvement Scale. Correlation indicated a negative association between Intrinsic Religiosity and Job Involvement (r=-.26, p<.05) and a positive one between Extrinsic-personal and Job Involvement (r=.23, p<.05) for the total sample. When separated by religious affiliation, regression analyses indicated a significant positive relationship between scores on Extrinsic-personal Religiosity and in Job Involvement for Protestants (B=.32, p<.01), but Intrinsic Religiosity was signifiantly negatively related to Job Involvement for non-Protestants (B=-.35, p<.05). No relation was found between scores on Extrinsic-social Religiosity and Job involvement for either group. These results suggest that employees' religiosity may influence work values in different ways for Protestant and non-Protestant workers.

  4. An analysis of the relation between employee-organization value congruence and employee attitudes.

    PubMed

    Amos, Elizabeth A; Weathington, Bart L

    2008-11-01

    Researchers have examined the fit or match between a person and an organization extensively in the empirical literature. Overall findings have supported the existence of a positive relation between the congruence of employee and organizational values with employee attitudes toward the organization. However, this relation is not fully understood, and more research is needed to understand the relation between the congruence of different value dimensions and multiple employee attitudes. Therefore, the authors aimed to analyze value congruence across 7 dimensions and its relation to (a) job satisfaction, (b) organizational commitment, (c) satisfaction with the organization as a whole, and (d) turnover intentions. The results suggest that the perceived congruence of employee-organizational values by employees is positively associated with satisfaction with the job and organization as a whole and employee commitment to the organization. The results also support a negative relation between value congruence and employee turnover intentions.

  5. 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…

  6. Employees.

    ERIC Educational Resources Information Center

    Levin, Betsy

    This chapter summarizes recent state supreme court and federal court decisions involving school employees. The cases discussed are generally limited to those decided during 1975 and reported in the General Digest as of March 1976. In her discussion, the author attempts to integrate related cases and to illuminate any unifying legal principles that…

  7. 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.

  8. 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…

  9. Employees.

    ERIC Educational Resources Information Center

    Sorenson, Gail Paulus

    This first chapter of "The Yearbook of School Law, 1986" summarizes and analyzes over 250 state and federal court decisions handed down in 1985 affecting the legal rights of employees of public schools and state education agencies. Among the topics examined are discrimination on the basis of race, religion, sex, national origin, age, and handicap;…

  10. Employees.

    ERIC Educational Resources Information Center

    Sorenson, Gail Paulus

    This chapter analyzes more than 200 cases reported in 1986 involving public-sector employees in elementary and secondary education. Also included, where appropriate, are relevant 1986 Supreme Court cases from outside the field of education, as well as leading cases from prior years. Legal issues covered by the review include the following: (1)…

  11. Employees.

    ERIC Educational Resources Information Center

    Mawdsley, Ralph D.

    This chapter covers the nearly 230 cases reported in 1988 involving precollegiate, public-sector employees. Those cases where purely procedural issues are involved are omitted, and procedural issues in the remaining cases are deemphasized. As in previous years, the section on dismissal, nonrenewal, demotion, and discipline has the greatest…

  12. Employees.

    ERIC Educational Resources Information Center

    Mawdsley, Ralph D.

    This chapter covers the nearly 220 cases reported in 1989 involving precollegiate, public-sector employees. Those cases where purely procedural issues are involved are omitted, and procedural issues in the remaining cases are deemphasized. As in previous years, the section on dismissal, nonrenewal, demotion, and discipline has the greatest…

  13. 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,…

  14. 76 FR 63188 - Notification of Employee Rights Under the National Labor Relations Act

    Federal Register 2010, 2011, 2012, 2013, 2014

    2011-10-12

    ... Notification of Employee Rights Under the National Labor Relations Act AGENCY: National Labor Relations Board... capacity as employers, subject to the National Labor Relations Act (NLRA) to post notices informing their employees of their rights as employees under the NLRA. The Board hereby amends that rule to change...

  15. 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

    ...This Notice of Proposed Rulemaking (NPRM) proposes a regulation requiring employers, including labor organizations in their capacity as employers, subject to the National Labor Relations Act (NLRA) to post notices informing their employees of their rights as employees under the NLRA. The National Labor Relations Board (Board) believes that many employees protected by the NLRA are unaware of......

  16. 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...

  17. 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...

  18. 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...

  19. 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...

  20. 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...

  1. 76 FR 82133 - Notification of Employee Rights Under the National Labor Relations Act

    Federal Register 2010, 2011, 2012, 2013, 2014

    2011-12-30

    ... BOARD 29 CFR Part 104 RIN 3142-AA07 Notification of Employee Rights Under the National Labor Relations..., including labor organizations in their capacity as employers, subject to the National Labor Relations Act (NLRA) to post notices informing their employees of their rights as employees under the NLRA. (76...

  2. Employee satisfaction as it relates to customer service.

    PubMed

    Hall, F

    1998-02-01

    Employees are often the forgotten customer in health care organizations. Satisfied employees are productive employees, which leads to obtaining long-term satisfied customers. Negative employees can discourage customers and destroy the integrity of an organization's culture. Long-term customers are critical for the survival of health care organizations for the year 2000 and beyond. Excellent service will be the only differentiation between a good and an excellent health care company. The article describes the current status of employees satisfaction at Columbia Centennial Medical Center and steps to be taken toward increasing satisfaction in the future.

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

    PubMed Central

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

    2003-01-01

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

  4. 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…

  5. The Relation between Employee Organizational and Professional Development Activities

    ERIC Educational Resources Information Center

    Blau, Gary; Andersson, Lynne; Davis, Kathleen; Daymont, Tom; Hochner, Arthur; Koziara, Karen; Portwood, Jim; Holladay, Blair

    2008-01-01

    A model is presented showing hypothesized common and parallel antecedents of employee organizational development activity (ODA) versus professional development activity (PDA). A common antecedent is expected to affect both ODA and PDA, while a parallel antecedent is expected to affect its corresponding work referent. This model was tested using a…

  6. 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

    ... Relating to Labor (Continued) EMPLOYEE BENEFITS SECURITY ADMINISTRATION, DEPARTMENT OF LABOR GENERAL... procedures, but who perform the following administrative functions for an employee benefit plan, within a... benefits; (2) Calculation of services and compensation credits for benefits; (3) Preparation of...

  7. 29 CFR 2509.75-6 - Interpretive bulletin relating to section 408(c)(2) of the Employee Retirement Income Security...

    Code of Federal Regulations, 2010 CFR

    2010-07-01

    ... Employee Retirement Income Security Act of 1974. 2509.75-6 Section 2509.75-6 Labor Regulations Relating to Labor (Continued) EMPLOYEE BENEFITS SECURITY ADMINISTRATION, DEPARTMENT OF LABOR GENERAL INTERPRETIVE BULLETINS RELATING TO THE EMPLOYEE RETIREMENT INCOME SECURITY ACT OF 1974 § 2509.75-6 Interpretive...

  8. 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

    ... conduct apply to employees with privacy-related responsibilities? 105-64.107 Section 105-64.107 Public...-Policies and Responsibilities § 105-64.107 What standards of conduct apply to employees with privacy-related responsibilities? (a) Employees who design, develop, operate, or maintain Privacy Act...

  9. 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

    ... conduct apply to employees with privacy-related responsibilities? 105-64.107 Section 105-64.107 Public...-Policies and Responsibilities § 105-64.107 What standards of conduct apply to employees with privacy-related responsibilities? (a) Employees who design, develop, operate, or maintain Privacy Act...

  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

    ... conduct apply to employees with privacy-related responsibilities? 105-64.107 Section 105-64.107 Public...-Policies and Responsibilities § 105-64.107 What standards of conduct apply to employees with privacy-related responsibilities? (a) Employees who design, develop, operate, or maintain Privacy Act...

  11. 29 CFR 2509.75-9 - Interpretive bulletin relating to guidelines on independence of accountant retained by Employee...

    Code of Federal Regulations, 2013 CFR

    2013-07-01

    ... Relating to Labor (Continued) EMPLOYEE BENEFITS SECURITY ADMINISTRATION, DEPARTMENT OF LABOR GENERAL INTERPRETIVE BULLETINS RELATING TO THE EMPLOYEE RETIREMENT INCOME SECURITY ACT OF 1974 § 2509.75-9 Interpretive..., underwriter, investment advisor, voting trustee, director, officer, or employee of the plan or plan...

  12. 26 CFR 31.3306(p)-1 - Employees of related corporations.

    Code of Federal Regulations, 2010 CFR

    2010-04-01

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

  13. 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…

  14. 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.

  15. Work-related Learning and the Struggle for Employee Commitment.

    ERIC Educational Resources Information Center

    Forrester, Keith

    2002-01-01

    Recent policy developments have involved adult educators and unions in work-related learning. However, an uncritical analysis of learning in the workplace risks aligning these activities with new forms of oppression and managerial control. (Contains 39 references.) (Author/SK)

  16. 29 CFR 776.11 - Employees doing work related to instrumentalities of commerce.

    Code of Federal Regulations, 2010 CFR

    2010-07-01

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

  17. 76 FR 14777 - Supplemental Standards of Ethical Conduct for Employees of the Federal Labor Relations Authority

    Federal Register 2010, 2011, 2012, 2013, 2014

    2011-03-18

    ... Supplemental Standards of Ethical Conduct for Employees of the Federal Labor Relations Authority AGENCY... Authority (FLRA), with the concurrence of the Office of Government Ethics (OGE), is adopting as final, without change, the interim FLRA rule that supplements the executive-branch-wide Standards of...

  18. 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... Medicine, Attn: Drug Abatement Division (AAM-800), 800 Independence Avenue, SW., Washington, DC 20591....

  19. 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..., Office of Aerospace Medicine, Attn: Drug Abatement Division (AAM-800), 800 Independence Avenue,...

  20. 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..., Office of Aerospace Medicine, Attn: Drug Abatement Division (AAM-800), 800 Independence Avenue,...

  1. 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..., Office of Aerospace Medicine, Attn: Drug Abatement Division (AAM-800), 800 Independence Avenue,...

  2. 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...

  3. 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...

  4. 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...

  5. 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...

  6. 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)

  7. 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…

  8. 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…

  9. 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.

  10. 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

  11. 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

    ... 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 LABOR GENERAL INTERPRETIVE BULLETINS RELATING TO THE EMPLOYEE RETIREMENT INCOME SECURITY ACT OF 1974 §...

  12. 29 CFR 2509.78-1 - Interpretive bulletin relating to payments by certain employee welfare benefit plans.

    Code of Federal Regulations, 2010 CFR

    2010-07-01

    ... upon these exemptions. A payment by a vacation plan of all or any portion of benefits to which a plan... employee welfare benefit plans. 2509.78-1 Section 2509.78-1 Labor Regulations Relating to Labor (Continued) EMPLOYEE BENEFITS SECURITY ADMINISTRATION, DEPARTMENT OF LABOR GENERAL INTERPRETIVE BULLETINS RELATING...

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

    PubMed

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

    2016-11-01

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

  14. 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

  15. 41 CFR 105-64.107 - What standards of conduct apply to employees with privacy-related responsibilities?

    Code of Federal Regulations, 2010 CFR

    2010-07-01

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

  16. 29 CFR 2509.75-9 - Interpretive bulletin relating to guidelines on independence of accountant retained by Employee...

    Code of Federal Regulations, 2010 CFR

    2010-07-01

    ... independence of accountant retained by Employee Benefit Plan. 2509.75-9 Section 2509.75-9 Labor Regulations... 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...

  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. 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…

  19. Public Employee Unions: A Study of the Crisis in Public Sector Labor Relations.

    ERIC Educational Resources Information Center

    Chickering, A. Lawrence, Ed.

    This collection of 12 papers examines various aspects of public employee collective bargaining and unionization. Public employee unions in the United States have caused growing concern since the mid-1960s when wages in the public sector began to rise more rapidly than those of private employees. Public employee strikes became significant for the…

  20. 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.

  1. 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

  2. Lead absorption in children of employees in a lead-related industry

    SciTech Connect

    Morton, D.E.; Saah, A.J.; Silberg, S.L.; Owens, W.L.; Roberts, M.A.; Saah, M.D.

    1982-04-01

    Children can be exposed to lead from a variety of environmental sources. It has been repeatedly reported that children of employees in a lead-related industry are at increased risk of lead absorption because of the high levels of lead found in the household dust of these workers. A case-control study was done in Oklahoma in 1978 to determine whether children of employees in a battery manufacturing plant has a higher prevalence of high levels of blood lead than children whose parents were not employed in a lead-related industry. The data obtained indicated that the blood lead levels of the study children were significantly greater than those of the control children. None of the control children had blood lead levels >30 ..mu..g/dl, while 53% of the exposed children had blood lead levels of >30 ..mu..g/dl. Trends indicated that the children whose fathers had higher lead exposure at work also had higher blood lead levels. However, the study children whose fathers had good personal hygiene had blood lead levels comparable to the control children. It appeared that only good personal hygiene, i.e., showering, shampooing and changing clothes and shoes before leaving work, was effective for lead containment. The mere changing of clothes and shoes appeared to be inadequate for lead containment.

  3. 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.

  4. 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.

  5. Putting the "Public" First in Public Relations: An Exploratory Study of Municipal Employee Public Service Attitudes, Job Satisfaction and Communication Variables.

    ERIC Educational Resources Information Center

    Jeffers, Dennis W.

    A study was conducted to determine (1) which actions municipal employees consider important to a city's overall public relations effort, (2) the attitudes of city employees toward public service activities, (3) the relationship between attitude and job satisfaction, and (4) ways to improve employee attitudes and, perhaps, public service…

  6. 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

  7. 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.

  8. Upper limb work-related musculoskeletal disorders among newspaper employees: cross-sectional survey results.

    PubMed

    Polanyi, M F; Cole, D C; Beaton, D E; Chung, J; Wells, R; Abdolell, M; Beech-Hawley, L; Ferrier, S E; Mondloch, M V; Shields, S A; Smith, J M; Shannon, H S

    1997-12-01

    At a metropolitan newspaper office in Canada with extensive video display terminal (VDT) use, researchers carried out a survey (n = 1,007, 84% response) to establish baseline prevalence of work-related musculoskeletal disorders (WMSDs) and to identify demographic, postural, task, and psychosocial factors associated with WMSD symptoms. One-fifth of the respondents reported moderate or worse upper limb pain recurring at least monthly or lasting more than a week over the previous year. Logistic regression showed that employees who faced frequent deadlines and high psychological demands (fast work pace and conflicting demands), had low skill discretion and social support, spent more time keyboarding, or who had their screen in a non-optimal position were more likely to report moderate to severe symptoms. Women reported significantly higher levels of symptoms than men.

  9. 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…

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

    Code of Federal Regulations, 2011 CFR

    2011-10-01

    ... 48 Federal Acquisition Regulations System 2 2011-10-01 2011-10-01 false Notification of Employee... Regulations System FEDERAL ACQUISITION REGULATION (CONTINUED) CLAUSES AND FORMS SOLICITATION PROVISIONS AND... Contractor shall post an employee notice, of such size and in such form, and containing such content...

  11. 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.

  12. 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.

  13. [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.

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

    PubMed

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

    2012-06-01

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

  15. Documenting Employee Conduct

    ERIC Educational Resources Information Center

    Dalton, Jason

    2009-01-01

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

  16. 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...

  17. 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...

  18. 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...

  19. 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...

  20. 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...

  1. 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...

  2. 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

    ... 26 Internal Revenue 18 2011-04-01 2011-04-01 false Mitigation of effect of limitation in case of 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)...

  3. 26 CFR 301.6521-1 - Mitigation of effect of limitation in case of related employee social security tax and self...

    Code of Federal Regulations, 2013 CFR

    2013-04-01

    ... 26 Internal Revenue 18 2013-04-01 2013-04-01 false Mitigation of effect of limitation in case of 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)...

  4. 26 CFR 301.6521-1 - Mitigation of effect of limitation in case of related employee social security tax and self...

    Code of Federal Regulations, 2014 CFR

    2014-04-01

    ... 26 Internal Revenue 18 2014-04-01 2014-04-01 false Mitigation of effect of limitation in case of 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)...

  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, 2010 CFR

    2010-04-01

    ... 26 Internal Revenue 18 2010-04-01 2010-04-01 false Mitigation of effect of limitation in case of 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)...

  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, 2012 CFR

    2012-04-01

    ... 26 Internal Revenue 18 2012-04-01 2012-04-01 false Mitigation of effect of limitation in case of 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)...

  7. 78 FR 47180 - Basic Program Elements for Federal Employee Occupational Safety and Health Programs and Related...

    Federal Register 2010, 2011, 2012, 2013, 2014

    2013-08-05

    ... Civil Rights Division within the U.S. Department of Justice (DOJ) has offices in various buildings...., the Civil Rights Division of DOJ), because they are at separate physical locations, they would be... example, if an employee of the Department of Labor is either visiting, or working under the supervision...

  8. Employer-Employee Relations. A Guide for Industrial Cooperative Training Programs. Learning Activity Package. LAP 5.

    ERIC Educational Resources Information Center

    Carpenter, Herbert G.; Chernenko, Walter

    This learning activity package, one of six intended for use in Industrial Cooperative Training Programs, is designed to aid students in developing a good employer-employee relationship by gaining the kinds of worker traits sought by employers. (The industrial cooperative training program provides industrial occupational training experience for…

  9. Employee Relations. MAS-110. Waste Isolation Division (WID). Management and Supervisor Training (MAST) Program.

    ERIC Educational Resources Information Center

    Westinghouse Electric Corp., Carlsbad, NM.

    This module is part of a set of management and supervisor training (MAST) materials developed by the Department of Energy for the Waste Isolation Division. Its stated purpose is to enable trainees to deal with employees fairly and effectively. The first section of the module is an introduction that includes a terminal objective and opening remarks…

  10. Employee Relations Bibliography: Public, Non-Profit and Professional Employment. Essay, Annotated Listing, Indexes.

    ERIC Educational Resources Information Center

    Tice, Terrence N.

    This comprehensive listing of 2,724 bibliographic items from 1967 through early 1977 includes significant English-language material on the contractual relationship between public employers and employees in the United States and Canada. (There are a few items in French.) Although access is given to the broader areas of public management and…

  11. 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.

  12. 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.

  13. Prevention of work related skin problems: an intervention study in wet work employees

    PubMed Central

    Held, E; Mygind, K; Wolff, C; Gyntelberg, F; Agner, T

    2002-01-01

    Aims: To evaluate the effect of implementation of an evidence based skin care programme for wet work employees as part of an occupational health and safety management system. Methods: 375 wet work employees were included in a prospective randomised controlled trial, allocated to either intervention (n = 207) or control (n = 168). The intervention group was exposed to a skin care programme during the five month study period. The intervention included an educational programme for a group of frontline employees, who underwent formalised training, and subsequently introduced the information to their colleagues. As part of the intervention a skin care policy including written instructions was established at each workplace. Both groups answered a test quiz, completed questionnaires on behaviour and symptoms, and underwent clinical examination of their hands before and after the five month period. Results: No difference between the intervention and the control group was found at baseline with respect to clinical symptoms or behaviour. Evaluation after the five months of intervention revealed a significantly higher information level on skin care in the intervention group compared to the control group, a significant change in behaviour in the intervention group but not in the control group, and significantly less skin symptoms as evaluated clinically in the intervention group but not in the control group. No significant difference was found for self reported skin problems. Conclusions: The intervention was successful with respect to information level (knowledge), behaviour, and clinical symptoms. Implementation of a skin care programme as part of an occupational health and safety management system is recommended as a prophylactic measure for employees in wet occupations. PMID:12151613

  14. 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.

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

    PubMed

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

    2016-04-14

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

  16. Work related and individual predictors for incident neck pain among office employees working with video display units

    PubMed Central

    Korhonen, T; Ketola, R; Toivonen, R; Luukkonen, R; Hakkanen, M; Viikari-Juntura, E

    2003-01-01

    Aims: To investigate work related and individual factors as predictors for incident neck pain among office employees working with video display units (VDUs). Methods: Employees in three administrative units of a medium sized city in Finland (n = 515) received mailed questionnaires in the baseline survey in 1998 and in the follow up survey in 1999. Response rate for the baseline was 81% (n = 416); respondents who reported neck pain for less than eight days during the preceding 12 months were included into the study cohort as healthy subjects (n = 232). The follow up questionnaire 12 months later was completed by 78% (n = 180). Incident neck cases were those reporting neck pain for at least eight days during the preceding 12 months. Results: The annual incidence of neck pain was 34.4% (95% CI 25.5 to 41.3). Poor physical work environment and poor placement of the keyboard increased the risk of neck pain. Among the individual factors, female sex was a strong predictor. Smoking showed a tendency for an increased risk of neck pain. There was an interaction between mental stress and physical exercise, those with higher mental stress and less physical exercise having especially high risk. Conclusion: In the prevention of neck disorders in office work with a high frequency of VDU tasks, attention should be given to the work environment in general and to the more specific aspects of VDU workstation layout. Physical exercise may prevent neck disorders among sedentary employees. PMID:12819280

  17. Predictive value of work-related self-efficacy change on RTW for employees with common mental disorders.

    PubMed

    Lagerveld, Suzanne E; Brenninkmeijer, Veerle; Blonk, Roland W B; Twisk, Jos; Schaufeli, Wilmar B

    2016-12-22

    To improve interventions that aim to promote return to work (RTW) of workers with common mental disorders (CMD), insight into modifiable predictors of RTW is needed. This study tested the predictive value of self-efficacy change for RTW in addition to preintervention levels of self-efficacy. RTW self-efficacy was measured 5 times within 9 months among 168 clients of a mental healthcare organisation who were on sick leave due to CMD. Self-efficacy parameters were modelled with multilevel analyses and added as predictors into a Cox regression analysis. Results showed that both high baseline self-efficacy and self-efficacy increase until full RTW were predictive of a shorter duration until full RTW. Both self-efficacy parameters remained significant predictors of RTW when controlled for several relevant covariates and within subgroups of employees with either high or low preintervention self-efficacy levels. This is the first study that demonstrated the prognostic value of self-efficacy change, over and above the influence of psychological symptoms, for RTW among employees with CMD. By showing that RTW self-efficacy increase predicted a shorter duration until full RTW, this study points to the relevance of enhancing RTW self-efficacy in occupational or mental health interventions for employees with CMD. Efforts to improve self-efficacy appear valuable both for people with relatively low and high baseline self-efficacy.

  18. [The state of the psychological contract and its relation with employees' psychological health].

    PubMed

    Gracia, Francisco Javier; Silla, Inmaculada; Peiró, José María; Fortes-Ferreira, Lina

    2006-05-01

    In the present paper the role of the state of the psychological contract to predict psychological health results is studied in a sample of 385 employees of different Spanish companies. Results indicate that the state of the psychological contract significantly predicts life satisfaction, work-family conflict and well-being beyond the prediction produced by the content of the psychological contract. In addition, trust and fairness, two dimensions of the state of psychological contract, all together contribute to explain these psychological health variables adding value to the role as predictor of fulfillment of the psychological contract. The results support the approach argued by Guest and colleagues.

  19. Are work stressors related to employee substance use? The importance of temporal context assessments of alcohol and illicit drug use.

    PubMed

    Frone, Michael R

    2008-01-01

    In this study, the author explored the relations of 2 work stressors (work overload and job insecurity) to employee alcohol use and illicit drug use. The primary goal was to explore the importance of temporal context (before work, during the workday, and after work) in the assessment of substance use compared with context-free (overall) assessments. Data were collected from a national sample of U.S. workers (N = 2,790) who took part in a broad cross-sectional survey on workplace health and safety. Consistent with past research, the results fail to support a relation between work stressors and overall measures of alcohol and illicit drug use. However, the results support the relation of work stressors to alcohol and illicit drug use before work, during the workday, and after work. These results provide support for both the stress-induced substance use and stress response dampening propositions of the tension-reduction hypothesis. When exploring the work environment as a potential cause of employee substance use, these results underscore the importance of measures that assess alcohol and illicit drug use in terms of their temporal relation to the workday.

  20. 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.

  1. 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.

  2. Acupuncture can reduce perceived pain, mood disturbances and medical expenses related to low back pain among factory employees.

    PubMed

    Sawazaki, Kenta; Mukaino, Yoshito; Kinoshita, Fujihisa; Honda, Tatsuro; Mohara, Osamu; Sakuraba, Hinata; Togo, Toshihiro; Yokoyama, Kazuhito

    2008-08-01

    To investigate the effects of acupuncture on perceived pain, mood disturbances and medical expenses related to low back pain (LBP), an intervention study was performed among 72 employees of a steel company, 70 males and 2 females, aged 53.1+/-7.1 (mean+/-SD) yr, with LBP. They received acupuncture treatment once a week for 8 wk (from October to December 1998) by licensed acupuncturists, adopting a new hypothesis of the Meridian test. Perceived pain scale, and Profile of Mood States (POMS) were administered. Past and present histories of employees' visits to hospitals and their medical expenses for LBP were surveyed from receipts obtained from the subjects' branch factory and from receipts from another nearby branch factory (control) during the period from April 1998 to March 1999. After 8 wk of treatment, patients with LBP reported diminished pain (p<0.01). POMS showed a significant decrease in the total mood disturbance score (p<0.001). The number of visits to conventional hospitals (12.1+/-8.0 vs. 0.8+/-0.8 per month, p<0.05) and standardized medical expenses for LBP (100.1+/-89.6 vs. 7.3+/-6.9 per month, p<0.05) after acupuncture intervention (November 1998 to March 1999) were significantly decreased as compared with those before intervention (April 1998 to October 1998). In contrast, such decreases were not observed in employees from the control branch factory. It is suggested that acupuncture can reduce medical expenses for LBP through improvement in mood and pain.

  3. 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

  4. Employee Exit Interviews.

    ERIC Educational Resources Information Center

    Paulk, Larry J.

    1984-01-01

    Describes an exit interview procedure for employees leaving the school system designed to identify potential personnel problems, maintain good employee relations, provide statistics on reasons for turnover, and provide assessment data for inservice education programs. Reports statistical data based on interview implementation, 1981-83. (TE)

  5. The Role of Corporate Public Relations Executives in the Future of Employee Communications.

    ERIC Educational Resources Information Center

    Wright, Donald K.

    1995-01-01

    Suggests the existence of a third major organizational role for public relations: "communication executive," composed mainly of corporate senior vice presidents of public relations and communication who report directly to CEOs. Reports on a survey of those in this role, and shows that communications methods used five years ago to…

  6. 29 CFR 776.11 - Employees doing work related to instrumentalities of commerce.

    Code of Federal Regulations, 2011 CFR

    2011-07-01

    ..., DEPARTMENT OF LABOR STATEMENTS OF GENERAL POLICY OR INTERPRETATION NOT DIRECTLY RELATED TO REGULATIONS... also be covered as engaged in the production of goods for commerce. See Lewis v. Florida Power &...

  7. Which Dominates? The Relative Importance of Work-Family Organizational Support and General Organizational Context on Employee Outcomes.

    ERIC Educational Resources Information Center

    Behson, Scott J.

    2002-01-01

    Dominance analysis investigated the effects of organizational context and work-family organizational support on several outcomes for 147 employees. Work-family support contributes to job satisfaction and organizational commitment most strongly through its impact on work-family conflict. However, variance in employee affect is better explained by…

  8. Managers' practices related to work-family balance predict employee cardiovascular risk and sleep duration in extended care settings.

    PubMed

    Berkman, Lisa F; Buxton, Orfeu; Ertel, Karen; Okechukwu, Cassandra

    2010-07-01

    An increasing proportion of U.S. workers have family caregiving responsibilities. The purpose of this study was to determine whether employees in extended care settings whose managers are supportive, open, and creative about work-family needs, such as flexibility with work schedules, have lower cardiovascular disease (CVD) risk and longer sleep than their less supported counterparts. From semistructured interviews with managers, we constructed a work-family balance score of manager openness and creativity in dealing with employee work-family needs. Trained interviewers collected survey and physiologic outcome data from 393 employees whose managers had a work-family score. Employee outcomes are sleep duration (actigraphy) and CVD risk assessed by blood cholesterol, high glycosylated hemoglobin/diabetes, blood pressure/hypertension, body-mass index, and tobacco consumption. Employees whose managers were less supportive slept less (29 min/day) and were over twice as likely to have 2 or more CVD risk factors (ORs = 2.1 and 2.03 for low and middle manager work-family scores, respectively) than employees whose managers were most open and creative. Employees who provide direct patient care exhibited particularly elevated CVD risk associated with low manager work-family score. Managers' attitudes and practices may affect employee health, including sleep duration and CVD risk.

  9. 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.

  10. 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…

  11. 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…

  12. 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.

  13. 22 CFR 1509.640 - Employee.

    Code of Federal Regulations, 2011 CFR

    2011-04-01

    ... 22 Foreign Relations 2 2011-04-01 2009-04-01 true Employee. 1509.640 Section 1509.640 Foreign Relations AFRICAN DEVELOPMENT FOUNDATION GOVERNMENTWIDE REQUIREMENTS FOR DRUG-FREE WORKPLACE (FINANCIAL ASSISTANCE) Definitions § 1509.640 Employee. (a) Employee means the employee of a recipient directly...

  14. 22 CFR 210.640 - Employee.

    Code of Federal Regulations, 2011 CFR

    2011-04-01

    ... 22 Foreign Relations 1 2011-04-01 2011-04-01 false Employee. 210.640 Section 210.640 Foreign Relations AGENCY FOR INTERNATIONAL DEVELOPMENT GOVERNMENTWIDE REQUIREMENTS FOR DRUG-FREE WORKPLACE (FINANCIAL ASSISTANCE) Definitions § 210.640 Employee. (a) Employee means the employee of a...

  15. 22 CFR 1509.640 - Employee.

    Code of Federal Regulations, 2012 CFR

    2012-04-01

    ... 22 Foreign Relations 2 2012-04-01 2009-04-01 true Employee. 1509.640 Section 1509.640 Foreign Relations AFRICAN DEVELOPMENT FOUNDATION GOVERNMENTWIDE REQUIREMENTS FOR DRUG-FREE WORKPLACE (FINANCIAL ASSISTANCE) Definitions § 1509.640 Employee. (a) Employee means the employee of a recipient directly...

  16. 22 CFR 1509.640 - Employee.

    Code of Federal Regulations, 2014 CFR

    2014-04-01

    ... 22 Foreign Relations 2 2014-04-01 2014-04-01 false Employee. 1509.640 Section 1509.640 Foreign Relations AFRICAN DEVELOPMENT FOUNDATION GOVERNMENTWIDE REQUIREMENTS FOR DRUG-FREE WORKPLACE (FINANCIAL ASSISTANCE) Definitions § 1509.640 Employee. (a) Employee means the employee of a recipient directly...

  17. 22 CFR 1509.640 - Employee.

    Code of Federal Regulations, 2013 CFR

    2013-04-01

    ... 22 Foreign Relations 2 2013-04-01 2009-04-01 true Employee. 1509.640 Section 1509.640 Foreign Relations AFRICAN DEVELOPMENT FOUNDATION GOVERNMENTWIDE REQUIREMENTS FOR DRUG-FREE WORKPLACE (FINANCIAL ASSISTANCE) Definitions § 1509.640 Employee. (a) Employee means the employee of a recipient directly...

  18. 22 CFR 1509.640 - Employee.

    Code of Federal Regulations, 2010 CFR

    2010-04-01

    ... 22 Foreign Relations 2 2010-04-01 2010-04-01 true Employee. 1509.640 Section 1509.640 Foreign Relations AFRICAN DEVELOPMENT FOUNDATION GOVERNMENTWIDE REQUIREMENTS FOR DRUG-FREE WORKPLACE (FINANCIAL ASSISTANCE) Definitions § 1509.640 Employee. (a) Employee means the employee of a recipient directly...

  19. 22 CFR 210.640 - Employee.

    Code of Federal Regulations, 2010 CFR

    2010-04-01

    ... 22 Foreign Relations 1 2010-04-01 2010-04-01 false Employee. 210.640 Section 210.640 Foreign Relations AGENCY FOR INTERNATIONAL DEVELOPMENT GOVERNMENTWIDE REQUIREMENTS FOR DRUG-FREE WORKPLACE (FINANCIAL ASSISTANCE) Definitions § 210.640 Employee. (a) Employee means the employee of a...

  20. A Survey of Work-Related Attitudes among the Employee Groups of the United States Army Dental Activity, Fort Lewis, Washington.

    DTIC Science & Technology

    1981-04-01

    employees’ feelings about the amount of positive reinforcement they receive from their supervisor. The composite mean of 4.2 found on Table 30 is indicative... positive reinforcement received. It would appear from this data and the data for Item 18 that the employees had something less than a positive feeling...higher than the mean for the items relating to positive reinforcement and )k Pp)U P ~ t k- .l. ~ 59 ’. Table 30- Item # 22 My supervisor makes a point

  1. Community College Report, 1976-1978: Tables Summarizing Salaries, Fringe Benefits and Related Practices Affecting Professional Employees of New York State Community Colleges.

    ERIC Educational Resources Information Center

    New York State Public Employment Relations Board, Albany.

    Comparative information on faculty salaries, fringe benefits, and related practices, reported in tabular form, comprises this report which covers all New York state community colleges including those where employees have not organized into formal negotiating units. Most items presented deal with contractual provisions, although some represent…

  2. 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...

  3. 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

  4. Development of a workplace intervention for sick-listed employees with stress-related mental disorders: Intervention Mapping as a useful tool

    PubMed Central

    van Oostrom, Sandra H; Anema, Johannes R; Terluin, Berend; Venema, Anita; de Vet, Henrica CW; van Mechelen, Willem

    2007-01-01

    Background To date, mental health problems and mental workload have been increasingly related to long-term sick leave and disability. However, there is, as yet, no structured protocol available for the identification and application of an intervention for stress-related mental health problems at the workplace. This paper describes the structured development, implementation and planning for the evaluation of a return-to-work intervention for sick-listed employees with stress-related mental disorders (SMDs). The intervention is based on an existing successful return-to-work intervention for sick-listed employees with low back pain. Methods The principles of Intervention Mapping were applied to combine theory and evidence in the development, implementation and planning for the evaluation of a participatory workplace intervention, aimed at an early return-to-work for sick-listed employees with SMDs. All stakeholders were involved in focus group interviews: i.e. employees recently sick-listed with SMDs, supervisors and occupational health professionals. Results The development of the participatory workplace intervention according to the Intervention Mapping principles resulted in a structured return-to-work intervention, specifically tailored to the needs of sick-listed employees with SMDs. Return-to-work was proposed as a behavioural change, and the Attitude – Social influence – self-Efficacy model was identified as a theoretical framework. Stakeholder involvement in focus group interviews served to enhance the implementation. The cost-effectiveness of the intervention will be evaluated in a randomised controlled trial. Conclusion Intervention Mapping was found to be a promising method to develop interventions tailored to a specific target group in the field of occupational health. Trial registration ISRCTN92307123 PMID:17697364

  5. 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.

  6. 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…

  7. 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.

  8. 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

  9. Delivering ideal employee experiences.

    PubMed

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

    2009-05-01

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

  10. 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)

  11. 22 CFR 120.39 - Regular employee.

    Code of Federal Regulations, 2013 CFR

    2013-04-01

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

  12. 22 CFR 120.39 - Regular employee.

    Code of Federal Regulations, 2014 CFR

    2014-04-01

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

  13. 22 CFR 120.39 - Regular employee.

    Code of Federal Regulations, 2012 CFR

    2012-04-01

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

  14. 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.

  15. 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

    ..., exchange, or distribution. However, in the case of any exchange of qualified securities for stock of... of the employee after the employee has attained 591/2 years of age; (3) The disability of...

  16. 29 CFR 401.6 - Employee.

    Code of Federal Regulations, 2010 CFR

    2010-07-01

    ... 29 Labor 2 2010-07-01 2010-07-01 false Employee. 401.6 Section 401.6 Labor Regulations Relating to Labor OFFICE OF LABOR-MANAGEMENT STANDARDS, DEPARTMENT OF LABOR LABOR-MANAGEMENT STANDARDS MEANING OF TERMS USED IN THIS SUBCHAPTER § 401.6 Employee. Employee means any individual employed by an...

  17. 22 CFR 171.41 - Covered employees.

    Code of Federal Regulations, 2010 CFR

    2010-04-01

    ... Foreign Relations DEPARTMENT OF STATE ACCESS TO INFORMATION AVAILABILITY OF INFORMATION AND RECORDS TO THE 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...

  18. 29 CFR 1917.122 - Employee exits.

    Code of Federal Regulations, 2013 CFR

    2013-07-01

    ... 29 Labor 7 2013-07-01 2013-07-01 false Employee exits. 1917.122 Section 1917.122 Labor Regulations Relating to Labor (Continued) OCCUPATIONAL SAFETY AND HEALTH ADMINISTRATION, DEPARTMENT OF LABOR (CONTINUED... marked. (b) If an employee exit is not visible from employees' work stations, directional...

  19. 29 CFR 1917.122 - Employee exits.

    Code of Federal Regulations, 2011 CFR

    2011-07-01

    ... 29 Labor 7 2011-07-01 2011-07-01 false Employee exits. 1917.122 Section 1917.122 Labor Regulations Relating to Labor (Continued) OCCUPATIONAL SAFETY AND HEALTH ADMINISTRATION, DEPARTMENT OF LABOR (CONTINUED... marked. (b) If an employee exit is not visible from employees' work stations, directional...

  20. Employee occupational stress in banking.

    PubMed

    Michailidis, Maria; Georgiou, Yiota

    2005-01-01

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

  1. 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.

  2. Utilization of dental services and its relation to the periodontal status in a group of South Australian employees.

    PubMed

    Srikandi, T W; Carey, S E; Clarke, N G

    1983-04-01

    The pattern of dental service utilization, the perception of periodontal disease, and the oral hygiene habits among 642 industrial employees were evaluated using a self-administered questionnaire against background variables of age, sex, and socioeconomic strata. Of the study population, 50.5% had their most recent dental visit within the previous 12 months and 42.5% claimed to seek regular check ups. There was no significant association between time intervals since the last dental visit and age, sex, occupation, income or education. Regular visits were made more often by subjects in the higher occupation and income level. Multivariate analyses of the number of missing teeth simultaneously considering age, sex, socioeconomic level, regularity and frequency of dental visits revealed that except for age and sex, no other factors were significant. The most common reason for not seeing a dentist in the previous 12 months was an assumption that "nothing was wrong". A large majority of the group surveyed were unaware of the presence of periodontal disease or the need for its treatment, despite the high prevalence in all subgroups. Periodontal status was not significantly associated with sex, socioeconomic levels, regularity of frequency of dental visits, but there was a significant regression on age. The study population's pattern of service utilization was found to be similar to that reported for the general population, and it was anticipated that the hygiene habits of the group was representative of the total community. If that assumption is true the high prevalence of periodontal disease of the study population probably exists in the general community.

  3. 29 CFR 1960.59 - Training of employees and employee representatives.

    Code of Federal Regulations, 2013 CFR

    2013-07-01

    ... 29 Labor 9 2013-07-01 2013-07-01 false Training of employees and employee representatives. 1960.59 Section 1960.59 Labor Regulations Relating to Labor (Continued) OCCUPATIONAL SAFETY AND HEALTH... specialized job safety and health training appropriate to the work performed by the employee, for...

  4. 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

  5. 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

  6. Determinants of employee punctuality.

    PubMed

    Dishon-Berkovits, Miriam; Koslowsky, Meni

    2002-12-01

    Although researchers have studied employee lateness empirically (e.g., S. Adler & J. Golan, 1981; C. W. Clegg, 1983), few have attempted to describe the punctual employee. In the present study, results of a discriminant analysis on employees in Israel indicated that a personality characteristic, time urgency, a subcomponent of Type A behavioral pattern, distinguished between punctual and late employees. Organizational commitment and age of employee's youngest child also distinguished between the groups.

  7. 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...

  8. 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.

  9. 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.

  10. 22 CFR 312.640 - Employee.

    Code of Federal Regulations, 2012 CFR

    2012-04-01

    ... 22 Foreign Relations 2 2012-04-01 2009-04-01 true Employee. 312.640 Section 312.640 Foreign Relations PEACE CORPS GOVERNMENTWIDE REQUIREMENTS FOR DRUG-FREE WORKPLACE (FINANCIAL ASSISTANCE) Definitions... of work under the award, including— (1) All direct charge employees; (2) All indirect...

  11. 22 CFR 312.640 - Employee.

    Code of Federal Regulations, 2013 CFR

    2013-04-01

    ... 22 Foreign Relations 2 2013-04-01 2009-04-01 true Employee. 312.640 Section 312.640 Foreign Relations PEACE CORPS GOVERNMENTWIDE REQUIREMENTS FOR DRUG-FREE WORKPLACE (FINANCIAL ASSISTANCE) Definitions... of work under the award, including— (1) All direct charge employees; (2) All indirect...

  12. 22 CFR 312.640 - Employee.

    Code of Federal Regulations, 2011 CFR

    2011-04-01

    ... 22 Foreign Relations 2 2011-04-01 2009-04-01 true Employee. 312.640 Section 312.640 Foreign Relations PEACE CORPS GOVERNMENTWIDE REQUIREMENTS FOR DRUG-FREE WORKPLACE (FINANCIAL ASSISTANCE) Definitions... of work under the award, including— (1) All direct charge employees; (2) All indirect...

  13. 22 CFR 312.640 - Employee.

    Code of Federal Regulations, 2010 CFR

    2010-04-01

    ... 22 Foreign Relations 2 2010-04-01 2010-04-01 true Employee. 312.640 Section 312.640 Foreign Relations PEACE CORPS GOVERNMENTWIDE REQUIREMENTS FOR DRUG-FREE WORKPLACE (FINANCIAL ASSISTANCE) Definitions... of work under the award, including— (1) All direct charge employees; (2) All indirect...

  14. 22 CFR 312.640 - Employee.

    Code of Federal Regulations, 2014 CFR

    2014-04-01

    ... 22 Foreign Relations 2 2014-04-01 2014-04-01 false Employee. 312.640 Section 312.640 Foreign Relations PEACE CORPS GOVERNMENTWIDE REQUIREMENTS FOR DRUG-FREE WORKPLACE (FINANCIAL ASSISTANCE) Definitions... of work under the award, including— (1) All direct charge employees; (2) All indirect...

  15. Role ambiguity, employee gender, and workplace friendship.

    PubMed

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

    2012-06-01

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

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

    PubMed

    2002-04-09

    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.

  17. 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…

  18. How Do Stages of Change for Physical Activity Relate to Employee Sign-Up for and Completion of a Worksite Physical Activity Competition?

    PubMed

    Walker, Timothy J; Tullar, Jessica M; Taylor, Wendell C; Román, Rolando; Amick, Benjamin C

    2016-07-25

    Introduction This study evaluated whether stages of change for physical activity (PA) predict sign-up, participation, and completion in a PA competition. Method Deidentified data were provided to evaluate a PA competition between 16 different institutions from a public university system. Employees who completed a health assessment (HA) prior to the start of the PA competition (n = 6,333) were included in the study. Participants completed a self-report HA and logged their PA throughout the competition. Multivariable logistic regression models tested whether stages of change predicted PA competition sign-up and completion. An ordinal logistic regression model tested whether stages of change predicted number of weeks of PA competition participation. Results Stages of change predicted PA competition sign-up and completion, but not weeks of participation. The odds for PA competition sign-up were 1.64 and 1.98 times higher for employees in preparation and action/maintenance (respectively) compared with employees in precontemplation/contemplation. The odds for PA competition completion were 4.17 times higher for employees in action/maintenance compared with employees in precontemplation/contemplation/preparation. Conclusion The PA competition was more likely to reach employees in preparation, action, or maintenance stages than precontemplation/contemplation. Most of the completers were likely participating in regular PA prior to the competition.

  19. 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.

  20. 38 CFR 1.201 - Employee's duty to report.

    Code of Federal Regulations, 2012 CFR

    2012-07-01

    ... PROVISIONS Referrals of Information Regarding Criminal Violations § 1.201 Employee's duty to report. All VA employees with knowledge or information about actual or possible violations of criminal law related to...

  1. 45 CFR 1226.12 - Sponsor employees.

    Code of Federal Regulations, 2010 CFR

    2010-10-01

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

  2. 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…

  3. 5 CFR 9701.507 - Employee rights.

    Code of Federal Regulations, 2011 CFR

    2011-01-01

    ....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...

  4. 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...

  5. 5 CFR 9701.507 - Employee rights.

    Code of Federal Regulations, 2013 CFR

    2013-01-01

    ....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...

  6. 5 CFR 9701.507 - Employee rights.

    Code of Federal Regulations, 2012 CFR

    2012-01-01

    ....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...

  7. 5 CFR 9701.507 - Employee rights.

    Code of Federal Regulations, 2014 CFR

    2014-01-01

    ....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...

  8. The Federal Employees' Compensation Act.

    ERIC Educational Resources Information Center

    Nordlund, Willis J.

    1991-01-01

    The 1916 Federal Employees' Compensation Act is still the focal point around which the federal workers compensation program works today. The program has gone through many changes on its way to becoming a modern means of compensating workers for job-related injury, disease, and death. (Author)

  9. 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,…

  10. 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;…

  11. 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...

  12. 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…

  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 779.113 - Warehouse and stock room employees.

    Code of Federal Regulations, 2014 CFR

    2014-07-01

    ... 29 Labor 3 2014-07-01 2014-07-01 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...

  15. 29 CFR 779.113 - Warehouse and stock room employees.

    Code of Federal Regulations, 2012 CFR

    2012-07-01

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

  16. 29 CFR 779.113 - Warehouse and stock room employees.

    Code of Federal Regulations, 2013 CFR

    2013-07-01

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

  17. 29 CFR 779.113 - Warehouse and stock room employees.

    Code of Federal Regulations, 2011 CFR

    2011-07-01

    ... 29 Labor 3 2011-07-01 2011-07-01 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...

  18. 22 CFR 213.21 - Employee salary offset-general.

    Code of Federal Regulations, 2012 CFR

    2012-04-01

    ... 22 Foreign Relations 1 2012-04-01 2012-04-01 false Employee salary offset-general. 213.21 Section... § 213.21 Employee salary offset—general. (a) Purpose. This section establishes USAID's policies and... account of an employee. (b) Scope. The provisions of this section apply to collection by salary...

  19. 22 CFR 213.21 - Employee salary offset-general.

    Code of Federal Regulations, 2013 CFR

    2013-04-01

    ... 22 Foreign Relations 1 2013-04-01 2013-04-01 false Employee salary offset-general. 213.21 Section... § 213.21 Employee salary offset—general. (a) Purpose. This section establishes USAID's policies and... account of an employee. (b) Scope. The provisions of this section apply to collection by salary...

  20. 22 CFR 213.21 - Employee salary offset-general.

    Code of Federal Regulations, 2014 CFR

    2014-04-01

    ... 22 Foreign Relations 1 2014-04-01 2014-04-01 false Employee salary offset-general. 213.21 Section... § 213.21 Employee salary offset—general. (a) Purpose. This section establishes USAID's policies and... account of an employee. (b) Scope. The provisions of this section apply to collection by salary...

  1. 22 CFR 213.21 - Employee salary offset-general.

    Code of Federal Regulations, 2010 CFR

    2010-04-01

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

  2. 22 CFR 213.21 - Employee salary offset-general.

    Code of Federal Regulations, 2011 CFR

    2011-04-01

    ... 22 Foreign Relations 1 2011-04-01 2011-04-01 false Employee salary offset-general. 213.21 Section... § 213.21 Employee salary offset—general. (a) Purpose. This section establishes USAID's policies and... account of an employee. (b) Scope. The provisions of this section apply to collection by salary...

  3. 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...

  4. 29 CFR 1405.11 - Effect on employee benefits.

    Code of Federal Regulations, 2014 CFR

    2014-07-01

    ... 29 Labor 4 2014-07-01 2014-07-01 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...

  5. 29 CFR 1405.11 - Effect on employee benefits.

    Code of Federal Regulations, 2012 CFR

    2012-07-01

    ... 29 Labor 4 2012-07-01 2012-07-01 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...

  6. 49 CFR 1280.7 - Education of employees.

    Code of Federal Regulations, 2014 CFR

    2014-10-01

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

  7. 49 CFR 1280.7 - Education of employees.

    Code of Federal Regulations, 2012 CFR

    2012-10-01

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

  8. 49 CFR 1280.7 - Education of employees.

    Code of Federal Regulations, 2010 CFR

    2010-10-01

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

  9. 49 CFR 1280.7 - Education of employees.

    Code of Federal Regulations, 2011 CFR

    2011-10-01

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

  10. 49 CFR 1280.7 - Education of employees.

    Code of Federal Regulations, 2013 CFR

    2013-10-01

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

  11. 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)

  12. Federal Employees' Compensation Act.

    PubMed

    Ladou, Joseph

    2009-01-01

    The Federal Employees' Compensation Act (FECA) program provides wage loss compensation and payments for medical treatment to federal civilian employees. Administered by the Department of Labor (DOL), FECA covers over 2.7 million federal employees in more than 70 different agencies. FECA costs rose from $1.4 billion in 1990 to $2.6 in 2006, while the federal workforce remained essentially unchanged. While federal civilian employees represent only 2.1% of all workers eligible for workers' compensation benefits, federal programs account for 6% of the benefits paid. Disability benefits under FECA are far greater than those in the state workers' compensation programs. The benefit payments often exceed the former salary of the injured employee. The last congressional hearings on the FECA program were held over thirty years ago. It is unlikely that Congressional review will occur any time soon, as the entrenched bureaucracy that benefits from the FECA program defines and protects its future.

  13. 41 CFR 50-204.33 - Disclosure to former employee of individual employee's record.

    Code of Federal Regulations, 2012 CFR

    2012-07-01

    ... 41 Public Contracts and Property Management 1 2012-07-01 2009-07-01 true Disclosure to former employee of individual employee's record. 50-204.33 Section 50-204.33 Public Contracts and Property Management Other Provisions Relating to Public Contracts PUBLIC CONTRACTS, DEPARTMENT OF LABOR 204-SAFETY...

  14. 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

  15. 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.

  16. Employees with Sleep Disorders

    MedlinePlus

    ... essential functions Allow the employee to listen to music or white noise with a headset Memory Deficits: ... sleep disorders, and how anxiety and diet may influence rest. Retrieved September 5, 2008, from http://www. ...

  17. Employees with Chronic Pain

    MedlinePlus

    ... Home | Accommodation and Compliance Series: Employees with Chronic Pain By Beth Loy, Ph.D. Preface Introduction Information ... at http://AskJAN.org/soar. Information about Chronic Pain How prevalent is chronic pain? Chronic pain has ...

  18. Employees Who Use Wheelchairs

    MedlinePlus

    ... of Disabilities Publications Resources Home | Accommodation and Compliance Series: Employees Who Use Wheelchairs By Linda Carter Batiste, ... Audio Version Share Introduction JAN’s Accommodation and Compliance Series is designed to help employers determine effective accommodations ...

  19. How do we measure up? A comparison of lifestyle-related health risk factors among sampled employees in South African and UK companies.

    PubMed

    Milner, Karen; da Silva, Roseanne; Patel, Deepak; Salau, Sulaiman

    2016-07-12

    The need to address the growing prevalence of non-communicable diseases through changing the lifestyle behaviours that contribute to them has become a global priority. Settings-based health promotion strategies such as workplace health promotion programmes are growing in an attempt to start meeting this need. In order for settings-based health promotion programmes to be successful, they need to be based on the specific risk profiles of the population for whom they are designed. Workplace health promotion programmes are becoming popular in South Africa, but there are currently few data available about the health risks and lifestyle behaviours of the South African employed population. In order to obtain such data and reward workplace health promotion initiatives, Discovery Health initiated healthy company campaigns in South Africa and the UK. These campaigns took the form of a competition to assess the healthiest companies in each country. Through these campaigns, an extensive data set was collected encompassing UK and South African employees' lifestyle behaviours and health risks. In this article, we used these data to compare self-reported physical activity levels, self-reported fruit and vegetable consumption, calculated BMI, self-reported smoking, mental health indicators, and health screening status of the UK and South African employee samples. We found significant differences across all measures, with the exception of self-reported fruit and vegetable consumption. The findings emphasise the importance of using local data to tailor workplace health promotion programmes for the population for which the programmes have been designed.

  20. 10 CFR 72.10 - Employee protection.

    Code of Federal Regulations, 2010 CFR

    2010-01-01

    ... 10 Energy 2 2010-01-01 2010-01-01 false Employee protection. 72.10 Section 72.10 Energy NUCLEAR..., HIGH-LEVEL RADIOACTIVE WASTE, AND REACTOR-RELATED GREATER THAN CLASS C WASTE General Provisions § 72.10... Form 3, “Notice to Employees,” referenced in 10 CFR 19.11(c). This form must be posted at...

  1. 10 CFR 72.10 - Employee protection.

    Code of Federal Regulations, 2011 CFR

    2011-01-01

    ... 10 Energy 2 2011-01-01 2011-01-01 false Employee protection. 72.10 Section 72.10 Energy NUCLEAR..., HIGH-LEVEL RADIOACTIVE WASTE, AND REACTOR-RELATED GREATER THAN CLASS C WASTE General Provisions § 72.10... Form 3, “Notice to Employees,” referenced in 10 CFR 19.11(c). This form must be posted at...

  2. 10 CFR 72.10 - Employee protection.

    Code of Federal Regulations, 2014 CFR

    2014-01-01

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

  3. 10 CFR 72.10 - Employee protection.

    Code of Federal Regulations, 2013 CFR

    2013-01-01

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

  4. 10 CFR 72.10 - Employee protection.

    Code of Federal Regulations, 2012 CFR

    2012-01-01

    ... 10 Energy 2 2012-01-01 2012-01-01 false Employee protection. 72.10 Section 72.10 Energy NUCLEAR..., HIGH-LEVEL RADIOACTIVE WASTE, AND REACTOR-RELATED GREATER THAN CLASS C WASTE General Provisions § 72.10... Form 3, “Notice to Employees,” referenced in 10 CFR 19.11(c). This form must be posted at...

  5. Intrapreneurship: tapping employee creativity.

    PubMed

    Marszalek-Gaucher, E; Elsenhans, V D

    1988-12-01

    Seeking ways to produce new products, processes, and programs that would result in cost savings or increased revenue for nursing services and the institution, as well as attracting and retaining bright, creative nursing employees, the authors developed a pilot program to allow intrapreneurs to "run with" their ideas. The authors discuss the mechanics of their program development, implementation, and evaluation as well as examples of innovative projects under development by nursing employees.

  6. Barriers to information access among county health department employees.

    PubMed

    Merrill, Jacqueline; Rockoff, Maxine; Bakken, Suzanne; Caldwell, Michael

    2007-10-11

    As part of a study to explore information use, 137 public health employees responded to the question: What are the main barriers that you face in accessing information you need to do your job? 74% of employees indicated 154 barriers. Of these 65% were related to technology or resources. Fewer barriers related to time (24%) and communication (13%). Efforts to address resource and technology barriers could improve how information is used by public health employees.

  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

    2013-08-05

    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. 77 FR 20697 - Supplemental Standards of Ethical Conduct for Employees

    Federal Register 2010, 2011, 2012, 2013, 2014

    2012-04-06

    ... obtain prior approval regarding teaching, speaking, or writing that relates to the employee's official ] duties. This section requires prior approval of outside speaking and writing, as well as outside teaching..., speaking, or writing relates to the employee's official duties if the invitation to teach, speak, or...

  9. 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…

  10. 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…

  11. 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…

  12. 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…

  13. 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

  14. 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.

  15. 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.

  16. 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)

  17. Employee important-satisfaction model for automotive industry

    NASA Astrophysics Data System (ADS)

    Aziz, Nazrina; Mahat, Nor Idayu; Omar, Zurni

    2014-12-01

    There are many available strategies to measure employee satisfaction. Among the common strategies are employee responses to supervisors during routine meetings or periodic assessments of performance, number of complaints and feedback from employees. Although the management of the company may expect what its employees are most satisfied with, they may not know what is important to their employees' satisfaction. The "satisfaction attributes" and the "importance attributes" are related components that worth to be taken into account. Besides, the management needs to identify what their employees' priorities are, otherwise the management could be wasting their limited energy and resources tackling wrong attributes. In this study the Important-Satisfaction model is proposed. The model is based on the importance and satisfaction score of the attributes where the score for each attribute is placed in the model. It assists the management in identifying attributes that require improvement and provide an excellent measuring instrument for assessing priorities for attribute improvement.

  18. 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.

  19. 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...

  20. 22 CFR 1203.735-206 - Economic and financial activities of employees abroad.

    Code of Federal Regulations, 2013 CFR

    2013-04-01

    ... 22 Foreign Relations 2 2013-04-01 2009-04-01 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...

  1. 22 CFR 1203.735-206 - Economic and financial activities of employees abroad.

    Code of Federal Regulations, 2011 CFR

    2011-04-01

    ... 22 Foreign Relations 2 2011-04-01 2009-04-01 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...

  2. 22 CFR 1203.735-206 - Economic and financial activities of employees abroad.

    Code of Federal Regulations, 2014 CFR

    2014-04-01

    ... 22 Foreign Relations 2 2014-04-01 2014-04-01 false 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...

  3. 22 CFR 1203.735-206 - Economic and financial activities of employees abroad.

    Code of Federal Regulations, 2012 CFR

    2012-04-01

    ... 22 Foreign Relations 2 2012-04-01 2009-04-01 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...

  4. 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...

  5. 29 CFR 1205.2 - Employees' Bill of Rights.

    Code of Federal Regulations, 2010 CFR

    2010-07-01

    ... 29 Labor 4 2010-07-01 2010-07-01 false Employees' Bill of Rights. 1205.2 Section 1205.2 Labor Regulations Relating to Labor (Continued) NATIONAL MEDIATION BOARD NOTICES IN RE: RAILWAY LABOR ACT § 1205.2 Employees' Bill of Rights. The provisions of the third, fourth, and fifth paragraphs of section 2 are by...

  6. 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…

  7. 29 CFR 825.304 - Employee failure to provide notice.

    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 and Employer Rights and Obligations Under the Act.... An employer may waive employees' FMLA notice obligations or the employer's own internal rules...

  8. 29 CFR 825.304 - Employee failure to provide notice.

    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 and Employer Rights and Obligations Under the Act.... An employer may waive employees' FMLA notice obligations or the employer's own internal rules...

  9. 29 CFR 825.304 - Employee failure to provide notice.

    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 and Employer Rights and Obligations Under the Act.... An employer may waive employees' FMLA notice obligations or the employer's own internal rules...

  10. 29 CFR 825.304 - Employee failure to provide notice.

    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 and Employer Rights and Obligations Under the Act.... An employer may waive employees' FMLA notice obligations or the employer's own internal rules...

  11. 29 CFR 825.304 - Employee failure to provide notice.

    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 and Employer Rights and Obligations Under the Act.... An employer may waive employees' FMLA notice obligations or the employer's own internal rules...

  12. 18 CFR 1316.8 - Employee protected activities.

    Code of Federal Regulations, 2010 CFR

    2010-04-01

    ... discrimination against employees for engaging in certain protected activities. The Secretary of Labor has determined that “discrimination” means discharge or any other adverse actions that relate to compensation... employer or to the NRC. Contractor shall aggressively pursue any employee allegation of discrimination...

  13. 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…

  14. From the Statehouse to the Schoolhouse: How Legislatures and Courts Shaped Labor Relations for Public Education Employees during the Last Decade.

    ERIC Educational Resources Information Center

    Strom, David J.; Baxter, Stephanie S.

    2001-01-01

    Examines six state and federal legislative developments and related court cases that have shaped employment relations in public schools in the 1990s: state takeovers and reconstitutions, vouchers and tuition tax credits, charter schools, legislative efforts to restrict the scope of bargaining, elimination of tenure, and restrictions on the…

  15. Workplace etiquette for the medical practice employee.

    PubMed

    Hills, Laura

    2010-01-01

    Medical practice workplace etiquette is slowly being modified and fine-tuned. New workplace etiquette rules have become necessary because of advances in communications technology, shifting norms, and expectations of what constitutes good manners. Today's medical practice employees must concern themselves with traditional workplace manners but also the manners that come into play when they make or receive cell phone calls, text messages, and e-mails, and when they use social networking media outside of work. This article offers 25 rules for good manners in the medical practice that relate to the ways employees interact with people today, whether face-to-face or when using electronic communications technologies. It offers practical guidelines for making introductions both inside and outside the medical practice. This article also provides a self-quiz to help medical practice employees assess their workplace etiquette intelligence and 12 tips for good workplace table manners.

  16. 31 CFR 0.107 - Employees.

    Code of Federal Regulations, 2011 CFR

    2011-07-01

    ..., contractor, subcontractor, or potential contractor engaged in criminal conduct or that an employee or former... General information defined in paragraph (a)(3) of this section relating to foreign intelligence or... report such information to the Inspector General. (b) The confidentiality of the source of...

  17. 31 CFR 0.107 - Employees.

    Code of Federal Regulations, 2010 CFR

    2010-07-01

    ..., contractor, subcontractor, or potential contractor engaged in criminal conduct or that an employee or former... General information defined in paragraph (a)(3) of this section relating to foreign intelligence or... report such information to the Inspector General. (b) The confidentiality of the source of...

  18. 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)

  19. 10 CFR 40.7 - Employee protection.

    Code of Federal Regulations, 2014 CFR

    2014-01-01

    ... 10 Energy 1 2014-01-01 2014-01-01 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...

  20. 10 CFR 50.7 - Employee protection.

    Code of Federal Regulations, 2014 CFR

    2014-01-01

    ... 10 Energy 1 2014-01-01 2014-01-01 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...

  1. 10 CFR 30.7 - Employee protection.

    Code of Federal Regulations, 2014 CFR

    2014-01-01

    ... 10 Energy 1 2014-01-01 2014-01-01 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...

  2. Motivating medical employees toward high quality work.

    PubMed

    Zinober, J W

    1992-01-01

    In her continuing series on human relation, Joan Wagner Zinober, Ph.D., M.B.A., discusses the intricacies of motivating medical staff. This article looks at the principles of motivation and provides ideas for improving the quality and quantity of employee work.

  3. 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,…

  4. 22 CFR 1001.1 - Cross-references to employee ethical conduct standards and financial disclosure regulations.

    Code of Federal Regulations, 2012 CFR

    2012-04-01

    ... 22 Foreign Relations 2 2012-04-01 2009-04-01 true Cross-references to employee ethical conduct... FOUNDATION EMPLOYEE RESPONSIBILITIES AND CONDUCT § 1001.1 Cross-references to employee ethical conduct... Foundation should refer to the Standards of Ethical Conduct for Employees of the Executive Branch at 5...

  5. 22 CFR 1504.1 - Cross-references to employee ethical conduct standards and financial disclosure regulations.

    Code of Federal Regulations, 2014 CFR

    2014-04-01

    ... 22 Foreign Relations 2 2014-04-01 2014-04-01 false Cross-references to employee ethical conduct... FOUNDATION EMPLOYEE RESPONSIBILITIES AND CONDUCT § 1504.1 Cross-references to employee ethical conduct... Foundation are subject to the Standards of Ethical Conduct for Employees of the Executive Branch at 5...

  6. 22 CFR 1001.1 - Cross-references to employee ethical conduct standards and financial disclosure regulations.

    Code of Federal Regulations, 2014 CFR

    2014-04-01

    ... 22 Foreign Relations 2 2014-04-01 2014-04-01 false Cross-references to employee ethical conduct... FOUNDATION EMPLOYEE RESPONSIBILITIES AND CONDUCT § 1001.1 Cross-references to employee ethical conduct... Foundation should refer to the Standards of Ethical Conduct for Employees of the Executive Branch at 5...

  7. 22 CFR 1001.1 - Cross-references to employee ethical conduct standards and financial disclosure regulations.

    Code of Federal Regulations, 2013 CFR

    2013-04-01

    ... 22 Foreign Relations 2 2013-04-01 2009-04-01 true Cross-references to employee ethical conduct... FOUNDATION EMPLOYEE RESPONSIBILITIES AND CONDUCT § 1001.1 Cross-references to employee ethical conduct... Foundation should refer to the Standards of Ethical Conduct for Employees of the Executive Branch at 5...

  8. 22 CFR 1504.1 - Cross-references to employee ethical conduct standards and financial disclosure regulations.

    Code of Federal Regulations, 2012 CFR

    2012-04-01

    ... 22 Foreign Relations 2 2012-04-01 2009-04-01 true Cross-references to employee ethical conduct... FOUNDATION EMPLOYEE RESPONSIBILITIES AND CONDUCT § 1504.1 Cross-references to employee ethical conduct... Foundation are subject to the Standards of Ethical Conduct for Employees of the Executive Branch at 5...

  9. 22 CFR 1504.1 - Cross-references to employee ethical conduct standards and financial disclosure regulations.

    Code of Federal Regulations, 2013 CFR

    2013-04-01

    ... 22 Foreign Relations 2 2013-04-01 2009-04-01 true Cross-references to employee ethical conduct... FOUNDATION EMPLOYEE RESPONSIBILITIES AND CONDUCT § 1504.1 Cross-references to employee ethical conduct... Foundation are subject to the Standards of Ethical Conduct for Employees of the Executive Branch at 5...

  10. 22 CFR 1504.1 - Cross-references to employee ethical conduct standards and financial disclosure regulations.

    Code of Federal Regulations, 2011 CFR

    2011-04-01

    ... 22 Foreign Relations 2 2011-04-01 2009-04-01 true Cross-references to employee ethical conduct... FOUNDATION EMPLOYEE RESPONSIBILITIES AND CONDUCT § 1504.1 Cross-references to employee ethical conduct... Foundation are subject to the Standards of Ethical Conduct for Employees of the Executive Branch at 5...

  11. 22 CFR 1001.1 - Cross-references to employee ethical conduct standards and financial disclosure regulations.

    Code of Federal Regulations, 2011 CFR

    2011-04-01

    ... 22 Foreign Relations 2 2011-04-01 2009-04-01 true Cross-references to employee ethical conduct... FOUNDATION EMPLOYEE RESPONSIBILITIES AND CONDUCT § 1001.1 Cross-references to employee ethical conduct... Foundation should refer to the Standards of Ethical Conduct for Employees of the Executive Branch at 5...

  12. 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.

  13. 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…

  14. 49 CFR 805.735-5 - Receipt of gifts, entertainment, and favors by Members or employees.

    Code of Federal Regulations, 2010 CFR

    2010-10-01

    ... Members or employees. 805.735-5 Section 805.735-5 Transportation Other Regulations Relating to Transportation (Continued) NATIONAL TRANSPORTATION SAFETY BOARD EMPLOYEE RESPONSIBILITIES AND CONDUCT § 805.735-5 Receipt of gifts, entertainment, and favors by Members or employees. (a) Except as provided in...

  15. 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....

  16. 45 CFR 618.135 - Designation of responsible employee and adoption of grievance procedures.

    Code of Federal Regulations, 2011 CFR

    2011-10-01

    ... 45 Public Welfare 3 2011-10-01 2011-10-01 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....

  17. 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....

  18. 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…

  19. 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…

  20. 20 CFR 30.410 - Can OWCP require an employee to be examined by another physician?

    Code of Federal Regulations, 2013 CFR

    2013-04-01

    ..., DEPARTMENT OF LABOR ENERGY EMPLOYEES OCCUPATIONAL ILLNESS COMPENSATION PROGRAM ACT OF 2000 CLAIMS FOR COMPENSATION UNDER THE ENERGY EMPLOYEES OCCUPATIONAL ILLNESS COMPENSATION PROGRAM ACT OF 2000, AS AMENDED Medical and Related Benefits Directed Medical Examinations § 30.410 Can OWCP require an employee to...

  1. 20 CFR 30.410 - Can OWCP require an employee to be examined by another physician?

    Code of Federal Regulations, 2014 CFR

    2014-04-01

    ..., DEPARTMENT OF LABOR ENERGY EMPLOYEES OCCUPATIONAL ILLNESS COMPENSATION PROGRAM ACT OF 2000 CLAIMS FOR COMPENSATION UNDER THE ENERGY EMPLOYEES OCCUPATIONAL ILLNESS COMPENSATION PROGRAM ACT OF 2000, AS AMENDED Medical and Related Benefits Directed Medical Examinations § 30.410 Can OWCP require an employee to...

  2. 49 CFR 805.735-5 - Receipt of gifts, entertainment, and favors by Members or employees.

    Code of Federal Regulations, 2011 CFR

    2011-10-01

    ... Members or employees. 805.735-5 Section 805.735-5 Transportation Other Regulations Relating to Transportation (Continued) NATIONAL TRANSPORTATION SAFETY BOARD EMPLOYEE RESPONSIBILITIES AND CONDUCT § 805.735-5 Receipt of gifts, entertainment, and favors by Members or employees. (a) Except as provided in...

  3. 75 FR 60573 - Federal Employees' Group Life Insurance Program: Miscellaneous Changes, Clarifications, and...

    Federal Register 2010, 2011, 2012, 2013, 2014

    2010-10-01

    ... each year. Exception: an employee who is employed under an OPM-approved career-related work- study... work-study program. (3) An intermittent employee (a non-full-time employee without a regularly... compensationers the same as reemployed annuitants. When a compensationer returns to work under conditions...

  4. A Multivariate Investigation of Employee Absenteeism.

    DTIC Science & Technology

    1980-05-01

    women had more ab- sences than men; distance from work and size of family were positively re- lated with number of absences; tenure was negatively related...size. Size was positively Employee Absenteeism 3 related to rate of absenteeism in the unit. He also noted rather severe prob- lems with the...assessed by asking how many children at the grade- school age or younger were living at home. Distance from work was measured by simply asking how many

  5. 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

  6. 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.…

  7. VIEW OF SITE EMPLOYEES CHECKINGIN IN THE CLOCK ROOM. EMPLOYEES ...

    Library of Congress Historic Buildings Survey, Historic Engineering Record, Historic Landscapes Survey

    VIEW OF SITE EMPLOYEES CHECKING-IN IN THE CLOCK ROOM. EMPLOYEES WERE REQUIRED TO HAVE A SEPARATE BADGE FOR EACH AREA OF THE SITE THAT THEY ENTERED. (7/31/67) - Rocky Flats Plant, Offices, Print Shop & Photography Lab, Northwest quad of plant near terminus of Central Avenue, Golden, Jefferson County, CO

  8. Pension Losses of Contractor Employees at Federal Installations can be Reduced.

    DTIC Science & Technology

    1981-09-03

    EMPLOYEES’ PENSIONS The Employee Retirement Income Security Act of 1974 ( ERISA ) (29 U.S.C. 1001) was enacted on September 2, 1974, because of in- dications...that pension plan misuse and abuse were resulting in lost pension benefits to employees even after long years of service. The purpose of ERISA is to...participants, if the plans meet ERISA and related Internal Revenue Code requirements. To protect the interests of employees, ERISA established com

  9. Health care employee perceptions of patient-centered care.

    PubMed

    Balbale, Salva Najib; Turcios, Stephanie; LaVela, Sherri L

    2015-03-01

    Given the importance of health care employees in the delivery of patient-centered care, understanding their unique perspectives is essential for quality improvement. The purpose of this study was to use photovoice to evaluate perceptions and experiences around patient-centered care among U.S. Veterans Affairs (VA) health care employees. We asked participants to take photographs of salient features in their environment related to patient-centered care. We used the photographs to facilitate dialogue during follow-up interviews. Twelve VA health care employees across two VA sites participated in the project. Although most participants felt satisfied with their work environment and experiences at the VA, they identified several areas for improvement. These included a need for more employee health and wellness initiatives and a need for enhanced opportunities for training and professional growth. Application of photovoice enabled us to learn about employees' unique perspectives around patient-centered care while engaging them in an evaluation of care delivery.

  10. The human side of quality: service oriented employees.

    PubMed

    Wagner, D M

    1991-01-01

    Motivating employees to care about the quality of the services they provide is an essential ingredient in quality improvement. In this article the author presents eight methods that employers can use to translate expectations into actions. Becoming aware of what today's employees want is the first step; money and job security are not as important as respect, challenging work that shows results, and managers who listen. Since customer relations mirror management's attitudes toward employees, caring about staff is basic in a quality service organization. Education and training of workers are also crucial, as are communication of expectations and providing prompt feedback. Employees also need reward and recognition. Hiring the right people is another necessity for quality service. Finally, managers must be leaders who can articulate values and the organization's vision in order to enlist employees in the cause of quality service.

  11. 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.

  12. 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...

  13. 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...

  14. 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...

  15. 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...

  16. 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...

  17. 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.

  18. 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…

  19. 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…

  20. Professional Employees and Collective Bargaining.

    ERIC Educational Resources Information Center

    Douglas, Joel M., Ed.

    1987-01-01

    The status of professional employees at colleges and their role within the unionized workplace are considered in two articles. In "The Position of Professional Employees," Eliot Freidson discusses findings of a study on professionals and implications for college collective bargaining. Attention is directed to the validity of the position…

  1. 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…

  2. If your employees were the customers.

    PubMed

    Markowich, M M; Farber, J A

    1989-09-01

    Orientation programs that introduce employees to the company can promote the company product and organizational values to employees. United Hospital Inc. is a multi-health-care corporation that has experienced positive results from a new-employee orientation program.

  3. 75 FR 75373 - Conduct of Employees and Former Employees; Exemption From Post-Employment Restrictions for...

    Federal Register 2010, 2011, 2012, 2013, 2014

    2010-12-03

    ... Government Ethics (OGE) in its regulations and for which an exemption is provided by 18 U.S.C. 207(j)(5... Office of Government Ethics (OGE) and certify in the Federal Register that the former employee meets... scientific or technological character, such as technical or engineering information relating to the...

  4. Employee age and reactions to downsizing.

    PubMed

    Lahner, Jessica M; Hayslip, Bert; McKelvy, Tara N; Caballero, Daniela M

    2014-01-01

    The present study explored the career development concerns among employees varying by age who had worked for organizations that either had or had not engaged in downsizing within a 1-year timeframe. The sample consisted of 72 layoff survivors and 92 non-survivors (employees whose organizations had not downsized). Each completed an online survey assessing career concerns framed in the context of Super's Life Span Life Space theory of career development, as well as measures assessing perceptions of loss, job insecurity, distress, social support, loss history, religiosity, and job satisfaction. Younger employees reported more job dissatisfaction, as did survivors, and younger survivors reported more such dissatisfaction relative to older survivors, and saw the downsizing as less equitable than did older survivors. Among non-survivors, age effects were minimal. Younger employees reported more concerns about Crystallization, Specification, Implementation, Innovation, Stabilizing, Consolidating, Advancing, and Updating, as did survivors. For Crystallization, and to a lesser extent for Innovation, younger survivors reported more such concerns than did older survivors, while among non-survivors, these differences were minimal. A similar age by survivorship pattern was found for psychophysical health, career-recycling tendencies, and for concerns at Super's career stages/maxicycles of Exploration, Establishment, and Maintenance. These findings suggest that young survivors appear to be less vocationally adaptable, more vocationally and personally vulnerable to downsizing, and more impacted in seeing downsizing as unfair, perhaps due to unrealistic career trajectory expectations. In contrast, older employees, perhaps due to increased job and/or layoff experience or the perception that downsizing was handled more equitably via greater loyalty to the organization, appear to be more resilient in these respects.

  5. 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...

  6. 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.

  7. 38 CFR 0.735-10 - Cross-reference to employee ethical and other conduct standards and financial disclosure...

    Code of Federal Regulations, 2013 CFR

    2013-07-01

    ... employee ethical and other conduct standards and financial disclosure regulations. 0.735-10 Section 0.735... ETHICAL CONDUCT, AND RELATED RESPONSIBILITIES Standards of Ethical Conduct and Related Responsibilities of Employees § 0.735-10 Cross-reference to employee ethical and other conduct standards and...

  8. 38 CFR 0.735-10 - Cross-reference to employee ethical and other conduct standards and financial disclosure...

    Code of Federal Regulations, 2014 CFR

    2014-07-01

    ... employee ethical and other conduct standards and financial disclosure regulations. 0.735-10 Section 0.735... ETHICAL CONDUCT, AND RELATED RESPONSIBILITIES Standards of Ethical Conduct and Related Responsibilities of Employees § 0.735-10 Cross-reference to employee ethical and other conduct standards and...

  9. 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.

  10. Employee Resistance to Computer Technology.

    ERIC Educational Resources Information Center

    Ewert, Alan

    1984-01-01

    The introduction of computers to the work place may cause employee stress. Aggressive, protective, and avoidance behaviors are forms of staff resistance. The development of good training programs will enhance productivity. Suggestions for evaluating computer systems are offered. (DF)

  11. 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)

  12. [Challenges to occupational medicine in view of the problem of work-related diseases and the aging of workforce. Directions for further development and intentional changes in preventive care of employees in Poland].

    PubMed

    Marcinkiewicz, Andrzej; Walusiak-Skorupa, Jolanta; Wiszniewska, Marta; Rybacki, Marcin; Hanke, Wojciech; Rydzyński, Konrad

    The system of occupational health care in Poland, based on occupational medicine service, takes care of almost 12.5 million employees subjected to over 4.5 million obligatory periodic medical check ups. This form of providing prophylactic care comes down to examinations dictated by legal regulations, whose scope is not oriented towards a comprehensive workers' health assessment, but to the examination of the systems and organs critical to work-related dangers. Simultaneously, epidemiological data indicate a large number of chronic diseases, which may influence the professional activity, like hypertension or diabetes and a high percentage of patients not aware of their illness. Since patients participating in obligatory examinations usually feel healthy and do not use health care services on a daily basis, an occupational medicine physician has a unique opportunity to detect health disorders at an early stage, which can prevent the development of health complications affecting the condition of the patient, limiting their professional activity, but also causing additional costs of the health care system. The authors have proven the need to involve occupational medicine services in the prevention of chronic diseases and the need to introduce additional sources of financing for procedures enabling early detection of diseases the patient may not be aware of or control of the effectiveness of already diagnosed illnesses. They addressed the need to change the current legal form of establishing and announcing the range of examinations and directives for certifying the lack or presence of health contraindications to work to the specified and updated standards prepared by scientific research institutes and occupational medicine societies. Med Pr 2016;67(5):691-700.

  13. Strategies for improving employee retention.

    PubMed

    Verlander, Edward G; Evans, Martin R

    2007-03-28

    This article proposes a solution to the perennial problem of talent retention in the clinical laboratory. It includes the presentation of 12 strategies that may be used to significantly improve institutional identity formation and establishment of the psychological contract that employees form with laboratory management. Identity formation and psychological contracting are deemed as essential in helping reduce employee turnover and increase retention. The 12 conversational strategies may be used as a set of best practices for all employees, but most importantly for new employees, and should be implemented at the critical moment when employees first join the laboratory. This time is referred to as "retention on-boarding"--the period of induction and laboratory orientation. Retention on-boarding involves a dialogue between employees and management that is focused on the psychological, practical, cultural, and political dimensions of the laboratory. It is placed in the context of the modern clinical laboratory, which is faced with employing and managing Generation X knowledge workers. Specific topics and broad content areas of those conversations are outlined.

  14. 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'...

  15. Evaluation of Classified Employees. Research into Practice

    ERIC Educational Resources Information Center

    Williamson, Ronald

    2012-01-01

    Evaluation is an important tool to develop and retain skilled employees. It should be used to recognize employees that are performing well, to identify areas for growth and to provide employees with clear, explicit feedback about their performance. An agreed upon appraisal system lets employees know what is expected, what is recognized and…

  16. 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…

  17. 40 CFR 68.83 - Employee participation.

    Code of Federal Regulations, 2011 CFR

    2011-07-01

    ... 40 Protection of Environment 15 2011-07-01 2011-07-01 false Employee participation. 68.83 Section...) CHEMICAL ACCIDENT PREVENTION PROVISIONS Program 3 Prevention Program § 68.83 Employee participation. (a... employee participation required by this section. (b) The owner or operator shall consult with employees...

  18. 40 CFR 68.83 - Employee participation.

    Code of Federal Regulations, 2010 CFR

    2010-07-01

    ... 40 Protection of Environment 15 2010-07-01 2010-07-01 false Employee participation. 68.83 Section...) CHEMICAL ACCIDENT PREVENTION PROVISIONS Program 3 Prevention Program § 68.83 Employee participation. (a... employee participation required by this section. (b) The owner or operator shall consult with employees...

  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. 40 CFR 68.83 - Employee participation.

    Code of Federal Regulations, 2014 CFR

    2014-07-01

    ... 40 Protection of Environment 16 2014-07-01 2014-07-01 false Employee participation. 68.83 Section...) CHEMICAL ACCIDENT PREVENTION PROVISIONS Program 3 Prevention Program § 68.83 Employee participation. (a... employee participation required by this section. (b) The owner or operator shall consult with employees...

  1. 40 CFR 68.83 - Employee participation.

    Code of Federal Regulations, 2013 CFR

    2013-07-01

    ... 40 Protection of Environment 16 2013-07-01 2013-07-01 false Employee participation. 68.83 Section...) CHEMICAL ACCIDENT PREVENTION PROVISIONS Program 3 Prevention Program § 68.83 Employee participation. (a... employee participation required by this section. (b) The owner or operator shall consult with employees...

  2. 40 CFR 68.83 - Employee participation.

    Code of Federal Regulations, 2012 CFR

    2012-07-01

    ... 40 Protection of Environment 16 2012-07-01 2012-07-01 false Employee participation. 68.83 Section...) CHEMICAL ACCIDENT PREVENTION PROVISIONS Program 3 Prevention Program § 68.83 Employee participation. (a... employee participation required by this section. (b) The owner or operator shall consult with employees...

  3. 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...

  4. 31 CFR 20.640 - Employee.

    Code of Federal Regulations, 2014 CFR

    2014-07-01

    ... 31 Money and Finance: Treasury 1 2014-07-01 2014-07-01 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...

  5. 31 CFR 20.640 - Employee.

    Code of Federal Regulations, 2012 CFR

    2012-07-01

    ... 31 Money and Finance: Treasury 1 2012-07-01 2012-07-01 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...

  6. 31 CFR 20.640 - Employee.

    Code of Federal Regulations, 2011 CFR

    2011-07-01

    ... 31 Money and Finance: Treasury 1 2011-07-01 2011-07-01 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...

  7. 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...

  8. 31 CFR 20.640 - Employee.

    Code of Federal Regulations, 2013 CFR

    2013-07-01

    ... 31 Money and Finance: Treasury 1 2013-07-01 2013-07-01 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...

  9. 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...

  10. 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...

  11. 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

    ... employee human factor as cause; Employee Human Factor Attachment; notice to employee; employee supplement... cause; Employee Human Factor Attachment; notice to employee; employee supplement. (a) Rail Equipment... Attachment. If, in reporting a rail equipment accident/incident to FRA, a railroad cites an employee...

  12. 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...

  13. 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...

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

    PubMed

    Wood, Felecia; Jacobson, Sharol

    2005-10-01

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

  15. 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,…

  16. 22 CFR 705.101 - Cross-reference to employee ethical conduct standards and financial disclosure regulations.

    Code of Federal Regulations, 2013 CFR

    2013-04-01

    ... 22 Foreign Relations 2 2013-04-01 2009-04-01 true Cross-reference to employee ethical conduct... INVESTMENT CORPORATION ADMINISTRATIVE PROVISIONS EMPLOYEE ETHICAL CONDUCT STANDARDS AND FINANCIAL DISCLOSURE REGULATIONS § 705.101 Cross-reference to employee ethical conduct standards and financial...

  17. 22 CFR 705.101 - Cross-reference to employee ethical conduct standards and financial disclosure regulations.

    Code of Federal Regulations, 2012 CFR

    2012-04-01

    ... 22 Foreign Relations 2 2012-04-01 2009-04-01 true Cross-reference to employee ethical conduct... INVESTMENT CORPORATION ADMINISTRATIVE PROVISIONS EMPLOYEE ETHICAL CONDUCT STANDARDS AND FINANCIAL DISCLOSURE REGULATIONS § 705.101 Cross-reference to employee ethical conduct standards and financial...

  18. 22 CFR 1100.1 - Cross-references to employee ethical conduct standards, financial disclosure and financial...

    Code of Federal Regulations, 2013 CFR

    2013-04-01

    ... 22 Foreign Relations 2 2013-04-01 2009-04-01 true Cross-references to employee ethical conduct... STATES SECTION EMPLOYEE RESPONSIBILITIES AND CONDUCT § 1100.1 Cross-references to employee ethical... executive branch standards of ethical conduct contained in 5 CFR part 2635, the executive branch...

  19. 22 CFR 705.101 - Cross-reference to employee ethical conduct standards and financial disclosure regulations.

    Code of Federal Regulations, 2014 CFR

    2014-04-01

    ... 22 Foreign Relations 2 2014-04-01 2014-04-01 false Cross-reference to employee ethical conduct... INVESTMENT CORPORATION ADMINISTRATIVE PROVISIONS EMPLOYEE ETHICAL CONDUCT STANDARDS AND FINANCIAL DISCLOSURE REGULATIONS § 705.101 Cross-reference to employee ethical conduct standards and financial...

  20. 29 CFR 2520.104-48 - Alternative method of compliance for model simplified employee pensions-IRS Form 5305-SEP.

    Code of Federal Regulations, 2010 CFR

    2010-07-01

    ... 29 Labor 9 2010-07-01 2010-07-01 false Alternative method of compliance for model simplified employee pensions-IRS Form 5305-SEP. 2520.104-48 Section 2520.104-48 Labor Regulations Relating to Labor (Continued) EMPLOYEE BENEFITS SECURITY ADMINISTRATION, DEPARTMENT OF LABOR REPORTING AND DISCLOSURE UNDER THE EMPLOYEE RETIREMENT INCOME SECURITY...

  1. 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.

  2. [Abortion among female students and employees of a Brazilian university].

    PubMed

    Hardy, E; Rebello, I; Faúndes, A

    1993-04-01

    In Brazil, the subject of induced abortion is controversial and considered by some to be a serious public health problem. On the other hand there are little data available as to its frequency and general characteristics. The difficulty encountered in obtaining reliable information is to be explained by the illegality of abortion that inhibits women from talking about their experience, and most studies are carried out in hospitals and thus succeed in identifying only those women who have complications. A study was carried out in 1990, involving all the female graduate students and employees of a Brazilian university. Data was obtained through a questionnaire that was returned by mail, anonymously. This paper presents some of the results relating to the frequency of miscarriage and abortion in this population. Significantly more students than employees were less than 25 years old (85% and 13.7% respectively); fewer students were married or in a common-law union (11% of students as against 56% of employees) and four times fewer students than employees had never been pregnant (15% and 65%). Nine percent of the students and 14% of the employees had had at least one abortion. When only sometime pregnant women were taken into consideration, over half the students (59%) and 20% of the employees had had an abortion. Differences between the two groups were maintained when considered by age, both for miscarriage and abortion. Students of less than 25 years of age presented the highest percentage of abortion.

  3. 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…

  4. 20 CFR 226.10 - Employee tier I.

    Code of Federal Regulations, 2011 CFR

    2011-04-01

    ... 20 Employees' Benefits 1 2011-04-01 2011-04-01 false Employee tier I. 226.10 Section 226.10... EMPLOYEE, SPOUSE, AND DIVORCED SPOUSE ANNUITIES Computing an Employee Annuity § 226.10 Employee tier I. Tier I of an employee annuity is an amount similar to the social security benefit the employee...

  5. 20 CFR 226.10 - Employee tier I.

    Code of Federal Regulations, 2012 CFR

    2012-04-01

    ... 20 Employees' Benefits 1 2012-04-01 2012-04-01 false Employee tier I. 226.10 Section 226.10... EMPLOYEE, SPOUSE, AND DIVORCED SPOUSE ANNUITIES Computing an Employee Annuity § 226.10 Employee tier I. Tier I of an employee annuity is an amount similar to the social security benefit the employee...

  6. 20 CFR 226.10 - Employee tier I.

    Code of Federal Regulations, 2013 CFR

    2013-04-01

    ... 20 Employees' Benefits 1 2013-04-01 2012-04-01 true Employee tier I. 226.10 Section 226.10... EMPLOYEE, SPOUSE, AND DIVORCED SPOUSE ANNUITIES Computing an Employee Annuity § 226.10 Employee tier I. Tier I of an employee annuity is an amount similar to the social security benefit the employee...

  7. 20 CFR 226.10 - Employee tier I.

    Code of Federal Regulations, 2014 CFR

    2014-04-01

    ... 20 Employees' Benefits 1 2014-04-01 2012-04-01 true Employee tier I. 226.10 Section 226.10... EMPLOYEE, SPOUSE, AND DIVORCED SPOUSE ANNUITIES Computing an Employee Annuity § 226.10 Employee tier I. Tier I of an employee annuity is an amount similar to the social security benefit the employee...

  8. 20 CFR 226.10 - Employee tier I.

    Code of Federal Regulations, 2010 CFR

    2010-04-01

    ... 20 Employees' Benefits 1 2010-04-01 2010-04-01 false Employee tier I. 226.10 Section 226.10... EMPLOYEE, SPOUSE, AND DIVORCED SPOUSE ANNUITIES Computing an Employee Annuity § 226.10 Employee tier I. Tier I of an employee annuity is an amount similar to the social security benefit the employee...

  9. Multigeneration employees: strategies for effective management.

    PubMed

    Kupperschmidt, B R

    2000-09-01

    Today's health care workforce comprises Traditional, Baby Boomer, and Generation X employees. Effective managers must understand the times and generational characteristics of these employees and they must assure that employees understand and respect one another's differences. They must foster open discussion of how generational differences influence attitudes toward work and organizations. They must provide opportunities for multigeneration employees to contribute their best concurrent with meeting organizational goals. Employees must be offered a conditional security based upon value-added results and collaboration. Managers must use leadership practices that encourage the hearts of dispirited employees.

  10. Validation of a Job Satisfaction Instrument for Residential-Care Employees.

    ERIC Educational Resources Information Center

    Sluyter, Gary V.; Mukherjee, Ajit K.

    1986-01-01

    A new job satisfaction instrument for employees of a residential care facility for mentally retarded persons effectively measures the employees' satisfaction with 12 work related variables: salary, company policies, supervision, working conditions, interpersonal relations, security, advancement, recognition, achievement, work responsibility, and…

  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, 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...

  13. 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...

  14. 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...

  15. 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...

  16. 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...

  17. 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...

  18. 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...

  19. 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…

  20. 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.…

  1. 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...

  2. 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...

  3. 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...

  4. 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.

  5. 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…

  6. Economic Literacy among Corporate Employees.

    ERIC Educational Resources Information Center

    Wood, William C.; Doyle, Joanne M.

    2002-01-01

    Reports the results of a telephone survey of employees (n=1001) of large corporations (n=7) conducted for the Business Roundtable. Embeds 20 questions keyed to the Voluntary National Content Standards in Economics to measure economic literacy. Finds that economic literacy was associated with education level, courses in economics, high income, and…

  7. Recruiting Employees for ESL Classes.

    ERIC Educational Resources Information Center

    Arlington County Public Schools, VA. REEP, Arlington Education and Employment Program.

    Specific ideas and procedures for motivating employees to sign up for and attend classes in English are outlined. The roles of the management in general and the supervisor in particular in supporting and encouraging attendance are emphasized. These individuals are seen as important in motivating, scheduling, implementing and retaining students,…

  8. Motivating employees: an incentive program.

    PubMed

    Barczewski, R W; Michelson, L D

    1991-01-01

    Motivating employees is a challenging and critical task for all managers--no matter what the field. Robert Barczewski, M.B.A., and Linda Michelson describe how a successful incentive program at the Washington University School of Medicine was developed.

  9. 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.

  10. 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.

  11. Corporate Benefits of Employee Recreation Programs.

    ERIC Educational Resources Information Center

    Finney, Craig

    1984-01-01

    Employee recreation programs have been shown to reduce absenteeism, increase performance and productivity, reduce stress levels, and increase job satisfaction. Studies that present positive results of employee recreation are discussed. (DF)

  12. 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.

  13. 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....

  14. 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...

  15. 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....

  16. 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...

  17. 48 CFR 725.703 - Contractor employees.

    Code of Federal Regulations, 2010 CFR

    2010-10-01

    ... 48 Federal Acquisition Regulations System 5 2010-10-01 2010-10-01 false Contractor employees. 725... SOCIOECONOMIC PROGRAMS FOREIGN ACQUISITION Source, Origin, and Nationality 725.703 Contractor employees. (a... on employees or consultants of either contractors or subcontractors providing services under an...

  18. 49 CFR 199.115 - Contractor employees.

    Code of Federal Regulations, 2010 CFR

    2010-10-01

    ... 49 Transportation 3 2010-10-01 2010-10-01 false Contractor employees. 199.115 Section 199.115... § 199.115 Contractor employees. With respect to those employees who are contractors or employed by a contractor, an operator may provide by contract that the drug testing, education, and training required...

  19. 49 CFR 199.245 - Contractor employees.

    Code of Federal Regulations, 2010 CFR

    2010-10-01

    ... 49 Transportation 3 2010-10-01 2010-10-01 false Contractor employees. 199.245 Section 199.245... Prevention Program § 199.245 Contractor employees. (a) With respect to those covered employees who are contractors or employed by a contractor, an operator may provide by contract that the alcohol...

  20. Strategies for Electronic Career Support to Employees.

    ERIC Educational Resources Information Center

    Stevens, Paul

    As more organizations reduce their human resources management (HRM) staff and look for ways for fewer employees to do more work, interest in developing electronic career support for employees is increasing. An Intranet-based solution uses technology to provide the means for bringing career development support to employees' workstations or their…

  1. 76 FR 2142 - Employee Benefits Security Administration

    Federal Register 2010, 2011, 2012, 2013, 2014

    2011-01-12

    ... Benefits Security Administration Hearing on Definition of ``Fiduciary'' AGENCY: Employee Benefits Security... that the Employee Benefits Security Administration will hold a hearing to consider issues attendant to... and Interpretations, Employee Benefits Security Administration, U.S. Department of Labor, at (202)...

  2. 24 CFR 21.640 - Employee.

    Code of Federal Regulations, 2011 CFR

    2011-04-01

    ... 24 Housing and Urban Development 1 2011-04-01 2011-04-01 false Employee. 21.640 Section 21.640 Housing and Urban Development Office of the Secretary, Department of Housing and Urban Development GOVERNMENTWIDE REQUIREMENTS FOR DRUG-FREE WORKPLACE (GRANTS) Definitions § 21.640 Employee. (a) Employee...

  3. 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...

  4. 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...

  5. 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...

  6. 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...

  7. 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...

  8. 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...

  9. 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...

  10. 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...

  11. 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...

  12. 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...

  13. 12 CFR 612.2155 - Employee reporting.

    Code of Federal Regulations, 2011 CFR

    2011-01-01

    ... residing in the employee's household, any business partner, or any entity controlled by the employee or... entity transacts business with the employing institution or any institution supervised by the employing institution; and (2) The name and the nature of the business of any entity in which the employee has...

  14. 12 CFR 612.2155 - Employee reporting.

    Code of Federal Regulations, 2010 CFR

    2010-01-01

    ... residing in the employee's household, any business partner, or any entity controlled by the employee or... entity transacts business with the employing institution or any institution supervised by the employing institution; and (2) The name and the nature of the business of any entity in which the employee has...

  15. 24 CFR 21.640 - Employee.

    Code of Federal Regulations, 2010 CFR

    2010-04-01

    ... 24 Housing and Urban Development 1 2010-04-01 2010-04-01 false Employee. 21.640 Section 21.640 Housing and Urban Development Office of the Secretary, Department of Housing and Urban Development GOVERNMENTWIDE REQUIREMENTS FOR DRUG-FREE WORKPLACE (GRANTS) Definitions § 21.640 Employee. (a) Employee...

  16. 36 CFR 21.8 - Employee certification.

    Code of Federal Regulations, 2011 CFR

    2011-07-01

    ... 36 Parks, Forests, and Public Property 1 2011-07-01 2011-07-01 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...

  17. 29 CFR 779.112 - Office employees.

    Code of Federal Regulations, 2010 CFR

    2010-07-01

    ... 29 Labor 3 2010-07-01 2010-07-01 false Office employees. 779.112 Section 779.112 Labor Regulations... Engaged in Commerce Or in the Production of Goods for Commerce § 779.112 Office employees. Similarly office employees of retail businesses who regularly and recurrently check records of and make...

  18. 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.

  19. 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...

  20. 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...

  1. 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...

  2. 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...

  3. 28 CFR 105.24 - Employee's rights.

    Code of Federal Regulations, 2013 CFR

    2013-07-01

    ... 28 Judicial Administration 2 2013-07-01 2013-07-01 false Employee's rights. 105.24 Section 105.24 Judicial Administration DEPARTMENT OF JUSTICE (CONTINUED) CRIMINAL HISTORY BACKGROUND CHECKS Private Security Officer Employment § 105.24 Employee's rights. An employee is entitled to: (a) Obtain a copy...

  4. 28 CFR 105.24 - Employee's rights.

    Code of Federal Regulations, 2014 CFR

    2014-07-01

    ... 28 Judicial Administration 2 2014-07-01 2014-07-01 false Employee's rights. 105.24 Section 105.24 Judicial Administration DEPARTMENT OF JUSTICE (CONTINUED) CRIMINAL HISTORY BACKGROUND CHECKS Private Security Officer Employment § 105.24 Employee's rights. An employee is entitled to: (a) Obtain a copy...

  5. 28 CFR 105.24 - Employee's rights.

    Code of Federal Regulations, 2011 CFR

    2011-07-01

    ... 28 Judicial Administration 2 2011-07-01 2011-07-01 false Employee's rights. 105.24 Section 105.24 Judicial Administration DEPARTMENT OF JUSTICE (CONTINUED) CRIMINAL HISTORY BACKGROUND CHECKS Private Security Officer Employment § 105.24 Employee's rights. An employee is entitled to: (a) Obtain a copy...

  6. 28 CFR 105.24 - Employee's rights.

    Code of Federal Regulations, 2012 CFR

    2012-07-01

    ... 28 Judicial Administration 2 2012-07-01 2012-07-01 false Employee's rights. 105.24 Section 105.24 Judicial Administration DEPARTMENT OF JUSTICE (CONTINUED) CRIMINAL HISTORY BACKGROUND CHECKS Private Security Officer Employment § 105.24 Employee's rights. An employee is entitled to: (a) Obtain a copy...

  7. 28 CFR 105.24 - Employee's rights.

    Code of Federal Regulations, 2010 CFR

    2010-07-01

    ... 28 Judicial Administration 2 2010-07-01 2010-07-01 false Employee's rights. 105.24 Section 105.24 Judicial Administration DEPARTMENT OF JUSTICE (CONTINUED) CRIMINAL HISTORY BACKGROUND CHECKS Private Security Officer Employment § 105.24 Employee's rights. An employee is entitled to: (a) Obtain a copy...

  8. 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…

  9. 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...

  10. 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...

  11. When and why do central employees speak up? An examination of mediating and moderating variables.

    PubMed

    Venkataramani, Vijaya; Tangirala, Subrahmaniam

    2010-05-01

    We examined the proposition that employees' work-flow centrality (i.e., the extent to which they are critical to the task-related interaction networks of their work groups) enhances their personal influence within their work groups and, therefore, motivates them to engage in voice behaviors. In support of this proposition, in a study of 184 bank employees nested within 42 work groups, we found that employees' work-flow centrality was positively related to voice behaviors, with their personal influence mediating this relationship. Further, work-flow centrality was more strongly related to personal influence when employees had higher task performance, and personal influence was more strongly related to voice behaviors when employees had higher levels of work-group identification. Implications for theory and practice are discussed.

  12. 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, and made available to, each employee and special... further be brought to the attention of such employees at least annually thereafter. (b) The provisions of this part shall be brought to the attention of each new employee and new special Commission employee...

  13. 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.

  14. 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.

  15. 5 CFR 575.305 - Applicability to employees.

    Code of Federal Regulations, 2011 CFR

    2011-01-01

    ... special need of the agency for the employee's services makes it essential to retain the employee; and (2... employees or a special need of the agency for the employees' services makes it essential to retain...

  16. 5 CFR 575.305 - Applicability to employees.

    Code of Federal Regulations, 2010 CFR

    2010-01-01

    ... special need of the agency for the employee's services makes it essential to retain the employee; and (2... employees or a special need of the agency for the employees' services makes it essential to retain...

  17. 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.

  18. Copyright in Government Employee Works

    DTIC Science & Technology

    1981-01-01

    34 Government shop right" exists despite the comment to the contrary in the House Judici- ary Committee’s discussion of section 201.Ŝ Supportive of this...NUMBERS Copyright in Government Employee Works 5. AUTHOR(S) John 0. Tresansky 7. PERFORMING ORGANIZATION NAME(S) AND ADDRESS(ES) 8. PERFORMING... Government and is not subject to copyright protection in the United States. Foreign copyrights may apply. 12. ABSTRACT (Maximum 200 words) Section 105 of

  19. Managers as Role Models for Health: Moderators of the Relationship of Transformational Leadership With Employee Exhaustion and Cynicism.

    PubMed

    Kranabetter, Caroline; Niessen, Cornelia

    2016-05-19

    Drawing on social learning literature, this study examined managers' health awareness and health behavior (health-related self-regulation) as a moderator of the relationships between transformational leadership and employee exhaustion and cynicism. In 2 organizations, employees (n = 247; n = 206) rated their own exhaustion and cynicism, and their managers' transformational leadership. Managers (n = 57; n = 30) assessed their own health-related self-regulation. Multilevel modeling showed that, as expected, managers' health awareness moderated the relationship between transformational leadership and employee exhaustion and cynicism. Employees experienced less exhaustion and cynicism when transformational leaders were aware of their own health. Managers' health behavior moderated the relationship between transformational leadership and employee exhaustion in 1 organization, but not in the other. With respect to health behavior, we found no significant results for employee cynicism. In sum, the results indicate that when managers are role models for health, employees will benefit more from the transformational leadership style. (PsycINFO Database Record

  20. Employee incentives in the healthcare industry.

    PubMed

    McKinnies, Richard C; Collins, Sandra K; Collins, Kevin S

    2008-01-01

    *Employee incentives are an important part of a radiology department's ability to attract and maintain employees. For incentive programs to be successful, radiology managers must diligently look for the incentives that motivate each particular employee. *The types of incentives being used frequently in the field of healthcare vary between technical, managerial, and executive positions. The process of identifying the right employee incentive for each group of individuals may be challenging, but if the result is a more productive and satisfied group of employees, the process is worth the effort.

  1. 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.

  2. 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.

  3. 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.

  4. Comparisons of Managerial and Employee Satisfaction with a Performance Appraisal System.

    ERIC Educational Resources Information Center

    Mount, Michael K.

    1983-01-01

    Surveyed managers and employees to assess satisfaction with a performance appraisal system. Factor analyses indicated that employees perceive certain aspects of the appraisal system in a global way, whereas managers differentiate among various components and see them as distinct entities. The relative importance of the factors differs. (Author/JAC)

  5. 20 CFR 702.271 - Discrimination; against employees who bring proceedings, prohibition and penalty.

    Code of Federal Regulations, 2011 CFR

    2011-04-01

    ... proceedings, prohibition and penalty. 702.271 Section 702.271 Employees' Benefits OFFICE OF WORKERS' COMPENSATION PROGRAMS, DEPARTMENT OF LABOR LONGSHOREMEN'S AND HARBOR WORKERS' COMPENSATION ACT AND RELATED... employee: (i) Has claimed or attempted to claim compensation under this Act; or (ii) has testified or...

  6. 20 CFR 702.271 - Discrimination; against employees who bring proceedings, prohibition and penalty.

    Code of Federal Regulations, 2013 CFR

    2013-04-01

    ... proceedings, prohibition and penalty. 702.271 Section 702.271 Employees' Benefits OFFICE OF WORKERS' COMPENSATION PROGRAMS, DEPARTMENT OF LABOR LONGSHOREMEN'S AND HARBOR WORKERS' COMPENSATION ACT AND RELATED... employee: (i) Has claimed or attempted to claim compensation under this Act; or (ii) has testified or...

  7. 20 CFR 702.224 - Claims; notification of employer of filing by employee.

    Code of Federal Regulations, 2011 CFR

    2011-04-01

    ... employee. 702.224 Section 702.224 Employees' Benefits OFFICE OF WORKERS' COMPENSATION PROGRAMS, DEPARTMENT OF LABOR LONGSHOREMEN'S AND HARBOR WORKERS' COMPENSATION ACT AND RELATED STATUTES ADMINISTRATION AND... 10 days after the filing of a claim for compensation for injury or death under the Act, the...

  8. 20 CFR 702.271 - Discrimination; against employees who bring proceedings, prohibition and penalty.

    Code of Federal Regulations, 2014 CFR

    2014-04-01

    ... proceedings, prohibition and penalty. 702.271 Section 702.271 Employees' Benefits OFFICE OF WORKERS' COMPENSATION PROGRAMS, DEPARTMENT OF LABOR LONGSHOREMEN'S AND HARBOR WORKERS' COMPENSATION ACT AND RELATED... employee: (i) Has claimed or attempted to claim compensation under this Act; or (ii) has testified or...

  9. 20 CFR 702.224 - Claims; notification of employer of filing by employee.

    Code of Federal Regulations, 2013 CFR

    2013-04-01

    ... employee. 702.224 Section 702.224 Employees' Benefits OFFICE OF WORKERS' COMPENSATION PROGRAMS, DEPARTMENT OF LABOR LONGSHOREMEN'S AND HARBOR WORKERS' COMPENSATION ACT AND RELATED STATUTES ADMINISTRATION AND... 10 days after the filing of a claim for compensation for injury or death under the Act, the...

  10. 20 CFR 702.224 - Claims; notification of employer of filing by employee.

    Code of Federal Regulations, 2012 CFR

    2012-04-01

    ... employee. 702.224 Section 702.224 Employees' Benefits OFFICE OF WORKERS' COMPENSATION PROGRAMS, DEPARTMENT OF LABOR LONGSHOREMEN'S AND HARBOR WORKERS' COMPENSATION ACT AND RELATED STATUTES ADMINISTRATION AND... 10 days after the filing of a claim for compensation for injury or death under the Act, the...

  11. 20 CFR 702.271 - Discrimination; against employees who bring proceedings, prohibition and penalty.

    Code of Federal Regulations, 2012 CFR

    2012-04-01

    ... proceedings, prohibition and penalty. 702.271 Section 702.271 Employees' Benefits OFFICE OF WORKERS' COMPENSATION PROGRAMS, DEPARTMENT OF LABOR LONGSHOREMEN'S AND HARBOR WORKERS' COMPENSATION ACT AND RELATED... employee: (i) Has claimed or attempted to claim compensation under this Act; or (ii) has testified or...

  12. 20 CFR 702.224 - Claims; notification of employer of filing by employee.

    Code of Federal Regulations, 2014 CFR

    2014-04-01

    ... employee. 702.224 Section 702.224 Employees' Benefits OFFICE OF WORKERS' COMPENSATION PROGRAMS, DEPARTMENT OF LABOR LONGSHOREMEN'S AND HARBOR WORKERS' COMPENSATION ACT AND RELATED STATUTES ADMINISTRATION AND... 10 days after the filing of a claim for compensation for injury or death under the Act, the...

  13. 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...

  14. 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...

  15. 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...

  16. 24 CFR 960.609 - Prohibition against replacement of PHA employees.

    Code of Federal Regulations, 2013 CFR

    2013-04-01

    ... 24 Housing and Urban Development 4 2013-04-01 2013-04-01 false Prohibition against replacement of PHA employees. 960.609 Section 960.609 Housing and Urban Development REGULATIONS RELATING TO HOUSING... performed by PHA employees, or replace a job at any location where residents perform activities to...

  17. 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)

  18. "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…

  19. Effects of Open Versus Closed Physical Environment on Employee Perception and Attitude.

    ERIC Educational Resources Information Center

    Cangelosi, Vincent E.; Lemoine, Laura F.

    1988-01-01

    Examined effects of closed versus open physical office environment on worker attitude, perception, and interpersonal relations. Results from 24 university office employees revealed that closed environment offered privacy but isolated employees. Findings suggest use of modular furniture systems may provide privacy and still maintain interactive…

  20. 7 CFR 1900.153 - Identifying and reporting an employee relationship.

    Code of Federal Regulations, 2010 CFR

    2010-01-01

    ... HOUSING SERVICE, RURAL BUSINESS-COOPERATIVE SERVICE, RURAL UTILITIES SERVICE, AND FARM SERVICE AGENCY... Under Public Law 103-354 Assistance to Employees, Relatives, and Associates § 1900.153 Identifying and... its successor agency under Public Law 103-354 employee. The applicant is required to disclose...

  1. 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…

  2. 45 CFR 2555.135 - Designation of responsible employee and adoption of grievance procedures.

    Code of Federal Regulations, 2014 CFR

    2014-10-01

    ... 45 Public Welfare 4 2014-10-01 2014-10-01 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...

  3. 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...

  4. 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 pension…

  5. 29 CFR 552.102 - Live-in domestic service employees.

    Code of Federal Regulations, 2014 CFR

    2014-07-01

    ... employee and the employer may exclude, by agreement between themselves, the amount of sleeping time, meal... relating to meals and sleeping) to be excluded from hours worked, the periods must be of sufficient duration to enable the employee to make effective use of the time. If the sleeping time, meal periods...

  6. 20 CFR 30.410 - Can OWCP require an employee to be examined by another physician?

    Code of Federal Regulations, 2012 CFR

    2012-04-01

    ... PROGRAMS, DEPARTMENT OF LABOR ENERGY EMPLOYEES OCCUPATIONAL ILLNESS COMPENSATION PROGRAM ACT OF 2000 CLAIMS FOR COMPENSATION UNDER THE ENERGY EMPLOYEES OCCUPATIONAL ILLNESS COMPENSATION PROGRAM ACT OF 2000, AS AMENDED Medical and Related Benefits Directed Medical Examinations § 30.410 Can OWCP require an...

  7. 20 CFR 30.410 - Can OWCP require an employee to be examined by another physician?

    Code of Federal Regulations, 2010 CFR

    2010-04-01

    ... PROGRAMS, DEPARTMENT OF LABOR ENERGY EMPLOYEES OCCUPATIONAL ILLNESS COMPENSATION PROGRAM ACT OF 2000 CLAIMS FOR COMPENSATION UNDER THE ENERGY EMPLOYEES OCCUPATIONAL ILLNESS COMPENSATION PROGRAM ACT OF 2000, AS AMENDED Medical and Related Benefits Directed Medical Examinations § 30.410 Can OWCP require an...

  8. 20 CFR 30.410 - Can OWCP require an employee to be examined by another physician?

    Code of Federal Regulations, 2011 CFR

    2011-04-01

    ... PROGRAMS, DEPARTMENT OF LABOR ENERGY EMPLOYEES OCCUPATIONAL ILLNESS COMPENSATION PROGRAM ACT OF 2000 CLAIMS FOR COMPENSATION UNDER THE ENERGY EMPLOYEES OCCUPATIONAL ILLNESS COMPENSATION PROGRAM ACT OF 2000, AS AMENDED Medical and Related Benefits Directed Medical Examinations § 30.410 Can OWCP require an...

  9. 29 CFR 1926.33 - Access to employee exposure and medical records.

    Code of Federal Regulations, 2010 CFR

    2010-07-01

    ... 29 Labor 8 2010-07-01 2010-07-01 false Access to employee exposure and medical records. 1926.33 Section 1926.33 Labor Regulations Relating to Labor (Continued) OCCUPATIONAL SAFETY AND HEALTH... Health Provisions § 1926.33 Access to employee exposure and medical records. Note: The...

  10. 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

    ... subsidiary of Experian, working off-site in New York. This employee provided various activities related to... working off-site in New York. The intent of the Department's certification is to include all workers of..., Including a Leased Employee From Tapfin Working Off-Site in New York, and On-Site Leased Workers From...

  11. 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,…

  12. 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…

  13. 20 CFR 226.11 - Employee tier II.

    Code of Federal Regulations, 2014 CFR

    2014-04-01

    ... 20 Employees' Benefits 1 2014-04-01 2012-04-01 true Employee tier II. 226.11 Section 226.11... EMPLOYEE, SPOUSE, AND DIVORCED SPOUSE ANNUITIES Computing an Employee Annuity § 226.11 Employee tier II. The tier II of an employee annuity is based only on railroad service. For annuities awarded...

  14. 20 CFR 226.11 - Employee tier II.

    Code of Federal Regulations, 2010 CFR

    2010-04-01

    ... 20 Employees' Benefits 1 2010-04-01 2010-04-01 false Employee tier II. 226.11 Section 226.11... EMPLOYEE, SPOUSE, AND DIVORCED SPOUSE ANNUITIES Computing an Employee Annuity § 226.11 Employee tier II. The tier II of an employee annuity is based only on railroad service. For annuities awarded...

  15. 20 CFR 226.11 - Employee tier II.

    Code of Federal Regulations, 2013 CFR

    2013-04-01

    ... 20 Employees' Benefits 1 2013-04-01 2012-04-01 true Employee tier II. 226.11 Section 226.11... EMPLOYEE, SPOUSE, AND DIVORCED SPOUSE ANNUITIES Computing an Employee Annuity § 226.11 Employee tier II. The tier II of an employee annuity is based only on railroad service. For annuities awarded...

  16. 20 CFR 226.11 - Employee tier II.

    Code of Federal Regulations, 2012 CFR

    2012-04-01

    ... 20 Employees' Benefits 1 2012-04-01 2012-04-01 false Employee tier II. 226.11 Section 226.11... EMPLOYEE, SPOUSE, AND DIVORCED SPOUSE ANNUITIES Computing an Employee Annuity § 226.11 Employee tier II. The tier II of an employee annuity is based only on railroad service. For annuities awarded...

  17. 20 CFR 226.11 - Employee tier II.

    Code of Federal Regulations, 2011 CFR

    2011-04-01

    ... 20 Employees' Benefits 1 2011-04-01 2011-04-01 false Employee tier II. 226.11 Section 226.11... EMPLOYEE, SPOUSE, AND DIVORCED SPOUSE ANNUITIES Computing an Employee Annuity § 226.11 Employee tier II. The tier II of an employee annuity is based only on railroad service. For annuities awarded...

  18. 29 CFR 541.402 - Executive and administrative computer employees.

    Code of Federal Regulations, 2011 CFR

    2011-07-01

    ... 29 Labor 3 2011-07-01 2011-07-01 false Executive and administrative computer employees. 541.402..., COMPUTER AND OUTSIDE SALES EMPLOYEES Computer Employees § 541.402 Executive and administrative computer employees. Computer employees within the scope of this exemption, as well as those employees not within...

  19. 29 CFR 541.402 - Executive and administrative computer employees.

    Code of Federal Regulations, 2010 CFR

    2010-07-01

    ... 29 Labor 3 2010-07-01 2010-07-01 false Executive and administrative computer employees. 541.402..., COMPUTER AND OUTSIDE SALES EMPLOYEES Computer Employees § 541.402 Executive and administrative computer employees. Computer employees within the scope of this exemption, as well as those employees not within...

  20. 29 CFR 541.402 - Executive and administrative computer employees.

    Code of Federal Regulations, 2014 CFR

    2014-07-01

    ... 29 Labor 3 2014-07-01 2014-07-01 false Executive and administrative computer employees. 541.402..., COMPUTER AND OUTSIDE SALES EMPLOYEES Computer Employees § 541.402 Executive and administrative computer employees. Computer employees within the scope of this exemption, as well as those employees not within...

  1. 29 CFR 541.402 - Executive and administrative computer employees.

    Code of Federal Regulations, 2012 CFR

    2012-07-01

    ... 29 Labor 3 2012-07-01 2012-07-01 false Executive and administrative computer employees. 541.402..., COMPUTER AND OUTSIDE SALES EMPLOYEES Computer Employees § 541.402 Executive and administrative computer employees. Computer employees within the scope of this exemption, as well as those employees not within...

  2. 29 CFR 541.402 - Executive and administrative computer employees.

    Code of Federal Regulations, 2013 CFR

    2013-07-01

    ... 29 Labor 3 2013-07-01 2013-07-01 false Executive and administrative computer employees. 541.402..., COMPUTER AND OUTSIDE SALES EMPLOYEES Computer Employees § 541.402 Executive and administrative computer employees. Computer employees within the scope of this exemption, as well as those employees not within...

  3. 12 CFR 612.2150 - Employees-prohibited conduct.

    Code of Federal Regulations, 2010 CFR

    2010-01-01

    ... business partner of the employee, or any entity controlled by the employee or such persons (alone or in... person residing in the employee's household, any business partner of the employee, any entity controlled... household, any business partner of the employee, any entity controlled by the employee or such...

  4. 12 CFR 612.2150 - Employees-prohibited conduct.

    Code of Federal Regulations, 2011 CFR

    2011-01-01

    ... business partner of the employee, or any entity controlled by the employee or such persons (alone or in... person residing in the employee's household, any business partner of the employee, any entity controlled... household, any business partner of the employee, any entity controlled by the employee or such...

  5. 5 CFR 531.243 - Promotion of a GM employee.

    Code of Federal Regulations, 2010 CFR

    2010-01-01

    ... 5 Administrative Personnel 1 2010-01-01 2010-01-01 false Promotion of a GM employee. 531.243... Promotion of a GM employee. (a) Upon promotion, an employee's status as a GM employee ends, as provided in § 531.241(b). (b) When an employee loses status as a GM employee because of a temporary promotion and...

  6. 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).

  7. Priority care for employees: a blessing in disguise?

    PubMed

    Brouwer, W B; Schut, F T

    1999-02-01

    This paper discusses the efficiency and equity effects of priority care for employees. Recent privatization of workers' compensation insurance in the Netherlands caused an increasing tension between public responsibility for health care cost-containment and private responsibility for sick pay. As a result of strict supply side regulation, waiting lists increased, while at the same time employers became fully responsible for sick pay. To reduce sick pay and production losses, employers are prepared to pay for priority care by using available excess capacity. We argue that the criteria of Pareto and Rawls can provide a rationale for the resulting differential treatment of employees and non-employees. However, such a justification crucially depends on weights society assigns to absolute versus relative improvements in access to health care.

  8. Personality correlates of employees' personal use of work computers.

    PubMed

    Everton, Wendi J; Mastrangelo, Paul M; Jolton, Jeffrey A

    2005-04-01

    The advent of the desktop computer has allowed organizations to help their employees become faster and more productive workers. Some employees, however, use their work computers in unproductive ways as well, such as sending personal email and playing computer games. We call this Personal Use of Work Computers (PUWC). Using a work computer for personal reasons deviates from many organizations' norms. In the current study, we surveyed employees at an educational institution and asked them to report how they use their computers at work. These respondents also answered questions related to their sensation seeking, impulsiveness, conscientiousness, and job satisfaction as well as demographic information. We found that people who use their computers in unproductive ways tend to be men, younger, more impulsive, and less conscientious. We also found that those who use their computers for riskier PUWC behaviors (like viewing sexual content) tended to have sensation seeking personalities.

  9. Validation of the Psychological Work Maturity Scale in Chinese employees.

    PubMed

    Tong, Jiajin; Wang, Lei

    2010-12-01

    Psychological work maturity is an important concept in situational leadership theory. The present research revised the Psychological Work Maturity Scale for use in Chinese organizations. Three samples of full-time employees (Ns = 205, 266, and 283) from different companies and industries participated in the present study. Confirmatory factor analysis showed that a single-factor structure fit the data. The scale had acceptable reliabilities, convergent and criterion-related validities, and was shown to be an appropriate measure of psychological work maturity in Chinese employees. Maturity differences in several demographic variables were not found, but employees with longer tenure in Sample 2 scored higher on maturity, which shows that psychological work maturity may be dependent on personal development in the interaction with the varying situational factors, especially in the work domain. Implications for research and practice on psychological work maturity in China are discussed.

  10. Fringe Benefits for Non-Teaching Employees in American Universities.

    ERIC Educational Resources Information Center

    Smith, Edwin R.; And Others

    A survey was undertaken by the Office of Institutional Research and the Department of Education Administration at West Virginia University to determine the range, alternatives, norms, and other major administration considerations relative to fringe benefits available to nonteaching employees in major American universities. A copy of the…

  11. Preretirement Counseling, Retirement Adjustment, and the Older Employee.

    ERIC Educational Resources Information Center

    Greene, Mark R.; And Others

    This study analyzed relationships between successful adjustment to retirement, preretirement counseling, and the psychological, economic, and other background characteristics of individual employees. A preliminary study in the western states showed no small companies, and relatively few other, with preretirement counseling programs of any…

  12. Employee Participation and Involvement. Background Paper No. 35b.

    ERIC Educational Resources Information Center

    Levine, David I.; Strauss, George

    Formal worker participation schemes, such as the quality circles and related employee involvement schemes that have been introduced in 75 percent of Fortune 500 companies, are likely to have a lasting impact on the way many organizations work. In a majority of empirical studies, direct participation is associated with at least a short-run…

  13. 29 CFR 780.303 - Exemption applicable on employee basis.

    Code of Federal Regulations, 2010 CFR

    2010-07-01

    ... Employment in Agriculture That Is Exempted From the Minimum Wage and Overtime Pay Requirements Under Section... 29 Labor 3 2010-07-01 2010-07-01 false Exemption applicable on employee basis. 780.303 Section 780.303 Labor Regulations Relating to Labor (Continued) WAGE AND HOUR DIVISION, DEPARTMENT OF...

  14. 29 CFR 780.303 - Exemption applicable on employee basis.

    Code of Federal Regulations, 2014 CFR

    2014-07-01

    ... Employment in Agriculture That Is Exempted From the Minimum Wage and Overtime Pay Requirements Under Section... 29 Labor 3 2014-07-01 2014-07-01 false Exemption applicable on employee basis. 780.303 Section 780.303 Labor Regulations Relating to Labor (Continued) WAGE AND HOUR DIVISION, DEPARTMENT OF...

  15. 29 CFR 780.303 - Exemption applicable on employee basis.

    Code of Federal Regulations, 2011 CFR

    2011-07-01

    ... Employment in Agriculture That Is Exempted From the Minimum Wage and Overtime Pay Requirements Under Section... 29 Labor 3 2011-07-01 2011-07-01 false Exemption applicable on employee basis. 780.303 Section 780.303 Labor Regulations Relating to Labor (Continued) WAGE AND HOUR DIVISION, DEPARTMENT OF...

  16. 29 CFR 780.303 - Exemption applicable on employee basis.

    Code of Federal Regulations, 2012 CFR

    2012-07-01

    ... Employment in Agriculture That Is Exempted From the Minimum Wage and Overtime Pay Requirements Under Section... 29 Labor 3 2012-07-01 2012-07-01 false Exemption applicable on employee basis. 780.303 Section 780.303 Labor Regulations Relating to Labor (Continued) WAGE AND HOUR DIVISION, DEPARTMENT OF...

  17. 29 CFR 780.303 - Exemption applicable on employee basis.

    Code of Federal Regulations, 2013 CFR

    2013-07-01

    ... Employment in Agriculture That Is Exempted From the Minimum Wage and Overtime Pay Requirements Under Section... 29 Labor 3 2013-07-01 2013-07-01 false Exemption applicable on employee basis. 780.303 Section 780.303 Labor Regulations Relating to Labor (Continued) WAGE AND HOUR DIVISION, DEPARTMENT OF...

  18. 29 CFR 784.141 - Examples of nonexempt employees.

    Code of Federal Regulations, 2014 CFR

    2014-07-01

    ... OF GENERAL POLICY OR INTERPRETATION NOT DIRECTLY RELATED TO REGULATIONS PROVISIONS OF THE FAIR LABOR... guarding occupations; furnishing food, lodging, transportation, or nursing services to workers; and... canning employees cannot obtain necessary food unless the canner provides it, his employment of...

  19. 29 CFR 784.141 - Examples of nonexempt employees.

    Code of Federal Regulations, 2012 CFR

    2012-07-01

    ... OF GENERAL POLICY OR INTERPRETATION NOT DIRECTLY RELATED TO REGULATIONS PROVISIONS OF THE FAIR LABOR... guarding occupations; furnishing food, lodging, transportation, or nursing services to workers; and... canning employees cannot obtain necessary food unless the canner provides it, his employment of...

  20. 29 CFR 784.141 - Examples of nonexempt employees.

    Code of Federal Regulations, 2013 CFR

    2013-07-01

    ... OF GENERAL POLICY OR INTERPRETATION NOT DIRECTLY RELATED TO REGULATIONS PROVISIONS OF THE FAIR LABOR... guarding occupations; furnishing food, lodging, transportation, or nursing services to workers; and... canning employees cannot obtain necessary food unless the canner provides it, his employment of...

  1. 10 CFR 707.6 - Employee assistance, education, and training.

    Code of Federal Regulations, 2014 CFR

    2014-01-01

    ... Section 707.6 Energy DEPARTMENT OF ENERGY WORKPLACE SUBSTANCE ABUSE PROGRAMS AT DOE SITES Procedures § 707... employees: Health aspects of substance abuse, especially illegal drug use; safety, security, and other workplace-related problems caused by substance abuse, especially illegal drug use; the provisions of...

  2. 10 CFR 707.6 - Employee assistance, education, and training.

    Code of Federal Regulations, 2013 CFR

    2013-01-01

    ... Section 707.6 Energy DEPARTMENT OF ENERGY WORKPLACE SUBSTANCE ABUSE PROGRAMS AT DOE SITES Procedures § 707... employees: Health aspects of substance abuse, especially illegal drug use; safety, security, and other workplace-related problems caused by substance abuse, especially illegal drug use; the provisions of...

  3. 10 CFR 707.6 - Employee assistance, education, and training.

    Code of Federal Regulations, 2011 CFR

    2011-01-01

    ... Section 707.6 Energy DEPARTMENT OF ENERGY WORKPLACE SUBSTANCE ABUSE PROGRAMS AT DOE SITES Procedures § 707... employees: Health aspects of substance abuse, especially illegal drug use; safety, security, and other workplace-related problems caused by substance abuse, especially illegal drug use; the provisions of...

  4. 10 CFR 707.6 - Employee assistance, education, and training.

    Code of Federal Regulations, 2010 CFR

    2010-01-01

    ... Section 707.6 Energy DEPARTMENT OF ENERGY WORKPLACE SUBSTANCE ABUSE PROGRAMS AT DOE SITES Procedures § 707... employees: Health aspects of substance abuse, especially illegal drug use; safety, security, and other workplace-related problems caused by substance abuse, especially illegal drug use; the provisions of...

  5. 10 CFR 707.6 - Employee assistance, education, and training.

    Code of Federal Regulations, 2012 CFR

    2012-01-01

    ... Section 707.6 Energy DEPARTMENT OF ENERGY WORKPLACE SUBSTANCE ABUSE PROGRAMS AT DOE SITES Procedures § 707... employees: Health aspects of substance abuse, especially illegal drug use; safety, security, and other workplace-related problems caused by substance abuse, especially illegal drug use; the provisions of...

  6. How Employers Evaluate Their Employees: Implications for Career Education.

    ERIC Educational Resources Information Center

    Gustafson, Richard A.

    If high school graduates are to be fully prepared for entering and maintaining employment, a more substantial instructional effort is required from career educators in the teaching of work habits, attitudes, and interpersonal relations in grades K-12. To ascertain what employers feel are important qualities for their employees, twenty-three…

  7. 45 CFR 500.6 - Disqualification of former employees.

    Code of Federal Regulations, 2011 CFR

    2011-10-01

    ... 45 Public Welfare 3 2011-10-01 2011-10-01 false Disqualification of former employees. 500.6 Section 500.6 Public Welfare Regulations Relating to Public Welfare (Continued) FOREIGN CLAIMS SETTLEMENT COMMISSION OF THE UNITED STATES, DEPARTMENT OF JUSTICE RULES OF PRACTICE APPEARANCE AND PRACTICE §...

  8. 45 CFR 500.6 - Disqualification of former employees.

    Code of Federal Regulations, 2012 CFR

    2012-10-01

    ... 45 Public Welfare 3 2012-10-01 2012-10-01 false Disqualification of former employees. 500.6 Section 500.6 Public Welfare Regulations Relating to Public Welfare (Continued) FOREIGN CLAIMS SETTLEMENT COMMISSION OF THE UNITED STATES, DEPARTMENT OF JUSTICE RULES OF PRACTICE APPEARANCE AND PRACTICE §...

  9. 45 CFR 500.6 - Disqualification of former employees.

    Code of Federal Regulations, 2013 CFR

    2013-10-01

    ... 45 Public Welfare 3 2013-10-01 2013-10-01 false Disqualification of former employees. 500.6 Section 500.6 Public Welfare Regulations Relating to Public Welfare (Continued) FOREIGN CLAIMS SETTLEMENT COMMISSION OF THE UNITED STATES, DEPARTMENT OF JUSTICE RULES OF PRACTICE APPEARANCE AND PRACTICE §...

  10. 29 CFR 1205.2 - Employees' Bill of Rights.

    Code of Federal Regulations, 2014 CFR

    2014-07-01

    ... 29 Labor 4 2014-07-01 2014-07-01 false Employees' Bill of Rights. 1205.2 Section 1205.2 Labor Regulations Relating to Labor (Continued) NATIONAL MEDIATION BOARD NOTICES IN RE: RAILWAY LABOR ACT § 1205.2... representatives. This section makes it unlawful for any carrier to require any person seeking employment to...

  11. 29 CFR 1205.2 - Employees' Bill of Rights.

    Code of Federal Regulations, 2011 CFR

    2011-07-01

    ... 29 Labor 4 2011-07-01 2011-07-01 false Employees' Bill of Rights. 1205.2 Section 1205.2 Labor Regulations Relating to Labor (Continued) NATIONAL MEDIATION BOARD NOTICES IN RE: RAILWAY LABOR ACT § 1205.2... representatives. This section makes it unlawful for any carrier to require any person seeking employment to...

  12. 29 CFR 1205.2 - Employees' Bill of Rights.

    Code of Federal Regulations, 2012 CFR

    2012-07-01

    ... 29 Labor 4 2012-07-01 2012-07-01 false Employees' Bill of Rights. 1205.2 Section 1205.2 Labor Regulations Relating to Labor (Continued) NATIONAL MEDIATION BOARD NOTICES IN RE: RAILWAY LABOR ACT § 1205.2... representatives. This section makes it unlawful for any carrier to require any person seeking employment to...

  13. The Moderating Role of Power Distance on the Relationship between Employee Participation and Outcome Variables

    PubMed Central

    Rafiei, Sima; Pourreza, Abolghasem

    2013-01-01

    Background: Many organisations have realised the importance of human resource for their competitive advantage. Empowering employees is therefore essential for organisational effectiveness. This study aimed to investigate the relationship between employee participation with outcome variables such as organisational commitment, job satisfaction, perception of justice in an organisation and readiness to accept job responsibilities. It further examined the impact of power distance on the relationship between participation and four outcome variables. Methods: This was a cross sectional study with a descriptive research design conducted among employees and managers of hospitals affiliated with Tehran University of Medical Sciences, Tehran, Iran. A questionnaire as a main procedure to gather data was developed, distributed and collected. Descriptive statistics, Pearson correlation coefficient and moderated multiple regression were used to analyse the study data. Results: Findings of the study showed that the level of power distance perceived by employees had a significant relationship with employee participation, organisational commitment, job satisfaction, perception of justice and readiness to accept job responsibilities. There was also a significant relationship between employee participation and four outcome variables. The moderated multiple regression results supported the hypothesis that power distance had a significant effect on the relationship between employee participation and four outcome variables. Conclusion: Organisations in which employee empowerment is practiced through diverse means such as participating them in decision making related to their field of work, appear to have more committed and satisfied employees with positive perception toward justice in the organisational interactions and readiness to accept job responsibilities. PMID:24596840

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

    PubMed Central

    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

  15. Employee retention: a customer service approach.

    PubMed

    Gerson, Richard F

    2002-01-01

    Employee retention is a huge problem. There are staff shortages in radiology because not enough people are entering the profession; too many people are leaving the profession for retirement, higher-paying jobs or jobs with less stress; and there are not enough opportunities for career advancement. Staff shortages are exacerbated by difficulty in retaining people who enter the profession. While much work has been focused on recruitment and getting more people "in the front door," I suggest that the bulk of future efforts be focused on employee retention and "closing the back door." Employee retention must be an ongoing process, not a program. Approaches to employee retention that focus on external things, i.e., things that the company can do to or for the employee, generally are not successful. The truth is that employee retention processes must focus on what the employee gets out of the job. The process must be a benefits-based approach that helps employees answer the question, "What's in it for me?" The retention processes must be ongoing and integrated into the daily culture of the company. The best way to keep your employees is to treat them like customers. Customer service works for external customers. We treat them nicely. We work to satisfy them. We help them achieve their goals. Why not do the same for our employees? If positive customer service policies and practices can satisfy and keep external customers, why not adapt these policies and practices for employees? And, there is a service/satisfaction link between employee retention and higher levels of customer satisfaction. Customers prefer dealing with the same employees over and over again. Employee turnover destroys a customer's confidence in the company. Just like a customer does not want to have to "train and educate" a new provider, they do not want to do the same for your "revolving door" employees. So, the key is to keep employees so they in turn will help you keep your customers. Because the

  16. The Faithless Employee: A Case Involving the Legal and Accounting Issues Associated with Employee Theft of Company Funds

    ERIC Educational Resources Information Center

    Gruber, Robert; Molloy, James

    2005-01-01

    This case explores the areas of public accounting/auditing and business law as they relate to the conduct of an employee who intentionally and unlawfully obtains, and, negotiates for his own benefit, his employer's negotiable instruments (checks). In particular, this case involves an accountant who unlawfully acquired negotiable instruments,…

  17. Exploring Increased Productivity Through Employee Engagement

    NASA Astrophysics Data System (ADS)

    Richards, Wayne K., Jr.

    Disengaged employees cost U.S. companies billions of dollars annually in lowered productivity, a cost which has been compounded by the difficult economic situations in the country. The potential for increasing productivity through increased employee engagement was examined in this study. Using personal engagement theory and the theory of planned behavior, the purpose of this phenomenological study was to explore how the experiences of salaried aerospace employees affected productivity and the financial performance of an organization. Interviews were conducted with a purposive sample of 20 aerospace employees whose responses were codified and analyzed to identify themes. The analysis indicated that (a) the lived experiences of employees influenced employee engagement, (b) employee engagement affects organizational commitment and performance, and (c) trust and respect and leadership are essential components to keep employees engaged. Eighty percent of the participants indicated that as employee engagement increases so too does organizational performance. The implications for positive social change include new insights for leaders seeking to increase productivity and financial performance, and to support employee engagement for maintaining sustainability, retaining talent, increasing profits, and improving the economy.

  18. Reducing suboptimal employee decisions can build the business case for employee benefits.

    PubMed

    Goldsmith, Christopher; Cyboran, Steven F

    2013-01-01

    Suboptimal employee decisions are prevalent in employee benefit plans. Poor decisions have significant consequences for employees and employers. Improving participant decisions produces beneficial outcomes such as lower labor costs, higher productivity and better workforce management. The business case for employee benefits can be strengthened by applying lessons learned from the field of behavioral economics to employee benefit plan design and to workforce communication. This article explains the types of behavioral biases that influence suboptimal decisions and explores how enlightened employee benefit plan choice architecture and vivid behavioral messaging contribute to human and better organizational outcomes.

  19. Health programmes for school employees: improving quality of life, health and productivity.

    PubMed

    Kolbe, Lloyd J; Tirozzi, Gerald N; Marx, Eva; Bobbitt-Cooke, Mary; Riedel, Sara; Jones, Jack; Schmoyer, Michael

    2005-01-01

    School health programmes in the 21st century could include eight components: 1) health services; 2) health education; 3) healthy physical and psychosocial environments; 4) psychological, counselling, and social services; 5) physical education and other physical activities; 6) healthy food services; and 7) integrated efforts of schools, families, and communities to improve the health of school students and employees. The eighth component of modern school health programmes, health programmes for school employees, is the focus of this article. Health programmes for school employees could be designed to increase the recruitment, retention, and productivity of school employees by partially focusing each of the preceding seven components of the school health programme on improving the health and quality of life of school employees as well as students. Thus, efforts to improve the quality of life, health, and productivity of school employees may be distinct from, but integrated with, efforts to improve the quality of life, health, and education of students. School employee health programmes can improve employee: 1) recruitment; 2) morale; 3) retention; and 4) productivity. They can reduce employee: 5) risk behaviours (e.g., physical inactivity); 6) risk factors (e.g., stress, obesity, high blood pressure); (7) illnesses; 8) work-related injuries; 9) absentee days; 10) worker compensation and disability claims; and 11) health care and health insurance costs. Further, if we hope to improve our schools' performance and raise student achievement levels, developing effective school employee health programmes can increase the likelihood that employees will: 12) serve as healthy role models for students; 13) implement effective school health programmes for students; and 14) present a positive image of the school to the community. If we are to improve the quality of life, health, and productivity of school employees in the 21st century: school administrators, employees, and

  20. Work and family life of childrearing women workers in Japan: comparison of non-regular employees with short working hours, non-regular employees with long working hours, and regular employees.

    PubMed

    Seto, Masako; Morimoto, Kanehisa; Maruyama, Soichiro

    2006-05-01

    This study assessed the working and family life characteristics, and the degree of domestic and work strain of female workers with different employment statuses and weekly working hours who are rearing children. Participants were the mothers of preschoolers in a large Japanese city. We classified the women into three groups according to the hours they worked and their employment conditions. The three groups were: non-regular employees working less than 30 h a week (n=136); non-regular employees working 30 h or more per week (n=141); and regular employees working 30 h or more a week (n=184). We compared among the groups the subjective values of work, financial difficulties, childcare and housework burdens, psychological effects, and strains such as work and family strain, work-family conflict, and work dissatisfaction. Regular employees were more likely to report job pressures and inflexible work schedules and to experience more strain related to work and family than non-regular employees. Non-regular employees were more likely to be facing financial difficulties. In particular, non-regular employees working longer hours tended to encounter socioeconomic difficulties and often lacked support from family and friends. Female workers with children may have different social backgrounds and different stressors according to their working hours and work status.

  1. Employee Commitment to Organizations: A Conceptual Review.

    DTIC Science & Technology

    1981-08-01

    7 A A03 357 OREGON UNIV EUGENE GRADUATE SCHOOLSOF MANAGEMENT AND--ETC F/ 5/1 EMPLOYEE COMMITMENT TO ORGANIZATIONS: A CONC PTUAL REVIEW.CU...Management University of Oregon Eugene, Oregon 97403 \\ . ’k. Employee Commitment to Organizations: A Conceptual Review Richard M. Steers, University of...Review. 5 TYPE OF REPORT 8 PERIO’ COVERED .’ Employee Commitment to Organizations: A Concep- ’ tual Review. 6 PERFORMING ORG. REPORT NUMBER 7. AUTHOR(*) 8

  2. Employee and customer satisfaction in healthcare.

    PubMed

    Jackson, Todd; Wood, Ben D

    2010-01-01

    There were multiple factors identified in a literature review that have a relationship to customer satisfaction, customer loyalty, employee satisfaction, and links between employee and customer satisfaction. Some of the factors identified were communication, wait times, perceived value, trust, dissatisfaction with management, changes in the workplace, vision,and fun at work. Managers must identify these topics to ensure customer satisfaction, customer loyalty,and employee satisfaction which will ultimately have a positive impact on their organizations.

  3. 41 CFR 301-70.400 - How should we authorize and administer the payment of additional travel expenses for an employee...

    Code of Federal Regulations, 2010 CFR

    2010-07-01

    ... REQUIREMENTS Policies and Procedures Relating to Travel of an Employee with a Disability or Special Need § 301... employee with a disability or special need? You should authorize and administer the payment to reasonably....S.C. 701-796l) and 5 U.S.C. 3102 and part 301-13 of this chapter. An employee with a special...

  4. 41 CFR 301-70.400 - How should we authorize and administer the payment of additional travel expenses for an employee...

    Code of Federal Regulations, 2011 CFR

    2011-07-01

    ... REQUIREMENTS Policies and Procedures Relating to Travel of an Employee with a Disability or Special Need § 301... employee with a disability or special need? You should authorize and administer the payment to reasonably....S.C. 701-796l) and 5 U.S.C. 3102 and part 301-13 of this chapter. An employee with a special...

  5. Psychosocial burden among offshore drilling platform employees.

    PubMed

    Leszczyńska, Irena; Jeżewska, Maria

    2010-01-01

    Conditions of work on offshore drilling platforms are particularly hard due to extreme environmental situations created both by nature and technological processes. Oil drilling workers employed on the open sea are potentially exposed to permanently high stress. Apart from the obvious objective factors affecting drilling platform employees, a great role in the general work-related stress level is played by the working conditions and work-related psychosocial factors, defined according to Karask's concept as demands, control, and social support. A total of 184 drill platform workers were examined using objective and subjective research methods. The level of subjective stress among drilling platform workers is lower than the level of objective stress and the stress resulting from prognoses related with specificity of work in extremely hard conditions (audit). The examinations of drilling platform workers reveal a positive role of stress in psychological adaptation, being a special case of the "work ethos" and attachment to the firm. In such investigations of work-related stress on drilling platforms, which are very specific workplaces, a multi-aspect character, sociological and economic aspects, organizational culture conditions in the firm, and a tendency to conceal ailments and the stress experienced should be taken into account. It is important to apply measures referring to at least three different types of evidence (objective demands, subjective stress, health problems reported). Otherwise, the result reflecting work-related stress may not be objective and far from the truth.

  6. The impact of an integrated population health enhancement and disease management program on employee health risk, health conditions, and productivity.

    PubMed

    Loeppke, Ron; Nicholson, Sean; Taitel, Michael; Sweeney, Matthew; Haufle, Vince; Kessler, Ronald C

    2008-12-01

    This study evaluated the impact of an integrated population health enhancement program on employee health risks, health conditions, and productivity. Specifically, we analyzed changes in these measures among a cohort of 543 employees who completed a health risk assessment in both 2003 and 2005. We compared these findings with 2 different sets of employees who were not offered health enhancement programming. We found that the DIRECTV cohort showed a significant reduction in health risks after exposure to the program. Relative to a matched comparison group, the proportion of low-risk employees at DIRECTV in 2005 was 8.2 percentage points higher; the proportion of medium-risk employees was 7.1 percentage points lower; and the proportion of high-risk employees was 1.1 percentage points lower (p < 0.001). The most noticeable changes in health risk were a reduction in the proportion of employees with high cholesterol; an improvement in diet; a reduction of heavy drinking; management of high blood pressure; improved stress management; increased exercise; fewer smokers; and a drop in obesity rates. We also found that a majority of employees who improved their risk levels from 2003 to 2005 maintained their gains in 2006. Employees who improved their risks levels also demonstrated relative improvement in absenteeism. Overall, this study provides additional evidence that integrated population health enhancement positively impacts employees' health risk and productivity; it also reinforces the view that "good health is good business."

  7. Health Care Employee Perceptions of Patient-Centered Care: A Photovoice Project

    PubMed Central

    Balbale, Salva Najib; Turcios, Stephanie; LaVela, Sherri L.

    2015-01-01

    Given the importance of health care employees in the delivery of patient-centered care, understanding their unique perspective is essential for quality improvement. The purpose of this study was to use photovoice to evaluate perceptions and experiences around patient-centered care among Veterans Affairs (VA) health care employees. We asked participants to take photographs of salient features in their environment related to patient-centered care. We used the photographs to facilitate dialogue during follow-up interviews. Twelve VA health care employees across two VA sites participated in the project. Although most participants felt satisfied with their work environment and experiences at the VA, several areas for improvement were identified. These included a need for more employee health and wellness initiatives and a need for enhanced opportunities for training and professional growth. Application of photovoice enabled us to learn about employees' unique perspectives around patient-centered care while engaging them in an evaluation of care delivery. PMID:25274626

  8. Does job complexity mitigate the negative effect of emotion-rule dissonance on employee burnout?

    PubMed Central

    Kubicek, Bettina; Korunka, Christian

    2015-01-01

    ABSTRACT In interactions with clients or patients, human service workers are at risk of experiencing discrepancies between felt and organizationally mandated emotions (i.e. emotion-rule dissonance). Given the documented detrimental effects of such discrepancies on employee strain, the present study investigated whether job complexity mitigates the relation between emotion-rule dissonance and employee burnout using data from a two-wave panel study of eldercare workers (N = 583, 16-month time lag). Structural equation modelling revealed that emotion-rule dissonance at Time 1 preceded emotional exhaustion and depersonalization at Time 2. Beyond that, employees whose work offered job complexity were found to suffer less from emotional exhaustion and depersonalization when encountering discrepancies between felt and stipulated emotions compared to employees who conducted noncomplex work. Thus, designing complex tasks appears to be a crucial starting point for alleviating employee burnout in jobs that provoke emotion-rule dissonance. PMID:26681818

  9. Employee (Dis)Engagement: Learning from Nurses Who Left Organizational Jobs for Independent Practice.

    PubMed

    Stahlke Wall, Sarah

    2015-09-01

    Employee engagement is of growing interest in healthcare organizations. Engaged employees give an extra measure of effort to contribute to organization goals, whereas disengaged employees withdraw, have lower performance and are more likely to leave their jobs. The aim of this ethnographic study was, in part, to explore the reasons why high-calibre nurses became disengaged from their work and opted to leave their hospital-based employment in favour of independent practice, as well as to consider the organizational conditions that influenced their desire to leave. The findings revealed that nurses left their hospital-based jobs because of health system change, job characteristics, working conditions and lack of respect, which relate closely to the antecedents of employee engagement. Employee engagement can be fostered through organizational support, trust-building management behaviour and transformational leadership.

  10. Working in a context of hostility toward women: implications for employees' well-being.

    PubMed

    Miner-Rubino, Kathi; Cortina, Lilia M

    2004-04-01

    This study examined how working in an organizational context perceived as hostile toward women affects employees' well-being, even in the absence of personal hostility experiences. Participants were 289 public-sector employees who denied any personal history of being targeted with general or gender-based hostility at work. They completed measures of personal demographics, occupational and physical well-being, and perceptions of the organizational context for women. Results showed that 2 contextual indices of hostility toward women related to declines in well-being for male and female employees. The gender ratio of the workgroup moderated this relationship, with employees in male-skewed units reporting the most negative effects. These findings suggest that all employees in the workplace can suffer from working in a context of perceived misogyny.

  11. Doing right versus getting ahead: the effects of duty and achievement orientations on employees' voice.

    PubMed

    Tangirala, Subrahmaniam; Kamdar, Dishan; Venkataramani, Vijaya; Parke, Michael R

    2013-11-01

    Using role theory as the overarching framework, we propose that employees' voice has contrasting relationships with the traits of duty orientation, or employees' dispositional sense of moral and ethical obligation at the workplace, and achievement orientation, or the extent of their ingrained personal ambition to get ahead professionally. Using data from 262 employees and their managers, we demonstrate that duty and achievement orientations are, respectively, positively and negatively related to voice through their impact on voice role conceptualization or the extent to which employees consider voice as part of their personal responsibility at work. Further, we delineate how employees' beliefs about their efficacy to engage in voice and judgments about psychological safety in the organization can moderate these relationships. We discuss the implications of these findings for theory and practice.

  12. The gift of employee dissatisfaction.

    PubMed

    Edge, Roberta M

    2002-01-01

    Through an employee survey administered at Kaweah Delta Health Care District (KDHCD) in Visalia, Calif., several sources of dissatisfaction were noted, including communication, equipment, staffing and rapid growth. Perceiving no real movement toward resolving these issues, employees vented their frustrations to administration. As director of imaging services, I enlisted the help of two inside consultants, KDHCD's director of education and the director of the Employee Assistance Program (EAP). We initiated a process that is ongoing, to move the department toward working together as a team to solve problems within their control. We three directors decided to work with a leadership group to: assess the history of the department clarify the current reality create a vision of the future learn the Covey Habit 4, "Think Win-Win" capture agreements that lead staff and managers to work in self-motivated, self-directed work teams have the director of education present the work to the staff at large, and encourage the leadership team to continue to learn tools that would help the group to improve. The two inside consultants held a series of training meetings with the leadership group of 15, which included a staff member from each modality, site and support service. Participation was optional, and all who were asked agreed to participate. The meetings were held weekly for four weeks for two hours before regular work hours. At the conclusion of the training, the group agreed to continue to meet weekly. After the first four meetings, a summary of the training was presented at a meeting of the full imaging staff plus the vice president of professional services at KDHCD. Through this program, imaging services staff members at KDHCD have achieved an increased sense of cohesion in the group, learned that we have control over some things and not others, and are learning to hold each other accountable with kindness. We are giving each other the benefit of the doubt. We have not

  13. Is outcome responsibility at work emotionally exhausting? Investigating employee proactivity as a moderator.

    PubMed

    Schmitt, Antje; Den Hartog, Deanne N; Belschak, Frank D

    2015-10-01

    This study investigates the relationship between outcome responsibility and employees' well-being in terms of emotional exhaustion. Outcome responsibility is a job demand implying that employees' decisions at work have high material and/or nonmaterial consequences. Previous research indicates that outcome responsibility can have both positive and negative effects on employee well-being. Based on the person-job fit approach we hypothesize that whether or not outcome responsibility is positively or negatively related to emotional exhaustion depends on whether employees' behavioral style fits with this job demand. We investigate the role of proactive behavior as a personal resource that fits with high responsibility. We test our hypothesis in a multisource study among 138 employee-colleague dyads. Results of hierarchical moderated regression analysis reveal that peer-rated proactive behavior moderates the relationship between outcome responsibility and emotional exhaustion, such that the relationship is negative for employees showing high and nonsignificant for employees showing low proactivity. This finding holds also when controlling for trait positive and negative affect. The current study contributes to previous research on job design, proactivity, and occupational well-being and offers practical implications in terms of selection and training of employees for jobs high in outcome responsibility.

  14. Employee problems and their consequences in the technology industry: evidence from surveys and counseling records.

    PubMed

    Wang, Ching-Wen; Lin, Po-Chang; Sha, Chyuan

    2014-06-01

    To support employees' work and health, organizations should help employees cope with common problems. Previous studies have focused primarily on work-related problems across multiple industries rather than on evaluating industry-specific issues. Here, two approaches identified common work and non-work employee problems in the technology industry with the strongest correlations with psychosomatic health and life satisfaction. Study 1 used questionnaires to identify the problems that were perceived as the most frequent by lower-level employees (N = 355) working in the technology industry. Study 2 evaluated employees' coping behaviors by analyzing (with permission) counseling records collected from an employee assistance service company (N = 276). Employees reported a variety of problems; work problems were the only problems (of the top 5 problems) reported in both studies. Several problems emerged in the counseling records (e.g., legal issues, career development, family and marriage problems, and emotional problems) but not in the surveys. Future research should apply these observations to develop scales for measuring employee stressors.

  15. Comparing Effects of Intrinsic and Extrinsic Social Values Between Younger and Older Employees.

    PubMed

    Yeung, Dannii Y; Fung, Helene H; Chan, Darius K-S

    2016-08-17

    Socioemotional selectivity theory proposes that older adults emphasize emotional goals and interpersonal closeness to a greater extent than do younger adults, suggesting that holding social work-related values (SWVs) may be beneficial to older employees. This project aimed at examining two dimensions of SWVs, intrinsic and extrinsic SWVs, and tested whether age and work situation would moderate their effects on self-rated job performance. A cross-sectional survey (Study 1, N = 357) and a 14-day experience sampling study (Study 2, N = 77) were conducted among Chinese managerial employees. Study 1 showed that the direct effect of intrinsic SWVs on self-rated job performance was stronger in older employees than in younger employees. Study 2 demonstrated that older employees who valued intrinsic SWVs while being in social situations performed much better than when they did not value intrinsic SWVs but being in social situations; however such positive effect was not shown in younger employees. Findings of this project reveal that the effect of SWVs varies across locus of effect (intrinsic versus extrinsic), age, and work situation. Among older employees, the positive effect of intrinsic SWVs is more crucial than that of extrinsic SWVs on self-rated job performance. Findings of this project imply that intrinsically rewarding incentives would be more effective in motivating older employees to reach peak performance.

  16. Getting even for customer mistreatment: the role of moral identity in the relationship between customer interpersonal injustice and employee sabotage.

    PubMed

    Skarlicki, Daniel P; van Jaarsveld, Danielle D; Walker, David D

    2008-11-01

    Research on the "dark side" of organizational behavior has determined that employee sabotage is most often a reaction by disgruntled employees to perceived mistreatment. To date, however, most studies on employee retaliation have focused on intra-organizational sources of (in)justice. Results from this field study of customer service representatives (N = 358) showed that interpersonal injustice from customers relates positively to customer-directed sabotage over and above intra-organizational sources of fairness. Moreover, the association between unjust treatment and sabotage was moderated by 2 dimensions of moral identity (symbolization and internalization) in the form of a 3-way interaction. The relationship between injustice and sabotage was more pronounced for employees high (vs. low) in symbolization, but this moderation effect was weaker among employees who were high (vs. low) in internalization. Last, employee sabotage was negatively related to job performance ratings.

  17. 20 CFR 222.4 - Homicide of employee.

    Code of Federal Regulations, 2011 CFR

    2011-04-01

    ... 20 Employees' Benefits 1 2011-04-01 2011-04-01 false Homicide of employee. 222.4 Section 222.4... RELATIONSHIPS General § 222.4 Homicide of employee. No person convicted of the felonious and intentional homicide of an employee can be entitled to an annuity or lump-sum payment based on the employee's...

  18. 20 CFR 222.4 - Homicide of employee.

    Code of Federal Regulations, 2010 CFR

    2010-04-01

    ... 20 Employees' Benefits 1 2010-04-01 2010-04-01 false Homicide of employee. 222.4 Section 222.4... RELATIONSHIPS General § 222.4 Homicide of employee. No person convicted of the felonious and intentional homicide of an employee can be entitled to an annuity or lump-sum payment based on the employee's...

  19. 20 CFR 222.4 - Homicide of employee.

    Code of Federal Regulations, 2014 CFR

    2014-04-01

    ... 20 Employees' Benefits 1 2014-04-01 2012-04-01 true Homicide of employee. 222.4 Section 222.4... RELATIONSHIPS General § 222.4 Homicide of employee. No person convicted of the felonious and intentional homicide of an employee can be entitled to an annuity or lump-sum payment based on the employee's...

  20. 20 CFR 222.4 - Homicide of employee.

    Code of Federal Regulations, 2012 CFR

    2012-04-01

    ... 20 Employees' Benefits 1 2012-04-01 2012-04-01 false Homicide of employee. 222.4 Section 222.4... RELATIONSHIPS General § 222.4 Homicide of employee. No person convicted of the felonious and intentional homicide of an employee can be entitled to an annuity or lump-sum payment based on the employee's...