Sample records for employees

  1. 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 Equipment...

  2. 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 Equipment...

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

    Code of Federal Regulations, 2011 CFR

    2011-10-01

    ... 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 human...

  4. 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 human...

  5. 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.

  6. 20 CFR 345.104 - Employees and employee representatives not liable.

    Code of Federal Regulations, 2010 CFR

    2010-04-01

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

  7. 20 CFR 439.640 - Employee.

    Code of Federal Regulations, 2010 CFR

    2010-04-01

    ... 20 Employees' Benefits 2 2010-04-01 2010-04-01 false Employee. 439.640 Section 439.640 Employees... ASSISTANCE) Definitions § 439.640 Employee. (a) Employee means the employee of a recipient directly engaged in the performance of work under the award, including— (1) All direct charge employees; (2) All...

  8. 26 CFR 1.401(a)(26)-6 - Excludable employees.

    Code of Federal Regulations, 2010 CFR

    2010-04-01

    ... 26 Internal Revenue 5 2010-04-01 2010-04-01 false Excludable employees. 1.401(a)(26)-6 Section 1... Excludable employees. (a) In general. For purposes of applying section 401(a)(26) with respect to either employees, former employees, or both employees and former employees, as applicable, all employees other than...

  9. 20 CFR 226.14 - Employee regular annuity rate.

    Code of Federal Regulations, 2010 CFR

    2010-04-01

    ... 20 Employees' Benefits 1 2010-04-01 2010-04-01 false Employee regular annuity rate. 226.14 Section... COMPUTING EMPLOYEE, SPOUSE, AND DIVORCED SPOUSE ANNUITIES Computing an Employee Annuity § 226.14 Employee regular annuity rate. The regular annuity rate payable to the employee is the total of the employee tier I...

  10. Employee resistance and injury during commercial robberies.

    PubMed

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

    2015-05-01

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

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

    PubMed

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

    2018-05-23

    Employees, many of whom are not native English speakers, perform the majority of work on large US dairy farms. Although management of employees is a critical role of dairy owners and managers, factors that improve employee engagement and retention are not well known. Objectives were to (1) identify key dairy farm employee management issues based on employee perceptions, (2) evaluate strengths and weaknesses of farms based on employee responses, (3) investigate differences between Latino and English-speaking employees, and (4) investigate differences in perception between employers and employees. Employees from 12 US dairy farms (each with a minimum of 10 employees) were interviewed by phone following a questionnaire provided. Employees provided their responses to 21 Likert scale questions and 8 open-ended questions. There was a wide range in employee turnover among farms (<10 to >100%). Latino employees had much shorter tenure and were more often employed in milking and livestock care than English-speaking employees. Employee perceptions differed among farms regarding whether they would recommend their farm as a place to work, teamwork within the dairy, whether rules were fairly applied, availability of tools and equipment, clear lines of supervision, and recognition for good work in the previous 15 d. Latino employees (n = 91) were more positive in many of these measures than their English-speaking counterparts (n = 77) but less often provided ideas to their employer on how to improve the business. Employers, surveyed on how they thought their employees would answer, underestimated employee responses on several questions, particularly the interest of employees in learning about dairy. When asked to cite 3 goals of the operation, there were differences among owners, managers, and employees. Although employees rated their commitment to the farm and their interest in learning as high, based on turnover, there was an obvious disparity between reality and ideal employee management. Consequently, employers should act on identified management shortfalls to improve employee retention. © 2018, The Authors. Published by the Federation of Animal Science Societies and Elsevier Inc. on behalf of the American Dairy Science Association®. This is an open access article under the CC BY-NC-ND license (http://creativecommons.org/licenses/by-nc-nd/3.0/).

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

    PubMed

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

    2018-03-13

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

  13. 43 CFR 43.640 - Employee.

    Code of Federal Regulations, 2010 CFR

    2010-10-01

    ... 43 Public Lands: Interior 1 2010-10-01 2010-10-01 false Employee. 43.640 Section 43.640 Public... WORKPLACE (FINANCIAL ASSISTANCE) Definitions § 43.640 Employee. (a) Employee means the employee of a... employees; (2) All indirect charge employees, unless their impact or involvement in the performance of work...

  14. 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,…

  15. 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 its...

  16. 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 its...

  17. 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 its...

  18. 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…

  19. 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 its...

  20. The double whammy of a work handicap (differential) effects of health on working conditions and outcomes.

    PubMed

    Steenbeek, Romy; Giesen, Femke B M; Ybema, Jan Fekke

    2009-08-01

    To determine the effect of health on working conditions and outcomes. Data were collected in the longitudinal Study on Health at Work (n = 1597 employees), using multiple regression analyses and focusing on three groups of employees: 1) healthy, 2) chronic health complaints without a work handicap, and 3) chronic health complaints with a work handicap. 1) Employees with a work handicap experienced less favorable working conditions and outcomes than other employees. 2) Employees with a work handicap experienced less favorable working conditions and outcomes over time. 3) Employees with chronic health complaints were more vulnerable to the influence of working conditions on outcomes, whereas employees with a work handicap, unexpectedly, benefited from high work pressure and low autonomy. 1) Employees with a work handicap differ considerably from employees with chronic health complaints. 2) Employees with a work handicap drift into less favorable working conditions and outcomes. 3) Healthy employees, employees with chronic health complaints, and employees with a work handicap, all are vulnerable to different working conditions.

  1. Multiplex network analysis of employee performance and employee social relationships

    NASA Astrophysics Data System (ADS)

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

    2018-01-01

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

  2. 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 is...

  3. 10 CFR 708.11 - Will an employee's identity be kept confidential if the employee so requests?

    Code of Federal Regulations, 2010 CFR

    2010-01-01

    ... 10 Energy 4 2010-01-01 2010-01-01 false Will an employee's identity be kept confidential if the... PROGRAM Employee Complaint Resolution Process § 708.11 Will an employee's identity be kept confidential if the employee so requests? No. The identity of an employee who files a complaint under this part...

  4. 10 CFR 708.11 - Will an employee's identity be kept confidential if the employee so requests?

    Code of Federal Regulations, 2014 CFR

    2014-01-01

    ... 10 Energy 4 2014-01-01 2014-01-01 false Will an employee's identity be kept confidential if the... PROGRAM Employee Complaint Resolution Process § 708.11 Will an employee's identity be kept confidential if the employee so requests? No. The identity of an employee who files a complaint under this part...

  5. 10 CFR 708.11 - Will an employee's identity be kept confidential if the employee so requests?

    Code of Federal Regulations, 2011 CFR

    2011-01-01

    ... 10 Energy 4 2011-01-01 2011-01-01 false Will an employee's identity be kept confidential if the... PROGRAM Employee Complaint Resolution Process § 708.11 Will an employee's identity be kept confidential if the employee so requests? No. The identity of an employee who files a complaint under this part...

  6. 10 CFR 708.11 - Will an employee's identity be kept confidential if the employee so requests?

    Code of Federal Regulations, 2013 CFR

    2013-01-01

    ... 10 Energy 4 2013-01-01 2013-01-01 false Will an employee's identity be kept confidential if the... PROGRAM Employee Complaint Resolution Process § 708.11 Will an employee's identity be kept confidential if the employee so requests? No. The identity of an employee who files a complaint under this part...

  7. 10 CFR 708.11 - Will an employee's identity be kept confidential if the employee so requests?

    Code of Federal Regulations, 2012 CFR

    2012-01-01

    ... 10 Energy 4 2012-01-01 2012-01-01 false Will an employee's identity be kept confidential if the... PROGRAM Employee Complaint Resolution Process § 708.11 Will an employee's identity be kept confidential if the employee so requests? No. The identity of an employee who files a complaint under this part...

  8. Family-supportive organization perceptions and organizational commitment: the mediating role of work-family conflict and enrichment and partner attitudes.

    PubMed

    Wayne, Julie Holliday; Casper, Wendy J; Matthews, Russell A; Allen, Tammy D

    2013-07-01

    The present study aims to explain the processes through which family-supportive organizational perceptions (FSOP) relate to employee affective commitment. We suggest multiple mechanisms through which this relationship transpires-(a) the focal employee's experience of work-to-family conflict and enrichment and (b) the attitudes of the employee's spouse/partner. Hypotheses are tested with data from 408 couples. Results suggest that employee FSOP is positively associated with employee commitment through both employee work-to-family experiences and partner attitudes. FSOP was positively related to employee work-to-family enrichment, which was positively associated with employee affective commitment. FSOP was negatively associated with employee work-to-family conflict, which related to a partner's more positive attitude toward the employee's work schedule and higher commitment to the employee's firm. Partner commitment was positively and reciprocally related to employee affective commitment. These relationships partially mediated the FSOP-employee affective commitment relationship and varied as a function of parental status and single- versus dual-earner couple status but not as a function of employee gender. Theoretical and practical implications are discussed. PsycINFO Database Record (c) 2013 APA, all rights reserved.

  9. 20 CFR 404.1208 - Ineligible employees.

    Code of Federal Regulations, 2010 CFR

    2010-04-01

    ... 20 Employees' Benefits 2 2010-04-01 2010-04-01 false Ineligible employees. 404.1208 Section 404.1208 Employees' Benefits SOCIAL SECURITY ADMINISTRATION FEDERAL OLD-AGE, SURVIVORS AND DISABILITY INSURANCE (1950- ) Coverage of Employees of State and Local Governments What Groups of Employees May Be...

  10. 12 CFR 1229.1 - Definitions.

    Code of Federal Regulations, 2014 CFR

    2014-01-01

    ... equivalent employee; (ix) Internal Audit officer or an equivalent employee; or (x) Chief Information Officer... Officer or an equivalent employee; (ii) Chief Financial Officer or an equivalent employee; (iii) Chief Administrative Officer or an equivalent employee; (iv) Chief Risk Officer or an equivalent employee; (v) Asset...

  11. 14 CFR 1267.640 - Employee.

    Code of Federal Regulations, 2010 CFR

    2010-01-01

    ... WORKPLACE (FINANCIAL ASSISTANCE) Definitions § 1267.640 Employee. (a) Employee means the employee of a recipient directly engaged in the performance of work under the award, including— (1) All direct charge employees; (2) All indirect charge employees, unless their impact or involvement in the performance of work...

  12. Quality of working life: an antecedent to employee turnover intention.

    PubMed

    Mosadeghrad, Ali Mohammad

    2013-06-01

    The purpose of this study was to measure the level of quality of work life (QWL) among hospital employees in Iran. Additionally, it aimed to identify the factors that are critical to employees' QWL. It also aimed to test a theoretical model of the relationship between employees' QWL and their intention to leave the organization. A survey study was conducted based on a sample of 608 hospital employees using a validated questionnaire. Face, content and construct validity were conducted on the survey instrument. Hospital employees reported low QWL. Employees were least satisfied with pay, benefits, job promotion, and management support. The most important predictor of QWL was management support, followed by job proud, job security and job stress. An inverse relationship was found between employees QWL and their turnover intention. This study empirically examined the relationships between employees' QWL and their turnover intention. Managers can take appropriate actions to improve employees' QWL and subsequently reduce employees' turnover.

  13. 5 CFR 1620.14 - Payment to the record keeper.

    Code of Federal Regulations, 2010 CFR

    2010-01-01

    ... employee (described at § 1620.11(a)) is responsible for transmitting employer and employee contributions to... Personnel Act employee (described at § 1620.11(b) and (c), respectively) is responsible for transmitting employer and employee contributions to the employee's Federal agency of record. Employee contributions will...

  14. 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 States...

  15. 20 CFR 325.5 - Death of employee.

    Code of Federal Regulations, 2010 CFR

    2010-04-01

    ... 20 Employees' Benefits 1 2010-04-01 2010-04-01 false Death of employee. 325.5 Section 325.5 Employees' Benefits RAILROAD RETIREMENT BOARD REGULATIONS UNDER THE RAILROAD UNEMPLOYMENT INSURANCE ACT REGISTRATION FOR RAILROAD UNEMPLOYMENT BENEFITS § 325.5 Death of employee. If an employee dies before filing...

  16. 22 CFR 210.640 - Employee.

    Code of Federal Regulations, 2010 CFR

    2010-04-01

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

  17. 22 CFR 312.640 - Employee.

    Code of Federal Regulations, 2010 CFR

    2010-04-01

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

  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... ASSISTANCE) Definitions § 1509.640 Employee. (a) Employee means the employee of a recipient directly engaged in the performance of work under the award, including— (1) All direct charge employees; (2) All...

  19. 49 CFR 32.640 - Employee.

    Code of Federal Regulations, 2010 CFR

    2010-10-01

    ... 49 Transportation 1 2010-10-01 2010-10-01 false Employee. 32.640 Section 32.640 Transportation... ASSISTANCE) Definitions § 32.640 Employee. (a) Employee means the employee of a recipient directly engaged in the performance of work under the award, including— (1) All direct charge employees; (2) All indirect...

  20. 22 CFR 133.640 - Employee.

    Code of Federal Regulations, 2010 CFR

    2010-04-01

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

  1. 29 CFR 1917.122 - Employee exits.

    Code of Federal Regulations, 2010 CFR

    2010-07-01

    ... 29 Labor 7 2010-07-01 2010-07-01 false Employee exits. 1917.122 Section 1917.122 Labor Regulations...) MARINE TERMINALS Terminal Facilities § 1917.122 Employee exits. (a) Employee exits shall be clearly marked. (b) If an employee exit is not visible from employees' work stations, directional signs...

  2. 22 CFR 1008.640 - Employee.

    Code of Federal Regulations, 2010 CFR

    2010-04-01

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

  3. 7 CFR 3021.640 - Employee.

    Code of Federal Regulations, 2011 CFR

    2011-01-01

    ... work under the award and who are on the recipient's payroll. (b) This definition does not include... Employee. (a) Employee means the employee of a recipient directly engaged in the performance of work under the award, including— (1) All direct charge employees; (2) All indirect charge employees, unless their...

  4. 7 CFR 3021.640 - Employee.

    Code of Federal Regulations, 2012 CFR

    2012-01-01

    ... work under the award and who are on the recipient's payroll. (b) This definition does not include... Employee. (a) Employee means the employee of a recipient directly engaged in the performance of work under the award, including— (1) All direct charge employees; (2) All indirect charge employees, unless their...

  5. 20 CFR 325.5 - Death of employee.

    Code of Federal Regulations, 2014 CFR

    2014-04-01

    ... 20 Employees' Benefits 1 2014-04-01 2012-04-01 true Death of employee. 325.5 Section 325.5 Employees' Benefits RAILROAD RETIREMENT BOARD REGULATIONS UNDER THE RAILROAD UNEMPLOYMENT INSURANCE ACT REGISTRATION FOR RAILROAD UNEMPLOYMENT BENEFITS § 325.5 Death of employee. If an employee dies before filing...

  6. 20 CFR 325.5 - Death of employee.

    Code of Federal Regulations, 2011 CFR

    2011-04-01

    ... 20 Employees' Benefits 1 2011-04-01 2011-04-01 false Death of employee. 325.5 Section 325.5 Employees' Benefits RAILROAD RETIREMENT BOARD REGULATIONS UNDER THE RAILROAD UNEMPLOYMENT INSURANCE ACT REGISTRATION FOR RAILROAD UNEMPLOYMENT BENEFITS § 325.5 Death of employee. If an employee dies before filing...

  7. 20 CFR 325.5 - Death of employee.

    Code of Federal Regulations, 2012 CFR

    2012-04-01

    ... 20 Employees' Benefits 1 2012-04-01 2012-04-01 false Death of employee. 325.5 Section 325.5 Employees' Benefits RAILROAD RETIREMENT BOARD REGULATIONS UNDER THE RAILROAD UNEMPLOYMENT INSURANCE ACT REGISTRATION FOR RAILROAD UNEMPLOYMENT BENEFITS § 325.5 Death of employee. If an employee dies before filing...

  8. 20 CFR 325.5 - Death of employee.

    Code of Federal Regulations, 2013 CFR

    2013-04-01

    ... 20 Employees' Benefits 1 2013-04-01 2012-04-01 true Death of employee. 325.5 Section 325.5 Employees' Benefits RAILROAD RETIREMENT BOARD REGULATIONS UNDER THE RAILROAD UNEMPLOYMENT INSURANCE ACT REGISTRATION FOR RAILROAD UNEMPLOYMENT BENEFITS § 325.5 Death of employee. If an employee dies before filing...

  9. Financial Incentives and Diabetes Disease Control in Employees: A Retrospective Cohort Analysis.

    PubMed

    Misra-Hebert, Anita D; Hu, Bo; Taksler, Glen; Zimmerman, Robert; Rothberg, Michael B

    2016-08-01

    Many employers offer worksite wellness programs, including financial incentives to achieve goals. Evidence supporting such programs is sparse. To assess whether diabetes and cardiovascular risk factor control in employees improved with financial incentives for participation in disease management and for attaining goals. Retrospective cohort study using insurance claims linked with electronic medical record data from January 2008-December 2012. Employee patients with diabetes covered by the organization's self-funded insurance and propensity-matched non-employee patient comparison group with diabetes and commercial insurance. Financial incentives for employer-sponsored disease management program participation and achieving goals. Change in glycosylated hemoglobin (HbA1c), low-density lipoprotein (LDL), systolic blood pressure (SBP), and weight. A total of 1092 employees with diabetes were matched to non-employee patients. With increasing incentives, employee program participation increased (7 % in 2009 to 50 % in 2012, p < 0.001). Longitudinal mixed modeling demonstrated improved diabetes and cardiovascular risk factor control in employees vs. non-employees [HbA1c yearly change -0.05 employees vs. 0.00 non-employees, difference in change (DIC) p <0.001]. In their first participation year, employees had larger declines in HbA1c and weight vs. non-employees (0.33 vs. 0.14, DIC p = 0.04) and (2.3 kg vs. 0.1 kg, DIC p < 0.001), respectively. Analysis of employee cohorts corresponding with incentive offerings showed that fixed incentives (years 1 and 2) or incentives tied to goals (years 3 and 4) were not significantly associated with HbA1c reductions compared to non-employees. For each employee cohort offered incentives, SBP and LDL also did not significantly differ in employees compared with non-employees (DIC p > 0.05). Financial incentives were associated with employee participation in disease management and improved cardiovascular risk factors over 5 years. Improvements occurred primarily in the first year of participation. The relative impact of specific incentives could not be discerned.

  10. 20 CFR 218.3 - When an employee disappears.

    Code of Federal Regulations, 2011 CFR

    2011-04-01

    ... before the month of the disappearance. (b) Employee has a current connection. (1) The Board may pay... met at the time of the disappearance: (i) The employee has a current connection with the railroad...) Employee has no current connection. If the employee does not have a current connection and the employee's...

  11. 20 CFR 218.3 - When an employee disappears.

    Code of Federal Regulations, 2010 CFR

    2010-04-01

    ... before the month of the disappearance. (b) Employee has a current connection. (1) The Board may pay... met at the time of the disappearance: (i) The employee has a current connection with the railroad...) Employee has no current connection. If the employee does not have a current connection and the employee's...

  12. 45 CFR 1155.640 - Employee.

    Code of Federal Regulations, 2010 CFR

    2010-10-01

    ... 45 Public Welfare 3 2010-10-01 2010-10-01 false Employee. 1155.640 Section 1155.640 Public Welfare...) Definitions § 1155.640 Employee. (a) Employee means the employee of a recipient directly engaged in the performance of work under the award, including— (1) All direct charge employees; (2) All indirect charge...

  13. 45 CFR 1173.640 - Employee.

    Code of Federal Regulations, 2010 CFR

    2010-10-01

    ... 45 Public Welfare 3 2010-10-01 2010-10-01 false Employee. 1173.640 Section 1173.640 Public Welfare...) Definitions § 1173.640 Employee. (a) Employee means the employee of a recipient directly engaged in the performance of work under the award, including— (1) All direct charge employees; (2) All indirect charge...

  14. 29 CFR 94.640 - Employee.

    Code of Federal Regulations, 2010 CFR

    2010-07-01

    ... 29 Labor 1 2010-07-01 2010-07-01 true Employee. 94.640 Section 94.640 Labor Office of the... § 94.640 Employee. (a) Employee means the employee of a recipient directly engaged in the performance of work under the award, including— (1) All direct charge employees; (2) All indirect charge...

  15. 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...) Definitions § 83.640 Employee. (a) Employee means the employee of a recipient directly engaged in the performance of work under the award, including— (1) All direct charge employees; (2) All indirect charge...

  16. 21 CFR 1405.640 - Employee.

    Code of Federal Regulations, 2010 CFR

    2010-04-01

    ... 21 Food and Drugs 9 2010-04-01 2010-04-01 false Employee. 1405.640 Section 1405.640 Food and Drugs... ASSISTANCE) Definitions § 1405.640 Employee. (a) Employee means the employee of a recipient directly engaged in the performance of work under the award, including— (1) All direct charge employees; (2) All...

  17. 29 CFR 1405.11 - Effect on employee benefits.

    Code of Federal Regulations, 2011 CFR

    2011-07-01

    ... 29 Labor 4 2011-07-01 2011-07-01 false Effect on employee benefits. 1405.11 Section 1405.11 Labor...-time Employment Program § 1405.11 Effect on employee benefits. Career part-time employees are entitled to coverage under the Federal Employees Group Life Insurance and Federal Employees Health Benefits...

  18. 17 CFR 200.735-12 - Special Government employees.

    Code of Federal Regulations, 2013 CFR

    2013-04-01

    ... 17 Commodity and Securities Exchanges 2 2013-04-01 2013-04-01 false Special Government employees... Employees and Former Members and Employees of the Commission § 200.735-12 Special Government employees. (a) Special Government employee means a person defined in section 18 U.S.C. 202 as a special Government...

  19. 17 CFR 200.735-12 - Special Government employees.

    Code of Federal Regulations, 2014 CFR

    2014-04-01

    ... 17 Commodity and Securities Exchanges 3 2014-04-01 2014-04-01 false Special Government employees... Employees and Former Members and Employees of the Commission § 200.735-12 Special Government employees. (a) Special Government employee means a person defined in section 18 U.S.C. 202 as a special Government...

  20. 5 CFR 838.303 - Expressly dividing employee annuity.

    Code of Federal Regulations, 2010 CFR

    2010-01-01

    ... 5 Administrative Personnel 2 2010-01-01 2010-01-01 false Expressly dividing employee annuity. 838... Employee Annuities § 838.303 Expressly dividing employee annuity. (a) A court order directed at employee annuity is not a court order acceptable for processing unless it expressly divides the employee annuity as...

  1. 5 CFR 875.201 - Am I eligible as a Federal civilian or Postal employee?

    Code of Federal Regulations, 2010 CFR

    2010-01-01

    ... Postal employee whose current position conveys eligibility for Federal Employees Health Benefits under..., regardless of whether you are eligible for Federal Employees Health Benefits coverage. There is a related... Federal Employees Health Benefits coverage. (3) If you are a Non-Appropriated Fund (NAF) employee or...

  2. 5 CFR 591.102 - Definitions.

    Code of Federal Regulations, 2010 CFR

    2010-01-01

    .... Employee means an employee in or under an agency. Category of employees means any group of employees... her job. A “uniform” does not include protective equipment required for the employee's safety under 5 U.S.C. 7903 or normal business or work attire purchased at the discretion of the employee. Year...

  3. Employee Selection Process: Integrating Employee Needs and Employer Motivators.

    ERIC Educational Resources Information Center

    Carroll, Brian J.

    1989-01-01

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

  4. Assessment of work intensification by managers and psychological distressed and non-distressed employees: a multilevel comparison.

    PubMed

    Bamberger, Simon Grandjean; Larsen, Anelia; Vinding, Anker Lund; Nielsen, Peter; Fonager, Kirsten; Nielsen, René Nesgaard; Ryom, Pia; Omland, Øyvind

    2015-01-01

    Work intensification is a popular management strategy to increase productivity, but at the possible expense of employee mental stress. This study examines associations between ratings of work intensification and psychological distress, and the level of agreement between compared employee-rated and manager-rated work intensification. Multi-source survey data were collected from 3,064 employees and 573 company managers from the private sector in 2010. Multilevel regression models were used to compare different work intensification ratings across psychological distress strata. Distressed employees rated higher degree of total work intensification compared to non-distressed employees, and on three out of five sub ratings there were an increased prevalence of work intensification in the case group. In general, there was poor agreement between employee and company work intensification rating. Neither manager-rated work intensification nor employee/manager discrepancy in work intensification ratings was associated with psychological distress. Distressed employees had a higher total score of employee/manager agreed work intensification, and a higher prevalence of increased demands of labour productivity. This study demonstrates higher ratings of employee/manager agreed work intensification in distressed employees compared to non-distressed employees, challenging previous findings of reporting bias in distressed employees' assessment of work environment.

  5. 31 CFR 30.10 - Q-10: What actions are necessary for a TARP recipient to comply with section 111(b)(3)(D) of EESA...

    Code of Federal Regulations, 2011 CFR

    2011-07-01

    ... period that occurs on or after the first date of the TARP period. However, if the employee is a SEO or... employee is no longer a SEO or most highly compensated employee. If after the employee is no longer a SEO... period the employee was a SEO or most highly compensated employee, the employee will be treated as having...

  6. 26 CFR 1.416-1 - Questions and answers on top-heavy plans.

    Code of Federal Regulations, 2014 CFR

    2014-04-01

    ..., employers under common control or affiliated service group. A partner of a partnership will not be treated... preceding plan years) of key employees, former key employees, and non-key employees. (b) All employers that... aggregated must be categorized as key employees, as former key employees, or as non-key employees. See...

  7. 26 CFR 1.416-1 - Questions and answers on top-heavy plans.

    Code of Federal Regulations, 2013 CFR

    2013-04-01

    ..., employers under common control or affiliated service group. A partner of a partnership will not be treated... preceding plan years) of key employees, former key employees, and non-key employees. (b) All employers that... aggregated must be categorized as key employees, as former key employees, or as non-key employees. See...

  8. 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 by...

  9. 20 CFR 10.506 - May the employer monitor the employee's medical care?

    Code of Federal Regulations, 2011 CFR

    2011-04-01

    ... 20 Employees' Benefits 1 2011-04-01 2011-04-01 false May the employer monitor the employee's medical care? 10.506 Section 10.506 Employees' Benefits OFFICE OF WORKERS' COMPENSATION PROGRAMS, DEPARTMENT OF LABOR FEDERAL EMPLOYEES' COMPENSATION ACT CLAIMS FOR COMPENSATION UNDER THE FEDERAL EMPLOYEES' COMPENSATION ACT, AS AMENDED Continuing Benefit...

  10. 20 CFR 10.506 - May the employer monitor the employee's medical care?

    Code of Federal Regulations, 2010 CFR

    2010-04-01

    ... 20 Employees' Benefits 1 2010-04-01 2010-04-01 false May the employer monitor the employee's medical care? 10.506 Section 10.506 Employees' Benefits OFFICE OF WORKERS' COMPENSATION PROGRAMS, DEPARTMENT OF LABOR FEDERAL EMPLOYEES' COMPENSATION ACT CLAIMS FOR COMPENSATION UNDER THE FEDERAL EMPLOYEES' COMPENSATION ACT, AS AMENDED Continuing Benefit...

  11. 20 CFR 218.9 - When an employee annuity begins.

    Code of Federal Regulations, 2010 CFR

    2010-04-01

    ... 20 Employees' Benefits 1 2010-04-01 2010-04-01 false When an employee annuity begins. 218.9... ANNUITY BEGINNING AND ENDING DATES When an Annuity Begins § 218.9 When an employee annuity begins. (a) Full-age annuity—employee has completed 10 years but less than 30 years of service. An employee full...

  12. 34 CFR 7.0 - Who are employees.

    Code of Federal Regulations, 2010 CFR

    2010-07-01

    ... 34 Education 1 2010-07-01 2010-07-01 false Who are employees. 7.0 Section 7.0 Education Office of the Secretary, Department of Education EMPLOYEE INVENTIONS § 7.0 Who are employees. As used in this part, the term Government employee means any officer or employee, civilian or military, except such...

  13. 20 CFR 222.42 - When employee is contributing to support.

    Code of Federal Regulations, 2011 CFR

    2011-04-01

    ... 20 Employees' Benefits 1 2011-04-01 2011-04-01 false When employee is contributing to support. 222... employee is contributing to support. (a) An employee is contributing to the support of a person if the employee gives cash, goods, or services to help support such person. Support includes food, clothing...

  14. 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 earnings...

  15. 26 CFR 1.416-1 - Questions and answers on top-heavy plans.

    Code of Federal Regulations, 2011 CFR

    2011-04-01

    ..., employers under common control or affiliated service group. A partner of a partnership will not be treated... preceding plan years) of key employees, former key employees, and non-key employees. (b) All employers that... aggregated must be categorized as key employees, as former key employees, or as non-key employees. See...

  16. 20 CFR 209.6 - Employers' notice of death of employees.

    Code of Federal Regulations, 2014 CFR

    2014-04-01

    ... 20 Employees' Benefits 1 2014-04-01 2012-04-01 true Employers' notice of death of employees. 209.6... RAILROAD EMPLOYERS' REPORTS AND RESPONSIBILITIES § 209.6 Employers' notice of death of employees. Each employer shall notify the Board immediately of the death of an employee who, prior to the employee's death...

  17. 20 CFR 209.6 - Employers' notice of death of employees.

    Code of Federal Regulations, 2013 CFR

    2013-04-01

    ... 20 Employees' Benefits 1 2013-04-01 2012-04-01 true Employers' notice of death of employees. 209.6... RAILROAD EMPLOYERS' REPORTS AND RESPONSIBILITIES § 209.6 Employers' notice of death of employees. Each employer shall notify the Board immediately of the death of an employee who, prior to the employee's death...

  18. 20 CFR 229.85 - Substantial gainful activity by blind employee or child.

    Code of Federal Regulations, 2012 CFR

    2012-04-01

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

  19. 20 CFR 229.85 - Substantial gainful activity by blind employee or child.

    Code of Federal Regulations, 2014 CFR

    2014-04-01

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

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

    Code of Federal Regulations, 2013 CFR

    2013-04-01

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

  1. 20 CFR 1002.259 - How does USERRA protect an employee's pension benefits?

    Code of Federal Regulations, 2014 CFR

    2014-04-01

    ... 20 Employees' Benefits 4 2014-04-01 2014-04-01 false How does USERRA protect an employee's pension benefits? 1002.259 Section 1002.259 Employees' Benefits OFFICE OF THE ASSISTANT SECRETARY FOR VETERANS... USERRA protect an employee's pension benefits? On reemployment, the employee is treated as not having a...

  2. 20 CFR 1002.259 - How does USERRA protect an employee's pension benefits?

    Code of Federal Regulations, 2012 CFR

    2012-04-01

    ... 20 Employees' Benefits 4 2012-04-01 2012-04-01 false How does USERRA protect an employee's pension benefits? 1002.259 Section 1002.259 Employees' Benefits OFFICE OF THE ASSISTANT SECRETARY FOR VETERANS... USERRA protect an employee's pension benefits? On reemployment, the employee is treated as not having a...

  3. 20 CFR 1002.259 - How does USERRA protect an employee's pension benefits?

    Code of Federal Regulations, 2011 CFR

    2011-04-01

    ... 20 Employees' Benefits 3 2011-04-01 2011-04-01 false How does USERRA protect an employee's pension benefits? 1002.259 Section 1002.259 Employees' Benefits OFFICE OF THE ASSISTANT SECRETARY FOR VETERANS... USERRA protect an employee's pension benefits? On reemployment, the employee is treated as not having a...

  4. 5 CFR 2635.402 - Disqualifying financial interests.

    Code of Federal Regulations, 2010 CFR

    2010-01-01

    ... employee of the National Library of Medicine at the National Institutes of Health has just been asked to... employee's own interests: (i) The employee's spouse; (ii) The employee's minor child; (iii) The employee's...

  5. 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.

  6. 20 CFR 10.515 - What actions must the employee take with respect to returning to work?

    Code of Federal Regulations, 2010 CFR

    2010-04-01

    ... 20 Employees' Benefits 1 2010-04-01 2010-04-01 false What actions must the employee take with respect to returning to work? 10.515 Section 10.515 Employees' Benefits OFFICE OF WORKERS' COMPENSATION... EMPLOYEES' COMPENSATION ACT, AS AMENDED Continuing Benefits Return to Work-Employee's Responsibilities § 10...

  7. 20 CFR 335.5 - Death of employee.

    Code of Federal Regulations, 2010 CFR

    2010-04-01

    ... 20 Employees' Benefits 1 2010-04-01 2010-04-01 false Death of employee. 335.5 Section 335.5... SICKNESS BENEFITS § 335.5 Death of employee. If an employee dies before filing one or more of the required... due but unpaid as of the date of an employee's death is the same as the order of distribution for...

  8. 20 CFR 216.66 - Who is an employee's surviving divorced spouse.

    Code of Federal Regulations, 2010 CFR

    2010-04-01

    ... having a “child in care” and either: (1) Is the natural parent of the employee's child; (2) Was married to the employee at the time the employee or the surviving divorced spouse adopted the other's child... 20 Employees' Benefits 1 2010-04-01 2010-04-01 false Who is an employee's surviving divorced...

  9. 5 CFR 536.206 - Determining an employee's rate of basic pay under grade retention.

    Code of Federal Regulations, 2010 CFR

    2010-01-01

    ... 5 Administrative Personnel 1 2010-01-01 2010-01-01 false Determining an employee's rate of basic... employee's rate of basic pay under grade retention. (a) General. (1) When an employee becomes entitled to... determine the employee's rate of basic pay. (2) This section does not apply to an employee whose entitlement...

  10. 26 CFR 1.416-1 - Questions and answers on top-heavy plans.

    Code of Federal Regulations, 2012 CFR

    2012-04-01

    ..., employers under common control or affiliated service group. A partner of a partnership will not be treated... employees, former key employees, and non-key employees. (b) All employers that are aggregated under section... as key employees, as former key employees, or as non-key employees. See Question and Answer T-12 for...

  11. 26 CFR 1.416-1 - Questions and answers on top-heavy plans.

    Code of Federal Regulations, 2010 CFR

    2010-04-01

    ..., employers under common control or affiliated service group. A partner of a partnership will not be treated... employees, former key employees, and non-key employees. (b) All employers that are aggregated under section... as key employees, as former key employees, or as non-key employees. See Question and Answer T-12 for...

  12. Employee Benefit Status from E-Employee Service

    ERIC Educational Resources Information Center

    Gündüz, Semseddin; Çoklar, Ahmet Naci

    2017-01-01

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

  13. The link between employee attitudes and employee effectiveness: Data matrix of meta-analytic estimates based on 1161 unique correlations.

    PubMed

    Mackay, Michael M

    2016-09-01

    This article offers a correlation matrix of meta-analytic estimates between various employee job attitudes (i.e., Employee engagement, job satisfaction, job involvement, and organizational commitment) and indicators of employee effectiveness (i.e., Focal performance, contextual performance, turnover intention, and absenteeism). The meta-analytic correlations in the matrix are based on over 1100 individual studies representing over 340,000 employees. Data was collected worldwide via employee self-report surveys. Structural path analyses based on the matrix, and the interpretation of the data, can be found in "Investigating the incremental validity of employee engagement in the prediction of employee effectiveness: a meta-analytic path analysis" (Mackay et al., 2016) [1].

  14. Smoking patterns among Los Alamos National Laboratory employees

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

    Mahoney, M.C.; Wilkinson, G.S.

    Smoking patterns among 5507 employees at Los Alamos National Laboratory were investigated for those who underwent physical examinations by occupational physicians from 1978 to 1983. More male than female employees smoked, although differences in smoking rates between the sexes were not as large as differences observed for national smoking rates. Employees over 40 were more likely to smoke than younger employees, males consumed more cigarettes than did females, and Anglo employees smoked more cigarettes than did Hispanic employees. Highly educated employees smoked less than did less-educated workers, and staff members exhibited the lowest rates of smoking. Smoking cessation programs formore » Laboratory employees should be directed toward those subpopulations with the highest rates of smoking. 31 refs., 8 figs., 1 tab.« less

  15. Effect of influenza-like illness and other wintertime respiratory illnesses on worker productivity: The child and household influenza-illness and employee function (CHIEF) study.

    PubMed

    Palmer, Liisa A; Rousculp, Matthew D; Johnston, Stephen S; Mahadevia, Parthiv J; Nichol, Kristin L

    2010-07-12

    Acute respiratory illnesses (ARI), comprising influenza-like illness (ILI) and other wintertime respiratory illnesses (ORI), impose substantial health and economic burdens on the United States. Little is known about the impact of ILI among household members (HHM), particularly children, on employees' productivity. To quantify the impact of employee and HHM-ILI and ARI on employee productivity, a prospective, observational cohort study was conducted among employees from three large US companies. Employees who had at least one child living at home (N=2013) completed a monthly survey during the 2007-2008 influenza season, reporting the number of days missed from work and hours of presenteeism due to: (1) personal ILI, (2) HHM-ILI, and (3) personal and HHM-ARI. Employee ILI ranged from 4.8% (April) to 13.5% (February). Employees reporting ILI reported more absences than employees not reporting ILI (72% vs 30%, respectively; P<0.001). Overall, 61.2% of employees surveyed had at least one child with an ILI; these employees missed more days of work due to HHM illness than employees without an ARI-ill child (0.9 days vs 0.3 days, respectively; P<0.001). Employees with ILI were less productive, on average, for 4.8h each day that they worked while sick, 2.5h of which was attributable to ILI. HHM illnesses accounted for 17.7% (1389/7868 days) of employee absenteeism, over half of which was due to HHM-ARI. ILI causes a significant amount of employee absence. Household members, particularly children, comprise a sizable proportion of general illness and injury-related employee absences. Copyright 2010 Elsevier Ltd. All rights reserved.

  16. Assessment of work intensification by managers and psychological distressed and non-distressed employees: a multilevel comparison

    PubMed Central

    BAMBERGER, Simon Grandjean; LARSEN, Anelia; VINDING, Anker Lund; NIELSEN, Peter; FONAGER, Kirsten; NIELSEN, René Nesgaard; RYOM, Pia; OMLAND, Øyvind

    2015-01-01

    Work intensification is a popular management strategy to increase productivity, but at the possible expense of employee mental stress. This study examines associations between ratings of work intensification and psychological distress, and the level of agreement between compared employee-rated and manager-rated work intensification. Multi-source survey data were collected from 3,064 employees and 573 company managers from the private sector in 2010. Multilevel regression models were used to compare different work intensification ratings across psychological distress strata. Distressed employees rated higher degree of total work intensification compared to non-distressed employees, and on three out of five sub ratings there were an increased prevalence of work intensification in the case group. In general, there was poor agreement between employee and company work intensification rating. Neither manager-rated work intensification nor employee/manager discrepancy in work intensification ratings was associated with psychological distress. Distressed employees had a higher total score of employee/manager agreed work intensification, and a higher prevalence of increased demands of labour productivity. This study demonstrates higher ratings of employee/manager agreed work intensification in distressed employees compared to non-distressed employees, challenging previous findings of reporting bias in distressed employees’ assessment of work environment. PMID:25752252

  17. Does employee resistance during a robbery increase the risk of customer injury?

    PubMed

    Yau, Rebecca K; Casteel, Carri; Nocera, Maryalice; Bishop, Stephanie F; Peek-Asa, Corinne

    2015-04-01

    Retail business robberies can lead to employee and customer injury. Previous work demonstrates that employee resistance increases employee injury risk; limited research has investigated customer injuries. This study examines associations between employee resistance against perpetrators and the risk of customer injury. Retail and service robbery reports were obtained from a metropolitan police department. Generalized estimating equations estimated risk ratios and 95% confidence intervals (CIs). Customers were injured in 75 out of 697 robberies. Employees resisted the perpetrator in 32 out of 697 robberies. Customers had higher injury risk when employees resisted the perpetrator, compared with robberies where employees did not resist (adjusted risk ratio [95% CI], 2.6 [1.5 to 4.5]). Employee resistance against a perpetrator during a robbery increased customer injury risk. Businesses can train employees to not resist during a robbery, providing benefits for both customers and the business itself.

  18. Stigma in the mental health workplace: perceptions of peer employees and clinicians.

    PubMed

    Stromwall, Layne K; Holley, Lynn C; Bashor, Kathy E

    2011-08-01

    Informed by a structural theory of workplace discrimination, mental health system employees' perceptions of mental health workplace stigma and discrimination against service recipients and peer employees were investigated. Fifty-one peer employees and 52 licensed behavioral health clinicians participated in an online survey. Independent variables were employee status (peer or clinician), gender, ethnicity, years of mental health employment, age, and workplace social inclusion of peer employees. Analysis of covariance on workplace discrimination against service recipients revealed that peer employees perceived more discrimination than clinicians and whites perceived more discrimination than employees of color (corrected model F = 9.743 [16, 87], P = .000, partial ŋ (2) = .644). Analysis of covariance on workplace discrimination against peer employees revealed that peer employees perceived more discrimination than clinicians (F = 4.593, [6, 97], P = .000, partial ŋ (2) = .223).

  19. Does employee involvement work? Yes, sometimes.

    PubMed

    Cotton, J L

    1997-12-01

    Employee involvement per se is not always effective for improving performance and/or employee attitudes. Rather, there are several different forms of employee involvement, some of which are effective, while others are not. This article describes seven forms of employee involvement, giving examples, and summarizes research findings for each form, concluding with a summary of which are the best and which are worst. This article also describes what is necessary for effective employee involvement, focusing on management commitment and training for both management and employees.

  20. Federal employees health benefits program modification of eligibility to certain employees on temporary appointments and certain employees on seasonal and intermittent schedules. Final rule.

    PubMed

    2014-10-17

    The United States Office of Personnel Management (OPM) is issuing a final rule to modify eligibility for enrollment under the Federal Employees Health Benefits (FEHB) Program to certain temporary, seasonal, and intermittent employees who are identified as full-time employees. This final rule follows a notice of proposed rulemaking published July 29, 2014. This regulation will allow newly eligible Federal employees to enroll no later than January 2015.

  1. Smoking habits of oil refinery employees.

    PubMed Central

    Van Peenen, P F; Blanchard, A G; Wolkonsky, P M

    1984-01-01

    Smoking habits of White male employees of a large oil company were analyzed. There were only slight differences in smoking habits between refinery and nonrefinery employees. Salaried employees, both at refineries and elsewhere, smoked much less than hourly employees. PMID:6507698

  2. 5 CFR 575.315 - Retention incentives for employees likely to leave for a different position in the Federal service.

    Code of Federal Regulations, 2010 CFR

    2010-01-01

    ... competencies, the agency has a special need for the employee's services that makes it essential to retain the... mission requirements and employees' competencies, the agency has a special need for the employees... mission needs and the employee's (or group of employees') competencies, during a period of time before the...

  3. 5 CFR 575.315 - Retention incentives for employees likely to leave for a different position in the Federal service.

    Code of Federal Regulations, 2013 CFR

    2013-01-01

    ... competencies, the agency has a special need for the employee's services that makes it essential to retain the... mission requirements and employees' competencies, the agency has a special need for the employees... mission needs and the employee's (or group of employees') competencies, during a period of time before the...

  4. 5 CFR 575.314 - Retention incentives for employees likely to leave for a different position in the Federal service.

    Code of Federal Regulations, 2014 CFR

    2014-01-01

    ... competencies, the agency has a special need for the employee's services that makes it essential to retain the... mission requirements and employees' competencies, the agency has a special need for the employees... mission needs and the employee's (or group of employees') competencies, during a period of time before the...

  5. 5 CFR 575.315 - Retention incentives for employees likely to leave for a different position in the Federal service.

    Code of Federal Regulations, 2012 CFR

    2012-01-01

    ... competencies, the agency has a special need for the employee's services that makes it essential to retain the... mission requirements and employees' competencies, the agency has a special need for the employees... mission needs and the employee's (or group of employees') competencies, during a period of time before the...

  6. 5 CFR 575.315 - Retention incentives for employees likely to leave for a different position in the Federal service.

    Code of Federal Regulations, 2011 CFR

    2011-01-01

    ... competencies, the agency has a special need for the employee's services that makes it essential to retain the... mission requirements and employees' competencies, the agency has a special need for the employees... mission needs and the employee's (or group of employees') competencies, during a period of time before the...

  7. 29 CFR 4.176 - Payment of fringe benefits to temporary and part-time employees.

    Code of Federal Regulations, 2010 CFR

    2010-07-01

    ... paid vacation for full-time employees is one week of 40 hours, a part-time employee working a regularly.... Except as provided in § 4.174(b), a temporary or casual employee hired during a holiday week, but after... preceding the employee's anniversary date of employment. For example: (i) An employee works 10 hours during...

  8. 5 CFR 5501.110 - Prohibited financial interests applicable to senior employees of the National Institutes of Health.

    Code of Federal Regulations, 2012 CFR

    2012-01-01

    ... special Government employees or the spouse or minor children of a special Government employee. (b.... Except as permitted by paragraph (d) of this section, a senior employee or the spouse or minor child of...: (1) Pension or other employee benefit. A senior employee or spouse or minor child of a senior...

  9. 5 CFR 5501.110 - Prohibited financial interests applicable to senior employees of the National Institutes of Health.

    Code of Federal Regulations, 2010 CFR

    2010-01-01

    ... special Government employees or the spouse or minor children of a special Government employee. (b.... Except as permitted by paragraph (d) of this section, a senior employee or the spouse or minor child of...: (1) Pension or other employee benefit. A senior employee or spouse or minor child of a senior...

  10. 5 CFR 5501.110 - Prohibited financial interests applicable to senior employees of the National Institutes of Health.

    Code of Federal Regulations, 2013 CFR

    2013-01-01

    ... special Government employees or the spouse or minor children of a special Government employee. (b.... Except as permitted by paragraph (d) of this section, a senior employee or the spouse or minor child of...: (1) Pension or other employee benefit. A senior employee or spouse or minor child of a senior...

  11. 5 CFR 5501.110 - Prohibited financial interests applicable to senior employees of the National Institutes of Health.

    Code of Federal Regulations, 2011 CFR

    2011-01-01

    ... special Government employees or the spouse or minor children of a special Government employee. (b.... Except as permitted by paragraph (d) of this section, a senior employee or the spouse or minor child of...: (1) Pension or other employee benefit. A senior employee or spouse or minor child of a senior...

  12. 5 CFR 5501.110 - Prohibited financial interests applicable to senior employees of the National Institutes of Health.

    Code of Federal Regulations, 2014 CFR

    2014-01-01

    ... special Government employees or the spouse or minor children of a special Government employee. (b.... Except as permitted by paragraph (d) of this section, a senior employee or the spouse or minor child of...: (1) Pension or other employee benefit. A senior employee or spouse or minor child of a senior...

  13. 45 CFR 2552.45 - Is a Foster Grandparent a federal employee, an employee of the sponsor or of the volunteer station?

    Code of Federal Regulations, 2014 CFR

    2014-10-01

    ... employee of the sponsor or of the volunteer station? 2552.45 Section 2552.45 Public Welfare Regulations... federal employee, an employee of the sponsor or of the volunteer station? Foster Grandparents are volunteers, and are not employees of the sponsor, the volunteer station, the Corporation, or the Federal...

  14. 45 CFR 2552.45 - Is a Foster Grandparent a federal employee, an employee of the sponsor or of the volunteer station?

    Code of Federal Regulations, 2010 CFR

    2010-10-01

    ... employee of the sponsor or of the volunteer station? 2552.45 Section 2552.45 Public Welfare Regulations... federal employee, an employee of the sponsor or of the volunteer station? Foster Grandparents are volunteers, and are not employees of the sponsor, the volunteer station, the Corporation, or the Federal...

  15. 45 CFR 2551.45 - Is a Senior Companion a federal employee, an employee of the sponsor or of the volunteer station?

    Code of Federal Regulations, 2012 CFR

    2012-10-01

    ... employee of the sponsor or of the volunteer station? 2551.45 Section 2551.45 Public Welfare Regulations... federal employee, an employee of the sponsor or of the volunteer station? Senior Companions are volunteers, and are not employees of the sponsor, the volunteer station, the Corporation, or the Federal...

  16. 45 CFR 2552.45 - Is a Foster Grandparent a federal employee, an employee of the sponsor or of the volunteer station?

    Code of Federal Regulations, 2013 CFR

    2013-10-01

    ... employee of the sponsor or of the volunteer station? 2552.45 Section 2552.45 Public Welfare Regulations... federal employee, an employee of the sponsor or of the volunteer station? Foster Grandparents are volunteers, and are not employees of the sponsor, the volunteer station, the Corporation, or the Federal...

  17. 45 CFR 2551.45 - Is a Senior Companion a federal employee, an employee of the sponsor or of the volunteer station?

    Code of Federal Regulations, 2011 CFR

    2011-10-01

    ... employee of the sponsor or of the volunteer station? 2551.45 Section 2551.45 Public Welfare Regulations... federal employee, an employee of the sponsor or of the volunteer station? Senior Companions are volunteers, and are not employees of the sponsor, the volunteer station, the Corporation, or the Federal...

  18. 45 CFR 2552.45 - Is a Foster Grandparent a federal employee, an employee of the sponsor or of the volunteer station?

    Code of Federal Regulations, 2012 CFR

    2012-10-01

    ... employee of the sponsor or of the volunteer station? 2552.45 Section 2552.45 Public Welfare Regulations... federal employee, an employee of the sponsor or of the volunteer station? Foster Grandparents are volunteers, and are not employees of the sponsor, the volunteer station, the Corporation, or the Federal...

  19. 45 CFR 2551.45 - Is a Senior Companion a federal employee, an employee of the sponsor or of the volunteer station?

    Code of Federal Regulations, 2013 CFR

    2013-10-01

    ... employee of the sponsor or of the volunteer station? 2551.45 Section 2551.45 Public Welfare Regulations... federal employee, an employee of the sponsor or of the volunteer station? Senior Companions are volunteers, and are not employees of the sponsor, the volunteer station, the Corporation, or the Federal...

  20. 45 CFR 2551.45 - Is a Senior Companion a federal employee, an employee of the sponsor or of the volunteer station?

    Code of Federal Regulations, 2014 CFR

    2014-10-01

    ... employee of the sponsor or of the volunteer station? 2551.45 Section 2551.45 Public Welfare Regulations... federal employee, an employee of the sponsor or of the volunteer station? Senior Companions are volunteers, and are not employees of the sponsor, the volunteer station, the Corporation, or the Federal...

  1. 45 CFR 2552.45 - Is a Foster Grandparent a federal employee, an employee of the sponsor or of the volunteer station?

    Code of Federal Regulations, 2011 CFR

    2011-10-01

    ... employee of the sponsor or of the volunteer station? 2552.45 Section 2552.45 Public Welfare Regulations... federal employee, an employee of the sponsor or of the volunteer station? Foster Grandparents are volunteers, and are not employees of the sponsor, the volunteer station, the Corporation, or the Federal...

  2. 20 CFR 218.35 - When an employee age annuity ends.

    Code of Federal Regulations, 2014 CFR

    2014-04-01

    ... 20 Employees' Benefits 1 2014-04-01 2012-04-01 true When an employee age annuity ends. 218.35... ANNUITY BEGINNING AND ENDING DATES When an Annuity Ends § 218.35 When an employee age annuity ends. An employee annuity based on age ends with the last day of the month before the month in which the employee...

  3. 20 CFR 218.35 - When an employee age annuity ends.

    Code of Federal Regulations, 2012 CFR

    2012-04-01

    ... 20 Employees' Benefits 1 2012-04-01 2012-04-01 false When an employee age annuity ends. 218.35... ANNUITY BEGINNING AND ENDING DATES When an Annuity Ends § 218.35 When an employee age annuity ends. An employee annuity based on age ends with the last day of the month before the month in which the employee...

  4. 20 CFR 218.35 - When an employee age annuity ends.

    Code of Federal Regulations, 2013 CFR

    2013-04-01

    ... 20 Employees' Benefits 1 2013-04-01 2012-04-01 true When an employee age annuity ends. 218.35... ANNUITY BEGINNING AND ENDING DATES When an Annuity Ends § 218.35 When an employee age annuity ends. An employee annuity based on age ends with the last day of the month before the month in which the employee...

  5. 20 CFR 218.35 - When an employee age annuity ends.

    Code of Federal Regulations, 2011 CFR

    2011-04-01

    ... 20 Employees' Benefits 1 2011-04-01 2011-04-01 false When an employee age annuity ends. 218.35... ANNUITY BEGINNING AND ENDING DATES When an Annuity Ends § 218.35 When an employee age annuity ends. An employee annuity based on age ends with the last day of the month before the month in which the employee...

  6. 20 CFR 218.35 - When an employee age annuity ends.

    Code of Federal Regulations, 2010 CFR

    2010-04-01

    ... 20 Employees' Benefits 1 2010-04-01 2010-04-01 false When an employee age annuity ends. 218.35... ANNUITY BEGINNING AND ENDING DATES When an Annuity Ends § 218.35 When an employee age annuity ends. An employee annuity based on age ends with the last day of the month before the month in which the employee...

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

    PubMed

    Moore, T

    1989-12-01

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

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

    NASA Astrophysics Data System (ADS)

    Przybelinski, Steven A.

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

  9. 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.

  10. 26 CFR 31.3121(b)(9)-1 - Railroad industry; services performed by an employee or an employee representative as defined in...

    Code of Federal Regulations, 2013 CFR

    2013-04-01

    ... 26 Internal Revenue 15 2013-04-01 2013-04-01 false Railroad industry; services performed by an employee or an employee representative as defined in section 3231. 31.3121(b)(9)-1 Section 31.3121(b)(9)-1... industry; services performed by an employee or an employee representative as defined in section 3231...

  11. 26 CFR 31.3121(b)(9)-1 - Railroad industry; services performed by an employee or an employee representative as defined in...

    Code of Federal Regulations, 2014 CFR

    2014-04-01

    ... 26 Internal Revenue 15 2014-04-01 2014-04-01 false Railroad industry; services performed by an employee or an employee representative as defined in section 3231. 31.3121(b)(9)-1 Section 31.3121(b)(9)-1... industry; services performed by an employee or an employee representative as defined in section 3231...

  12. 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 engaged...

  13. 13 CFR 147.640 - Employee.

    Code of Federal Regulations, 2010 CFR

    2010-01-01

    ... 13 Business Credit and Assistance 1 2010-01-01 2010-01-01 false Employee. 147.640 Section 147.640 Business Credit and Assistance SMALL BUSINESS ADMINISTRATION GOVERNMENTWIDE REQUIREMENTS FOR DRUG-FREE WORKPLACE (NONPROCUREMENT) Definitions § 147.640 Employee. (a) Employee means the employee of a recipient...

  14. 29 CFR 2580.412-1 - Statutory provisions.

    Code of Federal Regulations, 2010 CFR

    2010-07-01

    ..., officer and employee of any employee welfare benefit plan or of any employee pension benefit plan subject... Regulations Relating to Labor (Continued) EMPLOYEE BENEFITS SECURITY ADMINISTRATION, DEPARTMENT OF LABOR TEMPORARY BONDING RULES UNDER THE EMPLOYEE RETIREMENT INCOME SECURITY ACT OF 1974 TEMPORARY BONDING RULES...

  15. 5 CFR 511.608 - Employee representatives.

    Code of Federal Regulations, 2010 CFR

    2010-01-01

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

  16. 48 CFR 22.1019 - Additional classes of service employees.

    Code of Federal Regulations, 2010 CFR

    2010-10-01

    ... regarding the agreement or disagreement of the employees' representative or the employees themselves... service employees. 22.1019 Section 22.1019 Federal Acquisition Regulations System FEDERAL ACQUISITION... of 1965, as Amended 22.1019 Additional classes of service employees. (a) If the contracting officer...

  17. 20 CFR 209.11 - Employee representatives' reports.

    Code of Federal Regulations, 2010 CFR

    2010-04-01

    ... 20 Employees' Benefits 1 2010-04-01 2010-04-01 false Employee representatives' reports. 209.11 Section 209.11 Employees' Benefits RAILROAD RETIREMENT BOARD REGULATIONS UNDER THE RAILROAD RETIREMENT ACT RAILROAD EMPLOYERS' REPORTS AND RESPONSIBILITIES § 209.11 Employee representatives' reports. An individual...

  18. 43 CFR 20.102 - Definitions.

    Code of Federal Regulations, 2010 CFR

    2010-10-01

    .... (4) Employee means a regular employee, a special Government employee, and a contract education employee in the Office of the Assistant Secretary—Indian Affairs or the Bureau of Indian Affairs, unless... Lands: Interior Office of the Secretary of the Interior EMPLOYEE RESPONSIBILITIES AND CONDUCT General...

  19. Access to Federal Employees Health Benefits (FEHB) for Employees of Certain Indian Tribal Employers. Final rule.

    PubMed

    2016-12-28

    This final rule makes Federal employee health insurance accessible to employees of certain Indian tribal entities. Section 409 of the Indian Health Care Improvement Act (codified at 25 U.S.C. 1647b) authorizes Indian tribes, tribal organizations, and urban Indian organizations that carry out certain programs to purchase coverage, rights, and benefits under the Federal Employees Health Benefits (FEHB) Program for their employees. Tribal employers and tribal employees will be responsible for the full cost of benefits, plus an administrative fee.

  20. Return-to-Work Strategies for Employees With Mental Health Conditions.

    PubMed

    Pomaki, Georgia

    2017-01-01

    There's no question that employers can no longer ignore mental health issues. Compassion and support for employees aside, it is simply good business to protect the mental health and productivity of employees. This article describes existing challenges surrounding employees with mental disorders: the link between mental disorders, disability and an employee's ability to return to work; best practices for employers, employees and health care providers; and the role of the insurance company. Together, using proven strategies, everyone contributes to the optimal solution of helping employees with mental disorders return to work.

  1. How policy on employee involvement in work reintegration can yield its opposite: employee experiences in a Canadian setting.

    PubMed

    Maiwald, Karin; Meershoek, Agnes; de Rijk, Angelique; Nijhuis, Frans

    2013-04-01

    Canada has a long tradition of involving employee representatives in developing work reintegration policies and expects this to positively affect employee involvement to improve work reintegration success. The purpose of this study was to examine employee involvement in reintegration in a Canadian province as experienced by employees. Fourteen semi-structured interviews were held with employees in a healthcare organization. The interview topic list was based on a review of local reintegration policy documents and literature. Interviews were transcribed verbatim and analysed using ethnographic methodology. Employees do not feel in control of their reintegration trajectory. In the phase of reporting sickness absence, they wrestle with a lack of understanding on how to report in sick. In the phase of reintegration planning and coordination, they hesitate to get involved in the organization of reintegration. In the phase of reintegration plan execution, employees encounter unfulfilled expectations on interventions. Employee involvement in the organization of reintegration makes them responsible for the development of reintegration trajectories. However, they consider themselves often incapable of completing this in practice. Moreover, employees experience that their contribution can boomerang on them. • It is not that employees are not able to think along or decide on their reintegration trajectory but rather they are expected to do so at times when they cannot oversee their illness and/or recovery trajectory. • Settings out reintegration procedures that are inflexible in practice do not recognize that employee involvement in work reintegration trajectories can develop over time. • The disability management professional has a central role in organizing and supporting employee involvement in work reintegration, however, the employees do not experience this is indeed happening.

  2. Change in Psychosocial Work Factors Predicts Follow-up Employee Strain: An Examination of Australian Employees.

    PubMed

    Jimmieson, Nerina L; Hobman, Elizabeth V; Tucker, Michelle K; Bordia, Prashant

    2016-10-01

    This research undertook a time-ordered investigation of Australian employees in regards to their experiences of change in psychosocial work factors across time (decreases, increases, or no change) in the prediction of psychological, physical, attitudinal, and behavioral employee strain. Six hundred and ten employees from 17 organizations participated in Time 1 and Time 2 psychosocial risk assessments (average time lag of 16.7 months). Multi-level regressions examined the extent to which change in exposure to six demands and four resources predicted employee strain at follow-up, after controlling for baseline employee strain. Increases in demands and decreases in resources exacerbated employee strain, but even constant moderate demands and resources resulted in poor employee outcomes, not just constant high or low exposure, respectively. These findings can help employers prioritize hazards, and guide tailored psychosocial organizational interventions.

  3. Creative benefits from well-connected leaders: leader social network ties as facilitators of employee radical creativity.

    PubMed

    Venkataramani, Vijaya; Richter, Andreas W; Clarke, Ronald

    2014-09-01

    Employee radical creativity critically depends on substantive informational resources from others across the wider organization. We propose that the social network ties of employees' immediate leaders assume a central role in garnering these resources, thereby fostering their employees' radical creativity both independent of and interactively with employees' own network ties. Drawing on data from 214 employees working in 30 teams of a public technology and environmental services organization, we find that team leaders' betweenness centrality in the idea network within their teams as well as among their peer leaders provides creative benefits beyond employees' own internal and external ties. Further, employees' and leaders' ties within and external to the team interactively predict employee radical creativity. Implications for theory and practice are discussed. PsycINFO Database Record (c) 2014 APA, all rights reserved.

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

  5. 29 CFR 2582.8478-1 - Temporary bonding requirements.

    Code of Federal Regulations, 2010 CFR

    2010-07-01

    ... administrator, officer and employee of any employee welfare benefit plan or of any employee pension benefit plan....8478-1 Labor Regulations Relating to Labor (Continued) EMPLOYEE BENEFITS SECURITY ADMINISTRATION, DEPARTMENT OF LABOR FIDUCIARY RESPONSIBILITY UNDER THE FEDERAL EMPLOYEES' RETIREMENT SYSTEM ACT OF 1986 RULES...

  6. 41 CFR 105-56.005 - Employee response.

    Code of Federal Regulations, 2010 CFR

    2010-07-01

    ... 41 Public Contracts and Property Management 3 2010-07-01 2010-07-01 false Employee response. 105... Administration 56-SALARY OFFSET FOR INDEBTEDNESS OF FEDERAL EMPLOYEES TO THE UNITED STATES Salary Offset of General Services Administration Employees § 105-56.005 Employee response. (a) Voluntary repayment...

  7. 20 CFR 404.1045 - Employee expenses.

    Code of Federal Regulations, 2010 CFR

    2010-04-01

    ... 20 Employees' Benefits 2 2010-04-01 2010-04-01 false Employee expenses. 404.1045 Section 404.1045 Employees' Benefits SOCIAL SECURITY ADMINISTRATION FEDERAL OLD-AGE, SURVIVORS AND DISABILITY INSURANCE (1950- ) Employment, Wages, Self-Employment, and Self-Employment Income Wages § 404.1045 Employee expenses. Amounts...

  8. 43 CFR 20.103 - Employee responsibilities.

    Code of Federal Regulations, 2010 CFR

    2010-10-01

    ... 43 Public Lands: Interior 1 2010-10-01 2010-10-01 false Employee responsibilities. 20.103 Section 20.103 Public Lands: Interior Office of the Secretary of the Interior EMPLOYEE RESPONSIBILITIES AND CONDUCT General Provisions § 20.103 Employee responsibilities. It is the responsibility of each employee...

  9. 20 CFR 404.1045 - Employee expenses.

    Code of Federal Regulations, 2011 CFR

    2011-04-01

    ... 20 Employees' Benefits 2 2011-04-01 2011-04-01 false Employee expenses. 404.1045 Section 404.1045 Employees' Benefits SOCIAL SECURITY ADMINISTRATION FEDERAL OLD-AGE, SURVIVORS AND DISABILITY INSURANCE (1950- ) Employment, Wages, Self-Employment, and Self-Employment Income Wages § 404.1045 Employee expenses. Amounts...

  10. 20 CFR 404.1045 - Employee expenses.

    Code of Federal Regulations, 2013 CFR

    2013-04-01

    ... 20 Employees' Benefits 2 2013-04-01 2013-04-01 false Employee expenses. 404.1045 Section 404.1045 Employees' Benefits SOCIAL SECURITY ADMINISTRATION FEDERAL OLD-AGE, SURVIVORS AND DISABILITY INSURANCE (1950- ) Employment, Wages, Self-Employment, and Self-Employment Income Wages § 404.1045 Employee expenses. Amounts...

  11. 20 CFR 404.1045 - Employee expenses.

    Code of Federal Regulations, 2012 CFR

    2012-04-01

    ... 20 Employees' Benefits 2 2012-04-01 2012-04-01 false Employee expenses. 404.1045 Section 404.1045 Employees' Benefits SOCIAL SECURITY ADMINISTRATION FEDERAL OLD-AGE, SURVIVORS AND DISABILITY INSURANCE (1950- ) Employment, Wages, Self-Employment, and Self-Employment Income Wages § 404.1045 Employee expenses. Amounts...

  12. 20 CFR 404.1045 - Employee expenses.

    Code of Federal Regulations, 2014 CFR

    2014-04-01

    ... 20 Employees' Benefits 2 2014-04-01 2014-04-01 false Employee expenses. 404.1045 Section 404.1045 Employees' Benefits SOCIAL SECURITY ADMINISTRATION FEDERAL OLD-AGE, SURVIVORS AND DISABILITY INSURANCE (1950- ) Employment, Wages, Self-Employment, and Self-Employment Income Wages § 404.1045 Employee expenses. Amounts...

  13. 20 CFR 229.45 - Employee benefit.

    Code of Federal Regulations, 2011 CFR

    2011-04-01

    ... 20 Employees' Benefits 1 2011-04-01 2011-04-01 false Employee benefit. 229.45 Section 229.45 Employees' Benefits RAILROAD RETIREMENT BOARD REGULATIONS UNDER THE RAILROAD RETIREMENT ACT SOCIAL SECURITY OVERALL MINIMUM GUARANTEE Computation of the Overall Minimum Rate § 229.45 Employee benefit. The original...

  14. 20 CFR 229.45 - Employee benefit.

    Code of Federal Regulations, 2010 CFR

    2010-04-01

    ... 20 Employees' Benefits 1 2010-04-01 2010-04-01 false Employee benefit. 229.45 Section 229.45 Employees' Benefits RAILROAD RETIREMENT BOARD REGULATIONS UNDER THE RAILROAD RETIREMENT ACT SOCIAL SECURITY OVERALL MINIMUM GUARANTEE Computation of the Overall Minimum Rate § 229.45 Employee benefit. The original...

  15. 20 CFR 229.45 - Employee benefit.

    Code of Federal Regulations, 2014 CFR

    2014-04-01

    ... 20 Employees' Benefits 1 2014-04-01 2012-04-01 true Employee benefit. 229.45 Section 229.45 Employees' Benefits RAILROAD RETIREMENT BOARD REGULATIONS UNDER THE RAILROAD RETIREMENT ACT SOCIAL SECURITY OVERALL MINIMUM GUARANTEE Computation of the Overall Minimum Rate § 229.45 Employee benefit. The original...

  16. 20 CFR 229.45 - Employee benefit.

    Code of Federal Regulations, 2013 CFR

    2013-04-01

    ... 20 Employees' Benefits 1 2013-04-01 2012-04-01 true Employee benefit. 229.45 Section 229.45 Employees' Benefits RAILROAD RETIREMENT BOARD REGULATIONS UNDER THE RAILROAD RETIREMENT ACT SOCIAL SECURITY OVERALL MINIMUM GUARANTEE Computation of the Overall Minimum Rate § 229.45 Employee benefit. The original...

  17. 20 CFR 229.45 - Employee benefit.

    Code of Federal Regulations, 2012 CFR

    2012-04-01

    ... 20 Employees' Benefits 1 2012-04-01 2012-04-01 false Employee benefit. 229.45 Section 229.45 Employees' Benefits RAILROAD RETIREMENT BOARD REGULATIONS UNDER THE RAILROAD RETIREMENT ACT SOCIAL SECURITY OVERALL MINIMUM GUARANTEE Computation of the Overall Minimum Rate § 229.45 Employee benefit. The original...

  18. 10 CFR 72.10 - Employee protection.

    Code of Federal Regulations, 2010 CFR

    2010-01-01

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

  19. 10 CFR 72.10 - Employee protection.

    Code of Federal Regulations, 2011 CFR

    2011-01-01

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

  20. 12 CFR 1229.1 - Definitions.

    Code of Federal Regulations, 2013 CFR

    2013-01-01

    ... equivalent employee; or (x) Chief Information Officer or an equivalent employee; or (3) Any other individual... operations, such as the Chief Operating Officer or an equivalent employee; (ii) Chief Financial Officer or an equivalent employee; (iii) Chief Administrative Officer or an equivalent employee; (iv) Chief Risk Officer or...

  1. 75 FR 2161 - Proposed Extension of Information Collection; Comment Request; Employee Benefit Plan Claims...

    Federal Register 2010, 2011, 2012, 2013, 2014

    2010-01-14

    ... DEPARTMENT OF LABOR Employee Benefits Security Administration Proposed Extension of Information Collection; Comment Request; Employee Benefit Plan Claims Procedures Under ERISA AGENCY: Employee Benefits... Employee Benefits Security Administration (EBSA) is soliciting comments on a proposed extension of the...

  2. 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.

  3. Employee engagement and job satisfaction in the information technology industry.

    PubMed

    Kamalanabhan, T J; Sai, L Prakash; Mayuri, Duggirala

    2009-12-01

    Employee engagement has been identified as being important to employee productivity and performance. Measures of employee engagement and job satisfaction in the context of information technology (IT) were developed to explore how employee engagement affects perceived job satisfaction. In a sample of IT professionals (N = 159), controlling for age, sex, job tenure, and marital status, employee engagement had a significant and positive correlation with job satisfaction.

  4. Sexual Harassment in Casinos: Effects on Employee Attitudes and Behaviors.

    PubMed

    Stedham, Yvonne; Mitchell, Merwin C.

    1998-01-01

    This study focuses on sexual harassment and job satisfaction, organizational commitment, and employee turnover among casino employees. It is the first study investigating sexual harassment in the gaming industry. Based on sex-role spillover theory it was expected that sexual harassment has less of an impact on casino employees than on employees in other industries. Six Reno, Nevada casinos participated in the study and 330 responses were generated from casino employees. The study results show that sexual harassment of and by casino employees is perceived to occur at about the same rate as in other industries. Sexually harassed employees were compared to employees who indicated that they had not been sexually harassed. Sexually harassed employees were less satisfied with their jobs and less committed to the organization. However, they were not more likely to quit their jobs. Sexually harassed employees tended to be younger, Caucasian, and in dealer positions. Hence, in addition to the well-publicized cost of sexual harassment lawsuits, the study shows that sexual harassment in casinos may well be the source of hidden costs important to human resources managers. A result of major interest was that employees who had been harassed held management responsible for not ensuring a work environment that is free of sexual harassment. Implications for casino management are discussed.

  5. Food suppliers' perceptions and practical implementation of food safety regulations in Taiwan.

    PubMed

    Ko, Wen-Hwa

    2015-12-01

    The relationships between the perceptions and practical implementation of food safety regulations by food suppliers in Taiwan were evaluated. A questionnaire survey was used to identify individuals who were full-time employees of the food supply industry with at least 3 months of experience. Dimensions of perceptions of food safety regulations were classified using the constructs of attitude of employees and corporate concern attitude for food safety regulation. The behavior dimension was classified into employee behavior and corporate practice. Food suppliers with training in food safety were significantly better than those without training with respect to the constructs of perception dimension of employee attitude, and the constructs of employee behavior and corporate practice associated with the behavior dimension. Older employees were superior in perception and practice. Employee attitude, employee behavior, and corporate practice were significantly correlated with each other. Satisfaction with governmental management was not significantly related to corporate practice. The corporate implementation of food safety regulations by suppliers was affected by employees' attitudes and behaviors. Furthermore, employees' attitudes and behaviors explain 35.3% of corporate practice. Employee behavior mediates employees' attitudes and corporate practices. The results of this study may serve as a reference for governmental supervision and provide training guidelines for workers in the food supply industry. Copyright © 2015. Published by Elsevier B.V.

  6. Do they see eye to eye? Management and employee perspectives of high-performance work systems and influence processes on service quality.

    PubMed

    Liao, Hui; Toya, Keiko; Lepak, David P; Hong, Ying

    2009-03-01

    Extant research on high-performance work systems (HPWSs) has primarily examined the effects of HPWSs on establishment or firm-level performance from a management perspective in manufacturing settings. The current study extends this literature by differentiating management and employee perspectives of HPWSs and examining how the two perspectives relate to employee individual performance in the service context. Data collected in three phases from multiple sources involving 292 managers, 830 employees, and 1,772 customers of 91 bank branches revealed significant differences between management and employee perspectives of HPWSs. There were also significant differences in employee perspectives of HPWSs among employees of different employment statuses and among employees of the same status. Further, employee perspective of HPWSs was positively related to individual general service performance through the mediation of employee human capital and perceived organizational support and was positively related to individual knowledge-intensive service performance through the mediation of employee human capital and psychological empowerment. At the same time, management perspective of HPWSs was related to employee human capital and both types of service performance. Finally, a branch's overall knowledge-intensive service performance was positively associated with customer overall satisfaction with the branch's service. (c) 2009 APA, all rights reserved.

  7. Getting the best return on the employee benefit dollar.

    PubMed

    Carey, R G; Drachman, D A

    1988-12-01

    The value of employee benefits depends largely on employees' perceptions of those benefits, rather than on any intrinsic value the benefits have. If employees do not value a benefit highly, the hospital is not getting its money's worth. Hospital management now faces the challenge of reallocating benefit dollars to best meet employees' perceived needs and have the maximum positive impact on employee morale, while holding the line on benefit costs. To meet this challenge, administrators must first determine which benefits employees value the most, with which benefits they are most satisfied, and whether an employee's job category makes a difference. Parkside Associates, Inc., the hospital survey corporation of the Lutheran General Health Care System, Park Ridge, IL, has developed a system for gathering hospital-specific benefit data as part of an employee attitude survey. Employees rate each of their benefits according to (1) the benefit's importance to them and (2) their level of satisfaction with the benefit. Based on the assessment of employees' perceptions of the value and quality of benefits they receive, management can plan one or more strategies for response. For example, hospitals can: 1. Reduce benefits a majority of employees identify as having little importance. 2. Restructure benefits identified as being very important, but which produce little satisfaction. 3. Offer flexible, or "cafeteria," benefit plans so individual employees can increase the level of the benefits they value most and decrease the level of other benefits. 4. Offer educational activities, such as an annual benefits statement, to heighten the employees' awareness of the value of the benefits they are receiving.

  8. 26 CFR 801.3 - Measuring employee performance.

    Code of Federal Regulations, 2011 CFR

    2011-04-01

    ... REVENUE PRACTICE BALANCED SYSTEM FOR MEASURING ORGANIZATIONAL AND EMPLOYEE PERFORMANCE WITHIN THE INTERNAL REVENUE SERVICE § 801.3 Measuring employee performance. (a) In general. All employees of the IRS will be... 26 Internal Revenue 20 2011-04-01 2011-04-01 false Measuring employee performance. 801.3 Section...

  9. 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…

  10. 7 CFR Exhibit A to Subpart Jj of... - Agreement Form

    Code of Federal Regulations, 2010 CFR

    2010-01-01

    ..., as required, the time worked by and work accomplishments of Agency employees. (e) Consult with the... conflicts of interest of Agency employees. (f) Reimburse Agency employees for proper and reasonable travel... with Administration travel regulations. (g) Consider Agency employees to be Federal employees for the...

  11. 29 CFR 780.522 - Nonprocessing employees.

    Code of Federal Regulations, 2010 CFR

    2010-07-01

    ... 29 Labor 3 2010-07-01 2010-07-01 false Nonprocessing employees. 780.522 Section 780.522 Labor... Agricultural Employees in Processing Shade-Grown Tobacco; Exemption From Minimum Wage and Overtime Pay Requirements Under Section 13(a)(14) Exempt Processing § 780.522 Nonprocessing employees. Only those employees...

  12. 29 CFR 1472.640 - Employee.

    Code of Federal Regulations, 2010 CFR

    2010-07-01

    ... 29 Labor 4 2010-07-01 2010-07-01 false Employee. 1472.640 Section 1472.640 Labor Regulations... DRUG-FREE WORKPLACE (FINANCIAL ASSISTANCE) Definitions § 1472.640 Employee. (a) Employee means the employee of a recipient directly engaged in the performance of work under the award, including— (1) All...

  13. 29 CFR 2200.38 - Employee contests.

    Code of Federal Regulations, 2010 CFR

    2010-07-01

    ... 29 Labor 9 2010-07-01 2010-07-01 false Employee contests. 2200.38 Section 2200.38 Labor... Pleadings and Motions § 2200.38 Employee contests. (a) Secretary's statement of reasons. Where an affected employee or authorized employee representative files a notice of contest with respect to the abatement...

  14. 31 CFR 0.107 - Employees.

    Code of Federal Regulations, 2010 CFR

    2010-07-01

    ... 31 Money and Finance: Treasury 1 2010-07-01 2010-07-01 false Employees. 0.107 Section 0.107 Money and Finance: Treasury Office of the Secretary of the Treasury DEPARTMENT OF THE TREASURY EMPLOYEE RULES OF CONDUCT General Provisions Responsibilities § 0.107 Employees. (a) Employees are required to...

  15. 36 CFR 1212.640 - Employee.

    Code of Federal Regulations, 2010 CFR

    2010-07-01

    ... 36 Parks, Forests, and Public Property 3 2010-07-01 2010-07-01 false Employee. 1212.640 Section... GOVERNMENTWIDE REQUIREMENTS FOR DRUG-FREE WORKPLACE (FINANCIAL ASSISTANCE) Definitions § 1212.640 Employee. (a) Employee means the employee of a recipient directly engaged in the performance of work under the award...

  16. 40 CFR 36.640 - Employee.

    Code of Federal Regulations, 2010 CFR

    2010-07-01

    ... 40 Protection of Environment 1 2010-07-01 2010-07-01 false Employee. 36.640 Section 36.640... REQUIREMENTS FOR DRUG-FREE WORKPLACE (FINANCIAL ASSISTANCE) Definitions § 36.640 Employee. (a) Employee means the employee of a recipient directly engaged in the performance of work under the award, including— (1...

  17. 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' helpers...

  18. Employee Perceptions of Vision and Leadership: Effects of Employee Orientation Training

    ERIC Educational Resources Information Center

    Schmidt, Steven W.; Akdere, Mesut

    2007-01-01

    This empirical study examines employee perceptions of organizational vision and leadership at three different time periods. New employees at a large manufacturing organization were surveyed regarding their perceptions of their organization's vision and leadership before they attended new employee orientation training, immediately after new…

  19. 38 CFR 48.640 - Employee.

    Code of Federal Regulations, 2010 CFR

    2010-07-01

    ... 38 Pensions, Bonuses, and Veterans' Relief 2 2010-07-01 2010-07-01 false Employee. 48.640 Section...) GOVERNMENTWIDE REQUIREMENTS FOR DRUG-FREE WORKPLACE (FINANCIAL ASSISTANCE) Definitions § 48.640 Employee. (a) Employee means the employee of a recipient directly engaged in the performance of work under the award...

  20. 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 of...

  1. 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 of...

  2. 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 of...

  3. 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 of...

  4. 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 of...

  5. 29 CFR 779.114 - Transportation employees.

    Code of Federal Regulations, 2012 CFR

    2012-07-01

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

  6. 29 CFR 779.114 - Transportation employees.

    Code of Federal Regulations, 2013 CFR

    2013-07-01

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

  7. 29 CFR 779.114 - Transportation employees.

    Code of Federal Regulations, 2014 CFR

    2014-07-01

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

  8. 29 CFR 779.114 - Transportation employees.

    Code of Federal Regulations, 2011 CFR

    2011-07-01

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

  9. 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…

  10. 10 CFR 60.9 - Employee protection.

    Code of Federal Regulations, 2011 CFR

    2011-01-01

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

  11. 10 CFR 63.9 - Employee protection.

    Code of Federal Regulations, 2011 CFR

    2011-01-01

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

  12. 10 CFR 30.7 - Employee protection.

    Code of Federal Regulations, 2010 CFR

    2010-01-01

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

  13. 10 CFR 61.9 - Employee protection.

    Code of Federal Regulations, 2010 CFR

    2010-01-01

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

  14. 10 CFR 50.7 - Employee protection.

    Code of Federal Regulations, 2011 CFR

    2011-01-01

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

  15. 10 CFR 30.7 - Employee protection.

    Code of Federal Regulations, 2011 CFR

    2011-01-01

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

  16. 10 CFR 52.5 - Employee protection.

    Code of Federal Regulations, 2011 CFR

    2011-01-01

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

  17. 10 CFR 70.7 - Employee protection.

    Code of Federal Regulations, 2010 CFR

    2010-01-01

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

  18. 10 CFR 52.5 - Employee protection.

    Code of Federal Regulations, 2010 CFR

    2010-01-01

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

  19. 10 CFR 63.9 - Employee protection.

    Code of Federal Regulations, 2010 CFR

    2010-01-01

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

  20. 10 CFR 61.9 - Employee protection.

    Code of Federal Regulations, 2011 CFR

    2011-01-01

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

  1. 10 CFR 70.7 - Employee protection.

    Code of Federal Regulations, 2011 CFR

    2011-01-01

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

  2. 10 CFR 50.7 - Employee protection.

    Code of Federal Regulations, 2010 CFR

    2010-01-01

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

  3. 5 CFR 752.606 - Agency records.

    Code of Federal Regulations, 2010 CFR

    2010-01-01

    ... title 38, United States Code; and (6) An employee of the Government Printing Office. (c) Exclusions... title 38, United States Code; and (9) An employee of the Government Printing Office. (d) Employees... employee of the Central Intelligence Agency or the Government Accountability Office; (8) An employee of the...

  4. 45 CFR 73a.735-502 - Employees in regulatory activities.

    Code of Federal Regulations, 2014 CFR

    2014-10-01

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

  5. 45 CFR 73a.735-502 - Employees in regulatory activities.

    Code of Federal Regulations, 2010 CFR

    2010-10-01

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

  6. 45 CFR 73a.735-502 - Employees in regulatory activities.

    Code of Federal Regulations, 2012 CFR

    2012-10-01

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

  7. 45 CFR 73a.735-502 - Employees in regulatory activities.

    Code of Federal Regulations, 2011 CFR

    2011-10-01

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

  8. 45 CFR 73a.735-502 - Employees in regulatory activities.

    Code of Federal Regulations, 2013 CFR

    2013-10-01

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

  9. 34 CFR 84.640 - Employee.

    Code of Federal Regulations, 2010 CFR

    2010-07-01

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

  10. 28 CFR 97.12 - Employee training.

    Code of Federal Regulations, 2011 CFR

    2011-07-01

    ... 28 Judicial Administration 2 2011-07-01 2011-07-01 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 prisoners...

  11. 29 CFR 1910.1020 - Access to employee exposure and medical records.

    Code of Federal Regulations, 2013 CFR

    2013-07-01

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

  12. 29 CFR 1910.1020 - Access to employee exposure and medical records.

    Code of Federal Regulations, 2014 CFR

    2014-07-01

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

  13. 5 CFR 843.309 - Basic employee death benefit.

    Code of Federal Regulations, 2010 CFR

    2010-01-01

    ... 5 Administrative Personnel 2 2010-01-01 2010-01-01 false Basic employee death benefit. 843.309... REGULATIONS (CONTINUED) FEDERAL EMPLOYEES RETIREMENT SYSTEM-DEATH BENEFITS AND EMPLOYEE REFUNDS Current and Former Spouse Benefits § 843.309 Basic employee death benefit. (a) Except as provided in § 843.312, if an...

  14. 29 CFR 2510.3-2 - Employee pension benefit plan.

    Code of Federal Regulations, 2013 CFR

    2013-07-01

    ..., or the annuity contractors who may approach employees, to a number and selection which is designed to... the funding media or products available to employees, or the annuity contractors who could approach... employees affected, (B) The number of contractors who have indicated interest in approaching employees, (C...

  15. 29 CFR 2510.3-2 - Employee pension benefit plan.

    Code of Federal Regulations, 2011 CFR

    2011-07-01

    ..., or the annuity contractors who may approach employees, to a number and selection which is designed to... the funding media or products available to employees, or the annuity contractors who could approach... employees affected, (B) The number of contractors who have indicated interest in approaching employees, (C...

  16. 29 CFR 2510.3-2 - Employee pension benefit plan.

    Code of Federal Regulations, 2012 CFR

    2012-07-01

    ..., or the annuity contractors who may approach employees, to a number and selection which is designed to... the funding media or products available to employees, or the annuity contractors who could approach... employees affected, (B) The number of contractors who have indicated interest in approaching employees, (C...

  17. 29 CFR 2510.3-2 - Employee pension benefit plan.

    Code of Federal Regulations, 2014 CFR

    2014-07-01

    ..., or the annuity contractors who may approach employees, to a number and selection which is designed to... the funding media or products available to employees, or the annuity contractors who could approach... employees affected, (B) The number of contractors who have indicated interest in approaching employees, (C...

  18. 29 CFR 2510.3-2 - Employee pension benefit plan.

    Code of Federal Regulations, 2010 CFR

    2010-07-01

    ..., or the annuity contractors who may approach employees, to a number and selection which is designed to... the funding media or products available to employees, or the annuity contractors who could approach... employees affected, (B) The number of contractors who have indicated interest in approaching employees, (C...

  19. 29 CFR 541.500 - General rule for outside sales employees.

    Code of Federal Regulations, 2010 CFR

    2010-07-01

    ... 29 Labor 3 2010-07-01 2010-07-01 false General rule for outside sales employees. 541.500 Section... REGULATIONS DEFINING AND DELIMITING THE EXEMPTIONS FOR EXECUTIVE, ADMINISTRATIVE, PROFESSIONAL, COMPUTER AND OUTSIDE SALES EMPLOYEES Outside Sales Employees § 541.500 General rule for outside sales employees. (a...

  20. 41 CFR 128-1.5006-3 - Department employees.

    Code of Federal Regulations, 2010 CFR

    2010-07-01

    ... 41 Public Contracts and Property Management 3 2010-07-01 2010-07-01 false Department employees... Personal Property Management § 128-1.5006-3 Department employees. Each employee of the Department who has... employee of the Department is obligated to properly care for, handle, use, and protect Government property...

  1. 20 CFR 10.526 - Must the employee report volunteer activities?

    Code of Federal Regulations, 2011 CFR

    2011-04-01

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

  2. 20 CFR 10.526 - Must the employee report volunteer activities?

    Code of Federal Regulations, 2014 CFR

    2014-04-01

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

  3. 20 CFR 10.526 - Must the employee report volunteer activities?

    Code of Federal Regulations, 2010 CFR

    2010-04-01

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

  4. 20 CFR 10.526 - Must the employee report volunteer activities?

    Code of Federal Regulations, 2013 CFR

    2013-04-01

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

  5. 20 CFR 10.526 - Must the employee report volunteer activities?

    Code of Federal Regulations, 2012 CFR

    2012-04-01

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

  6. 32 CFR 26.640 - Employee.

    Code of Federal Regulations, 2010 CFR

    2010-07-01

    ... 32 National Defense 1 2010-07-01 2010-07-01 false Employee. 26.640 Section 26.640 National Defense... REQUIREMENTS FOR DRUG-FREE WORKPLACE (FINANCIAL ASSISTANCE) Definitions § 26.640 Employee. (a) Employee means the employee of a recipient directly engaged in the performance of work under the award, including— (1...

  7. 17 CFR 204.34 - Employee response.

    Code of Federal Regulations, 2010 CFR

    2010-04-01

    ... 17 Commodity and Securities Exchanges 2 2010-04-01 2010-04-01 false Employee response. 204.34... DEBT COLLECTION Salary Offset § 204.34 Employee response. (a) Introduction. An employee must respond to... ways discussed in § 204.34, Employee response, and § 204.35, Petition for pre-offset hearing. Where...

  8. 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... GOVERNMENTWIDE REQUIREMENTS FOR DRUG-FREE WORKPLACE (GRANTS) Definitions § 21.640 Employee. (a) Employee means the employee of a recipient directly engaged in the performance of work under the award, including— (1...

  9. 41 CFR 105-74.640 - Employee.

    Code of Federal Regulations, 2010 CFR

    2010-07-01

    ... 41 Public Contracts and Property Management 3 2010-07-01 2010-07-01 false Employee. 105-74.640...-GOVERNMENTWIDE REQUIREMENTS FOR DRUG-FREE WORKPLACE (FINANCIAL ASSISTANCE) Definitions § 105-74.640 Employee. (a) Employee means the employee of a recipient directly engaged in the performance of work under the award...

  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 prisoners...

  11. 29 CFR 516.28 - Tipped employees.

    Code of Federal Regulations, 2010 CFR

    2010-07-01

    ... 29 Labor 3 2010-07-01 2010-07-01 false Tipped employees. 516.28 Section 516.28 Labor Regulations... EMPLOYERS Records Pertaining to Employees Subject to Miscellaneous Exemptions Under the Act; Other Special Requirements § 516.28 Tipped employees. (a) With respect to each tipped employee whose wages are determined...

  12. Two Profiles of the Dutch High Performing Employee

    ERIC Educational Resources Information Center

    de Waal, A. A.; Oudshoorn, Michella

    2015-01-01

    Purpose: The purpose of this study is to explore the profile of an ideal employee, to be more precise the behavioral characteristics of the Dutch high-performing employee (HPE). Organizational performance depends for a large part on the commitment of employees. Employees provide their knowledge, skills, experiences and creativity to the…

  13. 28 CFR 0.29d - Whistleblower protection for FBI employees.

    Code of Federal Regulations, 2011 CFR

    2011-07-01

    ... 28 Judicial Administration 1 2011-07-01 2011-07-01 false Whistleblower protection for FBI... OF JUSTICE 4-Office of the Inspector General § 0.29d Whistleblower protection for FBI employees. (a) Protected disclosures by FBI employees. Disclosures of information by an FBI employee that the employee...

  14. 28 CFR 0.29d - Whistleblower protection for FBI employees.

    Code of Federal Regulations, 2013 CFR

    2013-07-01

    ... 28 Judicial Administration 1 2013-07-01 2013-07-01 false Whistleblower protection for FBI... OF JUSTICE 4-Office of the Inspector General § 0.29d Whistleblower protection for FBI employees. (a) Protected disclosures by FBI employees. Disclosures of information by an FBI employee that the employee...

  15. 28 CFR 0.29d - Whistleblower protection for FBI employees.

    Code of Federal Regulations, 2012 CFR

    2012-07-01

    ... 28 Judicial Administration 1 2012-07-01 2012-07-01 false Whistleblower protection for FBI... OF JUSTICE 4-Office of the Inspector General § 0.29d Whistleblower protection for FBI employees. (a) Protected disclosures by FBI employees. Disclosures of information by an FBI employee that the employee...

  16. 28 CFR 0.29d - Whistleblower protection for FBI employees.

    Code of Federal Regulations, 2014 CFR

    2014-07-01

    ... 28 Judicial Administration 1 2014-07-01 2014-07-01 false Whistleblower protection for FBI... OF JUSTICE 4-Office of the Inspector General § 0.29d Whistleblower protection for FBI employees. (a) Protected disclosures by FBI employees. Disclosures of information by an FBI employee that the employee...

  17. 5 CFR 843.309 - Basic employee death benefit.

    Code of Federal Regulations, 2014 CFR

    2014-01-01

    ... 5 Administrative Personnel 2 2014-01-01 2014-01-01 false Basic employee death benefit. 843.309... REGULATIONS (CONTINUED) FEDERAL EMPLOYEES RETIREMENT SYSTEM-DEATH BENEFITS AND EMPLOYEE REFUNDS Current and Former Spouse Benefits § 843.309 Basic employee death benefit. (a) Except as provided in § 843.312, if an...

  18. 5 CFR 843.309 - Basic employee death benefit.

    Code of Federal Regulations, 2013 CFR

    2013-01-01

    ... 5 Administrative Personnel 2 2013-01-01 2013-01-01 false Basic employee death benefit. 843.309... REGULATIONS (CONTINUED) FEDERAL EMPLOYEES RETIREMENT SYSTEM-DEATH BENEFITS AND EMPLOYEE REFUNDS Current and Former Spouse Benefits § 843.309 Basic employee death benefit. (a) Except as provided in § 843.312, if an...

  19. 5 CFR 843.309 - Basic employee death benefit.

    Code of Federal Regulations, 2011 CFR

    2011-01-01

    ... 5 Administrative Personnel 2 2011-01-01 2011-01-01 false Basic employee death benefit. 843.309... REGULATIONS (CONTINUED) FEDERAL EMPLOYEES RETIREMENT SYSTEM-DEATH BENEFITS AND EMPLOYEE REFUNDS Current and Former Spouse Benefits § 843.309 Basic employee death benefit. (a) Except as provided in § 843.312, if an...

  20. 5 CFR 843.309 - Basic employee death benefit.

    Code of Federal Regulations, 2012 CFR

    2012-01-01

    ... 5 Administrative Personnel 2 2012-01-01 2012-01-01 false Basic employee death benefit. 843.309... REGULATIONS (CONTINUED) FEDERAL EMPLOYEES RETIREMENT SYSTEM-DEATH BENEFITS AND EMPLOYEE REFUNDS Current and Former Spouse Benefits § 843.309 Basic employee death benefit. (a) Except as provided in § 843.312, if an...

  1. 20 CFR 226.12 - Employee vested dual benefit.

    Code of Federal Regulations, 2011 CFR

    2011-04-01

    ... 20 Employees' Benefits 1 2011-04-01 2011-04-01 false Employee vested dual benefit. 226.12 Section 226.12 Employees' Benefits RAILROAD RETIREMENT BOARD REGULATIONS UNDER THE RAILROAD RETIREMENT ACT... vested dual benefit. (a) General. An employee vested dual benefit is payable, in addition to tiers I and...

  2. 20 CFR 226.12 - Employee vested dual benefit.

    Code of Federal Regulations, 2013 CFR

    2013-04-01

    ... 20 Employees' Benefits 1 2013-04-01 2012-04-01 true Employee vested dual benefit. 226.12 Section 226.12 Employees' Benefits RAILROAD RETIREMENT BOARD REGULATIONS UNDER THE RAILROAD RETIREMENT ACT... vested dual benefit. (a) General. An employee vested dual benefit is payable, in addition to tiers I and...

  3. 29 CFR 70.54 - Employee Benefits Security Administration.

    Code of Federal Regulations, 2014 CFR

    2014-07-01

    ... 29 Labor 1 2014-07-01 2013-07-01 true Employee Benefits Security Administration. 70.54 Section 70... Records and Filings § 70.54 Employee Benefits Security Administration. (a) The annual financial reports (Form 5500) and attachments/schedules as filed by employee benefit plans under the Employee Retirement...

  4. 20 CFR 226.12 - Employee vested dual benefit.

    Code of Federal Regulations, 2012 CFR

    2012-04-01

    ... 20 Employees' Benefits 1 2012-04-01 2012-04-01 false Employee vested dual benefit. 226.12 Section 226.12 Employees' Benefits RAILROAD RETIREMENT BOARD REGULATIONS UNDER THE RAILROAD RETIREMENT ACT... vested dual benefit. (a) General. An employee vested dual benefit is payable, in addition to tiers I and...

  5. Gender Stereotypes, Occupational Roles, and Beliefs about Part-Time Employees.

    ERIC Educational Resources Information Center

    Eagly, Alice H.; Steffen, Valerie J.

    1986-01-01

    Compared subjects' beliefs about the communion and agency of part-time employees, homemakers, full-time employees and persons without occupational description. Part-time male and female employees were believed less agentic than full-time employees, and less communal than homemakers or men without an occupational description. Part-time employment…

  6. Job Stressors, Organizational Innovation Climate, and Employees' Innovative Behavior

    ERIC Educational Resources Information Center

    Ren, Feifei; Zhang, Jinghuan

    2015-01-01

    This study attempted to examine the influence of job stressors and organizational innovation climate on employees' innovative behavior. Data were obtained from 282 employees in 4 cities of China. Results indicated that the nature of stressors matters in predicting employees' idea generation. Specifically, stressors that employees tend to appraise…

  7. I Want to Work "There!"

    ERIC Educational Resources Information Center

    Freifeld, Lorri

    2012-01-01

    "TGIM" (Thank God, It's Monday) is phrase rarely heard from employees. But most organizations wish it were. Research continues to show that engaged employees are productive employees. And productive employees mean a bigger bottom line. The top three factors critical to employee engagement relate to recognition, career development, and the direct…

  8. 29 CFR 825.213 - Employer recovery of benefit costs.

    Code of Federal Regulations, 2010 CFR

    2010-07-01

    ..., recurrence, or onset of either a serious health condition of the employee or employee's family member, or a... THE FAMILY AND MEDICAL LEAVE ACT OF 1993 Employee Leave Entitlements Under the Family and Medical... continuation, recurrence, or onset of either a serious health condition of the employee or the employee's...

  9. 26 CFR 54.4980B-8 - Paying for COBRA continuation coverage.

    Code of Federal Regulations, 2010 CFR

    2010-04-01

    ... employee's family are covered under the plan. The employee experiences a qualifying event that is the termination of the employee's employment. The employee's family qualifies for the disability extension because... with respect to the employee's family for the first 18 months of COBRA continuation coverage, and the...

  10. Employee Assistance Programs: Effective Tools for Counseling Employees.

    ERIC Educational Resources Information Center

    Kraft, Ed

    1991-01-01

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

  11. 20 CFR 255.4 - Persons from whom overpayments may be recovered.

    Code of Federal Regulations, 2010 CFR

    2010-04-01

    ... disability annuity returns to work without notifying the Board. The Board discovers that the employee is... the employee's record of compensation. W, the employee's second wife, is receiving a widow's annuity on the employee's record of compensation. C lives with his mother, the employee's first wife. C...

  12. 5 CFR 293.504 - Composition of, and access to, the Employee Medical File System.

    Code of Federal Regulations, 2013 CFR

    2013-01-01

    ... Employee Medical File System. 293.504 Section 293.504 Administrative Personnel OFFICE OF PERSONNEL MANAGEMENT CIVIL SERVICE REGULATIONS PERSONNEL RECORDS Employee Medical File System Records § 293.504 Composition of, and access to, the Employee Medical File System. (a) All employee occupational medical records...

  13. 5 CFR 293.504 - Composition of, and access to, the Employee Medical File System.

    Code of Federal Regulations, 2014 CFR

    2014-01-01

    ... Employee Medical File System. 293.504 Section 293.504 Administrative Personnel OFFICE OF PERSONNEL MANAGEMENT CIVIL SERVICE REGULATIONS PERSONNEL RECORDS Employee Medical File System Records § 293.504 Composition of, and access to, the Employee Medical File System. (a) All employee occupational medical records...

  14. 5 CFR 293.504 - Composition of, and access to, the Employee Medical File System.

    Code of Federal Regulations, 2010 CFR

    2010-01-01

    ... Employee Medical File System. 293.504 Section 293.504 Administrative Personnel OFFICE OF PERSONNEL MANAGEMENT CIVIL SERVICE REGULATIONS PERSONNEL RECORDS Employee Medical File System Records § 293.504 Composition of, and access to, the Employee Medical File System. (a) All employee occupational medical records...

  15. 5 CFR 293.504 - Composition of, and access to, the Employee Medical File System.

    Code of Federal Regulations, 2012 CFR

    2012-01-01

    ... Employee Medical File System. 293.504 Section 293.504 Administrative Personnel OFFICE OF PERSONNEL MANAGEMENT CIVIL SERVICE REGULATIONS PERSONNEL RECORDS Employee Medical File System Records § 293.504 Composition of, and access to, the Employee Medical File System. (a) All employee occupational medical records...

  16. 5 CFR 293.504 - Composition of, and access to, the Employee Medical File System.

    Code of Federal Regulations, 2011 CFR

    2011-01-01

    ... Employee Medical File System. 293.504 Section 293.504 Administrative Personnel OFFICE OF PERSONNEL MANAGEMENT CIVIL SERVICE REGULATIONS PERSONNEL RECORDS Employee Medical File System Records § 293.504 Composition of, and access to, the Employee Medical File System. (a) All employee occupational medical records...

  17. 29 CFR 779.413 - Methods of compensation of retail store employees.

    Code of Federal Regulations, 2014 CFR

    2014-07-01

    ... 29 Labor 3 2014-07-01 2014-07-01 false Methods of compensation of retail store employees. 779.413... Retail or Service Establishments Employees Compensated Principally by Commissions § 779.413 Methods of compensation of retail store employees. (a) Retail or service establishment employees are generally compensated...

  18. 29 CFR 779.413 - Methods of compensation of retail store employees.

    Code of Federal Regulations, 2013 CFR

    2013-07-01

    ... 29 Labor 3 2013-07-01 2013-07-01 false Methods of compensation of retail store employees. 779.413... Retail or Service Establishments Employees Compensated Principally by Commissions § 779.413 Methods of compensation of retail store employees. (a) Retail or service establishment employees are generally compensated...

  19. 29 CFR 779.413 - Methods of compensation of retail store employees.

    Code of Federal Regulations, 2012 CFR

    2012-07-01

    ... 29 Labor 3 2012-07-01 2012-07-01 false Methods of compensation of retail store employees. 779.413... Retail or Service Establishments Employees Compensated Principally by Commissions § 779.413 Methods of compensation of retail store employees. (a) Retail or service establishment employees are generally compensated...

  20. 29 CFR 779.413 - Methods of compensation of retail store employees.

    Code of Federal Regulations, 2011 CFR

    2011-07-01

    ... 29 Labor 3 2011-07-01 2011-07-01 false Methods of compensation of retail store employees. 779.413... Retail or Service Establishments Employees Compensated Principally by Commissions § 779.413 Methods of compensation of retail store employees. (a) Retail or service establishment employees are generally compensated...

  1. 30 CFR 75.1713-3 - First-Aid training; supervisory employees.

    Code of Federal Regulations, 2010 CFR

    2010-07-01

    ... 30 Mineral Resources 1 2010-07-01 2010-07-01 false First-Aid training; supervisory employees. 75... First-Aid training; supervisory employees. The mine operator shall conduct first-aid training courses... employee and date on which the employee satisfactorily completed the first-aid training course. The...

  2. 20 CFR 501.9 - Representation; appearances and fees.

    Code of Federal Regulations, 2010 CFR

    2010-04-01

    ... 20 Employees' Benefits 3 2010-04-01 2010-04-01 false Representation; appearances and fees. 501.9 Section 501.9 Employees' Benefits EMPLOYEES' COMPENSATION APPEALS BOARD, DEPARTMENT OF LABOR RULES OF... Representative of an employee organization. (3) Former members of the Board and other employees of the Department...

  3. 29 CFR 70.54 - Employee Benefits Security Administration.

    Code of Federal Regulations, 2010 CFR

    2010-07-01

    ... 29 Labor 1 2010-07-01 2010-07-01 true Employee Benefits Security Administration. 70.54 Section 70... Records and Filings § 70.54 Employee Benefits Security Administration. (a) The annual financial reports (Form 5500) and attachments/schedules as filed by employee benefit plans under the Employee Retirement...

  4. 20 CFR 404.1068 - Employees who are considered self-employed.

    Code of Federal Regulations, 2010 CFR

    2010-04-01

    ... 20 Employees' Benefits 2 2010-04-01 2010-04-01 false Employees who are considered self-employed. 404.1068 Section 404.1068 Employees' Benefits SOCIAL SECURITY ADMINISTRATION FEDERAL OLD-AGE... generally exclude services performed by employees from the definition of trade or business, certain types of...

  5. 45 CFR 7.0 - Who are employees.

    Code of Federal Regulations, 2010 CFR

    2010-10-01

    .... As used in this part, the term Government employee means any officer or employee, civilian or military, except such part-time employees or part-time consultants as may be excluded therefrom by a... inequitable, given the reasons therefor. A person shall not be considered to be a part-time employee or part...

  6. Employee satisfaction and theft: testing climate perceptions as a mediator.

    PubMed

    Kulas, John T; McInnerney, Joanne E; DeMuth, Rachel Frautschy; Jadwinski, Victoria

    2007-07-01

    Employee theft of both property and time is an expensive and pervasive problem for American organizations. One antecedent of theft behaviors is employee dissatisfaction, but not all dissatisfied employees engage in withdrawal or theft behaviors. The authors tested a model of theft behavior by using an organization's climate for theft as an explanatory mechanism. They found that dissatisfaction influenced employee theft behaviors through the intermediary influence of employees' individual perceptions of the organization's climate for theft. The authors encourage organizations to pay attention to such climate elements and take action to alter employee perceptions if they reflect permissive attitudes toward theft.

  7. Employee Communication at the NASA Langley Research Center. M.S. Thesis - Coll. of William and Mary

    NASA Technical Reports Server (NTRS)

    Bendura, R. J.

    1972-01-01

    The means of employee communication at the NASA Langley Research Center are reported, and their effectiveness evaluated. The history, purpose, and structure of the organization as well as the employee educational background and salary status are discussed. Some of the approaches used by Langley Research Center management in communicating with their men are addressed and compared with recommendations of experts in employee communication. The results of personal interviews involving both employee and management assessment of management-employee communication are presented and evaluated. Employees need a great deal more recommunication from management providing rationale behind the cancellation of existing projects or the disapproval of proposed research projects. Also NASA management needs to establish a policy and guidelines for the rapid and simultaneous dissemination of all non-restricted information to employees during organizational activities having potential adverse effects on large numbers of personnel. Finally some improvements should be made in employee orientation procedures.

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

    PubMed

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

    2006-04-01

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

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

    PubMed

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

    2014-11-01

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

  10. Improve employee engagement to retain your workforce.

    PubMed

    Tullar, Jessica M; Amick, Benjamin C; Brewer, Shelley; Diamond, Pamela M; Kelder, Steven H; Mikhail, Osama

    2016-01-01

    Turnover hurts patient care quality and is expensive to hospitals. Improved employee engagement could encourage employees to stay at their organization. The aim of the study was to test whether participants in an employee engagement program were less likely than nonparticipants to leave their job. Health care workers (primarily patient care technicians and assistants, n = 216) were recruited to participate in an engagement program that helps employees find meaning and connection in their work. Using human resources data, we created a longitudinal study to compare participating versus nonparticipating employees in the same job titles on retention time (i.e., termination risk). Participants were less likely to leave the hospital compared to nonparticipating employees (hazard ratio = 0.22, 95% CI [0.11, 0.84]). This finding remained significant after adjusting for covariates (hazard ratio = 0.37, 95% CI [0.17, 0.57]). Improving employee engagement resulted in employees staying longer at the hospital.

  11. Attending work while sick: implication of flexible sick leave policies.

    PubMed

    Rousculp, Matthew D; Johnston, Stephen S; Palmer, Liisa A; Chu, Bong-Chul; Mahadevia, Parthiv J; Nichol, Kristin L

    2010-10-01

    To examine the impact of various flexible sick leave policies (FSLPs) on workplace attendance of employees with self-reported "severe" influenza-like-illness (ILI) symptoms. This is a prospective study of employees from three US employers, which involved collection of information on employees' access to FSLPs and monthly experience with ILI and workplace attendance from November 2007 to April 2008. Multivariate analyses were used to estimate the impact of FSLPs on employees' workplace attendance while they were experiencing severe ILI symptoms. Among 793 employees with ILI, the average duration of severe ILI symptoms was 3.0 days. Most employees (71.9%) attended work with severe ILI symptoms, for an average of 1.3 days. Employees who could telework had a 29.7% lower rate of attending work with severe ILI symptoms (P = 0.026). Employers that implement teleworking policies may be able to reduce employee-to-employee transmission of respiratory illness, including seasonal and pandemic influenza.

  12. Communicating with the workforce during emergencies: developing an employee text messaging program in a local public health setting.

    PubMed

    Karasz, Hilary N; Bogan, Sharon; Bosslet, Lindsay

    2014-01-01

    Short message service (SMS) text messaging can be useful for communicating information to public health employees and improving workforce situational awareness during emergencies. We sought to understand how the 1,500 employees at Public Health--Seattle & King County, Washington, perceived barriers to and benefits of participation in a voluntary, employer-based SMS program. Based on employee feedback, we developed the system, marketed it, and invited employees to opt in. The system was tested during an ice storm in January 2012. Employee concerns about opting into an SMS program included possible work encroachment during non-work time and receiving excessive irrelevant messages. Employees who received messages during the weather event reported high levels of satisfaction and perceived utility from the program. We conclude that text messaging is a feasible form of communication with employees during emergencies. Care should be taken to design and deploy a program that maximizes employee satisfaction.

  13. Employee conscientiousness, agreeableness, and supervisor justice rule compliance: A three-study investigation.

    PubMed

    Huang, Jason L; Cropanzano, Russell; Li, Andrew; Shao, Ping; Zhang, Xin-An; Li, Yuhui

    2017-11-01

    Researchers have paid limited attention to what makes organizational authority figures decide to treat their employees either justly or unjustly. Drawing from the actor-focused model of justice, as well as the stereotype content model, we argue that employee conscientiousness and agreeableness can impact the extent to which supervisors adhere to normative rules for distributive, procedural, informational, and interpersonal justice, as a result of supervisors' evaluations of their employees' effort and their liking of the employees. Supervisory compliance with justice rules may, in turn, impact the extent to which employees judge themselves to be treated either justly or unjustly. We tested these possibilities in 3 studies. In Study 1, we utilized a meta-analysis to demonstrate positive relationships between employees' conscientiousness, agreeableness, and their justice perceptions. In Study 2, we conducted 3 experiments to test the causal relationship between employee personality and supervisor intentions to comply with justice rules. In Study 3, we conducted an employee-supervisor dyadic field survey to examine the entire mediation model. Results are discussed in terms of the potential roles that both employees and supervisors may play in shaping employees' justice perceptions. (PsycINFO Database Record (c) 2017 APA, all rights reserved).

  14. An alter-centric perspective on employee innovation: The importance of alters' creative self-efficacy and network structure.

    PubMed

    Grosser, Travis J; Venkataramani, Vijaya; Labianca, Giuseppe Joe

    2017-09-01

    While most social network studies of employee innovation behavior examine the focal employees' ("egos'") network structure, we employ an alter-centric perspective to study the personal characteristics of employees' network contacts-their "alters"-to better understand employee innovation. Specifically, we examine how the creative self-efficacy (CSE) and innovation behavior of employees' social network contacts affects their ability to generate and implement novel ideas. Hypotheses were tested using a sample of 144 employees in a U.S.-based product development organization. We find that the average CSE of alters in an employee's problem solving network is positively related to that employee's innovation behavior, with this relationship being mediated by these alters' average innovation behavior. The relationship between the alters' average innovation behavior and the employee's own innovation behavior is strengthened when these alters have less dense social networks. Post hoc results suggest that having network contacts with high levels of CSE also leads to an increase in ego's personal CSE 1 year later in cases where the employee's initial level of CSE was relatively low. Implications for theory and practice are discussed. (PsycINFO Database Record (c) 2017 APA, all rights reserved).

  15. Workaholic and work engaged employees: dead ringers or worlds apart?

    PubMed

    van Beek, Ilona; Taris, Toon W; Schaufeli, Wilmar B

    2011-10-01

    Building on Deci and Ryan's Self-Determination Theory and Meijman and Mulder's Effort-Recovery Model, the present study examined the nature, antecedents, and consequences of working hard (i.e., workaholism and work engagement) in a Dutch convenience sample of 1,246 employees. A confirmatory factor analysis showed that workaholism and work engagement were two largely independent concepts. Crossing these two concepts yielded four types of workers: workaholic employees, engaged employees, engaged workaholics, and nonworkaholic/nonengaged employees. MANOVA and subsequent ANOVAs were used to compare these four groups regarding their motivation, working hours, and levels of burnout. As expected, study results revealed that workaholic employees were driven by controlled motivation, whereas engaged employees were driven by autonomous motivation. Engaged workaholics were driven by both controlled and autonomous motivation. In addition, the results revealed that engaged workaholics spent most time on working. Unlike workaholic employees, engaged workaholics did not experience the highest levels of burnout, suggesting that high engagement may buffer the adverse consequences of workaholism. The present study emphasizes the importance of differentiating among at least three categories of employees who work hard: workaholic employees, engaged employees, and-for the first time-engaged workaholics. (PsycINFO Database Record (c) 2011 APA, all rights reserved).

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

    PubMed

    Brännmark, Mikael; Holden, Richard J

    2013-01-01

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

  17. DRB Redirect Page

    Science.gov Websites

    Navigation Menu Employee Retiree Open Enrollment Home Instructions What's My Plan? Select Benefits Supplemental Benefits FAQs Forms Employee Retiree Publications Employee Retiree FAQs Employee Retiree Open

  18. The effect of part-time sick leave for employees with mental disorders.

    PubMed

    Høgelund, Jan; Holm, Anders; Eplov, Lene Falgaard

    2012-12-01

    Part-time sick leave (PTSL) allows employees on full-time sick leave (FTSL) to resume work at reduced hours. When the partly absent employee's health improves, working hours are increased until the employee is able to work regular hours. Studies have found that PTSL is an effective instrument for reducing sick leave durations for employees with musculoskeletal disorders and for employees on sick leave in general. This is the first published article to document how PTSL affects sick leave durations for employees with mental disorders. The aim is to estimate the effect of PTSL on the duration until returning to regular working hours for employees with mental disorders. We compare this effect to that of PTSL for employees with non-mental disorders ('other disorders'). We use combined survey and register data about 226 employees on long-term sick leave with mental disorders and 638 employees with other disorders. These data contain information about type of disorder, PTSL and FTSL (full-time sick leave) durations, and various background characteristics. We use a mixed proportional hazard regression model that allows us to control for unobserved differences between employees on PTSL and those on FTSL. Our analyses show that PTSL has no effect on the duration until returning to regular working hours for employees with mental disorders. Furthermore, looking at specific disorders such as depression and stress-related conditions, we find no significant effects of PTSL. In contrast, in line with previous research, we find that PTSL significantly reduces the duration until returning to regular working hours for employees with other disorders. The analyses also illustrate the importance of controlling for unobserved differences between employees on PTSL and those on FTSL. Without this control, PTSL significantly reduces the duration until returning to regular working hours. When we control for unobserved characteristics, this effect decreases, and for employees with mental disorders the effect vanishes entirely. The lack of an effect of PTSL for employees with mental disorders needs replication in other studies. If subsequent studies confirm our findings, one should not necessarily conclude that PTSL is an ineffective intervention: PTSL may play a role in combination with other workplace interventions and in combination with person-centred interventions. The study is limited by self-reported data about disorders and a relatively small number of employees with mental disorders. Our findings suggest that while PTSL reduces sick leave durations for employees with other disorders, it does not affect sick leave durations for employees with mental disorders. These results may indicate that PTSL by itself is insufficient for promoting the return to work of employees with mental disorders. Future studies could benefit from larger data sets with disorder information based on medical assessments. In addition to quantitative effect studies, future studies could focus on qualitative workplace mechanisms that may counteract the potential positive effects of PTSL for employees on sick leave with mental disorders.

  19. Benefits for employees with children with ADHD: findings from the Collaborative Employee Benefit Study.

    PubMed

    Perrin, James M; Fluet, Chris; Kuhlthau, Karen A; Anderson, Betsy; Wells, Nora; Epstein, Susan; Allen, Debby; Tobias, Carol

    2005-02-01

    Parents of most children with attention-deficit hyperactivity disorder (ADHD) are employed. Employers have interest in decreasing employee absenteeism and improving workplace productivity, partly through employee benefits. The authors interviewed employers to (1) determine how they view the needs of employees with children with ADHD and (2) identify benefits that might help employees with children with ADHD. The authors carried out a systematic interview study of mainly family-friendly, large employers in four U.S. urban markets (Boston, Cleveland, Miami, Seattle). Multidisciplinary interview teams used a protocol to gather basic company information, benefit philosophy, current insurance and other employee benefits, and knowledge of ADHD and its impacts on employees. Initially, the interview team and then the larger project team reviewed all protocols for common themes. The authors interviewed staff of 41 employers (human resource managers, work/life program directors, benefits directors). Only 15 of 41 interviewees knew about ADHD, its prevalence, or its effects on parents. They had little knowledge of how differences in managed behavioral health may affect families' access to diagnostic and treatment services for ADHD, although most had experience with primary care management of depression among employees. Employers offer a variety of other benefits, including work/life and employee assistance programs, occasionally providing employees help with caring for a child with a mental health condition, on-site parent training programs, or assistance with child care. Other potentially useful employee benefits include flexible work and leave policies and information and referral services that can link parents with community programs. Although employers have limited awareness of ADHD and its potential effect on employees' work, this study identified opportunities to improve both health insurance and other benefits for employees with children with ADHD.

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

    PubMed

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

    2015-04-22

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

  1. 29 CFR 541.200 - General rule for administrative employees.

    Code of Federal Regulations, 2010 CFR

    2010-07-01

    ... REGULATIONS DEFINING AND DELIMITING THE EXEMPTIONS FOR EXECUTIVE, ADMINISTRATIVE, PROFESSIONAL, COMPUTER AND OUTSIDE SALES EMPLOYEES Administrative Employees § 541.200 General rule for administrative employees. (a...

  2. Employee, State of Alaska

    Science.gov Websites

    Center New Employee Orientation New Employee Forms Ethics Prospective Employee State Job Openings State Statutes BASIS Ethics Forms Personnel Forms AlaskaCare Insurance Forms Procurement Information Retirement

  3. 26 CFR 1.402(c)-2 - Eligible rollover distributions; questions and answers.

    Code of Federal Regulations, 2010 CFR

    2010-04-01

    ... following periods— (i) The life of the employee (or the joint lives of the employee and the employee's designated beneficiary); (ii) The life expectancy of the employee (or the joint life and last survivor... unless otherwise excepted. Similarly, if an employee's surviving spouse receives a survivor life annuity...

  4. New Employee Orientation, Division of Personnel and Labor Relations,

    Science.gov Websites

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

  5. 78 FR 47017 - Submission for Review: Designation of Beneficiary: Federal Employees' Group Life Insurance, SF 2823

    Federal Register 2010, 2011, 2012, 2013, 2014

    2013-08-02

    ... Employees' Group Life Insurance, SF 2823 AGENCY: U.S. Office of Personnel Management. ACTION: 60-Day Notice... collection request (ICR) 3206-0136, Designation of Beneficiary: Federal Employees' Group Life Insurance, SF... is used by any Federal employee or retiree covered by the Federal Employees' Group Life Insurance...

  6. 20 CFR 10.518 - Does OWCP provide services to help employees return to work?

    Code of Federal Regulations, 2011 CFR

    2011-04-01

    ... 20 Employees' Benefits 1 2011-04-01 2011-04-01 false Does OWCP provide services to help employees... provide services to help employees return to work? (a) OWCP may, in its discretion, provide vocational... help to tailor individual rehabilitation programs to employees' physical reconditioning and behavioral...

  7. EAP's Response to Personal Stress and Productivity: Implications for Occupational Social Work.

    ERIC Educational Resources Information Center

    Ramanathan, Chathapuram S.

    1992-01-01

    Used pretest-posttest design to investigate influence of employee assistance program (EAP) on employee stress and productivity at time of initial contact with EAP and two and four months later. Findings from 47 employees who used EAP services revealed that, although personal stress and employee productivity were related, employee assistance…

  8. 77 FR 74515 - Advisory Council on Employee Welfare and Pension Benefit Plans; Notice of Charter Renewal

    Federal Register 2010, 2011, 2012, 2013, 2014

    2012-12-14

    ... DEPARTMENT OF LABOR Employee Benefits Security Administration Advisory Council on Employee Welfare... charter for the Advisory Council on Employee Welfare and Pension Benefit Plans is renewed. The Advisory Council on Employee Welfare and Pension Benefit Plans shall advise the Secretary of Labor on technical...

  9. 45 CFR 7.8 - Employee's right of appeal.

    Code of Federal Regulations, 2010 CFR

    2010-10-01

    ... 45 Public Welfare 1 2010-10-01 2010-10-01 false Employee's right of appeal. 7.8 Section 7.8 Public Welfare DEPARTMENT OF HEALTH AND HUMAN SERVICES GENERAL ADMINISTRATION EMPLOYEE INVENTIONS § 7.8 Employee's right of appeal. An employee who is aggrieved by a determination of the Department may appeal to...

  10. 75 FR 80072 - Advisory Council on Employee Welfare and Pension Benefit Plans; Notice of Charter Renewal

    Federal Register 2010, 2011, 2012, 2013, 2014

    2010-12-21

    ... DEPARTMENT OF LABOR Employee Benefits Security Administration Advisory Council on Employee Welfare... charter for the Advisory Council on Employee Welfare and Pension Benefit Plans is renewed. The Advisory Council on Employee Welfare and Pension Benefit Plans shall advise the Secretary of Labor on technical...

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

    Code of Federal Regulations, 2010 CFR

    2010-10-01

    ... 45 Public Welfare 1 2010-10-01 2010-10-01 false Duty of employee to report inventions. 7.1 Section 7.1 Public Welfare DEPARTMENT OF HEALTH AND HUMAN SERVICES GENERAL ADMINISTRATION EMPLOYEE INVENTIONS § 7.1 Duty of employee to report inventions. Every Department employee is required to report to...

  12. 45 CFR 7.7 - Notice to employee of determination.

    Code of Federal Regulations, 2010 CFR

    2010-10-01

    ... 45 Public Welfare 1 2010-10-01 2010-10-01 false Notice to employee of determination. 7.7 Section 7.7 Public Welfare DEPARTMENT OF HEALTH AND HUMAN SERVICES GENERAL ADMINISTRATION EMPLOYEE INVENTIONS § 7.7 Notice to employee of determination. The employee-inventor shall be notified in writing of the...

  13. 29 CFR 825.302 - Employee notice requirements for foreseeable FMLA leave.

    Code of Federal Regulations, 2010 CFR

    2010-07-01

    ..., DEPARTMENT OF LABOR OTHER LAWS THE FAMILY AND MEDICAL LEAVE ACT OF 1993 Employee and Employer Rights and... foster care, planned medical treatment for a serious health condition of the employee or of a family... hospitalized overnight; whether the employee or the employee's family member is under the continuing care of a...

  14. 5 CFR 2641.205 - Two-year restriction on any former very senior employee's representations to former agency or...

    Code of Federal Regulations, 2010 CFR

    2010-01-01

    ... senior employee's representations to former agency or certain officials concerning any matter, regardless... restriction on any former very senior employee's representations to former agency or certain officials... years after his service in a very senior employee position terminates, no former very senior employee...

  15. 29 CFR 825.214 - Employee right to reinstatement.

    Code of Federal Regulations, 2013 CFR

    2013-07-01

    ... THE FAMILY AND MEDICAL LEAVE ACT OF 1993 Employee Leave Entitlements Under the Family and Medical Leave Act § 825.214 Employee right to reinstatement. General rule. On return from FMLA leave, an employee is entitled to be returned to the same position the employee held when leave commenced, or to an...

  16. 29 CFR 825.214 - Employee right to reinstatement.

    Code of Federal Regulations, 2011 CFR

    2011-07-01

    ... THE FAMILY AND MEDICAL LEAVE ACT OF 1993 Employee Leave Entitlements Under the Family and Medical Leave Act § 825.214 Employee right to reinstatement. General rule. On return from FMLA leave, an employee is entitled to be returned to the same position the employee held when leave commenced, or to an...

  17. 29 CFR 825.214 - Employee right to reinstatement.

    Code of Federal Regulations, 2014 CFR

    2014-07-01

    ... THE FAMILY AND MEDICAL LEAVE ACT OF 1993 Employee Leave Entitlements Under the Family and Medical Leave Act § 825.214 Employee right to reinstatement. General rule. On return from FMLA leave, an employee is entitled to be returned to the same position the employee held when leave commenced, or to an...

  18. 29 CFR 825.214 - Employee right to reinstatement.

    Code of Federal Regulations, 2012 CFR

    2012-07-01

    ... THE FAMILY AND MEDICAL LEAVE ACT OF 1993 Employee Leave Entitlements Under the Family and Medical Leave Act § 825.214 Employee right to reinstatement. General rule. On return from FMLA leave, an employee is entitled to be returned to the same position the employee held when leave commenced, or to an...

  19. 12 CFR 601.100 - Cross-references to employee ethical conduct standards and financial disclosure regulations.

    Code of Federal Regulations, 2011 CFR

    2011-01-01

    ... 12 Banks and Banking 6 2011-01-01 2011-01-01 false Cross-references to employee ethical conduct... employee ethical conduct standards and financial disclosure regulations. Board members, officers, and other employees of the Farm Credit Administration are subject to the Standards of Ethical Conduct for Employees of...

  20. 45 CFR 1105.1 - Cross-reference to employee ethical conduct standards and financial disclosure and financial...

    Code of Federal Regulations, 2011 CFR

    2011-10-01

    ... 45 Public Welfare 3 2011-10-01 2011-10-01 false Cross-reference to employee ethical conduct... STANDARDS OF CONDUCT FOR EMPLOYEES § 1105.1 Cross-reference to employee ethical conduct standards and... ethical conduct at 5 CFR part 2635; the executive branch employees responsibilities and conduct...

  1. 10 CFR 1010.102 - Cross-references to employee ethical conduct standards, financial disclosure regulations, and...

    Code of Federal Regulations, 2011 CFR

    2011-01-01

    ... 10 Energy 4 2011-01-01 2011-01-01 false Cross-references to employee ethical conduct standards... Cross-references to employee ethical conduct standards, financial disclosure regulations, and other conduct rules. Employees of DOE are subject to the Standards of Ethical Conduct for Employees of the...

  2. 5 CFR 843.310 - Annuity based on death of an employee.

    Code of Federal Regulations, 2010 CFR

    2010-01-01

    ... 5 Administrative Personnel 2 2010-01-01 2010-01-01 false Annuity based on death of an employee... SERVICE REGULATIONS (CONTINUED) FEDERAL EMPLOYEES RETIREMENT SYSTEM-DEATH BENEFITS AND EMPLOYEE REFUNDS Current and Former Spouse Benefits § 843.310 Annuity based on death of an employee. Except as provided in...

  3. 5 CFR 841.705 - Increases on basic employee death benefits.

    Code of Federal Regulations, 2010 CFR

    2010-01-01

    ... 5 Administrative Personnel 2 2010-01-01 2010-01-01 false Increases on basic employee death... Adjustments § 841.705 Increases on basic employee death benefits. (a) COLA's on the basic employee death... death benefit are entitled to COLA's if the employee or Member died on or after the effective date. ...

  4. 20 CFR 209.6 - Employers' notice of death of employees.

    Code of Federal Regulations, 2010 CFR

    2010-04-01

    ... 20 Employees' Benefits 1 2010-04-01 2010-04-01 false Employers' notice of death of employees. 209... RETIREMENT ACT RAILROAD EMPLOYERS' REPORTS AND RESPONSIBILITIES § 209.6 Employers' notice of death of employees. Each employer shall notify the Board immediately of the death of an employee who, prior to the...

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

    Code of Federal Regulations, 2010 CFR

    2010-01-01

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

  7. 25 CFR 502.14 - Key employee.

    Code of Federal Regulations, 2010 CFR

    2010-04-01

    ... 25 Indians 2 2010-04-01 2010-04-01 false Key employee. 502.14 Section 502.14 Indians NATIONAL....14 Key employee. Key employee means: (a) A person who performs one or more of the following functions... gaming operation. (d) Any other person designated by the tribe as a key employee. [57 FR 12392, Apr. 9...

  8. 77 FR 25868 - Notification of Employee Rights Under the National Labor Relations Act

    Federal Register 2010, 2011, 2012, 2013, 2014

    2012-05-02

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

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

    PubMed

    Ehrhardt, P

    1999-01-01

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

  10. 45 CFR 1105.1 - Cross-reference to employee ethical conduct standards and financial disclosure and financial...

    Code of Federal Regulations, 2010 CFR

    2010-10-01

    ... 45 Public Welfare 3 2010-10-01 2010-10-01 false Cross-reference to employee ethical conduct... STANDARDS OF CONDUCT FOR EMPLOYEES § 1105.1 Cross-reference to employee ethical conduct standards and... ethical conduct at 5 CFR part 2635; the executive branch employees responsibilities and conduct...

  11. 12 CFR 601.100 - Cross-references to employee ethical conduct standards and financial disclosure regulations.

    Code of Federal Regulations, 2010 CFR

    2010-01-01

    ... 12 Banks and Banking 6 2010-01-01 2010-01-01 false Cross-references to employee ethical conduct... employee ethical conduct standards and financial disclosure regulations. Board members, officers, and other employees of the Farm Credit Administration are subject to the Standards of Ethical Conduct for Employees of...

  12. 20 CFR 229.50 - Age reduction in employee or spouse benefit.

    Code of Federal Regulations, 2014 CFR

    2014-04-01

    ... 20 Employees' Benefits 1 2014-04-01 2012-04-01 true Age reduction in employee or spouse benefit... RETIREMENT ACT SOCIAL SECURITY OVERALL MINIMUM GUARANTEE Computation of the Overall Minimum Rate § 229.50 Age reduction in employee or spouse benefit. (a) When age reduction applies. The employee overall minimum...

  13. 20 CFR 229.50 - Age reduction in employee or spouse benefit.

    Code of Federal Regulations, 2011 CFR

    2011-04-01

    ... 20 Employees' Benefits 1 2011-04-01 2011-04-01 false Age reduction in employee or spouse benefit... RETIREMENT ACT SOCIAL SECURITY OVERALL MINIMUM GUARANTEE Computation of the Overall Minimum Rate § 229.50 Age reduction in employee or spouse benefit. (a) When age reduction applies. The employee overall minimum...

  14. 20 CFR 229.50 - Age reduction in employee or spouse benefit.

    Code of Federal Regulations, 2013 CFR

    2013-04-01

    ... 20 Employees' Benefits 1 2013-04-01 2012-04-01 true Age reduction in employee or spouse benefit... RETIREMENT ACT SOCIAL SECURITY OVERALL MINIMUM GUARANTEE Computation of the Overall Minimum Rate § 229.50 Age reduction in employee or spouse benefit. (a) When age reduction applies. The employee overall minimum...

  15. 20 CFR 229.50 - Age reduction in employee or spouse benefit.

    Code of Federal Regulations, 2010 CFR

    2010-04-01

    ... 20 Employees' Benefits 1 2010-04-01 2010-04-01 false Age reduction in employee or spouse benefit... RETIREMENT ACT SOCIAL SECURITY OVERALL MINIMUM GUARANTEE Computation of the Overall Minimum Rate § 229.50 Age reduction in employee or spouse benefit. (a) When age reduction applies. The employee overall minimum...

  16. 20 CFR 229.50 - Age reduction in employee or spouse benefit.

    Code of Federal Regulations, 2012 CFR

    2012-04-01

    ... 20 Employees' Benefits 1 2012-04-01 2012-04-01 false Age reduction in employee or spouse benefit... RETIREMENT ACT SOCIAL SECURITY OVERALL MINIMUM GUARANTEE Computation of the Overall Minimum Rate § 229.50 Age reduction in employee or spouse benefit. (a) When age reduction applies. The employee overall minimum...

  17. 76 FR 63188 - Notification of Employee Rights Under the National Labor Relations Act

    Federal Register 2010, 2011, 2012, 2013, 2014

    2011-10-12

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

  18. 34 CFR 7.7 - Notice to employee of determination.

    Code of Federal Regulations, 2010 CFR

    2010-07-01

    ... 34 Education 1 2010-07-01 2010-07-01 false Notice to employee of determination. 7.7 Section 7.7 Education Office of the Secretary, Department of Education EMPLOYEE INVENTIONS § 7.7 Notice to employee of determination. The employee-inventor shall be notified in writing of the Department's determination of the...

  19. 76 FR 82133 - Notification of Employee Rights Under the National Labor Relations Act

    Federal Register 2010, 2011, 2012, 2013, 2014

    2011-12-30

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

  20. 34 CFR 7.8 - Employee's right of appeal.

    Code of Federal Regulations, 2010 CFR

    2010-07-01

    ... 34 Education 1 2010-07-01 2010-07-01 false Employee's right of appeal. 7.8 Section 7.8 Education Office of the Secretary, Department of Education EMPLOYEE INVENTIONS § 7.8 Employee's right of appeal. An employee who is aggrieved by a determination of the Department may appeal to the Commissioner of Patents...

  1. 34 CFR 7.1 - Duty of employee to report inventions.

    Code of Federal Regulations, 2010 CFR

    2010-07-01

    ... 34 Education 1 2010-07-01 2010-07-01 false Duty of employee to report inventions. 7.1 Section 7.1 Education Office of the Secretary, Department of Education EMPLOYEE INVENTIONS § 7.1 Duty of employee to report inventions. Every Department employee is required to report to the Secretary in accordance with...

  2. 12 CFR 612.2135 - Director and employee responsibilities and conduct-generally.

    Code of Federal Regulations, 2010 CFR

    2010-01-01

    ... conduct, directors and employees shall observe, to the best of their abilities, the letter and intent of... 12 Banks and Banking 6 2010-01-01 2010-01-01 false Director and employee responsibilities and... § 612.2135 Director and employee responsibilities and conduct—generally. (a) Directors and employees of...

  3. 29 CFR 825.212 - Employee failure to pay health plan premium payments.

    Code of Federal Regulations, 2010 CFR

    2010-07-01

    ... Family and Medical Leave Act § 825.212 Employee failure to pay health plan premium payments. (a)(1) In... obligations to maintain health insurance coverage cease under FMLA if an employee's premium payment is more... an employee's insurance in accordance with this section and fails to restore the employee's health...

  4. Organizational Hierarchy, Employee Status, and Use of Employee Assistance Programs.

    ERIC Educational Resources Information Center

    Gerstein, Lawrence; And Others

    1993-01-01

    Examined role of organizational hierarchy and staff status in number of Employee Assistance Program (EAP) referrals made by potential helpers and relationship of these variables to personal EAP use among 157 supervisors and 232 employees. Supervisors suggested more EAP referrals than did employees. Middle level staff received EAP services more…

  5. 22 CFR 64.8 - Obligation of employee to advise agency.

    Code of Federal Regulations, 2010 CFR

    2010-04-01

    ... EMPLOYEES IN CULTURAL EXCHANGE PROGRAMS OF FOREIGN COUNTRIES § 64.8 Obligation of employee to advise agency. Any Federal employee receiving any offer of a grant or other assistance under a cultural exchange program approved by the Secretary of State shall advise the employee's agency of such offer and shall not...

  6. Employee Attitudes toward an Internal Employee Assistance Program.

    ERIC Educational Resources Information Center

    Harlow, Kirk C.

    1998-01-01

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

  7. 75 FR 35957 - Supplemental Standards of Ethical Conduct for Employees of the Special Inspector General for Iraq...

    Federal Register 2010, 2011, 2012, 2013, 2014

    2010-06-24

    ... Conduct for Employees of the Special Inspector General for Iraq Reconstruction AGENCY: Special Inspector... (OGE), is issuing an interim regulation for employees of the SIGIR that supplement the executive-branch... regulation requires SIGIR employees, except special Government employees, to obtain approval before engaging...

  8. The Power of Peers in Employee Assistance: A Unique Program for a Community College.

    ERIC Educational Resources Information Center

    Hills, Marcia D.; And Others

    1989-01-01

    Describes the Red Deer College employee assistance program "Resources for Employee Assistance, Counselling and Health (REACH)" which has moved beyond this traditional approach to become an autonomous program run by employees for employees. Notes REACH is concerned with job performance and coping skills that contribute to individual and…

  9. 10 CFR 1010.102 - Cross-references to employee ethical conduct standards, financial disclosure regulations, and...

    Code of Federal Regulations, 2013 CFR

    2013-01-01

    ... 10 Energy 4 2013-01-01 2013-01-01 false Cross-references to employee ethical conduct standards... Cross-references to employee ethical conduct standards, financial disclosure regulations, and other conduct rules. Employees of DOE are subject to the Standards of Ethical Conduct for Employees of the...

  10. 10 CFR 1010.102 - Cross-references to employee ethical conduct standards, financial disclosure regulations, and...

    Code of Federal Regulations, 2012 CFR

    2012-01-01

    ... 10 Energy 4 2012-01-01 2012-01-01 false Cross-references to employee ethical conduct standards... Cross-references to employee ethical conduct standards, financial disclosure regulations, and other conduct rules. Employees of DOE are subject to the Standards of Ethical Conduct for Employees of the...

  11. 45 CFR 1105.1 - Cross-reference to employee ethical conduct standards and financial disclosure and financial...

    Code of Federal Regulations, 2012 CFR

    2012-10-01

    ... 45 Public Welfare 3 2012-10-01 2012-10-01 false Cross-reference to employee ethical conduct... STANDARDS OF CONDUCT FOR EMPLOYEES § 1105.1 Cross-reference to employee ethical conduct standards and... ethical conduct at 5 CFR part 2635; the executive branch employees responsibilities and conduct...

  12. 10 CFR 1010.102 - Cross-references to employee ethical conduct standards, financial disclosure regulations, and...

    Code of Federal Regulations, 2014 CFR

    2014-01-01

    ... 10 Energy 4 2014-01-01 2014-01-01 false Cross-references to employee ethical conduct standards... Cross-references to employee ethical conduct standards, financial disclosure regulations, and other conduct rules. Employees of DOE are subject to the Standards of Ethical Conduct for Employees of the...

  13. 45 CFR 1105.1 - Cross-reference to employee ethical conduct standards and financial disclosure and financial...

    Code of Federal Regulations, 2013 CFR

    2013-10-01

    ... 45 Public Welfare 3 2013-10-01 2013-10-01 false Cross-reference to employee ethical conduct... STANDARDS OF CONDUCT FOR EMPLOYEES § 1105.1 Cross-reference to employee ethical conduct standards and... ethical conduct at 5 CFR part 2635; the executive branch employees responsibilities and conduct...

  14. 12 CFR 601.100 - Cross-references to employee ethical conduct standards and financial disclosure regulations.

    Code of Federal Regulations, 2014 CFR

    2014-01-01

    ... 12 Banks and Banking 7 2014-01-01 2014-01-01 false Cross-references to employee ethical conduct... employee ethical conduct standards and financial disclosure regulations. Board members, officers, and other employees of the Farm Credit Administration are subject to the Standards of Ethical Conduct for Employees of...

  15. 45 CFR 1105.1 - Cross-reference to employee ethical conduct standards and financial disclosure and financial...

    Code of Federal Regulations, 2014 CFR

    2014-10-01

    ... 45 Public Welfare 3 2014-10-01 2014-10-01 false Cross-reference to employee ethical conduct... STANDARDS OF CONDUCT FOR EMPLOYEES § 1105.1 Cross-reference to employee ethical conduct standards and... ethical conduct at 5 CFR part 2635; the executive branch employees responsibilities and conduct...

  16. 12 CFR 601.100 - Cross-references to employee ethical conduct standards and financial disclosure regulations.

    Code of Federal Regulations, 2013 CFR

    2013-01-01

    ... 12 Banks and Banking 7 2013-01-01 2013-01-01 false Cross-references to employee ethical conduct... employee ethical conduct standards and financial disclosure regulations. Board members, officers, and other employees of the Farm Credit Administration are subject to the Standards of Ethical Conduct for Employees of...

  17. 12 CFR 601.100 - Cross-references to employee ethical conduct standards and financial disclosure regulations.

    Code of Federal Regulations, 2012 CFR

    2012-01-01

    ... 12 Banks and Banking 7 2012-01-01 2012-01-01 false Cross-references to employee ethical conduct... employee ethical conduct standards and financial disclosure regulations. Board members, officers, and other employees of the Farm Credit Administration are subject to the Standards of Ethical Conduct for Employees of...

  18. 49 CFR 805.735-7 - Outside activities of Members and employees.

    Code of Federal Regulations, 2010 CFR

    2010-10-01

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

  19. 5 CFR 841.705 - Increases on basic employee death benefits.

    Code of Federal Regulations, 2012 CFR

    2012-01-01

    ... 5 Administrative Personnel 2 2012-01-01 2012-01-01 false Increases on basic employee death... Adjustments § 841.705 Increases on basic employee death benefits. (a) COLA's on the basic employee death... death benefit are entitled to COLA's if the employee or Member died on or after the effective date. ...

  20. 5 CFR 841.705 - Increases on basic employee death benefits.

    Code of Federal Regulations, 2013 CFR

    2013-01-01

    ... 5 Administrative Personnel 2 2013-01-01 2013-01-01 false Increases on basic employee death... Adjustments § 841.705 Increases on basic employee death benefits. (a) COLA's on the basic employee death... death benefit are entitled to COLA's if the employee or Member died on or after the effective date. ...

  1. 5 CFR 843.310 - Annuity based on death of an employee.

    Code of Federal Regulations, 2013 CFR

    2013-01-01

    ... 5 Administrative Personnel 2 2013-01-01 2013-01-01 false Annuity based on death of an employee... SERVICE REGULATIONS (CONTINUED) FEDERAL EMPLOYEES RETIREMENT SYSTEM-DEATH BENEFITS AND EMPLOYEE REFUNDS Current and Former Spouse Benefits § 843.310 Annuity based on death of an employee. Except as provided in...

  2. 5 CFR 841.705 - Increases on basic employee death benefits.

    Code of Federal Regulations, 2014 CFR

    2014-01-01

    ... 5 Administrative Personnel 2 2014-01-01 2014-01-01 false Increases on basic employee death... Adjustments § 841.705 Increases on basic employee death benefits. (a) COLA's on the basic employee death... death benefit are entitled to COLA's if the employee or Member died on or after the effective date. ...

  3. 5 CFR 841.705 - Increases on basic employee death benefits.

    Code of Federal Regulations, 2011 CFR

    2011-01-01

    ... 5 Administrative Personnel 2 2011-01-01 2011-01-01 false Increases on basic employee death... Adjustments § 841.705 Increases on basic employee death benefits. (a) COLA's on the basic employee death... death benefit are entitled to COLA's if the employee or Member died on or after the effective date. ...

  4. 20 CFR 209.6 - Employers' notice of death of employees.

    Code of Federal Regulations, 2011 CFR

    2011-04-01

    ... 20 Employees' Benefits 1 2011-04-01 2011-04-01 false Employers' notice of death of employees. 209... RETIREMENT ACT RAILROAD EMPLOYERS' REPORTS AND RESPONSIBILITIES § 209.6 Employers' notice of death of employees. Each employer shall notify the Board immediately of the death of an employee who, prior to the...

  5. 5 CFR 843.310 - Annuity based on death of an employee.

    Code of Federal Regulations, 2014 CFR

    2014-01-01

    ... 5 Administrative Personnel 2 2014-01-01 2014-01-01 false Annuity based on death of an employee... SERVICE REGULATIONS (CONTINUED) FEDERAL EMPLOYEES RETIREMENT SYSTEM-DEATH BENEFITS AND EMPLOYEE REFUNDS Current and Former Spouse Benefits § 843.310 Annuity based on death of an employee. Except as provided in...

  6. 20 CFR 209.6 - Employers' notice of death of employees.

    Code of Federal Regulations, 2012 CFR

    2012-04-01

    ... 20 Employees' Benefits 1 2012-04-01 2012-04-01 false Employers' notice of death of employees. 209... RETIREMENT ACT RAILROAD EMPLOYERS' REPORTS AND RESPONSIBILITIES § 209.6 Employers' notice of death of employees. Each employer shall notify the Board immediately of the death of an employee who, prior to the...

  7. 5 CFR 630.303 - Part-time employees; earnings.

    Code of Federal Regulations, 2010 CFR

    2010-01-01

    ... 5 Administrative Personnel 1 2010-01-01 2010-01-01 false Part-time employees; earnings. 630.303... AND LEAVE Annual Leave § 630.303 Part-time employees; earnings. A part-time employee for whom there... workweek, and a part-time employee on a flexible work schedule for whom there has been established only a...

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

    PubMed

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

    2017-12-28

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

  9. The association between optimal lifestyle-related health behaviors and employee productivity.

    PubMed

    Katz, Abigail S; Pronk, Nicolaas P; Lowry, Marcia

    2014-07-01

    To investigate the association between lifestyle-related health behaviors including sleep and the cluster of physical activity, no tobacco use, fruits and vegetables intake, and alcohol consumption termed the "Optimal Lifestyle Metric" (OLM), and employee productivity. Data were obtained from employee health assessments (N = 18,079). Regression techniques were used to study the association between OLM and employee productivity, sleep and employee productivity, and the interaction of both OLM and sleep on employee productivity. Employees who slept less or more than 7 or 8 hours per night experienced significantly more productivity loss. Employees who adhered to all four OLM behaviors simultaneously experienced less productivity loss compared with those who did not. Adequate sleep and adherence to the OLM cluster of behaviors are associated with significantly less productivity loss.

  10. Using the interaction of mental health symptoms and treatment status to estimate lost employee productivity.

    PubMed

    Hilton, Michael F; Scuffham, Paul A; Vecchio, Nerina; Whiteford, Harvey A

    2010-02-01

    In Australia it has been estimated that mental health symptoms result in a loss of $ AU2.7 billion in employee productivity. To date, however, there has been only one study quantifying employee productivity decrements due to mental disorders when treatment-seeking behaviours are considered. The aim of the current paper was to estimate employee work productivity by mental health symptoms while considering different treatment-seeking behaviours. A total of 60 556 full-time employees responded to the World Health Organization Health and Work Performance Questionnaire. This questionnaire is designed to monitor the work productivity of employees for chronic and acute physical and mental health conditions. Contained within the questionnaire is the Kessler 6, a scale measuring psychological distress along with an evaluation of employee treatment-seeking behaviours for depression, anxiety and any other emotional problems. A univariate analysis of variance was performed for employee productivity using the interaction between Kessler 6 severity categories and treatment-seeking behaviours. A total of 9.6% of employees have moderate psychological distress and a further 4.5% have high psychological distress. Increasing psychological distress from low to moderate then to high levels is associated with increasing productivity decrements (6.4%, 9.4% and 20.9% decrements, respectively) for employees in current treatment. Combining the prevalence of Kessler 6 categories with treatment-seeking behaviours, mean 2009 salaries and number of Australian employees in 2009, it is estimated that psychological distress produces an $ AU5.9 billion reduction in Australian employee productivity per annum. The estimated loss of $ AU5.9 billion in employee productivity due to mental health problems is substantially higher than previous estimates. This finding is especially pertinent given the global economic crisis, when psychological distress among employees is likely to be increasing. Effective treatment for mental health problems yields substantial increases in employee productivity and would be a sound economic investment for employers.

  11. A model for reducing health care employee turnover.

    PubMed

    Nowak, Paul; Holmes, Gary; Murrow, Jim

    2010-01-01

    Explaining the rationale as to why employees leave their jobs has led to many different strategies to retain employees. The model presented here seeks to explain why employees choose to stay or to leave their place of employment. The information from the analysis will provide managers with well-tested tools to reduce turnover and to ascertain what employees value from their work environment in order to help the organization to retain those employees. The model identifies key factors that management can utilize to provide barriers to exit and retain professional employees in their health care units. Recommendations are provided that reward loyalty and build barriers to exit.

  12. 29 CFR 541.710 - Employees of public agencies.

    Code of Federal Regulations, 2012 CFR

    2012-07-01

    ... DELIMITING THE EXEMPTIONS FOR EXECUTIVE, ADMINISTRATIVE, PROFESSIONAL, COMPUTER AND OUTSIDE SALES EMPLOYEES Definitions and Miscellaneous Provisions § 541.710 Employees of public agencies. (a) An employee of a public...

  13. 29 CFR 541.710 - Employees of public agencies.

    Code of Federal Regulations, 2013 CFR

    2013-07-01

    ... DELIMITING THE EXEMPTIONS FOR EXECUTIVE, ADMINISTRATIVE, PROFESSIONAL, COMPUTER AND OUTSIDE SALES EMPLOYEES Definitions and Miscellaneous Provisions § 541.710 Employees of public agencies. (a) An employee of a public...

  14. 29 CFR 541.710 - Employees of public agencies.

    Code of Federal Regulations, 2014 CFR

    2014-07-01

    ... DELIMITING THE EXEMPTIONS FOR EXECUTIVE, ADMINISTRATIVE, PROFESSIONAL, COMPUTER AND OUTSIDE SALES EMPLOYEES Definitions and Miscellaneous Provisions § 541.710 Employees of public agencies. (a) An employee of a public...

  15. 29 CFR 541.710 - Employees of public agencies.

    Code of Federal Regulations, 2011 CFR

    2011-07-01

    ... DELIMITING THE EXEMPTIONS FOR EXECUTIVE, ADMINISTRATIVE, PROFESSIONAL, COMPUTER AND OUTSIDE SALES EMPLOYEES Definitions and Miscellaneous Provisions § 541.710 Employees of public agencies. (a) An employee of a public...

  16. Nonappropriated Fund Employees: Development of Revised NAF (Nonappropriated Fund) Employee Appraisal Form.

    DTIC Science & Technology

    1984-07-01

    practices to ensure the health and well-being of self and co- workers . NAF 15 22. [MANAGERIAL ABILITY] The employee demonstrates the ability to plan...ABILITY] 21. The employee uses safe work practices to ensure the health and "- well-being of self and co- workers . [SAFETY MINDEDNESS] 22. The employee ...5 Outstanding COL COL APPRAISAL ITEMS 2 19. The employee uses safe work practices to ensure the health and well-being of self and co- workers . [SAFETY

  17. 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.

  18. Employee customer orientation in manufacturing organizations: joint influences of customer proximity and the senior leadership team.

    PubMed

    Liao, Hui; Subramony, Mahesh

    2008-03-01

    Pursuing a customer-focused strategy in manufacturing organizations requires employees across functions to embrace the importance of understanding customer needs and to align their everyday efforts with the goal of satisfying and retaining customers. Little prior research has examined what factors influence employee customer orientation in manufacturing settings. Drawing on the attraction-selection-attrition model, upper-echelons theory, and contingency theories of leadership, this study investigated the joint influences of functional roles' proximity to external customers and the senior leadership team's customer orientation on employee customer orientation. Hierarchical linear modeling results based on data obtained from 4,299 employees and 403 senior leaders from 42 facilities of a global manufacturer operating in 16 countries revealed that employees occupying customer-contact roles had the highest level of customer orientation, followed by employees occupying production roles, and then by those in support roles. In addition, there was a positive relationship between the senior leadership team's customer orientation and employee customer orientation for all 3 functional roles. The positive relationship between the senior leadership team and employee customer orientation was the strongest for employees in support roles, suggesting that lower levels of proximity to external customers may create a greater need for leadership in developing employees' customer-oriented attitudes. Copyright 2008 APA

  19. Nature Contacts: Employee Wellness in Healthcare.

    PubMed

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

    2016-04-01

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

  20. 5 CFR 890.804 - Coverage.

    Code of Federal Regulations, 2014 CFR

    2014-01-01

    ... EMPLOYEES HEALTH BENEFITS PROGRAM Benefits for Former Spouses § 890.804 Coverage. (a) Type of enrollment. A... employee, former employee or employee annuitant, provided such child is not otherwise covered by a health...

  1. Associations between employee and manager gender: impacts on gender-specific risk of acute occupational injury in metal manufacturing.

    PubMed

    Kubo, Jessica T; Cullen, Mark R; Desai, Manisha; Modrek, Sepideh

    2013-11-08

    Prior research has shown increased risk of injury for female employees compared to male employees after controlling for job and tasks, but have not explored whether this increased risk might be moderated by manager gender. The gender of one's manager could in theory affect injury rates among male and female employees through their managers' response to an employee's psychosocial stress or through how employees differentially report injuries. Other explanations for the gender disparity in injury experience, such as ergonomic factors or differential training, are unlikely to be impacted by supervisor gender. This study seeks to explore whether an employee's manager's gender modifies the effect of employee gender with regards to risk of acute injury. A cohort of employees and managers were identified using human resources and injury management data between January 1, 2002 and December 31, 2007 for six facilities of a large US aluminum manufacturing company. Cox proportional hazards models were employed to examine the interaction between employee gender and whether the employee had female only manager(s), male only manager(s), or both male and female managers on injury risk. Manager gender category was included as a time varying covariate and reassessed for each employee at the midpoint of each year. The percentage of departments with both female and male managers increased dramatically during the study period due to corporate efforts to increase female representation in management. After adjustment for fixed effects at the facility level and shared frailty by department, manager gender category does not appear to moderate the effect of employee gender (p = 0.717). Manager category was not a significant predictor (p = 0.093) of time to first acute injury. Similarly, having at least one female manager did not modify the hazard of injury for female employees compared to males (p = 0.899) and was not a significant predictor of time to first acute injury (p = 0.601). Prior findings suggest that female manufacturing employees are at higher risk for acute injury compared to males; this analysis suggests that this relationship is not affected by the gender of the employee's manager(s).

  2. 24 CFR 17.130 - Result if employee fails to meet deadlines.

    Code of Federal Regulations, 2010 CFR

    2010-04-01

    ... 24 Housing and Urban Development 1 2010-04-01 2010-04-01 false Result if employee fails to meet... Government Salary Offset Provisions § 17.130 Result if employee fails to meet deadlines. An employee waives... Secretary's offset schedule, if the employee: (a) Fails to file a petition for a hearing as prescribed in...

  3. 49 CFR 1017.6 - Result if employee fails to meet deadlines.

    Code of Federal Regulations, 2013 CFR

    2013-10-01

    ... 49 Transportation 8 2013-10-01 2013-10-01 false Result if employee fails to meet deadlines. 1017.6... OFFSET FROM INDEBTED GOVERNMENT AND FORMER GOVERNMENT EMPLOYEES § 1017.6 Result if employee fails to meet... accordance with the Board's offset schedule if the employee: (a) Fails to file a petition for a hearing in...

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

    Code of Federal Regulations, 2013 CFR

    2013-07-01

    ... 29 Labor 3 2013-07-01 2013-07-01 false Employees âengaged in commerce.â 779.103 Section 779.103... and Individual Coverage Employees Engaged in Commerce Or in the Production of Goods for Commerce § 779.103 Employees “engaged in commerce.” Employees are “engaged in commerce” within the meaning of the Act...

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

    Code of Federal Regulations, 2014 CFR

    2014-07-01

    ... 29 Labor 3 2014-07-01 2014-07-01 false Employees âengaged in commerce.â 779.103 Section 779.103... and Individual Coverage Employees Engaged in Commerce Or in the Production of Goods for Commerce § 779.103 Employees “engaged in commerce.” Employees are “engaged in commerce” within the meaning of the Act...

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

    Code of Federal Regulations, 2012 CFR

    2012-07-01

    ... 29 Labor 3 2012-07-01 2012-07-01 false Employees âengaged in commerce.â 779.103 Section 779.103... and Individual Coverage Employees Engaged in Commerce Or in the Production of Goods for Commerce § 779.103 Employees “engaged in commerce.” Employees are “engaged in commerce” within the meaning of the Act...

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

    Code of Federal Regulations, 2011 CFR

    2011-07-01

    ... 29 Labor 3 2011-07-01 2011-07-01 false Employees âengaged in commerce.â 779.103 Section 779.103... and Individual Coverage Employees Engaged in Commerce Or in the Production of Goods for Commerce § 779.103 Employees “engaged in commerce.” Employees are “engaged in commerce” within the meaning of the Act...

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

    Code of Federal Regulations, 2010 CFR

    2010-07-01

    ... 29 Labor 3 2010-07-01 2010-07-01 false Employees âengaged in commerce.â 779.103 Section 779.103... and Individual Coverage Employees Engaged in Commerce Or in the Production of Goods for Commerce § 779.103 Employees “engaged in commerce.” Employees are “engaged in commerce” within the meaning of the Act...

  9. 20 CFR 216.66 - Who is an employee's surviving divorced spouse.

    Code of Federal Regulations, 2011 CFR

    2011-04-01

    ... to the employee for a period of at least 10 years immediately before the date the divorce became... having a “child in care” and either: (1) Is the natural parent of the employee's child; (2) Was married to the employee at the time the employee or the surviving divorced spouse adopted the other's child...

  10. 20 CFR 216.66 - Who is an employee's surviving divorced spouse.

    Code of Federal Regulations, 2012 CFR

    2012-04-01

    ... to the employee for a period of at least 10 years immediately before the date the divorce became... having a “child in care” and either: (1) Is the natural parent of the employee's child; (2) Was married to the employee at the time the employee or the surviving divorced spouse adopted the other's child...

  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 CFR...

  12. 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 CFR...

  13. 5 CFR 353.207 - Position to which restored.

    Code of Federal Regulations, 2011 CFR

    2011-01-01

    ... he or she left. For service of 91 days or more, the agency has the option of placing the employee in... the agency to qualify the employee for such position or the position the employee left, he or she must... who left the position first has the prior right to restoration in that position. The other employee(s...

  14. 5 CFR 353.207 - Position to which restored.

    Code of Federal Regulations, 2013 CFR

    2013-01-01

    ... he or she left. For service of 91 days or more, the agency has the option of placing the employee in... the agency to qualify the employee for such position or the position the employee left, he or she must... who left the position first has the prior right to restoration in that position. The other employee(s...

  15. 5 CFR 847.211 - Death of employee during election opportunity period.

    Code of Federal Regulations, 2010 CFR

    2010-01-01

    ... 5 Administrative Personnel 2 2010-01-01 2010-01-01 false Death of employee during election... Qualifying Move § 847.211 Death of employee during election opportunity period. (a) When an employee eligible... employee is deemed to have made the election and to be covered, at time of death, by the retirement system...

  16. 10 CFR 1010.102 - Cross-references to employee ethical conduct standards, financial disclosure regulations, and...

    Code of Federal Regulations, 2010 CFR

    2010-01-01

    ... 10 Energy 4 2010-01-01 2010-01-01 false Cross-references to employee ethical conduct standards... ENERGY (GENERAL PROVISIONS) CONDUCT OF EMPLOYEES § 1010.102 Cross-references to employee ethical conduct... Standards of Ethical Conduct for Employees of the Executive Branch at 5 CFR part 2635, the DOE regulation at...

  17. 22 CFR 1001.1 - Cross-references to employee ethical conduct standards and financial disclosure regulations.

    Code of Federal Regulations, 2010 CFR

    2010-04-01

    ... 22 Foreign Relations 2 2010-04-01 2010-04-01 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 CFR...

  18. 22 CFR 1504.1 - Cross-references to employee ethical conduct standards and financial disclosure regulations.

    Code of Federal Regulations, 2010 CFR

    2010-04-01

    ... 22 Foreign Relations 2 2010-04-01 2010-04-01 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 CFR...

  19. 29 CFR 825.216 - Limitations on an employee's right to reinstatement.

    Code of Federal Regulations, 2010 CFR

    2010-07-01

    ... slated for lay-off when the employee's original position is not would not meet the requirements of an equivalent position. (2) If a shift has been eliminated, or overtime has been decreased, an employee would..., if a position on, for example, a night shift has been filled by another employee, the employee is...

  20. Factors Affecting the Turnover of Different Groups of Part-Time Workers

    ERIC Educational Resources Information Center

    Senter, Jenell L.; Martin, James E.

    2007-01-01

    Past research on employee attitudes and behavior has focused mainly on full-time employees. When part-time employees have been studied, the research has concentrated on the differences between full-time and part-time employees. Recent research has suggested that part-time employees should not be viewed as a single, undifferentiated group. Instead…

  1. 20 CFR 228.20 - Reduction for an employee annuity.

    Code of Federal Regulations, 2010 CFR

    2010-04-01

    ... 20 Employees' Benefits 1 2010-04-01 2010-04-01 false Reduction for an employee annuity. 228.20... COMPUTATION OF SURVIVOR ANNUITIES The Tier I Annuity Component § 228.20 Reduction for an employee annuity. (a) General. If an individual is entitled to an annuity as a survivor, and is also entitled to an employee...

  2. EMPLOYEE SPIRITUAL CARE: Supporting Those Who Care for Others.

    PubMed

    McMillan, Kathleen

    2016-01-01

    In order to provide whole-person care for patients and families, Loma Linda University Health recognizes the importance of supporting employee wholeness. The Employee Spiritual Care department helps create and support an environment that nurtures the spiritual health and wholeness of employees, and provides employees tools and knowledge about providing whole-person care to patients and colleagues.

  3. 29 CFR 783.23 - Pay standards for “newly covered” employees.

    Code of Federal Regulations, 2010 CFR

    2010-07-01

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

  4. 29 CFR 783.23 - Pay standards for “newly covered” employees.

    Code of Federal Regulations, 2011 CFR

    2011-07-01

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

  5. 49 CFR Appendix A to Part 20 - Certification Regarding Lobbying

    Code of Federal Regulations, 2013 CFR

    2013-10-01

    ... Member of Congress, an officer or employee of Congress, or an employee of a Member of Congress in... attempting to influence an officer or employee of any agency, a Member of Congress, an officer or employee of Congress, or an employee of a Member of Congress in connection with this Federal contract, grant, loan, or...

  6. 22 CFR Appendix A to Part 712 - Certification Regarding Lobbying

    Code of Federal Regulations, 2014 CFR

    2014-04-01

    ... officer or employee of an agency, a Member of Congress, an officer or employee of Congress, or an employee of a Member of Congress in connection with the awarding of any Federal contract, the making of any... Member of Congress, an officer or employee of Congress, or an employee of a Member of Congress in...

  7. 31 CFR Appendix A to Part 21 - Certification Regarding Lobbying

    Code of Federal Regulations, 2013 CFR

    2013-07-01

    ... employee of an agency, a Member of Congress, an officer or employee of Congress, or an employee of a Member of Congress in connection with the awarding of any Federal contract, the making of any Federal grant... Congress, an officer or employee of Congress, or an employee of a Member of Congress in connection with...

  8. 44 CFR Appendix A to Part 18 - Certification Regarding Lobbying

    Code of Federal Regulations, 2010 CFR

    2010-10-01

    ... attempting to influence an officer or employee of an agency, a Member of Congress, an officer or employee of Congress, or an employee of a Member of Congress in connection with the awarding of any Federal contract... any agency, a Member of Congress, an officer or employee of Congress, or an employee of a Member of...

  9. 44 CFR Appendix A to Part 18 - Certification Regarding Lobbying

    Code of Federal Regulations, 2013 CFR

    2013-10-01

    ... attempting to influence an officer or employee of an agency, a Member of Congress, an officer or employee of Congress, or an employee of a Member of Congress in connection with the awarding of any Federal contract... any agency, a Member of Congress, an officer or employee of Congress, or an employee of a Member of...

  10. 22 CFR Appendix A to Part 311 - Certification Regarding Lobbying

    Code of Federal Regulations, 2014 CFR

    2014-04-01

    ... influencing or attempting to influence an officer or employee of an agency, a Member of Congress, an officer or employee of Congress, or an employee of a Member of Congress in connection with the awarding of... officer or employee of any agency, a Member of Congress, an officer or employee of Congress, or an...

  11. 10 CFR Appendix A to Part 601 - Certification Regarding Lobbying

    Code of Federal Regulations, 2011 CFR

    2011-01-01

    ... Member of Congress, an officer or employee of Congress, or an employee of a Member of Congress in... attempting to influence an officer or employee of any agency, a Member of Congress, an officer or employee of Congress, or an employee of a Member of Congress in connection with this Federal contract, grant, loan, or...

  12. 45 CFR Appendix A to Part 1230 - Certification Regarding Lobbying

    Code of Federal Regulations, 2013 CFR

    2013-10-01

    ... attempting to influence an officer or employee of an agency, a Member of Congress, an officer or employee of Congress, or an employee of a Member of Congress in connection with the awarding of any Federal contract... any agency, a Member of Congress, an officer or employee of Congress, or an employee of a Member of...

  13. 13 CFR Appendix A to Part 146 - Certification Regarding Lobbying

    Code of Federal Regulations, 2010 CFR

    2010-01-01

    ... employee of an agency, a Member of Congress, an officer or employee of Congress, or an employee of a Member of Congress in connection with the awarding of any Federal contract, the making of any Federal grant... Congress, an officer or employee of Congress, or an employee of a Member of Congress in connection with...

  14. 22 CFR Appendix A to Part 519 - Certification Regarding Lobbying

    Code of Federal Regulations, 2014 CFR

    2014-04-01

    ... Member of Congress, an officer or employee of Congress, or an employee of a Member of Congress in... attempting to influence an officer or employee of any agency, a Member of Congress, an officer or employee of Congress, or an employee of a Member of Congress in connection with this Federal contract, grant, loan, or...

  15. 28 CFR Appendix A to Part 69 - Certification Regarding Lobbying

    Code of Federal Regulations, 2013 CFR

    2013-07-01

    ... agency, a Member of Congress, an officer or employee of Congress, or an employee of a Member of Congress... influencing or attempting to influence an officer or employee of any agency, a Member of Congress, an officer or employee of Congress, or an employee of a Member of Congress in connection with this Federal...

  16. 45 CFR Appendix A to Part 93 - Certification Regarding Lobbying

    Code of Federal Regulations, 2012 CFR

    2012-10-01

    ... employee of an agency, a Member of Congress, an officer or employee of Congress, or an employee of a Member of Congress in connection with the awarding of any Federal contract, the making of any Federal grant... Congress, an officer or employee of Congress, or an employee of a Member of Congress in connection with...

  17. 45 CFR Appendix A to Part 1158 - Certification Regarding Lobbying

    Code of Federal Regulations, 2014 CFR

    2014-10-01

    ... Congress, an officer or employee of Congress, or an employee of a Member of Congress in connection with the... influence an officer or employee of any agency, a Member of Congress, an officer or employee of Congress, or an employee of a Member of Congress in connection with this Federal contract, grant, loan, or...

  18. 32 CFR Appendix A to Part 28 - Certification Regarding Lobbying

    Code of Federal Regulations, 2013 CFR

    2013-07-01

    ... to influence an officer or employee of an agency, a Member of Congress, an officer or employee of Congress, or an employee of a Member of Congress in connection with the awarding of any Federal contract... any agency, a Member of Congress, an officer or employee of Congress, or an employee of a Member of...

  19. 45 CFR Appendix A to Part 1168 - Certification Regarding Lobbying

    Code of Federal Regulations, 2014 CFR

    2014-10-01

    ... Member of Congress, an officer or employee of Congress, or an employee of a Member of Congress in... attempting to influence an officer or employee of any agency, a Member of Congress, an officer or employee of Congress, or an employee of a Member of Congress in connection with this Federal contract, grant, loan, or...

  20. 29 CFR Appendix A to Part 93 - Certification Regarding Lobbying

    Code of Federal Regulations, 2012 CFR

    2012-07-01

    ... attempting to influence an officer or employee of an agency, a Member of Congress, an officer or employee of Congress, or an employee of a Member of Congress in connection with the awarding of any Federal contract... any agency, a Member of Congress, an officer or employee of Congress, or an employee of a Member of...

  1. 34 CFR Appendix A to Part 82 - Certification Regarding Lobbying

    Code of Federal Regulations, 2012 CFR

    2012-07-01

    ... Member of Congress, an officer or employee of Congress, or an employee of a Member of Congress in... attempting to influence an officer or employee of any agency, a Member of Congress, an officer or employee of Congress, or an employee of a Member of Congress in connection with this Federal contract, grant, loan, or...

  2. 29 CFR Appendix A to Part 93 - Certification Regarding Lobbying

    Code of Federal Regulations, 2011 CFR

    2011-07-01

    ... attempting to influence an officer or employee of an agency, a Member of Congress, an officer or employee of Congress, or an employee of a Member of Congress in connection with the awarding of any Federal contract... any agency, a Member of Congress, an officer or employee of Congress, or an employee of a Member of...

  3. 20 CFR 422.705 - When SSA employees may listen-in to or record telephone conversations.

    Code of Federal Regulations, 2011 CFR

    2011-04-01

    ... 20 Employees' Benefits 2 2011-04-01 2011-04-01 false When SSA employees may listen-in to or record telephone conversations. 422.705 Section 422.705 Employees' Benefits SOCIAL SECURITY ADMINISTRATION ORGANIZATION AND PROCEDURES Use of SSA Telephone Lines § 422.705 When SSA employees may listen-in to or record...

  4. 20 CFR 422.705 - When SSA employees may listen-in to or record telephone conversations.

    Code of Federal Regulations, 2010 CFR

    2010-04-01

    ... 20 Employees' Benefits 2 2010-04-01 2010-04-01 false When SSA employees may listen-in to or record telephone conversations. 422.705 Section 422.705 Employees' Benefits SOCIAL SECURITY ADMINISTRATION ORGANIZATION AND PROCEDURES Use of SSA Telephone Lines § 422.705 When SSA employees may listen-in to or record...

  5. 26 CFR 1.132-3T - Qualified employee discount-1985 through 1988 (temporary).

    Code of Federal Regulations, 2010 CFR

    2010-04-01

    ... the amount of an employee discount, the price at which the property or service is being offered to... employee purchases the product at a discount, the price at which the product is being offered to customers... are treated as employees of the person operating the department store as well as employees of their...

  6. 10 CFR 708.10 - Where does an employee file a complaint?

    Code of Federal Regulations, 2012 CFR

    2012-01-01

    ... 10 Energy 4 2012-01-01 2012-01-01 false Where does an employee file a complaint? 708.10 Section 708.10 Energy DEPARTMENT OF ENERGY DOE CONTRACTOR EMPLOYEE PROTECTION PROGRAM Employee Complaint Resolution Process § 708.10 Where does an employee file a complaint? (a) If you were employed by a contractor...

  7. 10 CFR 708.10 - Where does an employee file a complaint?

    Code of Federal Regulations, 2011 CFR

    2011-01-01

    ... 10 Energy 4 2011-01-01 2011-01-01 false Where does an employee file a complaint? 708.10 Section 708.10 Energy DEPARTMENT OF ENERGY DOE CONTRACTOR EMPLOYEE PROTECTION PROGRAM Employee Complaint Resolution Process § 708.10 Where does an employee file a complaint? (a) If you were employed by a contractor...

  8. 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 CFR...

  9. 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 CFR...

  10. 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 CFR...

  11. 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 CFR...

  12. 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 CFR...

  13. 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 CFR...

  14. 45 CFR 7.1 - Duty of employee to report inventions.

    Code of Federal Regulations, 2013 CFR

    2013-10-01

    ... 45 Public Welfare 1 2013-10-01 2013-10-01 false Duty of employee to report inventions. 7.1 Section 7.1 Public Welfare DEPARTMENT OF HEALTH AND HUMAN SERVICES GENERAL ADMINISTRATION EMPLOYEE INVENTIONS § 7.1 Duty of employee to report inventions. Every Department employee is required to report to the Assistant Secretary (Health and Scientific...

  15. Towards Effective Employee Communications: A Uses and Gratifications Approach to Employee Newsletter Readership.

    ERIC Educational Resources Information Center

    Pavlik, John V.; And Others

    A survey of 320 employees of Honeywell, Inc., was conducted to collect data on interactions between employees' levels of integration into the organizational hierarchy, amount and type of employee newsletter reading, and purposes for reading newsletters (keeping track of friends, finding out what was going on in the company, improving one's…

  16. Relationship between Employees' Beliefs regarding Training Benefits and Employees' Organizational Commitment in a Petroleum Company in the State of Qatar

    ERIC Educational Resources Information Center

    Al-Emadi, Mohammed Asad Shareef; Marquardt, Michael J.

    2007-01-01

    The study examined the relationship between the beliefs of senior staff Qatari national employees regarding training benefits as measured by the benefits of employee training, and employees' organizational commitment as measured by the three-component model of organizational commitment. This relationship was assessed through a quantitative…

  17. 5 CFR 847.211 - Death of employee during election opportunity period.

    Code of Federal Regulations, 2013 CFR

    2013-01-01

    ... 5 Administrative Personnel 2 2013-01-01 2013-01-01 false Death of employee during election... Qualifying Move § 847.211 Death of employee during election opportunity period. (a) When an employee eligible... employee is deemed to have made the election and to be covered, at time of death, by the retirement system...

  18. 5 CFR 847.211 - Death of employee during election opportunity period.

    Code of Federal Regulations, 2014 CFR

    2014-01-01

    ... 5 Administrative Personnel 2 2014-01-01 2014-01-01 false Death of employee during election... Qualifying Move § 847.211 Death of employee during election opportunity period. (a) When an employee eligible... employee is deemed to have made the election and to be covered, at time of death, by the retirement system...

  19. Improving Customer Satisfaction: A People CMM Perspective

    DTIC Science & Technology

    2010-10-11

    customers internal service quality Employee satisfaction in turn fuels employee loyalty , which raises employee productivity. Higher productivity means...greater external service value for customers – which enhances customer satisfaction and loyalty . Internal Service Quality Employee Loyalty ...Employee Productivity Customer Satisfaction and Loyalty “A mere 5% jump in customer loyalty can boost profits 25%”…or more.

  20. 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.

  1. Relationships among employees' working conditions, mental health, and intention to leave in nursing homes.

    PubMed

    Zhang, Yuan; Punnett, Laura; Gore, Rebecca

    2014-02-01

    Employee turnover is a large and expensive problem in the long-term care environment. Stated intention to leave is a reliable indicator of likely turnover, but actual predictors, especially for nursing assistants, have been incompletely investigated. This quantitative study identifies the relationships among employees' working conditions, mental health, and intention to leave. Self-administered questionnaires were collected with 1,589 employees in 18 for-profit nursing homes. A working condition index for the number of beneficial job features was constructed. Poisson regression modeling found that employees who reported four positive features were 77% less likely to state strong intention to leave (PR = 0.23, p < .001). The strength of relationship between working conditions and intention to leave was slightly mediated by employee mental health. Effective workplace intervention programs must address work organization features to reduce employee intention to leave. Healthy workplaces should build better interpersonal relationships, show respect for employee work, and involve employees in decision-making processes.

  2. Communicating with the Workforce During Emergencies: Developing an Employee Text Messaging Program in a Local Public Health Setting

    PubMed Central

    Bogan, Sharon; Bosslet, Lindsay

    2014-01-01

    Short message service (SMS) text messaging can be useful for communicating information to public health employees and improving workforce situational awareness during emergencies. We sought to understand how the 1,500 employees at Public Health – Seattle & King County, Washington, perceived barriers to and benefits of participation in a voluntary, employer-based SMS program. Based on employee feedback, we developed the system, marketed it, and invited employees to opt in. The system was tested during an ice storm in January 2012. Employee concerns about opting into an SMS program included possible work encroachment during non-work time and receiving excessive irrelevant messages. Employees who received messages during the weather event reported high levels of satisfaction and perceived utility from the program. We conclude that text messaging is a feasible form of communication with employees during emergencies. Care should be taken to design and deploy a program that maximizes employee satisfaction. PMID:25355976

  3. 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 policymakers must be informed about the need and the means to do so; school employee health programmes must become part of the culture of education and the expectation of educators; and colleges that prepare school administrators and other school employees must provide the pre-service and in-service training, research, development, and leadership to make it happen. This article outlines ten actions that can be taken by school districts to build or improve school employee health programmes, and a list of websites that provides more detailed information about such programmes.

  4. 48 CFR 952.251-70 - Contractor employee travel discounts.

    Code of Federal Regulations, 2011 CFR

    2011-10-01

    ... Federal Contractor employee travelers by AMTRAK, hotels, motels, or car rental companies, when use of such... employees. (d) Hotels/motels. Many lodging providers extend their discount rates for Federal employees to...

  5. Employee Wellness: A Cost-Saving Approach.

    ERIC Educational Resources Information Center

    Friedman, Glenn

    1987-01-01

    Employee ill health causes high health costs. Employee "wellness" programs are instrumental in helping control rising health costs. Presents discussion on how to develop effective wellness programs and their benefits. Includes an employee survey. (MD)

  6. The association between mental disorders and productivity in treated and untreated employees.

    PubMed

    Hilton, Michael F; Scuffham, Paul A; Sheridan, Judith; Cleary, Catherine M; Vecchio, Nerina; Whiteford, Harvey A

    2009-09-01

    In a large cross-sectional study, this article investigates associations between employee work productivity, psychological distress, and the treatment of mental disorders. Sixty thousand five hundred fifty-six Australian employees completed the Health and Work Performance Questionnaire (HPQ). The HPQ quantified treatment seeking behavior for depression, anxiety, or other mental disorders. The HPQ also evaluated the level of psychological distress (Kessler 6 [K6]) and employee productivity measures. The productivity of employees without psychological distress and who have not been in treatment of a mental disorder was 20% (SE = 0.3%). The productivity of a successfully treated employee (low K6) for a mental disorder was 17% (SE = 0.6%). Treatment of mental disorders resulting in normalization of symptoms is associated with employees' productivity returning to values approaching those of employees without a history of a mental disorder.

  7. Job stress among Iranian prison employees.

    PubMed

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

    2014-10-01

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

  8. Evaluation of safety climate and employee injury rates in healthcare.

    PubMed

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

    2016-09-01

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

  9. Designing workload analysis questionnaire to evaluate needs of employees

    NASA Astrophysics Data System (ADS)

    Astuti, Rahmaniyah Dwi; Navi, Muhammad Abdu Haq

    2018-02-01

    Incompatibility between workload with work capacity is one of main problem to make optimal result. In case at the office, there are constraints to determine workload because of non-repetitive works. Employees do work based on the targets set in a working period. At the end of the period is usually performed an evaluation of employees performance to evaluate needs of employees. The aims of this study to design a workload questionnaire tools to evaluate the efficiency level of position as indicator to determine needs of employees based on the Indonesian State Employment Agency Regulation on workload analysis. This research is applied to State-Owned Enterprise PT. X by determining 3 positions as a pilot project. Position A is held by 2 employees, position B is held by 7 employees, and position C is held by 6 employees. From the calculation result, position A has an efficiency level of 1,33 or "very good", position B has an efficiency level of 1.71 or "enough", and position C has an efficiency level of 1.03 or "very good". The application of this tools giving suggestion the needs of employees of position A is 3 people, position B is 5 people, and position C is 6 people. The difference between the number of employees and the calculation result is then analyzed by interviewing the employees to get more data about personal perception. It can be concluded that this workload evaluation tools can be used as an alternative solution to evaluate needs of employees in office.

  10. Effects of the terrorist attacks of 9/11/01 on employee attitudes.

    PubMed

    Ryan, Ann Marie; West, Bradley J; Carr, Jennifer Z

    2003-08-01

    Much has been stated in the popular press about the effects of the events of 9/11/01 on employee attitudes about work. This study examined a large sample (N = 70,671) of employees of a multinational manufacturer whose annual employee survey data collection was interrupted by the events. After demonstrating measurement equivalence across time and countries, changes in attitudes pre- and post-9/11 were examined. Only negligible differences were found in Job Satisfaction, Supervisor Evaluation, Stress, and Organizational Commitment to Diversity for U.S. employees or for employees worldwide. Demographic differences in response to events were not found. Implications for understanding effects of stressful external events on employee perceptions of work are discussed.

  11. Profiling the U.S. Sick Leave Landscape: Presenteeism among Females.

    PubMed

    Susser, Philip; Ziebarth, Nicolas R

    2016-12-01

    To profile the sick leave landscape in the United States. The 2011 Leave Supplement of the American Time Use Survey. Bivariate and multivariate analyses to identify (i) employees without sick pay coverage and (ii) employees who attend work sick. Sixty-five percent of full-time employees have sick pay coverage. Coverage rates are below 20 percent for employees with hourly wages below $10, part-time employees, and employees in the hospitality and leisure industry. Each week, up to 3 million U.S. employees go to work sick. Females, low-income earners, and those aged 25 to 34 years have a significantly elevated risk of presenteeism behavior. © Health Research and Educational Trust.

  12. How employee engagement matters for hospital performance.

    PubMed

    Lowe, Graham

    2012-01-01

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

  13. 29 CFR 4.176 - Payment of fringe benefits to temporary and part-time employees.

    Code of Federal Regulations, 2011 CFR

    2011-07-01

    ... paid vacation for full-time employees is one week of 40 hours, a part-time employee working a regularly scheduled workweek of 16 hours is entitled to 16 hours of paid vacation time or its equivalent each year, if... paying such employees a proportion of the holiday or vacation benefits due full-time employees based on...

  14. 24 CFR 17.93 - Result if employee fails to meet deadlines.

    Code of Federal Regulations, 2012 CFR

    2012-04-01

    ... 24 Housing and Urban Development 1 2012-04-01 2012-04-01 false Result if employee fails to meet... Salary Offset § 17.93 Result if employee fails to meet deadlines. An employee waives the right to a..., if the employee: (a) Fails to file a petition for a hearing as prescribed in § 17.91; or (b) Is...

  15. 76 FR 21869 - Agency Information Collection Activities; Submission for Office of Management and Budget Review...

    Federal Register 2010, 2011, 2012, 2013, 2014

    2011-04-19

    ... tentatively estimates that each staff member will spend approximately six hours per work week for six months... determined as follows: Seven employees x (six hours/week/employee x 24 weeks) = 1,008 hours. Assuming the... employees x (six hours/week/employee x 24 weeks) = 432 hours. Assuming the employees are at the Level III...

  16. 75 FR 64947 - 154th Meeting of the Advisory Council on Employee Welfare and Pension Benefit Plans; Notice of...

    Federal Register 2010, 2011, 2012, 2013, 2014

    2010-10-20

    ... Council on Employee Welfare and Pension Benefit Plans; Notice of Meeting; Notice #0;#0;Federal Register... Employee Benefits Security Administration 154th Meeting of the Advisory Council on Employee Welfare and... Advisory Council on Employee Welfare and Pension Benefit Plans will be held on November 3-4, 2010. The...

  17. 29 CFR 825.603 - Special rules for school employees, duration of FMLA leave.

    Code of Federal Regulations, 2014 CFR

    2014-07-01

    ..., DEPARTMENT OF LABOR OTHER LAWS THE FAMILY AND MEDICAL LEAVE ACT OF 1993 Special Rules Applicable to Employees of Schools § 825.603 Special rules for school employees, duration of FMLA leave. (a) If an employee... 29 Labor 3 2014-07-01 2014-07-01 false Special rules for school employees, duration of FMLA leave...

  18. 29 CFR 825.603 - Special rules for school employees, duration of FMLA leave.

    Code of Federal Regulations, 2012 CFR

    2012-07-01

    ..., DEPARTMENT OF LABOR OTHER LAWS THE FAMILY AND MEDICAL LEAVE ACT OF 1993 Special Rules Applicable to Employees of Schools § 825.603 Special rules for school employees, duration of FMLA leave. (a) If an employee... 29 Labor 3 2012-07-01 2012-07-01 false Special rules for school employees, duration of FMLA leave...

  19. 29 CFR 825.603 - Special rules for school employees, duration of FMLA leave.

    Code of Federal Regulations, 2013 CFR

    2013-07-01

    ..., DEPARTMENT OF LABOR OTHER LAWS THE FAMILY AND MEDICAL LEAVE ACT OF 1993 Special Rules Applicable to Employees of Schools § 825.603 Special rules for school employees, duration of FMLA leave. (a) If an employee... 29 Labor 3 2013-07-01 2013-07-01 false Special rules for school employees, duration of FMLA leave...

  20. 29 CFR 825.603 - Special rules for school employees, duration of FMLA leave.

    Code of Federal Regulations, 2011 CFR

    2011-07-01

    ..., DEPARTMENT OF LABOR OTHER LAWS THE FAMILY AND MEDICAL LEAVE ACT OF 1993 Special Rules Applicable to Employees of Schools § 825.603 Special rules for school employees, duration of FMLA leave. (a) If an employee... 29 Labor 3 2011-07-01 2011-07-01 false Special rules for school employees, duration of FMLA leave...

  1. 20 CFR 30.211 - How does a claimant establish that the employee has or had contracted cancer?

    Code of Federal Regulations, 2010 CFR

    2010-04-01

    ... employee has or had contracted cancer? 30.211 Section 30.211 Employees' Benefits OFFICE OF WORKERS... Cancer Under Parts B and E of Eeoicpa § 30.211 How does a claimant establish that the employee has or had contracted cancer? A claimant establishes that the employee has or had contracted a specified cancer (as...

  2. 20 CFR 422.705 - When SSA employees may listen-in to or record telephone conversations.

    Code of Federal Regulations, 2013 CFR

    2013-04-01

    ... 20 Employees' Benefits 2 2013-04-01 2013-04-01 false When SSA employees may listen-in to or record... ORGANIZATION AND PROCEDURES Use of SSA Telephone Lines § 422.705 When SSA employees may listen-in to or record telephone conversations. SSA employees may listen-in to or record telephone conversations on SSA telephone...

  3. Flexible Fringe Benefit Plans Save You Money and Keep Employees Happy.

    ERIC Educational Resources Information Center

    Johnson, Rob

    1987-01-01

    This fringe benefit plan saves money for both employers and employees, provides a better fit for employees' actual benefit needs, and allows employees to choose options from a menu of benefits. One option is a flexible spending plan. Employees place a portion of their before-tax income into a special account from which allowable expenses are paid…

  4. 20 CFR 30.211 - How does a claimant establish that the employee has or had contracted cancer?

    Code of Federal Regulations, 2011 CFR

    2011-04-01

    ... employee has or had contracted cancer? 30.211 Section 30.211 Employees' Benefits OFFICE OF WORKERS... Cancer Under Parts B and E of Eeoicpa § 30.211 How does a claimant establish that the employee has or had contracted cancer? A claimant establishes that the employee has or had contracted a specified cancer (as...

  5. 29 CFR 825.604 - Special rules for school employees, restoration to “an equivalent position.”

    Code of Federal Regulations, 2010 CFR

    2010-07-01

    ... employee to “an equivalent position” must provide substantially the same protections as provided in the Act... 29 Labor 3 2010-07-01 2010-07-01 false Special rules for school employees, restoration to âan... to Employees of Schools § 825.604 Special rules for school employees, restoration to “an equivalent...

  6. 29 CFR 516.34 - Exemption from overtime pay for time spent by certain employees receiving remedial education...

    Code of Federal Regulations, 2010 CFR

    2010-07-01

    ... employees receiving remedial education pursuant to section 7(q) of the Act. 516.34 Section 516.34 Labor... employees receiving remedial education pursuant to section 7(q) of the Act. With respect to each employee... and total hours each workweek that the employee is engaged in receiving such remedial education that...

  7. 20 CFR 30.713 - If OWCP reduces a fee, may a provider bill the employee for the balance?

    Code of Federal Regulations, 2011 CFR

    2011-04-01

    ... 20 Employees' Benefits 1 2011-04-01 2011-04-01 false If OWCP reduces a fee, may a provider bill the employee for the balance? 30.713 Section 30.713 Employees' Benefits OFFICE OF WORKERS... fee, may a provider bill the employee for the balance? A provider whose fee for service is partially...

  8. 20 CFR 30.713 - If OWCP reduces a fee, may a provider bill the employee for the balance?

    Code of Federal Regulations, 2010 CFR

    2010-04-01

    ... 20 Employees' Benefits 1 2010-04-01 2010-04-01 false If OWCP reduces a fee, may a provider bill the employee for the balance? 30.713 Section 30.713 Employees' Benefits OFFICE OF WORKERS... fee, may a provider bill the employee for the balance? A provider whose fee for service is partially...

  9. Employee empowerment through team building and use of process control methods.

    PubMed

    Willems, S

    1998-02-01

    The article examines the use of statistical process control and performance improvement techniques in employee empowerment. The focus is how these techniques provide employees with information to improve their productivity and become involved in the decision-making process. Findings suggest that at one Mississippi hospital employee improvement has had a positive effect on employee productivity, morale, and quality of work.

  10. 26 CFR 31.3121(a)(2)-1 - Payments on account of sickness or accident disability, medical or hospitalization expenses, or...

    Code of Federal Regulations, 2010 CFR

    2010-04-01

    ... employee include the employee's husband or wife, children, and any other members of the employee's... in the nature of a workers' compensation act with respect to the same period of absence from work. (4... employee is injured while performing work-related activities. The employee is not covered by the State...

  11. 26 CFR 1.50A-4 - Exceptions to the application of § 1.50A-3.

    Code of Federal Regulations, 2011 CFR

    2011-04-01

    ... untenable that the employee is, in effect, compelled by the taxpayer to quit, or if the employee is coerced into quitting, the employee will not be deemed to have voluntarily left the employment of the taxpayer... the employee feels necessitates his quitting work with the taxpayer to remain at home. Any employee...

  12. 20 CFR 403.100 - When can an SSA employee testify or produce information or records in legal proceedings?

    Code of Federal Regulations, 2010 CFR

    2010-04-01

    ... 20 Employees' Benefits 2 2010-04-01 2010-04-01 false When can an SSA employee testify or produce information or records in legal proceedings? 403.100 Section 403.100 Employees' Benefits SOCIAL SECURITY ADMINISTRATION TESTIMONY BY EMPLOYEES AND THE PRODUCTION OF RECORDS AND INFORMATION IN LEGAL PROCEEDINGS § 403...

  13. 20 CFR 1002.88 - Is the employee required to tell his or her civilian employer that he or she intends to seek...

    Code of Federal Regulations, 2013 CFR

    2013-04-01

    ... employee leaves to perform service in the uniformed services? 1002.88 Section 1002.88 Employees' Benefits... he or she intends to seek reemployment after completing uniformed service before the employee leaves to perform service in the uniformed services? No. When the employee leaves the employment position to...

  14. 20 CFR 1002.88 - Is the employee required to tell his or her civilian employer that he or she intends to seek...

    Code of Federal Regulations, 2014 CFR

    2014-04-01

    ... employee leaves to perform service in the uniformed services? 1002.88 Section 1002.88 Employees' Benefits... he or she intends to seek reemployment after completing uniformed service before the employee leaves to perform service in the uniformed services? No. When the employee leaves the employment position to...

  15. 20 CFR 1002.88 - Is the employee required to tell his or her civilian employer that he or she intends to seek...

    Code of Federal Regulations, 2011 CFR

    2011-04-01

    ... employee leaves to perform service in the uniformed services? 1002.88 Section 1002.88 Employees' Benefits... he or she intends to seek reemployment after completing uniformed service before the employee leaves to perform service in the uniformed services? No. When the employee leaves the employment position to...

  16. 20 CFR 1002.88 - Is the employee required to tell his or her civilian employer that he or she intends to seek...

    Code of Federal Regulations, 2010 CFR

    2010-04-01

    ... employee leaves to perform service in the uniformed services? 1002.88 Section 1002.88 Employees' Benefits... he or she intends to seek reemployment after completing uniformed service before the employee leaves to perform service in the uniformed services? No. When the employee leaves the employment position to...

  17. 20 CFR 1002.88 - Is the employee required to tell his or her civilian employer that he or she intends to seek...

    Code of Federal Regulations, 2012 CFR

    2012-04-01

    ... employee leaves to perform service in the uniformed services? 1002.88 Section 1002.88 Employees' Benefits... he or she intends to seek reemployment after completing uniformed service before the employee leaves to perform service in the uniformed services? No. When the employee leaves the employment position to...

  18. 20 CFR 30.211 - How does a claimant establish that the employee has or had contracted cancer?

    Code of Federal Regulations, 2014 CFR

    2014-04-01

    ... employee has or had contracted cancer? 30.211 Section 30.211 Employees' Benefits OFFICE OF WORKERS... Cancer Under Parts B and E of Eeoicpa § 30.211 How does a claimant establish that the employee has or had contracted cancer? A claimant establishes that the employee has or had contracted a specified cancer (as...

  19. 20 CFR 30.211 - How does a claimant establish that the employee has or had contracted cancer?

    Code of Federal Regulations, 2012 CFR

    2012-04-01

    ... employee has or had contracted cancer? 30.211 Section 30.211 Employees' Benefits OFFICE OF WORKERS... Cancer Under Parts B and E of Eeoicpa § 30.211 How does a claimant establish that the employee has or had contracted cancer? A claimant establishes that the employee has or had contracted a specified cancer (as...

  20. 20 CFR 30.211 - How does a claimant establish that the employee has or had contracted cancer?

    Code of Federal Regulations, 2013 CFR

    2013-04-01

    ... employee has or had contracted cancer? 30.211 Section 30.211 Employees' Benefits OFFICE OF WORKERS... Cancer Under Parts B and E of Eeoicpa § 30.211 How does a claimant establish that the employee has or had contracted cancer? A claimant establishes that the employee has or had contracted a specified cancer (as...

  1. 5 CFR 610.405 - Holiday for part-time employees on flexible work schedules.

    Code of Federal Regulations, 2010 CFR

    2010-01-01

    ... 5 Administrative Personnel 1 2010-01-01 2010-01-01 false Holiday for part-time employees on... part-time employees on flexible work schedules. If a part-time employee is relieved or prevented from... falls on a nonworkday of a part-time employee, he or she is not entitled to an in-lieu-of day for that...

  2. Design and implementation of a pilot orientation program for new NASA engineering employees

    NASA Technical Reports Server (NTRS)

    Graham, Ronald E.; Furnas, Randall B.; Babula, Maria

    1993-01-01

    This paper describes the design and field testing of an orientation program for new employees of NASA Lewis Research Center's Engineering Directorate. A group of new employees designed the program using a series of TQM analysis techniques. The program objectives were: provide consistent treatment for new employees; assist management and clerical staff with their responsibility for orientation; introduce the employee to as many facets of the organization as possible; allow the employee to feel like a member of the organization as early as possible; maximize the use of existing services; and use up-to-date information. The major aspects of the program included: training of management and clerical staff; lab tours and briefings describing the organization; shepherding, using senior employees as shepherds; a handbook of information about the center and the directorate; a package of information about northeast Ohio; and social activities involving the new employees and shepherds. The program was tested on a pilot group of six new employees over a four month period and was considered to be highly successful by both the employees and management. Aspects of the program have subsequently been adopted for center-wide use.

  3. Process Evaluation of a Blended Web-Based Intervention on Return to Work for Sick-Listed Employees with Common Mental Health Problems in the Occupational Health Setting.

    PubMed

    Volker, D; Zijlstra-Vlasveld, M C; Brouwers, E P M; van der Feltz-Cornelis, C M

    2017-06-01

    Purpose A blended web-based intervention, "eHealth module embedded in collaborative occupational health care" (ECO), aimed at return to work, was developed and found effective in sick-listed employees with common mental disorders. In order to establish the feasibility of ECO, a process evaluation was conducted. Methods Seven process components were investigated: recruitment, reach, dose delivered, dose received, fidelity, satisfaction and context. Quantitative and qualitative methods were used to collect data: an online questionnaire for the employees, website data, telephonic interviews with occupational physicians (OPs) and observations of the researchers. Results Recruitment was uncomplicated for the employees, but required several steps for the OPs. Reach was 100 % at the OP level and 76.3 % at the employee level. Dose delivered and received for OPs: 91.6 % received minimally one email message. Dose delivered and received for the employees: finishing of the different modules of ECO varied between 13 and 90 %. Fidelity: the support of the OP to the employee in ECO was lower than anticipated. Satisfaction: both employees and OPs were satisfied with the intervention. However, employees reported a need for more support in ECO. The context showed that OPs had limited time to support the employees and it was impossible for the employee to contact the OP outside their regular contacts. Conclusion Feasibility of ECO and satisfaction of employees and OPs with ECO were good. Fidelity of OPs was limited. For further implementation in the occupational health setting, especially contextual barriers regarding time limitation and accessibility of OPs for employees should be addressed.

  4. 76 FR 70510 - Federal Employees' Group Life Insurance Program: New Federal Employees' Group Life Insurance...

    Federal Register 2010, 2011, 2012, 2013, 2014

    2011-11-14

    ... OFFICE OF PERSONNEL MANAGEMENT Federal Employees' Group Life Insurance Program: New Federal Employees' Group Life Insurance (FEGLI) Premiums AGENCY: Office of Personnel Management. ACTION: Notice... [[Page 70511

  5. 49 CFR 1011.1 - General.

    Code of Federal Regulations, 2010 CFR

    2010-10-01

    ... TRANSPORTATION GENERAL RULES AND REGULATIONS BOARD ORGANIZATION; DELEGATIONS OF AUTHORITY § 1011.1 General. (a... responsibilities to the Board, individual Board Members or employees, and employee boards. (b) As used in this part... employee, or an employee board. ...

  6. 33 CFR 104.107 - Employee access area.

    Code of Federal Regulations, 2010 CFR

    2010-07-01

    ..., excluding cruise ships, may designate areas within the vessel as employee access areas. (b) An employee... measures for access control, of a ferry or passenger vessel that is open only to employees and not to...

  7. 33 CFR 104.107 - Employee access area.

    Code of Federal Regulations, 2013 CFR

    2013-07-01

    ..., excluding cruise ships, may designate areas within the vessel as employee access areas. (b) An employee... measures for access control, of a ferry or passenger vessel that is open only to employees and not to...

  8. 33 CFR 104.107 - Employee access area.

    Code of Federal Regulations, 2011 CFR

    2011-07-01

    ..., excluding cruise ships, may designate areas within the vessel as employee access areas. (b) An employee... measures for access control, of a ferry or passenger vessel that is open only to employees and not to...

  9. 33 CFR 104.107 - Employee access area.

    Code of Federal Regulations, 2012 CFR

    2012-07-01

    ..., excluding cruise ships, may designate areas within the vessel as employee access areas. (b) An employee... measures for access control, of a ferry or passenger vessel that is open only to employees and not to...

  10. 33 CFR 104.107 - Employee access area.

    Code of Federal Regulations, 2014 CFR

    2014-07-01

    ..., excluding cruise ships, may designate areas within the vessel as employee access areas. (b) An employee... measures for access control, of a ferry or passenger vessel that is open only to employees and not to...

  11. Business-unit-level relationship between employee satisfaction, employee engagement, and business outcomes: a meta-analysis.

    PubMed

    Harter, James K; Schmidt, Frank L; Hayes, Theodore L

    2002-04-01

    Based on 7,939 business units in 36 companies, this study used meta-analysis to examine the relationship at the business-unit level between employee satisfaction-engagement and the business-unit outcomes of customer satisfaction, productivity, profit, employee turnover, and accidents. Generalizable relationships large enough to have substantial practical value were found between unit-level employee satisfaction-engagement and these business-unit outcomes. One implication is that changes in management practices that increase employee satisfaction may increase business-unit outcomes, including profit.

  12. Federal employees health benefits children's equity. Final rule.

    PubMed

    2004-09-23

    The Office of Personnel Management (OPM) is issuing final regulations to implement the Federal Employees Health Benefits Children's Equity Act of 2000, which was enacted October 30, 2000. This law mandates the enrollment of a Federal employee for self and family coverage in the Federal Employees Health Benefits (FEHB) Program, if the employee is subject to a court or administrative order requiring him or her to provide health benefits for his or her child or children and the employee does not provide documentation of compliance with the order.

  13. Health care consumerism: engaging the real buyers--employees.

    PubMed

    Terry, Martha

    2005-01-01

    Many employers have begun moving toward health care consumerism strategies designed to encourage employees to take more responsibility for their health care and the cost of that care. Recent surveys suggest ways employers can ensure their consumerism strategies succeed in engaging employees and, ultimately, encourage employees to change their behavior. This article describes what those surveys reveal about employer and employee perspectives on consumerism and suggests steps employers can take to align their interests with those of their employees in order to manage the demand for and use of health care.

  14. Employer-Sponsored Health Insurance: Are Employers Good Agents for Their Employees?

    PubMed Central

    Peele, Pamela B.; Lave, Judith R.; Black, Jeanne T.; Evans III, John H.

    2000-01-01

    Employers in the United States provide many welfare-type benefits, such as life insurance, disability insurance, health insurance, and pensions, to their employees. Employers can be viewed as performing an agency role in purchasing pension, health, and other welfare benefits for their employees. An exploration of their competence in this role as agents for their employees indicates that large employers are very helpful to their employees in this arena. They seem to contribute to individual employees' welfare by providing them with valued services in purchasing health insurance. PMID:10834079

  15. Employer-sponsored health insurance: are employers good agents for their employees?

    PubMed

    Peele, P B; Lave, J R; Black, J T; Evans, J H

    2000-01-01

    Employers in the United States provide many welfare-type benefits, such as life insurance, disability insurance, health insurance, and pensions, to their employees. Employers can be viewed as performing an agency role in purchasing pension, health, and other welfare benefits for their employees. An exploration of their competence in this role as agents for their employees indicates that large employers are very helpful to their employees in this arena. They seem to contribute to individual employees' welfare by providing them with valued services in purchasing health insurance.

  16. Employee satisfaction and employee retention: catalysts to patient satisfaction.

    PubMed

    Collins, Kevin S; Collins, Sandra K; McKinnies, Richard; Jensen, Steven

    2008-01-01

    Over the last few years, most health care facilities have become intensely aware of the need to increase patient satisfaction. However, with today's more consumer-driven market, this can be a daunting task for even the most experienced health care manager. Recent studies indicate that focusing on employee satisfaction and subsequent employee retention may be strong catalysts to patient satisfaction. This study offers a review of how employee satisfaction and retention correlate with patient satisfaction and also examines the current ways health care organizations are focusing on employee satisfaction and retention.

  17. Corporate Social Responsibility and Employee Engagement: Enabling Employees to Employ More of Their Whole Selves at Work

    PubMed Central

    Glavas, Ante

    2016-01-01

    Research at the individual level of corporate social responsibility (CSR) has been growing rapidly. Yet we still lack a more complete understanding of why and how individuals (i.e., employees) are affected by CSR. This study contributes to that gap by exploring the relationship between CSR and employee engagement. Moreover, in order to address the problem of low levels of employee engagement in the workplace, CSR is proposed and tested as a pathway for engaging a significant part of the workforce. Building on engagement theory, a model is tested in which CSR enables employees to bring more of their whole selves to work, which results in employees being more engaged. Data from 15,184 employees in a large professional service firm in the USA was analyzed using structural equation modeling. Results show that authenticity (i.e., being able to show one’s whole self at work) positively and significantly mediates the relationship between CSR and employee engagement. However, the other mediator tested in this study, perceived organizational support (POS; i.e., direct benefits to the employee), did not significantly mediate the relationship. In addition, results of moderated mediation suggest that when CSR is extra-role (i.e., not embedded in one’s job design such as volunteering), it weakens the relationship between CSR and employee engagement. Moreover, post hoc analyses show that even when POS is controlled for, authenticity has an impact above and beyond POS on employee engagement. These results extend prior CSR literature which has often been top–down and has focused on how employees will be positively affected by what the organization can give them (e.g., POS). Rather, a bottom–up approach might reveal that the more that employees can give of their whole selves, the more engaged they might be at work. PMID:27303352

  18. Corporate Social Responsibility and Employee Engagement: Enabling Employees to Employ More of Their Whole Selves at Work.

    PubMed

    Glavas, Ante

    2016-01-01

    Research at the individual level of corporate social responsibility (CSR) has been growing rapidly. Yet we still lack a more complete understanding of why and how individuals (i.e., employees) are affected by CSR. This study contributes to that gap by exploring the relationship between CSR and employee engagement. Moreover, in order to address the problem of low levels of employee engagement in the workplace, CSR is proposed and tested as a pathway for engaging a significant part of the workforce. Building on engagement theory, a model is tested in which CSR enables employees to bring more of their whole selves to work, which results in employees being more engaged. Data from 15,184 employees in a large professional service firm in the USA was analyzed using structural equation modeling. Results show that authenticity (i.e., being able to show one's whole self at work) positively and significantly mediates the relationship between CSR and employee engagement. However, the other mediator tested in this study, perceived organizational support (POS; i.e., direct benefits to the employee), did not significantly mediate the relationship. In addition, results of moderated mediation suggest that when CSR is extra-role (i.e., not embedded in one's job design such as volunteering), it weakens the relationship between CSR and employee engagement. Moreover, post hoc analyses show that even when POS is controlled for, authenticity has an impact above and beyond POS on employee engagement. These results extend prior CSR literature which has often been top-down and has focused on how employees will be positively affected by what the organization can give them (e.g., POS). Rather, a bottom-up approach might reveal that the more that employees can give of their whole selves, the more engaged they might be at work.

  19. Development and implementation of a human accuracy program in patient foodservice.

    PubMed

    Eden, S H; Wood, S M; Ptak, K M

    1987-04-01

    For many years, industry has utilized the concept of human error rates to monitor and minimize human errors in the production process. A consistent quality-controlled product increases consumer satisfaction and repeat purchase of product. Administrative dietitians have applied the concepts of using human error rates (the number of errors divided by the number of opportunities for error) at four hospitals, with a total bed capacity of 788, within a tertiary-care medical center. Human error rate was used to monitor and evaluate trayline employee performance and to evaluate layout and tasks of trayline stations, in addition to evaluating employees in patient service areas. Long-term employees initially opposed the error rate system with some hostility and resentment, while newer employees accepted the system. All employees now believe that the constant feedback given by supervisors enhances their self-esteem and productivity. Employee error rates are monitored daily and are used to counsel employees when necessary; they are also utilized during annual performance evaluation. Average daily error rates for a facility staffed by new employees decreased from 7% to an acceptable 3%. In a facility staffed by long-term employees, the error rate increased, reflecting improper error documentation. Patient satisfaction surveys reveal satisfaction, for tray accuracy increased from 88% to 92% in the facility staffed by long-term employees and has remained above the 90% standard in the facility staffed by new employees.

  20. Does Skin in the Game Matter if You Aren't Playing? Examining Participation in Oregon's Public Employee Health Engagement Model.

    PubMed

    Wright, Bill J; Dulacki, Kristen; Rissi, Jill; McBride, Leslie; Tran, Sarah; Royal, Natalie

    2017-01-01

    Employers are increasingly exploring health benefits that incentivize lifestyle change for employees. We used early data from an ongoing study of one such model-the Health Engagement Model (HEM), which Oregon implemented for all public employees in 2012-to analyze variation in employee participation and engagement. A survey was designed to assess program engagement, opinions of the program, and self-reported lifestyle changes. Data were collected in 2012, about 9 months after HEM launched. A representative random sample of 4500 state employees served as the study subjects. Primary measures included whether employees signed up for the program, completed its required activities, and reported making lifestyle changes. Logistic regression was used to analyze survey results. Most employees (86%) chose to participate, but there were important socioeconomic differences: some key target populations, including smokers and obese employees, were the least likely to sign up; less educated employees were also less likely to complete program activities. Despite mostly negative opinions of the program, almost half of participants reported making lifestyle changes. Oregon's HEM launch was largely unpopular with employees, but many reported making the desired lifestyle changes. However, some of those the program is most interested in enrolling were the least likely to engage. People involved with implementing similar programs will need to think carefully about how to cultivate broad interest among employees.

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

    PubMed

    Victor, Karen; Barnard, Antoni

    2016-01-01

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

  2. Workplace exposure to secondhand smoke among non-smoking hospitality employees.

    PubMed

    Lawhorn, Nikki A; Lirette, David K; Klink, Jenna L; Hu, Chih-Yang; Contreras, Cassandra; Ajori Bryant, Ty-Runet Pinkney; Brown, Lisanne F; Diaz, James H

    2013-02-01

    This article examines salivary cotinine concentrations to characterize secondhand smoke (SHS) exposure among non-smoking hospitality employees (bar and casino employees and musicians who perform in bars) who are exposed to SHS in the workplace. A pre-post test study design was implemented to assess SHS exposure in the workplace. The convenience sample of 41 non-smoking hospitality employees included 10 controls (non-smoking hospitality employees not exposed to SHS in the workplace). The findings demonstrate that post-shift saliva cotinine levels of hospitality employees who are exposed to SHS in the workplace are significantly higher than controls who work in smoke-free venues. Findings also suggested a statistically significant increase between pre- and post-shift saliva cotinine levels of hospitality employees who are exposed in the workplace. No statistically significant difference was noted across labor categories, suggesting that all exposed employees are at increased risk. The study results indicate that non-smoking hospitality employees exposed to SHS in the workplace have significantly higher cotinine concentration levels compared with their counterparts who work in smoke-free venues. Findings from other studies suggest that these increased cotinine levels are harmful to health. Given the potential impact on the health of exposed employees, this study further supports the efforts of tobacco prevention and control programs in advocating for comprehensive smoke-free air policies to protect bar and casino employees.

  3. Analysis of the strain on employees in the retail sector considering work-life balance.

    PubMed

    Zülch, Gert; Stock, Patricia; Schmidt, Daniel

    2012-01-01

    Many companies currently strive to support their employees' work-life balance through appropriate measures in order to improve employees' loyalty towards the company and to recruit new employees. In this context, flexibility in the area of working times is a measure that can influence employees' private lives immensely. This is why the individualisation of working time arrangements has been accorded high importance in current discussions on work-life balance. In this area, best practice examples can be found showing how working-time arrangements can improve the situation of the employees. It should be noted, however, that there is not one single perfect working-time model. A working-time model must always be adapted specifically to the actual situation of the company and the employees. Therefore, a targeted analysis of the challenges facing the company and the demands on the employees is essential for the creation of an appropriate working time policy. In particular, the employees' working-time preferences must be appropriately taken into account. Owing, however, to a combination of organisational complications and legal data protection restrictions, it is for the most part impossible to meet these working-time preferences in their entirety. This paper, which is based on an employee survey, illustrates the strain on employees in the retail sector and identifies different types of working-time preferences.

  4. Attitudes towards disability management: A survey of employees returning to work and their supervisors.

    PubMed

    Busse, Jason W; Dolinschi, Roman; Clarke, Andrew; Scott, Liz; Hogg-Johnson, Sheilah; Amick, Benjamin C; Rivilis, Irina; Cole, Donald

    2011-01-01

    Return to work after a leave on disability is a common phenomenon, but little is known about the attitudes of employees or their supervisors towards the disability management process. We report on employee and supervisor feedback from one disability management experience. 389 consecutive employees from the Ontario offices of a single private Canadian insurance company returning to work from short-term disability, and their supervisors. We surveyed employees and their supervisors about their experience with, and attitudes towards, the disability management process. Of those surveyed, 88 employees and 75 supervisors provided data (response rates of 22.6% and 19.3% respectively). The majority of respondents (79.1% of employees and supervisors) endorsed positive attitudes towards their disability management experience. More than 25% of employees disagreed with the following three items: case managers contributed to recovery, case managers removed barriers to recovery, and sufficient support was provided in the return to work process. More than 25% of employees and managers reported that a commitment to modify an unhelpful work situation was not followed through. The majority of participating employees returning to work from short-term disability, and their supervisors, reported a high level of satisfaction with the disability management process. Areas that may benefit from attention include some aspects of case manager-employee interaction and ensuring that support during the return to work process is provided, including modification to work situations when appropriate.

  5. Ethnicity and cultural values as predictors of the occurrence and impact of experienced workplace incivility.

    PubMed

    Welbourne, Jennifer L; Gangadharan, Ashwini; Sariol, Ana M

    2015-04-01

    Workplace incivility is a subtle type of deviant work behavior that is low in intensity and violates workplace norms of respect. Past research demonstrates the harmful impact of incivility on work attitudes and employee wellbeing; however, little is known about how incivility is experienced by individuals of different ethnicities and cultural orientations. In the current study, we compared the amount and impact of workplace incivility that was experienced by Hispanic and white, non-Hispanic employees. Further, we examined whether cultural dimensions of vertical and horizontal individualism and collectivism moderated the relationships between workplace incivility and work and health outcomes. A sample of 262 university employees (50% Hispanic; 63% female) provided self-reports of experienced incivility, burnout, job satisfaction, and cultural values. Although male Hispanic employees experienced more incivility, female Hispanic employees experienced less incivility than non-Hispanic employees of the same gender. Hispanic employees displayed greater resilience against the impact of incivility on job satisfaction and burnout, compared with non-Hispanic employees. Additionally, employees with strong horizontal collectivism values (emphasizing sociability) were more resilient against the impact of incivility on burnout, whereas employees with strong horizontal individualism values (emphasizing self-reliance) were more susceptible to burnout and dissatisfaction when faced with incivility. These findings suggest that employees' ethnicity and cultural values may increase or decrease their vulnerability to the impact of incivility at work. (c) 2015 APA, all rights reserved).

  6. 30 CFR 57.18006 - New employees.

    Code of Federal Regulations, 2010 CFR

    2010-07-01

    ... Surface and Underground § 57.18006 New employees. New employees shall be indoctrinated in safety rules and safe work procedures. ... 30 Mineral Resources 1 2010-07-01 2010-07-01 false New employees. 57.18006 Section 57.18006...

  7. Causal Impact of Employee Work Perceptions on the Bottom Line of Organizations.

    PubMed

    Harter, James K; Schmidt, Frank L; Asplund, James W; Killham, Emily A; Agrawal, Sangeeta

    2010-07-01

    Perceptions of work conditions have proven to be important to the well-being of workers. However, customer loyalty, employee retention, revenue, sales, and profit are essential to the success of any business. It is known that these outcomes are correlated with employee attitudes and perceptions of work conditions, but the research into direction of causality has been inconclusive. Using a massive longitudinal database that included 2,178 business units in 10 large organizations, we found evidence supporting the causal impact of employee perceptions on these bottom-line measures; reverse causality of bottom-line measures on employee perceptions existed but was weaker. Managerial actions and practices can impact employee work conditions and employee perceptions of these conditions, thereby improving key outcomes at the organizational level. Perceptions of specific work conditions that engage employees in their work provide practical guidance in how best to manage people to obtain desired results. © The Author(s) 2010.

  8. 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. © 2015 The Author(s).

  9. The Association of Employee Engagement at Work With Health Risks and Presenteeism.

    PubMed

    Burton, Wayne N; Chen, Chin-Yu; Li, Xingquan; Schultz, Alyssa B

    2017-10-01

    Employee engagement is a key factor in work performance and employee retention. The current study seeks to examine the relationship between employee engagement and health risks and productivity. In 2012, employees of a global financial services corporation participated in a health risk appraisal (HRA) which measured employee engagement, health risks, and on-the-job productivity loss (presenteeism). Three engagement categories were created. The highest engaged employees had significantly fewer health risk factors (69.7% overall low-risk status; 1.91 average health risks) and significantly less presenteeism (7.7%) than the mid engagement (67.9% low-risk, 1.98 risks, 9.2% presenteeism) and worst engagement (55.0% low-risk, 2.53 risks, 14.0% presenteeism) groups. Work engagement appears to be good for both the organization and the individual. Organizations may wish to make use of strategies which increase employee engagement.

  10. Diabetes, employment and fatigue-related complaints: a comparison between diabetic employees, "healthy" employees, and employees with other chronic diseases.

    PubMed

    Weijman, Iris; Kant, Ijmert; Swaen, Gerard M; Ros, Wynand J G; Rutten, Guy E H M; Schaufeli, Wilmar B; Schabracq, Marc J; Winnubst, Jacques A M

    2004-08-01

    The work situation and fatigue-related complaints of employees with diabetes (N = 141) were compared with "healthy" employees (N = 8946) and employees with other chronic diseases (N = 1883). Baseline data from a Dutch Cohort Study on Fatigue at Work were used to test differences in background variables, work characteristics, lifestyle factors, and fatigue-related complaints. Odds ratios were calculated for prolonged fatigue, the need for recovery, burnout, and psychological distress. Results showed that employees with diabetes work more daytime hours and work less overtime than the other groups. If they have no comorbidity, they are no more likely to report fatigue-related complaints than "healthy" employees, except for a depressed mood. Comorbidity (the presence of one or more additional chronic diseases) is associated with increased fatigue-related complaints. Therefore, this group will need special attention from professionals.

  11. Are Emotions Transmitted From Work to Family? A Crossover Model of Psychological Contract Breach.

    PubMed

    Liang, Huai-Liang

    2018-01-01

    Based on affective events theory and the crossover model, this study examines the effect of psychological contract breach on employee dysfunctional behavior and partner family undermining and explores the crossover effect of employee dysfunctional behavior on partner family undermining in work-family issues. This study collected 370 employee-partner dyads (277 male employees, 93 female employees, M age = 43.59 years) from a large manufacturing organization. The results of this study support the conception that employees' psychological contract breach results in frustration in the workplace. In addition, mediation analysis results reveal that psychological contract breach relates to employee dysfunctional behavior in the workplace. The findings show that partners' psychological strain mediates the relationship between employee dysfunctional behavior and partner family undermining. Furthermore, these findings provide investigations for the crossover model to display the value of psychological contract breach in family issues.

  12. The effect of occupational health and safety, work environment and discipline on employee performance in a consumer goods company

    NASA Astrophysics Data System (ADS)

    Putri, D. O.; Triatmanto, B.; Setiyadi, S.

    2018-04-01

    Employee performance can be the supporting factor of company performance. However, employee performance can be affected by several factors. Employees can have optimal performance if they feel safe, have good working environment and have discipline. The purposes of this research are to analyze the effect of occupational health and safety, work environment and discipline on the employee performance in PPIC Thermo section in a consumer goods company and to find the dominant variable which primarily affects employee performance. This research was conducted by taking data from 47 respondents. The data were collected using questionnaire. The techniques in data analysis is multiple linear regression with SPSS software. The result shows that occupational health and safety, work environment and discipline are simultaneously significant to the employee performance. Discipline holds the dominant factor which affects employee performance.

  13. 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.

  14. 20 CFR 10.528 - What action will OWCP take if the employee fails to file a report of activity indicating an...

    Code of Federal Regulations, 2010 CFR

    2010-04-01

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

  15. 20 CFR 10.528 - What action will OWCP take if the employee fails to file a report of activity indicating an...

    Code of Federal Regulations, 2014 CFR

    2014-04-01

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

  16. 20 CFR 10.528 - What action will OWCP take if the employee fails to file a report of activity indicating an...

    Code of Federal Regulations, 2013 CFR

    2013-04-01

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

  17. 20 CFR 10.528 - What action will OWCP take if the employee fails to file a report of activity indicating an...

    Code of Federal Regulations, 2012 CFR

    2012-04-01

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

  18. 20 CFR 10.528 - What action will OWCP take if the employee fails to file a report of activity indicating an...

    Code of Federal Regulations, 2011 CFR

    2011-04-01

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

  19. 26 CFR 31.3121(a)(9)-1 - Payments to employees for nonwork periods.

    Code of Federal Regulations, 2010 CFR

    2010-04-01

    ..., but in which the employee does not work (other than being subject to call for the performance of work... is a woman to whom the payment is made before November 1956, or (2) The employee attains age 62, if the employee is a man to whom the payment is made after December 1974, or if the employee is a woman...

  20. 26 CFR 31.3121(a)(9)-1 - Payments to employees for nonwork periods.

    Code of Federal Regulations, 2011 CFR

    2011-04-01

    ..., but in which the employee does not work (other than being subject to call for the performance of work... is a woman to whom the payment is made before November 1956, or (2) The employee attains age 62, if the employee is a man to whom the payment is made after December 1974, or if the employee is a woman...

Some links on this page may take you to non-federal websites. Their policies may differ from this site.
Top