Scenario 3 Cost Club Outlline Hrm/546

I. Employee Privacy

a. Ensures employee productivity and effectiveness

i. Prevents loss of productivity with misuse of technology

ii. Employees have access to company computers, email, and voice mail and communications to conduct company business.

b. Legal liability protection

i. Email system should not be used for illegal or immoral purposes, nor should it be used for discriminatory purposes (Barrett & Anderson, 2007).

ii. Policies should be developed for disciplinary action for communication misuse.

II. Employee Unions

a. Unions have a statutory basis

i. Employees have the rights to form labor organizations.

ii. They have the right to collective bargaining using their own representatives for their own gain and mutual aid.

iii. They also have the right not to participate in such endeavors. (Bennett & Hartman, 2007)

b. Public Sector

i. Federal restrictions prevent unions in the public sector form collective bargaining over wages or benefits and striking

ii. Federal employees cannot bargaining over wages or benefits the way the private unions can.

iii. They are permitted to bargain the numbers, types, and grades of positions; procedures for carrying out work or using authority, how technology is used, and polices for employees harmed by management decisions (Bennett & Hartman, 2007).

III. Occupational Safety and Health Administration (OSHA)

a. Designed to give employees a workplace safe from serious recognized hazards and compliance with all regulation under the act.

i. Checking the workplace to ensure it meets OSHA standards.

ii. Ensure that all tools must be properly maintained and employees must be properly trained to use it.

iii. All operating procedures must be communicated to the employees to ensure safety is maintained.

b. OSHA Warnings must be posted.

i. Posters, labels, information and all color codes on all relevant materials.

ii. OSHA regulations and employees rights are posted in prominent locations so that the employees...