Defining An Employee And Employer Essay

Question 1: What are the key steps for launching a successful EAP program? Should firms offer EAPs? Why or why not? An Employee Assistance Program, also known as and EAP requires careful thought, preparation and planning to be successful in implementation. However, as indicated by Dessler, “EAPs are increasingly popular, with more than 60% of larger firms offering such programs” (p.443). Although there are benefits and drawbacks to implementing an EAP program, this essay discusses the steps necessary

employees and a direction to apply them. The employees will have goals, actions, and behaviors to bring the company closer to the organization’s vision. Moving forward requires direction so that new and current employees stay on track. Appraising an employee may affect their base pay, promotional status, and retention decisions. The employees who are found to have deficiencies may be identified and corrected when their appraisal is interpreted. This can also reinforce the employees existing strengths

for others); accommodating (low concern for self and high concern for others); and avoiding (low concern for self and for others). (Sorenson, Morse & Savage, 1999, p.26) I assumed that my negotiations would all result in the employer taking a competitive style and the employer more collaborative. As I will explain later, this was not the

gap. The factors include but aren’t limited to, “reduced investment in human capital by mothers, lower work effort by mothers compared with nonmothers, unobserved heterogeneity between mothers and nonmothers, and discrimination against mothers by employers” (Correll 1299). All these things contribute to the gender wage gap. Women in the work place already have to prove themselves in comparison to men, the element of being a mother creates another obstacle for women who are mothers. This also places

aging parents’ health deteriorates suddenly, or a baby is born or adopted. Respectively, the intent of FMLA, it allows an employee who is struggling with a family medical event that is making it difficult to work. The law protects the employees who have worked for the employer for at least a year from losing their jobs while taking unpaid leave for up to twelve

after a major restructuring or reduction in force? The Age Discrimination in Employment Act (ADEA) promotes the employment of older persons based on their ability and not their age, prohibits arbitrary age discrimination in employment, and assists employers and employees in finding ways to meet the problems arising from the impact of age on employment (Mujtaba and Cavico, 2010). When an organization faces difficult times sometimes a reduction in force (RIF) is necessary. However, if not conducted

illegal to discriminate against a job applicant or an employee because of the person 's race, color, religion, sex (including pregnancy), national origin, age (40 or older), disability or genetic information” (Overview, EEOC, 2014). These federal laws include Title VII of the Civil Rights Act of 1964, as amended in 1972, 1978, and 1991, along with the Equal Pay Act (EPA), and the Age Discrimination in Employment Act (ADEA). Most employers with at least 15 employees are covered by EEOC laws. The

Werhane and Radin’s theory holds that employees and employers alike are allowed to end their employment “For a good cause, for no cause, or even for causes morally wrong” (pp.255) without being penalized for doing so. So essentially, the employer may terminate an employee’s service for any of the above and the employee at the same time can quit their jobs for any of the above without having to give notice and not be penalized for it. While employees in the private sector have no rights to due process

done in connection with the employee performing work for the company. This includes acts that were both known and unknown by the employer. Vicarious liability and respondeat superior are two large factors in businesses being liable for their employees, and it is vital to understand what does and doesn’t fall under these doctrines. Businesses have a duty of care to hire, train, supervise, and retain employees that are responsible and ethical members of society; if an employee commits a criminal act while

Psychological Contracts • Historical Development; Social Exchange Theory. Argyris’ social exchange theory illustrates how the employee and employer relationship has matured over the past quarter century with the aid of recent research and reconceptualization into Rousseau’s’ psychological contract. The social exchange theory involves unspecified obligations where one party needs to trust the other that the benefits received will be reciprocated. The reciprocation of benefits enhances trustworthiness