Involuntary Separations – To Terminate or not?
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Involuntary Separations – To Terminate or not?
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- Should you hide or delete content on your social profile that could be considered inappropriate to employers? A. Yes inappropriate content can give potential employers a negative impression of you and keep you from getting a job. B. Yes you should erase as much information about you online as can so that there is no potential situation in which your employer finds something negative about you. C. No employers should not be researching info about you using your social profiles because your social profiles do not best represent you. D. No employers do not typically look for info about you on your social profiles because your social profiles do not best represent you.A survey carried out by CareerBuilder a few years ago found that 70% of hiring managers and human resources professionals said they had found information on social media that caused them not to hire the job applicants, but what qualifies as a valid reason? Les Rosen, founder and CEO of Employment Screening Resources, said that investigating a job candidate's social media accounts helps employers look inside the person's head to see who the applicant really is. "But," he added, "if you use social media profiles incorrectly, a world of privacy and discrimination problems could arise." What did Rosen mean? Is it ethical for recruiters and hiring managers to peruse a candidate's social media profile during the hiring process as part of a pre-employment background screening, or are recruiters taking candidate research too far and invading people's privacy? Should employers go to background screening firms to conduct social media checks and assemble a report on the applicant's online…3. Which example of unethical behavior is most likely to result in servers punishment such as termination? a . Excessive use of social media during work time b. Use of hospital email for personal communication c. Acceptance of item of nominal value from a vendor d. Falsification of employee time sheet
- While an employer is prohibited from firing an employee for the above-mentioned activities, social media is different. As we discussed in the text, making statements that are “egregiously offensive or knowingly and maliciously false,” or “publicly disparaging your employer’s products or services without relating your complaints to any labor controversy” is not protected concerted activity Your assignment is to write one or two social media posts about your “job” that could get you fired. Don’t post them on your real social media account! Just share them in this discussion thread. The posts should get you “fired” for different reasons. They should all be safe for classroom discussion (no obscenities, lewd remarks, etc.). Then, create one social media post that covers work related subjects but will not get you fired.All of the following are true statements regarding the application of the Family and Medical Leave Act EXCEPT a. eligible employees must have worked for the employer for at least one year b. employees must be employed at job sites with at least 50 employees c. up to 12 weeks must be granted in a 12-month period d. employers must receive advance notice and medical certification from the employee1. Selling fundraising items at work is: A. Acceptable only if it is for an immediate family member B. Only appropriate during non-work periods such as your break and lunch hour C. Generally frowned upon D. Acceptable if you conduct business in your private work area 2. If you are a victim of a bad workplace relationship: A. Apologize if you were wrong, do not hold a grudge, and be polite and respectful B. Apologize regardless of whether you were right or wrong, do not hold a grudge, and retaliate C. Do not wait for an apology, hold a grudge, and ignore the situation D. Wait for an apology, hold a grudge, and tell your boss 3. If your confidential complaints to higher executives about your boss are going unnoticed: A. Keep complaining to others B. Give up your employee rights C. Begin quietly looking for a new job D. Immediately quit
- what subject line would you pick for an email on this scnerio? You recently made a payment of $250 to a local non-profit charity organization through an annual-giving campaign that your employer sets up. This is your 5th year participating and, for reasons of your own, you haven't felt the need or the care to share to whom your donations go with your coworkers — and have preferred to keep this a private matter — between you and Human Resources (HR). One day, while eating lunch with your colleagues in a crowded restaurant, Abigail Keller, HR's newest office administrator, unexpectedly stopped by your table to commend you directly on your generosity. In her sincere excitement, she enthusiastically informed you in front of your peers that you happened to also make the biggest contribution of all the members in your department this year. She additionally mentioned the name of the organization and detailed the amount of your charity to it. Although you know no harm was directly intended,…You can be fired for what appears on your social media accounts. O True O FalseDISCUSSION ON HOW TO PROTECT EMPLOYEES’ RIGHTS TO PRIVACY AND AT THE SAME TIME TO PROTECT THE EMPLOYER
- Which of the following terms refers to all forms of pay or rewards going to employees and arising from their employment? a. Employee compensation b. Wage reimbursement c. Employee Benefits d. SalaryThe COO is unhappy about how a particular restaurant manager is handling the poor performance of the restaurant so the COO begins to fire staff to reduce operating costs without consulting the manager. This forces the restaurant manager to do what the COO wants to do. a) Debate b) Action over words c) Images and coaltions d) loss of faceWhich of the following statements is true about good recruiting efforts? If a disparate impact exists between an employer’s workforce and the relevant labor markets, then the employer is required by law to expand its external recruiting efforts. Wording about specific designations such as EEO/M-F/AA/ADA in employment advertisements would be considered illegal. Advertising job openings for “exercise boys” for a race track would be considered legal terminology. A salon that advertises job openings for “young and enthusiastic” employees would be considered impartial.