Cost Club Scenario Essay

IntroductionEvery employee has fundamental rights in the workplace that include their right to privacy, fair compensation and resign from discrimination. Even applicants fix rights before they argon hired as an employee. Some of those rights include discrimination that is based solely on a persons race, gender, age, religion, national origin, or during the hiring process (FindLaw, 2014).Employee retirement* Employees have the right to privacy with regards to their personal possessions * This includes their purses, handbags. Briefcases, lockers.* Employees have limited rights with respect to e-mail messages and internet usage while using greet confederacys computer governance * Employers do not have the right to conduct a credit checks or background checks on an employee or perspective employee without the express written authority of the employee (FindLaw, 2014).Employee UnionsUnder the National Labor Relations represent (NLRA), employers be forbidden from interfering in an employees right to organize, or to join or attend in a labor organization for collective bargaining purposes, or prohibit working together to improve terms and conditions of their place of employment. Union employers may not coerce their employees in exercising any of their rights such as (National Labor Relations Board, 2014) * It is il jural for an employer to threaten their employees with the loss of their jobs or benefits if they hire to join or vote for a union or participate in protected concerted activity. * Threaten employees with plant closure should their employees choose to have union representation.* Employers are not to question employees about their union activities or sympathies * Promise employees benefits in order to discourage union support * Punishingemployees for pleasing in union or protected concerted activity * Retaliating against an employee by transferring, laying off, terminating, assigning employees to more difficult work task or for file an unfair labo r practice charges or participating in an NLRB investigation (National Labor Relations Board, 2014).occupational Safety and Health AdministrationUnder the Occupational Safety and Health Administration (,OSHA) employers have a responsibility to their employees to provide a safe environment for their employees. Employers are responsible for providing their employees with a workplace free of serious hazards and must follow all OSHA safety and health standards as well as identify and correct any safety or health problems found. It is also the employers responsibility to (United conveys Department of Labor, 2014). * Keep employees informed about hazards through the offering of training, labeling, alarms, systems that are color coded, material safety data sheets that partake to chemicals and other methods.* Employees are to be trained in a manner in which they can fully understand * Employers are to maintain accurate and accomplished records of any work-related injuries or illnesses t hat may occur in the workplace. * Employers are to post any citations, injuries and illness data where is it easily viewed by employees. * OSHA is to be notified by the employer in spite of appearance eight hours should there be a workplace fatality or when three or more workers have been injured or hospitalized due to an accident. * queer the official OSHA poster that describes the rights and responsibilities in plain view for employees to read per the OSHA Act (United States Department of Labor, 2014).Employee retirement Income Security ActCompliance assistance under the Employee Retirement Income Security Act (ERISA) sets the minimum standards for retirement and health benefit plans in private industry. Although ERISA does not require an employer to provide a retirement plan or to provide benefits it only requires those who have established plans meet and follow a level of standards. ERISA covers retirement, health, and other welfare benefit plans. (United States Department of Labor, 2014) * Meet ERISA standards of conduct* Employers are to assure that the funds of the plan are protected and thatparticipants who qualify will receive their benefits. * Employers are to include new health laws* Employers are to provide a continuation of health care coverage for an employee that due to certain events would result in a reduction ,in their benefits. * The Health Insurance Portability and Accountability Act (HIPAA) revise ERISA to make health care coverage available for employees that have either been terminated or have quit (United States Department of Labor, 2014).Fair Labor Standards ActThe Fair Labor Standards Act (FLSA) is responsible for setting and establishing a minimum wage, overtime pay, recordkeeping, and youth employment standards that affect employees in the private sector andFederal, State and local governments (United States Department of Labor, 2014). * The wage for covered nonexempt workers is $ 7.25 per hours * Overtime pay to be at the rate of one-half times their regular pay after(prenominal) a 40 hour workweek. * There is no limit to anyone 16 years or older to the amount of hours they may work. * FLSA does not require hail Club to pay overtime for weekends, holidays for an employees, regular days off, unless overtime is typically worked on those days. * Employers are required to display the official poster of the FLSA. (United States Department of Labor, 2014). ratiocinationIn order to ensure and maintain a high moral level of employee behavior. Employees of Cost Club must fully understand the honourable and legal implications of their decisions. As they relate to their employees personal and professional values. This should be reflected at every level upper, and lower management included. Cost Club needs to develop and give a Business code of Ethics that can be reviewed with all employees at all Cost Club locations. By implementing a Business Code of Ethics, Cost Club will weave together not only the legal pri nciples of employment, but the moral issues that commonly arise in employment issues.These ethical behaviors are vital to Cost Clubs overall success. The stakeholders of Cost Club are able to take direction from Cost Clubs, Business Code of Conduct. And when an ethical dilemma occurs the code will become one of the employees best tools for dealing with the dilemma. When Cost Club chooses to engage in employee monitoring, this practice will be affix and announced to all employees.Employees need to understand the laws and Cost Clubs corporations, policies along with the Business Code of Conduct.Cost Club also needs to exercise restraint in looking over their employees shoulders when it comes to use of the internet and email. (Mujtaba, 2014). When everyone understands all the ground rules then the workplace environment at Cost Club will be fair. If Cost Clubs employees are being ethical and following the policies he or she should not be concerned with monitoring and at the same time Cost Club should conduct their monitoring of employees within the guidelines of the law (Mujtaba, 2014).ReferencesFindLaw. (2014). Employee rights 101. Retrieved April 13, 2014, from http//employment.findlaw.com/employment-discrimination/employees-rights-101.html. Mujtaba, B. G. (2014). Ethical implications of employee monitoring What leaders should consider. Retrieved April 13, 2014, from http//www.huizenga.nova.edu/Jame/articles/employee-monitoring.cfm. National Labor Relations Board. (2014). Employer/union rights and obligations. Retrieved April 13, 2014, from http//www.nlrb.gov/rights-we-protect/employerunion-rights-and-obligations. United States Department of Labor. (2014). Employee retirement income aegis act ERISA. Retrieved April 13, 2014, from http//www.dol.gov/dol/topic/health-plans/erisa.htm. United Stated Department of Labor. (2014). Employer rights and responsibilities following an OSHA inspection. Retrieved April 13, 2014, from https//www.osha.gov/Publications/osha300 0.html12. United States Department of Labor. (2014). Wage and hour division. Retrieved April 13, 2014, from http//www.dol.gov/whd/flsa/.