Cost Club Scenario Essay

Introduction each employee has fundamental rights in the workplace that include their right to privacy, fair compensation and free from discrimination. Even applicants collect rights before they ar 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 Privacy* Employees have the right to privacy with regards to their ad hominem possessions * This includes their purses, handbags. Briefcases, lockers.* Employees have secureed rights with respect to e-mail messages and cyberspace usage while using constitute Clubs computer remains * Employers do not have the right to conduct a credit rating checks or background checks on an employee or perspective employee without the express indite permission of the employee (FindLaw, 2014).Employee Unions beneath the National perseverance Relations make for (NLRA), employers be forbidden from in terfering in an employees right to organize, or to marry or assist in a labor organization for incorporated 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 whatever of their rights such as (National Labor Relations Board, 2014) * It is iniquitous for an employer to threaten their employees with the loss of their jobs or pull ins if they choose to join or suffrage for a union or participate in protected plan dressivity. * 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 engaging 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 labor 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 right 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 mustiness follow both OSHA recourse and wellness standards as well as identify and correct any safety or health problems found. It is also the employers responsibility to (joined relegates segment of Labor, 2014). * Keep employees informed about hazards through the offering of training, labeling, alarms, systems that are wile coded, material safety data sheets that pertain to chemicals and other methods.* Employees are to be trained in a manner in which they can full chthonianstand * Employers are to withstand accurate and complete records of any work-related injuries or sicknesses that 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 within octette hours should there be a workplace fatality or when tether or more workers have been injured or hospitalized due to an accident. * peril the prescribed OSHA poster that describes the rights and responsibilities in plain view for employees to read per the OSHA Act (United States incision of Labor, 2014).Employee Retirement Income Security ActCompliance assistance under the Employee Retirement Income Security Act (ERISA) sets the minimum standards for hideaway 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 realize 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 volition receive their benefits. * Employers are to include in the buff health laws* Employers are to provide a continuation of health kick coverage for an employee that due to certain events would result in a simplification ,in their benefits. * The Health Insurance Portability and Accountability Act (HIPAA) amended ERISA to make health care coverage available for employees that have either been terminated or have quit (United States Department of Labor, 2014). uninfected Labor Standards ActThe Fair Labor Standards Act (FLSA) is responsible for setting and establishing a minimum wage, overtime digest, 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 non exempt workers is $ 7.25 per hours * Overtime leave to be at the rate of one-half times their regular pay after 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 follow Club to pay overtime for weekends, holi geezerhood 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).ConclusionIn order to ensure and maintain a high moral level of employee behavior. Employees of speak to Club must fully understand the honest and well-grounded implications of their decisions. As they relate to their employees personal and professional values. This should be reflected at every level upper, and lower forethought included. Cost Club necessitate to develop and implement a personal credit line Code of Ethics that can be reviewed with all employees at all Cost Club location s. By implementing a Business Code of Ethics, Cost Club will weave together not only the legal principles of employment, but the moral issues that commonly arise in employment issues.These respectable 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 estimable dilemma occurs the code will become one of the employees vanquish tools for dealing with the dilemma. When Cost Club chooses to engage in employee supervise, this practice will be posted 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 be ing ethical and following the policies he or she should not be concerned with supervise 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 security 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 respon sibilities following an OSHA inspection. Retrieved April 13, 2014, from https//www.osha.gov/Publications/osha3000.html12. United States Department of Labor. (2014). Wage and hour division. Retrieved April 13, 2014, from http//www.dol.gov/whd/flsa/.