Hr Chapter 13

Front 1

Employee rights

Back 1

Guarantees of fair treatment that become rights whe they are granted to employees ggby the courts, legislatures, or employers

Front 2

Negligence

Back 2

The failure to provide reasonable care when such failure results in injury to consumers or other employees

Front 3

psychological contract

Back 3

expectation of a fair exchange of employment obligations between an employee and employer

Front 4

employment at wil principle

Back 4

the right of an employer to fire an employee without giveing a reason and the right of an eemplouyee to quiot when he or she chooses

Front 5

wronguful discharge

Back 5

a discharge, or termination of an employee that is illegal

Front 6

Violation of public policy

Back 6

an exception occcurs when an emplouyee is terminated for regusing to commit a crime; for reporting criminal activity to government authorities; for disclosing illegal, unethical, or unsafe practices of the employer, ; or for exercising employment rights

Front 7

Implied contract

Back 7

this exception occurs whe employees are discharged despite the employer's promice (expressed or implied) of job security or contrary to established termination procesures. An employer's oral or written statements may constitute a contractual obligation if they are communicated to employees and employees rely on them as conditions of employment

Front 8

Implied covenant

Back 8

This exception occurs when an employer has acted with a lack of good faith and fair dealing. For example, an employer would be doing so if it were to terminate a saleperson simply to avoid having to pay him or her a commission. By inflicting harm without justification, the employer violated the implied covenant betwee the two parties.

Front 9

whistle-blowing

Back 9

complaints to governmental agencies by employees about their employers illegal or immoral acts or practices

Front 10

explicit contracts

Back 10

contracts that are formal written (signed) agreements that grant to employees and employers agreed-upon employment benefits and privileges.

Front 11

nondiscosure of information agreement

Back 11

this provision forbids employees from revealing proprietary information outside the company, either during or following their employment. Courts widely enforce these agreements

Front 12

Intellectual property agreement

Back 12

This provision grants to an employer the ownership of an idea, invention or process, or work of authorship developed by the employee during the time of employment. Such an agreement expressly states that the employer retains all rights, titles, and interests in ideas that are subject to patent laws and developed during the employee's period of hire

Front 13

Noncompete agreement

Back 13

this provision prevents ex-employees from either becoming a competitor or working for a competitor for a designated period of time. They are designed to proect confidential information, customer relations, and other valuable assets. However, they are often challenged in courts.

Front 14

Nonpiracy agreements

Back 14

These agreements prohibit ex-employees from soliciting clients or customers of former employers for a specific period of time and from disclosing or making use of confidental employer inforation. Courts have been more will to uphold them than noncompete agreements.

Front 15

constructive discharge

Back 15

an employee's voluntary termination of his or her employment because of harsh, unreasonable employment conditionis placed on the individual by the employer

Front 16

Workers Adjustment Retraining and Notification Act (WARN)

Back 16

requires organization with more than 100 employees to give employees and their communities sixty days notice of any closure or layoff affecting fifty or more full time emplooyees

Front 17

impairment testing

Back 17

also called fitness for duty or performance based testing, it measures whether an employee is alert enough to work

Front 18

Discipline

Back 18

a tool, used to correct and mold the practices of employees to help them perform better so tehy conform to acceptable standards

Front 19

progressive discipline

Back 19

the application of corrective measures by increasing degrees

Front 20

positive, or nonpunitive, discipline

Back 20

a system of discipline that focuses on early correction of employee misconduct, with the employee taking total responsibility for correcting the problem

Front 21

due process

Back 21

procedures that constitute fair treament, such as allowing an employee to tell his or her story about an alleged infraction and defend against it

Front 22

alternative dispute resolution (ADR)

Back 22

a term applied to different employee complaint or dispute resolution methods that do not involve going to court

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step review system

Back 23

a system for reviwing employee complaints and disputes by successively higher levels of management

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peer review system

Back 24

a system for reviewing employee complaints that utilizes a group composed of equal numbers of employee representatives and management appointees. The group weights evidence, considers arguments, and, after deliberation, votes to render a final decision

Front 25

open door policy

Back 25

a policy of settling griveance that identifies various levels of management above the immediate supervisor for employee contact

Front 26

ombudsman

Back 26

a designated indivdual from whom employees may seek counsel for resolution of their complaints

Front 27

mediation

Back 27

the use of an impartial neutral to reach a compromise decision in employment disputes

Front 28

mediator

Back 28

a thir party in an employment dispute who meets with one party and then the other in order to suggest compromise solutions or to recommend concessions from each side that will lead to an agreement

Front 29

Ethics

Back 29

a set of standards of conduct and moral judgments that help to determine right and wrong behavior