HRM320 Course Discussions Week 2

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HRM320 Course Discussions Week 2
“Theft of time” is considered to occur when the employee takes these types of actions, and submits sub-par work…

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HRM320 Course Discussions Week 2

HRM320 Course Discussions Week 2

All Students Posts – 74 Pages

Theft of Time on the Internet – 40 Pages 

The internet is a staple of the modern office. Some companies are concerned that the Internet (and its e-mail application) lead to increased theft of time in the workplace. But, others argue that the Internet promotes efficiency of information. What are your thoughts on this? What are the parameters and the potential implications for failure to adhere to those parameters?

In the text it states that “theft of time” includes everything from “taking longer breaks” to “conducting personal business on company time”. “Theft of time” is considered to occur when the employee takes these types of actions, and submits sub-par work to the employer, or has sub-par productivity. This can lead to termination and or “demotion”. I believe that it is important for companies to set clear expectations and boundaries with their employees. Having specific guidelines and policies put in place for employees to follow, in addition to clear expectations, should eliminate the real issues related to actual “theft of time”. When I am at work, I don’t use the internet for anything non-work related. I also don’t make personal call outside of my allotted breaks. However, if I do need to send a quick text message, or check an important email my employer is okay with this- and I typically will step outside to do so. Since my productivity is unaffected by these actions, my employer does not see it as a “theft of time”…

 Elliptical-At Will – 34 Pages 

Human Resource Dilemma Number 5 (pg. 141, Moran text) says this:

In Elliptical Electronics Company’s employment handbook, it states in bold, “Employment is at will and can be terminated by either employer or employee at any time for any reason with or without cause.” Later in the handbook, a multiple-step grievance procedure is outlined. Thomas Walker physically assaults a coworker without provocation. The co-worker is hospitalized, and Thomas is discharged immediately under the at-will policy. Thomas, who is black, reports that Elliptical violated its employment handbook by not providing him with a hearing as outlined in its grievance procedure. How would you advise Elliptical?

Do you think the grievance procedure modified Mr. Walker’s at-will employment relationship with Elliptical? When it comes to making such a determination, what factors come into play and are all factors consistent?

I think it would be important to know the actual grievance procedure outlined by Elliptical, and also, their policy on workplace violence. If the company put into place a zero-tolerance policy against workplace violence, specifically noted that workplace violence was grounds for immediate dismissal, then I don’t think that offering a hearing to Mr. Walker would violate the grievance procedure. However, I think that from a human resources standpoint, it is important to obtain as much information as possible from all parties…