WorldWideScience

Sample records for protect employee interests

  1. Legal problems relating to possible conflicts between physical protection and the interests of employees

    International Nuclear Information System (INIS)

    Mueller, H.

    1981-10-01

    This paper places in a social context the physical protection measures which have become increasingly important for the operation of nuclear installations and describes the way such measures affect the rights of the personnel concerned. It reviews possible areas of conflict between safeguarding national interests (non-proliferation issues and international obligations of the Federal Republic of Germany) and the personal rights of employees. (NEA) [fr

  2. 10 CFR 61.9 - Employee protection.

    Science.gov (United States)

    2010-01-01

    ... occurs because the employee has engaged in protected activities. An employee's engagement in protected... 10 Energy 2 2010-01-01 2010-01-01 false Employee protection. 61.9 Section 61.9 Energy NUCLEAR... Provisions § 61.9 Employee protection. (a) Discrimination by a Commission licensee, an applicant for a...

  3. 10 CFR 70.7 - Employee protection.

    Science.gov (United States)

    2010-01-01

    ... occurs because the employee has engaged in protected activities. An employee's engagement in protected... 10 Energy 2 2010-01-01 2010-01-01 false Employee protection. 70.7 Section 70.7 Energy NUCLEAR... Employee protection. (a) Discrimination by a Commission licensee, an applicant for a Commission license, or...

  4. 10 CFR 60.9 - Employee protection.

    Science.gov (United States)

    2010-01-01

    ... occurs because the employee has engaged in protected activities. An employee's engagement in protected... 10 Energy 2 2010-01-01 2010-01-01 false Employee protection. 60.9 Section 60.9 Energy NUCLEAR... Provisions § 60.9 Employee protection. (a) Discrimination by a Commission licensee, an applicant for a...

  5. 10 CFR 50.7 - Employee protection.

    Science.gov (United States)

    2010-01-01

    ... occurs because the employee has engaged in protected activities. An employee's engagement in protected... 10 Energy 1 2010-01-01 2010-01-01 false Employee protection. 50.7 Section 50.7 Energy NUCLEAR... Employee protection. (a) Discrimination by a Commission licensee, an applicant for a Commission license, or...

  6. 10 CFR 63.9 - Employee protection.

    Science.gov (United States)

    2010-01-01

    ... because the employee has engaged in protected activities. An employee's engagement in protected activities... 10 Energy 2 2010-01-01 2010-01-01 false Employee protection. 63.9 Section 63.9 Energy NUCLEAR... MOUNTAIN, NEVADA General Provisions § 63.9 Employee protection. (a) Discrimination by a Commission licensee...

  7. 10 CFR 30.7 - Employee protection.

    Science.gov (United States)

    2010-01-01

    ... occurs because the employee has engaged in protected activities. An employee's engagement in protected... 10 Energy 1 2010-01-01 2010-01-01 false Employee protection. 30.7 Section 30.7 Energy NUCLEAR... Provisions § 30.7 Employee protection. (a) Discrimination by a Commission licensee, an applicant for a...

  8. 10 CFR 72.10 - Employee protection.

    Science.gov (United States)

    2010-01-01

    ... adverse action occurs because the employee has engaged in protected activities. An employee's engagement... 10 Energy 2 2010-01-01 2010-01-01 false Employee protection. 72.10 Section 72.10 Energy NUCLEAR... Employee protection. (a) Discrimination by a Commission licensee, certificate holder, an applicant for a...

  9. 10 CFR 52.5 - Employee protection.

    Science.gov (United States)

    2010-01-01

    ... adverse action occurs because the employee has engaged in protected activities. An employee's engagement... 10 Energy 2 2010-01-01 2010-01-01 false Employee protection. 52.5 Section 52.5 Energy NUCLEAR... Provisions § 52.5 Employee protection. (a) Discrimination by a Commission licensee, holder of a standard...

  10. 49 CFR 805.735-18 - Interests of employees' relatives.

    Science.gov (United States)

    2010-10-01

    ... TRANSPORTATION SAFETY BOARD EMPLOYEE RESPONSIBILITIES AND CONDUCT § 805.735-18 Interests of employees' relatives. The interest of a spouse, minor child, or other members of an employee's immediate household is... 49 Transportation 7 2010-10-01 2010-10-01 false Interests of employees' relatives. 805.735-18...

  11. 10 CFR 40.7 - Employee protection.

    Science.gov (United States)

    2010-01-01

    ... protected activities. An employee's engagement in protected activities does not automatically render him or... 10 Energy 1 2010-01-01 2010-01-01 false Employee protection. 40.7 Section 40.7 Energy NUCLEAR REGULATORY COMMISSION DOMESTIC LICENSING OF SOURCE MATERIAL General Provisions § 40.7 Employee protection. (a...

  12. 10 CFR 71.9 - Employee protection.

    Science.gov (United States)

    2010-01-01

    .... An employee's engagement in protected activities does not automatically render him or her immune from... 10 Energy 2 2010-01-01 2010-01-01 false Employee protection. 71.9 Section 71.9 Energy NUCLEAR... § 71.9 Employee protection. (a) Discrimination by a Commission licensee, certificate holder, an...

  13. 10 CFR 76.7 - Employee protection.

    Science.gov (United States)

    2010-01-01

    .... An employee's engagement in protected activities does not automatically render him or her immune from... 10 Energy 2 2010-01-01 2010-01-01 false Employee protection. 76.7 Section 76.7 Energy NUCLEAR... Employee protection. (a) Discrimination by the Corporation, a contractor, or a subcontractor of the...

  14. 10 CFR 19.20 - Employee protection.

    Science.gov (United States)

    2010-01-01

    ... 10 Energy 1 2010-01-01 2010-01-01 false Employee protection. 19.20 Section 19.20 Energy NUCLEAR... Employee protection. Employment discrimination by a licensee, a holder of a certificate of compliance... as delineated in § 19.2(a), against an employee for engaging in protected activities under this part...

  15. Current aspects of the principal of protecting employees

    Directory of Open Access Journals (Sweden)

    Jovanović Predrag

    2011-01-01

    Full Text Available The principal of protecting employees is traditionally present in labor law. Particular categories of employees, also traditionally, enjoy special protection (young people, women, the disabled. However, the issue of protection of moral integrity of the employees has only recently been addressed. That makes the general principle of the protection of employees in labor relations very current, and it is from that perspective that this paper points out to certain standards of protection of employees in light of international, European and domestic law.

  16. 75 FR 5697 - Employee Protection Program; Removal

    Science.gov (United States)

    2010-02-04

    ... DEPARTMENT OF TRANSPORTATION Office of the Secretary 14 CFR Part 314 RIN 2105-AD94 Employee... Employee Protection Program. These regulations are removed because the underlying program was repealed by... Employee Protection Program, to be administered by the U.S. Department of Transportation. Section 43 of the...

  17. Employee guide to respiratory protection

    International Nuclear Information System (INIS)

    Wright, E.M.

    1982-01-01

    This employee guide discusses use of respiratory protective equipment for particulates, gases, vapors, supplied air, and self-contained breathing apparatus. It also covers equipment selection medical factors, fitting criteria; care; and employee responsibilities

  18. The ethics of silence: Does conflict of interest explain employee silence?

    Science.gov (United States)

    Anderson, James

    2018-03-01

    Employee silence constitutes a significant threat to organizational success. This article argues that silence is a by-product of a structural Conflict of Interest (COI) between employees and their employers. This argument turns on the claim, also defended here, that employees are in a privileged position vis-à-vis knowledge of their work and that leaders-whether they recognize it or not-are dependent on their employees for reliable information about the work they are doing. Employee voice, therefore, is an organizational necessity. It is also a moral achievement as it involves risking one's personal interests for the sake of the organization. Leaders must take steps to mitigate COI and encourage employee voice; this article provides several strategies for doing exactly that.

  19. The Concept of Rights and Protection to Employees: A Comparative Overview

    Directory of Open Access Journals (Sweden)

    RAJA RAZIFF RAJA SHAHARUDDIN

    2013-12-01

    Full Text Available Issues relating to the rights and protection accorded to employees throughout their employment with the employers is a matter that has been given much attention and treated with utmost priority in any organization, be it in the public or the private sector. It is an undeniable fact that the success story of any organization in the generation of profits in its enterprise or the smooth running in achieving the organization's desired objectives is much attributed to having a reliable, skilled and efficient workforce. Today, employees have been regarded as one of the most valuable assets of any organization. In pursuant thereto, apart from having various employment packages, laws regulating employment were enacted as protective measures in guiding both employers and employees. At the international level, rights and protections to employees have been embedded in the Universal Declaration of Human Rights. Comparatively, under the Shariah, though a similar concept has been forwarded, the notion of employment has been elevated to the status of ‘ibadah. Islam places importance of adhering to the Shari`ah principles in dealing with protection accorded to employees. As employment is regarded as ‘ibadah’ the employees are required and enjoined to observe full dedication, sincerity and commitment to their tasks. It is the responsibility of the employers, on the other hand, to ensure that the welfare of their employees is well protected. This paper attempts to outline the concept of employment under the Shari’ah and civil perspectives and to provide a comparative understanding on the rights and protection accorded to employees.

  20. 20 CFR 1002.259 - How does USERRA protect an employee's pension benefits?

    Science.gov (United States)

    2010-04-01

    ... 20 Employees' Benefits 3 2010-04-01 2010-04-01 false How does USERRA protect an employee's pension... REEMPLOYMENT RIGHTS ACT OF 1994 Reemployment Rights and Benefits Pension Plan Benefits § 1002.259 How does USERRA protect an employee's pension benefits? On reemployment, the employee is treated as not having a...

  1. 76 FR 27648 - Submission for OMB Review; Preventing Personal Conflicts of Interest for Contractor Employees...

    Science.gov (United States)

    2011-05-12

    ...; Preventing Personal Conflicts of Interest for Contractor Employees Performing Acquisition Functions AGENCY... approve a new information collection requirement regarding Preventing Personal Conflicts of Interest for... Conflicts of Interest for Contractor Employees Performing Acquisition Functions by any of the following...

  2. Radiation protection training for diverse general employee populations

    International Nuclear Information System (INIS)

    Copenhaver, E.D.; Houser, B.S.

    1986-01-01

    Radiation protection training for the general employee at the Oak Ridge National Laboratory has undergone a great deal of restructuring in the last two years. The number of personnel totally dedicated to nuclear facilities is less than a fifth of our employees and the percentage of contracted employees who are dedicated radiation workers is much smaller. However, the aging of our facilities and increasing emphasis on environmental control means that everyone needs to understand the basics of radiation protection. In accordance with changing DOE guidelines and internal ORNL policies, greater emphasis has been placed on keeping training focused on current issues, training the total workforce, and requiring some type of testing or feedback mechanism. This report describes efforts to instill respect, but not fear, of radiation in the work environment. Flexible tools are being developed to meet this objective for several diverse general employee populations. Continuing efforts include consideration of computer-based training for retraining, developing additional modules for specialized groups and jobs, and testing/documentation appropriate to each population segment. 6 refs

  3. 40 CFR 233.4 - Conflict of interest.

    Science.gov (United States)

    2010-07-01

    ... 40 Protection of Environment 24 2010-07-01 2010-07-01 false Conflict of interest. 233.4 Section 233.4 Protection of Environment ENVIRONMENTAL PROTECTION AGENCY (CONTINUED) OCEAN DUMPING 404 STATE PROGRAM REGULATIONS General § 233.4 Conflict of interest. Any public officer or employee who has a direct...

  4. Equity Incentives: Aligning The Interests Of Employees And Owners ...

    African Journals Online (AJOL)

    This paper reviews how to align the interests of employees and of owners of businesses and directs attention to policy issues that are critical to the attainment of this noble objective. It demonstrates that Tax Incentives and Reforms are necessary and offers recommendations on how to promote equity incentives in Nigeria.

  5. Protective interest rate as tax instrument of corporate capital protection

    Directory of Open Access Journals (Sweden)

    Vukašinović Jovan

    2015-01-01

    Full Text Available This paper deals with researching negative consequences of allocation of economic (virtual gains made as a result of conventional accounting concept by facing current income with historical expenses and necessity to promote additional stimulating instruments that are at disposal by the state in order to eliminate these negative consequences. one of them is certainly protective interest as a relatively new active fiscal instrument of capital protection and recognition of price of invested owner's equity in business ventures, i.e. a specific form of compensation by the state for invested capital bearing in mind, that no source is free, including ones own sources. We also showed mechanisms of protective interest which, together with other measures of macroeconomic policy, should contribute to the protection of real purchasing power of company equity and increase of net gain, left on company's disposal for new investments, new work places, more money in the budget, protection of actual assets against taxing in the conditions of inflation, etc.

  6. Deterring and remedying employee theft.

    Science.gov (United States)

    Buzogany, Bill; Mueller, Michael J

    2010-01-01

    Employee theft of patient-related information for personal financial gain is a serious threat to the success and financial viability of many healthcare providers. You can safeguard your financial interest in your patient base by taking three preventative measures designed to dissuade your employees from stealing from you. The first step is the implementation of policies and procedures that inform your employees that patient-related information is a valuable business asset that you vigorously protect from misappropriation. The second step is strictly limiting and monitoring employee access to patient-related information. The third step is educating your employees of the potential legal consequences to them in the event they steal from you and, in the event of theft, pursuing all legal remedies available to you.

  7. 12 CFR 721.7 - What are the potential conflicts of interest for officials and employees when credit unions...

    Science.gov (United States)

    2010-01-01

    ... a conflict of interest. (c) Business associates and family members. All transactions with business... their immediate family member may receive any compensation or benefit, directly or indirectly, in... incentive or bonus to an employee, other than a senior management employee or paid official, in connection...

  8. Employee response to harassment by immediate supervisor / Moeti Gilbert Maibi

    OpenAIRE

    Maibi, Moeti Gilbert

    2013-01-01

    Workplace harassment is a major problem in all employment relationships. It has negative implications for employee satisfaction, performance and productivity. This in turn leads to poor organisational performance, and often causes formal grievances and labour disputes which are not in the best interest of the employee or the employer. The constitution of the Republic of South Africa and other related acts like Employment Equity Act (EEA) protect employees against any form of un...

  9. 20 CFR 1002.263 - Does the employee pay interest when he or she makes up missed contributions or elective deferrals?

    Science.gov (United States)

    2010-04-01

    ... 20 Employees' Benefits 3 2010-04-01 2010-04-01 false Does the employee pay interest when he or she makes up missed contributions or elective deferrals? 1002.263 Section 1002.263 Employees' Benefits OFFICE OF THE ASSISTANT SECRETARY FOR VETERANS' EMPLOYMENT AND TRAINING SERVICE, DEPARTMENT OF LABOR REGULATIONS UNDER THE UNIFORMED SERVICES...

  10. 5 CFR 6401.102 - Prohibited financial interests.

    Science.gov (United States)

    2010-01-01

    ... ETHICAL CONDUCT FOR EMPLOYEES OF THE ENVIRONMENTAL PROTECTION AGENCY § 6401.102 Prohibited financial... having outside employment with or holding stock or any other financial interest in companies that... apply to companies with subsidiaries in these areas but do not include retail distributors to the...

  11. 76 FR 2808 - Procedures for the Handling of Retaliation Complaints Under the Employee Protection Provisions of...

    Science.gov (United States)

    2011-01-18

    ... discontinued. Moreover, GAP commented that ``[t]he regulations must specify that investigators pay particular... by October 9, 2007. In response, two organizations--the Government Accountability Project (``GAP... employee's protected activity rather than as a result of an employee's characteristics (e.g., race, gender...

  12. Labour law treatment of health, work ability and personal integrity of the employees

    Directory of Open Access Journals (Sweden)

    Jovanović Predrag

    2014-01-01

    Full Text Available Health and working ability are assumptions of entering into and the existence of labour relations. The purpose of entering into and the existence of labour relations is in the organised and meaningful work, in the interest of the employer and the employee. The main obligation of the employee is to do their work personally in accordance with their health and work abilities. With regards to the said abilities, the employee is accepted to the work, and protection and maintaining of these abilities is the assumption of the survival and long lasting of the employment. This makes legitimate the need that the health and work ability be protected by law in a suitable way. To that effect, we can talk about protection of health of the employees and safety at work. Since health does not only mean the absence of illness, but also the overall social security of the employees at work and in connection with work, this and issue of insurance of different risks that follow work of the employee fall into measures of health protection. Finally, not only manpower, as an organic unity of health and work abilities, takes part in labour relations, but also the entire personality of the employee with the overall personal (moral and ethical integrity, which also on its part requires appropriate labour law treatment and protection (ban on discrimination, harassment, abuse, protection of personal data, etc..

  13. 29 CFR 553.213 - Public agency employees engaged in both fire protection and law enforcement activities.

    Science.gov (United States)

    2010-07-01

    ... regardless of how the employee's time is divided between the two activities. However, all time spent in... spends the majority of work time during the work period. ... 29 Labor 3 2010-07-01 2010-07-01 false Public agency employees engaged in both fire protection and...

  14. Workplace bullying and legal protection of employees in the Czech Republic

    Directory of Open Access Journals (Sweden)

    Panajotis Cakirpaloglu

    2016-01-01

    Full Text Available Workplace bullying is a subtle manifestation of disturbed relationships in the working collective. This form of victimization of employees in the Czech Republic has, according to independent surveys, expanding dimensions. Empirical evidence generally tends to reveal the prevalence, forms and direction of aggression as well as numerous psychological, health and other consequences of victimization, especially in terms of various socio-demographic indicators. The presented study verifies extensive psychological survey on the sample of N = 3746 employees from the private, public and non-profit sectors in the Czech Republic, using a questionnaire of negative acts NAQ (Negative Act Questionnaire and a status questionnaire. The research confirmed a 12, 14% prevalence of bullying in the workplace in the Czech Republic. There is a balanced representation of men and women in the incidence of bullying, while the highest rates of bullying are reported within the state sector. Victimization in the workplace affects mostly ordinary workers, aged around 42 years, with secondary or higher education. The Czech Republic has not yet made workplace bullying an illegal practise, especially in comparison with other industrialized countries, where since 1990, mobbing is considered a criminal offense. Existing laws in the Czech Republic also do not recognise the concept of mobbing or bossing and therefore do not define these concepts closer. The prohibition of bullying in the workplace necessarily derives from the general provisions of the Anti- Discrimination Act, of the Civil Code, the Labour Code and the laws arising from administrative law. Victims of workplace bullying also get protection by some provisions of the Criminal Code, which protects the victim from aggressor offenses. The relevant legal norm is intended to act as a social regulator, partly preventively in terms of taking measures for the successful identification and elimination of conditions of a

  15. Relationship between basic protective health behaviours and health related quality of life in Greek urban hospital employees.

    Science.gov (United States)

    Tountas, Yannis; Manios, Yannis; Dimitrakaki, Christine; Tzavara, Chara

    2007-01-01

    The study aimed to explore the association between the presence of several protective health behaviors and physical and mental wellbeing/functioning among healthy hospital employees in Greece. A randomly selected representative sample of 395 employees working in seven hospitals, both public and private, within the wider region of Athens participated in the study. Participants were assigned to the following professional categories: administrative, auxiliary and technical personnel, medical doctors and nurses. Four basic protective health behaviors were examined: following the Mediterranean diet, exercising, no smoking and moderate alcohol drinking. Employees' health related quality of life was assessed with the self-administered SF-36 generic health status measure. Technical and administrative hospital personnel reported more healthy behaviors than medical and auxiliary personnel. There was an increased likelihood of scoring higher in almost all SF-36 Physical health subscales in the accumulation of the above four protective heath behaviors. In terms of mental health, even the presence of two or more protective health behaviors significantly increase the score on most SF-36 Mental health subscales. Results indicate that the protective role of basic health behaviors extends beyond physical health to mental wellbeing.

  16. Pregnant Employee Protection Program in a Large Chemical Company.

    Science.gov (United States)

    Frey, Gunild; Schuster, Michael; Oberlinner, Christoph; Queier-Wahrendorf, Annette; Lang, Stefan; Yong, Mei

    2015-09-01

    To assess whether a structured employee protection program for pregnant workers at a chemical company has an impact on pregnancy outcomes. Reported pregnancies (n = 1402) between 2003 and 2010 and their outcomes were documented using questionnaires at the time of pregnancy report, end of pregnancy, and 1 year later. Potential maternal exposures were assessed using job histories, workplace inspections, and questionnaires. Participation was 86% overall and was consistently high across subgroups.Pregnancy losses (10.9%), pregnancy complications, and preterm births (8.1%) were in agreement with rates in the general population and were independent of type of work and maternal exposure category. Pregnancy complication rates in this chemical company are not statistically elevated than that in the general population, as suggested in a previous study. The protection program may play a role in preventing complications that may have occurred.

  17. Legal and policy issues associated with monitoring employee E-mail

    Energy Technology Data Exchange (ETDEWEB)

    Segura, M.A.; Rither, A.C.

    1997-01-01

    This paper examines the legal issues involved with employer monitoring of employee e-mail. In addition to identifying pertinent legal issues, the paper provides guidelines that will help the Pacific Northwest National Laboratory (PNNL) establish a program for monitoring outgoing e-mail to insure compliance with company policies, particularly those regarding protection of trade secrets and proprietary information, and to comply with the Department of Energy`s (DOE) procedures for protecting Export Controlled Information (ECI). Electronic communication has allowed companies to enhance efficiency, responsiveness and effectiveness. E-mail allows employees to transmit all types of data to other individuals inside and outside of their companies. The ease with which information can be transmitted by e-mail has placed trade secrets, proprietary information, and other sensitive data at risk from inadvertent disclosure by employees. As employers attempt to protect their interests through measures such as monitoring e-mail, they may expose themselves to liability under federal and state laws for violating employee privacy. Business use of e-mail has proliferated so rapidly that the federal and state legal systems have not been able to adequately address the issues arising out of its use in the workplace.

  18. 40 CFR 273.36 - Employee training.

    Science.gov (United States)

    2010-07-01

    ... 40 Protection of Environment 26 2010-07-01 2010-07-01 false Employee training. 273.36 Section 273.36 Protection of Environment ENVIRONMENTAL PROTECTION AGENCY (CONTINUED) SOLID WASTES (CONTINUED... Employee training. A large quantity handler of universal waste must ensure that all employees are...

  19. 77 FR 10657 - Protecting the Public and Our Employees in Our Hearing Process

    Science.gov (United States)

    2012-02-23

    ... Internet site, Social Security Online, at http://www.socialsecurity.gov . SUPPLEMENTARY INFORMATION... SOCIAL SECURITY ADMINISTRATION 20 CFR Parts 404 and 416 [Docket No. SSA-2011-0008] RIN 0960-AH29 Protecting the Public and Our Employees in Our Hearing Process AGENCY: Social Security Administration. ACTION...

  20. 40 CFR 273.16 - Employee training.

    Science.gov (United States)

    2010-07-01

    ... 40 Protection of Environment 26 2010-07-01 2010-07-01 false Employee training. 273.16 Section 273.16 Protection of Environment ENVIRONMENTAL PROTECTION AGENCY (CONTINUED) SOLID WASTES (CONTINUED... Employee training. A small quantity handler of universal waste must inform all employees who handle or have...

  1. ANALYSIS OF THE NEW LEGAL ACTS ON MOBBING PROTECTION OF THE EMPLOYEES IN THE REPUBLIC OF MACEDONIA

    Directory of Open Access Journals (Sweden)

    Jadranka Denkova

    2015-07-01

    Full Text Available Emotional abuse in the work place, psychological terror, social isolation, are terms well known to the Labor Union organizations. They all refer to harassment in the work place, which is actually mobbing. The word “mobbing” denotes a wide range of complex activities which represent harassment of the employees in their work places, in all social spheres. Therefore the consequences range from mild disturbances to disappointing repercussions to the employees. Those consequences mostly reflect badly on the family of the harassed employee, as well on the organization and the society in general. For that reason, the subject of this article is to analyze the regulations of the Law on Labor Relations which refer to protection of employees from harassment in the work place and to analyze the new “Law on Harassment Protection in the work place” adopted recently, in order to increase the protection measures against harassment in the work place on a higher level. The efficiency of this law is to be comprehended through professional and scientific approach, where the research should emphasize the efficiency of the new legal acts. The purpose of this article is not only to analyze the abovementioned laws on harassment protection in the work place in the Republic of Macedonia, but also to present a critique of the eventual mistakes that might occur during implementation and to identify legal gaps as obstacles against mobbing evidence. The methodological approach of this article is directed towards implementation of the qualitative methodanalyzing content founded on scientific and expert competence as well as on previously established real state of affairs by the adopted law regulations in order to present our own point of view. The conclusion of this article refers to the fact that weaknesses in some of the legal acts on the Law on Labor Relations and the Law on Harassment Protection could be noticed. Those cracks might be misinterpreted by the people

  2. Public interest approach to data protection law: the meaning, value and utility of the public interest for research uses of data

    OpenAIRE

    Stevens, Leslie Anne

    2017-01-01

    Due to legal uncertainty surrounding the application of key provisions of European and UK data protection law, the public interest in protecting individuals’ informational privacy is routinely neglected, as are the public interests in certain uses of data. Consent or anonymisation are often treated as the paradigmatic example of compliance with data protection law, even though both are unable to attend to the full range of rights and interests at stake in data processing. Curre...

  3. 40 CFR 311.2 - Definition of employee.

    Science.gov (United States)

    2010-07-01

    ... 40 Protection of Environment 27 2010-07-01 2010-07-01 false Definition of employee. 311.2 Section 311.2 Protection of Environment ENVIRONMENTAL PROTECTION AGENCY (CONTINUED) SUPERFUND, EMERGENCY PLANNING, AND COMMUNITY RIGHT-TO-KNOW PROGRAMS WORKER PROTECTION § 311.2 Definition of employee. Employee...

  4. [The pregnant employee in anaesthesia and intensive care - An evidence-based approach to designing adequate workplaces].

    Science.gov (United States)

    Röher, Katharina; Göpfert, Matthias S

    2015-07-01

    In the light of a rising percentage of women among employees in anaesthesia and intensive care designing adequate workplaces for pregnant employees plays an increasingly important role. Here it is necessary to align the varied interests of the pregnant employee, fellow employees and the employer, where the legal requirements of the Maternity Protection Act ("Mutterschutzgesetz") form the statutory framework. This review describes how adequate workplaces for pregnant employees in anaesthesia and intensive care can be established considering the scientific evidence on the subject. © Georg Thieme Verlag Stuttgart · New York.

  5. Radiation protection concepts review with an adapted quiz commercial game

    International Nuclear Information System (INIS)

    Rodrigues Junior, Ary de Araujo

    2002-01-01

    Before a new employee starts working at EMBRARAD under a large irradiation operator supervision, he has to attend the first radiation protection training. After that all radiation protection subjects are revised every six months. In that half-yearly training the employees are chosen randomly to explain radiation protection subjects to other participants under an instructor supervision. After some years attending the same training, employees do not have motivation to participate in this kind of periodic event due to the same issues covered. Therefore something should be made to revival their interest and motivation to take part in this periodic training. The way chose was adapted a commercial game to revised radiation protection subjects and included it in the periodic training. The game was well accepted by the employees, it caused a competition among them because everybody wanted to win the game and consequently stimulated them to study. (author)

  6. Responsibilities of Companies towards Employees

    Directory of Open Access Journals (Sweden)

    Monray Marsellus Botha

    2015-07-01

    Full Text Available Central to company law is the promotion of corporate governance. An important question in company law still today is in whose interest the company should be managed. Corporate governance needs to address the entire span of responsibilities to stakeholders of the company such as customers, employees, shareholders, suppliers and the community at large. The promotion of human rights in the application of company law must also take place. This is extremely important given the significant role of enterprises within the social and economic life of the nation. The interests of various stakeholder groups in the context of the corporation as a "social institution" should be enhanced and protected. Because corporations are part of society and the community, like all of us, it is required of them to be socially responsible and have greater accountability to all stakeholders of the company. Although directors must act in the best interests of shareholders collectively they must also consider the interests of other stakeholders. Sustainable relationships with all the relevant stakeholders are thus important. The advancement of social justice is thus important to corporations in that they should take note of the Constitution, labour legislation and company law legislation when social justice issues are dealt with. Employees have become very important stakeholders of companies and their needs should be taken into account in the bigger corporate governance and social responsibility framework.

  7. 5 CFR 551.541 - Employees engaged in fire protection activities or law enforcement activities.

    Science.gov (United States)

    2010-01-01

    ... activities or law enforcement activities. 551.541 Section 551.541 Administrative Personnel OFFICE OF... activities or law enforcement activities. (a) An employee engaged in fire protection activities or law enforcement activities (as described in §§ 551.215 and 551.216, respectively) who receives compensation for...

  8. How the millennial generation is transforming employee benefits.

    Science.gov (United States)

    Howe, Neil

    2014-01-01

    According to a number of recent studies, the millennial generation, today's incoming young-adult employees, shows far more interest than older generations in a broad spectrum of employee bene its to protect them from various life risks. They are more cautious than boomers or Gen Xers in choosing their financial portfolios and more focused on planning for their long-term future. Millennials even value health insurance almost as much as older adults--despite the fact they're much less likely to use it. These findings are in broad alignment with broader millennial generational traits that LifeCourse Associates has been studying fo many years.

  9. 75 FR 6703 - Notice of Rights and Protections Available Under the Notification and Federal Employee...

    Science.gov (United States)

    2010-02-10

    ... Antidiscrimination Laws and Whistleblower Protection Laws sections. Disciplinary Actions Under the existing laws... existing laws or permits an agency to take unfounded disciplinary action against a federal employee or to... Commission. ACTION: No FEAR Act Notice. SUMMARY: The National Indian Gaming Commission (NIGC) is publishing...

  10. 40 CFR 36.640 - Employee.

    Science.gov (United States)

    2010-07-01

    ... 40 Protection of Environment 1 2010-07-01 2010-07-01 false Employee. 36.640 Section 36.640... REQUIREMENTS FOR DRUG-FREE WORKPLACE (FINANCIAL ASSISTANCE) Definitions § 36.640 Employee. (a) Employee means the employee of a recipient directly engaged in the performance of work under the award, including— (1...

  11. Evaluation by employees of employee management on large US dairy farms.

    Science.gov (United States)

    Durst, Phillip T; Moore, Stanley J; Ritter, Caroline; Barkema, Herman W

    2018-05-23

    Employees, many of whom are not native English speakers, perform the majority of work on large US dairy farms. Although management of employees is a critical role of dairy owners and managers, factors that improve employee engagement and retention are not well known. Objectives were to (1) identify key dairy farm employee management issues based on employee perceptions, (2) evaluate strengths and weaknesses of farms based on employee responses, (3) investigate differences between Latino and English-speaking employees, and (4) investigate differences in perception between employers and employees. Employees from 12 US dairy farms (each with a minimum of 10 employees) were interviewed by phone following a questionnaire provided. Employees provided their responses to 21 Likert scale questions and 8 open-ended questions. There was a wide range in employee turnover among farms (100%). Latino employees had much shorter tenure and were more often employed in milking and livestock care than English-speaking employees. Employee perceptions differed among farms regarding whether they would recommend their farm as a place to work, teamwork within the dairy, whether rules were fairly applied, availability of tools and equipment, clear lines of supervision, and recognition for good work in the previous 15 d. Latino employees (n = 91) were more positive in many of these measures than their English-speaking counterparts (n = 77) but less often provided ideas to their employer on how to improve the business. Employers, surveyed on how they thought their employees would answer, underestimated employee responses on several questions, particularly the interest of employees in learning about dairy. When asked to cite 3 goals of the operation, there were differences among owners, managers, and employees. Although employees rated their commitment to the farm and their interest in learning as high, based on turnover, there was an obvious disparity between reality and ideal employee

  12. 19 CFR 200.735-123 - Effect of employees' and special Government employees' statements on other requirements.

    Science.gov (United States)

    2010-04-01

    ... 19 Customs Duties 3 2010-04-01 2010-04-01 false Effect of employees' and special Government... Employment and Financial Interests § 200.735-123 Effect of employees' and special Government employees... statements required of employees and special Government employees are in addition to, and not in substitution...

  13. 5 CFR 2635.402 - Disqualifying financial interests.

    Science.gov (United States)

    2010-01-01

    ... employee of the National Library of Medicine at the National Institutes of Health has just been asked to... employee's own interests: (i) The employee's spouse; (ii) The employee's minor child; (iii) The employee's...

  14. 48 CFR 1503.101-370 - Personal conflicts of interest.

    Science.gov (United States)

    2010-10-01

    ... AGENCY GENERAL IMPROPER BUSINESS PRACTICES AND PERSONAL CONFLICTS OF INTEREST Safeguards 1503.101-370 Personal conflicts of interest. (a) Each EPA employee (including special employees) engaged in source... conflicts of interest. The employee shall inform the Source Selection Authority (SSA) in writing if his/her...

  15. Alternative Dispute Resolution as a form of protection of civil rights, freedoms and interests

    Directory of Open Access Journals (Sweden)

    Олег Степанович Ткачук

    2016-06-01

    Full Text Available The article is devoted to the problems of alternative civil dispute resolution and understanding of this phenomenon in western legal tradition and through the national paradigm of forms of protection of civil rights, freedoms and interests. The conception of “alternative dispute resolution” was analyzed by foreign and national scholars, such as M. Cappelletti, B. Garth, F. Sander, E. I. Nosyreva, O. M. Spektor, V. V. Komarov and others. The main objective of the paper is to analyse the essence of alternative dispute resolution as an order of protection and as a form of protection of civil rights. The author delimits such categories as order of protection and form of protection. From this point of view alternative dispute resolution is considered to be an independent form of protection of civil rights, freedoms and interests as well as judicial, administrative, notarial forms of protection and the protection in European court of human rights. As a result alternative dispute resolution can be understood as a form of protection of civil rights, freedoms and interests which consists of quasi-judicial and consensual methods of resolving civil disputes, based on voluntariness of treatment of persons, who was a participators of dispute, and voluntariness of enforcement of final decision of such procedure, which thought can be enforced coercively in a simplified procedure

  16. 78 FR 61153 - Post-Employment Conflict of Interest Regulations; Exempted Senior Employee Positions

    Science.gov (United States)

    2013-10-03

    ... Regulations; Exempted Senior Employee Positions AGENCY: Office of Government Ethics (OGE). ACTION: Final rule... notice of the revocation of certain regulatory exemptions of senior employee positions at the Securities... employee'' for a period of one year from knowingly making, with the intent to influence, any communication...

  17. Interests of 5th through 10th Grade Students Regarding Enviromental Protection Issues

    Science.gov (United States)

    Erten, Sinan

    2015-01-01

    This study investigates the extent of interest among middle and high school students in environmental protection issues along with the sources of their interests and factors that impact their interests, namely people with whom they interact and courses that they take related to the environment, science and technology. In addition, it is confirmed…

  18. Employees' views on outsourcing and its impact on employee turnover: A phenomenological study

    Science.gov (United States)

    Przybelinski, Steven A.

    Increasing use of outsourcing gives employees concern about personal job security. Using a modified van Kaam approach, this qualitative phenomenological study examined perceptions and experiences of 12 employees' on the influence outsourcing had on employee turnover. Five themes describing employee perceptions emerged: (a) preparation---education gives job security, (b) plausibility---all believed job loss plausible, (c) emotional influence---feelings of stress, threat, betrayal, and not being valued, (d) environment---value of communication and interaction with leaders, and (e) confidence---gained from increased education, skills, and knowledge protected from outsourcing. Significance of this study to leadership is the identification of employee perceptions of outsourcing and motivating factors influencing employee turnover during times of outsourcing. Findings might present new information and assist leaders with employee retention concerns for future outsourcing activities.

  19. 29 CFR 1910.165 - Employee alarm systems.

    Science.gov (United States)

    2010-07-01

    ... OCCUPATIONAL SAFETY AND HEALTH STANDARDS Fire Protection Other Fire Protection Systems § 1910.165 Employee... notification to assigned personnel whenever a deficiency exists in the system. The employer shall assure that... 29 Labor 5 2010-07-01 2010-07-01 false Employee alarm systems. 1910.165 Section 1910.165 Labor...

  20. Making working in retailing interesting

    DEFF Research Database (Denmark)

    Esbjerg, Lars; Buck, Nuka; Grunert, Klaus G.

    2010-01-01

    This paper is about how five retail chains in the Danish grocery industry attempt to make low-wage, low-status store-level retail jobs as checkout operators and sales assistants interesting from the perspective of both retailers and employees. Following analysis of the social and institutional...... and make store-level retail jobs interesting to them. Although retailers mainly focus their attention on career seekers, we find that working in retailing is interesting for all employee types because the retailers are currently able to meet their respective motivations and aspirations. Nevertheless, we...

  1. 20 CFR 1002.36 - Can an employer be liable as a successor in interest if it was unaware that an employee may claim...

    Science.gov (United States)

    2010-04-01

    ... business? 1002.36 Section 1002.36 Employees' Benefits OFFICE OF THE ASSISTANT SECRETARY FOR VETERANS... reemployment rights when the employer acquired the business? Yes. In order to be a successor in interest, it is..., acquisition, or other form of succession. ...

  2. 20 CFR 220.63 - Conflict of interest.

    Science.gov (United States)

    2010-04-01

    ... 20 Employees' Benefits 1 2010-04-01 2010-04-01 false Conflict of interest. 220.63 Section 220.63 Employees' Benefits RAILROAD RETIREMENT BOARD REGULATIONS UNDER THE RAILROAD RETIREMENT ACT DETERMINING DISABILITY Consultative Examinations § 220.63 Conflict of interest. All implications of possible conflict of...

  3. Occupational health hazards among quarry employees in Ebonyi ...

    African Journals Online (AJOL)

    Occupational health hazards among quarry employees in Ebonyi state, ... how these problems affect the conditions of employees in such industries in Ebonyi State. ... the level of compliance of safety and protective devices among employees.

  4. The protection of environmental interests through corporate governance: A South African company law perspective.

    Directory of Open Access Journals (Sweden)

    Anthony O Nwafor

    2015-07-01

    Full Text Available The quest to maximize profits by corporate administrators usually leaves behind an unhealthy environment. This trend impacts negatively on long term interests of the company and retards societal sustainable development. While there are in South Africa pieces of legislation which are geared at protecting the environment, the Companies Act which is the principal legislation that regulates the operations of the company is silent on this matter. The paper argues that the common law responsibility of the directors to protect the interests of the company as presently codified by the Companies Act should be developed by the courts in South Africa, in the exercise of their powers under the Constitution, to include the interests of the environment. This would guarantee the enforcement of the environmental interests within the confines of the Companies Act as an issue of corporate governance.

  5. Effect of Skin Protection and Skin Irritation on the Internal Exposure to Carbon Disulfide in Employees of the Viscose Industry.

    Science.gov (United States)

    Kilo, Sonja; Zonnur, Nina; Uter, Wolfgang; Göen, Thomas; Drexler, Hans

    2015-10-01

    Occupational exposure to carbon disulfide (CS2) leads to inhalative and dermal uptake and thereby to internal exposure. In order to prevent occupational contact dermatitis, gloves and skin protection creams are used at the workplace. The aim of the study was the evaluation of the influence of personal skin protection and irritation on the internal exposure to CS2 of employees in the viscose industry. One hundred and eighty-two male CS2-exposed employees were included in the study and were examined regarding working conditions, use of personal protective measures und skin status. Personal air monitoring and biological monitoring was performed and the 'relative internal exposure' (RIE, internal exposure in relation to external exposure) calculated. A multiple regression analysis calculated the influence of skin protection and irritation on CS2 uptake. Usage of skin protection creams and gloves (and both in combination) while working was associated with a significantly higher RIE indicating a higher dermal penetration of CS2. Equally, irritated skin and younger age was associated with a higher internal burden. Gloves and skin protection creams are useful for preventing occupational skin diseases. However, when handling skin-resorptive substances like CS2, they can increase internal exposure or skin irritation. Therefore, we recommend the careful consideration of benefits and risks of protective creams and gloves at the workplace. © The Author 2015. Published by Oxford University Press on behalf of the British Occupational Hygiene Society.

  6. 75 FR 2823 - Incorporating Employee Compensation Criteria Into the Risk Assessment System

    Science.gov (United States)

    2010-01-19

    ... system is likely to be successful in aligning employee performance with the long- term interests of the... compensation would best align the interests of employees with the long-term risk of the firm? 12. Employee... FEDERAL DEPOSIT INSURANCE CORPORATION 12 CFR Part 327 RIN 3064-AD56 Incorporating Employee...

  7. 27 CFR 6.32 - Indirect interest.

    Science.gov (United States)

    2010-04-01

    ... OF THE TREASURY LIQUORS âTIED-HOUSEâ Unlawful Inducements Interest in Retail Property § 6.32 Indirect interest. Industry member interest in retail property includes any interest acquired by corporate officials, partners, employees or other representatives of the industry member. Any interest in retail property...

  8. 27 CFR 6.26 - Indirect interest.

    Science.gov (United States)

    2010-04-01

    ... OF THE TREASURY LIQUORS âTIED-HOUSEâ Unlawful Inducements Interest in Retail License § 6.26 Indirect interest. Industry member interest in retail licenses includes any interest acquired by corporate officials, partners, employees or other representatives of the industry member. Any interest in a retail license...

  9. Employee resistance and injury during commercial robberies.

    Science.gov (United States)

    Jones, Jennifer; Casteel, Carri; Peek-Asa, Corinne

    2015-05-01

    To examine the association between employee resistance and injury and examine whether type or location of property stolen was associated with employee resistance during commercial robberies in a large metropolitan city. Robbery data were abstracted from police crime reports between 2008 and 2012. Log binomial regression models were used to identify predictors of employee resistance and to evaluate the association between employee resistance and injury. Employees resisted a robber in nearly half of all robbery events. Active employee resistance was significantly associated with employee injury (Adj PR: 1.49, 95% confidence interval, 1.34 to 1.65). Goods being stolen were associated with active employee resistance and employee injury, whereas cash only being stolen was inversely associated with employee injury. Results suggest that employee training in nonresistance can be an important strategy in protecting employees working with the exchange of cash and goods.

  10. Preserving Employee Privacy in Wellness.

    Science.gov (United States)

    Terry, Paul E

    2017-07-01

    The proposed "Preserving Employee Wellness Programs Act" states that the collection of information about the manifested disease or disorder of a family member shall not be considered an unlawful acquisition of genetic information. The bill recognizes employee privacy protections that are already in place and includes specific language relating to nondiscrimination based on illness. Why did legislation expressly intending to "preserve wellness programs" generate such antipathy about wellness among journalists? This article argues that those who are committed to preserving employee wellness must be equally committed to preserving employee privacy. Related to this, we should better parse between discussions and rules about commonplace health screenings versus much less common genetic testing.

  11. Employers meet employees

    OpenAIRE

    Scheuer, Christian

    2009-01-01

    "Leaping into the future of labor economics: the research potential of linking employer and employee data" is the title of a paper by Daniel S Hammermesh published in Labour Economics in 1999. I quote it here, since it captures much of my motivation for the work included in this thesis. Considering applied micro econometrics and labor economics my main elds of interest, the development of linked employer-employee data that took place in Denmark around the time of the new mille...

  12. Minimizing employee exposure to toxic chemical releases

    International Nuclear Information System (INIS)

    Plummer, R.W.; Stobbe, T.J.; Mogensen, J.E.; Jeram, L.K.

    1987-01-01

    This book describes procedures for minimizing employee exposure to toxic chemical releases and suggested personal protective equipment (PPE) to be used in the event of such chemical release. How individuals, employees, supervisors, or companies perceive the risks of chemical exposure (risk meaning both probability of exposure and effect of exposure) determines to a great extent what precautions are taken to avoid risk. In Part I, the authors develop and approach which divides the project into three phases: kinds of procedures currently being used; the types of toxic chemical release accidents and injuries that occur; and, finally, integration of this information into a set of recommended procedures which should decrease the likelihood of a toxic chemical release and, if one does occur, will minimize the exposure and its severity to employees. Part II covers the use of personal protective equipment. It addresses the questions: what personal protective equipment ensembles are used in industry in situations where the release of a toxic or dangerous chemical may occur or has occurred; and what personal protective equipment ensembles should be used in these situations

  13. 29 CFR 1926.100 - Head protection.

    Science.gov (United States)

    2010-07-01

    ... 29 Labor 8 2010-07-01 2010-07-01 false Head protection. 1926.100 Section 1926.100 Labor... § 1926.100 Head protection. (a) Employees working in areas where there is a possible danger of head... protected by protective helmets. (b) Helmets for the protection of employees against impact and penetration...

  14. The radiation protection officer as a temporary employee in foreign industrial facilities - A statement commenting on a former contribution

    International Nuclear Information System (INIS)

    Hoegl, A.

    1998-01-01

    As the AKR sees it, the author of the contribution published in SSP 1/98, page 37 et seq., wishes to enhance the requirements to be met by a radiation protection officer performing his functions as a temporary employee in a facility subject to licensing of activities according to section 20 of the StrlSchV (Radiation protection ordinance), so as to adjust them to the standards of a permanently employed radiation protection officer in a nuclear power plant. For the AKR however, the reasons stated by the author are not convincing. Amendment of the legal requirements and duties of an external radiation protection officer according to the proposals of the author might create the situation that exclusively external radiation protection officers will be legally authorized to perform the activities required for licensing, so that permanently employed radiation protection officers in such facilities might become redundant. This would mean an undesirable development. (orig./CB) [de

  15. Perspectives on workplace health promotion among employees in low-wage industries

    Science.gov (United States)

    Hammerback, Kristen; Hannon, Peggy A.; Harris, Jeffrey R.; Clegg-Thorp, Catherine; Kohn, Marlana; Parrish, Amanda

    2016-01-01

    Purpose Study goals were to (a) understand the attitudes of employees in low-wage industries toward workplace health promotion, including views on appropriateness of employer involvement in employee health, and level of interest in workplace health promotion overall and in specific programs; and (b) determine the potential for extending workplace health promotion to spouses and partners of these employees. Approach Forty-two 60-90-minute interviews Setting Interviews were conducted with couples (married or living together) in the Seattle/King County metropolitan area of Washington State. Participants Forty-two couples with one or more members working in one of five low-wage industries: accommodation/food services, education, health care/social assistance, manufacturing, and retail trade. Method Qualitative analysis of interview transcripts using grounded theory to identify themes. Results Employees consider workplace health promotion both appropriate and desirable, and believe it benefits employers through increased productivity and morale. Most have little personal experience with it and doubt their employers would prioritize employee health. Employees are most interested in efforts focused on nutrition and physical activity. Both employees and their partners support extending workplace health promotion to include partners. Conclusion Employees and their partners are interested in workplace health promotion if it addresses behaviors they care about. Concern over employer involvement in their personal health decisions is minimal; instead, employees view employer interest in their health as a sign that they are valued. PMID:25162321

  16. Perspectives on Workplace Health Promotion Among Employees in Low-Wage Industries.

    Science.gov (United States)

    Hammerback, Kristen; Hannon, Peggy A; Harris, Jeffrey R; Clegg-Thorp, Catherine; Kohn, Marlana; Parrish, Amanda

    2015-01-01

    Study goals were to (1) understand the attitudes of employees in low-wage industries toward workplace health promotion, including views on appropriateness of employer involvement in employee health and level of interest in workplace health promotion overall and in specific programs, and (2) determine the potential for extending workplace health promotion to spouses and partners of these employees. The study used 42 interviews of 60 to 90 minutes. Interviews were conducted with couples (married or living together) in the Seattle/King County metropolitan area of Washington State. Study participants were forty-two couples with one or more members working in one of five low-wage industries: accommodation/food services, education, health care/social assistance, manufacturing, and retail trade. The study employed qualitative analysis of interview transcripts using grounded theory to identify themes. Employees consider workplace health promotion both appropriate and desirable and believe it benefits employers through increased productivity and morale. Most have little personal experience with it and doubt their employers would prioritize employee health. Employees are most interested in efforts focused on nutrition and physical activity. Both employees and their partners support extending workplace health promotion to include partners. Employees and their partners are interested in workplace health promotion if it addresses behaviors they care about. Concern over employer involvement in their personal health decisions is minimal; instead, employees view employer interest in their health as a sign that they are valued.

  17. The Public Health Workforce Interests and Needs Survey: The First National Survey of State Health Agency Employees.

    Science.gov (United States)

    Sellers, Katie; Leider, Jonathon P; Harper, Elizabeth; Castrucci, Brian C; Bharthapudi, Kiran; Liss-Levinson, Rivka; Jarris, Paul E; Hunter, Edward L

    2015-01-01

    Public health practitioners, policy makers, and researchers alike have called for more data on individual worker's perceptions about workplace environment, job satisfaction, and training needs for a quarter of a century. The Public Health Workforce Interests and Needs Survey (PH WINS) was created to answer that call. Characterize key components of the public health workforce, including demographics, workplace environment, perceptions about national trends, and perceived training needs. A nationally representative survey of central office employees at state health agencies (SHAs) was conducted in 2014. Approximately 25,000 e-mail invitations to a Web-based survey were sent out to public health staff in 37 states, based on a stratified sampling approach. Balanced repeated replication weights were used to account for the complex sampling design. A total of 10,246 permanently employed SHA central office employees participated in PH WINS (46% response rate). Perceptions about training needs; workplace environment and job satisfaction; national initiatives and trends; and demographics. Although the majority of staff said they were somewhat or very satisfied with their job (79%; 95% confidence interval [CI], 78-80), as well as their organization (65%; 95% CI, 64-66), more than 42% (95% CI, 41-43) were considering leaving their organization in the next year or retiring before 2020; 4% of those were considering leaving for another job elsewhere in governmental public health. The majority of public health staff at SHA central offices are female (72%; 95% CI, 71-73), non-Hispanic white (70%; 95% CI, 69-71), and older than 40 years (73%; 95% CI, 72-74). The greatest training needs include influencing policy development, preparing a budget, and training related to the social determinants of health. PH WINS represents the first nationally representative survey of SHA employees. It holds significant potential to help answer previously unaddressed questions in public health

  18. Understanding Employee Motivation.

    Science.gov (United States)

    Lindner, James R.

    1998-01-01

    Extension employees (n=23) ranked the following as the most important motivational factors: interesting work, good wages, appreciation, job security, and good working conditions. The findings were related to theories of motivation formulated by Herzberg, Adams, and Vroom. (SK)

  19. Conflicts of interest in business: A review of the concept

    Directory of Open Access Journals (Sweden)

    Voicu D. Dragomir

    2017-12-01

    Full Text Available All companies admit in their codes of conduct that conflicts of interest (CIs are a threat to their efficiency, integrity and reputation. Except for insider trading, definitions of CIs are strictly particular to each business and publicly expressed through their codes of ethics. I propose an interpretative analysis of what is understood by conflict of interest in the codes of ethics of the world’s ten largest companies, along with a comprehensive review of CIs in several sections: employment, contracting, corporate assets, insider trading and personal investments, competitors, and corporate image. The present paper offers solutions to avoid or resolve CIs in a business context, by combining economic preference with the psychological cognitivist view of self-interest. The conclusion is that a code of ethics and relevant training are protective measures for a company wishing to convince its employees that they are better off not entering CIs.

  20. Responsibilities of companies towards employees | Botha ...

    African Journals Online (AJOL)

    Responsibilities of companies towards employees. ... in the best interests of shareholders collectively they must also consider the interests of other stakeholders. ... The advancement of social justice is thus important to corporations in that they ...

  1. Risk perception among nuclear power plant employees

    International Nuclear Information System (INIS)

    Fields, C.D.

    1989-01-01

    Radiation protection training and general employee training within the nuclear industry are designed to reduce workers' concerns about radiation and to develop skills that will protect against unwarranted exposures. Inaccurate perceptions about radiation by workers can cause a lack of adequate concern or exaggerated fears, which in turn can result in unnecessary radiation exposure to the worker or co-workers. The purpose of the study is threefold: (a) to identify health and safety concerns among nuclear power plant employees, (b) to discover variables that influence the perception of risk among employees, and (c) to ascertain if attitudes of the family, community, and the media affect workers' perception of risk. Workers identified five areas of concern: shift work, radiation, industrial safety, stress, and sabotage

  2. Overriding Mandatory Rules as a Vehicle for Weaker Party Protection in European Private International Law

    NARCIS (Netherlands)

    L.M. van Bochove (Laura)

    2014-01-01

    markdownabstract__Abstract__ The Rome I Regulation on the law applicable to contractual obligations contains several provisions aimed explicitly at the protection of ‘weaker’ contracting parties, such as consumers and employees. However, in addition to this, the interests of weaker parties are

  3. Whistleblower Protection

    Science.gov (United States)

    The Whistleblower Protection Enhancement Act of 2012 (WPA) and the Whistleblower Protection Act of 1989 Enhanced by the Act of 2012 provides protection rights for Federal employees against retaliation for whistleblowing activities.

  4. Health care consumerism: engaging the real buyers--employees.

    Science.gov (United States)

    Terry, Martha

    2005-01-01

    Many employers have begun moving toward health care consumerism strategies designed to encourage employees to take more responsibility for their health care and the cost of that care. Recent surveys suggest ways employers can ensure their consumerism strategies succeed in engaging employees and, ultimately, encourage employees to change their behavior. This article describes what those surveys reveal about employer and employee perspectives on consumerism and suggests steps employers can take to align their interests with those of their employees in order to manage the demand for and use of health care.

  5. 5 CFR 841.603 - Rate of interest.

    Science.gov (United States)

    2010-01-01

    ... 5 Administrative Personnel 2 2010-01-01 2010-01-01 false Rate of interest. 841.603 Section 841.603... EMPLOYEES RETIREMENT SYSTEM-GENERAL ADMINISTRATION Computation of Interest § 841.603 Rate of interest. For... to notify the public of the interest rate that will be in effect during that calendar year. ...

  6. 25 CFR 700.515 - Conflicts of interest.

    Science.gov (United States)

    2010-04-01

    ... 25 Indians 2 2010-04-01 2010-04-01 false Conflicts of interest. 700.515 Section 700.515 Indians... Employee Responsibility and Conduct § 700.515 Conflicts of interest. (a) A conflict of interest may exist... or herself, close friends, relatives, or business associates. A conflict of interest may also exist...

  7. OHS Helps Protect Employees During Flu Season | Poster

    Science.gov (United States)

    Flu season is in full swing, bringing a host of symptoms like congestion, coughs, fever, chills, muscle aches, and fatigue. To help NCI at Frederick employees stay healthy this year, Occupational Health Services (OHS) is offering two types of flu vaccines for free.

  8. 12 CFR 1291.10 - Conflicts of interest.

    Science.gov (United States)

    2010-01-01

    ... 12 Banks and Banking 7 2010-01-01 2010-01-01 false Conflicts of interest. 1291.10 Section 1291.10...' AFFORDABLE HOUSING PROGRAM § 1291.10 Conflicts of interest. (a) Bank directors and employees. (1) Each Bank's... conflict of interest policies required by this section. ...

  9. 5 CFR 5501.110 - Prohibited financial interests applicable to senior employees of the National Institutes of Health.

    Science.gov (United States)

    2010-01-01

    ... responsibility who is designated as a senior employee by the designated agency ethics official or the NIH... Personnel DEPARTMENT OF HEALTH AND HUMAN SERVICES SUPPLEMENTAL STANDARDS OF ETHICAL CONDUCT FOR EMPLOYEES OF...) Definitions. For purposes of this section: (1) Senior employee means the Director and the Deputy Director of...

  10. The Whistleblower Protection Act: An Overview

    National Research Council Canada - National Science Library

    Whitaker, L. P

    2007-01-01

    .... Generally, whistleblower protections may be raised within four forums or proceedings: (1) employee appeals to the Merit Systems Protection Board of an agency's adverse action against an employee, known as Chapter 77 appeals; (2...

  11. Employee stakeholders' role in ensuring alignment between employee and organizational branding

    DEFF Research Database (Denmark)

    Thomsen, Elisabeth Houe

    2014-01-01

    by Crane and Ruebottom (2012) may prove more relevant. Stakeholders may construe more than one identity - e.g. be both employees and customers. As Merkur is a sustainable bank and focuses on supporting sustainable businesses, CSR will be the branding issue of interest. Furthermore, studies have indicated...

  12. General Employee Training Live, Course 15503

    Energy Technology Data Exchange (ETDEWEB)

    Gabel, Daniel Glen [Los Alamos National Lab. (LANL), Los Alamos, NM (United States); Hughes, Heather [Los Alamos National Lab. (LANL), Los Alamos, NM (United States)

    2016-08-25

    This training at Los Alamos National Laboratory contains the following sections: Introduction to the Laboratory, Institutional Quality Assurance, Facilities, Policies, Procedures, and Other Requirements, Safety Expectations, Worker Protection: Occupational Safety and Health, Industrial Hygiene and Safety, Lockout/Tagout, General Employee Radiological Training, Fire Protection, Security, Emergency Operations, Occupational Health, and Environment.

  13. Personal Protective Equipment

    National Research Council Canada - National Science Library

    1998-01-01

    ... of personal protective equipment A safety program for new employees is a necessary part of any orientation program An on-going safety program should be used to motivate employees to continue to use...

  14. 7 CFR 1218.3 - Conflict of interest.

    Science.gov (United States)

    2010-01-01

    ... 7 Agriculture 10 2010-01-01 2010-01-01 false Conflict of interest. 1218.3 Section 1218.3 Agriculture Regulations of the Department of Agriculture (Continued) AGRICULTURAL MARKETING SERVICE (MARKETING... Conflict of interest. Conflict of interest means a situation in which a member or employee of the U.S...

  15. The views of low-income employees regarding mandated comprehensive employee benefits for the sake of health.

    Science.gov (United States)

    Adikes, Katherin A; Hull, Sara C; Danis, Marion

    2010-01-01

    Socioeconomic factors stand in the way of good health for low-income populations. We suggest that employee benefits might serve as a means of improving the health of low-wage earners. We convened groups of low-income earners to design hypothetical employee benefit packages. Qualitative analysis of group discussions regarding state-mandated benefits indicated that participants were interested in a great variety of benefits, beyond health care, that address socioeconomic determinants of health. Long-term financial and educational investments were of particular value. These results may facilitate the design of employee benefits that promote the health of low-income workers.

  16. The Views of Low-Income Employees Regarding Mandated Comprehensive Employee Benefits for the Sake of Health

    Science.gov (United States)

    Adikes, Katherin A.; Hull, Sara C.; Dams, Marion

    2013-01-01

    Socioeconomic factors stand in the way of good health for low-income populations. We suggest that employee benefits might serve as a means of improving the health of low-wage earners. We convened groups of low-income earners to design hypothetical employee benefit packages. Qualitative analysis of group discussions regarding state-mandated benefits indicated that participants were interested in a great variety of benefits, beyond health care, that address socioeconomic determinants of health. Long-term financial and educational investments were of particular value. These results may facilitate the design of employee benefits that promote the health of low-income workers. PMID:20391255

  17. 20 CFR 632.116 - Conflict of interest.

    Science.gov (United States)

    2010-04-01

    ... 20 Employees' Benefits 3 2010-04-01 2010-04-01 false Conflict of interest. 632.116 Section 632.116... EMPLOYMENT AND TRAINING PROGRAMS Prevention of Fraud and Program Abuse § 632.116 Conflict of interest. (a) No... contractor shall avoid personal and organizational conflict of interest in awarding financial assistance and...

  18. 7 CFR 3560.10 - Conflict of interest.

    Science.gov (United States)

    2010-01-01

    ... 7 Agriculture 15 2010-01-01 2010-01-01 false Conflict of interest. 3560.10 Section 3560.10... AGRICULTURE DIRECT MULTI-FAMILY HOUSING LOANS AND GRANTS General Provisions and Definitions § 3560.10 Conflict of interest. To reduce the potential for employee conflict of interest, all RHS activities will be...

  19. 7 CFR 1219.3 - Conflict of interest.

    Science.gov (United States)

    2010-01-01

    ... 7 Agriculture 10 2010-01-01 2010-01-01 false Conflict of interest. 1219.3 Section 1219.3..., AND INFORMATION Hass Avocado Promotion, Research, and Information Order Definitions § 1219.3 Conflict of interest. Conflict of interest means a situation in which a Board member or employee has a direct...

  20. 42 CFR 51.26 - Conflicts of interest.

    Science.gov (United States)

    2010-10-01

    ... 42 Public Health 1 2010-10-01 2010-10-01 false Conflicts of interest. 51.26 Section 51.26 Public... Priorities § 51.26 Conflicts of interest. The P&A system must develop appropriate policies and procedures to avoid actual or apparent conflict of interest involving clients, employees, contractors and...

  1. Employee turnover reducing tools in the transport companies

    OpenAIRE

    Lydekienė, Alina

    2016-01-01

    Employee turnover is an employee’s choice to leave a company. To keep employees and protect them from being attracted by competitors, companies must seek to know the personnel, to understand their needs and problems, guarantee satisfaction to an existing staff. The aspect of job change has been examined for decades in worldwide practice, because loyalty of employees, especially of skilled specialists, is one of the main factors to run a successful business (Pilkauskaitė – Valickienė, Valickas...

  2. Benefits for employees with children with ADHD: findings from the Collaborative Employee Benefit Study.

    Science.gov (United States)

    Perrin, James M; Fluet, Chris; Kuhlthau, Karen A; Anderson, Betsy; Wells, Nora; Epstein, Susan; Allen, Debby; Tobias, Carol

    2005-02-01

    Parents of most children with attention-deficit hyperactivity disorder (ADHD) are employed. Employers have interest in decreasing employee absenteeism and improving workplace productivity, partly through employee benefits. The authors interviewed employers to (1) determine how they view the needs of employees with children with ADHD and (2) identify benefits that might help employees with children with ADHD. The authors carried out a systematic interview study of mainly family-friendly, large employers in four U.S. urban markets (Boston, Cleveland, Miami, Seattle). Multidisciplinary interview teams used a protocol to gather basic company information, benefit philosophy, current insurance and other employee benefits, and knowledge of ADHD and its impacts on employees. Initially, the interview team and then the larger project team reviewed all protocols for common themes. The authors interviewed staff of 41 employers (human resource managers, work/life program directors, benefits directors). Only 15 of 41 interviewees knew about ADHD, its prevalence, or its effects on parents. They had little knowledge of how differences in managed behavioral health may affect families' access to diagnostic and treatment services for ADHD, although most had experience with primary care management of depression among employees. Employers offer a variety of other benefits, including work/life and employee assistance programs, occasionally providing employees help with caring for a child with a mental health condition, on-site parent training programs, or assistance with child care. Other potentially useful employee benefits include flexible work and leave policies and information and referral services that can link parents with community programs. Although employers have limited awareness of ADHD and its potential effect on employees' work, this study identified opportunities to improve both health insurance and other benefits for employees with children with ADHD.

  3. 78 FR 59851 - Defense Federal Acquisition Regulation Supplement: Enhancement of Contractor Employee...

    Science.gov (United States)

    2013-09-30

    ...-AH97 Defense Federal Acquisition Regulation Supplement: Enhancement of Contractor Employee... contractor and subcontractor employees. DATES: Effective date: September 30, 2013. In accordance with FAR 1... Whistleblower Protections for Contractor Employees) made extensive changes to 10 U.S.C. 2409, entitled...

  4. 7 CFR 1280.104 - Conflict of Interest.

    Science.gov (United States)

    2010-01-01

    ... 7 Agriculture 10 2010-01-01 2010-01-01 false Conflict of Interest. 1280.104 Section 1280.104... INFORMATION ORDER Lamb Promotion, Research, and Information Order Definitions § 1280.104 Conflict of Interest. Conflict of interest means a situation in which a member or employee of a board has a direct or indirect...

  5. 7 CFR 1216.5 - Conflict of interest.

    Science.gov (United States)

    2010-01-01

    ... 7 Agriculture 10 2010-01-01 2010-01-01 false Conflict of interest. 1216.5 Section 1216.5... INFORMATION ORDER Peanut Promotion, Research, and Information Order Definitions § 1216.5 Conflict of interest. Conflict of interest means a situation in which a member or employee of the Board has a direct or indirect...

  6. 7 CFR 1221.5 - Conflict of interest.

    Science.gov (United States)

    2010-01-01

    ... 7 Agriculture 10 2010-01-01 2010-01-01 false Conflict of interest. 1221.5 Section 1221.5... INFORMATION ORDER Sorghum Promotion, Research, and Information Order Definitions § 1221.5 Conflict of interest. Conflict of interest means a situation in which a representative or employee of the Board has a direct or...

  7. 7 CFR 1206.3 - Conflict of interest.

    Science.gov (United States)

    2010-01-01

    ... 7 Agriculture 10 2010-01-01 2010-01-01 false Conflict of interest. 1206.3 Section 1206.3... INFORMATION Mango Promotion, Research, and Information Order Definitions § 1206.3 Conflict of interest. Conflict of interest means a situation in which a member or employee of the Board has a direct or indirect...

  8. 23 CFR 1.33 - Conflicts of interest.

    Science.gov (United States)

    2010-04-01

    ... 23 Highways 1 2010-04-01 2010-04-01 false Conflicts of interest. 1.33 Section 1.33 Highways... § 1.33 Conflicts of interest. No official or employee of a State or any other governmental... project shall have, directly or indirectly, any financial or other personal interest in any such contract...

  9. 24 CFR 511.12 - Conflicts of interest.

    Science.gov (United States)

    2010-04-01

    ... 24 Housing and Urban Development 3 2010-04-01 2010-04-01 false Conflicts of interest. 511.12... Requirements § 511.12 Conflicts of interest. (a) No person who is an employee, agent, consultant, officer, or... such activities, may obtain a personal or financial interest or benefit from the activity, or have an...

  10. Making Sense of Employee Discourses

    DEFF Research Database (Denmark)

    Andersen, Mona Agerholm

    In response to the growing interest in the field of organizational identification and the analysis of employee attachment in organizations, this paper presents a multidimensional reception model for analyzing the level of employee identification with corporate value statements. The identification...... model extends a multidimensional model for media reception originally proposed by Schrøder in the field of media reception studies. The proposed model combines the reception dimensions Comprehension, Discrimination, Implementation, Motivation, and Position. This model allows the analysis...... of the complexity, nuances and diversities of employee identification with corporate texts in organizations. In addition to this, the model may help to uncover the positive and negative factors that influence the identification level....

  11. 24 CFR 401.310 - Conflicts of interest.

    Science.gov (United States)

    2010-04-01

    ... prevent the PAE or other restricted person from acting at all times in the best interests of HUD; (ii) Has... control of the PAE, or is under common control with the PAE; or any employee, agent or contractor of the PAE, or employee of such agent or contractor, who will perform or has performed services under a PRA...

  12. How much radiation dose, to whom? Long-term storage, surveillance, retrieval and long processes cause additional dose to employees; Wie viel Strahlendosis fuer wen? Lange Lagerung, Offenhaltung und ein langer Entsorgungsprozess bedeuten zusaetzliche Dosis fuer Beschaeftigte

    Energy Technology Data Exchange (ETDEWEB)

    Walther, Clemens [Hannover Univ. (Germany). Inst. fuer Radiooekologie und Strahlenschutz; Riemann, Moritz [Kiel Univ. (Germany). Lehrstuhl fuer Philosophie und Ethik der Umwelt

    2017-09-01

    In the case of final nuclear waste disposal there are concurrent interests with respect to radiation protection: The realization of a disposal option with minimum required follow-up care needs time causing additional radiation exposure for the employees, also the option of long-term storage, surveillance and retrieval possibilities cause additional dose to employees. The contribution discusses possible consideration of requests for the different options.

  13. 22 CFR 1203.735-301 - Conflicts of interest.

    Science.gov (United States)

    2010-04-01

    ... 22 Foreign Relations 2 2010-04-01 2010-04-01 true Conflicts of interest. 1203.735-301 Section 1203....735-301 Conflicts of interest. Special Government employees are subject to the conflicts of interest statutes (18 U.S.C. 202). An explanation of these conflicts of interest statutes their effects upon special...

  14. 40 CFR 13.21 - Employee salary offset-general.

    Science.gov (United States)

    2010-07-01

    ... 40 Protection of Environment 1 2010-07-01 2010-07-01 false Employee salary offset-general. 13.21... STANDARDS Administrative Offset § 13.21 Employee salary offset—general. (a) Purpose. This section... collection by salary offset under 5 U.S.C. 5514 of debts owed EPA and debts owed to other Federal agencies by...

  15. Employee Resistance to Computer Technology.

    Science.gov (United States)

    Ewert, Alan

    1984-01-01

    The introduction of computers to the work place may cause employee stress. Aggressive, protective, and avoidance behaviors are forms of staff resistance. The development of good training programs will enhance productivity. Suggestions for evaluating computer systems are offered. (DF)

  16. 36 CFR 905.735-502 - Statements of employment and financial interests by employees.

    Science.gov (United States)

    2010-07-01

    ...) Construction Manager; (7) Senior Architect/Planner; (8) Chief, Real Estate Operations; (9) Any Contracting Officer of the Corporation; and (10) Any employee classified as a GS-13 or above whose duties and...

  17. 5 CFR 5501.104 - Prohibited financial interests applicable to employees of the Food and Drug Administration.

    Science.gov (United States)

    2010-01-01

    ... DEPARTMENT OF HEALTH AND HUMAN SERVICES SUPPLEMENTAL STANDARDS OF ETHICAL CONDUCT FOR EMPLOYEES OF THE... employee under 18 U.S.C. 208—whether by purchase, gift, bequest, marriage, or otherwise, except that with... prospective and current investors or participants, does not indicate the objective or practice of...

  18. Are your employees protected from blood-borne pathogens? OSHA standards charge textile rental companies with responsibility for worker safety.

    Science.gov (United States)

    Weller, S C

    1991-11-01

    Congress is putting pressure on OSHA to finalize its Universal Precaution standards by December. When the standards go into effect, textile rental companies that serve medical, dental, and outpatient care facilities--including private physician and dentist offices--must take steps to protect employees from blood-borne pathogens. Soiled linens, towels, gowns, and other items from any customer in risk categories link a textile rental facility and/or commercial laundry with the OSHA regulations. Read and heed this information.

  19. Employee Retention Factors For South African Higher Education Institutions: A Case Study

    Directory of Open Access Journals (Sweden)

    F. G. Netswera

    2005-11-01

    Full Text Available The success of the most competitive companies throughout the world, including higher education institutions, lies in their highly skilled employees on which these institutions spend millions to retain. Literature reveals the cost of losing best employees to be enormous – beyond monetary quantification. Also worth noting is that the loss of one competent employee to a competitor institution strengthens the competitor’s advantage. This case study analysed human resources turnover data, and interviewed academic managers and employees in order to examine the possible employee retention factors for a higher education institution in South Africa. The findings reveal different institutional interests between institutional managers and employees. The former are concerned more about profits, business sustenance and justification for spending, while the latter are driven by introverted interests such as development, monetary rewards and personal fulfilment.

  20. VOLUNTARY INTEREST ARBITRATION IN THE ETHIOPIAN ...

    African Journals Online (AJOL)

    *Birhanu is currently working as the Manager of the Legal Research and Advisory Division ... forth voluntary interest arbitration to the attention of lawyers, employees, .... being selective is a poor design since the basic rules of this law are not .... courts to review interest arbitrators decision on the merit by way of appeal.

  1. Retaliation against reporters of unequal treatment: Failing employee protection in The Netherlands

    NARCIS (Netherlands)

    Svensson, Jorgen S.; van Genugten, M.L.

    2013-01-01

    Purpose – Equal treatment in the workplace is considered one of the most fundamental rights of employees. This right also implies that employees must be able to address any form of unequal treatment freely and effectively, without fear of retaliation. The purpose of this paper is to investigate the

  2. Employee motivations for self-censorship on social media

    DEFF Research Database (Denmark)

    Verhoeven, Joost W.H.; Voogt, Brendon; Madsen, Vibeke Thøis

    While social media enable employee voice and stakeholder dialogue, sometimes self-censorship silences employees, because they feel it is too risky to speak up. This survey study among employees aims to unveil why employees employ self-censorship strategies when they communicate about work on social......, (3) omission of controversial content, and (4) consultation of peers. Secondly, we found that employees omit controversial content from their messages (i.e., the more narrow traditional understanding of self-censorship) to protect personal and corporate reputations. At the same time, they critically...... review social media content before publication to deal with the risk of harming the quality of conversations. This suggests that altruistic as well as egoistic motives underly self-censorship in work-related social media use....

  3. 75 FR 16188 - Work Reserved for Performance by Federal Government Employees

    Science.gov (United States)

    2010-03-31

    ... reserved for performance by Federal employees? b. What is the best way to optimize the value of the... performance by federal employees. The policy letter is intended to implement direction in the President's... public interest as to mandate performance by Federal employees. Examples and tests would be provided to...

  4. Are You Interested? A Meta-Analysis of Relations between Vocational Interests and Employee Performance and Turnover

    Science.gov (United States)

    Van Iddekinge, Chad H.; Roth, Philip L.; Putka, Dan J.; Lanivich, Stephen E.

    2011-01-01

    A common belief among researchers is that vocational interests have limited value for personnel selection. However, no comprehensive quantitative summaries of interests validity research have been conducted to substantiate claims for or against the use of interests. To help address this gap, we conducted a meta-analysis of relations between…

  5. 5 CFR 1304.4607 - Advice to former Government employees.

    Science.gov (United States)

    2010-01-01

    ... 5 Administrative Personnel 3 2010-01-01 2010-01-01 false Advice to former Government employees. 1304.4607 Section 1304.4607 Administrative Personnel OFFICE OF MANAGEMENT AND BUDGET ADMINISTRATIVE PROCEDURES POST EMPLOYMENT CONFLICT OF INTEREST § 1304.4607 Advice to former Government employees. The Office...

  6. Special labour protection of certain employee categories

    Directory of Open Access Journals (Sweden)

    Jovanović Predrag P.

    2015-01-01

    Full Text Available The employed women, the youth and the disabled enjoy special protection at work. Such a protection is stipulated by legal documents of the international and our labour law. The protection of women is provided for three reasons: the need to emancipate women and their equalisation with all the rights as men have; the protection due to women's physical constitution; the protection due to women's role in biological reproduction of the population (pregnancy, childbirth and maternity. The youth enjoy protection due to their young age and accordingly their adequate psychophysical and mental maturity. By youth, children and people under 18 are implied, because the minimum age for entering into labour relations is 15. This refers to the minors that are exposed to the adverse effect of the working conditions where certain more damaging and more difficult jobs can leave severe and lethal consequences on the youth's development. The disabled are people with a reduced working ability, and thus the odds of them finding a suitable job and keep it are significantly reduced, as opposed to other people. Therefore, the reasons of their special protection lie in the need to bring them to equal terms as others to achieve their socio-economic rights at work and connected with work.

  7. Solo self-employment and membership of interest organizations in the Netherlands: Economic, social, and political determinants

    NARCIS (Netherlands)

    Jansen, Giedo

    2017-01-01

    Falling in-between the category of employers and employees, solo self-employed persons are poorly accommodated by the traditional system of corporatist interest representation through which the interests of employers are represented in employers’ associations, and the interests of employees are

  8. 42 CFR 438.58 - Conflict of interest safeguards.

    Science.gov (United States)

    2010-10-01

    ... 42 Public Health 4 2010-10-01 2010-10-01 false Conflict of interest safeguards. 438.58 Section 438... (CONTINUED) MEDICAL ASSISTANCE PROGRAMS MANAGED CARE State Responsibilities § 438.58 Conflict of interest... safeguards against conflict of interest on the part of State and local officers and employees and agents of...

  9. 12 CFR 651.2 - Conflict-of-interest policy.

    Science.gov (United States)

    2010-01-01

    ... 12 Banks and Banking 6 2010-01-01 2010-01-01 false Conflict-of-interest policy. 651.2 Section 651... CORPORATION GOVERNANCE § 651.2 Conflict-of-interest policy. The Corporation shall establish and administer a conflict-of-interest policy that will provide reasonable assurance that the directors, officers, employees...

  10. 78 FR 60169 - Federal Acquisition Regulation; Pilot Program for Enhancement of Contractor Employee...

    Science.gov (United States)

    2013-09-30

    ... 9000-AM56 Federal Acquisition Regulation; Pilot Program for Enhancement of Contractor Employee... program enhancing whistleblower protections for contractor employees. DATES: Effective: September 30, 2013... contractor employees at FAR subpart 3.9. The pilot program is mandated by section 828, entitled ``Pilot...

  11. Promoting employee health by integrating health protection, health promotion, and continuous improvement: a longitudinal quasi-experimental intervention study.

    Science.gov (United States)

    von Thiele Schwarz, Ulrica; Augustsson, Hanna; Hasson, Henna; Stenfors-Hayes, Terese

    2015-02-01

    To test the effects of integrating health protection and health promotion with a continuous improvement system (Kaizen) on proximal employee outcomes (health promotion, integration, and Kaizen) and distal outcomes (workability, productivity, self-rated health and self-rated sickness absence). Twelve units in a county hospital in Sweden were randomized to control or intervention groups using a quasiexperimental study design. All staff (approximately 500) provided self-ratings in questionnaires at baseline, and a 12- and 24-month follow-up (response rate, 79% to 87.5%). There was a significant increase in the proximal outcomes over time in the intervention group compared with the control group, and a trend toward improvement in the distal outcomes workability and productivity. Integration seems to promote staff engagement in health protection and promotion, as well as to improve their understanding of the link between work and health.

  12. 19 CFR 200.735-107 - Financial interests.

    Science.gov (United States)

    2010-04-01

    ... interests. (a) An employee shall not: (1) Have a direct or indirect financial interest that conflicts substantially, or appears to conflict substantially, with his Government duties or responsibilities; or (2... part. (c) Pursuant to the authority contained in 18 U.S.C. 208(b), the following types of financial...

  13. 24 CFR 964.145 - Conflict of interest.

    Science.gov (United States)

    2010-04-01

    ... 24 Housing and Urban Development 4 2010-04-01 2010-04-01 false Conflict of interest. 964.145 Section 964.145 Housing and Urban Development Regulations Relating to Housing and Urban Development... Conflict of interest. Resident council officers can not serve as contractors or employees if they are in...

  14. Protecting the interests of the child bone marrow donor.

    Science.gov (United States)

    Terry, Louise M; Campbell, Anne

    2004-01-01

    At a time when designer babies have been created to act as cord blood donors to sick siblings, ethical debate has focused predominantly on the extent to which it is acceptable to create one human being to assist another. However, children are frequently used this way, by their families and doctors who extract their bone marrow, to try to save the life of another, usually a sibling. With any life-threatening illness, there is the possibility that the urgency of the sick sibling's need means that the short-term welfare of the donor child receives less attention than it should by parents and doctors. This article suggests ways to protect the interests of such children and empower them within the decision-making process and concludes that the drive to save life must be tempered by recognition of the intrinsic worth of donor children and their rights not to be exploited.

  15. Radiation doses of employees of a nuclear medicine department after implementation of more rigorous radiation protection methods

    International Nuclear Information System (INIS)

    Piwowarska-Bilska, H.; Supinska, A.; Listewnik, M. H.; Zorga, P.; Birkenfeld, B.

    2013-01-01

    The appropriate radiation protection measures applied in departments of nuclear medicine should lead to a reduction in doses received by the employees. During 1991-2007, at the Department of Nuclear Medicine of Pomeranian Medical University (Szczecin, Poland), nurses received on average two-times higher (4.6 mSv) annual doses to the whole body than those received by radiopharmacy technicians. The purpose of this work was to examine whether implementation of changes in the radiation protection protocol will considerably influence the reduction in whole-body doses received by the staff that are the most exposed. A reduction in nurses' exposure by ∼63% took place in 2008-11, whereas the exposure of radiopharmacy technicians grew by no more than 22% in comparison with that in the period 1991-2007. Proper reorganisation of the work in departments of nuclear medicine can considerably affect dose reduction and bring about equal distribution of the exposure. (authors)

  16. Spousal Conflicts of Interest

    Science.gov (United States)

    Lewis, Shana R.

    2005-01-01

    Romantic relationships bud and sometimes bloom in the school district workplace. When those relationships involve a sitting member of a school board or an administrator with responsibility for managing other employees, questions about a conflict of interest will be raised. Most states have laws prohibiting a public official from taking official…

  17. 20 CFR 606.30 - Interest rates on advances.

    Science.gov (United States)

    2010-04-01

    ... 20 Employees' Benefits 3 2010-04-01 2010-04-01 false Interest rates on advances. 606.30 Section... UNDER THE FEDERAL UNEMPLOYMENT TAX ACT; ADVANCES UNDER TITLE XII OF THE SOCIAL SECURITY ACT Interest on Advances § 606.30 Interest rates on advances. Advances made to States pursuant to title XII of the Social...

  18. Connecting internal communication and organizational engagement. An employee-centered perspective

    OpenAIRE

    Alvarez Garcia, Patricia

    2013-01-01

    Connections between organizational engagement and internal communication have gained much interest in recent years, due to existing evidence suggesting that employees who engage with their organization affect organization’s effectiveness and that, in turn, internal communication can influence organizational engagement. However, there is little evidence about such connection seen from an employee perspective and therefore, this study sought to explore linkages between employee organizational e...

  19. EMPLOYEE LEARNING AND DEVELOPMENT IN ORGANISATIONS

    Directory of Open Access Journals (Sweden)

    VNOUČKOVÁ, Lucie

    2013-09-01

    Full Text Available The primary goal of all organisations is efficiency of human resources. Therefore activities as HR controlling, performance management but also cutting costs are the main theme. Current organisations need to monitor human resources to keep their competitiveness. Thus paper describes the key factor of organisational efficiency - employee education, talent management and the necessity to retain skilled employees. The aim of the paper is to reveal the current approach in organisations to education and learning based on primary survey of employees. The data were collected using quantitative primary survey in Czech organisations across sectors. The questionnaire was compiled based on the theoretical background. The paper has been processed based on the analysis of secondary sources, outcome synthesis and the evaluation of results of a questionnaire survey. The data were analysed using descriptive statistic, correlation analysis and factor analysis. The SPSS programme was used for the analyses. The outcomes were categorized and the analyses revealed the main factors affecting organisational approach to employee learning and development. The results identify three possible approaches in organisations to employee learning and development. The first type of organisations educates employees by their own rules, second type does not support education of employees in any way, it is only an interest of employees themselves and thirdly knowledgeable employees were identified as those employees do as much as possible to learn and grow and they choose job position in order to develop constantly. The results can be taken into account in further analysis and in organisation of adult education.

  20. Management and employee control in current industrial work

    DEFF Research Database (Denmark)

    Holt, Helle; Hvid, Helge

    2014-01-01

    This article examines how employee control is affected by the ongoing erosion of boundaries in work organization and established boundaries in the relationship between employees and management. One assumption is that the erosion of boundaries offers potential for increased employee control, meaning...... increased autonomy or self-determination at work (employee control how and when to do what). This assumption is supported by theories on the psychosocial working environment. Another assumption is that the erosion of boundaries threatens the frontiers from where employees can defend their interests......, and consequently reduces employees’ control of their work (what and how much to do). This assumption is supported by “labor process theory.” This article studies control and the erosion of boundaries in two case factories in the food industry. Two perspectives are applied: the psychosocial working environment...

  1. Management and employee control in current industrial work

    DEFF Research Database (Denmark)

    Holt, Helle; Hvid, Helge

    2014-01-01

    , and consequently reduces employees’ control of their work (what and how much to do). This assumption is supported by “labor process theory.” This article studies control and the erosion of boundaries in two case factories in the food industry. Two perspectives are applied: the psychosocial working environment......This article examines how employee control is affected by the ongoing erosion of boundaries in work organization and established boundaries in the relationship between employees and management. One assumption is that the erosion of boundaries offers potential for increased employee control, meaning...... increased autonomy or self-determination at work (employee control how and when to do what). This assumption is supported by theories on the psychosocial working environment. Another assumption is that the erosion of boundaries threatens the frontiers from where employees can defend their interests...

  2. 7 CFR 1212.3 - Conflict of interest.

    Science.gov (United States)

    2010-01-01

    ... 7 Agriculture 10 2010-01-01 2010-01-01 false Conflict of interest. 1212.3 Section 1212.3..., Promotion, Consumer Education, and Industry Information Order Definitions § 1212.3 Conflict of interest. “Conflict of interest” means a situation in which a member or employee of the Board has a direct or indirect...

  3. Employee stress management: An examination of adaptive and maladaptive coping strategies on employee health.

    Science.gov (United States)

    Holton, M Kim; Barry, Adam E; Chaney, J Don

    2015-01-01

    Employees commonly report feeling stressed at work. Examine how employees cope with work and personal stress, whether their coping strategies are adaptive (protective to health) or maladaptive (detrimental to health), and if the manner in which employees cope with stress influences perceived stress management. In this cross-sectional study, a random sample of 2,500 full-time university non-student employees (i.e. faculty, salaried professionals, and hourly non-professionals) were surveyed on health related behaviors including stress and coping. Approximately 1,277 completed the survey (51% ). Hierarchical logistic regression was used to assess the ability of adaptive and maladaptive coping strategies to predict self-reported stress management, while controlling for multiple demographic variables. Over half of employees surveyed reported effective stress management. Most frequently used adaptive coping strategies were communication with friend/family member and exercise, while most frequently used maladaptive coping strategies were drinking alcohol and eating more than usual. Both adaptive and maladaptive coping strategies made significant (p stress management. Only adaptive coping strategies (B = 0.265) predicted whether someone would self-identify as effectively managing stress. Use of maladaptive coping strategies decreased likelihood of self-reporting effective stress management. Actual coping strategies employed may influence employees' perceived stress management. Adaptive coping strategies may be more influential than maladaptive coping strategies on perceived stress management. Results illustrate themes for effective workplace stress management programs. Stress management programs focused on increasing use of adaptive coping may have a greater impact on employee stress management than those focused on decreasing use of maladaptive coping. Coping is not only a reaction to stressful experiences but also a consequence of coping resources. Thereby increasing the

  4. Does ownership matter for employee motivation when occupation is controlled for

    DEFF Research Database (Denmark)

    Andersen, Lotte Bøgh; Pedersen, Lene Holm

    2013-01-01

    The public service motivation literature argues that public employees are more motivated than private employees to deliver public service for the benefit of society. But the reason for this may be that the classical welfare services are predominant in the public sector. This article therefore...... investigates if ownership matters to employee motivation when occupation is controlled for. The findings show that the employees in both sectors have pro-social motivation, but that public sector employees are more motivated to work for the public interest, whereas private sector employees are more motivated...... to help individual users of services. The survey data are based on 3,304 Danish employees working in private as well as public organizations....

  5. Every employee an owner. Really.

    Science.gov (United States)

    Rosen, Corey; Case, John; Staubus, Martin

    2005-06-01

    Surveys indicate that when new rules on expensing stock options take effect, many companies are likely to limit the number of employees who can receive equity compensation. But companies that reserve equity for executives are bound to suffer in the long run. Study after study proves that broad-based ownership, when done right, leads to higher productivity, lower workforce turnover, better recruits, and bigger profits. "Done right" is the key. Here are the four most important factors in implementing a broad-based employee equity plan: A significant portion of the workforce--generally, most of the full-time people--must hold equity; employees must think the amounts they hold can significantly improve their financial prospects; managerial practices and policies must reinforce the plan; and employees must feel a true sense of company ownership. Those factors add up to an ownership culture in which employees' interests are aligned with the company's. The result is a workforce that is loyal, cooperative, and willing to go above and beyond to make the organization successful. A wide variety of companies have recorded exceptional business performance with the help of employee-ownership programs supported by management policies. The authors examine two: Science Applications International, a research and development contractor, and Scot Forge, which shapes metal and other materials for industrial machinery. At both companies, every employee with a year or so of service holds equity, and employees who stay on can accumulate a comfortable nest egg. Management's sharing of financial information reinforces workers' sense of ownership. So does the expectation that employees will accept the responsibilities of ownership. Workers with an ownership stake internalize their responsibilities and feel they have an obligation not only to management but to one another.

  6. Improving retention of older employees through training and development.

    Science.gov (United States)

    Tourigny, Louise; Pulich, Marcia

    2006-01-01

    This article explores the needs and interests of older employees in training and development efforts which can result in higher retention rates. Managers may be reluctant to train workers close to retirement age for various reasons. Managers also use certain practices to avoid training older employees. When training is offered, accurate performance feedback is essential for desired training outcomes to occur. Finally, areas are proposed which are more appropriate to include in training and development endeavors for older employees versus younger ones.

  7. 49 CFR 1017.14 - Interest, penalties, and administrative costs.

    Science.gov (United States)

    2010-10-01

    ... OFFSET FROM INDEBTED GOVERNMENT AND FORMER GOVERNMENT EMPLOYEES § 1017.14 Interest, penalties, and administrative costs. (a) The rate of interest assessed shall be the rate of the current value of funds to the U... of interest can be assessed if the Board can reasonably determine that a higher rate is necessary to...

  8. 5 CFR 842.605 - Election of insurable interest rate.

    Science.gov (United States)

    2010-01-01

    ... 5 Administrative Personnel 2 2010-01-01 2010-01-01 false Election of insurable interest rate. 842... Election of insurable interest rate. (a) At the time of retirement, an employee or Member in good health and who is applying for a non-disability annuity may elect an insurable interest rate. An election...

  9. The effect of work-life balance policies on women employees turnover

    OpenAIRE

    Chiang Hui-Yu; Noriaki Mamiko Takeuchi

    2008-01-01

    In this paper, we explore the relationship between work-life balance policies and three outcomes of interest to employers and employees: the job tenure of women employees, turnover rate of women employees and retention rate of new women graduates. In the cross sectional analysis, we find that firms with work-life balance policies such as the full amount of maternity pay practice and flextime system are positively associated with the job tenure of women employees. We also find that the full am...

  10. 12 CFR 563.200 - Conflicts of interest.

    Science.gov (United States)

    2010-01-01

    ... 12 Banks and Banking 5 2010-01-01 2010-01-01 false Conflicts of interest. 563.200 Section 563.200...-OPERATIONS Reporting and Bonding § 563.200 Conflicts of interest. If you are a director, officer, or employee..., or those of others with whom you have a personal or business relationship, at the expense of the...

  11. Putting the Super in Supervisor: Determinants of Federal Employee Evaluation of Supervisors.

    Science.gov (United States)

    Daley, Dennis M.

    1997-01-01

    Cross-sectional analysis of federal employee opinions of their supervisors showed that they believed the following to be crucial supervisor responsibilities: performance appraisal, protecting the merit system from prohibited practices, and enhancing employee job satisfaction and intrinsic motivation. (SK)

  12. Conception for the protection of mineable raw materials in the Land of Brandenburg (Germany)

    International Nuclear Information System (INIS)

    Kopf, M.

    1995-01-01

    The pit and quarry industry in Brandenburg will within a few years the same importance as the lignite industry. Both industries together may have up to 20 000 employees beyond the year 2000. The same number of employees could result in the enterprises of local and other subcontractors and mine suppliers. The government of Brandenburg creates at present the legal prerequisites to secure the supply with mineable raw materials. The regulation of the protection of mineable raw materials is proposed to be realised within the scope of the second plan for the development of the country, and within the regional plannings. The protection of the basic conditions for mining industries is a permanent task for administration and politics. By encouraged engagement in the case of opposed interests, those of mining can be considered with acceptable results provided the parties are ready to compromise. (orig.) [de

  13. 29 CFR 1915.507 - Land-side fire protection systems.

    Science.gov (United States)

    2010-07-01

    ... standard for employee safety or employee protection from fire hazards in land-side facilities, including... remains hazardous to employee safety or health, or provide safeguards to prevent employees from entering... hazardous to employee safety or health; and (6) Select, install, inspect, maintain, and test all automatic...

  14. Motivation of employees and employee benefits

    OpenAIRE

    Haninger, David

    2011-01-01

    This bachelor's thesis examines the subject of employee motivation and employee benefits. The basic terms and theories needed to comprehend the subject are explained in the theoretical part of the work. The theoretical part of the work also focuses on employee benefits, mainly the goal of employee benefits and listing of currently available employee benefits. In the practical part of the work is an analysis and comparison of employee benefits used in two companies that are representing privat...

  15. An Examination of Organizational Information Protection in the Era of Social Media: A Study of Social Network Security and Privacy Protection

    Science.gov (United States)

    Maar, Michael C.

    2013-01-01

    This study investigates information protection for professional users of online social networks. It addresses management's desire to motivate their employees to adopt protective measures while accessing online social networks and to help their employees improve their proficiency in information security and ability to detect deceptive…

  16. PARTICULAR ASPECTS OF THE WTO MECHANISMS APPLICATION TO PROTECT THE NATIONAL ECONOMIC INTERESTS OF UKRAINE

    Directory of Open Access Journals (Sweden)

    Ivan Us

    2016-11-01

    Full Text Available The purpose of the paper is to analyze the issue of applying by Ukraine of mechanisms developed in the legal framework by the World Trade Organization to protect the internal market in order to prepare appropriate recommendations to state power authorities empowered to carry out trade policy. Methodology. The study is based on studying the experience of Ukraine to revise its commitments on tariff lines for the first three-year period after the accession to the WTO, as well as on the analysis of the most resonant steps to protect the internal market taken by Ukraine and the consequences of these steps. Result. The issue of applying by Ukraine of tools developed by the World Trade Organization to protect the interests of national producers has been described in this article. The situation of the use by Ukraine of a right to review the conditions of membership in the WTO has been reviewed step by step starting from the studying of this issue within the country and to the statements by the Government not to use this feature. All the stages of the process of using the possibility to revise the conditions of membership in the WTO have been analyzed as well as the mistakes that led to the absence of the desired result in the end. Also, the basic tools of protection of the domestic market in the WTO system, such as anti-dumping investigation and the investigation concerning the subsidized imports has been considered The dynamics of the use of such investigations by all WTO member countries since the establishment of the WTO, with particular emphasis on the period of the financial and economic crisis of 2008-2010 has been reviewed. The number of successful investigations led to the application of certain protective measures also has been determined. The risks that arise in the absence of the Government of Ukraine steps to improve the efficiency of representation of interests in the WTO have been analyzed. Recommendations improving the use of WTO

  17. 5 CFR 3501.104 - Prohibited interests in mining.

    Science.gov (United States)

    2010-01-01

    ... available investment fund (e.g., a mutual fund) which, in its prospectus, does not indicate the objective or... of the Office of Surface Mining Reclamation and Enforcement and other employees who perform functions... financial interests held in the fund; (iv) A legal or beneficial interest in a qualified profit sharing...

  18. VULNERABILITY OF PART TIME EMPLOYEES

    Directory of Open Access Journals (Sweden)

    Raluca Dimitriu

    2015-11-01

    Full Text Available The employee who concluded a part-time contract is the employee whose normal working hours, calculated weekly or as monthly average, is lower than the number of normal working hours of a comparable full-time employee. Part-time workers generally have the same legal status as full time workers. In fact, the vulnerability of this category of workers is not necessarily legal but rather economic: income - in proportion to the work performed, may be insufficient to cover the needs of living. However, such vulnerability may also have a certain cultural component: in some societies, professional identity is determined by the length of working hours. Also, part time work may hide many types of indirect discrimination.As a result, the part-time contract requires more than a protective legislation: it requires a strategy. This paper proposes a number of milestones of such a strategy, as well as some concrete de lege ferenda proposals.

  19. Cheating under pressure: A self-protection model of workplace cheating behavior.

    Science.gov (United States)

    Mitchell, Marie S; Baer, Michael D; Ambrose, Maureen L; Folger, Robert; Palmer, Noel F

    2018-01-01

    [Correction Notice: An Erratum for this article was reported in Vol 103(1) of Journal of Applied Psychology (see record 2017-44052-001). In the article, the fit statistics in Study 3 were reported in error. The fit of the measurement model is: Χ²(362) = 563.66, p = .001; CFI = .94; SRMR = .05; RMSEA = .04. The fit of the SEM model is: Χ²(362) = 563.66, p = .001; CFI = .94; SRMR = .05; RMSEA = .04.] Workplace cheating behavior is unethical behavior that seeks to create an unfair advantage and enhance benefits for the actor. Although cheating is clearly unwanted behavior within organizations, organizations may unknowingly increase cheating as a byproduct of their pursuit of high performance. We theorize that as organizations place a strong emphasis on high levels of performance, they may also enhance employees' self-interested motives and need for self-protection. We suggest that demands for high performance may elicit performance pressure-the subjective experience that employees must raise their performance efforts or face significant consequences. Employees' perception of the need to raise performance paired with the potential for negative consequences is threatening and heightens self-protection needs. Driven by self-protection, employees experience anger and heightened self-serving cognitions, which motivate cheating behavior. A multistudy approach was used to test our predictions. Study 1 developed and provided validity evidence for a measure of cheating behavior. Studies 2 and 3 tested our predictions in time-separated field studies. Results from Study 2 demonstrated that anger mediates the effects of performance pressure on cheating behavior. Study 3 replicated the Study 2 findings, and extended them to show that self-serving cognitions also mediate the effects of performance pressure on cheating behavior. Implications of our findings for theory and practice are provided. (PsycINFO Database Record (c) 2018 APA, all rights reserved).

  20. 43 CFR 20.401 - Interests in Federal lands.

    Science.gov (United States)

    2010-10-01

    ... Bureau of Land Management. (1) In accordance with 43 U.S.C. 11, employees of the Bureau of Land Management are prohibited from voluntarily acquiring a direct or indirect interest in Federal lands. (2... Survey are prohibited from having any personal or private interests in the lands or mineral wealth of the...

  1. Participation of Employees in Company Management - Legal basis for its implementation in the Republic of Macedonia

    OpenAIRE

    Petkukjeski, Ljupco; Andonov, Marko; Mihajloski, Zoran; Miseva, Kristina

    2014-01-01

    The company represents a complex social organism which interests should be different from the interests of various interest groups within the company. Company employees as part of the social structure, have the right to participate in decisions relating to their position in the company and that affect their rights and interests. Participation of employees in management is democratic achievement which reduces inequality based on differences in economic strength and power. This approach allo...

  2. CAN CSR INFLUENCE EMPLOYEES SATISFACTION?

    Directory of Open Access Journals (Sweden)

    Patrizia Gazzola

    2016-07-01

    Full Text Available The study shows how CSR for employees may represent a special opportunity to influence: employees’ general impression of the company and expectations about how the organization treats its employees. Companies have very important role to affect change in their communities and the environment by adopting CSR initiatives. Though short-term benefits might be few, it is likely that the importance of CSR will increase in years to come as people become more interested in the social and environmental effects of companies There’s a debate over whether CSR initiatives, that are socially responsible or environmentally friendly improves employees’ perceptions of the company. When a company has CSR initiatives, employees are more proud of and committed to the organization. This is because the personal identities are partly tied up in the companies that person works for. If a company is saving the world, reflects positively on employees and makes them feel good about the work they do for the company. The role CSR plays in enhancing a company's reputation among its own employees, subsequently boosting their motivation and engagement, is perhaps underrated, which is particularly problematic for companies that are inconsistent in their approach to implementing CSR initiatives. Studies involving CSR have not fully explored how organizational social performance impacts individual employee behaviors nor examined the attributes of individuals comprising stakeholder groups such as employees. The objectives of this study are to analyze the implementation of CSR programs and its impact on employees. The main underlying proposition is that organization can influence its employee through his or her own ethical and responsible behavior. The work culture built upon this sense of organization’s voluntary contribution toward a wide number of stakeholders could invite and encourage employee to adopt the same voluntary attitude and behavior to their own fellow

  3. 29 CFR 825.604 - Special rules for school employees, restoration to “an equivalent position.”

    Science.gov (United States)

    2010-07-01

    ... employee to “an equivalent position” must provide substantially the same protections as provided in the Act... 29 Labor 3 2010-07-01 2010-07-01 false Special rules for school employees, restoration to âan... to Employees of Schools § 825.604 Special rules for school employees, restoration to “an equivalent...

  4. Length of Service versus Employee Retention Factors: Hotels in Cape Town, South Africa

    Directory of Open Access Journals (Sweden)

    Ikechukwu O. Ezeuduji

    2017-04-01

    Full Text Available Employee retention can be measured quite accurately by the actual number of years that employees have worked in an organisation. This study investigates relationships between hotel employees’ length of service and responses to individual variables explaining employee retention factors. A structured questionnaire survey of 217 hotel employees in Cape Town, South Africa was used to obtain information that were subjected to bivariate and multivariate analyses. Key results show that the employees who have worked longer in the hotel have particular characteristics: they perceive that working hours in the hotel do not infringe on their personal quality time with friends; they perceive it will be difficult for them to leave the hotel; they want to remain in the hotel for a long time; and quite interestingly, they perceive they do not receive continuous training in the hotel. Further costs of hiring and developing new employees can be reduced if loyal and talented employees are retained for longer periods through continuous career development. This study is of particular interest to the hotel sector management, as it is focussed on retaining those staff who really want to build a career in the hospitality industry.

  5. An introduction to radiation protection principles

    International Nuclear Information System (INIS)

    Skinner, R.W.; Kalos, F.; Bond, J.A.

    1985-05-01

    The purpose of the document is to outline the fundamentals of radiation protection, to describe methods that enable employees to work safely with radiation and to aquaint employees with CRNL's radiation and industrial safety organization

  6. Effect of online social networking on employee productivity

    Directory of Open Access Journals (Sweden)

    A. Ferreira

    2009-02-01

    Full Text Available The popularity of social networking sites is relatively recent and the effect of online social networking (OSN on employee productivity has not received much scholarly attention. The reason most likely lies in the social nature of social networking sites and OSN, which is assumed to have a negative effect on employee productivity and not bear organisational benefit. This reseach investigated recent Internet developments as seen in the social Web and specifically investigated the effect of OSN on employee productivity and what some of the consequences would be if employees were allowed unrestricted access to these networks. The findings concerning the nature of employees' OSN activities, employees' attitude or perceptions with regard to OSN in the workplace and how OSN can contribute or affect the productivity of employees are discussed in this article. Some of the basic misconceptions regarding OSN are highlighted and it is concluded that this technology can be used to increase collaboration between individuals who share a common interest or goal. Increased collaboration will stimulate knowledge sharing between individuals, with the possible effect of increased productivity. However, the risks associated with OSN should be noted, such as loss of privacy, bandwidth and storage consumption, exposure to malware and lower employee productivity.

  7. National industry's interest in colorectal cancer screening programmes.

    OpenAIRE

    Hart, A R; Barone, T L; Wicks, A C; Mayberry, J F

    1994-01-01

    The interest of the largest 200 British industries in developing and financing colorectal screening services for employees was determined. A standard questionnaire asked if the company would advertise screening supply names of employees to local hospitals and finance faecal occult blood testing. The reasons for rejection were noted. Eighty-six companies returned the questionnaire (43% response rate) of which 78 firms (39% of the total mailed) were prepared to advertise screening programmes at...

  8. 5 CFR 831.613 - Election of insurable interest annuity.

    Science.gov (United States)

    2010-01-01

    ... 5 Administrative Personnel 2 2010-01-01 2010-01-01 false Election of insurable interest annuity... SERVICE REGULATIONS (CONTINUED) RETIREMENT Survivor Annuities Elections at the Time of Retirement § 831.613 Election of insurable interest annuity. (a) At the time of retirement, an employee or Member in...

  9. Bank Interest Margin and Default Risk under Basel III Capped Capital Adequacy Accord and Regulatory Deposit Insurance Fund Protection

    OpenAIRE

    Chuen-Ping Chang; Shi Chen

    2015-01-01

    We study the optimal bank interest margin and default risk under the capped ratio schedule of government capital instruments in the Basel III Capital Adequacy Accord and the Deposit Insurance Fund arrangement program. We show that an increase in the capped ratio (a decrease in the capped government capital injection) increases the default risk in the bank¡¯s equity return at a reduced interest margin. Regulatory deposit insurance fund protection reinforces the reduced bank interest margin and...

  10. 25 CFR 63.24 - What protections must employers provide to applicants, volunteers and employees?

    Science.gov (United States)

    2010-04-01

    ..., volunteers and employees? 63.24 Section 63.24 Indians BUREAU OF INDIAN AFFAIRS, DEPARTMENT OF THE INTERIOR..., volunteers and employees? (a) Indian tribes and tribal organizations must comply with the privacy... guidelines. (c) Federal agencies exercising authority under this part by delegation from OPM must comply with...

  11. Employers' experience of employees with cancer: trajectories of complex communication.

    Science.gov (United States)

    Tiedtke, C M; Dierckx de Casterlé, B; Frings-Dresen, M H W; De Boer, A G E M; Greidanus, M A; Tamminga, S J; De Rijk, A E

    2017-10-01

    Remaining in paid work is of great importance for cancer survivors, and employers play a crucial role in achieving this. Return to work (RTW) is best seen as a process. This study aims to provide insight into (1) Dutch employers' experiences with RTW of employees with cancer and (2) the employers' needs for support regarding this process. Thirty employer representatives of medium and large for-profit and non-profit organizations were interviewed to investigate their experiences and needs in relation to employees with cancer. A Grounded Theory approach was used. We revealed a trajectory of complex communication and decision-making during different stages, from the moment the employee disclosed that they had been diagnosed to the period after RTW, permanent disability, or the employee's passing away. Employers found this process demanding due to various dilemmas. Dealing with an unfavorable diagnosis and balancing both the employer's and the employee's interests were found to be challenging. Two types of approach to support RTW of employees with cancer were distinguished: (1) a business-oriented approach and (2) a care-oriented approach. Differences in approach were related to differences in organizational structure and employer and employee characteristics. Employers expressed a need for communication skills, information, and decision-making skills to support employees with cancer. The employers interviewed stated that dealing with an employee with cancer is demanding and that the extensive Dutch legislation on RTW did not offer all the support needed. We recommend providing them with easily accessible information on communication and leadership training to better support employees with cancer. • Supporting employers by training communication and decision-making skills and providing information on cancer will contribute to improving RTW support for employees with cancer. • Knowing that the employer will usually be empathic when an employee reveals that they have

  12. 78 FR 45615 - Proposed Collection; Comment Request for the Annual Return/Report of Employee Benefit Plan

    Science.gov (United States)

    2013-07-29

    ... Annual Return/Report of Employee Benefit Plan AGENCY: Internal Revenue Service (IRS), Treasury. ACTION..., the IRS is soliciting comments concerning the Annual Return/Report of Employee Benefit Plan. [email protected] . SUPPLEMENTARY INFORMATION: Title: Annual Return/Report of Employee Benefit Plan. OMB...

  13. Employee Communicative Actions and Companies' Communication Strategies to Mitigate the Negative Effects of Crises

    DEFF Research Database (Denmark)

    Mazzei, Alessandra; Ravazzani, Silvia

    2013-01-01

    commitment is at the basis of positive employee communicative actions, like advocacy and positive referrals, which finally protect the company’s reputation. After a theoretical exploration of these issues, this chapter presents first a case study showing how continuous internal communication efforts...... and factual communication based on managers’ and company’s actions are crucial in order to build quality relationships with employees. In turn, this leads to positive employee communicative actions when a crisis occurs. Second, it illustrates a survey of Italian companies which examined internal crisis...... reputation. The chapter concludes that employee communicative actions are fundamental in order to protect the company’s reputation in case of crises. In addition, during crises it is important to sustain the positive relationship capital developed during the pre-crisis phase by means of accommodative...

  14. Sexual Harassment in Casinos: Effects on Employee Attitudes and Behaviors.

    Science.gov (United States)

    Stedham, Yvonne; Mitchell, Merwin C.

    1998-01-01

    This study focuses on sexual harassment and job satisfaction, organizational commitment, and employee turnover among casino employees. It is the first study investigating sexual harassment in the gaming industry. Based on sex-role spillover theory it was expected that sexual harassment has less of an impact on casino employees than on employees in other industries. Six Reno, Nevada casinos participated in the study and 330 responses were generated from casino employees. The study results show that sexual harassment of and by casino employees is perceived to occur at about the same rate as in other industries. Sexually harassed employees were compared to employees who indicated that they had not been sexually harassed. Sexually harassed employees were less satisfied with their jobs and less committed to the organization. However, they were not more likely to quit their jobs. Sexually harassed employees tended to be younger, Caucasian, and in dealer positions. Hence, in addition to the well-publicized cost of sexual harassment lawsuits, the study shows that sexual harassment in casinos may well be the source of hidden costs important to human resources managers. A result of major interest was that employees who had been harassed held management responsible for not ensuring a work environment that is free of sexual harassment. Implications for casino management are discussed.

  15. The Engagement of Employees as a Key to Corporate Success

    Directory of Open Access Journals (Sweden)

    Ole Bloch Jensen

    2012-11-01

    Full Text Available One of the major barriers to achieving a higher level of corporate success is the lack of employee engagement. The main goal of this article is to propose the process of engaging all employees and thus setting the scene for the future of their organisation. In the author's opinion, the only resource that most organizations do not fully utilize is the engagement and full potential of their employees. The author explains the signs of disengagement and discusses its causes. They are mainly in the area of soft processes of management, in leadership, motivation and communication. It is the author's belief that the engagement of employees strongly depends on their managers, above all their managers' soft skills. The process of how to build and develop the interest and involvement of employees is described in detail. Furthermore, the importance of manager-employees relationships for engagement is emphasized.

  16. Culturally tailored diabetes prevention in the workplace: focus group interviews with Hispanic employees.

    Science.gov (United States)

    Brown, Sharon A; García, Alexandra A; Steinhardt, Mary A; Guevara, Henry; Moore, Claire; Brown, Adama; Winter, Mary A

    2015-04-01

    The purpose was to conduct focus groups with Hispanic employees to obtain input into adaptation of previous DSME interventions for use as a workplace diabetes prevention program. From a list of interested Hispanic employees who attended a local health fair (n = 68), 36 were randomly selected to participate in focus groups held during supper mealtime breaks. An experienced bilingual moderator directed the sessions, using interview guidelines developed by the research team. Participants' ages ranged from 22 to 65 years (mean = 50.4, n = 36, SD = 10.7), 7 males and 29 females attended, and 53% had type 2 diabetes mellitus (T2DM). Employees expressed a keen interest in diabetes classes and recommended a focus on preparing healthier Hispanic foods. Primary barriers to promoting healthier lifestyles were work schedules; many employees worked 2 part-time or full-time jobs. Administrators and direct supervisors of the employees were highly supportive of a workplace diabetes prevention program. The consistent message was that a workplace program would be the ideal solution for Hispanic employees to learn about diabetes and healthy behaviors, given their busy schedules, family responsibilities, and limited resources. If found to be effective, such a workplace program would be generalizable to other service employees who have disproportionate diabetes rates. © 2015 The Author(s).

  17. 49 CFR Appendix II to Part 805 - Employees Required To Submit Statements

    Science.gov (United States)

    2010-10-01

    ...—Employees Required To Submit Statements Statements of employment and financial interests are required of the... 49 Transportation 7 2010-10-01 2010-10-01 false Employees Required To Submit Statements II...) Office of the managing director: (1) Legislative affairs officer. (2) Program analysis officer. (d...

  18. Public utilities and the public interest - raising and acknowledging this claim in proceedings concerning provisional legal protection

    International Nuclear Information System (INIS)

    Fischerhof, H.

    1976-01-01

    The following can be said of appeal proceedings against provisionally granted legal protection as claimed according to section 5 article 80 VwGO, the public utilities attending the proceedings, but not the licensing authority, being in the position to file this appeal: 1) The licensing authority takes part in the appeal proceedings and has the right to be heard. The licensing authority can also continue to act in the public interest in order to maintain the ordinances it issued, ordinances which were ordered to take immediate effect with public interest in mind. 2) The court of appeal has to examine the factual and the legal aspects of the previous instance's decision. 3) The public utility as the complainant can, within the framework of its official duties, combine the public interest with its own interests. (orig./HP) [de

  19. Recommendations to Improve Employee Thermal Comfort When Working in 40°F Refrigerated Cold Rooms.

    Science.gov (United States)

    Ceballos, Diana; Mead, Kenneth; Ramsey, Jessica

    2015-01-01

    Cold rooms are commonly used for food storage and preparation, and are usually kept around 40°F following food safety guidelines. Some food preparation employees may spend 8 or more hours inside cold rooms. These employees may not be aware of the risks associated with mildly cold temperatures, dampness, and limited ventilation. We performed an evaluation of cold rooms at an airline catering facility because of concerns with exposure to cold temperatures. We spoke with and observed employees in two cold rooms, reviewed daily temperature logs, evaluated employee's physical activity, work/rest schedule, and protective clothing. We measured temperature, percent relative humidity, and air velocities at different work stations inside the cold rooms. We concluded that thermal comfort concerns perceived by cold room employees may have been the result of air drafts at their workstations, insufficient use of personal protective equipment due to dexterity concerns, work practices, and lack of knowledge about good health and safety practices in cold rooms. These moderately cold work conditions with low air velocities are not well covered in current occupational health and safety guidelines, and wind chill calculations do not apply. We provide practical recommendations to improve thermal comfort of cold room employees. Engineering control recommendations include the redesigning of air deflectors and installing of suspended baffles. Administrative controls include the changing out of wet clothing, providing hand warmers outside of cold rooms, and educating employees on cold stress. We also recommended providing more options on personal protective equipment. However, there is a need for guidelines and educational materials tailored to employees in moderately cold environments to improve thermal comfort and minimize health and safety problems.

  20. Mobbing, threats to employees

    Directory of Open Access Journals (Sweden)

    Tatjana Vene

    2012-02-01

    Full Text Available RQ: Is there a connection among perception of hostile and unethical communication, timely removal of causes and employee satisfaction?Purpose: Perceived mobbing in the organization, analysing causes and timely removal of them without any effect; achieve an environment of satisfied employees. The purpose is to study the relationship amongthe categories: perceiving mobbing, removing the effects, employee satisfaction.Methods: Qualitative research approach, method of interview by using the seven steps principles.Results: The findings clearly state that being aware of the negative factors and psychological abuse in organizations was present. The interview participants perceived different negative behaviours especially by the female population and from the side of superiors. In some organizations perceived negative factors are insults,insinuations, low wages, inadequate working day, competition, lobbying, and verbal threats. All negative factors lead to serious implications for employees, in which the organization can lose its reputation, productivity is reduced, costs of employment can increase with more sick leaves and in extreme cases, the results can be soserious that the organization can end in bankruptcy or liquidation.Organization: The result of the study warns management to acceptcertain actions and remediate the situation in organizations. The employer and managers must do everything to protect their subordinates from violence and potential offenders.Society: The research study warns on the seriousness of mobbing among employees, the aim is to bring the issue to individuals and society. The victim usually needs help (health costs, losses in the pension system, increased unemployment, and lower productivity of the whole society.Originality: In view of the sensitivity of the issues, the author concludes that the existing research studies are based especially on closed questions (questionnaires; however, interviews create mutual trust between

  1. Smoking-related health behaviors of employees and readiness to quit: basis for health promotion interventions.

    Science.gov (United States)

    Ott, Carol H; Plach, Sandra K; Hewitt, Jeanne Beauchamp; Cashin, Susan E; Kelber, Sheryl; Cisler, Ron A; Weis, Jo M

    2005-06-01

    This report describes patterns of cigarette smoking and interest in smoking cessation programs among employees in a public worksite (n = 6,000) and a private worksite (n = 14,000). Of the 622 employees who attended an employee assistance program (EAP) orientation, 110 (18%) were current smokers. A significantly greater proportion of public employees smoked cigarettes, smoked more heavily, and evaluated their health more poorly compared to private employees. Smokers in both sites were over-represented in unskilled positions. Regardless of worksite, respondents who smoked had similar desires to quit or cut down and were annoyed by the comments of others, felt guilty about smoking, awakened with a desire to smoke, and felt they had a smoking problem. Overall, more than one third of individuals were interested in joining a smoking cessation program. Occupational health nurses may use these findings to design and implement smoking cessation interventions in their workplaces.

  2. 76 FR 11684 - Presumption of Insurable Interest for Same-Sex Domestic Partners

    Science.gov (United States)

    2011-03-03

    ... insurable interest annuity for a person who does not fall under one of these categories, the employee or... submit documentary evidence to establish the named beneficiary's date of birth. * * * * * PART 842... insurable interest rate. * * * * * (e) An insurable interest rate may be elected to provide a survivor...

  3. 29 CFR 1977.5 - Persons protected by section 11(c).

    Science.gov (United States)

    2010-07-01

    ... OCCUPATIONAL SAFETY AND HEALTH ACT OF 1970 General § 1977.5 Persons protected by section 11(c). (a) All employees are afforded the full protection of section 11(c). For purposes of the Act, an employee is defined... Labor Regulations Relating to Labor (Continued) OCCUPATIONAL SAFETY AND HEALTH ADMINISTRATION...

  4. Interest Rate Swaps

    OpenAIRE

    Marina Pepic

    2014-01-01

    Interest rates changes have a huge impact on the business performance. Therefore, it is of great importance for the market participants to identify and adequately manage this risk. Financial derivatives are a relatively simple way of protection from adverse changes in interest rates. Interest rate swaps are particularly popular because they reduce interest rate risk to a minimum with a relatively low initial cost and without great risk, but also because of the fact that there are many modific...

  5. The Relationship between Psychological Meaningfulness and Employee Engagement: Moderating Effect of Age and Gender

    OpenAIRE

    Ruswahida Ibnu Ruslan; Md. Aminul Islam; Idris Mohd Noor

    2014-01-01

    There has been a great deal of interest in employee engagement over the years, and it has become a popular term. However, there is no one universally acceptable definition for employee engagement until now. Employee engagement has been defined in many ways, and its assessment also seems to be similar, as developed by scholars such as Kahn [1] who coins the term psychological meaningfulness. This paper reviews the literature surrounding employee engagement, especially in terms of psychological...

  6. Workplace exposure to secondhand smoke among non-smoking hospitality employees.

    Science.gov (United States)

    Lawhorn, Nikki A; Lirette, David K; Klink, Jenna L; Hu, Chih-Yang; Contreras, Cassandra; Ajori Bryant, Ty-Runet Pinkney; Brown, Lisanne F; Diaz, James H

    2013-02-01

    This article examines salivary cotinine concentrations to characterize secondhand smoke (SHS) exposure among non-smoking hospitality employees (bar and casino employees and musicians who perform in bars) who are exposed to SHS in the workplace. A pre-post test study design was implemented to assess SHS exposure in the workplace. The convenience sample of 41 non-smoking hospitality employees included 10 controls (non-smoking hospitality employees not exposed to SHS in the workplace). The findings demonstrate that post-shift saliva cotinine levels of hospitality employees who are exposed to SHS in the workplace are significantly higher than controls who work in smoke-free venues. Findings also suggested a statistically significant increase between pre- and post-shift saliva cotinine levels of hospitality employees who are exposed in the workplace. No statistically significant difference was noted across labor categories, suggesting that all exposed employees are at increased risk. The study results indicate that non-smoking hospitality employees exposed to SHS in the workplace have significantly higher cotinine concentration levels compared with their counterparts who work in smoke-free venues. Findings from other studies suggest that these increased cotinine levels are harmful to health. Given the potential impact on the health of exposed employees, this study further supports the efforts of tobacco prevention and control programs in advocating for comprehensive smoke-free air policies to protect bar and casino employees.

  7. Employees' Expectations of Internet-Based, Workplace Interventions Promoting the Mediterranean Diet:A Qualitative Study

    OpenAIRE

    Papadaki, Angeliki; Thanasoulias, Andreas; Pound, Rachael; Sebire, Simon J.; Jago, Russell

    2016-01-01

    ObjectiveExplore employees' perceptions of ability to follow the Mediterranean diet (MedDiet), preferences for setting goals if asked to follow the MedDiet, and expectations of an Internet-based, workplace MedDiet intervention.DesignSeven focus groups to guide intervention development.SettingFour workplaces (business/professional services, government branches) in Southwest England.ParticipantsEmployees (n = 29, 51.7% women), ages 24–58 years.Phenomenon of InterestAbility to follow the MedDiet...

  8. 5 CFR 2635.403 - Prohibited financial interests.

    Science.gov (United States)

    2010-01-01

    ... Section 2635.403 Administrative Personnel OFFICE OF GOVERNMENT ETHICS GOVERNMENT ETHICS STANDARDS OF ETHICAL CONDUCT FOR EMPLOYEES OF THE EXECUTIVE BRANCH Conflicting Financial Interests § 2635.403... other property rights, deeds of trust, and liens, and extends to any right to purchase or acquire any...

  9. Preparing organisations for employee-driven open innovation

    Directory of Open Access Journals (Sweden)

    Amundsen, O.

    2014-07-01

    Full Text Available The present study addresses the need to prepare organisations, small or large, for open innovation approaches, including the development of capacity to exploit the potential benefits of such principles through Employee-Driven Innovation (EDI. Based on interviews in 20 Norwegian enterprises, we propose that EDI is an under-explored opportunity in many organisations, and that the systematic introduction of EDI practices increases organisations' ability to exploit open innovation principles and favourably impacts the capacity for innovation. Specifically, EDI results in a more general interest in improvement among employees, increased engagement in innovation processes, and reduced opposition to change.

  10. Personal protective equipment

    International Nuclear Information System (INIS)

    2004-01-01

    This Practical Radiation Technical Manual is one of a series that has been designed to provide guidance on radiological protection for employers, radiation protection officers, managers and other technically competent persons who have responsibility for ensuring the safety of employees working with ionizing radiation. The Manual may be used with the appropriate IAEA Practical Radiation Safety Manuals to provide training, instruction and information for all employees engaged in work with ionizing radiation. Personal protective equipment (PPE) includes clothing or other special equipment that is issued to individual workers to provide protection against actual or potential exposure to ionizing radiations. It is used to protect each worker against the prevailing risk of external or internal exposure in circumstances in which it is not reasonably practicable to provide complete protection by means of engineering controls or administrative methods. Adequate personal protection depends on PPE being correctly selected, fitted and maintained. Appropriate training for the users and arrangements to monitor usage are also necessary to ensure that PPE provides the intended degree of protection effectively. This Manual explains the principal types of PPE, including protective clothing and respiratory protective equipment (RPE). Examples of working procedures are also described to indicate how PPE should be used within a safe system of work. The Manual will be of most benefit if it forms part of a more comprehensive training programme or is supplemented by the advice of a qualified expert in radiation protection. Some of the RPE described in this Manual should be used under the guidance of a qualified expert

  11. Employee Care

    OpenAIRE

    Zavadilová, Eva

    2014-01-01

    The theme of the bachelor's thesis is the issue of employee care and related provision of employee benefits. The main objective is to analyze the effective legislation and characterize the basic areas of employee care. First of all, the thesis focuses on the matter of employee care and related legislation analyzing the working conditions, professional growth of the employees, catering of employees and special conditions for some employees. Furthermore, the special attention is paid to the vol...

  12. Employee Benefit Status from E-Employee Service

    Science.gov (United States)

    Gündüz, Semseddin; Çoklar, Ahmet Naci

    2017-01-01

    The internet is the one of the most important global network and information source in information age. The internet has changed employee's life enormously. The purpose of this study is to clarify the benefitting situations of employees from e-employee services. For this purpose, a 20-item data collection tool, based on the e-employee services put…

  13. 76 FR 68017 - Federal Acquisition Regulation; Preventing Personal Conflicts of Interest for Contractor...

    Science.gov (United States)

    2011-11-02

    ... Contractor Employees Performing Acquisition Functions AGENCIES: Department of Defense (DoD), General Services... personal conflicts of interest by employees of Government contractors as required by statute. DATES... clause for future orders. In the event that a contractor refuses to accept such a modification, the...

  14. 33 CFR 127.1209 - Respiratory protection.

    Science.gov (United States)

    2010-07-01

    ... 33 Navigation and Navigable Waters 2 2010-07-01 2010-07-01 false Respiratory protection. 127.1209... Waterfront Facilities Handling Liquefied Hazardous Gas Equipment § 127.1209 Respiratory protection. Each waterfront facility handling LHG must provide equipment for respiratory protection for each employee of the...

  15. 29 CFR 500.41 - Farm labor contractor is responsible for actions of his farm labor contractor employee.

    Science.gov (United States)

    2010-07-01

    ..., prior to such employee's engagement in any activity enumerated in section 3(6) of the Act. A farm labor... farm labor contractor employee. 500.41 Section 500.41 Labor Regulations Relating to Labor (Continued... PROTECTION Registration of Farm Labor Contractors and Employees of Farm Labor Contractors Engaged in Farm...

  16. Is cultural activity at work related to mental health in employees?

    Science.gov (United States)

    Theorell, Töres; Osika, Walter; Leineweber, Constanze; Magnusson Hanson, Linda L; Bojner Horwitz, Eva; Westerlund, Hugo

    2013-04-01

    To examine relationships between work-based cultural activities and mental employee health in working Swedes. A positive relationship between frequent cultural activity at work and good employee health was expected. Random sample of working Swedish men and women in three waves, 2006, 2008 and 2010, on average 60 % participation rate. A postal questionnaire with questions about cultural activities organised for employees and about emotional exhaustion (Maslach) and depressive symptoms (short form of SCL). Employee assessments of "non-listening manager" and work environment ("psychological demands" and "decision latitude") as well as socioeconomic variables were covariates. Cross-sectional analyses for each study year as well as prospective analyses for 2006-2008 and 2008-2010 were performed. Lower frequency of cultural activities at work during the period of high unemployment. The effects of relationships with emotional exhaustion were more significant than those with depressive symptoms. The associations were attenuated when adjustments were made for manager function (does your manager listen?) and demand/control. Associations were more pronounced during the period with low unemployment and high cultural activity at work (2008). In a prospective analysis, cultural activity at work in 2008 had an independent statistically significant "protective" effect on emotional exhaustion in 2010. No corresponding such association was found between 2006 and 2008. Cultural activities at work vary according to business cycle and have a statistical association with mental employee health, particularly with emotional exhaustion. There are particularly pronounced statistical protective effects of frequent cultural activity at work on likelihood of emotional exhaustion among employees.

  17. Firing without fear. Heading off litigation in employee terminations.

    Science.gov (United States)

    Elliott, C L; Kaiser, G

    1989-03-01

    Under most state laws, employee handbooks carry the status of employment contracts, or such contracts are implied through various employment conversations. Unlike in the past, when a management decision to discharge an employee could be challenged only for statutory or public policy reasons, today's employer may have to prove that he or she did not violate an employee's contractual right to employment. Employers can reduce the risk of employment liability through practical steps such as careful monitoring and documenting of the hiring, performance appraisal, and disciplinary processes, and a credible grievance procedure. Many employers have found, however, that taking these steps does not always prevent litigation. Certain legal precautions, such as written disclaimers and other handbook revisions, can result in the dismissal of such actions before trial and will deter many plaintiffs' attorneys from taking the case. The strongest legal protection in termination situations is a release of all claims executed by the employee and supported by severance pay or other valuable consideration to which the employee would not be otherwise entitled.

  18. 20 CFR 606.33 - No payment of interest from unemployment fund. [Reserved

    Science.gov (United States)

    2010-04-01

    ... 20 Employees' Benefits 3 2010-04-01 2010-04-01 false No payment of interest from unemployment fund... LABOR TAX CREDITS UNDER THE FEDERAL UNEMPLOYMENT TAX ACT; ADVANCES UNDER TITLE XII OF THE SOCIAL SECURITY ACT Interest on Advances § 606.33 No payment of interest from unemployment fund. [Reserved] ...

  19. Successful Employee Empowerment: Major Determinants in the Jordanian Context

    Directory of Open Access Journals (Sweden)

    Khadra DAHOU

    2018-05-01

    Full Text Available Being the most important asset, the human resource represents today the source of the organizations’ sustainable competitive advantage. This focus on the employee as the organizations’ core of human capital management drives the current interest in empowerment. This paper explores the concept of employee empowerment and the main influential factors in implementing an empowerment initiative: job design, transformational leadership, decision-making authority, continuous training and development, sharing information, and self-managed teams. Using a hypotheses testing approach, this correlational cross-sectional field study investigates the influence of the six factors on the adoption of employee empowerment. Using a questionnaire method, data was collected from Jordanian commercial banks. The results of a multiple linear regression analysis revealed that sharing information, job design, transformational leadership and decision making authority have a positive effect on employee empowerment. Sharing information and adopting the appropriate job design inside the organization have the strongest influence in that fostering these initiatives would certainly make banks’ employees’ empowerment successful. The research provides insights into the perception of employee empowerment in the Jordanian context, specifically in the banking industry, a high service- oriented sector where empowering employees become a must for a better customer service

  20. Investigating The Effect Of Job Stress On Performance Of Employees

    Directory of Open Access Journals (Sweden)

    Oyungerel Altangerel

    2015-02-01

    Full Text Available Abstract This study is conducted to investigate the effect of job stress on job performance. A random sampling technique is used to collect primary data of 120 employees of four telecommunication companies of Mongolia i.e. Mobicom Unitel Skytel and G-mobile. A well-structured questionnaire is utilized to collect relevant data descriptive and logistic analysis is used to estimate and describe the findings of results. It is found that work overload is major reason of stress among employees and majority of employees reduce their productivity and loss of interest in job due to stress. As for concern health issue eyes strain dizziness and disorder in sleep are due to job stress. According to results of logit model parameters of education experience and salary per month are statistically significant and have positive impact on employees performance but age family size no relaxation time giving to employees during working hours and work overload are statistically significant and have negative impact on employees job performance. For suggestions companies should increase salaries of employees and give reward to employees those have work overload. Workload of employees should reduce by proper work redesign and efficient management by proper allocation of job. It is also found that stress also becomes reason of several illnesses and majority of employees dont have medical facilities first aid at working place therefore it is suggested that companies should also provide medical facilities first aid for employees at work place.

  1. 5 CFR 4101.103 - Prohibited financial interests.

    Science.gov (United States)

    2010-01-01

    ... spouse or minor child of a covered employee, shall own, directly or indirectly, securities issued by a... right to acquire or dispose of any long and short position in such securities and includes, without limitation, interests convertible into such securities, as well as options, rights, warrants, puts, calls...

  2. Grandpa Lived to See White Men Walking on the Moon (and Other Tales of Employee Development).

    Science.gov (United States)

    Holden, Richard J.; Hamblett, John

    1998-01-01

    Regardless of their content, employee-development activities can engender common interests or mutuality with benefits to employer and employee. They promote lifelong learning, flexibility, increased motivation, commitment, loyalty, and hence effectiveness. (SK)

  3. Standards & Criteria for the Development and Evaluation of a Comprehensive Employee Assistance Program.

    Science.gov (United States)

    Health Resources and Services Administration, Rockville, MD. Bureau of Health Care Delivery and Assistance.

    This document was designed for use by persons or agencies interested in both establishing and evaluating employee assistance programs (EAP) for federal employees. It contains essential elements, standards, and assessment criteria which have been developed to assist in the planning and implementation of services, and to provide a framework for…

  4. ALDI South – A Case of Tight Employee Control?

    DEFF Research Database (Denmark)

    Winkler, Ingo

    2014-01-01

    Despite its economic success, ALDI has always been criticised for how the company treats its employees. In 2012, critisim reached a new peak in Germany, triggered by a book of a former ALDI manager. His detailed description of the working conditions in ALDI South sparked a widespread interest...... in the media. Drawing on the book and other published sources, this case incident details some of the working conditions and management practices at ALDI. The text sheds particular light on practices and techniques to regulate ALDI employees, both in the shops and middle management. On the one hand, it paints...... a picture of ALDI’s determined strive towards keeping costs low and employee performance high, hence, being able to offer low-priced and quality products to its customers. On the other hand, however, the various examples from this case illuminate how ALDI regulates employee behaviour. Some may argue...

  5. Interest Rate Swaps

    Directory of Open Access Journals (Sweden)

    Marina Pepić

    2014-12-01

    Full Text Available Interest rates changes have a huge impact on the business performance. Therefore, it is of great importance for the market participants to identify and adequately manage this risk. Financial derivatives are a relatively simple way of protection from adverse changes in interest rates. Interest rate swaps are particularly popular because they reduce interest rate risk to a minimum with a relatively low initial cost and without great risk, but also because of the fact that there are manymodifications of the standard swap created to better satisfy the different needs of market players.

  6. 20 CFR 402.185 - Waiver or reduction of fees in the public interest.

    Science.gov (United States)

    2010-04-01

    ... 20 Employees' Benefits 2 2010-04-01 2010-04-01 false Waiver or reduction of fees in the public interest. 402.185 Section 402.185 Employees' Benefits SOCIAL SECURITY ADMINISTRATION AVAILABILITY OF... demonstrate that likelihood, while such a claim by a representative of the news media is better evidence. (4...

  7. 36 CFR 811.1 - Cross-references to employees' ethical conduct standards, financial disclosure and financial...

    Science.gov (United States)

    2010-07-01

    ...' ethical conduct standards, financial disclosure and financial interests regulations and other conduct... EMPLOYEE RESPONSIBILITIES AND CONDUCT § 811.1 Cross-references to employees' ethical conduct standards... Council on Historic Preservation are subject to the executive branch-wide standards of ethical conduct...

  8. Safeguarding children in dentistry: 1. Child protection training, experience and practice of dental professionals with an interest in paediatric dentistry.

    Science.gov (United States)

    Harris, J C; Elcock, C; Sidebotham, P D; Welbury, R R

    2009-04-25

    Following several highly publicised inquiries into the deaths of children from abuse and neglect, there has been much recent interest in the role and responsibility of all health professionals to protect children at risk of maltreatment. The findings of a postal questionnaire, sent in March 2005 to 789 dentists and dental care professionals with an interest in paediatric dentistry working in varied settings in the UK, are presented in a two-part report and discussed in the context of current multi-agency good practice in safeguarding and promoting the welfare of children. This first part explores reported child protection training, experience and practice. There was a significant gap between recognising signs of abuse and responding effectively: 67% of respondents had suspected abuse or neglect of a child patient at some time in their career but only 29% had ever made a child protection referral. The dental profession is alerted to the need to ensure necessary appropriate action to safeguard children is always taken when child abuse or neglect are suspected.

  9. 78 FR 14437 - Government Employees Serving in Official Capacity in Nonprofit Organizations; Sector Unit...

    Science.gov (United States)

    2013-03-06

    ... because of discomfort about waiving the application of a criminal statute. OGE fielded numerous inquiries... organization; agencies will remain free to impose similar limits as they deem appropriate in the future.\\5\\ See... speech, by declining to permit employee participation, would have to outweigh employees' strong interest...

  10. Roadmap to a Sustainable Structured Trusted Employee Program

    Energy Technology Data Exchange (ETDEWEB)

    Coates, Cameron W [ORNL; Eisele, Gerhard R [ORNL

    2013-08-01

    Organizations (facility, regulatory agency, or country) have a compelling interest in ensuring that individuals who occupy sensitive positions affording access to chemical biological, radiological and nuclear (CBRN) materials facilities and programs are functioning at their highest level of reliability. Human reliability and human performance relate not only to security but also focus on safety. Reliability has a logical and direct relationship to trustworthiness for the organization is placing trust in their employees to conduct themselves in a secure, safe, and dependable manner. This document focuses on providing an organization with a roadmap to implementing a successful and sustainable Structured Trusted Employee Program (STEP).

  11. Conflict of interests and social stability in the field of labour relations

    Directory of Open Access Journals (Sweden)

    Jovanović Predrag

    2013-01-01

    Full Text Available Labour relations are characterized by strong (existential conflict of interest between the employee and the employer. Therefore, labour relations must represent a legal term of the balance of interest of its entities, in order to be stable and have perspective. In other words, there is reciprocity of rights and obligations of the entities in labour relations. However, the employer is a stronger party, both legally and factually. The traditional task of labour law is to mitigate that legal and factual inequality of the employee and the employer to the extent necessary to ensure social security of employees and the employer himself, and social milieu and stability of the society as a whole. To this effect, appropriate limitations of the employer's authority are incorporated into the labour relations and appropriate principles for the operation of the system of labour relations are determined.

  12. Small hydropower plants in Switzerland: definition of spatial priorities, taking into account the conflicting interests of power production and protection of the environment

    International Nuclear Information System (INIS)

    Wehse, Heiko; Pazhepurackel, Vinitha

    2012-01-01

    Due to the promotion of small hydropower plants in Switzerland, a lot of new projects have been planned. This leads to conflicts of interests, especially between ecology and power production. Where should new power plants be built, and which rivers should be protected from any further impact ? In this paper a methodology is developed in order to find answers to those questions. It confronts the oppositional interests for the use and protection of rivers in a transparent way. By doing so, it is hoped to rationalize conflicts. The methodology should help the authorities to evaluate new projects, and it is a basis for regional strategies of river use and protection. The method was tested in collaboration with the cantonal authority of Bern to classify all the rivers of the canton (12'000 km) [Conseil-executif du canton de Berne 2009]. For each river section, the different interests were identified. It has been adapted for the canton of Fribourg to classify the river reaches where new plants are planned [Wehse 2010]. In 2011 the swiss confederation has published a recommendation for the cantonal and communal authorities, concerning the elaboration of cantonal strategies for the use and protection of the rivers [Wehse 2011], which is based on the same method. (authors)

  13. Health protection at the Savannah River Site: A guide to records series of the Department of Energy and its contractors

    Energy Technology Data Exchange (ETDEWEB)

    NONE

    1996-09-01

    As part of the Department of Energy`s (DOE) Epidemiologic Records Inventory Project, History Associates Incorporated (HAI) prepared this guide to the records series pertaining to health protection activities at the DOE`s Savannah River Site (SRS). Since its inception in the early 1950s, the SRS, formerly known as the Savannah River Plant (SRP), has demonstrated significant interest in safeguarding facilities, protecting employees` health, and monitoring the environment. The guide describes records that concern health protection program administration, radiological monitoring of the plant and the environment, calibration and maintenance of monitoring instruments, internal and external dosimetry practices, medical surveillance of employees, occupational safety and training measures, site visitation, and electronic information systems. The introduction to the guide describes the Epidemiologic Records Inventory Project and HAI`s role in the project. It provides brief histories of the DOE, SRS, and the SRS organizational units responsible for health protection activities. This introduction also summarizes HAI`s methodology in developing criteria and conducting its verification of the SRS inventory of active and inactive SRS Health Protection records. Furthermore, it furnishes information on the production of the guide, the content of the records series descriptions, the location of the records, and the procedures for accessing records repositories.

  14. Health protection at the Savannah River Site: A guide to records series of the Department of Energy and its contractors

    International Nuclear Information System (INIS)

    1996-09-01

    As part of the Department of Energy's (DOE) Epidemiologic Records Inventory Project, History Associates Incorporated (HAI) prepared this guide to the records series pertaining to health protection activities at the DOE's Savannah River Site (SRS). Since its inception in the early 1950s, the SRS, formerly known as the Savannah River Plant (SRP), has demonstrated significant interest in safeguarding facilities, protecting employees' health, and monitoring the environment. The guide describes records that concern health protection program administration, radiological monitoring of the plant and the environment, calibration and maintenance of monitoring instruments, internal and external dosimetry practices, medical surveillance of employees, occupational safety and training measures, site visitation, and electronic information systems. The introduction to the guide describes the Epidemiologic Records Inventory Project and HAI's role in the project. It provides brief histories of the DOE, SRS, and the SRS organizational units responsible for health protection activities. This introduction also summarizes HAI's methodology in developing criteria and conducting its verification of the SRS inventory of active and inactive SRS Health Protection records. Furthermore, it furnishes information on the production of the guide, the content of the records series descriptions, the location of the records, and the procedures for accessing records repositories

  15. 78 FR 1222 - Quarterly IRS Interest Rates Used in Calculating Interest on Overdue Accounts and Refunds on...

    Science.gov (United States)

    2013-01-08

    ... DEPARTMENT OF HOMELAND SECURITY U.S. Customs and Border Protection Quarterly IRS Interest Rates... the public of the quarterly Internal Revenue Service interest rates used to calculate interest on... beginning January 1, 2013, the interest rates for [[Page 1223

  16. Employee motivation development opportunities seeking to reduce employee turnover

    OpenAIRE

    Pilukienė, Laura; Kšivickaitė, Gertūda

    2014-01-01

    In this article, the authors analyse one of the main nowadays human resources problem – growing employee turnover. Employee motivation process is analysed as a key competitive advantage in employee retention that leads to the growth of the business company’s productivity and competitive stability. The main goal of the article is to analyse the employee motivation and employee turnover relationship and its development possibilities in Lithuania’s business sector.

  17. Multiplex network analysis of employee performance and employee social relationships

    Science.gov (United States)

    Cai, Meng; Wang, Wei; Cui, Ying; Stanley, H. Eugene

    2018-01-01

    In human resource management, employee performance is strongly affected by both formal and informal employee networks. Most previous research on employee performance has focused on monolayer networks that can represent only single categories of employee social relationships. We study employee performance by taking into account the entire multiplex structure of underlying employee social networks. We collect three datasets consisting of five different employee relationship categories in three firms, and predict employee performance using degree centrality and eigenvector centrality in a superimposed multiplex network (SMN) and an unfolded multiplex network (UMN). We use a quadratic assignment procedure (QAP) analysis and a regression analysis to demonstrate that the different categories of relationship are mutually embedded and that the strength of their impact on employee performance differs. We also use weighted/unweighted SMN/UMN to measure the predictive accuracy of this approach and find that employees with high centrality in a weighted UMN are more likely to perform well. Our results shed new light on how social structures affect employee performance.

  18. Social Support and Occupational Stress among University Employees

    Science.gov (United States)

    Cosio, Saharay E.

    2011-01-01

    Occupational stress creates a negative impact both at the microlevel (i.e., individuals) and at the macrolevel (i.e., organization). This study investigated the role of protective factors of social support and religiosity on occupational stress among university employees. The study used data collected from participants ( N = 72) in a private…

  19. Below the Salary Line: Employee Engagement of Non-Salaried Employees

    Science.gov (United States)

    Shuck, Brad; Albornoz, Carlos

    2007-01-01

    This exploratory empirical phenomological study looks at employee engagement using Kahn (1990) and Maslow's (1970) motivational theories to understand the experience of non-salaried employees. This study finds four themes that seem to affect employee engagement: work environment, employee's supervisor, individual characteristics of the employee,…

  20. Fetal protection and potential liability: judicial application of the Pregnancy Discrimination Act and the disparate impact theory.

    Science.gov (United States)

    Moelis, L S

    1985-01-01

    "Fetal vulnerability programs," which are employer attempts to protect employees' unborn fetuses from harm caused by the mothers' exposure to hazardous material in the workplace, have been challenged as a form of employment discrimination. This Note analyzes the recent judicial application of the Pregnancy Discrimination Act (PDA) and the disparate impact theory to fetal vulnerability cases. The Note also examines the business necessity defense's accommodation of legitimate employer interests. The Note concludes that a more potent business necessity defense, a stricter standard for evaluating alternative protective measures, and a judicial interpretation of the PDA which is more consistent with congressional intent are necessary for fair and reasonable resolution of these cases.

  1. Employee Selection Process: Integrating Employee Needs and Employer Motivators.

    Science.gov (United States)

    Carroll, Brian J.

    1989-01-01

    Offers suggestions for managers relative to the employee selection process, focusing on the identification of a potential employee's needs and the employer's motivators that affect employee productivity. Discusses the use of a preemployment survey and offers a questionnaire that allows matching of the employee's needs with employment…

  2. Employees as Customers: Exploring Service Climate, Employee Patronage, and Turnover

    Science.gov (United States)

    Abston, Kristie A.; Kupritz, Virginia W.

    2011-01-01

    The role of retail employees as customers was explored by quantitatively examining the influence of service climate and employee patronage on employee turnover intentions. Employees representing all shifts in two stores of a national retailer participated. Results indicated that employee patronage partially mediates the effects of service climate…

  3. 77 FR 42909 - Presumption of Insurable Interest for Same-Sex Domestic Partners

    Science.gov (United States)

    2012-07-20

    ... do not fall within the presumptive classes. The commenter suggested that OPM has merely replaced one... beneficiary's date of birth. * * * * * PART 842--FEDERAL EMPLOYEES RETIREMENT SYSTEM--BASIC ANNUITY 0 3. The.... 842.605 Election of insurable interest rate. * * * * * (e) An insurable interest rate may be elected...

  4. 48 CFR 1552.209-73 - Notification of conflicts of interest regarding personnel.

    Science.gov (United States)

    2010-10-01

    ... the Contractor. A personal conflict of interest is defined as a relationship of an employee... 48 Federal Acquisition Regulations System 6 2010-10-01 2010-10-01 true Notification of conflicts... Texts of Provisions and Clauses 1552.209-73 Notification of conflicts of interest regarding personnel...

  5. 75 FR 20373 - Quarterly IRS Interest Rates Used in Calculating Interest on Overdue Accounts and Refunds on...

    Science.gov (United States)

    2010-04-19

    ... DEPARTMENT OF HOMELAND SECURITY Customs and Border Protection Quarterly IRS Interest Rates Used in... quarterly Internal Revenue Service interest rates used to calculate interest on overdue accounts..., the interest rates for overpayments will be 3 percent for corporations and 4 percent for non...

  6. 76 FR 64964 - Quarterly IRS Interest Rates Used in Calculating Interest on Overdue Accounts and Refunds on...

    Science.gov (United States)

    2011-10-19

    ... DEPARTMENT OF HOMELAND SECURITY Customs and Border Protection Quarterly IRS Interest Rates Used in... quarterly Internal Revenue Service interest rates used to calculate interest on overdue accounts..., the interest rates for overpayments will be 2 percent for corporations and 3 percent for non...

  7. 76 FR 2404 - Quarterly IRS Interest Rates Used in Calculating Interest on Overdue Accounts and Refunds on...

    Science.gov (United States)

    2011-01-13

    ... DEPARTMENT OF HOMELAND SECURITY Customs And Border Protection Quarterly IRS Interest Rates Used in... quarterly Internal Revenue Service interest rates used to calculate interest on overdue accounts..., the interest rates for overpayments will be 2 percent for corporations and 3 percent for non...

  8. Employee-driven Innovation in Welfare Services

    Directory of Open Access Journals (Sweden)

    Thomas Wihlman

    2014-05-01

    Full Text Available There is a growing interest in both employee-driven innovation (EDI and innovation in welfare services, but a lack of empirical studies addressing innovation from the employee perspective. Accordingly, this study was designed to contribute with well-grounded empirical knowledge, aiming to explore the barriers to and opportunities for participation in innovation experienced by employees of the Swedish welfare services. In order to reach the aim, a qualitative thematic analysis of 27 semi-structured interviews with employees in four municipalities was performed. The study identified three main themes, with a great impact on the innovative performance of the studied organizations: support, including leadership and innovation processes; development, including creativity and learning; and organizational culture, which includes attitudes and communication, all essential ingredients in EDI. Experienced barriers for innovation were unclear or non-existing innovation processes with ambiguous goals, insufficient learning, and deficient organizational slack, thus creating a tension between day-to-day work and innovation and hindering reflection and exploration. Attitudes of colleagues and lack of communication were also barriers to implementing innovation, suggesting the need for better management support for a communicative and open culture. Opportunities were found, including commitment to innovation and willingness to try new ideas, but the employees must be given the mandate and sufficient time to develop the potential that emerges from continuous learning, time for reflection, and user dialogue. The conclusion was that incremental innovations existed, but the full potential of these did not benefit the entire organization due to inadequate communication and lack of innovation processes. The study improves our understanding of how employees regard their involvement in innovation. It also discusses how to make better use of employees’ resources in

  9. Evaluating employee assistance programs. A review of methods, outcomes, and future directions.

    Science.gov (United States)

    Jerrell, J M; Rightmyer, J F

    1982-01-01

    Renewed interest in assisting troubled employees has led to an upsurge in the development of employee assistance programs, coupled with demands for demonstrable effectiveness. This review examines the nature and scope of these programs, their administrative and methodological context, and the types and outcomes of evaluation studies conducted thus far. Proposals for improving future investigations through a number of different approaches and strategies are then made.

  10. Employee assistance program evaluation. Employee perceptions, awareness, and utilization.

    Science.gov (United States)

    Moore, T

    1989-12-01

    Periodic evaluation is necessary to maintain a quality employee assistance program. This survey was undertaken to determine employee awareness of the existing EAP and their satisfaction with the program. Likewise, the survey allowed for employee input on areas of the program they had concerns with that may have caused hesitancy in further use of the program. The survey not only documents to management that the program is of value to employees and identifies areas where changes may be focused in the future to meet employee needs, but actually serves as a communication tool in itself as a reminder of the availability of the Employee Assistance Program.

  11. Influenza vaccination status and attitudes among restaurant employees.

    Science.gov (United States)

    Parrish, Amanda T; Graves, Meredith C; Harris, Jeffrey R; Hannon, Peggy A; Hammerback, Kristen; Allen, Claire L

    2015-01-01

    Restaurant employees represent a substantial portion of the US workforce, interact closely with the public, and are at risk for contracting influenza, yet their influenza vaccination rates and attitudes are unknown. Assess influenza vaccination rates and attitudes among Seattle restaurant employees, to identify factors that could enhance the success of a restaurant-based vaccination program. In 2012, we invited employees of Seattle restaurants to complete an anonymous paper survey assessing participant demographics, previous influenza vaccination status, and personal attitudes toward influenza vaccination (using a 5-point scale). Sit-down, full service restaurants in or near Seattle, Washington, were eligible if they had no previous history of offering worksite influenza vaccinations and had more than 20 employees who were older than 18 years and spoke either English or Spanish. We invited staff in all restaurant positions (servers, bussers, kitchen staff, chefs, managers, etc) to complete the survey, which was available in English and Spanish. Of 428 restaurant employees surveyed, 26% reported receiving the seasonal influenza vaccine in 2011-2012 (response rate = 74%). Across 8 attitude statements, participants were most likely to agree that the vaccine is not too expensive (89%), and least likely to agree that it is relevant for their age group (25%), or normative at their workplace (13%). Vaccinated participants reported significantly more positive attitudes than unvaccinated participants, and Hispanics reported significantly more positive attitudes than non-Hispanic whites. Increasing influenza vaccination rates among restaurant employees could protect a substantial portion of the US workforce, and the public, from influenza. Seattle restaurant employees have low vaccination rates against seasonal influenza. Interventions aimed at increasing vaccination among restaurant employees should highlight the vaccine's relevance and effectiveness for working-age adults.

  12. International employee perspectives on disability management.

    Science.gov (United States)

    Wagner, Shannon; Buys, Nicholas; Yu, Ignatius; Geisen, Thomas; Harder, Henry; Randall, Christine; Fraess-Phillips, Alex; Hassler, Benedikt; Scott, Liz; Lo, Karen; Tang, Dan; Howe, Caroline

    2018-05-01

    To provide an international analysis of employees' views of the influence of disability management (DM) on the workplace. An international research team with representation from Australia, Canada, China, and Switzerland collected survey data from employees in public and private companies in their respective regions. Due to lack of availability of current measures, a research team-created survey was used and a total of 1201 respondents were collected across the four countries. Multiple linear (enter) regression was also employed to predict DM's influence on job satisfaction, physical health, mental health, workplace morale and reduced sickness absence, from respondents' perceptions of whether their company provided disability prevention, stay-at-work, and return-to-work initiatives within their organization. One-way ANOVA comparisons were used to examine differences on demographic variables including company status (public versus private), union status (union versus nonunion), and gender. The perceived influence of DM programs was related to perceptions of job satisfaction; whereas, relationships with mental health, physical health, morale, and sickness absence were variable according to type of DM program and whether the response was related to self or others. Difference analyses (ANOVA) revealed significantly more positive perceptions for private and nonunion organizations; no gender effects were found. There is perceived value of DM from the perspective of employees, especially with respect to its value for coworkers. Implications for Rehabilitation Rehabilitation efforts should continue to focus attention on the value of disability management (DM). In particular, DM that is fully committed to the biopsychosocial model would be supported by this research. Employees reported the most value in the psychosocial variables addressed by DM, such that rehabilitation professionals could focus on these valued aspects to improve buy-in from employees. The interest in

  13. How employees perceive risks and safety in nuclear installations

    International Nuclear Information System (INIS)

    Barny, M.-H.; Brenot, J.; Moreau, A.

    1992-01-01

    Employees of the French centre of Saclay have been interviewed twice in November 1984 and March 1987 about their risks at the workplace, their views on safety, their protective attitudes, and also about the Chernobyl accident in the second survey. Perceived risks are compared, safety measures and protection teams are judged, importance of the Chernobyl accident is appreciated. Differences in perception between the various professional groups are pointed out. The main results are briefly presented hereafter. (author)

  14. 17 CFR 140.735-2a - Prohibited interests.

    Science.gov (United States)

    2010-04-01

    ... bars an employee from participating in any particular matter that will have a direct and predictable... subject to the provisions of paragraphs (d) and (f) of this section. (d) Retention or passive acquisition... matter that will have a direct and predictable effect on the financial interest in question. Any...

  15. 31 CFR 0.217 - Personal financial interests.

    Science.gov (United States)

    2010-07-01

    ... hold the following financial interests without violating 18 U.S.C. 208(a): (1) The stocks or bonds of a publicly traded corporation with a value of $1000 or less; and (2) The stocks or bonds in the investment portfolio of a diversified mutual fund in which an employee has invested. (b) The Department has found that...

  16. Permitted decompilation of a computer program in order to protect the general interest

    Directory of Open Access Journals (Sweden)

    Radovanović Sanja M.

    2015-01-01

    Full Text Available Computer program is an intellectual creation protected by copyright. However, unlike other items with equivalent legal protection, a computer program has a strong technical functionality, which is, in nowadays' society, an indispensable factor in everyday business activities, exchange of information, entertainment or achieving other similar purposes. Precisely because of this feature, computer program can rarely be seen in isolation from the hardware and software environment. In other words, the functionality of a computer program reaches its full scope only in interaction with other computer program or device. Bearing in mind the fact that this intellectual creation is in the focus of technological, and thus social, development, legislators are trying to provide a legal framework in which these interactions take place unhindered. In fact, considering that each aspect of the use of a computer program presents the exclusive right of the author, relying on his or her consent to undertake certain perpetration which would provide the necessary connectivity of the various components, could put in risk further technological development. Therefore, the lawmakers provide that, in certain cases and under certain conditions, the author's exclusive right could be restricted or excluded. This paper aims to analyze a normative contribution in achieving, technical and technological needed, and therefore, in terms of general interest justified, interactions.

  17. The Fitbit Fault Line: Two Proposals to Protect Health and Fitness Data at Work.

    Science.gov (United States)

    Brown, Elizabeth A

    2016-01-01

    Employers are collecting and using their employees' health data, mined from wearable fitness devices and health apps, in new, profitable, and barely regulated ways. The importance of protecting employee health and fitness data will grow exponentially in the future. This is the moment for a robust discussion of how law can better protect employees from the potential misuse of their health data. While scholars have just begun to examine the problem of health data privacy, this Article contributes to the academic literature in three important ways. First, it analyzes the convergence of three trends resulting in an unprecedented growth of health-related data: the Internet of Things, the Quantified Self movement, and the Rise of Health Platforms. Second, it describes the insufficiencies of specific data privacy laws and federal agency actions in the context of protecting employee health data from employer misuse. Finally, it provides two detailed and workable solutions for remedying the current lack of protection of employee health data that will realign employer use with reasonable expectations of health and fitness privacy. The Article proceeds in four Parts. Part I describes the growth of self-monitoring apps, devices, and other sensor-enabled technology that can monitor a wide range of data related to an employee's health and fitness and the relationship of this growth to both the Quantified Self movement and the Internet of Things. Part II explains the increasing use of employee monitoring through a wide range of sensors, including wearable devices, and the potential uses of that health and fitness data. Part III explores the various regulations and agency actions that might protect employees from the potential misuse of their health and fitness data and the shortcomings of each. Part IV proposes two specific measures that would help ameliorate the ineffective legal protections that currently exist in this context. In order to improve employee notice of and control

  18. 78 FR 37839 - Quarterly IRS Interest Rates Used in Calculating Interest on Overdue Accounts and Refunds on...

    Science.gov (United States)

    2013-06-24

    ... DEPARTMENT OF HOMELAND SECURITY U.S. Customs and Border Protection Quarterly IRS Interest Rates... the public of the quarterly Internal Revenue Service interest rates used to calculate interest on... beginning July 1, 2013, the interest rates for overpayments will be 2 percent for corporations and 3 percent...

  19. 77 FR 18256 - Quarterly IRS Interest Rates Used in Calculating Interest on Overdue Accounts and Refunds on...

    Science.gov (United States)

    2012-03-27

    ... DEPARTMENT OF HOMELAND SECURITY U.S. Customs and Border Protection Quarterly IRS Interest Rates... the public of the quarterly Internal Revenue Service interest rates used to calculate interest on... beginning April 1, 2012, the interest rates for overpayments will be 2 percent for corporations and 3...

  20. 76 FR 41283 - Quarterly IRS Interest Rates Used in Calculating Interest on Overdue Accounts and Refunds on...

    Science.gov (United States)

    2011-07-13

    ... DEPARTMENT OF HOMELAND SECURITY U.S. Customs and Border Protection Quarterly IRS Interest Rates... the public of the quarterly Internal Revenue Service interest rates used to calculate interest on... beginning July 1, 2011, the interest rates for overpayments will be 3 percent for corporations and 4 percent...

  1. 78 FR 63238 - Quarterly IRS Interest Rates Used in Calculating Interest on Overdue Accounts and Refunds on...

    Science.gov (United States)

    2013-10-23

    ... DEPARTMENT OF HOMELAND SECURITY U.S. Customs and Border Protection Quarterly IRS Interest Rates... the public of the quarterly Internal Revenue Service interest rates used to calculate interest on... beginning October 1, 2013, the interest rates for overpayments will be 2 percent for corporations and 3...

  2. 75 FR 37823 - Quarterly IRS Interest Rates Used in Calculating Interest on Overdue Accounts and Refunds on...

    Science.gov (United States)

    2010-06-30

    ... DEPARTMENT OF HOMELAND SECURITY U.S. Customs and Border Protection Quarterly IRS Interest Rates... the public of the quarterly Internal Revenue Service interest rates used to calculate interest on... beginning July 1, 2010, the interest rates for overpayments will be 3 percent for corporations and 4 percent...

  3. 77 FR 59411 - Quarterly IRS Interest Rates Used in Calculating Interest on Overdue Accounts and Refunds on...

    Science.gov (United States)

    2012-09-27

    ... DEPARTMENT OF HOMELAND SECURITY U.S. Customs and Border Protection Quarterly IRS Interest Rates... the public of the quarterly Internal Revenue Service interest rates used to calculate interest on... beginning October 1, 2012, the interest rates for overpayments will be 2 percent for corporations and 3...

  4. 77 FR 2308 - Quarterly IRS Interest Rates Used in Calculating Interest on Overdue Accounts and Refunds on...

    Science.gov (United States)

    2012-01-17

    ... DEPARTMENT OF HOMELAND SECURITY U.S. Customs and Border Protection Quarterly IRS Interest Rates... the public of the quarterly Internal Revenue Service interest rates used to calculate interest on... beginning January 1, 2012, the interest rates for overpayments will be 2 percent for corporations and 3...

  5. 78 FR 20349 - Quarterly IRS Interest Rates Used in Calculating Interest on Overdue Accounts and Refunds on...

    Science.gov (United States)

    2013-04-04

    ... DEPARTMENT OF HOMELAND SECURITY U.S. Customs and Border Protection Quarterly IRS Interest Rates... the public of the quarterly Internal Revenue Service interest rates used to calculate interest on... beginning April 1, 2013, the interest rates for overpayments will be 2 percent for corporations and 3...

  6. 75 FR 419 - Quarterly IRS Interest Rates Used in Calculating Interest on Overdue Accounts and Refunds on...

    Science.gov (United States)

    2010-01-05

    ... DEPARTMENT OF HOMELAND SECURITY U.S. Customs and Border Protection Quarterly IRS Interest Rates... the public of the quarterly Internal Revenue Service interest rates used to calculate interest on... beginning January 1, 2010, the interest rates for overpayments will be 3 percent for corporations and 4...

  7. 77 FR 38076 - Quarterly IRS Interest Rates Used in Calculating Interest on Overdue Accounts and Refunds on...

    Science.gov (United States)

    2012-06-26

    ... DEPARTMENT OF HOMELAND SECURITY U.S. Customs and Border Protection Quarterly IRS Interest Rates... the public of the quarterly Internal Revenue Service interest rates used to calculate interest on... beginning July 1, 2012, the interest rates for overpayments will be 2 percent for corporations and 3 percent...

  8. 76 FR 20697 - Quarterly IRS Interest Rates Used in Calculating Interest on Overdue Accounts and Refunds on...

    Science.gov (United States)

    2011-04-13

    ... DEPARTMENT OF HOMELAND SECURITY U.S. Customs and Border Protection Quarterly IRS Interest Rates... the public of the quarterly Internal Revenue Service interest rates used to calculate interest on... beginning April 1, 2011, the interest rates for overpayments will be 3 percent for corporations and 4...

  9. 29 CFR 1915.153 - Eye and face protection.

    Science.gov (United States)

    2010-07-01

    ... protection that incorporates the prescription in its design, unless the employee is protected by eye... 29 Labor 7 2010-07-01 2010-07-01 false Eye and face protection. 1915.153 Section 1915.153 Labor... (PPE) § 1915.153 Eye and face protection. (a) General requirements. (1) The employer shall ensure that...

  10. Employee engagement in discussion: Goals, perspectives and recommendations

    Directory of Open Access Journals (Sweden)

    Debora Jeske

    2017-10-01

    Full Text Available This paper represents a summary of a debate on employee engagement that was conducted in a Business School setting. In this debate, representatives from key stakeholders group participated in this debate. The debate highlighted several critical concerns. These centered on the contextualization and employee-centered nature as well as the importance of clear goals and ‘framing’ of these activities. The consideration of multiple perspectives in combination with research and practice reports provides those interested in engagement with an overview of the matters that may emerge and need to be addressed prior to and following the implementation of any engagement initiatives.

  11. 25 CFR 1000.464 - What personal conflicts of interest must the standards of conduct regulate?

    Science.gov (United States)

    2010-04-01

    ... conduct regulate? 1000.464 Section 1000.464 Indians OFFICE OF THE ASSISTANT SECRETARY, INDIAN AFFAIRS... interest must the standards of conduct regulate? The personal conflicts of interest standards must: (a... financial interest or an employment relationship; (b) Prohibit such officers, employees, or agents from...

  12. Information booklet on personal protective equipment: eye and face protection

    International Nuclear Information System (INIS)

    1992-01-01

    In all work places where hazards of various kinds are present and the same cannot be totally controlled by engineering methods, suitable personal protective equipment (PPE) shall be used. There are several types of eye and face protection devices available in the market and it is important that employees use the proper type for the particular job. The main classes of eye and face protection devices required for the industrial operations are as follows: (a) eye protection devices which includes: (i) safety goggles (ii) safety spectacles (iii) safety clipons and eye and face protection devices which are (i) eye shield, (ii) face shield, (iii) wire mesh screen guard. Guide lines for selecting appropriate ear and face protection equipment for nuclear installations are given. (M.K.V.). 4 annexures, 1 appendix

  13. 29 CFR 801.6 - Notice of protection.

    Science.gov (United States)

    2010-07-01

    ... 29 Labor 3 2010-07-01 2010-07-01 false Notice of protection. 801.6 Section 801.6 Labor Regulations Relating to Labor (Continued) WAGE AND HOUR DIVISION, DEPARTMENT OF LABOR OTHER LAWS APPLICATION OF THE EMPLOYEE POLYGRAPH PROTECTION ACT OF 1988 General § 801.6 Notice of protection. Every employer subject to...

  14. Psychosocial resources and the relationship between transformational leadership and employees' psychological strain.

    Science.gov (United States)

    Schmidt, Burkhard; Loerbroks, Adrian; Herr, Raphael; Litaker, David; Wilson, Mark; Kastner, Michael; Fischer, Joachim

    2014-01-01

    Leadership behavior may both serve as a supportive resource or as a source of psychological distress in the workplace. Transformational leadership (TL), a behavior of superiors that fosters motivation, empowerment and a sense of teamness, has been associated with employee well-being, but the mechanisms that underlie these effects are unclear. We therefore explored the relationship between TL and stress by examining potential mediating roles for established organizational and personal resources. We used cross-sectional data on TL, psychosocial resources and employee strain from a company wide survey. Linear regression and structural equation modeling assessed potential mediation following the method outlined by Baron and Kenny. In a convenience sample consisting of mostly white-collar employees (n=320, 42.6% male), we observed a relationship between TL and employees' perceived work-related stress that was fully mediated by protective psychosocial resources (ß =-0.33, pTransformational leadership seems to be associated with lower stress among employees and a perception of more available psychosocial resources. These findings indicate that TL might serve as a valuable focus for tailored interventions to improve employee health.

  15. 2003 Employee Attitude Survey: Analysis of Employee Comments

    Science.gov (United States)

    2005-06-01

    171 --- Reporting Allegations Abuse of MWE Complaint Process (Excessive Complaints) 191 --- Satisfaction with Employee Assistance Program ( EAP ) 251...Satisfaction with Employee Assistance Program ( EAP ) --------------------------------------- General Comments about FAA Policies, Practices, and...contracting; understaffing; FAA policies, practices, and programs ; encouraging hard work; management concern for employees ; promotion equity; comments

  16. "Cheating under pressure: A self-protection model of workplace cheating behavior": Correction to Mitchel et al. (2017).

    Science.gov (United States)

    2018-01-01

    Reports an error in "Cheating Under Pressure: A Self-Protection Model of Workplace Cheating Behavior" by Marie S. Mitchell, Michael D. Baer, Maureen L. Ambrose, Robert Folger and Noel F. Palmer ( Journal of Applied Psychology , Advanced Online Publication, Aug 14, 2017, np). In the article, the fit statistics in Study 3 were reported in error. The fit of the measurement model is: Χ²(362) = 563.66, p = .001; CFI = .94; SRMR = .05; RMSEA = .04. The fit of the SEM model is: Χ²(362) = 563.66, p = .001; CFI = .94; SRMR = .05; RMSEA = .04. (The following abstract of the original article appeared in record 2017-34937-001.) Workplace cheating behavior is unethical behavior that seeks to create an unfair advantage and enhance benefits for the actor. Although cheating is clearly unwanted behavior within organizations, organizations may unknowingly increase cheating as a byproduct of their pursuit of high performance. We theorize that as organizations place a strong emphasis on high levels of performance, they may also enhance employees' self-interested motives and need for self-protection. We suggest that demands for high performance may elicit performance pressure-the subjective experience that employees must raise their performance efforts or face significant consequences. Employees' perception of the need to raise performance paired with the potential for negative consequences is threatening and heightens self-protection needs. Driven by self-protection, employees experience anger and heightened self-serving cognitions, which motivate cheating behavior. A multistudy approach was used to test our predictions. Study 1 developed and provided validity evidence for a measure of cheating behavior. Studies 2 and 3 tested our predictions in time-separated field studies. Results from Study 2 demonstrated that anger mediates the effects of performance pressure on cheating behavior. Study 3 replicated the Study 2 findings, and extended them to show that self-serving cognitions

  17. 29 CFR 1926.102 - Eye and face protection.

    Science.gov (United States)

    2010-07-01

    ... spectacles, when required by this regulation to wear eye protection, shall be protected by goggles or... 29 Labor 8 2010-07-01 2010-07-01 false Eye and face protection. 1926.102 Section 1926.102 Labor... § 1926.102 Eye and face protection. (a) General. (1) Employees shall be provided with eye and face...

  18. Employee Assistance Programs: Effective Tools for Counseling Employees.

    Science.gov (United States)

    Kraft, Ed

    1991-01-01

    College employee assistance program designs demonstrate the varied needs of a workforce. Whatever the model, the helping approach remains to (1) identify problem employees through performance-related issues; (2) refer them to the assistance program for further intervention; and (3) follow up with employee and supervisor to ensure a successful…

  19. Age management in Slovenian enterprises: the viewpoint of older employees

    Directory of Open Access Journals (Sweden)

    Jana Žnidaršič

    2010-12-01

    Full Text Available The main aim of this research is to highlight age management within Slovenian enterprises from the viewpoint of older employees by finding out what influences older employees to decide “should I stay or should I go”. The empirical research methodology is based on mixed strategy of approaching organizations (employees, which means that the quantitative (factor analysis, cluster analysis, correlation, regression, descriptive statistics and frequency distributions and qualitative parts (in-depth interviews analysis of research were conducted simultaneously. The results of the research indicate that there are in fact two groups of older employees, which can be referred to as “susceptible” and “insusceptible” in terms of how the employer can affect their decisions. “The unsusceptible” have already decided to retire as soon as possible and they cannot be influenced by any employer measure. On the other hand, “the susceptible” employees are sensitive to employers’ measures aimed at prolonging their working lives. Besides, a regression analysis confirmed a statistically significant correlation between the inclination towards extending one’s employment period and the susceptibility to the employer measures. It can thus be concluded that, through age management measures, an employer has an impact on an extended employment period of older employees. However, employers should be interested primarily in those employees who are inclined towards extending their working lives.

  20. Employee Performance in the Context of the Problems of Measurement and Evaluation in Practice

    Science.gov (United States)

    Szabó, Peter; Mĺkva, Miroslava; Vaňová, Jaromíra; Marková, Petra

    2017-09-01

    Employee performance is a condition and an assumption for the performance and success of a company on the market. In order to ensure competitive ability, the quality of human resources, their management, and related measurement and performance assessment are at the forefront of company interest. Employee assessment affects the performance, development and motivation of people and also provides the necessary information about the employees. It allows the organization to monitor employee performance and compare their work with other collaborators. Many companies have the problem of setting up evaluation system so that it carried itself elements of responsibility and objectivity. The result of conceptual work in this area is the ultimate use of tools whose deployment, if possible, motivates employees to perform better. The aim of the paper is to refer to problems that arise in companies in evaluating the performance of employees.

  1. Lack of proportionality. Seven specifications of public interest that override post-approval commercial interests on limited access to clinical data

    Directory of Open Access Journals (Sweden)

    Strech Daniel

    2012-07-01

    Full Text Available Abstract For the protection of commercial interests, licensing bodies such as the EMA and health technology assessment institutions such as NICE restrict full access to unpublished evidence. Their respective policies on data transparency, however, lack a systematic account of (1 what kinds of commercial interests remain relevant after market approval has been granted, (2 what the specific types of public interest are that may override these commercial interests post approval, and, most importantly, (3 what criteria guide the trade-off between public interest and legitimate measures for the protection of commercial interest. Comparing potential commercial interests with seven specifications of relevant public interest reveals the lack of proportionality inherent in the current practices of EMA and NICE.

  2. Employee Attitudes toward an Internal Employee Assistance Program.

    Science.gov (United States)

    Harlow, Kirk C.

    1998-01-01

    Surveys employees (N=16,603) who had used a large multinational company's employee assistance program (EAP), adult dependents who had used the EAP, employees who had not used the EAP, and adult dependents who had not used the EAP. Findings indicate that EAP users viewed the EAP more positively than nonusers. (Author/MKA)

  3. Employees development

    OpenAIRE

    Kilijánová, Radka

    2010-01-01

    Employees development is one of the main activities of human resources management. It is connected with other activites, such as training of employees, career development and performance management. In the recent days there is an increased importance put on employees development, although the current economic crisis still has some consequences, such as reduced development budget of many organizations. The thesis mentiones employees development in the first place in the context of management o...

  4. Poster: Whistleblower Protection Ombudsman for the EPA OIG

    Science.gov (United States)

    The Whistleblower Protection Enhancement Act of 2012 Exit was signed into law on November 27, 2012. The Act strengthens protection for federal employees who blow the whistle on waste, fraud, and abuse in government operations.

  5. Ambient workplace heterosexism: Implications for sexual minority and heterosexual employees.

    Science.gov (United States)

    Miner, Kathi N; Costa, Paula L

    2018-06-01

    This study examined the relationship between ambient workplace heterosexism, emotional reactions (i.e., fear and anger), and outcomes for sexual minority and heterosexual employees. Five hundred thirty-six restaurant employees (68% female, 77% White) completed an online survey assessing the variables of interest. Results showed that greater experiences of ambient workplace heterosexism were associated with heightened fear and anger and, in turn, with heightened psychological distress (for fear) and greater physical health complaints, turnover intentions, and lowered job satisfaction (for anger). Fear also mediated the relationship between ambient workplace heterosexism and psychological distress. In addition, sexual orientation moderated the relationship between ambient workplace heterosexism and fear such that sexual minority employees reported more fear than heterosexuals with greater ambient heterosexism. These effects occurred after controlling for personal experiences of interpersonal discrimination. Our findings suggest that ambient workplace heterosexism can be harmful to all employees, not only sexual minorities or targeted individuals. Copyright © 2018 John Wiley & Sons, Ltd.

  6. An introduction to radiation protection principles

    International Nuclear Information System (INIS)

    White, J.M.

    1983-01-01

    The fundamentals of radiation hazards and their control are outlined. This report is for use by all radiation workers at CRNL and copies are available for all who want one. The purposes of the document are to outline the fundamentals of radiation protection, to describe methods that enable employees to work safely with radiation and to acquaint employees with the CRNL radiation and industrial safety organization

  7. Employee perceptions of protected area law enforcement

    Science.gov (United States)

    Christopher J. Wynveen; Robert D. Bixler; William E. Hammitt

    2006-01-01

    It is widely accepted that criminal activity negatively impacts visitors? recreation experiences in the nation?s parks and forests (Fletcher 1983). To further understand how law enforcement can effectively manage criminal activity in protected areas, this study was designed to describe law enforcement and non-law enforcement rangers? perceptions of a range of law...

  8. Participation of a non-disputing party in arbitration and protection of the public interest before an ICSID Tribunal

    Directory of Open Access Journals (Sweden)

    Đundić Petar

    2012-01-01

    Full Text Available The paper discusses the need to protect the legitimacy of decision-making process in investment arbitration through public access to the proceedings. Unlike commercial arbitration, investment arbitration entails decisions on state responsibility for measures directed towards protection of environment, lives and health of its population or human rights. Presence of the public interest in such disputes brings under strong criticism a traditional characteristic of arbitration process - its confidentiality. The problem of democratic deficit of decision-making can be resolved, inter alia, by allowing persons who are not parties to the dispute to participate in the proceedings if they consider that their interest might be affected by arbitral award. The 2006 Arbitration Rules of International Centre for Settlement of Investment Disputes envisage, subject to approval of the Tribunal, the right of a non-disputing party to file a written submission with the Tribunal regarding a factual or legal issue connected with the subject matter of the dispute. However, without right of those entities to attend arbitral hearings and, more importantly, without their access to documents submitted during the proceedings, this is not by far enough to give 'friends of the court' a meaningful and significant role.

  9. 40 CFR 13.12 - Interest and charges pending waiver or review.

    Science.gov (United States)

    2010-07-01

    ... 40 Protection of Environment 1 2010-07-01 2010-07-01 false Interest and charges pending waiver or review. 13.12 Section 13.12 Protection of Environment ENVIRONMENTAL PROTECTION AGENCY GENERAL CLAIMS COLLECTION STANDARDS Collection § 13.12 Interest and charges pending waiver or review. Interest, penalty...

  10. Consequences of the new radiation protection law on the radiation protection register and the occupational radiation protection; Auswirkungen des neuen Strahlenschutzgesetzes auf das Strahlenschutzregister und die berufliche Strahlenueberwachung

    Energy Technology Data Exchange (ETDEWEB)

    Frasch, Gerhard

    2017-08-01

    The implementation of the guideline 2013/59/EURATOM has been performed in the new radiation protection law. The most important consequences of the new radiation protection law for the occupational radiation protection are the following: the introduction of an explicit personal indicator and the actualization of occupational categories for employees. These facts require technical and administrative reorganization in data transmission of the licensee to the regulatory monitoring executive and the radiation protection register.

  11. Employee (Dis)Engagement: Learning from Nurses Who Left Organizational Jobs for Independent Practice.

    Science.gov (United States)

    Stahlke Wall, Sarah

    2015-09-01

    Employee engagement is of growing interest in healthcare organizations. Engaged employees give an extra measure of effort to contribute to organization goals, whereas disengaged employees withdraw, have lower performance and are more likely to leave their jobs. The aim of this ethnographic study was, in part, to explore the reasons why high-calibre nurses became disengaged from their work and opted to leave their hospital-based employment in favour of independent practice, as well as to consider the organizational conditions that influenced their desire to leave. The findings revealed that nurses left their hospital-based jobs because of health system change, job characteristics, working conditions and lack of respect, which relate closely to the antecedents of employee engagement. Employee engagement can be fostered through organizational support, trust-building management behaviour and transformational leadership. Copyright © 2015 Longwoods Publishing.

  12. 40 CFR 13.11 - Interest, penalty and administrative costs.

    Science.gov (United States)

    2010-07-01

    ... rate is necessary to protect the interest of the Government. EPA will notify the debtor of the basis for its finding that a different rate is necessary to protect the interest of the Government. (2) The... assess interest on all delinquent debts unless prohibited by statute, regulation or contract. (1...

  13. Protecting Government Works: The Copyright Issue

    National Research Council Canada - National Science Library

    Manz, Paul C; Zelenka, Michael J; Wittig, Raymond S; Smith, Sally A

    2002-01-01

    The federal government, through its employees and contractors, produces commercially valuable inventions and information every day, often without any protection of the intellectual property involved...

  14. Delivering ideal employee experiences.

    Science.gov (United States)

    Weiss, Marjorie D; Tyink, Steve; Kubiak, Curt

    2009-05-01

    Employee-centric strategies have moved from employee satisfaction and brand awareness to employee "affinity" or "attachment." In today's marketplace, occupational health nurses understand that differentiation (i.e., the perception of uniqueness) is the direct result of superior employee interactions, which lead to better employee care, enduring employee relationships, loyal employees, and satisfied employers. What drives employees to occupational health nurse attachment? The answer is a passion for rising above the competition to create ideal employee experiences.

  15. WORK-FAMILY CONFLICT AND SOURCES OF SUPPORT AMONGST MALAYSIAN DUAL-CAREER EMPLOYEES

    Directory of Open Access Journals (Sweden)

    Meera Komarraju

    2006-01-01

    Full Text Available As the number of dual-career employees entering the workplace increases, it is important to understand how the integration of work and family responsibilities influences work outcomes. The current study examined occupational role salience, work-family conflict, basic understandings, spousal support, and organizational support as predictors of work satisfaction. One hundred and sixteen dual-career faculty and staff from three Malaysian universities completed a survey questionnaire. Results from stepwise regression analyses showed that across all employees, work-family conflict was the most significant predictor of work satisfaction. More specifically, for male employees, spousal support was the most important predictor of work satisfaction followed by work-family conflict. Interestingly, for female employees, work-family conflict was the most significant predictor followed by organizational support. These results suggest that dual-career employees who find family responsibilities intruding into their work activities are likely to experience lesser work satisfaction. Dual-career employees receiving support and encouragement from a spouse or from the employing organization are more likely to experience increased work satisfaction.

  16. Conflict of interest: nurses at risk!

    Science.gov (United States)

    Erlen, Judith A

    2008-01-01

    Conflict of interest as it relates to healthcare is gaining increasing attention. Pharmaceutical companies and manufacturers that produce medical devices are coming under greater scrutiny because of the influence that their marketing practices may have on the patient management decisions made by healthcare professionals. The result is that healthcare agency administrators are developing conflict of interest policies and procedures for their professional employees. The driving force behind many of these policies is the need to maintain the trust of the public by refraining from questionable professional conduct. This article presents 2 hypothetical cases to provide nurses with an understanding of the concept of conflict of interest and the ethical considerations this issue raises, and describes the subtle and not-so-subtle influences on professional practice decisions. Recommendations are offered to help nurses avoid conflict of interest and preserve their professional integrity. It is incumbent upon nurses to become cognizant of the types of situations that may present a conflict of interest for them and to take the necessary steps to avoid such professional impropriety.

  17. 75 FR 59279 - Quarterly IRS Interest Rates Used In Calculating Interest On Overdue Accounts and Refunds On...

    Science.gov (United States)

    2010-09-27

    ... DEPARTMENT OF HOMELAND SECURITY U.S. Customs and Border Protection Quarterly IRS Interest Rates... notice advises the public of the quarterly Internal Revenue Service interest rates used to calculate... quarter beginning October 1, 2010, the interest rates for overpayments will be 3 percent for corporations...

  18. Strict liability as a legal mechanism protecting the aggrieved parties' interests within the nuclear liability regime

    International Nuclear Information System (INIS)

    Novotna, Marianna

    2016-01-01

    The no-fault liability principle of nuclear liability regime, its compensation schemes, sociological and legal grounds of its construction as well as liberation grounds are analysed. The simple existence of causation of damage and nuclear accident without necessity of proving negligence or any other type of fault on the part of the operator as an adequate basis for the operator’s strict liability is highlighted thus simplifying the litigation process eliminating potential obstacles, especially such as might exist with the burden of proof. The question of weighing the interests of society in the development of nuclear industry, the necessary extent of protection of victims of nuclear accidents and the interests of operators of nuclear facilities as main determinants of the strict nature of nuclear liability is also described. (orig.)

  19. The construction of work-life balance: the experience of black employees in a call-centre environment

    OpenAIRE

    Potgieter, Sónia C.B.; Barnard, Antoni

    2010-01-01

    ORIENTATION: Work-life balance, as a crucial aspect of employee and organisational wellness, remains an interesting field of research, especially due to the changing demographic employee profile. RESEARCH PURPOSE: The objective of the study was to explore Black employees' construction of work-life balance in a customer care environment. MOTIVATION FOR THE STUDY: The conceptual debate regarding the construct of work-life balance in general as well as limited qualitative research with regard to...

  20. Are happy employees healthy employees? Researching the effects of employee engagement on absenteeism.

    Science.gov (United States)

    Hoxsey, Dann

    2010-01-01

    In 2007, a survey was conducted to measure the levels of workplace engagement for British Columbian civil servants. Following the Heskett et al. model of the “service profit chain” (1994, 2002), the government's primary concerns were the increasing attrition rates and their effects on service delivery. Essentially, the model demonstrated that employees who were more engaged were more committed to their work and more likely to stay within the civil service and that this culminated in improved customer service. Under the joint rubrics of absenteeism and job satisfaction, this study uses a construct of engagement (i.e., job satisfaction) to test whether different levels of engagement have any effect on the amount of sick time (absenteeism) an employee incurs. Specifically, the author looks at whether there is any correlation between the amount of sick time used and an individual's level of engagement and proposes that there is an inverse negative relationship: as job engagement increases, sick time used decreases. Testing the old adage “A happy employee is a healthy employee,” this research demonstrates that, though a more engaged employee may use less sick time, the differences in use between highly engaged employees and those not engaged are fairly marginal and that correlations are further confounded by a host of other (often missing) factors.

  1. Relationship between Physical Inactivity and Health Characteristics among Participants in an Employee Wellness Program

    Science.gov (United States)

    Birdee, Gurjeet S.; Byrne, Daniel W.; McGown, Paula W.; Rothman, Russell L.; Rolando, Lori A.; Holmes, Marilyn C.; Yarbrough, Mary I.

    2013-01-01

    Objective To characterize factors associated with physical inactivity among employees with access to workplace wellness program. Methods We examined data on physical inactivity, defined as exercise less than once a week, from the 2010 health risk assessment (HRA) completed by employees at a major academic institution (n=16,976). Results Among employees, 18% individuals reported physical activity less than once a week. Individuals who were physically inactive as compared with physically active reported higher prevalence of cardiovascular diseases (AOR 1.36 [1.23–1.51], fair or poor health status (AOR 3.52 [2.97–4.17]) and absenteeism from work (AOR 1.59 [1.41–1.79]). Overall, physically inactive employees as compared to physically active employees reported more interest in health education programs. Conclusions Future research is needed to address barriers to physical inactivity to improve employee wellness and potentially lower health utility costs. PMID:23618884

  2. Some Determinants of Employee Turnover in a Psychiatric Facility.

    Science.gov (United States)

    Zautra, Alex J.; And Others

    1987-01-01

    Used research from illness-prevention and job-enrichment approaches to enhancing quality of work environments to create instruments assessing number of job stressors and level of task interest on psychiatric hospital units. Instruments successfully predicted employee turnover during one year. Job stress and interaction between job stress and task…

  3. Employers as Nightmare Readers: An Analysis of Ethical and Legal Concerns Regarding Employer-Employee Practices on SNS

    Directory of Open Access Journals (Sweden)

    Suder Seili

    2017-12-01

    Full Text Available The aim of this interdisciplinary paper is to study the social reality surrounding the data processing practices employers and employees engage in on social networking sites (SNS. Considering the lack of empirical studies, as well as the considerable uncertainty in the way personal data protection is implemented across the European Union (EU, the paper offers insights on the topic. Qualitative text analysis of semi-structured interviews with employers from the service sector (N=10 and the field of media and communication (N=15, as well as employers from organisations which had experienced various problems due to things their employees had posted on social media (N=14, and employees from the financial sector (N=15 were carried out to explore whether the data protection principles, which can be viewed as the most important guidelines for employers in the EU, are actually followed in their everyday SNS data processing practices. Even though the data protection principles emphasise the need for fair, purposeful, transparent, minimal and accurate processing of personal data, our interviews with employers and employees reveal that the actual SNS processing practices rarely live up to the standards. Our findings indicate that there is a growing mismatch between the social reality and legal requirements regarding data subjects.

  4. Employee Particcipation in Integrated Management of Environmental Protection, Quality and Health and Safety

    DEFF Research Database (Denmark)

    Lorentzen, Børge

    1998-01-01

    The paper presents findings from the research and development project "Employee Participation in the Introduction of Cleaner Technologies" which was carried out in the period 1993-95 in 5 Danish companies from different branches by an interdisciplinary group of researchers from The Technical...

  5. The Relationship between Human Resource Practices and Employee Attitudes in a Travel Agency

    OpenAIRE

    R Steyn; A Grobler

    2014-01-01

    This paper presents the case of a large travel agency and relationships between HR practices and employee attitudes (EA) in that specific organisation. A number of studies have shown that effective human resource (HR) practices correlate with positive employee attitudes (EA).The attitudes of interest in this study were job satisfaction, organisational commitment, work engagement as well as intention to quit. Positive EA are desirable as these are considered to constitu...

  6. Does Skin in the Game Matter if You Aren't Playing? Examining Participation in Oregon's Public Employee Health Engagement Model.

    Science.gov (United States)

    Wright, Bill J; Dulacki, Kristen; Rissi, Jill; McBride, Leslie; Tran, Sarah; Royal, Natalie

    2017-01-01

    Employers are increasingly exploring health benefits that incentivize lifestyle change for employees. We used early data from an ongoing study of one such model-the Health Engagement Model (HEM), which Oregon implemented for all public employees in 2012-to analyze variation in employee participation and engagement. A survey was designed to assess program engagement, opinions of the program, and self-reported lifestyle changes. Data were collected in 2012, about 9 months after HEM launched. A representative random sample of 4500 state employees served as the study subjects. Primary measures included whether employees signed up for the program, completed its required activities, and reported making lifestyle changes. Logistic regression was used to analyze survey results. Most employees (86%) chose to participate, but there were important socioeconomic differences: some key target populations, including smokers and obese employees, were the least likely to sign up; less educated employees were also less likely to complete program activities. Despite mostly negative opinions of the program, almost half of participants reported making lifestyle changes. Oregon's HEM launch was largely unpopular with employees, but many reported making the desired lifestyle changes. However, some of those the program is most interested in enrolling were the least likely to engage. People involved with implementing similar programs will need to think carefully about how to cultivate broad interest among employees.

  7. On the significance of the employee status and of the personal scope of labour law regulation

    Directory of Open Access Journals (Sweden)

    Jakab Nóra I.

    2016-01-01

    Full Text Available The essay focuses on the relevance of the labour law regulation's personal scope, what the holistic approach of employee status and its social part mean. There have been discussions in the European Union to which circle of working people shall the protection system of labour law apply, and how the security of employees can be guaranteed under the pressure of flexibility. The debates have been inspired by a changed economic and social environment in the XXth centrury. The essay presents the influence of the changing economic and social environment in the concept of employee status, and more closer in the Hungarian labour law regulation. The decision who is acknowledged to be an employee is made by the legislator. By making this decision the labour law regulation shows a tendency of withdrawal and moving forward in the last decades. The change of employment contract develops at the same time with the expansion of personal scope in Europe and shows a great variety. The legislation, judicial practice, legal practice and the collective bargaining influence the expansion of protection under labour law. The changes of personal scope in the Labour Code of 1992 and 2012 are presented, how it is extended and in which direction. The personal scope is also applied to link the public and private sector by finding a common focal point: the characteristics of employment. While coping with the employment relations on the labour market and trying to fit into the self-employed - employee-like person - employee categories, it is suggested to exceed the contractual framework by means of abstraction and using the concept of personal work relations. Employee status has social part; therefore the essay describes the social consequences of being employee and its relation to the employee status.

  8. End Sexual Harassment of Employees, or Your Board Could Be Held Liable.

    Science.gov (United States)

    Underwood, Julie

    1987-01-01

    Defines sexual harassment and reminds school boards of their moral and legal obligation to protect employees and maintain an intimidation-free workplace. Offers several tips for preventing sexual harrassment and for launching investigations into complaints. (MLH)

  9. Understanding employee motivation and organizational performance: Arguments for a set-theoretic approach

    Directory of Open Access Journals (Sweden)

    Michael T. Lee

    2016-09-01

    Full Text Available Empirical evidence demonstrates that motivated employees mean better organizational performance. The objective of this conceptual paper is to articulate the progress that has been made in understanding employee motivation and organizational performance, and to suggest how the theory concerning employee motivation and organizational performance may be advanced. We acknowledge the existing limitations of theory development and suggest an alternative research approach. Current motivation theory development is based on conventional quantitative analysis (e.g., multiple regression analysis, structural equation modeling. Since researchers are interested in context and understanding of this social phenomena holistically, they think in terms of combinations and configurations of a set of pertinent variables. We suggest that researchers take a set-theoretic approach to complement existing conventional quantitative analysis. To advance current thinking, we propose a set-theoretic approach to leverage employee motivation for organizational performance.

  10. 5 CFR 3501.103 - Prohibited interests in Federal lands.

    Science.gov (United States)

    2010-01-01

    ... ETHICAL CONDUCT FOR EMPLOYEES OF THE DEPARTMENT OF THE INTERIOR § 3501.103 Prohibited interests in Federal lands. (a) Cross-references to statutory prohibitions—(1) Prohibited purchases of public land by Bureau... the Bureau of Land Management are prohibited by 43 U.S.C. 11 from directly or indirectly purchasing or...

  11. Intraindividual models of employee well-being : What have we learned and where do we go from here?

    NARCIS (Netherlands)

    Ilies, R.; Aw, S.S.Y.; Pluut, Helen

    2015-01-01

    As societal concern shifts from financial survival towards quality of life issues, both in and outside of the workplace, scholarly interest in employee well-being too has risen greatly in recent years. This greater attention to the antecedents and outcomes of employee well-being, such as job

  12. Role of Leadership and Employee Engagement towards Individual Performance of Pharmacy Employees

    Directory of Open Access Journals (Sweden)

    Susi A. Rahayu

    2012-09-01

    Full Text Available Employees dissatisfaction to the head of the hospital pharmacy will decrease employees performance and unsatisfied customers. To solve the problems, employees should be based on performance as customer expectations in providing services. One of the ways to improve the performance of the employees, they must feel engage to the work. One of the factors to improve employee engagement is the leadership factor. Therefore, it is necessary to study the impact of leadership on individual performance employee in hospital pharmacy and also the influence of employee engagement as a mediator. A total of 79 employees from the pharmacy in two private hospitals in Bandung became the participants. This study used the technique of partial least squares to test the hypothesized relationships. The results showed that there were significant between leadership to employee engagement (t value (12,84 > t-table (1.64, the significance of employee engagement on individual performance (t value (3.83 > t-table (1.64. In contrast, there was no influence and significance in leadership on individual performance (t value (0.45 < t-table (1.64. Employee engagement fully mediated the relationship between leadership and individual performance. Therefore, improving pharmacy services is a set of actions and involvement of pharmacy employees who are consistent, sustainable and clear.

  13. Employee satisfaction and employee retention: catalysts to patient satisfaction.

    Science.gov (United States)

    Collins, Kevin S; Collins, Sandra K; McKinnies, Richard; Jensen, Steven

    2008-01-01

    Over the last few years, most health care facilities have become intensely aware of the need to increase patient satisfaction. However, with today's more consumer-driven market, this can be a daunting task for even the most experienced health care manager. Recent studies indicate that focusing on employee satisfaction and subsequent employee retention may be strong catalysts to patient satisfaction. This study offers a review of how employee satisfaction and retention correlate with patient satisfaction and also examines the current ways health care organizations are focusing on employee satisfaction and retention.

  14. BAD FAITH OF EMPLOYEES IN ACTUAL LABOUR LAW - THEORETICAL AND PRACTICAL IMPLICATIONS

    Directory of Open Access Journals (Sweden)

    Ştefania-Alina Dumitrache

    2012-11-01

    Full Text Available In designing the study we started with the analysis of good faith in employment law, from Article 54 of the Romanian Constitution and reaching to Article 8 of the Labour Code. Regarding the bad faith of the employee, it exceeds the scope of abuse of law and must be addressed in relation to the three main stages of any individual labour contract. Thus, when negotiations for a labour contract, bad faith of an employee can occur by breaching of private information disclosed by the employer and by violating the correlative obligation to employer's right to correct information. In disciplinary matters, the form of guilt of the employee who commits a disciplinary offense and his failure to appear at prior disciplinary investigation to which he was called are important for the analyzed issues. Not even termination of an individual labour contract is protected from the event of adopting a malicious behaviour by the employees. The study concludes with launching the opinion that a way to prevent and control this type of behaviour could be the employee's personnel file.

  15. The Importance of Employment Contract for Umsida Quality Employees Improvement

    Directory of Open Access Journals (Sweden)

    Noor Fatimah Mediawati

    2015-12-01

    Full Text Available The absence of employment contracts in UMSIDA recognized cause some problems. Especially in improving the performance of employees. Issues a little more disturbing harmonious labor relations between employees and UMSIDA. In the terminology of the Labour Act, employment contract terms it is known as the Employment Agreement. Where the existence of labor agreement / contract employment is expected to harmonize the working relationship with the employer in accordance with the applicable rules. The existence of employment contracts is also a legal instrument which according to researchers ought to be put forward in efforts to increase the qualifications and competence of employees. By contract it will also avoid things that are not desirable in an employment relationship, because each party will always carry out their rights and responsibilities are aligned and balanced. Tranquility in the work and the guarantee of legal protection are expected to improve employee performance especially towards quality UMSIDA 2020. So this study explored further the urgency employment contract once its design. How To Cite: Mediawati, N., & Phahlevy, R. (2015. The Importance of Employment Contract for Umsida Quality Employees Improvement. Rechtsidee, 2(2, 141-156. doi:http://dx.doi.org/10.21070/jihr.v2i2.106

  16. Mechanisms of Protection from Interest Rate Risk with Reference to the Life Insurance Market in Montenegro

    Directory of Open Access Journals (Sweden)

    Burić Milijana Novović

    2018-01-01

    Full Text Available Insurance companies are facing major challenges that point to the need for control process and risk management. Risk management in insurance has a direct impact on solvency, economic security, and overall financial stability of insurance companies. It is very important for insurance companies to adequately calculate risks to which they are exposed. Asset liability management (ALM, as an integrated approach to financial management, requires simultaneous decision-making about categories and values of assets and liabilities in order to establish the optimum volume and the ratio of assets and liabilities, with the understanding of complexity of the financial market in which financial institutions operate. ALM focuses on a significant number of risks, whereby the emphasis in this paper will be on interest rate risk which indicates potential losses that may reflect in a lower interest margin, a lower value of assets or both, in terms of changes in interest rates. In the above context, the aim of this paper is to show how to protect from interest rate changes and how these changes influence the insurance market in Montenegro, both from the theoretical and the practical point of view. The authors consider this to be an interesting and very important topic, especially because the life insurance market in Montenegro is underdeveloped and subject to fluctuations. Also, taking into account the fact that Montenegro is a country that has been making serious efforts to join the EU, it is expected that insurance companies in Montenegro will strengthen their financial position in the market even using the ALM traditional techniques, which is shown in this paper.

  17. CAREER DEVELOPMENT OF TEXTILE INDUSTRY EMPLOYEES

    Directory of Open Access Journals (Sweden)

    UROŠEVIĆ Snežana

    2017-05-01

    Full Text Available Textile industry is a very important industrial branch because it produces clothes for nearly seven billion people and textile materials for technical usage. It employs a huge number of competitive and qualified, mostly female work force. It is also technologically and technically challenging. Thus, it is vital to employ qualified and well trained employees with certain competences, knowledge and skills in order to respond to rapid technological and market changes. Here, we will consider the influence of the career development on doing business in the textile industry while acquiring the competitive advantage. Career development is a lifelong process and it is includes knowledge management. The term career has several meanings while nowadays it can mean advancement. The career usually reflects the professional development path of an individual during his or her working career. The career is that concept which connects and unifies most strongly and explicitly individual and organizational interests and needs. The theoretical part explains terms such as career development, importance and improvement of employees for an organization, the possibility for career development within the textile industry. The second part of the paper deals with research conducted among the employees of the textile sector in Leskovac, the town in Serbia with a long-lasting textile tradition.

  18. Analysis of Employee's Survey for Preventing Human-Errors

    International Nuclear Information System (INIS)

    Sung, Chanho; Kim, Younggab; Joung, Sanghoun

    2013-01-01

    Human errors in nuclear power plant can cause large and small events or incidents. These events or incidents are one of main contributors of reactor trip and might threaten the safety of nuclear plants. To prevent human-errors, KHNP(nuclear power plants) introduced 'Human-error prevention techniques' and have applied the techniques to main parts such as plant operation, operation support, and maintenance and engineering. This paper proposes the methods to prevent and reduce human-errors in nuclear power plants through analyzing survey results which includes the utilization of the human-error prevention techniques and the employees' awareness of preventing human-errors. With regard to human-error prevention, this survey analysis presented the status of the human-error prevention techniques and the employees' awareness of preventing human-errors. Employees' understanding and utilization of the techniques was generally high and training level of employee and training effect on actual works were in good condition. Also, employees answered that the root causes of human-error were due to working environment including tight process, manpower shortage, and excessive mission rather than personal negligence or lack of personal knowledge. Consideration of working environment is certainly needed. At the present time, based on analyzing this survey, the best methods of preventing human-error are personal equipment, training/education substantiality, private mental health check before starting work, prohibit of multiple task performing, compliance with procedures, and enhancement of job site review. However, the most important and basic things for preventing human-error are interests of workers and organizational atmosphere such as communication between managers and workers, and communication between employees and bosses

  19. Organisational Stress and Employee Dissatisfaction at Work: A Case Study to Boost Employee Satisfaction

    OpenAIRE

    Upma Goel

    2014-01-01

    Employee satisfaction is the terminology used to describe whether employees are happy and comfortable and fulfilling their desires and needs at work. Many measures purport that employee satisfaction is a factor in employee motivation, employee goal achievement, and positive employee morale in the workplace.Employee satisfaction, while generally a positive in your organization, can also be a downer if mediocre employees stay because they are satisfied with your work environment.Employee satisf...

  20. Analysis of the strain on employees in the retail sector considering work-life balance.

    Science.gov (United States)

    Zülch, Gert; Stock, Patricia; Schmidt, Daniel

    2012-01-01

    Many companies currently strive to support their employees' work-life balance through appropriate measures in order to improve employees' loyalty towards the company and to recruit new employees. In this context, flexibility in the area of working times is a measure that can influence employees' private lives immensely. This is why the individualisation of working time arrangements has been accorded high importance in current discussions on work-life balance. In this area, best practice examples can be found showing how working-time arrangements can improve the situation of the employees. It should be noted, however, that there is not one single perfect working-time model. A working-time model must always be adapted specifically to the actual situation of the company and the employees. Therefore, a targeted analysis of the challenges facing the company and the demands on the employees is essential for the creation of an appropriate working time policy. In particular, the employees' working-time preferences must be appropriately taken into account. Owing, however, to a combination of organisational complications and legal data protection restrictions, it is for the most part impossible to meet these working-time preferences in their entirety. This paper, which is based on an employee survey, illustrates the strain on employees in the retail sector and identifies different types of working-time preferences.

  1. Comparison of Positive Character Strengths in Employees with Healthy and Unhealthy Occupational Stress Coping Styles

    Directory of Open Access Journals (Sweden)

    simin dokht kalani

    2017-05-01

    Full Text Available The aim of the study was to compare the protective and interpersonal strengths as positive personality traits in employees with healthy (G: good health pattern, S: sparing pattern and unhealthy (A: ambitious pattern, B: burnout pattern job stress coping styles. Therefore, 146 employees of an industrial organization in Mashhad were selected by stratified random sampling and asked to respond to research tools. The instruments were the Values in Action Inventory of Strengths from Peterson & Seligman and Work-related Behavior and Experience Patterns Questionnaire from Schaarschmidt & Fischer. The results of multivariate analysis of variance showed that employees with healthy coping styles had higher means of protective and interpersonal strengths than unhealthy subjects. These findings open a new field for research on the role of personality in coping with work-related stress. Character strengths are trainable personal characteristics. Therefore, they are valuable resources to improve coping with work-related stress and to decreasing its negative effects.

  2. Mentoring as an HRD Approach: Effects on Employee Attitudes and Contributions Independent of Core Self-Evaluation

    Science.gov (United States)

    Thurston, Paul W., Jr.; D'Abate, Caroline P.; Eddy, Erik R.

    2012-01-01

    Mentoring as a form of strategic human resource management is an interesting addition to the HRD literature because it provides a mechanism of change for individual employees. Numerous studies have demonstrated the benefits of mentoring to both the employee and the firm; yet, a recent review of mentoring research argues that mentoring has less…

  3. Law 16.466 Environment:state National interest their protection against any kind of depredation,destruction or contamination

    International Nuclear Information System (INIS)

    1994-01-01

    It is declared of general and national interest the protection of the environment against any depredacion,destruccion type or contamination, as well as the prevention of the negative and noxious environmental impact and the alteration of the environment damaged by human activities. The production factories and transformation of Nuclear Energy, as well as roads,bridges, railway line,airports, pipeline,gas pipeline treatment of toxic or dangerous residuals plants and others should be subjected to the previous realization of a study of environmental impact [es

  4. CSR initiatives by companies for employees through social protection measures

    Directory of Open Access Journals (Sweden)

    Mohd Salleh Noor Akma

    2017-01-01

    Full Text Available Poverty has always been the main concern globally as it alienates and distresses particular groups of citizen that affects their emotion and psychological behaviour, and may have impact on the socio-economic aspect of the country. Hence, it is critical for the government to address the poverty problem, as this would lead to inequality. One way to minimise income inequality is through the provision of social protection to maintain the basic consumption and living standard of the needed members of the society. The government highlights the importance of increasing involvement of the private sector to improve social protection through their CSR programmes. Thus, the main purpose of this paper is to unearth the concept of social protection and its role in minimising inequality in the society as well as to develop an instrument to measure the social protection dimension of companies’ CSR activities.

  5. Employee recruitment: using behavioral assessments as an employee selection tool.

    Science.gov (United States)

    Collins, Sandra K

    2007-01-01

    The labor shortage of skilled health care professionals continues to make employee recruitment and retention a challenge for health care managers. Greater accountability is being placed on health care managers to retain their employees. The urgency to retain health care professionals is largely an issue that should be considered during the initial recruitment of potential employees. Health care managers should analyze candidates rigorously to ensure that appropriate hiring decisions are made. Behavioral assessments can be used as a useful employee selection tool to assist managers in the appropriate placement and training of potential new employees. When administered appropriately, these tools can provide managers with a variety of useful information. This information can assist health care managers in demystifying the hiring process. Although there are varying organizational concerns to address when using behavioral assessments as an employee selection tool, the potential return on investment is worth the effort.

  6. Justice delayed is justice denied: Protecting Miners against ...

    African Journals Online (AJOL)

    Justice delayed is justice denied: Protecting Miners against Occupational ... of section 35 of Compensation for Occupational Injuries and Diseases Act 130 of ... of the Mankayi case for the system of occupational health and safety in South Africa. ... KEYWORDS: Occupational health; diseases; injuries; employees; protection; ...

  7. Cash or Compliment? Older employees preference of financial versus non-financial incentives

    Directory of Open Access Journals (Sweden)

    Miodraga Stefanovska-Petkovska

    2017-03-01

    Full Text Available Resulting from the emerging importance of population ageing, the last several years an increased amount of academic interest has been located in the area of motivation of older employees. In this context, job satisfaction has been used as one of the measure to evaluate older workers wellbeing in the organization. The aim of this paper is to investigate the preference of financial and nonfinancial incentives among older employees and their impact on job satisfaction. A total of 351 employees aged 40 years and over working in the telecommunication industry in the Republic of Macedonia, have been included in the study. The results indicated that although both types of incentives are positively related to job satisfaction, financial incentives tend to be stronger predictors. In addition, managerial position, tenure and intrinsic motivation have been positively related to job satisfaction among older employees as well. The current research seeks to decrease the research gap concerning the ageing workforce in developing economies and contribute to the increased understanding of these growing age group of employees.

  8. Reducing suboptimal employee decisions can build the business case for employee benefits.

    Science.gov (United States)

    Goldsmith, Christopher; Cyboran, Steven F

    2013-01-01

    Suboptimal employee decisions are prevalent in employee benefit plans. Poor decisions have significant consequences for employees and employers. Improving participant decisions produces beneficial outcomes such as lower labor costs, higher productivity and better workforce management. The business case for employee benefits can be strengthened by applying lessons learned from the field of behavioral economics to employee benefit plan design and to workforce communication. This article explains the types of behavioral biases that influence suboptimal decisions and explores how enlightened employee benefit plan choice architecture and vivid behavioral messaging contribute to human and better organizational outcomes.

  9. ANTESEDEN EMPLOYEE TURNOVER

    Directory of Open Access Journals (Sweden)

    Heryadi Fardilah

    2018-03-01

    Full Text Available This research is concerning the effect of workplace environment, job satisfaction, and  job performance on employee turnover, and the background is to get the convenience of employees condition, the satisfaction of job results, maximum performance, and keep and reduce in and out employees. The purpose of this research is to see how far the influence of workplace environment, job satisfaction, and job performance on employee turnover. Planning of this research uses primary data that is got by handing over questioners to 200 employees in Telecommunication company in East Jakarta. The analysis method which is used is double regresi.  Results of  this  research give conclusion that there's a positive and significant influence of workplace environment, job satisfaction, and job performance on employee turnover.

  10. Re-thinking employee recognition: understanding employee experiences of recognition

    OpenAIRE

    Smith, Charlotte

    2013-01-01

    Despite widespread acceptance of the importance of employee recognition for both individuals and organisations and evidence of its increasing use in organisations, employee recognition has received relatively little focused attention from academic researchers. Particularly lacking is research exploring the lived experience of employee recognition and the interpretations and meanings which individuals give to these experiences. Drawing on qualitative interviews conducted as part of my PhD rese...

  11. 76 FR 13506 - Protecting the Public and Our Employees in Our Hearing Process

    Science.gov (United States)

    2011-03-14

    ... result in a safer work environment for our employees, while at the same time ensuring that our claimants... technical language or jargon that is not clear? Would a different format make the rule easier to understand... the Administrative Procedure Act (APA) rulemaking procedures specified in 5 U.S.C. 553 when developing...

  12. Call centre employees and tobacco dependence: making a difference.

    Science.gov (United States)

    Mishra, G A; Majmudar, P V; Gupta, S D; Rane, P S; Hardikar, N M; Shastri, S S

    2010-07-01

    India is known as the Business Process Outsourcing (BPO) capital of the world. Safeguarding health of millions of youngsters employed in this new growing economy is an occupational health challenge. This study was initiated in June 2007 in India with the objectives to assess the prevalence of tobacco use and study the factors responsible for initiating and continuing its use. The main aim, however, was to assess the effect of different tobacco cessation intervention strategies, thus identifying effective methods to assist these employees to quit tobacco. This is a 4-arm cluster randomized trial of 18 months duration among 646 BPO employees, working in 4 different BPO units. The employees were invited to participate in interviews following which tobacco users of each BPO were offered specific tobacco cessation interventions to assist them to quit tobacco use. The prevalence of tobacco dependence is 41%, mainly cigarette smoking. The tobacco quit rate is similar (nearly 20%) in the 3 intervention arms. Significantly higher reduction in tobacco consumption of 45% is seen in Arm 4 with the use of pharmacotherapy. BPO employees change jobs frequently, hence follow-up remains a major challenge. Inaccessibility of pharmacotherapy in the developing countries should not deter tobacco cessation efforts as good tobacco quit rates can be achieved with health education and behavioral therapy. Tobacco cessation should be an integral activity in all BPOs, so that the employees receive this service continuously and millions of our youths are protected from the hazards of tobacco.

  13. The Impact of Job Satisfaction and Employee Education on Employee Efficiency

    Directory of Open Access Journals (Sweden)

    M. M. C. De Silva

    2014-10-01

    Full Text Available Against a backdrop of continuing discussion on the challenges faced by the apparel industry in Sri Lanka, the human involvement is yet to be considered as a significant organizational element. Therefore this study empirically examined the impact of job satisfaction and employee education on employee efficiency in the apparel industry with reference to the Gampaha district. The study was aimed to examine the problem “Is there an impact of job satisfaction and employee education on employee efficiency?”This study was conducted from a randomly selected sample of 90 respondents from an Apparel organization by administrating a structured questionnaire, which consisted of 37 questions that featured a 6 point scale. The sample of the study only consisted of machine operators. For the purpose of analyzing both descriptive and dummy variables regression was used. Descriptive analysis was used to clarify the basic features of the sample. In order to examine the relationship employee efficiency has with job satisfaction and employee education, an ANOVA model was constructed. The constructed ANOVA model for the study is as follows. EF = â0+ â1D1 + â2D2 +â3D3 + U The findings of the research revealed that there was no positive relationship between employee efficiency, job satisfaction and education and it was statistically confirmed by rejecting the two hypotheses. According to the study, the researcher observed that employee efficiency neither relates to employee job satisfaction nor the level of education of employees since they work to achieve their day to day targets.

  14. Measure to succeed: How to improve employee participation in continuous improvement

    Energy Technology Data Exchange (ETDEWEB)

    Jurburg, M.; Viles, E.; Tanco, M.; Mateo, R.; Lleó, A.

    2016-07-01

    Purpose: Achieving employee participation in continuous improvement (CI) systems is considered as one of the success factors for the sustainability of those systems. Yet, it is also very difficult to obtain because of the interaction of many critical factors that affect employee participation. Therefore, finding ways of measuring all these critical factors can help practitioners manage the employee participation process accordingly. Design/methodology/approach: Based upon the existing literature, this paper presents a 4-Phase (9 steps) diagnostic tool to measure the main determinants associated with the implementation of CI systems affecting employee participation in improvement activities. Findings: The tool showed its usefulness to detect the main weaknesses and improvement opportunities for improving employee participation in CI through the application in two different cases. Practical implications: This diagnostic tool could be particularly interesting for companies adopting CI and other excellence frameworks, which usually include a pillar related to people development inside the organization, but do not include tools to diagnose the state of this pillar. Originality/value: This diagnostic tool presents a user’s perspective approach, ensuring that the weaknesses and improvement opportunities detected during the diagnose come directly from the users of the CI system, which in this case are the employees themselves. Given that the final objective is to identify reasons and problems hindering employee participation, adopting this user’s perspective approach seem more relevant than adopting other more traditional approaches, based on gathering information from the CI system itself or from the CI managers.

  15. Measure to succeed: How to improve employee participation in continuous improvement

    International Nuclear Information System (INIS)

    Jurburg, M.; Viles, E.; Tanco, M.; Mateo, R.; Lleó, A.

    2016-01-01

    Purpose: Achieving employee participation in continuous improvement (CI) systems is considered as one of the success factors for the sustainability of those systems. Yet, it is also very difficult to obtain because of the interaction of many critical factors that affect employee participation. Therefore, finding ways of measuring all these critical factors can help practitioners manage the employee participation process accordingly. Design/methodology/approach: Based upon the existing literature, this paper presents a 4-Phase (9 steps) diagnostic tool to measure the main determinants associated with the implementation of CI systems affecting employee participation in improvement activities. Findings: The tool showed its usefulness to detect the main weaknesses and improvement opportunities for improving employee participation in CI through the application in two different cases. Practical implications: This diagnostic tool could be particularly interesting for companies adopting CI and other excellence frameworks, which usually include a pillar related to people development inside the organization, but do not include tools to diagnose the state of this pillar. Originality/value: This diagnostic tool presents a user’s perspective approach, ensuring that the weaknesses and improvement opportunities detected during the diagnose come directly from the users of the CI system, which in this case are the employees themselves. Given that the final objective is to identify reasons and problems hindering employee participation, adopting this user’s perspective approach seem more relevant than adopting other more traditional approaches, based on gathering information from the CI system itself or from the CI managers.

  16. Outpatient rehabilitation as an intervention to improve employees' physical capacity.

    Science.gov (United States)

    Ojala, Birgitta; Nygård, Clas-Håkan; Nikkari, Seppo T

    2016-01-01

    The aging of the workforce poses new challenges for maintaining work ability. Because of limited information on the effectiveness of vocational rehabilitation performed in traditional inpatient programs, extended interest in outpatient rehabilitation has risen in the past few years. We examined the effects of a new outpatient rehabilitation program where every participant defined their own goals to improve work ability by the aid of a goal-oriented multi-professional team. This report will focus on the employees' physical capacity during a nine-month program. A total of 605 municipal employees from different production areas of the City of Tampere took part in the outpatient rehabilitation program, implemented by the occupational health unit. Groups of 12 employees participated in eight one-day sessions at intervals of two to three weeks; the final follow-up was 9 months from the beginning. Submaximal aerobic capacity was tested by a calibrated cycle ergometer with a commercial program (Aino Fitware pro, Helsinki, Finland). Musculoskeletal tests assessed muscle strength, balance and mobility. During the 9-month follow-up of the rehabilitation program, the employees' physical capacity was improved. The follow-up test scores from a total of 329 employees were significantly higher in the submaximal aerobic capacity test (p health situation to take part in physical capacity tests; however they took part in the intervention. The new outpatient rehabilitation program organized by the occupational health unit had a positive influence on employees' physical capacity during a nine-month follow up.

  17. Organizational Hierarchy, Employee Status, and Use of Employee Assistance Programs.

    Science.gov (United States)

    Gerstein, Lawrence; And Others

    1993-01-01

    Examined role of organizational hierarchy and staff status in number of Employee Assistance Program (EAP) referrals made by potential helpers and relationship of these variables to personal EAP use among 157 supervisors and 232 employees. Supervisors suggested more EAP referrals than did employees. Middle level staff received EAP services more…

  18. Family history and medical examination of occupationally exposed employees against ionizing radiation

    International Nuclear Information System (INIS)

    Heinemann, G.

    2000-01-01

    Searching for individual radiosensitivity could improve the quality of the medical examination of occupationally exposed employees and thus provide real protection of the individual against ionizing radiation. For this purpose genetic family history should be recorded by a skilled interviewer. (orig.) [de

  19. 20 CFR 439.640 - Employee.

    Science.gov (United States)

    2010-04-01

    ... 20 Employees' Benefits 2 2010-04-01 2010-04-01 false Employee. 439.640 Section 439.640 Employees... ASSISTANCE) Definitions § 439.640 Employee. (a) Employee means the employee of a recipient directly engaged in the performance of work under the award, including— (1) All direct charge employees; (2) All...

  20. 20 CFR 200.7 - Assessment or waiver of interest, penalties, and administrative costs with respect to collection...

    Science.gov (United States)

    2010-04-01

    ... any of the Acts which the Board administers. (b)(1) Simple interest shall be assessed once a month on... 20 Employees' Benefits 1 2010-04-01 2010-04-01 false Assessment or waiver of interest, penalties... waiver of interest, penalties, and administrative costs with respect to collection of certain debts. (a...

  1. Balancing your personal and professional lives: help for busy medical practice employees.

    Science.gov (United States)

    Hills, Laura Sachs

    2008-01-01

    It is extremely difficult for most people to balance work and home life. This is especially true of employees who work in fast-paced medical practices where they are on the go all day. Each medical practice employee must find his or her own way to balance work and life, but fortunately, the process can usually be boiled down to some basics. This article outlines a strategy for establishing the top five priorities in the medical practice employee's life. It suggests that medical practice personnel can develop and use a personal mission statement as a life guide. This article also suggests specific strategies medical practice employees can use to protect and make the best use of their private time. It provides examples of how medical practice personnel have changed their lives by dropping unnecessary activities from their daily schedules. Finally, this article offers guidance about getting children to help working parents balance their work and private lives, 10 additional tips for work/life balance, a work/life balance self-assessment quiz, and a template the medical practice employee can use to create a customized personal mission statement.

  2. The legal aspects of fetal protection policies in the workplace

    International Nuclear Information System (INIS)

    Jose, D.E.; Scott, E.K.

    1991-01-01

    The concerns of working women have received increasing attention from lawmakers, employers and women themselves as more and more American women enter the workforce. Fetal protection policies evidence a growing awareness by employers that their workplace poses special hazards to the unborn children of women workers. Yet, the fetal protection area is fraught with tension between legitimate competing concerns. Women expect equal employment opportunities, and employers are legally bound to provide equal treatment; however, these interests are challenged by women's desire to deliver healthy babies and employers' desire to avoid causing fetal defects or to be sued for naturally occurring genetic defects. Title 7 of the Civil Rights Act of 1964 and various state laws on fair employment practice embodies societal concerns for fairness in employment as it relates to fetal protection. Fetal protection policies are one example in which discriminatory practices are implicated since under such policies employers may refuse to hire or segregate previously hired pregnant women or women of child bearing age on the grounds that such exclusion or segregation is necessary to protect fetal health or the reproductive capacity of the female employee. A dilemma is presented to the employer of any nuclear workforce which includes women since the permissible dose for a man or woman is many times larger than the dose for a fetus

  3. Stereotypes of older employees compared to younger employees in Slovenian companies

    Directory of Open Access Journals (Sweden)

    Maja Rožman

    2016-01-01

    Full Text Available Human resource management has an important impact on age diversity in companies. Age diversity in the workplace is growing and older employees are staying longer in the workforce, therefore it is important that employers can create a positive environment for age diverse employees. This paper introduces the difference in stereotypes in the workplace between older and younger employees in Slovenian companies. The main goal of this paper is to present the importance of age diversity and their age difference in stereotypes in the workplace. The paper is based on a research including a survey between two age groups of employees. We classified younger employees in the group of under 50 years of age and older employees in the group of above 50 years of age. For data analysis we used the non-parametric Mann-Whitney U test to verify the differences in stereotypes in the workplace between two groups. Results show that there are significant differences in all of the variables describing stereotypes in the workplace between younger and older employees in Slovenian companies.

  4. Protecting Your Patients' Interests in the Era of Big Data, Artificial Intelligence, and Predictive Analytics.

    Science.gov (United States)

    Balthazar, Patricia; Harri, Peter; Prater, Adam; Safdar, Nabile M

    2018-03-01

    The Hippocratic oath and the Belmont report articulate foundational principles for how physicians interact with patients and research subjects. The increasing use of big data and artificial intelligence techniques demands a re-examination of these principles in light of the potential issues surrounding privacy, confidentiality, data ownership, informed consent, epistemology, and inequities. Patients have strong opinions about these issues. Radiologists have a fiduciary responsibility to protect the interest of their patients. As such, the community of radiology leaders, ethicists, and informaticists must have a conversation about the appropriate way to deal with these issues and help lead the way in developing capabilities in the most just, ethical manner possible. Copyright © 2017 American College of Radiology. Published by Elsevier Inc. All rights reserved.

  5. 5 CFR 5001.102 - Prohibited financial interests in for-hire transportation companies.

    Science.gov (United States)

    2010-01-01

    ...-hire transportation companies. 5001.102 Section 5001.102 Administrative Personnel INTERSTATE COMMERCE COMMISSION SUPPLEMENTAL STANDARDS OF ETHICAL CONDUCT FOR EMPLOYEES OF THE INTERSTATE COMMERCE COMMISSION § 5001.102 Prohibited financial interests in for-hire transportation companies. (a) General prohibition...

  6. Interactive Computerized Based Training, In Radiation Protection at NRC-Negev

    International Nuclear Information System (INIS)

    Sberlo, E.; Krumbein, H.; Ankri, D.; Ben-Shachar, B.; Laichter, Y.; Weizer, G.; Adorarn, D.

    1999-01-01

    According to the rules of safety at the working places in Israel, all radiation employees in Israel should receive once a year a refreshing course in several areas of safety. At the NRC-Negev there are two kinds of radiation employees: the ''hot area'' employees, who work in an environment of radioactive materials or radiation machines and the ''old area'' employees (all the other employees in the NRC-Negev). One of the main goals of the Department of Human Resources Development and Training at the NRC-Negev was to organize safety refresher courses. All ''hot area'' employees received a training program of two days in safety subjects, each year. The ''cold area'' employees received the same course, each second year. The former training program included several lectures in radiation protection, health physics, biological effects of ionizing radiation, etc., as well as same lectures in industrial safety, fast aid, fee fighting, emergency procedures, etc. The safety refresher courses were given by Rental lectures. There were a lot of disadvantages in these frontal lectures: The lecturers are employees of the NRCN who had to stop their routine work in order to lecture; the lecturers had to carry out identical training for each course for a large group of workers; there was a lack of testing methods or any other certification for the employees. Recently, seven safety courseware were developed by the NRC-Negev and the CET (Centre for Educational Technology), in order to perform these safety refresher courses. The courseware are based on an interactive computerized training including tutorials and quiz. The tutorial is an interactive course in each subject. The employee gets a simple and clear explanation (including pictures). After each Morial there is a quiz which includes 7 American style questions. The first two courseware are for all the employees, the next 4 courseware for the ''hot area'' employees, and the seventh for the ''cold area'' employees (the seventh is a

  7. Protection of pregnant woman in working place: during pregnancy and maternity leaving

    Directory of Open Access Journals (Sweden)

    Sabina Sernia

    2014-09-01

    Full Text Available This paper outlines an operating procedure aimed to protect female employees during pregnancy and breast feeding period, whilst they carry out various activities which may expose them and their baby to health hazards. This method, developed by the Coordinating Physician of “Sapienza” University of Rome Occupational Medical Centre (OMC, is a practical tool to be used for Risk Assessment in research laboratories, for informing and addressing the heads of departments of various organizations on the main regulatory requirements aiming to protect female employees. This paper consists of two parts: a Outline of Risks; b Job Duties. At last, the work fitness (referring to Legislative Decree no. 151/01 given by OMC in the last five years, (2009 to 2013 to the employees/equivalent are examined and described, to illustrate the effectiveness of this methodology aiming to promote and protect health and reproduction.

  8. The impact of a quality improvement program on employee satisfaction in an academic microsystem.

    Science.gov (United States)

    Varkey, Prathibha; Karlapudi, Sudhakar P; Hensrud, Donald D

    2008-01-01

    Quality improvement is a potential method to enhance employee satisfaction. This study describes the impact of a program instituted to enhance employee satisfaction using the principles of high-performing microsystems. A shared leadership committee, participatory meetings, suggestion boxes, and quality improvement projects were implemented as part of the program. A follow-up survey 1 year after implementation of the program demonstrated an increase in employee perception of the division's desire to improve service (16%), opportunities to expand skills (17%), involvement in work decisions (25%), and the institution's interest in employee well-being (17%). Key drivers of discretionary effort (4 of 5), job satisfaction (2 of 6), and overall satisfaction (1 of 8) with the institution showed statistically significant improvement in the study division as compared with the other divisions in which no such program was implemented. Further research is needed to study systems changes that enhance employee satisfaction and their impact on patient and financial outcomes.

  9. Comparison of Positive Character Strengths in Employees with Healthy and Unhealthy Occupational Stress Coping Styles

    OpenAIRE

    simin dokht kalani; Zahra Zahra; hamidreza oreyzi

    2017-01-01

    The aim of the study was to compare the protective and interpersonal strengths as positive personality traits in employees with healthy (G: good health pattern, S: sparing pattern) and unhealthy (A: ambitious pattern, B: burnout pattern) job stress coping styles. Therefore, 146 employees of an industrial organization in Mashhad were selected by stratified random sampling and asked to respond to research tools. The instruments were the Values in Action Inventory of Strengths from Peterson & Se...

  10. 22 CFR 101.1 - Protection of American interests.

    Science.gov (United States)

    2010-04-01

    ... 101.1 Foreign Relations DEPARTMENT OF STATE ECONOMIC AND OTHER FUNCTIONS ECONOMIC AND COMMERCIAL... and interests of the United States in its international agricultural, commercial, and financial... citizens in matters relating to commerce and navigation which are based on custom, international law, or...

  11. Using the WEIS-SR to evaluate employee perceptions of their college work environment.

    Science.gov (United States)

    Dorsey, Julie; Kaye, Miranda; Barratt, Jennifer; Biondi, Jennifer; Habrial, Amanda; Lane, Amanda; Marinelli, Victoria; Paulino, Tiffany; Singletary, Amanda

    2016-04-06

    Colleges have been experiencing reduced resource allocations, shifting student expectations, and organizational change. These changes increase employee stress at all levels. Ensuring that employee needs are being met and promoting a healthy and productive workforce has never been more important. To investigate employees' current perceptions of their work environments using the Work Environment Impact Scale-Self Rating (WEIS-SR). Full and part time employees on a small college campus in the United States were surveyed using the WEIS-SR through an online survey program to protect their anonymity. Perception of staffing levels, workplace support for a healthy lifestyle, number of supervisors, and personal health ratings contributed to employee perceptions of their work environment. There were also differences between staff, administration, and tenured and non-tenured faculty. From an occupational performance perspective, valuable information on employees' levels of volition, performance capacity and habituation, and perceptions of their physical and social environment in relation to their work environments was obtained. Further support for the use of the WEIS-SR and psychometric properties of the instrument (reliability and validity) was obtained.

  12. Evaluating employee assistance policy in an HMO-based alcoholism project.

    Science.gov (United States)

    Putnam, S L; Stout, R L

    1985-01-01

    One aspect of successful employee assistance program (EAP) implementation is the adoption of a formal, written policy, reflecting company commitment to EAP guidelines and goals. This study of criteria predictive of such policy adoption was conducted at the occupational alcoholism project of a New England health maintenance organization (HMO). Data on nearly 400 organizations contacted by occupational program consultants (OPCs) over a 20-month period were collected by questionnaire and interview. One third of these organizations adopted employee assistance policies and set about establishing formal programs. Stepwise multiple regression is the principal method used to pinpoint the correlates of policy adoption. Two of the most important of these are the attitudes of contact persons within the organization toward alcoholism and employee assistance programs, particularly their admission of alcohol problems within their social networks; and the consultants' persistence and marketing skills. The adopting organizations also had reputations for being progressive, and actively concerned about employee welfare; they tended to be large, their executives autonomous, and their union membership rates high. Inhibiting policy acceptance were fears that a written policy would jeopardize the reputation and image of the organization, and that an employee assistance program would remove internal control of personal procedures. The adequacy of the evaluative data and methods are discussed, and recommendations are offered in the interests of streamlining the efforts of OPCs and of achieving greater penetration of targeted organizations.

  13. 31 CFR 20.640 - Employee.

    Science.gov (United States)

    2010-07-01

    ... 31 Money and Finance: Treasury 1 2010-07-01 2010-07-01 false Employee. 20.640 Section 20.640 Money...-FREE WORKPLACE (FINANCIAL ASSISTANCE) Definitions § 20.640 Employee. (a) Employee means the employee of... charge employees; (2) All indirect charge employees, unless their impact or involvement in the...

  14. 7 CFR 3021.640 - Employee.

    Science.gov (United States)

    2010-01-01

    ... 7 Agriculture 15 2010-01-01 2010-01-01 false Employee. 3021.640 Section 3021.640 Agriculture... Employee. (a) Employee means the employee of a recipient directly engaged in the performance of work under the award, including— (1) All direct charge employees; (2) All indirect charge employees, unless their...

  15. 14 CFR 1267.640 - Employee.

    Science.gov (United States)

    2010-01-01

    ... 14 Aeronautics and Space 5 2010-01-01 2010-01-01 false Employee. 1267.640 Section 1267.640... WORKPLACE (FINANCIAL ASSISTANCE) Definitions § 1267.640 Employee. (a) Employee means the employee of a... employees; (2) All indirect charge employees, unless their impact or involvement in the performance of work...

  16. DEVELOP CREATIVE EMPLOYEES

    DEFF Research Database (Denmark)

    Hertel, Frederik

    2016-01-01

    THAT SOME MANAGERS MUST BE ABLE TO HELP EMPLOYEES DEVELOP OR APPLY CREATIVITY. IN THIS CONFERENCE PAPER WE WILL ANALYSE A CASE STUDY IN ORDER TO PRODUCE A THEORETICAL FRAMEWORK FOR IDENTIFYING WHEN AND HOW EMPLOYEES BECOME CREATIVE AT WORK. AN ESSENTIAL ASPECT OF THIS CONFERENCE PAPER WILL BE ANALYZING......PREVIOUS STUDIES (e.g. Hertel, 2015) HAS SHOWN THAT SOME CLEANING INDUSTRIES ARE ACTUALLY REQUIRING CREATIVE EMPLOYEES. HUMAN BEINGS ARE (c.f. Richards, 2010) BY DEFINITION CREATIVE BUT NOT ALL EMPLOYEES ARE USED TO OR ACTUALLY ALLOWED TO APPLY CREATIVITY IN EVERYDAY ORGANIZATIONAL LIFE. THIS MEANS...... THE CREATIVITY PRODUCED BY EMPLOEES. ANALYZING THE CREATIVITY PRODUCED WILL HELP US DEVELOP A THEORETICAL FRAMEWORK FOR UNDERSTANDING HOW CREATIVE THE EMPLOYEES ACTUALLY BECOMES....

  17. Determinants of employee punctuality.

    Science.gov (United States)

    Dishon-Berkovits, Miriam; Koslowsky, Meni

    2002-12-01

    Although researchers have studied employee lateness empirically (e.g., S. Adler & J. Golan, 1981; C. W. Clegg, 1983), few have attempted to describe the punctual employee. In the present study, results of a discriminant analysis on employees in Israel indicated that a personality characteristic, time urgency, a subcomponent of Type A behavioral pattern, distinguished between punctual and late employees. Organizational commitment and age of employee's youngest child also distinguished between the groups.

  18. 43 CFR 43.640 - Employee.

    Science.gov (United States)

    2010-10-01

    ... 43 Public Lands: Interior 1 2010-10-01 2010-10-01 false Employee. 43.640 Section 43.640 Public... WORKPLACE (FINANCIAL ASSISTANCE) Definitions § 43.640 Employee. (a) Employee means the employee of a... employees; (2) All indirect charge employees, unless their impact or involvement in the performance of work...

  19. 15 CFR 29.640 - Employee.

    Science.gov (United States)

    2010-01-01

    ... 15 Commerce and Foreign Trade 1 2010-01-01 2010-01-01 false Employee. 29.640 Section 29.640... WORKPLACE (FINANCIAL ASSISTANCE) Definitions § 29.640 Employee. (a) Employee means the employee of a... employees; (2) All indirect charge employees, unless their impact or involvement in the performance of work...

  20. MOTIVATION OF EMPLOYEES AND BEHAVIOUR MODIFICATION IN HEALTH CARE ORGANISATIONS

    Directory of Open Access Journals (Sweden)

    Snezana Miljkovic

    2007-04-01

    Full Text Available All health care organizations deal with proposed actions for achievement of goals with the best use of human resources. In that respect, close attention must be paid to motivation of individuals by means of initiative, rewards, leadership, and organizational context within which the work is being organized. The goal is to develop organizational processes and workplace environment that will help them to show the expected results. Motivation is the process of initiation, an activity aimed at achieving specific goals. Employees who do not have clear goals or have no goals at all work slowly, execute given tasks poorly, show lack of interest and complete fewer tasks than the employees who have clear and challenging goals. Employees with clearly defined goals are energetic and more productive. Behavior modification includes the use of four means to achieve this goal, known as intervention strategies. These strategies are: positive incentive, negative incentive, punishment and lack of reaction.

  1. Documenting Employee Conduct

    Science.gov (United States)

    Dalton, Jason

    2009-01-01

    One of the best ways for a child care program to lose an employment-related lawsuit is failure to document the performance of its employees. Documentation of an employee's performance can provide evidence of an employment-related decision such as discipline, promotion, or discharge. When properly implemented, documentation of employee performance…

  2. Spatially Dispersed Employee Recovery

    DEFF Research Database (Denmark)

    Hvass, Kristian Anders; Torfadóttir, Embla

    2014-01-01

    Employee recovery addresses either employee well-being or management's practices in aiding employees in recovering themselves following a service failure. This paper surveys the cabin crew at a small, European, low-cost carrier and investigates employees' perceptions of management practices to aid...... personnel achieve service recovery. Employee recovery within service research often focuses on front-line employees that work in a fixed location, however a contribution to the field is made by investigating the recovery of spatially dispersed personnel, such as operational personnel in the transport sector......, who have a work place away from a fixed or central location and have minimal management contact. Results suggest that the support employees receive from management, such as recognition, information sharing, training, and strategic awareness are all important for spatially dispersed front...

  3. 42 CFR 420.206 - Disclosure of persons having ownership, financial, or control interest.

    Science.gov (United States)

    2010-10-01

    ... paragraph (a)(1) of this section, is related to another as spouse, parent, child, or sibling. (3) The name... ownership or control interest or position as managing employee, and the nature of the relationship with the...

  4. Employee motivation and benefits

    OpenAIRE

    Březíková, Tereza

    2009-01-01

    The topic of my bachelor's thesis is the employee motivation and benefits. The thesis is divided in two parts, a theoretical one and a practical one. The theoretical part deals with the theory of motivation and individual employee benefits. The practical part describes employee benefits in ČSOB, where I did my research by questionnaires that were filled in by employees from different departments of ČSOB. These employees answered questions about their work motivation and benefits. The resultts...

  5. Analysis of Employee Benefits

    OpenAIRE

    Burešová, Lenka

    2013-01-01

    The target of this bachelor thesis is to analyze employee benefits from the perspective of employees and to employers suggest possible ideas to improve their provision. The work is divided into two parts: theoretical and practical. The theoretical part describes the overal remuneration of employees, payroll system and employee benefits. Benefits are included in the remuneration system, broken and some of them are defined. The practical part presents a survey among employees in the Czech Repub...

  6. Supporting the Health of Low Socioeconomic Status Employees: Qualitative Perspectives from Employees and Large Companies.

    Science.gov (United States)

    Parrish, Amanda T; Hammerback, Kristen; Hannon, Peggy A; Mason, Caitlin; Wilkie, Michelle N; Harris, Jeffrey R

    2018-03-13

    The aim of this study was to identify alignments between wellness offerings low socioeconomic status (SES) employees need and those large companies can provide. Focus groups (employees); telephone interviews (large companies). Employees were low-SES, insured through their employers, and employed by large Washington State companies. Focus groups covered perceived barriers to healthy behaviors at work and potential support from companies. Interviews focused on priorities for employee health and challenges reaching low-SES employees. Seventy-seven employees participated in eight focus groups; 12 companies completed interviews. Employees identified facilitators and barriers to healthier work environments; companies expressed care for employees, concerns about employee obesity, and reluctance to discuss SES. Our findings combine low-SES employee and large company perspectives and indicate three ways workplaces could most effectively support low-SES employee health: create healthier workplace food environments; prioritize onsite physical activity facilities; use clearer health communications.

  7. Role of employee benefits in the motivation of employees at H1.cz

    OpenAIRE

    Hrubá, Markéta

    2012-01-01

    This bachelor thesis is focusing on an employee benefits system and its functionality. Theoretical part of the thesis specifies the human resources field as a whole, and its particular aspects, considering mainly the employee remuneration and employee benefits system. It also expands on the relationship between motivation, employee benefits and employee remuneration. The established knowledge are used in a practical part of the thesis, which has been carried out in H1 s.r.o. The company is fi...

  8. Fourteenth annual report radiation exposures for DOE and DOE contractor employees - 1981

    International Nuclear Information System (INIS)

    1983-03-01

    All Department of Energy (DOE) and DOE contractors are required by DOE Order 5484.1, Chapter IV, to submit occupational exposure records to a central repository. The data required includes a summary of whole-body exposures to ionizing radiation, a summary of internal depositions of radioactive materials above specified limits, and occupational exposure reports for terminating employees. This report is a summary of the data submitted by DOE and DOE contractors for 1981. A total of 82,873 DOE and DOE contractor employees were monitored for whole-body ionizing radiation exposures in 1981. In addition to the employees, 84,343 visitors were monitored. Of all employees monitored, 54.43% received a dose equivalent that was less than measurable, 44.04% a measurable exposure less than 1 rem, and 1.53% an exposure granter than 1 rem. the exposure received by 88.14% of the visitors to DOE facilities was less than measurable. Only 11.85% of the visitors received a measurable exposure less than 1 rem, and 0.0% of the visitors received an exposure greater than 1 rem. No employees or visitors received a dose equivalent greater than 5 rem. The collective dose equivalent for DOE and DOE contractors employees was 6,902 person-rem. The collective dose equivalent for visitors was 579 person-rem. The total dose equivalent for employees and visitors combined was 7,481 person-rem. The average dose equivalent for all individuals (employees and visitors) monitored was 45 mrem and the average dose equivalent for all individuals who received a measurable exposure was 157 mrem. The highest average dose equivalent was observed for employees monitored at fuel processing facilities (342 mrem) and the lowest among visitors (7 mrem) to DOE facilities. These averages are significantly less than the DOE 5-rem/year radiation protection standard for whole-body exposures

  9. The Relation Between Supervisors' Big Five Personality Traits and Employees' Experiences of Abusive Supervision.

    Science.gov (United States)

    Camps, Jeroen; Stouten, Jeroen; Euwema, Martin

    2016-01-01

    The present study investigates the relation between supervisors' personality traits and employees' experiences of supervisory abuse, an area that - to date - remained largely unexplored in previous research. Field data collected from 103 supervisor-subordinate dyads showed that contrary to our expectations supervisors' agreeableness and neuroticism were not significantly related to abusive supervision, nor were supervisors' extraversion or openness to experience. Interestingly, however, our findings revealed a positive relation between supervisors' conscientiousness and abusive supervision. That is, supervisors high in conscientiousness were more likely to be perceived as an abusive supervisor by their employees. Overall, our findings do suggest that supervisors' Big Five personality traits explain only a limited amount of the variability in employees' experiences of abusive supervision.

  10. 5 CFR 6801.107 - Disqualification of supervisory employees from matters involving lenders.

    Science.gov (United States)

    2010-01-01

    ... indebtedness is current and the indebtedness is on terms and conditions offered to the public: (i) Credit extended through the use of a credit card; (ii) Credit extended through use of an overdraft protection line...—(1) Consumer credit on nonpreferential terms. Disqualification of a supervisory employee is not...

  11. 互联网金融消费者权益保护问题研究%The Research on Internet Financial Consumer Rights and Interests Protection

    Institute of Scientific and Technical Information of China (English)

    赵锋

    2015-01-01

    如何在支持互联网金融创新发展的同时,有效保护互联网金融消费者的合法权益,是一个亟待研究的重要课题。本文在总结互联网金融概念、模式的基础上,深入分析了互联网金融消费者权益受侵害的表现形式和当前互联网金融消费者权益保护面临的困境,提出了完善互联网金融消费者权益保护的政策建议。%It is an important subject to be studied how to support the development of Internet financial innovation, and at the same time, protect the lawful rights and interests of the Internet financial consumers effectively. The paper, on the basis of summarizing the concept and mode of the Internet finance, deeply analyzes the forms of the infraction of the Internet financial consumers’ rights and interests and the current plight of the Internet financial consumers' rights and interests protection. Finally, the paper proposes the policy suggestions on perfecting the protection of the rights and interests of the Internet financial consumers.

  12. The impact of Federal rehabilitation laws on the expanding role of employee assistance programs in business and industry.

    Science.gov (United States)

    Farkas, G M

    1989-12-01

    Federal statutory and case law protecting the rights of individuals with disabilities has had a major impact in expanding the occupational options for mentally and physically impaired employees. One serendipitous result of these protections has been the expansion of job opportunities for psychologists in business and industry. This article examines important federal laws and regulations pertaining to the employment rights of the handicapped worker and emphasizes the intricacies involved for psychologists who work in the employee assistance field or who consult with management. The expansion of vocational options for psychologists working with business is traced, and future prospects for psychologists in this area are explored.

  13. Radiation protection and the female worker

    International Nuclear Information System (INIS)

    Folsom, S.C.

    1983-01-01

    An influx of young women into industrial occupations has resulted in a reexamination of policy regarding fetal protection. Each of the Environmental Protection Agency's four alternatives, as listed in Federal Radiation Protection Guidance for Occupational Exposures, is examined and given a critique: voluntary limitation of radiation exposure to the unborn, voluntary sterilization by women, exclusion of child-bearing-age women from occupational tasks resulting in possible fetal exposure, and limiting the mandatory exposure limit for all workers. The author lists employers and women employees responsibilities in considering occupations with radiation risks. 1 reference

  14. 25 CFR 1000.463 - What types of personal conflicts of interest involving tribal officers, employees or...

    Science.gov (United States)

    2010-04-01

    ... 25 Indians 2 2010-04-01 2010-04-01 false What types of personal conflicts of interest involving...-DETERMINATION AND EDUCATION ACT Conflicts of Interest § 1000.463 What types of personal conflicts of interest... financial or employment interest that conflicts with that of the trust beneficiary, whether the tribe...

  15. Costs of employee turnover

    Directory of Open Access Journals (Sweden)

    Jiří Duda

    2013-01-01

    Full Text Available The aim of this paper is to establish a general methodology for calculating the costs incurred by employee turnover. This paper deals with identification of costs incurred by the departure of an employee, and does not deal with the cost of recruitment of a new employee. Economic calculations are adjusted to the tax policy in the Czech Republic. The costs of employee turnover (according to Bliss, 2012 include the costs of substitution of the unoccupied position, costs of conducting the exit interview and termination of the contract. The cost of an executive’s time to understand the causes of leaving and costs of the leaving employee’s training were also determined. Important factors in the costs of employee turnover also include the loss of knowledge and possibly also a loss of customers. Costs of lost employee and department productiveness represent an important part of the costs of employee turnover, as well. For all of these costs there have been proposed general calculations formulas.

  16. An analysis of the relation between employee-organization value congruence and employee attitudes.

    Science.gov (United States)

    Amos, Elizabeth A; Weathington, Bart L

    2008-11-01

    Researchers have examined the fit or match between a person and an organization extensively in the empirical literature. Overall findings have supported the existence of a positive relation between the congruence of employee and organizational values with employee attitudes toward the organization. However, this relation is not fully understood, and more research is needed to understand the relation between the congruence of different value dimensions and multiple employee attitudes. Therefore, the authors aimed to analyze value congruence across 7 dimensions and its relation to (a) job satisfaction, (b) organizational commitment, (c) satisfaction with the organization as a whole, and (d) turnover intentions. The results suggest that the perceived congruence of employee-organizational values by employees is positively associated with satisfaction with the job and organization as a whole and employee commitment to the organization. The results also support a negative relation between value congruence and employee turnover intentions.

  17. Improving retention and motivation in non-clinical dialysis employees.

    Science.gov (United States)

    Campbell, Anne

    2004-02-01

    For no additional expense, little intrusion into the schedule or duties of the day, and no additional personnel to hire, dialysis facilities can make a dramatic impact on the training, motivation, and retention of employees through the use of classes designed specifically for the needs of newly employed non-clinical personnel. In today's world where many are expected to do a task with little or no orientation to the overall values and goals of the organization and how their tasks matter, what other action can accomplish so much for employee motivation and retention for so little time and expense? At DCI Mid-Missouri this program has been successful in retaining many excellent employees over many years and has been part of an ongoing effort to increase employees' interest and commitment to their work and the organization. It has also made them much more aware of treatments, other personnel and most of all, of our patients and their needs. It fulfills the needs of humans to be valued and have meaningful work. It contains costs and helps efficiency and productivity. Most of all, it keeps excellent people on the job and enjoying their work more than they would have. Participants' words when evaluating the most recent series of classes speak for themselves in demonstrating these important benefits that can be achieved easily in dialysis facilities throughout the United States and the world.

  18. Associations between supportive leadership and employees self-rated health in an occupational sample

    NARCIS (Netherlands)

    Schmidt, B.; Loerbroks, A.; Herr, R.M.; Wilson, M.G.; Jarczok, M.N.; Litaker, D.; Mauss, D.; Bosch, J.A.; Fischer, J.E.

    2014-01-01

    Background: Protecting the health of the work force has become an important issue in public health research. Purpose: This study aims to explore potential associations between supportive leadership style (SLS), an aspect of leadership behavior, and self-rated health (SRH) among employees. Method: We

  19. 13 CFR 147.640 - Employee.

    Science.gov (United States)

    2010-01-01

    ... 13 Business Credit and Assistance 1 2010-01-01 2010-01-01 false Employee. 147.640 Section 147.640... WORKPLACE (NONPROCUREMENT) Definitions § 147.640 Employee. (a) Employee means the employee of a recipient directly engaged in the performance of work under the award, including— (1) All direct charge employees; (2...

  20. 28 CFR 83.640 - Employee.

    Science.gov (United States)

    2010-07-01

    ... 28 Judicial Administration 2 2010-07-01 2010-07-01 false Employee. 83.640 Section 83.640 Judicial...) Definitions § 83.640 Employee. (a) Employee means the employee of a recipient directly engaged in the performance of work under the award, including— (1) All direct charge employees; (2) All indirect charge...

  1. 22 CFR 210.640 - Employee.

    Science.gov (United States)

    2010-04-01

    ... 22 Foreign Relations 1 2010-04-01 2010-04-01 false Employee. 210.640 Section 210.640 Foreign... (FINANCIAL ASSISTANCE) Definitions § 210.640 Employee. (a) Employee means the employee of a recipient directly engaged in the performance of work under the award, including— (1) All direct charge employees; (2...

  2. 49 CFR 32.640 - Employee.

    Science.gov (United States)

    2010-10-01

    ... 49 Transportation 1 2010-10-01 2010-10-01 false Employee. 32.640 Section 32.640 Transportation... ASSISTANCE) Definitions § 32.640 Employee. (a) Employee means the employee of a recipient directly engaged in the performance of work under the award, including— (1) All direct charge employees; (2) All indirect...

  3. 10 CFR 607.640 - Employee.

    Science.gov (United States)

    2010-01-01

    ... 10 Energy 4 2010-01-01 2010-01-01 false Employee. 607.640 Section 607.640 Energy DEPARTMENT OF... ASSISTANCE) Definitions § 607.640 Employee. (a) Employee means the employee of a recipient directly engaged in the performance of work under the award, including— (1) All direct charge employees; (2) All...

  4. 22 CFR 312.640 - Employee.

    Science.gov (United States)

    2010-04-01

    ... 22 Foreign Relations 2 2010-04-01 2010-04-01 true Employee. 312.640 Section 312.640 Foreign... § 312.640 Employee. (a) Employee means the employee of a recipient directly engaged in the performance of work under the award, including— (1) All direct charge employees; (2) All indirect charge...

  5. 22 CFR 1509.640 - Employee.

    Science.gov (United States)

    2010-04-01

    ... 22 Foreign Relations 2 2010-04-01 2010-04-01 true Employee. 1509.640 Section 1509.640 Foreign... ASSISTANCE) Definitions § 1509.640 Employee. (a) Employee means the employee of a recipient directly engaged in the performance of work under the award, including— (1) All direct charge employees; (2) All...

  6. 22 CFR 133.640 - Employee.

    Science.gov (United States)

    2010-04-01

    ... 22 Foreign Relations 1 2010-04-01 2010-04-01 false Employee. 133.640 Section 133.640 Foreign... ASSISTANCE) Definitions § 133.640 Employee. (a) Employee means the employee of a recipient directly engaged in the performance of work under the award, including— (1) All direct charge employees; (2) All...

  7. 22 CFR 1008.640 - Employee.

    Science.gov (United States)

    2010-04-01

    ... 22 Foreign Relations 2 2010-04-01 2010-04-01 true Employee. 1008.640 Section 1008.640 Foreign... ASSISTANCE) Definitions § 1008.640 Employee. (a) Employee means the employee of a recipient directly engaged in the performance of work under the award, including— (1) All direct charge employees; (2) All...

  8. 25 CFR 900.234 - What types of personal conflicts of interest involving tribal officers, employees or...

    Science.gov (United States)

    2010-04-01

    ... 25 Indians 2 2010-04-01 2010-04-01 false What types of personal conflicts of interest involving... ASSISTANCE ACT Conflicts of Interest § 900.234 What types of personal conflicts of interest involving tribal... in which that person has a financial or employment interest that conflicts with that of the trust...

  9. Marketing health care to employees: the structure of employee health care plan satisfaction.

    Science.gov (United States)

    Mascarenhas, O A

    1993-01-01

    Providing cost-contained comprehensive quality health care to maintain healthy and productive employees is a challenging problem for all employers. Using a representative panel of metropolitan employees, the author investigates the internal and external structure of employee satisfaction with company-sponsored health care plans. Employee satisfaction is differentiated into four meaningful groups of health care benefits, whereas its external structure is supported by the traditional satisfaction paradigms of expectation-disconfirmation, attribution, and equity. Despite negative disconfirmation, employees register sufficiently high health care satisfaction levels, which suggests some useful strategies that employers may consider implementing.

  10. 45 CFR 1173.640 - Employee.

    Science.gov (United States)

    2010-10-01

    ... 45 Public Welfare 3 2010-10-01 2010-10-01 false Employee. 1173.640 Section 1173.640 Public Welfare...) Definitions § 1173.640 Employee. (a) Employee means the employee of a recipient directly engaged in the performance of work under the award, including— (1) All direct charge employees; (2) All indirect charge...

  11. 21 CFR 1405.640 - Employee.

    Science.gov (United States)

    2010-04-01

    ... 21 Food and Drugs 9 2010-04-01 2010-04-01 false Employee. 1405.640 Section 1405.640 Food and Drugs... ASSISTANCE) Definitions § 1405.640 Employee. (a) Employee means the employee of a recipient directly engaged in the performance of work under the award, including— (1) All direct charge employees; (2) All...

  12. 29 CFR 94.640 - Employee.

    Science.gov (United States)

    2010-07-01

    ... 29 Labor 1 2010-07-01 2010-07-01 true Employee. 94.640 Section 94.640 Labor Office of the... § 94.640 Employee. (a) Employee means the employee of a recipient directly engaged in the performance of work under the award, including— (1) All direct charge employees; (2) All indirect charge...

  13. 34 CFR 84.640 - Employee.

    Science.gov (United States)

    2010-07-01

    ... 34 Education 1 2010-07-01 2010-07-01 false Employee. 84.640 Section 84.640 Education Office of the...) Definitions § 84.640 Employee. (a) Employee means the employee of a recipient directly engaged in the performance of work under the award, including— (1) All direct charge employees; (2) All indirect charge...

  14. 45 CFR 1155.640 - Employee.

    Science.gov (United States)

    2010-10-01

    ... 45 Public Welfare 3 2010-10-01 2010-10-01 false Employee. 1155.640 Section 1155.640 Public Welfare...) Definitions § 1155.640 Employee. (a) Employee means the employee of a recipient directly engaged in the performance of work under the award, including— (1) All direct charge employees; (2) All indirect charge...

  15. [A multilevel model analysis of correlation between population characteristics and work ability of employees].

    Science.gov (United States)

    Zhang, Lei; Huang, Chunping; Lan, Yajia; Wang, Mianzhen

    2015-12-01

    To analyze the correlation between population characteristics and work ability of employees with a multilevel model, to investigate the important influencing factors for work ability, and to provide a basis for improvement in work ability. Work ability index (WAI)was applied to measure the work ability of 1686 subjects from different companies (n=6). MLwi N2.0 software was applied for two-level variance component model fitting. The WAI of employees showed differences between various companies (χ2=3.378 6, P=0.0660); working years was negatively correlated with WAI (χ2=38.229 2, P=0.0001), and the WAI of the employees with 20 or more working years was 1.63 lower than that of the employees with less than 20 working years; the work ability of manual workers was lower than that of mental-manual workers (χ2=8.2726, P=0.0040), and the work ability showed no significant difference between mental workers and mental-manual workers (χ2=2.086 0, P=0.148 7). From the perspective of probability, the multilevel model analysis reveals the differences in work ability of employees between different companies, and suggests that company, work type, and working years are the important influencing factors for work ability of employees. These factors should be improved and adjusted to protect or enhance the work ability of employees.

  16. ACHIEVEMENT OF THE HIGHEST LEVEL OF SAFETY AND HEALTH AT WORK AND THE SATISFACTION OF EMPLOYEES IN THE TEXTILE INDUSTRY

    Directory of Open Access Journals (Sweden)

    Snezana Urosevic

    2016-12-01

    Full Text Available Safety and health at work involves the exercise of such working conditions that take certain measures and activities in order to protect the life and health of employees. The interest of society, of all stakeholders and every individual is to achieve the highest level of safety and health at work, to unwanted consequences such as injuries, occupational diseases and diseases related to work are reduced to a minimum, and to create the conditions work in which employees have a sense of satisfaction in the performance of their professional duties. Textile industry is a sector with higher risk, because the plants of textile industry prevailing unfavorable microclimate conditions: high air temperature and high humidity, and often insufficient illumination of rooms and increased noise. The whole line of production in the textile industry, there is a risk of injury, the most common with mechanical force, or gaining burns from heat or chemicals. All of these factors are present in the process of production and processing of textiles and the same may affect the incidence of occupational diseases of workers, absenteeism, reduction of their working capacity and productivity. With the progress of the textile industry production increases in the number of hazardous and harmful substances that may pose a potential danger to the employee in this branch of the economy as well as the harmful impact on the environment. Therefore, it is important to give special attention to these problems.

  17. Job Sharing in Health Care. A Handbook for Employees and Employers.

    Science.gov (United States)

    McGuire, Nan; And Others

    This handbook provides detailed information about job sharing for both administrators and potential sharers who are interested in implementing this new work arrangement. It incorporates results of a survey of job sharing in health care organizations as well as interviews and contacts with health care providers. A section on employees and job…

  18. 17 CFR 200.735-6 - Action in case of personal interest.

    Science.gov (United States)

    2010-04-01

    ... ORGANIZATION; CONDUCT AND ETHICS; AND INFORMATION AND REQUESTS Regulation Concerning Conduct of Members and.... Any employee assigned to work on any application, filing or matter of a company (a) in which he or she..., himself or herself, such a personal interest in an application, filing or matter of a company as may raise...

  19. Protection from visible light by commonly used textiles is not predicted by ultraviolet protection.

    Science.gov (United States)

    Van den Keybus, Caroline; Laperre, Jan; Roelandts, Rik

    2006-01-01

    Interest is increasing in the prevention of acute and chronic actinic damage provided by clothing. This interest has focused mainly on protection against ultraviolet irradiation, but it has now also turned to protection against visible light. This change is mainly due to the action spectrum in the visible light range of some photodermatoses and the increasing interest in photodynamic therapy. The ultraviolet protection provided by commercially available textiles can be graded by determining an ultraviolet protection factor. Several methods have already been used to determine the ultraviolet protection factor. The fact that protection from visible light by textiles cannot be predicted by their ultraviolet protection makes the situation more complicated. This study attempts to determine whether or not the ultraviolet protection factor value of a particular textile is a good parameter for gauging its protection in the visible light range and concludes that a protection factor of textile materials against visible light needs to be developed. This development should go beyond the protection factor definition used in this article, which has some limitations, and should take into account the exact action spectrum for which the protection is needed.

  20. Analysis of Employee's Survey for Preventing Human-Errors

    Energy Technology Data Exchange (ETDEWEB)

    Sung, Chanho; Kim, Younggab; Joung, Sanghoun [KHNP Central Research Institute, Daejeon (Korea, Republic of)

    2013-10-15

    Human errors in nuclear power plant can cause large and small events or incidents. These events or incidents are one of main contributors of reactor trip and might threaten the safety of nuclear plants. To prevent human-errors, KHNP(nuclear power plants) introduced 'Human-error prevention techniques' and have applied the techniques to main parts such as plant operation, operation support, and maintenance and engineering. This paper proposes the methods to prevent and reduce human-errors in nuclear power plants through analyzing survey results which includes the utilization of the human-error prevention techniques and the employees' awareness of preventing human-errors. With regard to human-error prevention, this survey analysis presented the status of the human-error prevention techniques and the employees' awareness of preventing human-errors. Employees' understanding and utilization of the techniques was generally high and training level of employee and training effect on actual works were in good condition. Also, employees answered that the root causes of human-error were due to working environment including tight process, manpower shortage, and excessive mission rather than personal negligence or lack of personal knowledge. Consideration of working environment is certainly needed. At the present time, based on analyzing this survey, the best methods of preventing human-error are personal equipment, training/education substantiality, private mental health check before starting work, prohibit of multiple task performing, compliance with procedures, and enhancement of job site review. However, the most important and basic things for preventing human-error are interests of workers and organizational atmosphere such as communication between managers and workers, and communication between employees and bosses.

  1. Legal protection against a lack of grounds in administrative judgements concerning public interests

    International Nuclear Information System (INIS)

    Schmidt, W.

    1976-01-01

    Administrative legal protection, according to Basic Law, is the right of the individual for protection, i.e. protection of 'subjective' rights based on 'objective' law. The extension of this legal protection beyond the legal protection of the individual has been under discussion lately, mostly in connection with a joint board suit, not so often with citizen actions which comprise 'individual suit' and 'joint board suit', mainly in environmental protection law (e.g. actions brought against nuclear power plants). Such rights are not to be conceded to everybody and every association, but only to a few supraregional associations with legal status, e.g. the citizen association environmental protection. (HP) [de

  2. Employee Ownership and Perceptions of Work: The Effect of an Employee Stock Ownership Plan.

    Science.gov (United States)

    Tucker, James; And Others

    1989-01-01

    A small company was studied before and after introduction of an employee stock ownership plan. Employees' commitment to the organization and job satisfaction were higher after plan implementation, while perceived worker influence levels did not change. Findings suggest that ownership changes employees' attitudes without changing employees'…

  3. Comparing the perspectives of managers and employees of teaching hospitals about job motivation.

    Science.gov (United States)

    Mohebbifar, Rafat; Zakaria Kiaei, Mohammad; Khosravizadeh, Omid; Mohseni, Mohammad

    2014-07-15

    Recognition of career motivators and understanding of managers and employees in prioritizing them, in order to plan incentives for this understanding, can play an important role in increasing productivity and creating harmony between the goals of the organization and staff. This study was done to survey the importance of career motivating factors from perspective of employees and managers in educational hospitals of Iran. In this study 269 from a total of 1843 employees of educational hospitals in Qazvin province of Iran were selected through Quota-Random sampling and studied along with all 49 Managers. Lawrence Lindale questionnaire with 10 factors where used in order to determine motivational priorities. The results indicated that among the 10 studied motivational factors, from employees' viewpoint; "Good wages", "Good Working Conditions" and "Job Security" have the greatest roles in motivating employees. In the context of perspective agreement amongst employees and managers, the results showed 20 percent agreement. In this study, results of "Independent T" test showed a significant difference in comparison, between prioritizing employees' view and prediction of managers in the factors of "Job Security" (p = 0/031) and "Interesting Work" (p = 0/001). With respect to increase disagreement in the views of managers and employees as compared to previous studies, Managers need to pay more attention to cognition of motivational factors and make their viewpoints closer to actual motivational need of their employees. Attention to this fact can be a great help to the growth and productivity of the organization, making the organizational and individual goals closer and also keeping managers safe from execution of constant and undue motivational patterns.

  4. Impact of a smoke-free hospital campus policy on employee and consumer behavior.

    Science.gov (United States)

    Wheeler, J Gary; Pulley, LeaVonne; Felix, Holly C; Bursac, Zoran; Siddiqui, Nadia J; Stewart, M Kathryn; Mays, Glen P; Gauss, C Heath

    2007-01-01

    Although smoke-free hospital campuses can provide a strong health message and protect patients, they are few in number due to employee retention and public relations concerns. We evaluated the effects of implementing a clean air policy on employee attitudes, recruitment, and retention; hospital utilization; and consumer satisfaction in 2003 through 2005. We conducted research at a university hospital campus with supplemental data from an affiliated hospital campus. Our evaluation included (1) measurement of employee attitudes during the year before and year after policy implementation using a cross-sectional, anonymous survey; (2) focus group discussions held with supervisors and security personnel; and (3) key informant interviews conducted with administrators. Secondary analysis included review of employment records and exit interviews, and monitoring of hospital utilization and patient satisfaction data. Employee attitudes toward the policy were supportive (83.3%) at both institutions and increased significantly (89.8%) at post-test at the university hospital campus. Qualitatively, administrator and supervisor attitudes were similarly favorable. There was no evidence on either campus of an increase in employee separations or a decrease in new hiring after the policy was implemented. On neither campus was there a change in bed occupancy or mean daily census. Standard measures of consumer satisfaction were also unchanged at both sites. A campus-wide smoke-free policy had no detrimental effect on measures of employee or consumer attitudes or behaviors.

  5. Employee Handbook

    Energy Technology Data Exchange (ETDEWEB)

    Bello, Madelyn

    2008-09-05

    Welcome to Berkeley Lab. You are joining or are already a part of a laboratory with a sterling tradition of scientific achievement, including eleven Nobel Laureates and thirteen National Medal of Science winners. No matter what job you do, you make Berkeley Lab the outstanding organization that it is. Without your hard work and dedication, we could not achieve all that we have. We value you and thank you for choosing to be part of our community. This Employee Handbook is designed to help you navigate the Lab. With over 3,000 employees, an additional 3,000 guests visiting from countries around the world, a 200-acre campus and many policies and procedures, learning all the ins and outs may seem overwhelming, especially if you're a new employee. However, even if you have been here for a while, this Handbook should be a useful reference tool. It is meant to serve as a guide, highlighting and summarizing what you need to know and informing you where you can go for more detailed information. The general information provided in this Handbook serves only as a brief description of many of the Lab's policies. Policies, procedures and information are found in the Lab's Regulations and Procedures Manual (RPM), Summary Plan Descriptions, University of California policies, and provisions of Contract 31 between the Regents of the University and the U.S. Department of Energy. In addition, specific terms and conditions for represented employees are found in applicable collective bargaining agreements. Nothing in this Handbook is intended to supplant, change or conflict with the previously mentioned documents. In addition, the information in this Handbook does not constitute a contract or a promise of continued employment and may be changed at any time by the Lab. We believe employees are happier and more productive if they know what they can expect from their organization and what their organization expects from them. The Handbook will familiarize you with the

  6. Impact of reform and privatisation on employees a case study of power sector reform in Orissa, India

    International Nuclear Information System (INIS)

    Kundu, Goutam Kumar; Mishra, Bidhu Bhusan

    2012-01-01

    Orissa is the first state in India to have undergone reform in the power sector with the Government withdrawing its control. The state government owned integrated Electricity Board which was responsible for generation, transmission and distribution of electricity was unbundled into separate generating, transmitting, distributing and trading companies. The structure and ownership changed. The purpose of this paper is to examine the impact of the reform and privatization on employees. The impact of reform on employees was measured with the help of multiple regression models. The variables represent the parameters that employees are most interested in, and the regression coefficients represent the weights of the corresponding variables. The data were collected using a survey methodology. The impact of reform was observed to be mixed one. Some employees felt benefits while others mentioned negative impact. The study revealed beneficial aspects of reform and areas with no benefits. - Highlights: ► Employee benefit is a linear function of 11 variables. ► Eleven variables predict 95.8% of employees benefit. ► Money received by the employees increased after reform. ► Employees benefit due to reform is a mixed one.

  7. 22 CFR 213.12 - Interest, penalty and administrative costs.

    Science.gov (United States)

    2010-04-01

    ... interest of the Government. USAID will notify the debtor of the basis for its finding that a different rate is necessary to protect the interest of the Government. (2) The rate of interest, as initially... delinquent debts unless prohibited by statute, regulation or contract. (1) Interest begins to accrue on all...

  8. 13 CFR 315.15 - Conflicts of interest.

    Science.gov (United States)

    2010-01-01

    ... 13 Business Credit and Assistance 1 2010-01-01 2010-01-01 false Conflicts of interest. 315.15 Section 315.15 Business Credit and Assistance ECONOMIC DEVELOPMENT ADMINISTRATION, DEPARTMENT OF COMMERCE TRADE ADJUSTMENT ASSISTANCE FOR FIRMS Protective Provisions § 315.15 Conflicts of interest. EDA will...

  9. INDIVIDUAL AND ORGANIZATIONAL VARIABLES AFFECTING THE USE OF PERSONAL PROTECTIVE EQUIPMENT

    Directory of Open Access Journals (Sweden)

    TUNÇ DEMİRBİLEK

    2013-06-01

    Full Text Available Management’s safety approach and commitment are related to occupational health and safety applications in workplaces. However, personal characteristics and attitudes on their health of employees are very influential factors on occupational health and safety applications. For examine of interaction between behaviors and the health and safety applications it is required that determine of employee’s perceptions. For this reason this paper’s purpose is to establish of safety needs, attitudes and behaviors of employees and their perceptions regarding management’s safety approach and applications. The study’s focal point is use of personal protective equipment as an indicator “safety behavior”. In empirical study, assumption variables regarding the use of personal protective equipment are safety effectively, safety need, management attitudes and protective equipment conditions. The fundamental hypothesis of this paper is use of personal protective equipment is related to individual and organizational variables. Implications of research findings are to indicate impelling the workers to safety behaviour or using the personal protective equipment by their feeling of the safety behaviour and availability of personal protective equipment.

  10. Family employees and absenteeism

    OpenAIRE

    Laszlo Goerke; Jörn Block; Jose Maria Millan; Concepcion Roman

    2014-01-01

    Work effort varies greatly across employees, as evidenced by substantial differences in absence rates. Moreover, absenteeism causes sizeable output losses. Using data from the European Community Household Panel (ECHP), this paper investigates absence behavior of family employees, i.e. workers who are employed in enterprises owned by a relative. Our estimates indicate that being a family employee instead of a regular employee in the private sector significantly reduces both the probability and...

  11. No Place to Play: Current Employee Privacy Rights in Social Networking Sites

    Science.gov (United States)

    Genova, Gina L.

    2009-01-01

    Employers have legitimate business interests in monitoring workplace Internet use: to minimize legal exposure, to increase productivity, and to avoid proprietary information loss. Since employees arguably have no expectation of privacy in their work on employers' computers, there are few grounds for complaint if they are disciplined for straying…

  12. Resources for work-related well-being: a qualitative study about healthcare employees' experiences of relationships at work.

    Science.gov (United States)

    Schön Persson, Sophie; Nilsson Lindström, Petra; Pettersson, Pär; Nilsson, Marie; Blomqvist, Kerstin

    2018-05-23

    The aim of this study was to explore municipal healthcare employees' experiences of relationships with care recipients and colleagues. The specific research questions were when do the relationships enhance well-being, and what prerequisites are needed for such relationships to occur?. Employees in health and social care for older people often depict their work in negative terms, and they often take a high number of sick leaves. Despite the heavy workload, other employees express well-being at work and highlight social relationships as one reason for this. However, a greater understanding of how these relationships can act as resources for workplace well-being is needed. The design of the study was qualitative and exploratory. Qualitative interview studies were conducted with twenty-three healthcare employees in municipal healthcare. Thematic analysis was used to analyse the data. Two themes were identified as resources for promoting relationships between employees and care recipients or colleagues: (i) Being personal - a close interpersonal relationship to a care recipient - and (ii) Colleague belongingness - a sense of togetherness within the working group. Spending quality time together, providing long-term care and providing additional care were antecedents for a close interpersonal relationship with care recipients. Trust, mutual responsibility and cooperation were antecedents for a sense of togetherness within the working group. The findings provide an empirical base to raise awareness of relationships with care recipients and colleagues as health aspects. Relationships among employees in healthcare are vital resources that must be considered to create sustainable workplaces, and consequently improve the quality of care. This article is protected by copyright. All rights reserved. This article is protected by copyright. All rights reserved.

  13. Authentic leadership and its effect on employees' organizational citizenship behaviours.

    Science.gov (United States)

    Edú Valsania, Sergio; Moriano León, Juan A; Molero Alonso, Fernando; Topa Cantisano, Gabriela

    2012-11-01

    The studies that have verified the positive association of authentic leadership with organizational citizenship behaviours (OCBs), have used global measures of both constructs. Therefore, the goal of this work is to analyze the effect of authentic leadership on employees' OCBs, specifically focusing on the relations of the four components of authentic leadership with the individual and organizational dimensions of the OCBs. The participants of this study were 220 Spanish employees (30.9% men and 69.1% women) who completed a questionnaire that included the variables of interest in this study: Authentic Leadership, OCB and Sociobiographical control variables. The results, obtained with stepwise multiple regression analysis, show that two components of authentic leadership-moral perspective and relational transparency-present significant relationships with OCB. Moreover, authentic leadership is a better predictor of employees' OCB when these behaviors are impersonal and directed towards the organization than when they are directed towards other people. These results have practical implications for human resources management in organizations, especially in selection processes and when training top executives.

  14. [Employee assistance program].

    Science.gov (United States)

    Shima, Satoru; Tanaka, Katsutoshi; Ohba, Sayo

    2002-03-01

    Recently the EAP has received much attention in Japan. The first EAP service in the US was conducted by employees who had recovered from alcohol problems. In the early days EAP providers focused on addiction, but mainly after 1980 they expanded their service areas to include mental health, marital problems, legal problems and financial problems. In Japan the EAP was first received attention as a counseling resource outside the workplace where employees could seek professional help confidentially, but the main reasons why this system now interests employers are as a risk-management tool and an outsourcing of mental health services, since the growing number of mental health cases in the workplace has been a big issue for employers. Two movements have also contributed to more recognition of the EAP: one is guidelines on compensation for mental health cases in the workplace and the other is guidelines on mental health promotion in the workplace. There are four types of EAP systems: internal EAP, external EAP, combination EAP, and consortium EAP. EAP core technology consists of 8 functions including problem identification, Crisis intervention, Short-term intervention, Consultation with work organization leader. The literature on cost-benefit analysis of the EAP is very limited. Although the available data suggest that the EAP is highly cost-effective, further studies are needed with the sufficient statistical quality. In Japan the most important issues in the EAP are the standardization and quality assurance of EAP services. For this purpose development of a good educational system for EAP professionals is needed.

  15. The Invisible Employee: University Housekeeping Employees' Perceptions of Physical Activity.

    Science.gov (United States)

    Das, Bhibha M; Sartore-Baldwin, Melanie; Mahar, Matthew T

    2016-09-01

    A significant literature links race and socioeconomic status with physical inactivity and negative health outcomes. The aim of this study was to explore physical activity (PA) perceptions of an underserved, lower socioeconomic minority sector of the workforce. Two focus groups were conducted to examine university housekeepers' perceptions of physical activity. Demographic and anthropometric data were also obtained. Participants (N = 12; 100% female, 100% African-American) overwhelmingly associated PA with traditional exercise (eg, going to a gym). The most important barrier to PA was the perception of being active on the job, thus not needing to do leisure time PA. The most important perceived benefit to PA was improvement of physical and mental health. Employees perceived that a university investment in employees' health might improve morale, especially within low-pay employee sectors where low levels of job satisfaction may be present. Although perceived benefits to PA in this population are consistent with other employee sectors, perceived barriers to PA may be unique to this sector of the workforce. PA promotion programs should focus on providing resources as well as guidelines that demonstrate the need for PA outside of the workplace setting. Such programs may improve employee health, morale, and productivity.

  16. Active Commuting: Workplace Health Promotion for Improved Employee Well-Being and Organizational Behavior.

    Science.gov (United States)

    Page, Nadine C; Nilsson, Viktor O

    2016-01-01

    Objective: This paper describes a behavior change intervention that encourages active commuting using electrically assisted bikes (e-bikes) for health promotion in the workplace. This paper presents the preliminary findings of the intervention's impact on improving employee well-being and organizational behavior, as an indicator of potential business success. Method: Employees of a UK-based organization participated in a workplace travel behavior change intervention and used e-bikes as an active commuting mode; this was a change to their usual passive commuting behavior. The purpose of the intervention was to develop employee well-being and organizational behavior for improved business success. We explored the personal benefits and organizational co-benefits of active commuting and compared these to a travel-as-usual group of employees who did not change their behavior and continued taking non-active commutes. Results: Employees who changed their behavior to active commuting reported more positive affect, better physical health and more productive organizational behavior outcomes compared with passive commuters. In addition, there was an interactive effect of commuting mode and commuting distance: a more frequent active commute was positively associated with more productive organizational behavior and stronger overall positive employee well-being whereas a longer passive commute was associated with poorer well-being, although there was no impact on organizational behavior. Conclusion: This research provides emerging evidence of the value of an innovative workplace health promotion initiative focused on active commuting in protecting and improving employee well-being and organizational behavior for stronger business performance. It considers the significant opportunities for organizations pursuing improved workforce well-being, both in terms of employee health, and for improved organizational behavior and business success.

  17. Excellence through radiation protection practices

    International Nuclear Information System (INIS)

    Lee, D.A.; Armitage, G.; Popple, R.T.; Carrigan, J.T.

    1987-01-01

    The nuclear generation program at Ontario Hydro was initiated in the early 1960s. Over the last two decades the program has expanded to a planned capacity of ∼ 14,000 MW(electric) by 1992. Each of the nuclear stations consists of four identical reactor units and they range in size from 520 to 880 MW(electric). The overall objectives of Ontario Hydro's radiation protection program are stated as follows: (1) to prevent detrimental nonstochastic health effects to employees and the public; (2) to limit detrimental stochastic health effects occurring in employees or the public to levels as low as reasonably achievable (ALARA), social and economic factors being taken into account; and (3) to provide a level of health and safety that is as good as, or better than, comparable safe industries. Although many elements of the radiation protection program are similar to those adopted by other electrical utilities around the world, there are some unique features that have played an important part in the improvements achieved. These include: management commitment, design responsibility, radiation protection training, operations control, and work planning. The issues that need to be addressed in striving for overall excellence in radiological safety over the next decade are summarized

  18. Employee engagement, organisational performance and individual wellbeing : Exploring the evidence, developing the theory

    NARCIS (Netherlands)

    Truss, C.; Shantz, A.; Soane, E.; Emma, C.; Alfes, K.; Delbridge, R.

    2013-01-01

    The development of mainstream human resource management (HRM) theory has long been concerned with how people management can enhance performance outcomes. It is only very recently that interest has been shown in the parallel stream of research on the link between employee engagement and performance,

  19. Compliance and data privacy of employees in power supply companies - a tightrope walk. Part 1.; Ein schmaler Grat. Compliance and Beschaeftigtendatenschutz in Energieversorgungsunternehmen. T. 1

    Energy Technology Data Exchange (ETDEWEB)

    Schaefer, Ralf; Soetebeer, Joerg B. [Sozietaet Becker Buettner Held, Berlin (Germany); Holzinger, Sebastian [KoM-SOLUTION GmbH, Berlin (Germany)

    2012-04-15

    ''Trust is good, but control is better'': In their day-to-day operations power supply companies have an interest in as full information as possible on employees both prospective and already existing as a means of judging their aptitude and integrity with optimal reliability. In doing so they find themselves performing something of a tightrope walk, not least due to past incidents that came to be branded as ''data privacy scandals''. Now an amendment to the Federal Law on Data Privacy is to provide greater legal certainty for both sides. This provides the motivation for the present two-part contribution, the first part of which presents the background story to the amendment and covers the content of draft articles 32, 32a and 32b and their impact on the period preceding the conclusion of an employment contract. Part two will cover the content of draft articles 32 c ff. and their impact on the protection of employees under their employment contract and on power suppliers' day-to-day business.

  20. Employee motivation and work performance: A comparative study of mining companies in Ghana

    Energy Technology Data Exchange (ETDEWEB)

    Kuranchie-Mensah, E.; Amponsah-Tawiah, K.

    2016-07-01

    The paper empirically compares employee motivation and its impact on performance in Ghanaian Mining Companies, where in measuring performance, the job satisfaction model is used. The study employed exploratory research design in gathering data from four large-scale Gold mining companies in Ghana with regards to their policies and structures in the effectiveness of motivational tools and strategies used by these companies. The study observed that, due to the risk factors associated with the mining industry, management has to ensure that employees are well motivated to curb the rate at which employees embark on industrial unrest which affect performance, and employees are to comply with health and safety rules because the industry contribute hugely to the Gross Domestic Product (GDP) of the country. Limitation to the present study include the researcher’s inability to contact other mining companies. However, the study suggests possibilities for future research including contacting other mining companies, expanding the sample size, managers ensuring that the safety and health needs of staff are addressed particularly those exposed to toxic and harmful chemicals. A lot of studies have been done on mining companies in the past. This paper fills a gap perceived that employees in this sector are highly motivated in spite of the challenges being faced by them, and knowing more about what keeps employees moving is still of national interest. (Author)

  1. Employee motivation and work performance: A comparative study of mining companies in Ghana

    International Nuclear Information System (INIS)

    Kuranchie-Mensah, E.; Amponsah-Tawiah, K.

    2016-01-01

    The paper empirically compares employee motivation and its impact on performance in Ghanaian Mining Companies, where in measuring performance, the job satisfaction model is used. The study employed exploratory research design in gathering data from four large-scale Gold mining companies in Ghana with regards to their policies and structures in the effectiveness of motivational tools and strategies used by these companies. The study observed that, due to the risk factors associated with the mining industry, management has to ensure that employees are well motivated to curb the rate at which employees embark on industrial unrest which affect performance, and employees are to comply with health and safety rules because the industry contribute hugely to the Gross Domestic Product (GDP) of the country. Limitation to the present study include the researcher’s inability to contact other mining companies. However, the study suggests possibilities for future research including contacting other mining companies, expanding the sample size, managers ensuring that the safety and health needs of staff are addressed particularly those exposed to toxic and harmful chemicals. A lot of studies have been done on mining companies in the past. This paper fills a gap perceived that employees in this sector are highly motivated in spite of the challenges being faced by them, and knowing more about what keeps employees moving is still of national interest. (Author)

  2. River Protection Project (RPP) Dangerous Waste Training Plan

    Energy Technology Data Exchange (ETDEWEB)

    POHTO, R.E.

    2000-03-09

    This supporting document contains the training plan for dangerous waste management at River Protection Project TSD Units. This document outlines the dangerous waste training program developed and implemented for all Treatment, Storage, and Disposal (TSD) Units operated by River Protection Project (RPP) in the Hanford 200 East, 200 West and 600 Areas and the <90 Day Accumulation Area at 209E. Operating TSD Units managed by RPP are: the Double-Shell Tank (DST) System, 204-AR Waste Unloading Facility, Grout, and the Single-Shell Tank (SST) System. The program is designed in compliance with the requirements of Washington Administrative Code (WAC) 173-303-330 and Title 40 Code of Federal Regulations (CFR) 265.16 for the development of a written dangerous waste training program and the Hanford Facility Permit. Training requirements were determined by an assessment of employee duties and responsibilities. The RPP training program is designed to prepare employees to operate and maintain the Tank Farms in a safe, effective, efficient, and environmentally sound manner. In addition to preparing employees to operate and maintain the Tank Farms under normal conditions, the training program ensures that employees are prepared to respond in a prompt and effective manner should abnormal or emergency conditions occur. Emergency response training is consistent with emergency responses outlined in the following Building Emergency Plans: HNF-IP-0263-TF and HNF-=IP-0263-209E.

  3. River Protection Project (RPP) Dangerous Waste Training Plan

    International Nuclear Information System (INIS)

    POHTO, R.E.

    2000-01-01

    This supporting document contains the training plan for dangerous waste management at River Protection Project TSD Units. This document outlines the dangerous waste training program developed and implemented for all Treatment, Storage, and Disposal (TSD) Units operated by River Protection Project (RPP) in the Hanford 200 East, 200 West and 600 Areas and the <90 Day Accumulation Area at 209E. Operating TSD Units managed by RPP are: the Double-Shell Tank (DST) System, 204-AR Waste Unloading Facility, Grout, and the Single-Shell Tank (SST) System. The program is designed in compliance with the requirements of Washington Administrative Code (WAC) 173-303-330 and Title 40 Code of Federal Regulations (CFR) 265.16 for the development of a written dangerous waste training program and the Hanford Facility Permit. Training requirements were determined by an assessment of employee duties and responsibilities. The RPP training program is designed to prepare employees to operate and maintain the Tank Farms in a safe, effective, efficient, and environmentally sound manner. In addition to preparing employees to operate and maintain the Tank Farms under normal conditions, the training program ensures that employees are prepared to respond in a prompt and effective manner should abnormal or emergency conditions occur. Emergency response training is consistent with emergency responses outlined in the following Building Emergency Plans: HNF-IP-0263-TF and HNF-=IP-0263-209E

  4. A Proposal to Increase Employee Performance Through Employee Engagement Survey in PT KBI

    OpenAIRE

    Harvid, Albertus; Gustomo, Aurik

    2013-01-01

    PT. Karunia Berca Indonesia (KBI) is one of the best steel galvanizing factory in Indonesia. KBI have some problems like lack of willingness to train, lack of employee development program, and lack of facilities. That 3 factors are performance indicator. Low on employee performance will decrease the revenue. With root cause analysis can be found the main problem in PT KBI is lack of performance. To increase employee performance, KBI must determine the engagement for the employee using employe...

  5. Nuclear employee data system (NEDS), a pilot project

    International Nuclear Information System (INIS)

    Britz, W.L.

    1984-01-01

    This paper describes a pilot project being funded by six east coast nuclear utilities: the Nuclear Employee Data System (NEDS). The NEDS is to be a customized computer-based information management system that will receive, update, and maintain in-processing information among the NEDS participating utilities. A comprehensive set of data requirements has been preliminarily identified and characterized into areas of: personal information, security information, health physics information, respiratory protective equipment information, medical information, and training information. The NEDS is expected to become operational next summer

  6. 19 CFR 111.31 - Conflict of interest.

    Science.gov (United States)

    2010-04-01

    ... 19 Customs Duties 1 2010-04-01 2010-04-01 false Conflict of interest. 111.31 Section 111.31 Customs Duties U.S. CUSTOMS AND BORDER PROTECTION, DEPARTMENT OF HOMELAND SECURITY; DEPARTMENT OF THE TREASURY CUSTOMS BROKERS Duties and Responsibilities of Customs Brokers § 111.31 Conflict of interest. (a...

  7. Individual Differences among Employees Management Communication Style and Employee Satisfaction: Replication and Extension.

    Science.gov (United States)

    McCroskey, James C.; And Others

    Portions of three earlier studies relating differences in employees to employee satisfaction and one study relating management communication style (MCS) to employee satisfaction were replicated across four organizational contexts. Major findings supported the generalizability of the results revealed in the earlier research. The role of…

  8. Manufacturing challenge: An employee perception of the impact of BEM variables on motivation

    Science.gov (United States)

    Nyaude, Alaster

    The study examines the impact of Thomas F. Gilbert's Behavior Engineering Model (BEM) variables on employee perception of motivation at an aerospace equipment manufacturing plant in Georgia. The research process involved literature review, and determination of an appropriate survey instrument for the study. The Hersey-Chevalier modified PROBE instrument (Appendix C) was used with Dr Roger Chevalier's validation. The participants' responses were further examined to determine the influence of demographic control variables of age, gender, length of service with the company and education on employee perception of motivation. The results indicated that the top three highly motivating variables were knowledge and skills, capacity and resources. Knowledge and skills was perceived to be highly motivating, capacity as second highly motivating and resources as the third highly motivating variable. Interestingly, the fourth highly motivating variable was information, the fifth was motives and the sixth was incentives. The results also showed that demographic control variables had no influence on employee perception of motivation. Further research may be required to understand to what extend these BEM variables impact employee perceptions of motivation.

  9. 38 CFR 48.640 - Employee.

    Science.gov (United States)

    2010-07-01

    ... 38 Pensions, Bonuses, and Veterans' Relief 2 2010-07-01 2010-07-01 false Employee. 48.640 Section...) GOVERNMENTWIDE REQUIREMENTS FOR DRUG-FREE WORKPLACE (FINANCIAL ASSISTANCE) Definitions § 48.640 Employee. (a) Employee means the employee of a recipient directly engaged in the performance of work under the award...

  10. 29 CFR 1472.640 - Employee.

    Science.gov (United States)

    2010-07-01

    ... 29 Labor 4 2010-07-01 2010-07-01 false Employee. 1472.640 Section 1472.640 Labor Regulations... DRUG-FREE WORKPLACE (FINANCIAL ASSISTANCE) Definitions § 1472.640 Employee. (a) Employee means the employee of a recipient directly engaged in the performance of work under the award, including— (1) All...

  11. 36 CFR 1212.640 - Employee.

    Science.gov (United States)

    2010-07-01

    ... 36 Parks, Forests, and Public Property 3 2010-07-01 2010-07-01 false Employee. 1212.640 Section... GOVERNMENTWIDE REQUIREMENTS FOR DRUG-FREE WORKPLACE (FINANCIAL ASSISTANCE) Definitions § 1212.640 Employee. (a) Employee means the employee of a recipient directly engaged in the performance of work under the award...

  12. [Human cloning and the protection of women's interests].

    Science.gov (United States)

    Canabes, Marcela Ahumada

    2008-01-01

    The Human Cloning, both therapeutic and full birth cloning, involves and affects women in a special way. The United Nation's Declaration on the Cloning of Human Beings includes a special clause referred to them. Also the Spanish law does it. This works pretend to analyse the meaning of the inclusion of women's interests in this document. At the same time, I will consider the foundations and the importance of the reference to the women.

  13. Stereotypes of older employees compared to younger employees in Slovenian companies

    OpenAIRE

    Rožman, Maja; Treven, Sonja; Čančer, Vesna

    2016-01-01

    Human resource management has an important impact on age diversity in companies. Age diversity in the workplace is growing and older employees are staying longer in the workforce, therefore it is important that employers can create a positive environment for age diverse employees. This paper introduces the difference in stereotypes in the workplace between older and younger employees in Slovenian companies. The main goal of this paper is to present the importance of age diversity and their ag...

  14. The employee motivation and benefits

    OpenAIRE

    Fuhrmannová, Petra

    2013-01-01

    The aim of this bachelor's study is to describe and analyze the employee motivation and benefits in the payroll system and human recources field. Theoretical part attends to general terms as the employee motivation, the theory of the motivation,the types of the employee benefits, the influence of benefits to the employee's working performance. The practial part focuses on Elanor company, includes introduction of the company, it's history and the present, the offer of the employee benefits. Ne...

  15. Proactive and Adaptive Agility among Employees : the relationship with personal and situational factors

    NARCIS (Netherlands)

    S.B. Doeze Jager-van Vliet (Sandra)

    2017-01-01

    markdownabstractIn work and organizational psychology, the notion of agility, that is the capability to adapt, presently is receiving strong interest. Already at the end of the last century Harvey, Koubek and Chin worked towards a model for employee agility. They emphasized the role of internal

  16. How employees view smart cycling to work: A regional survey in the Netherlands

    NARCIS (Netherlands)

    Fioreze, Tiago; Thomas, Tom; Huang, Bingyuan; van Berkum, E.C.

    2018-01-01

    The intent of our study is to provide insightful results regarding views and attitudes of employees towards cycling. We were especially interested in their views regarding the use of personalized rewarding schemes delivered via a smartphone app to stimulate cycling to work. The study involved a

  17. 32 CFR 26.640 - Employee.

    Science.gov (United States)

    2010-07-01

    ... 32 National Defense 1 2010-07-01 2010-07-01 false Employee. 26.640 Section 26.640 National Defense... REQUIREMENTS FOR DRUG-FREE WORKPLACE (FINANCIAL ASSISTANCE) Definitions § 26.640 Employee. (a) Employee means the employee of a recipient directly engaged in the performance of work under the award, including— (1...

  18. 45 CFR 630.640 - Employee.

    Science.gov (United States)

    2010-10-01

    ... 45 Public Welfare 3 2010-10-01 2010-10-01 false Employee. 630.640 Section 630.640 Public Welfare... DRUG-FREE WORKPLACE (FINANCIAL ASSISTANCE) Definitions § 630.640 Employee. (a) Employee means the employee of a recipient directly engaged in the performance of work under the award, including— (1) All...

  19. 2 CFR 182.640 - Employee.

    Science.gov (United States)

    2010-01-01

    ... 2 Grants and Agreements 1 2010-01-01 2010-01-01 false Employee. 182.640 Section 182.640 Grants and... GOVERNMENTWIDE REQUIREMENTS FOR DRUG-FREE WORKPLACE (FINANCIAL ASSISTANCE) Definitions § 182.640 Employee. (a) Employee means the employee of a recipient directly engaged in the performance of work under the award...

  20. 29 CFR 1201.4 - Employee.

    Science.gov (United States)

    2010-07-01

    ... 29 Labor 4 2010-07-01 2010-07-01 false Employee. 1201.4 Section 1201.4 Labor Regulations Relating to Labor (Continued) NATIONAL MEDIATION BOARD DEFINITIONS § 1201.4 Employee. The term employee as... that of an employee or subordinate official in the orders of the Interstate Commerce Commission now in...

  1. 24 CFR 21.640 - Employee.

    Science.gov (United States)

    2010-04-01

    ... 24 Housing and Urban Development 1 2010-04-01 2010-04-01 false Employee. 21.640 Section 21.640... GOVERNMENTWIDE REQUIREMENTS FOR DRUG-FREE WORKPLACE (GRANTS) Definitions § 21.640 Employee. (a) Employee means the employee of a recipient directly engaged in the performance of work under the award, including— (1...

  2. How to Keep Gen X Employees from Becoming X-Employees.

    Science.gov (United States)

    Ruch, Will

    2000-01-01

    Examines the marketing influences (robust economy, low unemployment, young employees, changes in work arrangements) that are converging to create the recruiting and retention challenges that companies face. Offers suggestions such as marketing a business as a brand and seeking continuous feedback from employees. (JOW)

  3. A new type of radiological tester. The external employee. Results and problems to be solved in Hungarian radiotherapy at the advent of EU enlargement

    International Nuclear Information System (INIS)

    Jung, J.

    2003-01-01

    In the past years Hungary has witnessed the appearance of such self-employees as the industrial radiologist, who does not possess the equipment (ionizing beam source) necessary to perform the analysis. Such a radiologist is marketing among companies that have permission to perform radiographic activity its workforce, professional knowledge, perhaps the usage of its own car made apt for the transport of radioactive material. Costs are decreased by the fact that this radiologist is issuing an invoice and the companies with permission are operating with smaller permanent staff. Nevertheless, this scheme is not legal, as finally the activity is performed by such a person or enterprise that has no legal permission to perform activity in radiation hazard environment. On this problem is going to help the 30/2001 (X.3) Ministry of Health regulation dealing with the radiation protection on workplace of external employees that has incorporated the 90/64/EURATOM directive and has been modified with the 18/2002 (IV.12) regulation. The 30/2001 (X.3) regulation has solved several problems of radiation protection of the external employees. However, it does not deal at all with naturalization of radiation protection training an important questions of the employment as external employees of foreign citizens who wish to work in this field in Hungary. This problem is valid both if a company that has permission wishes to employ foreign citizens that have foreign radiation protection training, or if a company with headquarters abroad wishes to get permission for radiation hazard activity in Hungary for its own employees. The author wishes to draw the attention on the importance to solve these problems. (Gy. M.)

  4. How Do Internal and External CSR Affect Employees' Organizational Identification? A Perspective from the Group Engagement Model.

    Science.gov (United States)

    Hameed, Imran; Riaz, Zahid; Arain, Ghulam A; Farooq, Omer

    2016-01-01

    The literature examines the impact of firms' corporate social responsibility (CSR) activities on employees' organizational identification without considering that such activities tend to have different targets. This study explores how perceived external CSR (efforts directed toward external stakeholders) and perceived internal CSR (efforts directed toward employees) activities influence employees' organizational identification. In so doing, it examines the alternative underlying mechanisms through which perceived external and internal CSR activities build employees' identification. Applying the taxonomy prescribed by the group engagement model, the study argues that the effects of perceived external and internal CSR flow through two competing mechanisms: perceived external prestige and perceived internal respect, respectively. Further, it is suggested that calling orientation (how employees see their work contributions) moderates the effects induced by these alternative forms of CSR. The model draws on survey data collected from a sample of 414 employees across five large multinationals in Pakistan. The results obtained using structural equation modeling support these hypotheses, reinforcing the notion that internal and external CSR operate through different mediating mechanisms and more interestingly employees' calling orientation moderates these relationships to a significant degree. Theoretical contributions and practical implications of results are discussed in detail.

  5. The Impact of Employee Job Satisfaction Towards Employee Job Performance at PT.Y

    OpenAIRE

    Sutjitra, Devilan

    2015-01-01

    This research is done to analyze The Impact of Employee Job Satisfaction towards Employee Job Performance at PT.Y. The decreasing in employee job performance for the past 3 years has indicated the author to analyze the impact of employee job satisfaction towards job performance. The elements that used are 9 job satisfactions to measure the impact of satisfaction at PT.Y. The author got 100 respondents from PT.Y and use simple random sampling method.The analysis technique that used in this res...

  6. 44 CFR 5.60 - Disciplinary action against employees for “arbitrary or capricious” denial.

    Science.gov (United States)

    2010-10-01

    ... 44 Emergency Management and Assistance 1 2010-10-01 2010-10-01 false Disciplinary action against... INFORMATION Described Records § 5.60 Disciplinary action against employees for “arbitrary or capricious... Protection Board is required to initiate a proceeding to determine whether disciplinary action is warranted...

  7. To what extent does international law obstruct the protection of common interests?

    DEFF Research Database (Denmark)

    Schaumburg-Müller, Sten

    2014-01-01

    In brief the contribution argues that particular interests are often dressed up as common interests, e.g. when postulating an underlying natural law or even natural rights. As much as it is a problem for 19 states to agree on common interests, it is a problem that what is presented as common...

  8. Employees as social intrapreneurs

    DEFF Research Database (Denmark)

    Kristensen, Catharina Juul

    2016-01-01

    Employees form an important but less explored and utilized resource in social innovation in social welfare organisations it the third and public sectors. The employees have important knowledge of the everyday challenges of the organisations, the wishes and needs of their users and customers......, and of the local communities which can inspire and refine innovations. They are active, albeit not always consciously so and potential social intrapreneurs. Although wider international research exists the Nordic research seems to dominate the field. The aim of this chapter is to contribute to the existing...... research on employees as social intrapreneurs (the fields of employee-driven innovation and social intrapreneurship) by conceptualizing active employee participation in social innovation and elucidate the potential and multiplicity of the phenomenon. The chapter is theoretical explorative....

  9. Interacting with the public as a risk factor for employee psychological distress.

    Science.gov (United States)

    Hilton, Michael F; Whiteford, Harvey A

    2010-07-25

    The 1-month prevalence of any mental disorder in employees ranges from 10.5% to 18.5%. Mental disorders are responsible for substantial losses in employee productivity in both absenteeism and presenteeism. Potential work related factors contributing to mental difficulties are of increasing interest to employers. Some data suggests that being sales staff, call centre operator, nurse or teacher increases psychological distress. One aspect of these occupations is that there is an interaction with the public. The aim of this study is to evaluate whether employees who interact with the public are at greater risk of psychological distress. Data was collected from two studies. In study one 11,259 employees (60% female; mean age 40-years +/- SD 10-years) from six employers responded to the Health and Work Performance Questionnaire (HPQ) which contained a measure of psychological distress, the Kessler 6 (K6). Employees were coded as to whether or not they interacted with the public. Binomial logistic regression was performed on this data to determine the odds ratio (OR) for moderate or high psychological distress in employees that interacted with the public. Study two administered the HPQ and K6 to sales employees of a large Australian bank (N = 2,129; 67% female; mean age 39-years SD 10-years). This questionnaire also probed how many contacts individuals had with the public in the past week. Analysis of variance was used to determine if the number of contacts was related to psychological distress. In study one the prevalence of psychological distress in those that interacted and did not interact with the public were 19% and 15% respectively (P or = 25 contacts per week (P = 0.016). The results of the current study are indicative that interaction with the public increases levels of psychological distress. Employees dealing with the public may be an employee subgroup that could be targeted by employers with mental health interventions.

  10. Interacting with the public as a risk factor for employee psychological distress

    Directory of Open Access Journals (Sweden)

    Hilton Michael F

    2010-07-01

    Full Text Available Abstract Background The 1-month prevalence of any mental disorder in employees ranges from 10.5% to 18.5%. Mental disorders are responsible for substantial losses in employee productivity in both absenteeism and presenteeism. Potential work related factors contributing to mental difficulties are of increasing interest to employers. Some data suggests that being sales staff, call centre operator, nurse or teacher increases psychological distress. One aspect of these occupations is that there is an interaction with the public. The aim of this study is to evaluate whether employees who interact with the public are at greater risk of psychological distress. Methods Data was collected from two studies. In study one 11,259 employees (60% female; mean age 40-years ± SD 10-years from six employers responded to the Health and Work Performance Questionnaire (HPQ which contained a measure of psychological distress, the Kessler 6 (K6. Employees were coded as to whether or not they interacted with the public. Binomial logistic regression was performed on this data to determine the odds ratio (OR for moderate or high psychological distress in employees that interacted with the public. Study two administered the HPQ and K6 to sales employees of a large Australian bank (N = 2,129; 67% female; mean age 39-years SD 10-years. This questionnaire also probed how many contacts individuals had with the public in the past week. Analysis of variance was used to determine if the number of contacts was related to psychological distress. Results In study one the prevalence of psychological distress in those that interacted and did not interact with the public were 19% and 15% respectively (P Conclusions The results of the current study are indicative that interaction with the public increases levels of psychological distress. Employees dealing with the public may be an employee subgroup that could be targeted by employers with mental health interventions.

  11. Organizational- and employee-level recruitment into a worksite-based weight loss study.

    Science.gov (United States)

    Linnan, Laura; Tate, Deborah F; Harrington, Cherise B; Brooks-Russell, Ashley; Finkelstein, Eric; Bangdiwala, Shrikant; Birken, Ben; Britt, Ashley

    2012-04-01

    Based on national estimates, the majority of working adults are overweight or obese. Overweight and obesity are associated with diminished health, productivity, and increased medical costs for employers. Worksite-based weight loss interventions are desirable from both employee and employer perspectives. To investigate organizational- and employee-level participation in a group-randomized controlled worksite-based weight loss trial. Using a set of inclusion criteria and pre-established procedures, we recruited worksites (and overweight/obese employees from enrolled worksites) from the North Carolina Community College System to participate in a weight loss study. Recruitment results at the worksite (organization) and employee levels are described, along with an assessment of representativeness. Eighty-one percent (48/59) of community colleges indicated initial interest in participating in the weight loss study, and of those, 17 colleges were enrolled. Few characteristics distinguished enrolled community colleges from unenrolled colleges in the overall system. Eligible employees (n = 1004) at participating colleges were enrolled in the weight loss study. On average, participants were aged 46.9 years (SD = 12.1 years), had a body mass index (BMI) of 33.6 kg/m(2) (SD = 7.9 kg/m(2)), 83.2% were White, 13.3% African American, 82.2% female, and 41.8% reported holding an advanced degree (master's or doctoral degree). Compared with the larger North Carolina Community College employee population, participants most often were women, but few other differences were observed. Employees with reduced computer access may have been less likely to participate, and limited data on unenrolled individuals or colleges were available. Community colleges are willing partners for weight loss intervention studies, and overweight/obese employees were receptive to joining a weight loss study offered in the workplace. The results from this study are useful for planning future worksite

  12. Unveiling Leadership–Employee Performance Links: Perspective of Young Employees

    Directory of Open Access Journals (Sweden)

    Tehmina Fiaz Qazi

    2014-12-01

    Full Text Available This paper presents the impact of leadership style practiced by managers on their subordinates’ job performance. Emotional Intelligence of the employees has been considered as a moderator to the leadership-performance relationship. Self-administered questionnaire survey was conducted from convenient sampled 100 young employees of telecom and banking sector. They were asked to respond about their perception regarding their manager’s leadership style, job performance and their perceived level of emotional intelligence. 77 out of 100 distributed questionnaires were received back completely filled that yield response rate of 77%. Current research concluded that the style of leadership exhibited by a manager is significantly associated with the subordinates’ job performance while emotional intelligence of employees has no moderating effect on this leadership- performance relationship

  13. Availability and Use of Workplace Supports for Health Promotion Among Employees of Small and Large Businesses.

    Science.gov (United States)

    Dale, Ann Marie; Enke, Chris; Buckner-Petty, Skye; Hipp, James Aaron; Marx, Christine; Strickland, Jaime; Evanoff, Bradley

    2018-01-01

    To explore the availability and utilization of workplace health supports by employees of small and large-sized employers. Cross-sectional, telephone-based interviews collected on 16 workplace health supports for physical activity and diet. Participants selected by random-digit-dialing from 4 metropolitan areas of Missouri employees from 2012 to 2013. Two thousand fifteen working adults. We explored the availability and use of supports by employer size (employees vs ≥100 employees), accounting for industry and personal factors. We examined distributions and Poisson regression models of availability for supports by employer size and by industry and use of supports by employer size and personal factors. One-fifth of the 1796 employees were employed by small-sized employers. Large employers offered more supports than small (mean: 6 vs 3), but a higher proportion of employees of small-sized employers used supports when available (59% vs 47%). The differences in offered supports between industries were not due to size alone. In regard to the determinants of participation, the personal factors of gender, age, weight, and income were associated with participation in 10 of the supports. Employer size was also associated with participation in 10 supports. No associations were found between personal factors or workplace size and participation for 3 supports. A higher proportion of employees working for smaller businesses use available supports than employees of larger businesses. Supports offered by employers should target the needs and interests of the workforce, particularly for the higher risk low-income employees.

  14. GDOT employee survey.

    Science.gov (United States)

    2017-07-04

    The research team worked in collaboration with GDOT to conduct the 2016 GDOT Employee Survey. This research study aimed to increase the response rate and the usefulness of the feedback from the GDOT employee survey to support organizational decisions...

  15. Employees with Epilepsy

    Science.gov (United States)

    ... at work. Allow employee to remain on the job after a seizure when possible Provide flexible schedule Modify an attendance policy Provide leave while the employee is adjusting to medications Work a straight shift instead of rotating shifts Personal ...

  16. 29 CFR 1917.122 - Employee exits.

    Science.gov (United States)

    2010-07-01

    ... 29 Labor 7 2010-07-01 2010-07-01 false Employee exits. 1917.122 Section 1917.122 Labor Regulations...) MARINE TERMINALS Terminal Facilities § 1917.122 Employee exits. (a) Employee exits shall be clearly marked. (b) If an employee exit is not visible from employees' work stations, directional signs...

  17. 25 CFR 700.549 - Employee organizations.

    Science.gov (United States)

    2010-04-01

    ... 25 Indians 2 2010-04-01 2010-04-01 false Employee organizations. 700.549 Section 700.549 Indians... Employee Responsibility and Conduct § 700.549 Employee organizations. An employee may not knowingly be a member of an organization of Government employees that advocates the overthrow of the United States...

  18. Employee benefits or wage increase?

    Directory of Open Access Journals (Sweden)

    Jiří Duda

    2011-01-01

    Full Text Available The paper comes from a survey done during the years 2007–2009. It focused on employee satisfaction with the provision of employee benefits. The research included 21 companies, 7 companies were from the engineering sector, 7 companies from the food industry, 3 companies represented the budgetary sphere, 3 companies the services sector and one company operates in pharmaceutical industry.The questionnaire survey consisted of 14 questions, including 5 identification-questions. The paper presents results of the questions on dealing with employees’ awareness of employee benefits and on choosing between employees’ preferences of wage increase or increase in value of benefits provided.Employees are informed about all options of providing employee benefits. Only in 3 cases employees stated dissatisfaction with information. This answer was related with the responses to the second monitored question. Employees of these companies preferred pay increases before benefits’ increases. There was no effect of gender of the respondents, neither the influence of the sector of operation, in the preference of increases in wages or in benefits. Exceptions were the employees of companies operating in the financial sector, who preferred employee benefits before a wage increase. It was found that employees of companies who participated in research in 2009, preferred wage increases before the extension of employee benefits, although the value of the net wage increase is lower than the monetary value of benefits increase.The paper is a part of solution of the research plan MSM 6215648904 The Czech economy in the process of integration and globalization, and the development of agricultural sector and the sector of services under the new conditions of the integrated European market.

  19. Employee Engagement: A Literature Review

    Directory of Open Access Journals (Sweden)

    Dharmendra MEHTA

    2013-12-01

    Full Text Available Motivated and engaged employees tend to contribute more in terms of organizational productivity and support in maintaining a higher commitment level leading to the higher customer satisfaction. Employees Engagement permeates across the employee-customer boundary, where revenue, corporate goodwill, brand image are also at stake. This paper makes an attempt to study the different dimensions of employee engagement with the help of review of literature. This can be used to provide an overview and references on some of the conceptual and practical work undertaken in the area of the employee engagement practices.

  20. Measures for the explosion protection for gas systems; Massnahmen des Explosionsschutzes fuer Gasanlagen

    Energy Technology Data Exchange (ETDEWEB)

    Faber, Wolfgang [Thyssengas GmbH, Duisburg (Germany). Anlagentechnik Nord; Seemann, Albert [BG ETEM Berufsgenossenschaft Energie Textil Elektro Medienerzeugnisse, Koeln (Germany)

    2012-04-15

    In order to protect employees, technical and organizational measures for explosion protection have to be provided to gas plants with potentially explosive areas. These measures have to be documented in the explosion protection document in accordance with paragraph 6 section 1 of the regulation of industrial safety. The contribution under consideration presents an overview on the measures for explosion protection for gas systems.

  1. Respiratory and protective equipment at a large nuclear facility

    International Nuclear Information System (INIS)

    Zippler, D.B.

    1975-12-01

    A variety of personal protective equipment is used in a large nuclear facility to protect employees against both nuclear and ordinary industrial materials. Equipment requirements are based on risk evaluation and may range from a minimum of shoe covers to whole body protection by air-supplied plastic suits. Types of equipment are listed and one-year costs are given. Criteria for evaluating and compartmentalizing risks are discussed. Air-supplied suits and hoods are discussed in detail

  2. Work stress and depressive symptoms in older employees: impact of national labour and social policies.

    Science.gov (United States)

    Lunau, Thorsten; Wahrendorf, Morten; Dragano, Nico; Siegrist, Johannes

    2013-11-21

    Maintaining health and work ability among older employees is a primary target of national labour and social policies (NLSP) in Europe. Depression makes a significant contribution to early retirement, and chronic work-related stress is associated with elevated risks of depression. We test this latter association among older employees and explore to what extent indicators of distinct NLSP modify the association between work stress and depressive symptoms. We choose six indicators, classified in three categories: (1) investment in active labour market policies, (2) employment protection, (3) level of distributive justice. We use data from three longitudinal ageing studies (SHARE, HRS, ELSA) including 5650 men and women in 13 countries. Information on work stress (effort-reward imbalance, low work control) and depressive symptoms (CES-D, EURO-D) was obtained. Six NLSP indicators were selected from OECD databases. Associations of work stress (2004) with depressive symptoms (2006) and their modification by policy indicators were analysed using logistic multilevel models. Risk of depressive symptoms at follow-up is higher among those experiencing effort-reward imbalance (OR: 1.55 95% CI 1.27-1.89) and low control (OR: 1.46 95% CI 1.19-1.79) at work. Interaction terms indicate a modifying effect of a majority of protective NLSP indicators on the strength of associations of effort - reward imbalance with depressive symptoms. Work stress is associated with elevated risk of prospective depressive symptoms among older employees from 13 European countries. Protective labour and social policies modify the strength of these associations. If further supported findings may have important policy implications.

  3. Environmental aspects at radiological protection in ArcelorMittal Monlevade

    International Nuclear Information System (INIS)

    Silva Filho, Cleber Marques; Soares Filho, Mauricio; Franco, Jose Otavio Andrade; Leite, Roberto Paulo; Goncalves, Breno Cunha; Costa, Jose Gustavo de Souza

    2010-01-01

    ArcelorMittal Monlevade Environmental Management of Radiological Protection is based on radiological protection team training, start up of radioactivity materials detection equipment in several steps of industrial processes and internal procedures according to CNEN - Nuclear Energy National Commission guidelines. At this way ArcelorMittal Monlevade seeks to guarantee the safety of employees, community, customers, equipment and the environment and their business. (author)

  4. Burnout Stress Syndrome in Child Protection.

    Science.gov (United States)

    Verstraete, Patricia A.

    1994-01-01

    Burnout stress syndrome is a complex concept reflecting a failure in both the individual's defense mechanism and in the work environment. Since child protection agencies cannot afford the costs of staff burnout, time and money spent by the organization to reduce employee stress is an investment in better service delivery. (TJQ)

  5. Generating job mobility patterns : using simulation techniques for the explanation of employees' organizational careers

    NARCIS (Netherlands)

    Veen, K. van; Geerlings, W.S.J.; Popping, R.

    2001-01-01

    The study of organizational careers of employees developed in the last 20 years into an important branch of social mobility research. However, a major problem in this branch is the presence of many organizational mechanisms, which are theoretical interesting though hard to study simultaneously in

  6. Muslim employees within ‘white’ organizations: the case of Moroccan workers in the Netherlands

    NARCIS (Netherlands)

    Berger, L.J.; Essers, C.; Himi, M.

    2017-01-01

    The managing of religious diversity is a topic that is of increasing interest as countries and organizations become increasingly multi-cultured and religiously diverse. In this paper, we aim to understand how Muslim employees perform agency and identity work within the context of white, Western

  7. Employee motivation and work performance: A comparative study of mining companies in Ghana

    Directory of Open Access Journals (Sweden)

    Elizabeth Boye Kuranchie-Mensah

    2016-04-01

    Full Text Available Purpose: The paper empirically compares employee motivation and its impact on performance in Ghanaian Mining Companies, where in measuring performance, the job satisfaction model is used. Design/methodology/approach: The study employed exploratory research design in gathering data from four large-scale Gold mining companies in Ghana with regards to their policies and structures in the effectiveness of motivational tools and strategies used by these companies. Findings: The study observed that, due to the risk factors associated with the mining industry, management has to ensure that employees are well motivated to curb the rate at which employees embark on industrial unrest which affect performance, and employees are to comply with health and safety rules because the industry contribute hugely to the Gross Domestic Product (GDP of the country. Research Limitations/Implications: Limitation to the present study include the researcher’s inability to contact other mining companies. However, the study suggests possibilities for future research including contacting other mining companies, expanding the sample size, managers ensuring that the safety and health needs of staff are addressed particularly those exposed to toxic and harmful chemicals. Originality/Value: A lot of studies have been done on mining companies in the past. This paper fills a gap perceived that employees in this sector are highly motivated in spite of the challenges being faced by them, and knowing more about what keeps employees moving is still of national interest.

  8. Analysis Of Employee Engagement And Company Performance

    OpenAIRE

    Mekel, Peggy A.; Saerang, David P.E.; Silalahi, Immanuel Maradopan

    2014-01-01

    Employee could be a competitive advantage of a company if company manages its employees well. The success of a company could be seen from how a company manages their employees and engages their employees. Most of big companies put their employees in top priority in order to keep their top performance. These big companies manage their employees and try to engage their employees so that their employees could generate high performance. In this study, employee engagement is the factor to examine ...

  9. MANAGEMENT ANALYSIS REGARDING THE EMPLOYEES' ENGAGEMENT FACTORS AS MOTIVATIONAL TOOLS FOR INCREASING JOB SATISFACTION AND COMMITEMENT TO THE ORGANISATION

    Directory of Open Access Journals (Sweden)

    MUSCALU EMANOIL

    2015-03-01

    Full Text Available Regardless of the field, each organization has come to know and appreciate the true value of motivating staff and its involvement. Job satisfaction is worthy of interest both because of its beneficial effects on personal and organizational basis, being known that competitive organizations are those who know to pay attention to employee satisfaction. However, in practice it is extremely difficult to find how to engage employees, so they are present not only physically but also mentally and emotionally. Experts put forward that the ability to engage employees, making them partakers of the business, dedicated to the organization, will be one of the biggest organizational challenges in the next 10 years. (Berdarkar, M., Pandita, D., 2014 Consequently, human resource management, as a true art, must find the right "recipe" to make employees feel satisfaction, to contribute positively to the smooth running of the organization by encouraging their participation in decision-making processes. The organization is not solely responsible for the performance of staff, an overwhelming role having those employees who participate with their own strategies of action, to achieve the objectives set by management structures or implicitly assuming and expanding responsibilities including the freedom of decision. The special interest paid to the employee status at work and the relationship between the degree of involvement and the individual and organizational performance is the subject of numerous studies, this article proposing a synthesis of the current guidelines and an attempt to define the fundamental concepts as completely as possible .

  10. Insider protection: A report card

    International Nuclear Information System (INIS)

    Al-Ayat, R.A.; Judd, B.R.

    1986-01-01

    Enhanced security measures against external threats (e.g., terrorists, criminals) have been implemented at most facilities that handle special nuclear material, classified information, or other assets critical to national security. Attention is now focusing on insider protection, and safeguards managers are attempting to provide balanced protection against insider and outsider threats. Potential insider threats include attempts by facility employees to steal special nuclear material (SNM), to cause a radiological hazard to the public, to sabotage critical facilities, or to steal property or classified information. This paper presents a report card on the status of insider protection at Department of Energy and Nuclear Regulatory Commission-licensed facilities, with emphasis on SNM theft. The authors discuss the general trends in insider protection and the limitations of protection measures currently in use. They also discuss the most critical needs for improved procedures, technology, analytical tools, and education for safeguards personnel

  11. Insider protection: a report card

    International Nuclear Information System (INIS)

    Al-Ayat, R.A.; Judd, B.R.

    1986-01-01

    Enhanced security measures against external threats (e.g., terrorists, criminals) have been implemented at most facilities that handle special nuclear material, classified information, or other assets critical to national security. Attention is not focussing on insider protection, and safeguards managers are attempting to provide balanced protection against insider and outsider threats. Potential insider threats include attempts by facility employees to steal special nuclear material (SNM), to cause a radiological hazard to the public, to sabotage critical facilities, or to steal property or classified information. This paper presents a report card on the status of insider protection at Department of Energy and Nuclear Regulatory Commission-licensed facilities, with emphasis on SNM theft. We discuss the general trends in insider protection and the limitations of protection measures currently in use. We also discuss the most critical needs for improved procedures, technology, analytical tools, and education for safeguards personnel

  12. 29 CFR 825.220 - Protection for employees who request leave or otherwise assert FMLA rights.

    Science.gov (United States)

    2010-07-01

    ... (other than health benefits), the same benefits would be required to be provided to an employee on unpaid..., restraining, or denying the exercise of (or attempts to exercise) any rights provided by the Act. (2) An..., restraining, or denying the exercise of rights provided by the Act. An employer may be liable for compensation...

  13. Protection of Mutual Interests? Employment Protection and Skill Formation in Different Labour Market Regimes

    OpenAIRE

    Edlund, Jonas; Grönlund, Anne

    2008-01-01

    Abstract ? The `varieties of capitalism' school argues that firm-specific skills are more common in coordinated than in liberal economies and that appropriate training is facilitated by employment protection legislation. We compare the level of firm-specific skills across 21 countries with different capacities for labour market coordination. The data provide very limited support ...

  14. 14 CFR 300.8 - Gifts and hospitality and other conduct affecting DOT employees.

    Science.gov (United States)

    2010-01-01

    ... 14 Aeronautics and Space 4 2010-01-01 2010-01-01 false Gifts and hospitality and other conduct... CHAPTER § 300.8 Gifts and hospitality and other conduct affecting DOT employees. (a) No person, otherwise... for persons interested in the business of DOT to provide hospitality, gifts, entertainment, or favors...

  15. Employee Engagement Factor for Organizational Excellence

    Directory of Open Access Journals (Sweden)

    Tzvetana Stoyanova

    2017-03-01

    Full Text Available Purpose: The objective of this publication is to identify ways to increase employee engagement in Bulgarian business organizations and identify how such employee engagement affects employee and company performance. Design/methodology/approach: Our research is based on the evaluation of employee engagement methodologies used by well-known companies such as Gallup HCM Advisory Group, Deloitte and Aon Hewitt. Based on these, we derive the factors influencing employee engagement in Bulgarian companies. Findings: This work focuses on management, in recent years, aimed at retaining and developing the best employees, and their evolution into reliable potential leaders of the organization. This is undertaken to maintain and increase the number of those engaged in the business of company employees as well. The management of a successful leader is considered key to increasing employee engagement. Employee commitment implies something special, additional or atypical in the performance of tasks and job role. This is a behaviour that involves innovation, demonstrating initiative via proactive seeking of opportunities that contribute to the company and exceeding the expected standard of employee performance. The findings can strengthen the already-significant role of management. There is no universal way to increase employee engagement and motivation towards increased productivity, activity, and creativity. Research limitations/implications: The study has been undertaken for employees in Bulgaria.

  16. Medical Dosimetric Registry of Russian Atomic Industry Employees: Current Status and Perspectives

    International Nuclear Information System (INIS)

    Ilyin, L. A.; Kiselev, M. F.; Panfilov, A. P.; Kochetkov, O. A.; Ivanov, A. A.; Grinev, M. P.; Soloviev, V. Y.; Semenov, V. G.; Tukov, A. R.; Koshuurnikova, N. A.; Takhauov, R. M.; Melnikov, G. Y.

    2004-01-01

    Epidemiological studies of nuclear industry personnel contain the significant abilities to assess the prolonged radiation exposure effects in the human health. The clarification of these assessments and following improvements of the scientific justification of radiation regulation require the expansion of factual basis of the research currently, Branch Medical Dosimetric Registry (BMDR) of atomic industry and nuclear power employees is under the development in Russian to compose a number of regional registries. This work is coordinated by the State Research Center- Institute of Biophysics (Moscow). The first phase of this project was devoted to the forming of the regional registry of Mayak PA employees (Ozersk, South Uranl region). the employee registries of Siberian Chemical Plant (SCP, Seversk, Tomsk region) and Mountain Chemical Plant (MCP, Zheleznogorsk, Krasnoyarsk region) are at the finalization. At later phases, BMDR will be added by the information on other enterprises and on operating NPP too. The paper describes the structure, general issues of the forming and current status of BMDR. The comparison of major BMDR features versus LSS registry (which is the one of basic components for international radiation protection recommendations and current radiation protection standards) demonstrates that BMDR information can be more preferable to assess the significance of the man made radiation at high and intermediate dose ranges. Particularly, the number of employees (20-40 year age range) exposed to doses specific to detectable radiation health effects (above 2000 mSv) is almost ten times more than that for LSS cohort. Besides, the health monitoring was elaborated since the employment start point (Whereas, since year 5 for LSS cohort). BMDR dose records were measured (against LSS reconstructed doses) and the employee exposure duration was equal to years and decade (alternatively to momentary exposure recorded in LSS). BMDR data quantity and quality correspond to

  17. A Research on Employee Ethnocentrism

    Directory of Open Access Journals (Sweden)

    Alptekin Sökmen

    2010-09-01

    Full Text Available This study aims to identify ethnocentric behavior tendencies of 129 boundary spanning role employees, who works in 5 star hotels of Ankara, using Employee Ethnocentrism Survey. Also in this study, independent t-test and analysis of variance tests were used to investigate differences, among respondents’ demographic variables. The results demonstrated that, boundary spanning role employees of 5 star hotels in Ankara have moderately ethnocentric tendency, and several significant differences in terms of respondents’ age and gender. Male employees, 39 age and elders, and high school graduates show a higher ethnocentric tendency among the hotel employees.

  18. 15 CFR 270.106 - Conflicts of interest related to service on a Team.

    Science.gov (United States)

    2010-01-01

    ... service on a Team. 270.106 Section 270.106 Commerce and Foreign Trade Regulations Relating to Commerce and... SAFETY TEAMS NATIONAL CONSTRUCTION SAFETY TEAMS Establishment and Deployment of Teams § 270.106 Conflicts of interest related to service on a Team. (a) Team members who are not Federal employees will be...

  19. Employee Assistance Programs.

    Science.gov (United States)

    Levine, Hermine Zagat

    1985-01-01

    The author reports company responses to a questionnaire concerning employee assistance programs (EAP). Answers concern EAP structure, staff training, use of outside consultant, services provided by EAPs, program administration, employee confidence in EAPs, advertising the program, program philosophy, problems encountered by EAP users, coverage and…

  20. Influence Of Perceived Employer Branding On Perceived Organizational Culture Employee Identity And Employee Commitment

    Directory of Open Access Journals (Sweden)

    Dilhani Anuradha Akuratiya

    2017-08-01

    Full Text Available All organizations strive for sustainable competitive advantage in order to attain profit and survive in the increasingly competitive marketplace. In such situation human resources have become crucial to achieve competitive advantage especially in the service oriented industries. In order to achieve competitive advantage it is necessary to retain talented employees within the organization. To attract and retain talented employees within organizations employers are using employer branding to separate their organization from its competitors and build an image as a good place to work. Thus the key intention of the study was to explore influence of perceived employer branding on perceived organizational culture and employee identity and how in turn affect to increase employee commitment. In the present study employer branding model was based on culture identity and commitment in licensed financial companies. Research population consisted executive level employees of top ten licensed financial companies. Sampling method was convenience sampling and data collection instrument was questionnaire. Correlation and regression analysis was used to analyze the data. Results from the analysis showed that perceived employer branding had significant influence on perceived organizational culture and employee identity and in turn they had a significant effect on employee commitment.

  1. Radiation exposures for DOE and DOE contractor employees Eighteenth annual report, 1985

    International Nuclear Information System (INIS)

    1986-12-01

    All US Department of Energy (DOE) and DOE contractors are required to submit occupational radiation exposure records to a central repository. The data required include a summary of whole-body exposures to ionizing radiation, a summary of internal depositions of radioactive materials above specified limits, and occupational exposure reports for terminating employees. This report is a summary of the data submitted by DOE and DOE contractors for 1985. A total of 95,806 DOE and DOE contractor employees were monitored for whole-body ionizing radiation exposures in 1985. In addition to the employees, 96,665 visitors were monitored. Of all employees monitored, 58.4% received a dose equivalent that was less than measurable, 39.8% a measurable exposure less than 1 rem, and 1.9% an exposure greater than 1 rem. One employee received a dose equivalent greater than 5 rem (8.66 rem). The exposure received by 91.9% of the visitors to DOE facilities was less than measurable. No visitors received a dose equivalent greater than 2 rem. The collective dose equivalent for DOE and DOE contractor employees was 8223 person-rem. The collective dose equivalent for visitors was 461 person-rem. These averages are significantly less than the DOE 5-rem/year radiation protection standard for whole-body exposures. Ten new cases of internal depositions were reported in 1985 that exceeded 50% of the pertinent annual dose-equivalent standard. Of these ten cases, eight occurred in a previous year and are reported now because recent revisions in the dose calculations established these cases as reportable depositions. Twenty-six cases reported during 1985 were considered to be the continued tracking of previous depositions. 5 figs., 32 tabs

  2. A study of ECPs (Employee Concerns Programs), a corporate allegation program at U.S. nuclear industries

    International Nuclear Information System (INIS)

    Tanabe, Tomoyuki; Suzuki, Tatsujiro

    2004-01-01

    Introduction of whistleblower protection system in the U.S. federal nuclear safety regulations has encouraged developments of ECPs (Employee Concerns Programs) as corporate allegation programs at utility companies in the U.S. It is found that as ECPs improve, fewer complainants are reported to the NRC each year. It seems that the introduction of whistleblower protection has had positive impacts on corporate compliance activities. In short, improved corporate compliance programs will be likely to contribute to more effective nuclear whistleblower protection system, as well as to enhance safety of nuclear power plants. (author)

  3. Does employee involvement work? Yes, sometimes.

    Science.gov (United States)

    Cotton, J L

    1997-12-01

    Employee involvement per se is not always effective for improving performance and/or employee attitudes. Rather, there are several different forms of employee involvement, some of which are effective, while others are not. This article describes seven forms of employee involvement, giving examples, and summarizes research findings for each form, concluding with a summary of which are the best and which are worst. This article also describes what is necessary for effective employee involvement, focusing on management commitment and training for both management and employees.

  4. The Linkage Between Work Unit Performance Perceptions of U.S. Federal Employees and Their Job Satisfaction: An Expectancy Theory

    Directory of Open Access Journals (Sweden)

    Soyoung PARK

    2018-02-01

    Full Text Available Public organizations are interested in how to improve their performance. Performance in a work unit can also influence employee job satisfaction due to positive expectations based on higher performance. Thus, our study attempts to investigate if organizational performance has an impact on employee motivation under the premise that employees who perform better in a work unit expect greater professional recognition and rewards. By using data from the 2013 Federal Employee Viewpoint Survey (FEVS, we find that employees who perceive higher levels of performance in a work unit have a higher level of job satisfaction. This paper further shows that performance perception based on rewards is also positively related to job satisfaction.However, underrepresented groups (female and non-white, older employees and mid-level (work experience from 6 to 14 years employees are less satisfied with higher work unit performance. Finally, employees in the distributive agency category are more satisfied with work unit performance while those in the regulatory agency category are less satisfied with work unit performance. In conclusion, organizations should recognize particular characteristics of employees to develop the policies related to performance management, and effectively utilize these policies in order to attract and retain proficient workers.

  5. Employee retention: a customer service approach.

    Science.gov (United States)

    Gerson, Richard F

    2002-01-01

    Employee retention is a huge problem. There are staff shortages in radiology because not enough people are entering the profession; too many people are leaving the profession for retirement, higher-paying jobs or jobs with less stress; and there are not enough opportunities for career advancement. Staff shortages are exacerbated by difficulty in retaining people who enter the profession. While much work has been focused on recruitment and getting more people "in the front door," I suggest that the bulk of future efforts be focused on employee retention and "closing the back door." Employee retention must be an ongoing process, not a program. Approaches to employee retention that focus on external things, i.e., things that the company can do to or for the employee, generally are not successful. The truth is that employee retention processes must focus on what the employee gets out of the job. The process must be a benefits-based approach that helps employees answer the question, "What's in it for me?" The retention processes must be ongoing and integrated into the daily culture of the company. The best way to keep your employees is to treat them like customers. Customer service works for external customers. We treat them nicely. We work to satisfy them. We help them achieve their goals. Why not do the same for our employees? If positive customer service policies and practices can satisfy and keep external customers, why not adapt these policies and practices for employees? And, there is a service/satisfaction link between employee retention and higher levels of customer satisfaction. Customers prefer dealing with the same employees over and over again. Employee turnover destroys a customer's confidence in the company. Just like a customer does not want to have to "train and educate" a new provider, they do not want to do the same for your "revolving door" employees. So, the key is to keep employees so they in turn will help you keep your customers. Because the

  6. Surrounding fields of nuclear engineering - safeguarding measures and their effect on humane working conditions: What is necessary, what is acceptable

    International Nuclear Information System (INIS)

    Schneider, W.

    1984-01-01

    The lecture deals with personnel and physical protection only. It points out certain situations where the employee is confronted with the problems of safeguarding measures. It goes to show that an exaggerated security interest leads to inhumane working conditions and in fact to an entrenchment upon employees' rights. A compromise must be found satisfying both the employees' rights which are derived from the principle of the constitutional and welfare state and also the company's requirements made on sufficient technology protection. (orig./HSCH) [de

  7. Employee Age Alters the Effects of Justice on Emotional Exhaustion and Organizational Deviance.

    Science.gov (United States)

    Brienza, Justin P; Bobocel, D Ramona

    2017-01-01

    Fairness in the workplace attenuates a host of negative individual and organizational outcomes. However, research on the psychology of aging challenges the assumption that fairness operates similarly across different age groups. The current research explored how older workers, vis-à-vis younger workers, react to perceptions of fairness. Integrating socioemotional selectivity theory and the multiple needs theory of organizational justice, we generated novel predictions regarding the relations between perceptions of workplace justice, emotional exhaustion, and employee deviance. Specifically, we hypothesized and found that employee age moderates the negative relation between justice facets and deviance (Study 1) and emotional exhaustion (Study 2). We also found that emotional exhaustion mediates the differential effects of justice on deviance, and that this relation depends on employee age (Study 2). Relative to younger workers, older workers are more sensitive to informational and interpersonal justice; in contrast, relative to older workers, younger workers are more sensitive to distributive and procedural justice. The research supports and extends existing theory on organizational justice and on the psychology of aging. Moreover, it highlights the importance of considering employee age as a focal variable of interest in the study of justice processes, and in organizational research more generally.

  8. Job Values in Today's Workforce: A Comparison of Public and Private Sector Employees.

    Science.gov (United States)

    Karl, Katherine A.; Sutton, Cynthia L.

    1998-01-01

    A comparison of 47 public- and 170 private-sector workers revealed private-sector workers value good wages most and public-sector workers value interesting work. Results suggest that employers must keep in touch with employee values to design jobs, reward systems, and human-resource policies that will result in maximum job satisfaction. (JOW)

  9. Employees' motivation and emloyees' benefits

    OpenAIRE

    Nedzelská, Eva

    2014-01-01

    The subject of this bachelor thesis is analysing methods how to stimulate and motivate employees. The theoretical part of the thesis deals with the concept of motivation, concepts close to motivation and selected existing theories of motivation. It also deals with employee benefits, function, division and benefits which are frequently offered to employees. The practical part of the thesis, mainly based on written and online questionnaires, concentrates on motivation of employees at Nedcon Boh...

  10. Employee Engagement: A Literature Review

    OpenAIRE

    Dharmendra MEHTA; Naveen K. MEHTA

    2013-01-01

    Motivated and engaged employees tend to contribute more in terms of organizational productivity and support in maintaining a higher commitment level leading to the higher customer satisfaction. Employees Engagement permeates across the employee-customer boundary, where revenue, corporate goodwill, brand image are also at stake. This paper makes an attempt to study the different dimensions of employee engagement with the help of review of literature. This can be used to provide an overview and...

  11. Workplace Accommodations for Pregnant Employees: Associations With Women's Access to Health Insurance Coverage After Childbirth.

    Science.gov (United States)

    Jou, Judy; Kozhimannil, Katy B; Blewett, Lynn A; McGovern, Patricia M; Abraham, Jean M

    2016-06-01

    This study evaluates the associations between workplace accommodations for pregnancy, including paid and unpaid maternity leave, and changes in women's health insurance coverage postpartum. Secondary analysis using Listening to Mothers III, a national survey of women ages 18 to 45 years who gave birth in U.S. hospitals during 2011 to 2012 (N = 700). Compared with women without access to paid maternity leave, women with access to paid leave were 0.4 times as likely to lose private health insurance coverage, 0.3 times as likely to lose public health coverage, and 0.3 times as likely to become uninsured after giving birth. Workplace accommodations for pregnant employees are associated with health insurance coverage via work continuity postpartum. Expanding protections for employees during pregnancy and after childbirth may help reduce employee turnover, loss of health insurance coverage, and discontinuity of care.

  12. Access to Federal Employees Health Benefits (FEHB) for Employees of Certain Indian Tribal Employers. Final rule.

    Science.gov (United States)

    2016-12-28

    This final rule makes Federal employee health insurance accessible to employees of certain Indian tribal entities. Section 409 of the Indian Health Care Improvement Act (codified at 25 U.S.C. 1647b) authorizes Indian tribes, tribal organizations, and urban Indian organizations that carry out certain programs to purchase coverage, rights, and benefits under the Federal Employees Health Benefits (FEHB) Program for their employees. Tribal employers and tribal employees will be responsible for the full cost of benefits, plus an administrative fee.

  13. Psychosocial safety climate as a precursor to conducive work environments, psychological health problems, and employee engagement

    NARCIS (Netherlands)

    M.F. Dollard (Maureen); A.B. Bakker (Arnold)

    2010-01-01

    textabstractWe constructed a model of workplace psychosocial safety climate (PSC) to explain the origins of job demands and resources, worker psychological health, and employee engagement. PSC refers to policies, practices, and procedures for the protection of worker psychological health and safety.

  14. 20 CFR 670.220 - Are we responsible for the protection and maintenance of center facilities?

    Science.gov (United States)

    2010-04-01

    ... 20 Employees' Benefits 3 2010-04-01 2010-04-01 false Are we responsible for the protection and maintenance of center facilities? 670.220 Section 670.220 Employees' Benefits EMPLOYMENT AND TRAINING ADMINISTRATION, DEPARTMENT OF LABOR THE JOB CORPS UNDER TITLE I OF THE WORKFORCE INVESTMENT ACT Site Selection...

  15. Employee response to a company-sponsored program of colorectal and prostate cancer screening.

    Science.gov (United States)

    Myers, R E; Vernon, S W; Carpenter, A V; Balshem, A M; Lewis, P G; Wolf, T A; Hilbert, J; DeFonso, L R; Ross, E A

    1997-01-01

    Studies done in the mid-1970s documented increased risk for respiratory cancer and leukemia among employees in a chemical company manufacturing plant where chloromethyl ethers were used in production from 1948 to 1971. In the late 1980s, the company informed current and former employees about the results of follow-up studies which showed a moderation of risk of respiratory cancer and leukemia. New data showing elevated rates of mortality from colorectal, prostate, bladder, and pancreatic cancer in the population were also reported. Via mailed correspondence, the company made a no-cost program of colorectal and prostate cancer screening available to employees upon request; and information about bladder and pancreatic cancer was made available. Thirteen percent of employees in the population indicated interest in colorectal and prostate cancer screening (response). Thirty-one percent of these responders were screened (adherence). Multivariate analyses showed that education and length of employment in the plant were positively associated with response. Being white was positively associated with response for younger workers; while among older workers being male was positively associated with response. In terms of adherence, we found that older, more highly educated workers were more likely to have a screening examination. Findings indicate that employee participation in workplace-sponsored colorectal and prostate cancer screening can vary according to worker sociodemographic factors and length of employment in areas of potential exposure.

  16. Managing employee motivation: Exploring the connections between managers' enforcement actions, employee perceptions, and employee intrinsic motivation

    DEFF Research Database (Denmark)

    Mikkelsen, Maria Falk; Jacobsen, Christian Bøtcher; Andersen, Lotte Bøgh

    2017-01-01

    analyze whether local managers—the primary enforcers of external interventions—affect how employees perceive a command system and thereby affect employee intrinsic motivation. Using a multilevel dataset of 1,190 teachers and 32 school principals, we test whether principals’ use of “hard”, “mixed” or “soft......” enforcement of a command system (obligatory teacher-produced student plans) is associated with teacher intrinsic motivation. Results show that teachers experiencing a “hard” enforcement have lower intrinsic motivation than teachers experiencing a “soft” enforcement. As expected by motivation crowding theory......A number of studies show that the use of external interventions, such as command systems and economic incentives, can decrease employee intrinsic motivation. Our knowledge of why the size of “the hidden cost of rewards” differs between organizations is, however, still sparse. In this paper, we...

  17. Employee motivation and employee performance in child care : the effects of the introduction of market forces on employees in the Dutch child-care sector

    NARCIS (Netherlands)

    Plantinga, Mirjam

    2006-01-01

    Employee Motivation and Employee Performance in Child Care: The Effects of the Introduction of Market Focus on Employees in the Dutch Child-Care Sector Mirjam Plantinga (RUG) This research describes and explains the effects of the introduction of market forces in the Dutch child-care sector on

  18. Employment protection legislation in Croatia

    Directory of Open Access Journals (Sweden)

    Marina Kunovac

    2014-06-01

    Full Text Available According to business climate and competitiveness indicators published by international organisations, Croatia is a country with a rigid labour market and a high level of the legal protection of employees. Given that an Act on Amendments to the Labour Act (OG 73/13 entered into force in Croatia in June 2013, this paper examines changes in employment protection legislation in Croatia and Central and Eastern European (CEE countries, as well as in Croatia's main trading partners during the period between 2008 and 2013. A cross-country comparison shows a strong downward trend in legal employment protection in most CEE countries during the observed period, primarily as concerns individual dismissal in the cases of regular employment contracts, while in the case of temporary employment the protection strengthened slightly. On the other hand, despite the adoption of amendments to the Labour Act (LA, Croatian labour legislation governing employment protection for regular employment contracts remains relatively inflexible compared to that in other countries.

  19. 78 FR 64873 - Federal Employees Health Benefits Program and Federal Employees Dental and Vision Insurance...

    Science.gov (United States)

    2013-10-30

    ... family members under the FEHB and the Federal Employees Dental and Vision Insurance Program (FEDVIP... procedure, Government employees, Health facilities, Health insurance, Health professions, Hostages, Iraq... Administrative practice and procedure, Government employees, Health insurance, Taxes, Wages. 5 CFR Part 894...

  20. 29 CFR 1926.96 - Occupational foot protection.

    Science.gov (United States)

    2010-07-01

    ... § 1926.96 Occupational foot protection. Safety-toe footwear for employees shall meet the requirements and specifications in American National Standard for Men's Safety-Toe Footwear, Z41.1-1967. [58 FR 35152, June 30... Regulations Relating to Labor (Continued) OCCUPATIONAL SAFETY AND HEALTH ADMINISTRATION, DEPARTMENT OF LABOR...

  1. Business Ethics & Employee Turnover: CAFE Matrix

    OpenAIRE

    Sapovadia, Vrajlal; Patel, Sweta

    2013-01-01

    Abstract: Business ethics is in discussion for its importance universally, so is the employee turnover in business. Unethical practices are unwanted, so is the high employee turnover. Unethical practices and high employee turnover in business is ubiquitous. No consensus exists on defining ethics. Employee turnover is well defined, but there is no consensus on when employee turnover is disadvantageous for the company. The Golden Rule or ethic of reciprocity, a maxim states that either ...

  2. 20 CFR 229.45 - Employee benefit.

    Science.gov (United States)

    2010-04-01

    ... 20 Employees' Benefits 1 2010-04-01 2010-04-01 false Employee benefit. 229.45 Section 229.45 Employees' Benefits RAILROAD RETIREMENT BOARD REGULATIONS UNDER THE RAILROAD RETIREMENT ACT SOCIAL SECURITY OVERALL MINIMUM GUARANTEE Computation of the Overall Minimum Rate § 229.45 Employee benefit. The original...

  3. 20 CFR 404.1045 - Employee expenses.

    Science.gov (United States)

    2010-04-01

    ... 20 Employees' Benefits 2 2010-04-01 2010-04-01 false Employee expenses. 404.1045 Section 404.1045 Employees' Benefits SOCIAL SECURITY ADMINISTRATION FEDERAL OLD-AGE, SURVIVORS AND DISABILITY INSURANCE (1950- ) Employment, Wages, Self-Employment, and Self-Employment Income Wages § 404.1045 Employee expenses. Amounts...

  4. Gender (inequality among employees in elder care: implications for health

    Directory of Open Access Journals (Sweden)

    Elwér Sofia

    2012-01-01

    Full Text Available Abstract Introduction Gendered practices of working life create gender inequalities through horizontal and vertical gender segregation in work, which may lead to inequalities in health between women and men. Gender equality could therefore be a key element of health equity in working life. Our aim was to analyze what gender (inequality means for the employees at a woman-dominated workplace and discuss possible implications for health experiences. Methods All caregiving staff at two workplaces in elder care within a municipality in the north of Sweden were invited to participate in the study. Forty-five employees participated, 38 women and 7 men. Seven focus group discussions were performed and led by a moderator. Qualitative content analysis was used to analyze the focus groups. Results We identified two themes. "Advocating gender equality in principle" showed how gender (inequality was seen as a structural issue not connected to the individual health experiences. "Justifying inequality with individualism" showed how the caregivers focused on personalities and interests as a justification of gender inequalities in work division. The justification of gender inequality resulted in a gendered work division which may be related to health inequalities between women and men. Gender inequalities in work division were primarily understood in terms of personality and interests and not in terms of gender. Conclusion The health experience of the participants was affected by gender (inequality in terms of a gendered work division. However, the participants did not see the gendered work division as a gender equality issue. Gender perspectives are needed to improve the health of the employees at the workplaces through shifting from individual to structural solutions. A healthy-setting approach considering gender relations is needed to achieve gender equality and fairness in health status between women and men.

  5. 29 CFR 2200.38 - Employee contests.

    Science.gov (United States)

    2010-07-01

    ... 29 Labor 9 2010-07-01 2010-07-01 false Employee contests. 2200.38 Section 2200.38 Labor... Pleadings and Motions § 2200.38 Employee contests. (a) Secretary's statement of reasons. Where an affected employee or authorized employee representative files a notice of contest with respect to the abatement...

  6. 29 CFR 779.114 - Transportation employees.

    Science.gov (United States)

    2010-07-01

    ... 29 Labor 3 2010-07-01 2010-07-01 false Transportation employees. 779.114 Section 779.114 Labor... Coverage Employees Engaged in Commerce Or in the Production of Goods for Commerce § 779.114 Transportation employees. Transportation employees of retail businesses, such as truck drivers or truck drivers' helpers...

  7. 78 FR 13101 - No FEAR Act Notice; Notice of Rights and Protections Available Under Federal Antidiscrimination...

    Science.gov (United States)

    2013-02-26

    ... No. 1] No FEAR Act Notice; Notice of Rights and Protections Available Under Federal... FEAR Act. The Act requires that federal agencies provide notice to their employees, former employees.... 1214(f). Nothing in the No FEAR Act alters existing laws or permits an agency to take unfounded...

  8. [Return to Work Strategies of Employees who Experienced Depression: Employers and HR's Perspectives].

    Science.gov (United States)

    Corbière, Marc; Lecomte, Tania; Lachance, Jean-Philippe; Coutu, Marie-France; Negrini, Alessia; Laberon, Sonia

    Major depression is one of the leading causes of work disability across the world. In Canada, the lifetime prevalence of depression varies from 10 to 12%. Depression impacts not only the employee who is often stigmatized and can lose his professional identity, but also has consequences on colleagues and supervisors in organizations. In the literature, four models are described from which employers and managers use in their organizations to make decisions regarding the work disability of employees on sick leave: biomedical, financial management, personnel management, and organizational development. These models can also be supported by economic, legal and ethical interests. Even though these models are essential to better understand the decision of employers and HR regarding work disability, information remains scarce regarding the concrete strategies used by these stakeholders to facilitate the return to work for employees on sick leave due to depression.Objectives the aim of this paper is to document, considering employers' and human resources' perspectives, the best strategies to put in place to facilitate the return to work of employees on sick leave due to depression.Method This study was part of a larger study carried out in Canada to assess factors influencing the return to work after a depression-related sick leave, taking into account the viewpoint of four types of stakeholders: employers/human resources, supervisors, unions and people diagnosed with depression. 219 employers (68.5%) and human resources directors (31.5%) from 82.6% organizations having more than 100 employees accepted to answer a telephone semi-structured interview. The question of interest in this study is: In your opinion, what are the best strategies to help an employee who has had a depression to return to work? Coding was influenced by empirical findings and theories related to psychosocial risk factors that the authors use in their respective disciplines as well as return to work

  9. Non-ionizing radiation measurements and protection. V. 1,2

    International Nuclear Information System (INIS)

    Cornelius, W.A.; Delpizzo, V.; Joyner, K.H.; Roy, C.R.; Wilkinson, F.J.

    1985-09-01

    The use of non-ionizing radiation (NIR) sources in the scientific, medical, industrial and domestic areas is becoming increasingly widespread. Concern has been expressed of the increased possibility of exposure of employees and of the public to NIR. Regulatory authorities have the role of ensuring that all organisations using NIR source keep the exposure of all persons below prescribed limits. The lecture notes draw together the basic information on NIR protection including essential quantities and units, biological interactions, protection standards, measurement techniques and personnel protection

  10. Hiring the right employees.

    Science.gov (United States)

    Reigle, Dale A

    2014-01-01

    Current employees provide the best examples of the type of aptitude, attitude, motivation, and fit we are looking for, or not looking for, in new employees. All four of these attributes are present in star employees. Using what we know about our best and worst employees can assist us in developing questions and scoring templates that will help us categorize current applicants. Hiring managers should formulate questions in a way that elicits informative responses from candidates about past performance in situations similar to those they will face on the job. Nonverbal clues can help provide insight beyond the simple verbal answer given by candidates. Practice, critique, and critical review of the outcomes of our hiring decisions improve our ability to become good hiring managers.

  11. Survival analysis to explore the characteristics of employee assistance program (EAP) referrals that remain employed.

    Science.gov (United States)

    Macdonald, S; Albert, W; Maynard, M; French, P

    1989-02-01

    This study examined characteristics of referrals to employee assistance programs (EAP) associated with subsequent termination of employment. As well, relationships between characteristics of the referrals and program characteristics were explored. Longitudinal data were collected at several time periods for 163 referrals to EAPs from five organizations. Survival analysis was conducted to determine which variables were associated with termination of employment. Females, cohabitating couples, and employees who worked for the organization for 5 or more years were most likely to remain employed. One interesting finding was that people with alcohol problems were significantly more likely to be formal referrals.

  12. Analysis of employee benefits in company

    OpenAIRE

    Burda, Tomáš

    2011-01-01

    The main subject of Bachelor's Thesis called "Analysis of employee benefits in company" is to analyze system of employee benefits used in company Saint-Gobain Construction Products a.s. The theoretical part focuses on the meaning of employee benefits, their categorization, terms of tax legislation a trends. In the practical section of the work, the current state of employee benefits in the firm is discussed and reviewed. A survey was conducted to investigate the satisfaction of employees towa...

  13. Job stress and its related factors in accountant employees of Qazvin University of Medical Sciences

    Directory of Open Access Journals (Sweden)

    S. Khoeniha

    2011-07-01

    Full Text Available Background and aims Job stress is defined as the harmful physical and emotional responses that occur when job requirements do not match the capabilities¸ resources ¸and needs. This factor can negatively influence worker’s mental and physical health and also decrease organizations productivity and success. Thus the aim of present study was to investigate the job stress and its related factors in accountant employees of Qazvin University of Medical Sciences in 1388.   Methods This study was a descriptive (cross-sectional research in which the sampling population included 80 accountant employees that were selected with census. The severity of job stress and its related factors were determined using a researcher-made questionnaire consisting of 36 items that validated by content validity. The reliability was also measured by test-retest (d=0/90 methods. Data was analyzed by descriptive analysis.     ResultsThe severity of job stress in most of accountant employees (%46/25 was in high level .There was a Significant relationship between severity of job stress and employees sex ¸ age and work record (p<0.001 . The higher job stress was experienced by women and employees with thelower age work record . Among different occupational stress variables, the most important factor that caused job stress was workload of the role (M=70/22. Conclusion With regard to the severity of job stress in accountant employees, it is necessary for organizational managers and policy makers to implement a protective strategy for prevention or alleviate longitudinal negative consequences of job stress in employees.

  14. 41 CFR 105-74.640 - Employee.

    Science.gov (United States)

    2010-07-01

    ... 41 Public Contracts and Property Management 3 2010-07-01 2010-07-01 false Employee. 105-74.640...-GOVERNMENTWIDE REQUIREMENTS FOR DRUG-FREE WORKPLACE (FINANCIAL ASSISTANCE) Definitions § 105-74.640 Employee. (a) Employee means the employee of a recipient directly engaged in the performance of work under the award...

  15. 28 CFR 97.12 - Employee training.

    Science.gov (United States)

    2010-07-01

    ... 28 Judicial Administration 2 2010-07-01 2010-07-01 false Employee training. 97.12 Section 97.12... OR DETAINEE SERVICES § 97.12 Employee training. Private prisoner transport companies must require the completion of a minimum of 100 hours of employee training before an employee may transport violent prisoners...

  16. 17 CFR 204.34 - Employee response.

    Science.gov (United States)

    2010-04-01

    ... 17 Commodity and Securities Exchanges 2 2010-04-01 2010-04-01 false Employee response. 204.34... DEBT COLLECTION Salary Offset § 204.34 Employee response. (a) Introduction. An employee must respond to... ways discussed in § 204.34, Employee response, and § 204.35, Petition for pre-offset hearing. Where...

  17. Regional radiation protection center in the Federal Republic of Germany - Tasks and Organization

    International Nuclear Information System (INIS)

    Koelzer, W.

    1988-01-01

    In the Federal Republic of Germany 220,000 staff members are classified at the moment as occupationally radiation exposed persons. For the maintenance of industrial health and safety for the workers in the companies and for the medical, professional and social rehabilitaion after an accident the so-called ''Berufsgenossenschaften'' (professional trade associations) are responsible. For employees in nuclear industry two trade associations are competent: - the Trade Association for Precision Engineering and Electrical Engineering for the 6,000 employees in nuclear power plants, - the Trade Association of the Chemical Industry for the 4,000 employees in fuel element fabrication and the reprocessing companies. In case of an accident workers from service companies e.g. construction and installation companies could be affected as well. Therefore these trade associations have founded a couple of years ago an ''Institute for Radiation Protection''. A special task of this institute is First Aid to overexposed people in case of radiation accidents. In addition, it organizes the 24-hours-service of the seven Regional Radiation Protection Centers of Federal Republic of Germany. The institute provides special training of radiation protection physicians and occupationally radiation exposed persons. (author) [pt

  18. Queer in STEM Organizations: Workplace Disadvantages for LGBT Employees in STEM Related Federal Agencies

    Directory of Open Access Journals (Sweden)

    Erin A. Cech

    2017-02-01

    Full Text Available Lesbian, gay, bisexual, and transgender (LGBT individuals in U.S. workplaces often face disadvantages in pay, promotion, and inclusion and emergent research suggests that these disadvantages may be particularly pernicious within science and engineering environments. However, no research has systematically examined whether LGBT employees indeed encounter disadvantages in science, technology, engineering and math (STEM organizations. Using representative data of over 30,000 workers employed in six STEM-related federal agencies (the Department of Energy, the Environmental Protection Agency, the National Science Foundation, NASA, the Nuclear Regulatory Commission, and the Department of Transportation, over 1000 of whom identify as LGBT, we compare the workplace experiences of LGBT employees in STEM-related federal agencies with those of their non-LGBT colleagues. Across numerous measures along two separate dimensions of workplace experiences—perceived treatment as employees and work satisfaction—LGBT employees in STEM agencies report systematically more negative workplace experiences than their non-LGBT colleagues. Exploring how these disadvantages vary by agency, supervisory status, age cohort, and gender, we find that LGBT persons have more positive experiences in regulatory agencies but that supervisory status does not improve LGBT persons’ experiences, nor do the youngest LGBT employees fare better than their older LGBT colleagues. LGBT-identifying men and women report similar workplace disadvantages. We discuss the implications of these findings for STEM organizations and STEM inequality more broadly.

  19. Professional Employees Turn to Unions

    Science.gov (United States)

    Chamot, Dennis

    1976-01-01

    White-collar and professional employees are increasingly turning to unions to combat their loss of independence as employees of large organizations. Managers should realize that they and professional employees have different viewpoints about job situations and that the current trend toward white-collar unionism is apt to continue. (JG)

  20. Nature Contacts: Employee Wellness in Healthcare.

    Science.gov (United States)

    Trau, Deborah; Keenan, Kimberly A; Goforth, Meggan; Large, Vernon

    2016-04-01

    This study was designed to ascertain the amount of outdoor, indoor, and indirect nature contact exposures hospital employees have in a workweek. Hospital employees have been found particularly vulnerable to work-related stress. Increasing the nature contact exposure for hospital employees can reduce perceived stress; stress-related health behaviors; and stress-related health outcomes from outdoor, indoor, and indirect exposures to nature. Staff on the fourth floor postsurgical unit of a large hospital (N = 42) were ask to participate in an employee questionnaire "nature contact questionnaire". This 16-item nature environment questionnaire measures the amount and types of nature contact exposures employees have during a workweek. Majority of employees reported few, if any, nature contact exposures, specifically in the area of outdoor nature contacts with limited indoor and indirect contacts. These results indicated that employees on the fourth floor postsurgical floor have limited ability to reduce stress through nature contact exposures which could impact their perceived levels of work stress and stress-related behaviors and health outcomes. Nature contact exposures are both a relatively easy and an inexpensive way to improve employee stress. These findings indicate limitations to employees' exposure to nature contacts. Healthcare environments would benefit from a concerted effort to provide increased outdoor, indoor, and indirect nature contact exposures for employees. © The Author(s) 2015.