Week 8 PPT - HR Laws in the United States

8/14/2019 Week 8 PPT - HR Laws in the United States

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Good governance is essential not only forthe stability of the banking industry but alsofor the economy as a whole. Effectivegovernance is the means of building and

maintaining the qualities that are at thefoundation of all commerce: confidence andpublic trust.


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I remember the findings of a 2002McKinsey survey concluding thatinstitutional investors will pay a premiumfor stock offered by well-governedcompanies, especially in developingmarkets.

The survey also found that, in decidingwhere to put their money in thesecountries, investors pay more attention togovernance issues than to financialmetrics.

We recognize that corporate governanceis an important tool for maximizingshareholder value, and thats why we putso much effort into thinking about it.


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ICBCs Board is currently composed of 15

directors4 executive directors, 7

nonexecutive directors, and 4

independent directors.

I see the board as the soul of a company.

Sound corporate governance has a lot to

do with a boards structure, decisionmaking style, and efficiency.

The quality of a boards members

determines the boards ability to performits duties. A good board structure should

be independent, professional, ethical,

honest, and dedicated.


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Our board has made great efforts toenhance ICBCs development and riskmanagement. Shortly after the companywent public, the board developed a three-year plan with specific targets aroundrestructuring, regional development,

innovation, differentiated service, cross-border operations, comprehensive riskmanagement, IT, and HR. In the past threeyears, those targets have all been met or

exceeded. These efforts have earned usglobal recognition. Last year, The Bankermagazine picked ICBC as its Bank of the

Year for Asia.


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Balance is the secret to effectivegovernance. More specifically, what Imean by this is you have to balance short-

and long-term profits, as well as short- andlong-term risks.


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Discrimination means treating a person differently

based on the group, class, or category to which

that person belongs rather than on individual

merit.


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In the U.S., employment discrimination occurs

whenever an employer or its representatives

adversely (contrary to one's interests or welfare;

harmful or unfavorable) singles out employees or

applicants on the basis of age, race, gender,

sexual orientation, disability, religion and a variety

of other reasons.


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The U.S. Equal Employment Opportunity

Commission (EEOC) is the agency of the United

States Government that enforces the federal

employment discrimination laws.


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Employers can't discriminate against an employee in any

aspect of employment, such as:

Hiring and firing

Compensation, assignment, or classification of

employees

Transfer, promotion, layoff, or recall

Job advertisementsRecruitment

Testing

Use of company facilities

Training and apprenticeship programsFringe benefits

Pay, retirement plans, and disability leave


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To be "illegal" discrimination, your employer must bein violation of a specific state or Federal law,

regulation or constitutional provision. Otherwise, you

are not generally protected from discrimination,

however unfair or unethical it may seem. For example, if your boss is much harder on you than

anyone else for no apparent reason, while it might be

unethical behavior for a boss, it's not discrimination by

law. But if he or she is extra hard on you for a reason

that's protected by law, such as your religion, age or

sex, then it is illegal discrimination, especially if you

suffer damage such as getting passed over for a well-

deserved raise or promotion.


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Age Discrimination in Employment Act- Prohibits (forbids) employment age

discrimination against individuals who are

at least forty, but less than sixty-five yearsold.

Americans with Disabilities Act of 1990

Prohibits employment discrimination

against qualified individuals who have

disabilities, because of their disabilities.
http://jobsearchtech.about.com/gi/dynamic/offsite.htm?site=http://www.eeoc.gov/types/ada.htmlhttp://jobsearchtech.about.com/gi/dynamic/offsite.htm?site=http://www.eeoc.gov/types/age.html


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Equal Pay Act of 1963 - Prohibits wagediscrimination between men and womenwho work jobs that require equal skill,effort, and responsibility, in the sameestablishment and under similar workingconditions.

Civil Rights Act of 1964 - Title VII

prohibits discrimination in compensation,terms, conditions, or privileges ofemployment, because of race, color,religion, sex, or national origin.
http://jobsearchtech.about.com/gi/dynamic/offsite.htm?site=http://www.eeoc.gov/policy/epa.htmlhttp://jobsearchtech.about.com/gi/dynamic/offsite.htm?site=http://www.eeoc.gov/policy/vii.htmlhttp://jobsearchtech.about.com/gi/dynamic/offsite.htm?site=http://www.eeoc.gov/policy/vii.htmlhttp://jobsearchtech.about.com/gi/dynamic/offsite.htm?site=http://www.eeoc.gov/policy/epa.html


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Sexual harassment occurs when one employeemakes continued, unwelcome sexual advances,

requests for sexual favors, and other verbal or

physical conduct of a sexual nature, to another

employee, against his or her wishes.


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Unwanted jokes, gestures, offensive words on clothing,and unwelcome comments and joking conversation.

Touching and any other bodily contact such as

scratching or patting a coworker's back, grabbing an

employee around the waist, or interfering with anemployee's ability to move.

Repeated requests for dates that are turned down, or

unwanted flirting.

Transmitting or posting emails or pictures of a sexual orother harassment-related nature.

Displaying sexually suggestive objects, pictures, or

posters.

Playing sexually suggestive music.


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Are you a U.S. citizen?

Do you have a visual, speech, or hearing disability?

Whats wrong with your leg? How many days of work did you miss last year due

to illness?

What year did you graduate from high school? How old are you?


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Would you have a problem working with a female

partner?

Where did you grow up?

Are you planning to have a family? When?

Do you have children? How old are they?

Does your wife have a job? Who will take care of your children?


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These rather simple and seemingly non-threatening questions when conducting

interviews can easily violate one of the laws

against discrimination.


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In the U.S., almost every job will have awritten job description. It is used todescribe the duties, responsibilities,qualifications and any restrictions.

This job description is written beforeadvertising the job and interviewingcandidates.

It is the reference document against whichall candidates are judged .


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OLEC CORP.

Job Description

Job Title: Receptionist Department: Operations Reports To: Director of Operations

SUMMARY

Receives callers at establishment, determinesnature of business, and directs callers todestination by performing the following duties.


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ESSENTIAL DUTIES AND RESPONSIBILITIESinclude the following. Other duties may beassigned.Obtains caller's name and arranges forappointment with person called upon.Directs caller to destination and records name,time of call, nature of business, and person called

upon.Operates PBX telephone console to receiveincoming messages.Types memos, correspondence, reports, andother documents.Issues visitor's pass when required.Makes future appointments and answerinquiries.Collects and distributes mail and messages.Performs variety of clerical duties.


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QUALIFICATIONSTo perform this job successfully, an individualmust be able to perform each essential dutysatisfactorily. The requirements listed below arerepresentative of the knowledge, skill, and/orability required. Reasonable accommodationsmay be made to enable individuals with

disabilities to perform the essential functions. EDUCATION and/or EXPERIENCE

One year certificate from college or technicalschool; or three to six months related

experience and/or training; or equivalentcombination of education and experience.


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LANGUAGE SKILLSAbility to read and interpret documents such assafety rules, operating and maintenanceinstructions, and procedure manuals. Ability towrite routine reports and correspondence.Ability to speak effectively before groups ofcustomers or employees of organization.

MATHEMATICAL SKILLSAbility to add, subtract, multiply, and divide in

all units of measure, using whole numbers,common fractions, and decimals. Ability tocompute rate, ratio, and percent and to drawand interpret bar graphs.


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In small groups, review the job descriptionfor a receptionist in your company, and theresume of Amanda York, who is applying forthis position.

Write 8 interview questions to ask Ms. York.Remember the types of questions youcannot ask!


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Global Financial Institutions Bretton Woods Conference

World Bank (2 Groups)

International Monetary Fund (IMF)

The G-20 Conference

GATT General Agreement on Tariffs and Tradeand Intellectual Property Rights

Some of the information for yourpresentations is in the article The BrettonWoods Trio, pages 28-36. You will alsohave to do independent research on your

topic.


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1922 -1945 1946 1964 1965 - 1980 1981 - 2000

VeteransSilentGeneration

Traditionalists

Baby Boomers Generation XGen XXers

Generation YGen YMillennials

Echo Boomers


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Work Characteristics Baby Boomer Xers

Work values Work hard Loyal to employerTeamwork Chain of command Wants to manageTechnically challenged

Personal satisfaction Loyal to skills Prefers to work alone Individual is first No need to leadTechnically savvy

Work attitudes Job promotion Loyal to employer Balance of work and family Steady and Rhythmic Formality (Authority) Commitment Corporate paternalism

Job Satisfaction Loyal to skills Quality of life Fast Informality Negotiation Empowerment

Work expectations Money & recognition RewardJob securityLiberal Sense of entitlement Highly competitive Step by step promotion Authority Employee

Educational rewardJob challengedPragmatic Entrepreneurial Extreme individuality Quick promotion Flexible/Freedom Ownership

Week 8 PPT - HR Laws in the United States

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