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For this discussion activity, you will conduct your scavenger hunt by finding two examples of where the organization and management ensured employment and employee laws and workplace rules were clear and consistent for everyone in the organization, and then provide two examples where an organization failed in this area, along with the end result for the organization. Think about examples in your past when there was an employee who was always pushing the envelope and trying to get away with the little things, or even examples where managers or organizations broke the law outright.

In addition, I want you to consider what social media and technology are adding to this topic and the issues this creates for the workplace. Remember these examples can come from any organization. If you do find applicable information on your own organization while working on this discussion, use it where applicable in your own SWOT analysis. These examples can be from current events, historical instances, or classic examples, in video or print.

Conduct a web search seeking two examples of employment or employee laws that you believe were vital in changing or creating today’s workplace and then share two examples where rules and laws were either not enforced or were not enforced evenly and fairly throughout the organization.

Discuss what you found during your web search.

Provide a description of your selected key functions and how these functions can and do affect all managers and organizations.

In response to your colleagues:

Discuss any personal experiences you have had with employee laws and rules (both good and bad) and explain some of the different ways organizations are trying to stay within the rules to ensure they don’t violate the employee’s rights, including issues that social media brings to the workplace.

Discuss any similarities or differences with your own perceptions.

As with each discussion, when responding to your fellow classmates’ posts, you need to discuss their examples and experiences and present different thoughts and ideas on how best to approach and resolve these issues. In addition, as we work through the discussion, remember your own SWOT analysis and consider the information gained here as you work on your assignments this module.




Social Media is a major factor in today’s workplace, some companies have specific regulations and policies which explicitly outline the “do’s and don’ts” of the organization while others may not have any. Unless your company specifically outlines no tolerance, e-harassment, or bullying there is not set legislation to protect employees who could be affected. There is protection under the Equal Opportunity Employment Commission (EEOC) if the harassment leads to violation of the protected discrimination categories. Familiarity with EEOC protected categories and understanding how activity on social media could carry over in the workplace is important to avoid legalities, discrimination, and an undesirable work environment.

The Navy adopted a social media usage handbook in January 2018. The policy was implemented to evolve with the culture of its employees and address challenges of operational and cybersecurity regarding online conduct (U.S. Navy Social Media Handbook, 2018). Setting the standard for online conduct was essential for the Navy to make sure Sailors understood their responsibility, “do’s and don’ts” of social media, and the consequences of the implemented policy are violated. Employees have annual training in addition to command level training, and routine updates to the policy which all employees are required to adhere to. The policies implemented by the Navy are concise and consistent about social media usage, training, expectations, and zero tolerance.

Large companies struggle with enforcing and implementing regulations to protect their employees. In September 2018, hundreds of McDonald’s employees used social media to stage a one-day, 10 city strike inspired by the #MeToo movement, alleging the fast-food giant does not adequately address pervasive sexual harassment at its stores (Whitten, 2018). Additionally, other complaints were filed previously over the years and a request was made to the EEOC to consolidate the complaints into one investigation. McDonald’s alleges it has strong policies and training in place specifically designed to prevent sexual harassment (Whitten, 2018). In my opinion, McDonald’s policies against harassment are nonexistent if not enforced.

My selected key functions were harassment policies and social media in the workplace. During my web search, I found stopbullying.gov which I did not know existed but after review, I somewhat understand why maybe I had not heard of it. In my opinion, it is good information, but I do not think it is as effective as it could be if it were backed by legislation. I think equal pay for equal work has helped close the income gap between men and women. If it were not for the implementation of Equal Pay/Compensation Discrimination, there would be an even greater wage disparity and women would not have the protections that have been implemented over the years.


U.S. Navy Social Media Handbook. (January 2018). Retrieved from: u-s-navy-social-media-handbook.pdf

Whitten, S. (September 2018). McDonald’s employees stage first #MeToo strike.


. Retrieved






Hello Class,

Regardless of your organization’s size, developing formal policies and procedures can make it run much more smoothly and efficiently. They communicate the values and vision of the organization, ensuring employees understand exactly what is expected of them in certain situations. Because both individual and team responsibilities are clearly documented, there is no need for trial-and-error or micromanaging. Upon reading the workplace policies and procedures, employees should clearly understand how to approach their jobs. (Snook,2019) For


ple, Wal-Mart is one of the largest retail corporations in the world. Wal-Mart being a major corporation with social responsibility and moral obligation of ethics to maintain with their employees. Wal-Mart’s ethical structure benefits the community during its day to day business. Wal-Mart has released a report globally stating the responsibility in leading at making a difference in major issues that matter to everyone. The report also states that the size and scale of Wal-Mart Corporation is grand and that it is still committed to make a difference in the world and to make it a much better place to live. (Walmart,2020) During my research, I came across an OSHA article where The U.S.




or’s Occupational Safety and Health Administration cited Home Depot Inc. for eight safety violations, including seven repeat, carrying proposed penalties of $150,700 after an inspection at its Reynoldsburg store. The inspection was initiated under the site-specific targeting program that directs enforcement resources to workplaces where the highest rates of injuries and illnesses occur. I believe this is a good


ple of what employers face in a daily challenge of emphasizing how safety is a top value to employees. It must be implemented in the workplace as well as the home environment to ensure a 24/7 approach. Safety values have the power to protect the well-being of you, your coworkers, and your family if followed diligently. (LSCI,2016)


Ann Snook (2019) Policies and Procedures in the Workplace: The Ultimate Guide

https://i-sight.com/resources/policies-and-procedures-in-the-workplace-the-ultimate-guide/ (Links to an external site.)

Walmart (2020) Walmart Associate Information Privacy Policy

https://corporate.walmart.com/privacy-security/walmart-associate-information-privacy-policy (Links to an external site.)

LSCI (2016) When Employees Don’t Follow Workplace Safety Rules

https://lancastersafety.com/employees-dont-follow-safety-rules/ (Links to an external site.)

Module 7: Module Notes: Employee
Pay and Benefits and your SWOT
In addition to our discussion this module, you will also complete the sixth part of
your SWOTanalysis, the summary assignment. For this activity, you will summarize your
SWOT findings, including everything you’ve researched over the past modules, and provide
a conclusion to these findings. This is basically where you will reiterate the points you want
to drive home to your reader.
When most folks think about compensation and pay, they normally consider the work they
must do to earn these things. Pay for performance ties the employee’s results to the pay and
compensation they receive. Having different pay levels gives management the flexibility to
implement different plans and controls when needed. Whenever there is a drop in the
economy or the industry, managers need the ability to adapt to these factors, and pay and
compensation is an area where this is possible. Pay and benefits are major factors that both
employers and employees must consider whenever they are in transition or change. Because
of this, systems must be in place to ensure fairness. This topic is complicated and requires
constant oversight and disciplined managers who strive for integrity and fairness throughout
the organization.
A few decades ago, it was normal for managers to be in control of pay and compensation.
They decided how and to whom raises and other compensation were given. Today it is much
more common to see executives and other management teams within the organization
determine this based on appraisals and performance evaluations, different departments or
sections within the organization, and seniority or the level or grade of the employee. Since
each organization has its own way of doing things, it is important to learn and understand
how this works within your organization.
In our last module, we discussed laws and regulations. Pay equity is an important compliance
area for organizations to consider. What a person is paid by the organization, it shows what
their value is to the organization. It is always important to remember your employees know
and understand this concept. Pay inequality problems continue to plague many
organizations. Morale and personnel problems arise whenever there are large pay gaps
between individuals doing the same or similar work within the organization. And don’t
think these issues won’t be recognized by all the employees in the organization- they will,
and when they are, the organization had better be prepared to handle the problem.
To promote equity and fairness in compensation, managers need a general sense of what
their competition or industry is paying for similar work and jobs. In addition to
understanding what is going on externally with the organization, managers must also look
internally. This is where managers should review similar positions within the organization
and determine if pay practices are equal for everyone doing similar work or in similar
positions. In addition to the external and internal review, managers must also consider each
individual employee and what they bring to the organization. Some of the things that should
be reviewed in order to determine an equitable salary are experience, education, salary
history, and seniority. Managers need to consider and balance these factors along with the
laws and regulations we discussed in the last module to determine what pay structure is
equitable. A well-designed pay and compensation plan helps attract, motivate and retain the
human talent in your organization and will benefit your organization in the following ways:
Job satisfaction: Your employees will be happy with their employment and will want to be a
part of your organization if they get fair pay and compensation in exchange for their work.
Motivation: This one can be difficult, as we all have different needs. Some employees simply
want money, so they work for the company which gives them the highest pay. Some
employees value achievement more than money, and look for an organization that offers
greater chances of promotion and career development. A compensation and benefits plan
that fits workers’ needs is more likely to motivate employees than a blanket one-size-fits-all
benefits package.
Low absenteeism: If your employees are happy and well taken care of, why would anyone
want to miss a day of work, especially if they enjoy their work environment and are happy
with the salaries and benefits they receive? Having a fair and open compensation program
helps create this environment and shows the employees they are a highly valued and needed
resource within the organization.
Low Turnover: Who would want to leave a job and work for another organization if the
current organization is meeting all of their needs? Receiving fair pay and benefits along with
other rewards and awards goes a long way toward creating happy and loyal employees who
want to stay with the organization.
Now that we have covered some of the advantages for the employer, here are a couple of
things to consider from the employee’s point of view:
Peace of mind: By offering employees several types of benefit plans and a solid and fair
compensation package, the organization can relieve certain fears and allows your workforce
to concentrate on the job at hand, instead of worrying about making ends meet. Your
workers now have relaxed minds and are going to be happier and probably healthier.
Increased self-confidence: Everybody wants their work to be acknowledged and appreciated
by the folks they work for. When employees are appropriately rewarded, it helps to build
this inner confidence. As employees gain more and more confidence in their abilities, their
motivation and drive will continue to increase, and they will produce excellent results,
which will in turn increase their overall performance level!
Now that we have a firm grip on pay and compensation (the money side of things), it is time
to discuss benefits and the many different things organizations can provide their employees
as ways for compensating their work. Some benefits are taxed while others are not. There are
many different ways to provide benefits for employees other than a paycheck. The following
list is a just a small sample. Can you think of more?
Life insurance
Workers’ compensation
Disability insurance
Hospitalization, surgical, and maternity leave
Sick leave
Flexible work hours
Parking spots
Stock plans and 401Ks
Social Security
Severance pay
Educational tuition
Company car
Legal services
Child and elder care
Service awards
In addition to the list above, in this module we’ll look at other benefits as well, and discuss
some of the more creative ideas that have been implemented in the past, including some of
your own examples.
One important thing to consider when we discuss and explore benefits is the overall cost of
each item. Benefit costs continue to rise, and employers are focused on limiting or containing
these costs. One of the difficult issues for employers is placing a value on each benefit in
order to figure a cost per item. Furthermore, employers need to figure these costs over a
period of time (the calendar or fiscal year) in order to arrive at the total annual costs for each
employee benefit. After each of these costs are calculated, organizations can then determine
the amount of money, time, and effort they want to contribute to these benefits.
Finally, if fair pay, compensation, and benefits were not enough for the organization to deal
with, we must not forget about the ever-changing workforce and the complex issues that
come with these changes. Issues such as the changes to healthcare and the increased costs of
adult children who remain on the employee’s health insurance through the age of 26 have
significantly increased the cost of health insurance for organizations. As you all know by
now, these costs get passed on to either the employees or the customers of the organization.
In states where domestic partnerships and civil unions are legal and recognized, benefits are
becoming required coverage for the domestic partner or spouse in these relationships. These
laws and benefits continue to change frequently. It is very likely the federal government or
Supreme Court will soon be making decisions regarding such partnerships that will hopefully
give each organization a clear understanding of what is and what is not required by law.
Other commonly known and understood benefits that are legally required by all
organizations include Social Security, unemployment compensation, workers’ compensation,
and family and medical leave (depending on the organization’s size).
Module 6: Module Notes:
Employment Laws and Regulations
and the Threats to your Organization
During this module you are going to learn about employment laws and some of the issues
that managers and organizations face in trying to fairly apply rules and regulations. We are
going to analyze the importance of employment laws during our discussion “How do Laws,
Regulations and the Issues of the Internet and Social Media Environment Impact the
Workplace?” and will tackle some of the current issues facing organizations today in trying
to balance employee rights with employment laws.
In addition to our discussion, you will also complete the fifth part of your SWOT analysis,
the threats assignment. For this activity, you will do as you did in the prior modules for the
strengths, weaknesses, and opportunities sections, but this research will concentrate on the
threats to your company. You will provide a detailed paper on these findings, as you did in
the prior modules for the other sections of the SWOT analysis.
In the United States today, the hiring, promoting, paying, and terminating of employees has
taken on a new aspect with respect to laws regarding fairness and employee protection. I am
positive most of you have heard the phrase “protected class;” I wonder if any of you have
ever considered if you are in one of these classes? Protected classes include aspects like age
and disability, religion and race, or even being pregnant. These are just a few examples of
protected classes, the full list is long. So unless you were not born to a specific nation, are
neither a male nor female, have no religious preference, are younger than forty, not disabled
in any way, and are not currently pregnant, you are in a protected class. When you consider
these facts, I think it is fair to say the likelihood the EEO laws apply to you in some way is
extremely high, and when you add your employees to the mix, we are at 100 percent
When Congress passed the Civil Rights Act of 1964, it became one of the most effective and
important pieces of employment law in our history. This act made it illegal to discriminate
against people on the basis of race, gender, religion, and national origin. The federal law
applies to all employers who have multiple employees, and many states have implemented
similar laws at the state level to reinforce these requirements.
Since the Civil Rights Act became a reality, managers and leadership have a special duty to
avoid committing discriminatory acts at work. As we have seen over the past decade, when
this fails to happen it can cost their companies and stakeholders a great deal. It is important
to remember these laws also apply to how companies treat customers. It is vital that
managers understand this and ensure their employees are aware of what they should never
do or say when interacting with customers.
All managers should have the EEOC website (Links to an external site.) available and ready
for use on their desktops. The front page of the site keeps everyone up to date on the latest
suits and complaints that it has filed on behalf of employees against their employers. It also
lists fines, penalties, and orders for back pay, restitution, and punitive damages. It should be
the goal of all management to ensure the company name never appears on this website. Take
a few moments and look around on the site and see what you find of interest. Feel free to
bring this into our discussion in this module and share it with the class!
Now that we understand the reasoning behind, and need for, these laws, let’s review some of
the unique issues that many managers find when they move between private and
government employment. Many managers are often surprised by the different ways in which
laws are applied to their company or organization. Many laws that apply to federal
employees do not apply to private company workers and vice versa. I am sure many of you
have witnessed times over the past few decades where the government was “shut down” but
federal employees were still required to come to work, even though they were not getting
paid! Try that in a privately owned company and see what happens. Some other important
legislation is the Rehabilitation Act of 1974 and other executive orders signed by the
President, along with more complicated laws dealing with money, pensions, and Social
Security rights.
Companies that strive to stay within the laws and go the extra step to comply with
employment laws and regulations will see things like litigation costs and damages that are
substantially smaller than those of an organization that does all it can to bend the rules and
circumvent compliance. As changing priorities, processes, and leadership strain an
organization’s ability to do everything that is needed in this area, managers and leaders will
need to do the analysis (as you are doing with your SWOT) and make the argument to senior
management that the costs to ensure compliance are necessary expenses for the company and
far outweigh the costs of noncompliance.
Weekly company meetings, Monday morning office meetings, and telephone conferences
were once the primary source of workplace communication. This included communications
with stakeholders and customers, and even outside vendors. Today our modern technology
has produced such things as web conferencing, online chat, and virtual meeting places for
employees and employers to use for professional communications. Obviously things like
email, instant messaging and texting have become commonplace and have taken a firm hold
in the business world.
All of this technology used within the workplace creates privacy issues for the organization
and conflicts for some employees. Laws exist to protect both the employer and employee,
and organizations must have solid rules and policies in place to ensure employees understand
these privacy issues. Employees must realize that almost anything they send in emails is sent
using company servers, domains, or equipment and therefore is no longer private and could
be used against them. These same emails can become fair game in a lawsuit against or by the
In addition to the privacy issues within an organization, there are also additional concerns
with protecting employee information from misuse, such as identity theft and other illegal
actions, including disclosing workers’ medical records or other personal information. Over
the past few years, there has been a significant rise in customer information being hacked
into and personal information used for illegal activity. These examples are not limited to the
consumer; many times it is the employee who finds themselves the target. Unfortunately,
misuse of employee information is far easier to achieve with the technological advances, and
seems to be a growing problem in the workplace. Managing these complex issues is not easy.
Managers must ensure the Information Technology (IT) department understands which
pieces of information are the most sensitive and important to safeguard.
Now that we have our foundation for this module, it is time to think back over your pasts
and find examples and experiences where you have been in or witnessed some of these
situations. Our discussion area is a great place for sharing ideas and experiences and this
module is going to inspire another excellent interaction with the group. You also need to
consider these issues and what you take away from our discussion as you work on the fifth
section of your SWOT analysis (threats). These examples should provide some great ideas
and areas to research for this section.

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