Employee Responsibilities and Rights Journal

doi: 10.1023/A:1017487213349pmid: N/A

Bennington, Lynne; Wein, Ruth

doi: 10.1023/A:1015710311395pmid: N/A

Despite the complex nature of discrimination in employment, antidiscrimination legislation in most countries has placed almost exclusive responsibility on one party, the employer, who may base employment decisions on illegal grounds, by using personal information (such as age, gender, marital status, ethnicity, etc.) provided by job applicants. This study examined 107 real résumés from Australian managerial applicants to determine how much personal information is provided in résumés. It was found that although employers and recruitment consultants are prohibited from seeking personal information from applicants, this information is often either provided directly or indirectly by applicants in their résumés. Thus this paper suggests that job applicants aid and abet employer discrimination in the selection process. Methods to prevent or minimize discrimination in the recruitment and selection phases of the employment process are suggested.

Keenan, John

doi: 10.1023/A:1015796528233pmid: N/A

A whistleblowing survey was completed by a sample of upper-level, middle-level, and first-level managers. A variety of individual, organizational, communication climate, and moral perception variables related to whistleblowing were examined across managerial levels using an ANOVA analysis. Results indicate significant differences with respect to most variables examined. Recommendations are made for practitioners and future research.

Morgan, James; Owens, James; Gomes, Glenn

doi: 10.1023/A:1015748612303pmid: N/A

This paper examines the new legal landscape for nonunion employers who contemplate conducting investigations of alleged wrongdoing by their employees. The National Labor Relations Board (NLRB) has ruled that a certain right (the “Weingarten right”) previously guaranteed only to union members applies equally to at-will employees in nonunionized firms. As a result, all employees now possess the right to ask that a coworker be present during an investigatory interview. While the Weingarten right is sensible in a union environment, significant public policy and practical problems arise when this right is extended to the nonunion environment. This paper offers advice on managing the investigative process, given this new “right,” and it discusses the propriety of imposing union rules on the nonunion workplace.

Weber, Paula; Davis, Elaine; Sebastian, Richard

doi: 10.1023/A:1015700729141pmid: N/A

In 1997, the Equal Employment Opportunity Commission (EEOC) issued new guidelines to clarify implementation of the mental health regulations under the ADA. This paper explores the impact of those guidelines on human resource practices in the workplace. Focus group discussions were conducted with human resource practitioners from over a dozen medium-sized, mid-western corporations. Analysis of the focus group discussions identified four primary issues: underreporting of mental health disabilities; the impact of demographic differences on mental health; misreporting of mental health disabilities; and the impact of the environment on mental health.