What types of employee monitoring have you encountered or witnessed?
What types of employee monitoring have you encountered or witnessed? How do privacy laws protect or not protect both employers and employees? Why has there been a drop in union membership in the United States? Why do you believe the percentage of the workforce that is unionized in the United States has dropped from almost 50% to less than 13%? Discuss the reasons that this drop has occurred, and speculate whether the trend may continue or reverse in the future. Be sure to support your analysis with appropriate research.
I am having a problem with my manager that I am unsure how
I am having a problem with my manager that I am unsure how to deal with. There is a lot of background info regarding this question so I will try to briefly summarize.I started my job almost exactly 1 yr ago. My manager had just recently obtained the manager position just a few months prior to my hire. Well she went on maternity leave my 1st week so virtually my first 3 months I worked under the direction of my trainer & my director. These 3months were great & although my co-workers made comments about how things are very different when my manager is there, I couldn't imagine that being so. Upon her return, she & I met to discuss my work & progress. She indicated at that time that she has received nothing but wonderful feedback about my work. So much so that I was asked at that time to be my team's specialist for Medicare reporting, I was appointed 1 of 2 employees to monitor the unworked mail & also was asked to be on the team to re-write our employee handbook. All this after just 3months of work, I was so happy and enjoyed my job.Shortly after my managers return, a co-worker went on maternity leave & another co-worker was let go. Being a small team, the brunt of the additional work due to the understaffing issues fell on my shoulders. Also at this time a co-worker of mine had expressed concern to HR & each of us had to meet w/ an HR rep to discuss work load and management concerns, however my manager was also in attendence at each meeting. I had my meeting & reported no issues w/ manager, however repeatedly expressed concern with my work load due to the events listed above. I also indicated that I was aware that although I had not had an official review, I was aware of the metric scale they used for reviews & was concerned with what my scores would be as there is no way to factor in the short staffing & overload of work. I was told this would not be held against me. I had my mid year review & it was what I consider a good review as a new employee.Shortly after things drastically changed. At the time I was first approached, I had the highest workload, 177files, with the next closest being under 150 and all others closer to 130. My manager set up a meeting & basically advised that we needed to address my work as most, if not all of my work was being completed late. She seemed somewhat understanding & we came up with a plan to attempt to catch my work up. Part of the plan was a new position being approved & the filling of the empty position left when she let an employee go. So that being said & upon the return of the the employee on maternity leave, we were considered "fully staffed". 2 weeks after being fully staffed, I was again called into a meeting where she was a bit more stern regarding my work getting caught up. We further developed a plan on how I could prioritize my work.Since that meeting, I constantly get emails from her which are more & more hostile, indicating work that needs to be addressed ASAP, which are outside the priority plan we developed. She continually expresses concern w/ my work & I am constantly feeling picked on. I have been approached by several other workers asking what I did to her as they all have noticed she seems to be picking on me. 1 email recently sent from my manager included another employee from a completely different team/department & she even made the comment to me & others regarding how rude my manger was towards me. I had my mid-year review this week & it was the worst review I have ever received in my entire career. I am now gathering my documents/proof of this ongoing problem and plan to go to HR as some of the information/allegations she has made are just completely not true. So my question is, she said something to me in my review that is really bothering me. She made the comment that she feels I have the ability to do this job & so she has really defended me & put her butt on the line for me. Now I was a little taken back by this, but the more I think about it, I feel she was somewhat threatening me & I don't know why I didn't ask at the time but I would like to know who she is supposedly defending me to or how she is putting her butt on the line for me. I am unsure if I should address this with her by asking her to further explain or if I should just make note of it & address it when I meet with HR. As far as I know, the meetings she has been having with me are just her & I discussing my work, she has never before indicated any concerns from her manager, the director or anyother higher up. She also indicated that she was concerned for me w/ regard to something in my personal life that may be affecting my work. I was appauld by this accusation as if anything, my work/job is affecting my personal life. I have been putting in 60+ hours a week for the past several months my husband & children are the ones suffering. I work until 2 or 3 in the morning sometimes resulting in just a few hours of sleep.
I am a public employee in MA and use a town vehicle. When
I am a public employee in MA and use a town vehicle. When my vehicle was in for service, my mechanic found a GPS device attached to the vehicle. I believe it was placed by the police chief, but no one has clearly stated so. I have asked why it was placed on the vehicle but cannot get a straight answer. Based ipon the Supreme Court decision on criminal tracking, have my rights been violated?Thank you
I had been terminated from my Corporation (Owned
QuestionI had been terminated from my Corporation (Owned 50%) in October 2009. At the Temporary Hearing, November 16th 2009 the Commissioner of the courts granted me use of my corporate cell phone for personal use (This is a divorce). -Can the Corporation, without my knowledge Add an Android Third Party applications on my cell (November 19th 2009) without my personal knowledge or consent?Again to note the Corporation was very aware I used cell phone for personal use—As well can the Corporation monitor my Gmail account (Employee Monitoring) without my personal knowledge or consent?Thank You
I am a customer service representative and I understand that
I am a customer service representative and I understand that my boss, can monitor my phone calls, is a violation of privacy when a co worker does that, I do not know if he was told to do it, but he is just another customer service representative. Can this be consider invasion of privacy? The way the phone system works when a person call another one and the line is busy the phone system gives you an option berge in, which means you can get in the conversation with the person that is busy on the other line. I am tired that my co workers have dubts about my job or I do not know why they do that. I do not that with them. Thanks for your answer.
Attorney At Law
Doctor of Law w/ highest honors
I employed for Native American High School and non-excempt
I employed for Native American High School and non-excempt employee who is required to clock in & out. Does the employer have the right to set the clock back 5 minutes if I clock in at 7:55 am? Under Federal Standard Labor Laws does the Human Resource person have the right to monitor your time ie. when you clock in and out
My employer has modified its standby policy, which requires
My employer has modified its standby policy, which requires me now to check in on a laptop pc for purposes of monitoring the plant, rather than just calling in on a cell phone to advise of my movements. I am told that this is not time worked for overtime under FLSA because I am not geographically restricted. Since I "monitor" the plant on the laptop , shouldn't this be considered time worked for overtime
Is it legal for an employer to hire a or have another employee
Is it legal for an employer to hire a or have another employee engage a private investigator to spy on an employee or monitor telephone calls on the employees personal time away from their personal telephone. The employee being spied on has not broken any laws and does not discuss anything with other employees but has turned the office manager into an insurance company for falsifying insurance claims.