What is unfair treatment at work?
What is the most likely result of unfair treatment and abusive supervision in the workplace? A) reduced benefits B) increased stress C) reduced commissions D) …
When to dismiss an employee for unfair treatment?
Refers to a system of distributing rewards and discipline in which the actual results or outcomes of are evenhanded and fair Organizational climate The perceptions a company's employees share about the firms psychological environment, for instance in terms of things like concern for employees wellbeing, supervisory behavior, flexibility, appreciation, ethics, empowerment, …
What constitutes an abusive act or practice?
Employees of Fannie Mae, a financial company, are complaining that the pay is unfair and gossiping with each other about it, hurting morale and productivity. Concord Communications anticipated that 10,000 workers were planning to strike over unfair compensation.
What is UDAAP (unfair deceptive acts and practices)?
Oct 30, 2019 · Unfair Acts or Practices - The Dodd-Frank Act standard for unfairness is that an act or practice is unfair when: It causes or is likely to cause substantial injury to consumers; The injury is not reasonably avoidable by consumers; and; The injury is not outweighed by countervailing benefits to consumers or to competition.
What the employer and employee expect of one another is part of what psychologists call a?
What the employer and employee expect of each other is part of what psychologists call a psychological contract. This is "an unwritten agreement that exists between employers and employees." The psychological contract identifies each party's mutual expectations.
What is the most likely reason for more firms providing ethics training to employees?
What is the most likely reason for more firms providing ethics training to employees? Federal laws encourage firms to comply with ethics training guidelines. ______ refer to people who are inclined to make unethical choices. Which of the following is the primary element of properly developed disciplinary procedures?
Which term refers to singling out an individual for the purpose of harassment and mistreatment?
Which term refers to singling out an individual for the purpose of harassment and mistreatment? bullying. What is the first step in the union drive process?
Why is employee involvement an effective employee relations strategy?
Employee involvement means encouraging your employees to take part in management and decision-making meetings of the organization. It helps the management in understanding their viewpoint and addressing their issues and concerns.Mar 26, 2021
When firms do not deal swiftly and fairly with the unethical behavior of employees ethical employees feel penalized True or false?
78) When firms do not deal swiftly and fairly with the unethical behavior of employees, ethical employees feel penalized. Answer: TRUE Explanation: To the extent that behavior is a function of its consequences, the manager needs to reward ethical behavior and penalize unethical behavior.
Which component of organizational justice refers to the fairness and justice of a decision result?
Which component of organizational justice refers to the fairness and justice of a decision's result? Distributive justice.
Which of the following best describes the primary purpose of the Occupational Safety and Health Administration?
Answer: The Occupational Safety and Health Administration (OSHA) was created to protect workers and minimize workplace accidents.
Which term refers to taking specific actions toward or against the person based on the person's group?
Which term refers to taking specific actions toward or against the person based on the person's group? discrimination. Members of the EEOC are appointed by the ________. President of the United States.
Which of the following would be considered OSHA's highest priority for inspection?
OSHA's top priority for inspection is an imminent danger-a situation where workers face an immediate risk of death or serious physical harm.
How does employee relations affect efficiency and effectivity of employees?
Healthy employee relations lead to more efficient, motivated and productive employees which further lead to increase in production level. Over 40 percent of the companies listed in the top 100 of Fortune magazine's “America's Best Companies to Work For” also appear on the Fortune 500.
How does positive labor relations contribute to successful strategic management?
A harmonious relationship between employees and employers contributes to economic growth and development. This leads to an increase in efficiency. Greater efficiency, in turn, leads to higher productivity and growth. It is important to keep the employees motivated if organizations want to get the best from them.Sep 17, 2018
What are some benefits of positive labor relations?
When members of an organization share positive relationships, employee productivity, engagement, motivation and morale tend to be much higher. Individuals value their employer and they are more inclined to be productive and hard-working employees.May 12, 2021
What is unfair act?
Unfair Acts or Practices - The Dodd-Frank Act standard for unfairness is that an act or practice is unfair when: It causes or is likely to cause substantial injury to consumers; The injury is not reasonably avoidable by consumers; and. The injury is not outweighed by countervailing benefits to consumers or to competition.
When citing UDAAP violations, should you use the general citation?
Note regarding citing violations of UDAAP: NCUA staff should use the general citation “Unfair, Deceptive, or Abusive Acts or Practices” when citing UDAAP violations found in Federal credit unions, except for violations of regulations CFPB or the NCUA issues under its respective UDAAP authority.
How to identify potential UDAAP concerns?
Policies, Procedures, and Due Diligence#N#Identify potential UDAAP concerns by reviewing all relevant written policies and procedures, member complaints received by the credit union, the NCUA, or CFPB, internal and external audit reports, statistical and management reports, and examination reports. Determine whether -#N#The scope of the credit union’s compliance audit includes a review of potential UDAAP.#N#The compliance audit work is performed consistent with the audit plan and scope.#N#The frequency and depth of audit review is appropriate to the nature of the activities and size of the credit union.#N#Management and the Board of Directors are made aware of and review significant deficiencies and their causes.#N#Management has taken corrective actions to follow up on any identified deficiencies.#N#The credit union’s compliance programs ensure that policies are being followed through its sampling of relevant product types and decision centers, including sales, processing, and underwriting.#N#The credit union has a process to respond to member complaints in a timely manner and determine whether consumer complaints raise potential UDAAP concerns.#N#The credit union has been subject to any enforcement actions or has been investigated by a regulatory or law enforcement agency for violations of consumer protection laws or regulations that may indicate potential UDAAP concerns.
What is deceptive act?
Deceptive Acts or Practices - A representation, omission, actor practice is deceptive when. The representation, omission, act, or practice misleads or is likely to mislead the consumer; The consumer’s interpretation of the representation, omission, act, or practice is reasonable under the circumstances; and.
What is UDAAP in financial terms?
Unfair, deceptive, or abusive acts and practices (UDAAP) can cause significant financial injury to consumers, erode consumer confidence, and undermine the financial marketplace. Under the Dodd-Frank Wall Street Reform and Consumer Protection Act (Dodd-Frank Act), it is unlawful for any provider of consumer financial products or services or a service provider to engage in any unfair, deceptive, or abusive act or practice. [1] The Dodd-Frank Act granted rulemaking authority regarding unfair, deceptive, or abusive practices to the Consumer Financial Protection Bureau (CFPB) [2],
What is the purpose of analysis of member complaints?
Analysis of member complaints may assist in the identification of potential unfair, deceptive, or abusive acts and practices. Examiners should consider the context and reliability of complaints; every complaint does not indicate violation of law.
What is the role of member complaints?
The Role of Member Complaints in Identifying Unfair, De ceptive, or Abusive Acts or Practices. Member complaints help detect unfair, deceptive, or abusive acts and practices. They have been an essential source of information for examinations, enforcement, and rulemaking for regulators.
Why do you treat someone unfairly?
Treating someone in your staff unfairly because of who they are is discrimination. It can lead to them feeling upset, shamed, and even scared. When this happens, you can expect their morale and their productivity levels to plummet.
What is grievance procedure?
The grievance procedure. You are responsible for the health and the safety of your staff. But you must also always act reasonably when finding the underlying cause of an allegation. When an employee comes to you with a grievance, hold a hearing to work out the details of their grievance.
Can you take sick days off for mental health?
Also, make sure all of your staff know that taking a sick day for a mental health condition is just as valid as something like flu or a physical injury. You might find that people in these situations need to take more sick days off than other staff, due to the issues they face day-to-day.
What is workplace deviance?
Workplace deviance is purposeful behavior that violates orga-nizational norms and is intended to harm the organization, itsemployees, or both (Bennett & Robinson, 2003). Robinson andBennett (1995) developed a widely accepted typology of work-place deviance, which categorizes two basic types of deviance:organizational and interpersonal. Organizational deviance is devi-ance directed toward the organization (e.g., shirking hours, pur-posefully extending overtime), and interpersonal deviance is de-viance directed toward individuals (e.g., verbal abuse, sexualharassment). Recent research suggests it is useful to distinguishbetween two types of interpersonal deviance: deviant behaviorstargeted against supervisors and those targeted at other individuals(Hershcovis et al., 2007). Thus, we investigate supervisor-directeddeviance and (nonsupervisory) interpersonal deviance as well asorganizational deviance when considering employee reactions toabusive supervision.
What is the principle of retaliation?
The principle of retaliation emphasizes thebiblical injunction of “a life for a life, eye for eye, tooth for tooth. . . bruise for bruise” (Exodus 21:23–25) and is a common themein deviance research (cf. Bennett & Robinson, 2003). Gouldner(1960) captured this principle in his negative norm of reciprocity.Reciprocity encompasses quid pro quo behaviors, meaning thatsomething given generates an obligation to return an equivalentgesture. Most research focuses on positive reciprocity, whichpromotes stability in relationships through considerate, valued, andbalanced exchanges. Favorable treatment generates favorabletreatment.