HRM 510 WEEK 8 DISCUSSION - 83718

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olufunmilola

olufunmilola

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Request Description
• What kind of distribution/solicitation policy would you recommend that an employer adopt? Regarding e-mail use? What are the potential consequences of adopting highly restrictive policies? • Think about a restaurant, store, office or factory where you have worked. What safety and health hazards existed in that workplace? What measures were used to address those hazards? Was safety given sufficient attention? NOTE: THREE ANSWER POSTED FOR EACH DISCUSSION AS A BONUS JUST CHOOSE ONE
Solution Description

DISCUSSION 1

 

I believe an employer should adopt a distribution/solicitation policy that is fair to everyone and that satisfies NLRB.  As I have seen in most companies they allow people to sell avon with no issues and also allow employees to post business card and flyers in the break rooms, and communicate this to their fellow employees.  Not to mention girl scout cookies, and school fundraisers are big in most companies.  This is all solicitation, regardless if the company agrees to it or not.  Companies seem to have a huge problem and make a big deal when employees are soliciting for union business.  Employees are even limited to where and when they can conduct union related business, however at any given time you may have people coming up to your desk bugging you about buying calenders and candy for their children, I have even seen people walk around my job with boxes of candy selling them for $1.00 each.  An employer should restrict everyone to the same limitations to be fair.  Email use could be restricted to business purposes or basic communications, I believe that no one's email should be bombarded with a bunch of solicitations.  My company I work for now has an employee link that allows all employees to sell, buy or trade and advertise on that specific site only, this is good because If a person is looking for something in particular they can search that site, and if an employee is selling anything they will post it on this site.  This clears up the whole email solicitation.  Potential consequences could be that by limiting communication especially for union business a company could be susceptable to legal actions.

OR

What kind of distribution/solicitation policy would you recommend that an employer adopt? Regarding e-mail use? What are the potential consequences of adopting highly restrictive policies?

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WEEK_8.docx