Drug testing in the workplace: An overview of legal and philosophical issues

This article examines a range of legal and philosophical issues related to the drug-testing debate. The discussion of legal issues includes potential litigation on constitutional grounds (for public employees), statutory and tort grounds, or on the basis of civil rights legislation. Arbitration standards are also examined for situations involving unionized employees. The article further highlights pragmatic issues including the accuracy and costs (economic and noneconomic) of drug tests as well as the distinction between a positive drug test and impaired performance. Finally, the article addresses the delicate balance between an employer's right to unimpaired performance and an employee's right to privacy.     

Genetic testing: Your genes and your job

This article examines issues related to worker's exposure to substances in the workplace that may cause genetic damage and the use of genetic testing to assess and monitor such damage. The discussion includes the scientific principles of genetic testing and its accuracy and predictive value. The applicability of existing federal and state legislation to genetic testing is explored. Also analyzed are various legal and ethical issues, including union and nonunion employees' rights, workers' compensation, common law remedies, privacy and confidentiality, and an applicant's or employee's right to know test results.     

The evolution of honesty tests and means for their evaluation

Issues have been raised regarding means of honesty testing of employees. It seems probable that paper-and-pencil testing will be the most widely used method. This technique, though, must be improved before it will be more widely accepted. Scoring must be reevaluated, validation standards must be further refined, additional research is needed regarding the accuracy of the tests, and future legal challenges probably will have to be met with respect to such testing relative to privacy, discrimination, and union busting.     

“Good Cause Beliefs” in an “At-Will World”? A Focused Investigation of Psychological Versus Legal Contracts

This study assesses the psychological contracts of a group of at-will employees and compares their relevant psychological contract beliefs with the terms of the controlling legal employment contract. In addition, we test specific hypotheses regarding the relationship between employers formal job security policy (employment at-will vs. good cause protection, and employee personal characteristics; equity sensitivity, organizational tenure) to 2 focal psychological contract beliefs (the employers obligation to have a good reason to discharge the employee, and the employees reciprocal obligation to have a good reason to leave his/her employer). These issues are investigated using survey data sampled from 15 diverse U.S. organizations, and independently collected information regarding organizations job security policies. The results provide evidence of a widely shared psychological contract belief that, despite explicit at-will policies, U.S. employers are highly obligated to have a good reason to discharge employees. Further, personal characteristics are more strongly related to the focal psychological contract beliefs than employer job security policies. The theoretical contribution of the study and its practical implications are discussed.     

医疗器械灭菌方法、灭菌工艺验证及无菌检查

文章阐述了湿热灭菌、干热灭菌、环氧乙烷灭菌、辐射灭菌、低温等离子体灭菌等5种医疗器械灭菌方法,并介绍了灭菌工艺验证和无菌检查方面的内容。     

Don't “just say no” to drug testing in the workplace: Some recommendations for developing and implementing policy

The widespread use of contraband substances by organizational members continues to present policy makers with a plethora of legal, moral, and economic issues to contend with when designing and implementing a comprehensive substance abuse policy. This article addresses methods of drug testing and their relative advantages and limitations, the legal ramifications of policy decisions, including union and nonunion concerns, and the costs and benefits associated with drug testing and screening. General guidelines for the design and implementation of a substance abuse policy are offered, and it is suggested that organizations should not summarily dismiss drug testing as a vehicle for the control and elimination of contraband substances and their use in the workplace.     

Stress: The legal and organizational implications

Evolving legal trends, as well as court cases in which stress related to employment situations led to liability for the employer, were reviewed and summarized. These results were integrated with those in current empirical stress research in order to identify potential areas of concern for managers. This unified approach was then used to examine some common organizational situations and to suggest practices, policies, and procedures that may be useful in reducing or eliminating the harmful effects of stress on employees. It was concluded that, while employers must be knowledgeable about general stressors likely to affect employee well-being, they must also identify factors unique to their own situations. The responsibility of the manager in analyzing the work situation and responding to the individuals involved is emphasized.     

汽车开发中如何合理地进行可靠性试验

在汽车开发过程中,必须通过汽车的可靠性试验来验证汽车的各项性能指标是否符合法规要求并达到设计目标。文章论述了在汽车设计开发过程中,通过选择合适的试验标准,使用计算机辅助工程（CAE）进行校核,以及对可靠性试验的合理安排,迅速、有效、经济地完成汽车的可靠性验证。     

Overestimating Oneself and Overlooking the Law: Psychological Supports for Employment at Will

This article studies the hypotheses that people tend to underrate other people's work motivation and skills relative to their own, and further tend to be unaware of the legal status of employment at will in contemporary U.S. law. The theoretical part of the article describes psychological bases for the hypothesized tendencies and explains how they can be expected to foster acquiescence to employment at will and high employment insecurity. The empirical portion of the article describes and discusses a survey of M.B.A. students that probed their knowledge of and attitudes toward U.S. employment law, along with their attitudes toward employment insecurity and work motivation. Consistent with the hypotheses, the study found widespread lack of knowledge about the legal status of employment at will, as well as a tendency toward overrating one's own work motivation relative to others and a tendency toward taking higher risks of termination when they were presented as controllable on an individual, though not a group, basis.     

Liability Exposure Trends in Recruitment: An Assessment and Analysis of Retail Employment Applications

For many years interviews and written applications required the job applicant to provide answers to a wide range of questions. Initially the employer could and did ask questions on any subject in which he/she had an interest, including those of a personal nature. If the prospective employee refused to provide the information, the application was simply discarded without regard for any issues arising, involving discriminatory/disparate treatment or disparate impact on the job applicant. This article examines national and regional retail outlet employment applications. Our examination of these employment applications considers the information each application solicits, whether those questions seek information that would likely reveal an applicant's membership in a protected class, and thus to what degree retail employment applications create a discriminatory legal liability for the employer.     

基于法律视角的商业贿赂问题研究:美国经验及启示

目前我国从严整治商业贿赂问题迫在眉睫。严格明确的立法和执法是打击商业贿赂最重要的手段,美国根据实际情况,通过不断制定和修订相关法律,为本国预防和打击商业贿赂提供了良好的法律环境保证,在很多方面值得我们借鉴。目前,我国治理商业贿赂问题的法律环境不断改善,但还存在立法不明确,监管分散等等问题。完善立法,依法治理商业贿赂,既是完善社会主义市场经济体制、维护市场经济秩序必然要求,也是预防与惩治腐败的重要内容。     

高职院校大学生法律素质培养之我见

高职院校大学生法律素质的培养,关系到我国社会主义法治国家的建设进程与和谐社会的构建,提高高职院校大学生的法律素质是不容忽视的问题。在高职院校大学生中开展法制教育具有多方面的实效性,本文根据高职院校大学生的法律素质现状,探讨了提高高职院校法制教育实效性的途径。     

刍论审计风险与审计法律责任

本文认为,审计风险是产生审计法律责任的必要条件,法律责任的存在客观上起到了减少审计风险的作用,从审计风险的可控性看,注册会计师应该承担一定的法律责任,而从审计风险的固有性看,又不应让注册会计师承担过重的法律责任。因为不同的审计风险有不同的责任主体和责任客体,因而应根据审计风险的责任主体来确定审计法律责任。     

Sexual Harassments: Criteria for difining hostile enviorment

Sexual harassment in the workplace continues to be one of the most controversial and complex legal and ethical issues facing empolyers. The U.S. Supreme Court's June 1986 decisiion inMeitor Savings Bank v. Vinson, which applied Title VII of the Civil Reights Act to situations involving sexual harassment, is discussed. The Court's definition of hostile environment is reviwed, and federal court cases interpreting the Supreme Court's pronousncements are examined. The cases provide guidance on the kinds of situations that result in employer liability for sexual harassment. A primanry conclusion is that employers may easily avoid liability by exercising learned judgment and sound management practices.     

Psychological testing for selection purposes: a guide to evidence-based practice for human resource professionals

In order to be effective, HR practitioners need to be informed of best practice in a wide array of activities (Pfeffer 1994; Griffeth and Hom 2001). A key activity that is crucial to firm performance is recruitment and selection, yet many practitioners are poorly informed of the latest findings. In this review, evidence on the use of psychological testing for selection purposes was examined. Specifically, the focus of this paper is evidence that can be applied to ensure that psychological tests (ability and personality tests) are used in a way that ensures their effectiveness is maximized. A review of the extant literature identified five broad issues that relate to the use of psychological tests for selection purposes. These are: (1) how constructs for a particular job should be identified for selection purposes; (2) how test scores should be reported to a manager; (3) whether test information should be previewed prior to the interview;, (4) how psychological test scores and interview data should be combined; and, (5) whether a hiring recommendation should be given by the provider of candidate psychological test scores. The evidence on each of these issues is summarized and recommendations are made for effective HRM practices.     

Testing for redlining in the labour market

When an employer refuses to recruit a job applicant due to the applicant's place of residence, we speak of redlining in the labour market. There are two explanations for this practice by the employer. The first is the excessive distance between the applicant's place of residence and the workplace, justified by a logic of spatial mismatch. The second is based on the characteristics of the neighbourhood in line with a signal logic. We propose to measure the effects of these two mechanisms using a correspondence test conducted in the Paris region of France for two occupations: waiters and cooks. It appears that distance plays a significant role and reinforces the effect of a disreputable neighbourhood. The most deprived neighbourhoods combine these two types of drawbacks.     

矿井人员指纹识别定位系统设计方案及应用

通过计算机技术对人员定位系统和指纹验证系统进行联网合并,利用指纹验证系统做到人卡合一,核实下井人员真实身份,最大限度的减少不经培训人员或弄虚作假的人员违规下井,确保矿井安全生产。     

理工科大学生就业心理研究

理工科大学生目前在就业上存在的一些心理问题,主要包括对就业存在焦虑、恐惧等心理,存在性格缺陷、欠缺良好心理素质的学生和女生更是理工科大学生就业中的弱势群体,高校在理工科教学中实践性课程不足,创业教育落后等原因也导致理工科大学生就业不理想。针对这些问题,本文初步提出了一些建议,以期为理工科大学生在就业上提供帮助。     

试论大学生就业指导课中法律教育课程的改革

大学生就业指导课设立的目的是使大学生在毕业前掌握求职的技能,制订长远的职业规划,从而在毕业后能更好地融入社会。面对大学生在就业过程中普遍存在的欠缺法律意识和法律知识的现状,各大高校在就业指导课程中加入了法律教育课程。但是,由于主客观原因的限制,高校现阶段的就业指导课中的法律教育课程远远满足不了大学生的需要。文章认为,要培养大学生的法律意识和运用法律的能力,就必须认识到就业指导课中法律教育课程的重要性,通过围绕课程性质,制订科学计划,改进教学手段和教学方法等对该课程进行改革和完善。     

中小企业法律顾问制度的理论研究

论文通过中小企业法律风险防范的现状以及法律顾问在企业法律风险防范和控制机制中的作用和工作职责,阐述了企业法律风险防范和控制的价值,并结合了中小企业的特点,在公司法律风险防范和法律制度建设的优化策略中探索了服务体系的建设,为中小企业进一步完善法律风险管理提供了理论参考。