Smoking in the Workplace: Balancing Smoker and Nonsmoker Rights

The tobacco industry presents an interesting American dilemma. While warning against the use of tobacco and striving for a smokeless society the U.S. government subsidizes the growth of tobacco. The economic impact of smoking is, on balance, negative for users, nonusers and society. The federal government does not legislate the use of tobacco but most states and many municipalities have smoking laws. Although such laws vary they normally attempt to protect the rights of both smokers and nonsmokers. Workplace smoking policies also vary but generally focus on applicable laws, health research findings, employee preferences, involvement in policy determination, formalization and communication, and smoking cessation programs.     

Employee Awareness of Workplace Violence Policies and Perceptions for Addressing Perpetrators at Colleges and Universities

Most of the research on workplace violence has focused on workplace violence incidents and the development of models to predict and address the phenomenon. The assumption that all organizations are essentially similar in nature underlies this research. However, colleges and universities differ from for-profit businesses. Little, if any, research has been conducted to determine employees’ awareness of workplace violence policies and employee perceptions of potential perpetrators and how to address perpetrators which is necessary for increasing such policies’ effectiveness. The present study examines the awareness of employees at a large, public university in the Midwestern United States concerning WPV. Respondents indicate which sources they perceive to be likely perpetrators of workplace violence, and the actions that organization should take if WPV occurs. Based on this information, steps to increase employee awareness of workplace violence policies in colleges and universities are suggested.     

育龄妇女职场性权益保护的研讨

当前,职场性骚扰问题已经受到各界的普遍关注,保护职场育龄妇女性权益势在必行。本文从理论与法律上对性骚扰进行了分析,最后提出了育龄妇女在职场面对性骚扰时应采取的对策与证据。     

Conceptualizing Family Violence as a Workplace Issue: A Framework for Research and Practice

Until recently, violence in the home has been regarded as a private family matter. Employees who are victims of abuse at home have been expected to put their experience of abuse behind them when they go to work, and employers have not been expected to interfere. Yet, the consequences of disregarding family violence as an organizational issue may be quite severe. This article suggests that family violence can affect the career advancement of individual victims; their performance at work; relationships with co-workers, supervisors, and customers; and, ultimately, organizational effectiveness. Moreover, this article argues that organizations have a social responsibility to contribute to the elimination of family violence by creating a workplace environment in which violence is not tolerated, abused victims are provided with support and assistance, and strategies for equalizing power relationships between men and women are implemented. Implications for future research as well as for organizational policy and practice are explored.     

加强人防工程安全管理工作的探讨

国防工程发展建设至今,基本已经趋于健全,其包含万千,由众多部分组成。在国防工程的众多组成部分之中,对于城市以及民众具备有重要意义的人防工程就不可不提,其存在是将深埋地下的空间与资源进行最大化发掘及利用,从而做到与其他国防工程组成部分契合,实现立体化国防工程的建设发展。人防工程虽然不显于人前,但其重要性却无人可以忽略,其对于城市建设发展、民众生命利益保障奠定着坚实基础。     

浅析思想政治工作在安全管理工作中的应用

思想政治工作是我们党的优良传统和政治优势,能为安全生产工作提供强有力的保证。文章从广西南宁凤凰纸业有限公司安全生产管理工作的实际出发,对思想政治工作在其中所发挥的作用进行分析和探讨。     

Union Rules Intrude Upon the Nonunion Domain: Workplace Investigations and the NLRB

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.     

浅谈高层建筑消防安全监督管理工作

高层建筑消防安全监督管理工作是大楼管理的重中之重,一旦发生火灾,极易生成群死群伤,逃生困难,救援难度大,本文针对目前高层建筑管理中的薄弱环节,在分析影响和制约高层建筑管理因素的基础上,从高层建筑的消防安全主体责任、消防安全管理、消防宣传、消防培训等方面提出解决的对策建议。     

关于做好安全生产思想政治工作的几点思考

安全生产的实践主体是人,人的安全意识会直接影响安全生产.人们在生产过程中出现的各种思想问题,是影响安全生产的最基本、最重要、最直接的因素.而思想政治工作的作用,就是要解决人的思想问题.事故往往是由于人的麻痹思想、安全意识淡薄和不安全行为造成的,文章就如何做好安全生产思想政治工作、消除思想上的安全隐患进行了探讨.     

加强和改进养老机构消防安全工作的思考

养老机构的管理和安全越来越受到人们的关注。对于养老机构存在的消防安全问题,需要全社会动员,统筹协调,标本兼治。     

我国工贸行业企业安全生产标准化建设工作思考

企业在生产经营过程中是否安全与企业的成本管理、员工管理和质量管理密切相关,对促进企业稳定经营和发展具有积极作用。在此基础上,论文介绍了企业安全生产标准化建设的重要作用,简要分析当前工贸企业安全生产标准化建设工作中存在的问题,并结合实际情况,针对工贸企业安全生产标准化目标提出有效的建设项目管理措施,旨在提高企业生产和运营的稳定性和安全性,并最大限度地提高企业的经济效益。     

谈加强职工劳动保护与安全生产工作存在的突出问题及对策

安全始终是每个企业永远不可回避的问题,而如何在求得企业生产利益最大化的同时力争安全事故最小化,是每位决策者必须深思的问题。文章结合相关事例,就如何加强职工劳动保护与安全生产工作存在的突出问题展开探讨,以期为安全工作质量的提升提供一些参考。     

浅谈变电站电气安装与土建施工的配合及安全措施

变电站的电气安装施工是比较复杂的,本文浅谈如何与土建施工相互配合,合理优化工作流程,为施工方获取良好的经济效益。     

建筑业农民工安全生产问题分析与对策

文单分析了常见的建筑业农民工安全生产事故发生的原因,论述了加强安全教育及安全管理工作的重要性,探讨了农民工安全生产问题,并提出了相应策略。     

Employee and management rights and responsibilities under the Americans with Disabilities Act (ADA): An overview

The Americans With Disabilities Act (ADA) significantly expands the rights of disabled individuals in their access to employment opportunities, services, telecommunications, public accommodations, and transportation. This article provides an overview of the ADA with a particular emphasis on employment issues under Title I of the Act affecting the rights and responsibilities of disabled employees and employers. Permitted and prohibited actions by employers are discussed, as well as factors used to determine the definition and application of key terms under the Act. Some potential impacts of the ADA on the interests of disabled individuals and employers are discussed. Recommendations for effective management policies to comply with the employment provisions of the ADA are also included.     

在役桥梁结构安全性的检测与评估研究——以连霍高速公路某空心板桥为例

以连霍高速公路郑洛段某混凝土空心板桥梁结构安全性的检测与评估为例,介绍了在役桥梁结构安全性检测与评估的基本方法与思路,可为同类桥梁检测评估工作提供有益借鉴。     

水利水电工程建设安全监理工作探析

文章结合某水利水电工程项目,介绍水利水电工程安全特点和存在的问题,探讨安全监理工作主要措施,并总结了几点监理体会。     

Job Security Rights: The Effects of Specific Policies and Practices on the Evaluation of Employers

The effects of specific policies and practices regarding employee job security rights on the evaluation of employers was investigated in two contexts. First, an experimental design was used to investigate the effect of explicit at-will and explicit good-cause policies on future job seekers' evaluation for a company's attractiveness and their willingness to sign up for an interview. The results support the argument that the kind of rights employers offer, or expressly deny, can significantly effect recruitment outcomes. Second, the potential role of formal employment at-will agreements as a source of inferences about the employer was investigated using open-ended questions that were responded to by currently employed managers and future job seekers. The results indicate that the use of formal at-will agreements may lead to a variety of negative inferences, giving employers reason to be concerned about the effect of such practices on employee relations.     

Work hour congruence: the effect on job satisfaction and absenteeism

This study examines the effect of work hour congruence on employee job satisfaction and absenteeism using a large, longitudinal sample from the Canadian Workplace and Employee Survey (WES). An employee is said to have work hour congruence when they actually work the number of hours that they desire. Results indicate a difference between employees who desire more hours and those who desire fewer hours: employee desire for and receipt of more hours was related to positive changes in job satisfaction, while employee desire for and receipt of fewer hours was related to reduced absenteeism. In addition, the results suggest that employees respond to employers who at least try to meet their needs, those who desired more hours and received some, but not all of these additional hours showed a positive increase in job satisfaction. This study contributes to the literature by using of a precise measure of work hour preference and change, differentiating employees who desire fewer hours from those who desire more and examining both full and partial work hour congruence.