Five Discussion Readiness for Training:

  Five Discussion Readiness for Training:

To improve product quality, a company is introducing a computer-assisted manufacturing process into one of its assembly plants. The new technology is likely to result in substantial modification of jobs. Employees will also be required to learn statistical process-control techniques. The new technology and push for quality will require employees to attend numerous training sessions. Over 50 percent of the employees who will be affected by the new technology completed their formal education over ten years ago.

What should management do to maximize employees’ readiness for training?

Six Discussion I: Ethical Dilemma

Johnson & Johnson Health Management Inc., which sells wellness programs to companies, estimates that 15 to 25 percent of corporate health-care costs stem from employees’ unhealthy lifestyle conditions. As a result, individuals may not be hired, might even be fired, and could wind up paying a monthly penalty based on their after-hours activities.
Here are some examples:

· Texas Instruments has imposed a $10 monthly surcharge on health insurance for employees and dependents who smoke.

· Turner Broadcasting has had a policy not to hire smokers.

· U-Haul International has imposed a biweekly $5 charge for health insurance for employees who smoke or chew tobacco or whose weight exceeds guidelines.

· Multi-Developers has had a policy to not hire anyone who engages in what the company views as high-risk activities: skydiving, piloting a private aircraft, mountain climbing, or motorcycling.

Existing civil rights laws generally do not protect against “lifestyle discrimination” because smokers and skydivers are not named as protected classes. Should employers be able to implement “lifestyle policies”?

Seven Discussion: Discipline

Employee Doris Sims has received two warnings for absenteeism. In keeping with the progressive discipline guideline, the first warning was oral and the second written. Next, Doris arrived at work late.
Is this a new offense by Doris?
Is the third step appropriate or should her manager start a new procedure with step one? How about time?
If Doris misses no additional work days for six months following her second warning, should she receive a third step layoff on her next absence or should the process begin again at step one?