bluuebunny/crossref_metadata_2025 huggingface dataset:
Benefit programmes for disabled employees
Authors: Granger Jemi C. , Kleiner Brian H.
Published: June 2007

Looks at US programmes for enabling individual disabled workers to be included into the workforce as these, sometimes highly‐qualified, people have been overlooked by organizations. Further states that there are 30 million disabled US adults, of whom only 25 per cent are employed. Promotes various programmes which are beneficial to both disabled workers and employees. Concludes that if the USA could employ, or better use, more of the 23 million out of the 30 million disabled Americans, their contribution could be significant to the US economy.
How to prevent discrimination based on taking family and medical leave
Authors: Suriyasak Thitima , Kleiner Brian H.
Published: June 2007

Discusses the US, Family and Medical Leave Act (FMLA), and gives the eligibility details for employees and employers alike. Weighs up the pros and cons and concludes that there are advantages for both sides and that these far outweigh the negative sides. Sums up that a lack of discrimination should be pursued by both employees and employers to create a more ideal working environment.
Reasonable care in preventing sexual molestation of school children
Authors: Hsu Andre , Kleiner Brian H.
Published: June 2007

Investigates the sexual molestation of children in the USA and its repercussions for all concerned. Defines the subject and its reasons for the underreporting of this type of behaviour. Gives many guidelines and includes much information to aid both victims and parents/guardians in and out of schools. Concludes that both teachers and parents must continue to protect children from these heinous crimes, by sexual predators, as a proactive rather than reactive approach is required.
Gender and ethnicity based differential item functioning
on the armed services vocational aptitude battery
Authors: Gibson Shanan G. , Harvey Robert J.
Published: June 2007

Utilising Item Response Theory (IRT) methodologies, the Armed Services Vocational Aptitude Battery (ASVAB) was examined for differential item functioning (DIF) on the basis of crossed gender and ethnicity variables. Both the Mantel‐Haenszel procedure and an IRT area‐based technique were utilised to assess the degree of uniform and non‐uniform DIF in a sample of ASVAB takers. Findings were mixed. At the item level, DIF fluctuated greatly. Numerous instances of DIF favouring the reference as well as the focal group were found. At the scale level, inconsistencies existed across the forms and versions. Tests varied in their tendency to be potentially biased against the focal group of interest and at times, performed contrary to expectations. Implications for the ASVAB as well as other g‐loaded selection instruments are considered.
The best advice for sexual harassment victims in the US: don’t complain, just quit and sue
Authors: Collins Woodford Kelly , Rissetto Harry A.
Published: June 2007

In the last three years, the U.S. Equal Employment Opportunity Commission received 246,575 charges of workplace discrimination, of which 43,437 alleged sexual harassment. In 1998, the U.S. Supreme Court issued two landmark decisions governing how U.S. courts analyze sexual harassment cases. Since those cases, U.S. courts have been faced with a new conundrum: is a constructive discharge a “tangible employment action” that gives rise to automatic employer liability? Although the U.S. Circuit Courts of Appeals have split on the issue, the trend appears to be in favor of imposing automatic liability, effectively denying employers a defense in cases in which the alleged victim often failed to report harassing conduct. This article argues that classifying a “constructive discharge” as a “tangible employment action” will, in most circumstances, violate the Supreme Court’s admonition that “no award against a liable employer should reward a plaintiff for what her own efforts could have avoided”.
Employability of older workers
Authors: Patrickson Margaret , Ranzijn Robert
Published: June 2007

This article examines the concept of employability as applied to older workers. It argues that much of the lack of success experienced by older job seekers in securing employment may be based on the mismatch between what older job seekers believe employers want and what employers are seeking. It reports data from a small sample of older South Australians who were interviewed concerning their perceived employment choices, now and in the past, their self assessed skill currency, their judgements as to their employability, and their explanation for success or failure in seeking employment. Overwhelmingly interviewees believed themselves employable and their skills current, yet these optimistic beliefs are seldom confirmed by labour market success. Those who were successful seemed distinguished in two ways – either they had been able to tap into opportunities through personal networks or they had developed a new skill where the competition was less intense and this enabled them to command an income. Taking charge of their lives, analysing their situation in a strategic way, initiating actions where the likelihood of a successful outcome was higher, creating demand for what they could offer were all strategies that led to employment. However, such behaviours may not be typical of this age group. Interview data clearly showed that it was the more resilient individuals who coped more effectively and that these individuals were more successful in securing reemployment.
Hundreds of years of diversity: what took us so long?
Authors: McMillan‐Capehart Amy
Published: June 2007

Until Workforce 2000: Work and Workers for the Twenty‐First Century (Johnston & Packer, 1987), diversity in organizations was largely ignored. Cultural diversity did not appear in the management literature until the civil rights movement of the 1960s brought about an increased awareness of African‐Americans in the workforce. However, the U.S. has been culturally diverse for several hundreds of years. What took us so long to take advantage of this diversity in the workforce? This is a basic question of this manuscript. Therefore, this paper examines workforce diversity dating back to the colonization of the Americas. I will address the origins of cultural diversity and discuss the political, economical, and cultural contexts that impacted the lack of research regarding diversity’s influence on organizations. Finally, I will examine how scholars have viewed cultural diversity and discuss the current status of diversity research.
How to show retaliation at work
Authors: Phuttipaitoon Soraya , Kleiner Brian H.
Published: June 2007

Ethics are viewed as one of the most important aspects of business and industry today. However, breach of ethical behaviour is not uncommon in an organisation. Because business and industry function in a highly competitive environment, management will often make decisions in their self‐interest rather than supporting the company’s code of ethics. When an employer complains about an illegal or unethical practice, instead of commending the employee, he or she is called a “whistleblower” and terminated. Ettorre states “The sad fact is that in today’s supposedly enlightened business world, corporate America continues to treat its whistleblowers poorly”.
Analysing jobs to determine exempt or non‐exempt status
Authors: Larios Eduardo , Kleiner Brian H.
Published: June 2007

Employment classification is once again becoming a hot issue. Despite the fact that the Fair Labor Standards Act was passed in 1938, in the year 2003 we continue to see exploitation of employees currently classified under the exempt classification. However, employees are increasingly challenging the status of their employment to ensure fair wage treatment; many resulting in costly resolution to the employer. Thus, there is an increasing interest by employers to ensure their employees are properly classified appropriately (exempt or non‐exempt). As position classifications are put to the test, we can see that there are clear implications to various levels of the organisational structure, but the challenge lies in successful implementation of such reclassifications.
A different perspective on the gender wage differential of the last five decades
Authors: Salih Thamir M.
Published: June 2007

American society has been experiencing socio economic and political institutional change since the sixties. To utilise society’s human resources more efficiently and to improve society’s socio economic fabric, enactment of egalitarian amendments such as the affirmative action and the equal pay act, among others, were promulgated. However, the road towards better and more equitable wages for both genders has been bumpy. Recent evidence suggested that gender pay differential is still high and may not be in line with policy making intent.
Job exit queues: corporate mergers and gender inequality
Authors: Berdahl Terceira A. , Moore Helen A.
Published: June 2007

Purpose: to explore the experiences of employees in a local bank merger in the United States and examine the concept of job exit queues. We introduce the concept of a job exit queue, which describes how workers position themselves or are positioned by employers to leave jobs and enter new jobs following the announcement of a corporate merger. Design/methodology/approach: Qualitative interviews with mid‐ level managers, technical specialists and low status workers during the sale and merger process were conducted and coded thematically. We explore: (1) how workers and managers describe the job search as an “opportunity” or as a recurring cycle of low‐wage, high‐turnover work and (2) how severance packages structure the job exit queue to meet corporate needs. Findings: The role of severance pay is pivotal in understanding women’s and men’s job relations to job exit queues. We conclude that employers create job exit queues, placing low status workers and mid‐level women managers with less formal education at a disadvantage in reemployment. Value: This paper contributes a new concept “job exit queue” to the research and theory on work place diversity, gender inequality, and queuing theories.
Women treated differently: why the “reasonable woman” standard might not be reasonable
Authors: Hoffmann Elizabeth A.
Published: June 2007

Sexual harassment law addresses hostile environments by evaluating whether the workplace environment would be considered hostile by a “reasonable woman”. But who is a reasonable woman? Defendant‐employers may present one group of women employees as representative “reasonable” women and assert that any of these women’s co‐workers who have had different experiences with regard to sexual harassment are not “reasonable”. However, when male employees categorize various groups of female coworkers differently and, subsequently, treat them differently, the experiences of women from one of these groups would not be indicative of the experiences of women from an other group. This “selective sexual harassment” was present in the workplace I studied: while both groups of women were “reasonable”, they had very different experiences, only one of which might be confirmed by a court as the perspective of “reasonable” women. This article advocates for a version of the “reason ble victim” standard to facilitate a closer analysis of hostile environment sexual harassment suits.
Gendering processes in immigration for Chinese American and Japanese American women
Authors: Dona Julie , Ferguson Susan J.
Published: June 2007

Structural factors during Chinese and Japanese immigration and settlement processes required families to adapt in ways that altered traditional gender behaviors. This study examines how two factors – spousal immigration order and family economic structure – affected the gendered division of labor and how gender roles consequently were reconstructed for first and second generation Chinese Americans and Japanese Americans. These issues are investigated through secondary data analysis of 21 in‐depth interviews with daughters of Chinese and Japanese immigrants on the West Coast.
“You have to work at work: the economic strategies of black workers in Philadelphia”
Authors: Ussery Maggie R.
Published: June 2007

Using in‐depth life history interviews, this paper examines how workingclass black workers get jobs. It also offers an analysis of the ways networks generate resource information which then passes through a series of connections that in form those connected about available jobs, the application process, what personal information is required to get the job, employer expectations, the application process, wage rates and who will make the hiring decision. Black city residents have repeatedly had to reorganize their strategies for economic survival simultaneously evaluating what sort of information is passing through their net works about available jobs and what is re quired to get the job.
Derogatory stereotypic beliefs and evaluations of male nurses
Authors: Allison Scott T. , Beggan James K. , Clements Carolyn
Published: June 2007

One reason for the severe short age of nurses is the un will ing ness of males to pursue the profession in great numbers. This article explores people’s negative stereotypic beliefs about males in the nursing profession. Participants were asked to provide evaluations and trait descriptions of both male and female nurses. The results revealed that both male and female participants harbored favorable impressions of female nurses but unfavorable impressions of male nurses. Male participants were especially likely to form negative evaluations of men who pursue the nursing profession. Exploratory multivariate analyses of trait descriptions revealed that male nurses are viewed as feminine, non traditional, intelligent, and caring. Additional results suggest that unfavorable stereo types of male nurses can be moderated by highlighting the masculine qualities of nurses’ job duties. Implications for the recruitment of males into nursing are discussed.
The influence of support relationships on work‐family conflict: differentiating emotional from instrumental support
Authors: Kirrane Melrona , Buckley Finian
Published: June 2007

The importance of various support sources to the experience of work and non‐work life balance is a well‐documented factor. This study investigate the differential impact of the support of work colleagues, workplace supervisors, non‐work friends, spouse/partner, and extended family on employees’ perceptions of the balance between their work and family life commitments. The sample of an Irish working cohort (n=170) indicated that after having a young child (6 years of age) the next significant predictor of experienced work interference with family life was spouse‐partner instrumental support. Spouse‐partner social support did not have an impact on experienced work interference in family life. The support of co‐workers and workplace supervisors did not influence experienced work‐family conflict. How and why positive spouse‐partner instrumental support should lead to elevated work‐family conflict are discussed.
Work and family integration
Authors: Burke Ronald J.
Published: June 2007

Posits that work‐family issues have received research attention during the last two decades. Discusses work‐family conflict stating this usually involves lack of job and family satisfaction, with more inner‐family conflicts. States a number of companies have shown promise on the work‐family challenge.
Work/family conflict, psychological well‐being, satisfaction and social support: a longitudinal study in New Zealand
Authors: O’Driscoll Michael P. , Brough Paula , Kalliath Thomas J.
Published: June 2007

A survey of employed workers was conducted at two time periods to assess relationships between work‐family conflict, well‐being, and job and family satisfaction, along with the role of social support from work colleagues and family members. Levels of work‐to‐family interference (WFI) were found to be uniformly higher than family‐to‐work interference (FWI). However, at each time period FWI showed more consistent negative relationships with well‐being and satisfaction, indicating that family‐to‐work interference may have a greater bearing on employees’ affective reactions. There were few cross‐time relationships between work‐family conflict and these reactions, which suggests that the association of work‐family conflict with well‐being and satisfaction may be time‐dependent. Although there was some evidence that social support from work colleagues moderated the relationship of WFI with psychological strain and family satisfaction, family support did not display a consistent moderator influence. Instead, both forms of support tended to exhibit direct (rather than moderator) relationships with the outcome variables. Implications of the findings for research and interventions are discussed.
Back to organizational socialization: building a case for the advancement of women in organizations
Authors: Kwesiga Eileen , Bell Myrtle P.
Published: June 2007

Although organizational socialization is a powerful phenomenon with numerous long lasting effects on employees, many organizations and employees weather the experience unconsciously, going through the process blindly and unaware of its powerful influences. Though studies have analyzed organizational socialization and the role of newcomers in the process, none have looked at the role of specific socialization tactics and their influence on women’s careers in organization. In this paper we consider the relationship between organizational socialization methods and the advancement of women’s careers in organizations. We develop and discuss a theoretical integrative framework and propositions, and conclude with implications and suggestions for future research to better explain the linkages between organizational socialization tactics and women’s career advancement strategies.
Advancing women’s careers: what can we learn from co‐principals’ stories?
Authors: Court Marian
Published: June 2007

This article draws on longitudinal research into the establishment of co‐principalships. It discusses this innovative approach to school management in relation to women’s negotiations of their motivations, aspirations and strategies for career advancement and work/life balance. Longitudinal case studies of three primary school co‐principal initiatives were carried out between 1995 and 2000. Repeat interviews and observations with co‐principals, board chairpersons and school staff were conducted. Interviews were also undertaken with parents; students; and representatives of state education agencies, national governing boards, principals’ associations and teacher unions, alongside analysis of school and state policy documents. The resulting case study narratives described how each co‐principalship was initiated and either established or dis‐established. A discourse analysis of these narratives then examined how links between discourse, knowledge and power were being negotiated and challenged, as the new subject position of “co‐principal” was being constructed in New Zealand. This article analyses the significance of the similarities and differences in the women’s career backgrounds, motivations and strategies for moving into management positions. As they initiated their co‐principalships, the women variously went “against the grain” and/or co‐opted elements of the new public management corporate executive model for school leadership, which was introduced within the radical state restructuring during the late 1980s and early 90s in New Zealand.
Hair Colour Stereotyping and CEO Selection: Can You Name Any Blonde CEOs?
Authors: Takeda Margaret B. , Helms Marilyn M. , Klintworth Paul , Sompayrac Joanie
Published: June 2007

Hair colour stereotyping is well documented in countless jokes as well as in the psychological literature. Blondes, for example, are stereotyped as incompetent, but likeable. Those with red hair are stereotyped as competent but cold or with a fiery temper. These and other stereotypes may affect job progression, mobility, and the rise to the corporate suite. To test this research question, the hair colour of CEOs of the Fortune 500 was recorded and analysed. The results support the pre conceived hair colour stereotypes. Of this group, only 11 CEOs (2.2%) were blonde while 17 CEOs (3.4%) had red hair. The remainder of the 460 male non‐minority CEOs (92%) had either brown or black hair. Do ste reo types or per cep tions be come reality? Is awareness the first step in correcting the disparity? Is the disparity a problem? Does it point to discrimination in lower organisational ranks? Is this bias warranted? The article discusses the possible implications of these findings. Areas for further research are also included.
Ethnic Diversity in the New Zealand Police: Staff Perspectives
Authors: Jaeger Sabina , Vitalis Tony
Published: June 2007

Over seas research suggests benefits in having staff from ethnic minorities for po licing multicultural communities. This study ‐ part of a larger study investigating recruitment barriers and retention issues of ethnic minorities in the New Zealand Police ‐ presents the views of personnel from minority cultures about how they experience their professional roles within the organisation. The paper pre ents data from twenty in‐depth interviews conducted with police staff from one police region. Results of the study support overseas research and highlight New Zealand ‐ specific issues. While the sample size is small, the in‐depth interviews provide a rich data source. The paper presents new insights into how New Zealand Police officers from a range of cultural backgrounds perceive the contribution a culturally diverse workforce can make to policing. The study has practical implications for police recruitment and diversity policies.
Globalisation and In equality: Some Remarks
Authors: Liard‐Muriente Carlos F.
Published: June 2007

The debate about in equality has concentrated on trade and/or technology as potential explanations. This paper argues that openness or globalisation in general, instead of the narrow definition of trade, is an important component missing from the discussion about in equality trends. To be specific, openness allows firms to increase their fallback position by presenting a credible threat of relocation. Firms do not have to actually relocate; they just have to present a credible threat to undermine worker’s welfare. This area of research, currently underdeveloped, could potentially improve our discussion about in equality.
Completion of Naval Flight Training: Do Gender or Race Matter?
Authors: Gibson Shanan G. , Gibson James R.
Published: June 2007

Data provided by the U.S. Navy were analysed to examine differences in successful flight training completion between men and women and among minorities. Results indicated that there were not significant differences between men and women with regard to attrition; however differences in the non‐completion of flight training did exist among those of different racial backgrounds. Consistent with previous studies, white aviators were found to have consistently higher graduation rates than all other racial groups and Blacks were found to have significantly higher rates of attrition than Hispanic student aviators. Recommendations to seek greater understanding of these discrepancies, including the potential for unfair discrimination, are made.
Perceptions of U.S. military leadership: are all leaders created equally?
Authors: Gibson Shanan G.
Published: June 2007

Organisational success is largely predicated upon the ability of leaders to effectively implement strategies that yield competitive advantage in rapidly changing, and sometimes chaotic environments. Hence, an understanding of those leadership characteristics which are perceived by followers as being effective and instilling confidence is imperative. In order to examine the impact of contextual factors on leadership prototypes, 176 U.S. Marines were surveyed regarding their perceptions of leaders of who were either male or female and new or highly experienced. Approximately twenty three percent of the leader characteristics were found to be differently applied to leaders based upon either the gender, tenure, or both characteristics of the leader. In every one of these instances, significant differences were perceived between new female leaders and experienced male leaders, with the more positive characterisation always being of the latter. Suggestions for future training and research are made based upon these findings.
A step‐by‐step model for employers to comply with the fairpay overtime initiative under the Fair Labour Standards Act (FLSA)
Authors: Honorée André L. , Wyld David C. , Juban Rusty L.
Published: June 2007

Recently, the Department of Labour’s Fairpay Overtime Initiative was enacted to revamp the previous Fair Labour Standards Act (FLSA) rules governing employee overtime benefits. This legislation is a significant departure from the past regulations in determining overtime eligibility. In an effort to clarify these new FLSA guidelines, the authors have prepared a detailed model, outlining the process necessary to establish an employee’s exempt/non‐exempt status. Particular attention is apid to the process of correctly classifying employees by recommending the use of functional job analysis procedures in order to administer the newly created job duties test. Comments are then made about some shortcomings of the legislation and issues for managers to consider.
The creation of an unethical work environment: organisational outcome‐based control systems
Authors: Appelbaum Steven H. , Ulises Soltero Ivan , Neville Keith
Published: June 2007

While research on outcome‐based control systems (and rewards) have been shown to lead to unethical behaviour, the same cannot be said when the research focuses on specific outcome‐based control systems. Both the positive and negative research focused on the effects of moderators on the outcome‐based control system and unethical behaviour link. The relationship was dependent on ethical climate, personality traits, and internal communications. While research yielded a slightly positive result, it was shown that ethical climate was likely a stronger contributor to ethical behaviour. The influence of client fee expectations, the influence of an audit program and unethical auditor behaviour was examined. Further research was necessary to see how people of different ages responded in terms of ethics. While the empirical research did not provide a complete positive link between outcome‐based control systems and unethical behaviour, it did show that the relationship could exist and was dependent often upon other factors, such as the ethical environment of the organisation. The purpose of this article was not to show that outcome‐based control systems are always going to drive employees to behave unethically, but that these systems can lead to unethical behaviour.
Who cares? Male and female careers in the health‐ and eldercare sector in Denmark
Authors: Hjalager Anne‐Mette , Houman Sørensen John , Juul Møberg Rasmus
Published: June 2007

This study investigates labour market fluctuations and gender issues in the health and care sector. A large data set from public registers has allowed us to compile a comprehensive picture of the job categories that particularly attract men. We find a polarisation of men in the upper and lower positions in the job hierarchy. In the metropolitan area, men tend to be discouraged from taking jobs in the health and care sector, as opposed to the peripheral region, where alternative job offers may be more scarce. A logistic regression analysis shows that (young) age is the major explanatory factor for leaving the health and care sector to find occupation elsewhere. However, gender (male), wage levels (low), marital status (single) and education (none) are also significant. The study discusses seven theoretical perspectives for male and female careers in the health and care sector: The need for flexibility. Destandardising of jobs. Devaluation of feminised work areas. Human capital as a stabiliser. Feminisation. The prospects of boundaryless careers. The spatial dimension.
Pregnancy and leader‐follower dyadic relationships: a research agenda
Authors: Mäkelä Liisa
Published: June 2007

Women are, in increasing numbers, participating in the labour market and are an important part of an organisation’s human resource pool. Nevertheless, women still face inappropriate treatment at work. One cause of this is family‐related issues. In particular, pregnancy and child birth present special challenges for working women. Discrimination towards pregnant women is commonplace in work settings. Problems are often related to individual work relationships, for example, the one between the pregnant follower and her manager. It is important to understand problems that impact on women in working life that can disturb their job satisfaction, their performance and willingness to give their best for the organisation. Therefore, for the benefit of both employer and employee, existing practices in leader follower relationships during pregnancy are worth studying in more depth. In leadership studies, the Leader‐Member Exchange (LMX) theory is focused on dyadic leader‐follower relationships and is thus used here to understand this phenomenon. In the present article, the literature on pregnancy and work as well as on LMX is re viewed. On the basis of these reviews, a future research
agenda is offered.
Exploring gender differences in employee attitudes towards work‐family practices and use of work‐family practices
Authors: Haar Jarrod M. , O’Driscoll Michael P.
Published: June 2007

This study explored a number of work‐family attitudes and the current and future use of work‐family practices by gender, using a sample of 100 New Zealand employees. Females were significantly more supportive of work‐family practice users towards both male and female users. Female employees also perceived greater benefits from work‐family practices than male respondents. Finally, female respondents were more likely to consider using work‐family practices in the future, although there were no differences to wards current use of work‐family practices by gender. Overall, the findings suggest that female employees are more supportive of work‐family practices, their users, and the benefits associated with their use, supporting the socialisation theoretical perspective. The implications for research are discussed.
New developments concerning pregnancy discrimination in the workplace
Authors: Dixit Shivi , Kleiner Brian H.
Published: June 2007

The prevalence of pregnancy discrimination is highlighted by the fact that pregnancy discrimination charges are the fastest‐growing type of discrimination complaints filed with the federal Equal Employment Opportunity Commission. Inspite of a strong legal framework for the protection of women from pregnancy discrimination, it is extremely difficult to prove the cases in our court system. The role of women has changed in our society in the last 50 years. Women are increasingly complaining about pregnancy discrimination despite the fact that they form almost half of the workforce in the United States. There is a need for educating businesses and society at large so that we respect and support a woman’s right to fair treatment during her pregnancy.
New developments concerning age discrimination in the workplace
Authors: Shah Pinal , Kleiner Brian
Published: June 2007

Age discrimination is common and occurs in all types of industries, fields, and professions all across the world. The common misperceptions about “older workers” include hard‐to‐break habits, technological ignorance, and lack of energy and flexibility. Such attitudes, expectations, and perceptions of older workers should not exist in our professional community. Whether old or young, all people should be treated with respect and dignity. The purpose of this article is to understand the reasons behind age discrimination and ways to prevent it from occurring in the workplace. Removing age discrimination in the workplace lies in the hands of all organisations. First, they need to demolish the myths of age and realise its strengths, such as reliability, mature judgement, lack of impulsivity, timeliness, strong work ethics, and experience. Second, upper management should educate its chain of managers and supervisors about the effects discrimination has on the company’s financial situation as well as its reputation. The government plays a major role in enforcing the laws regarding age discrimination and punishing those who are unlawful.
Requirements of employers under the labour code
Authors: Connely Dennis , Kleiner Brian H.
Published: June 2007

This article provides guidance to employers and managers regarding their obligations under the California State Labour Code. Federal labour laws will be discussed as these two bodies of law are closely related in some areas as the state code has flowed from federal legislation. The state labour code imposes requirements on hiring and firing, employee benefits and wages, collective bargaining and worker health and safety. The article confines itself to the statutory scheme of the state labour code and how it is interpreted by courts and scholars. Case law imposes additional requirements upon the employer‐employee relationship in California but this is outside the scope of this article. The source of most of the information contained herein has come from the code itself as supplemented by cases and scholarly commentary. The article will only deal with California law and therefore may be inapplicable to other states.
California’s recent paid family leave Law
Authors: Simone Andrew , Kleiner Brian H.
Published: June 2007

Americans today are struggling more than ever with taking family leave and the financial ramifications that come with it. As more women populate the workforce and as our society grows in age, federal and state bills are being passed that allow employees to take the necessary leave to tend to new children, serious illnesses and elder care. California was the first state to pass a paid family leave law that provides employees with up to six weeks of paid leave. The details of Senate Bill 1661, the impact and future consequences have been outlined. The conclusion is that California has once again completed meaningful and effective legislation to improve citizen’s way of life.
A new era: Women and leadership
Authors: Porterfield Jennifer , Kleiner Brian H.
Published: June 2007

After years of analysing what makes leaders most effective, management gurus have figured out how to boost the odds of hiring a great executive: Hire a female (Sharpe, 2002, in Business Week). Over the years, there has been a dramatic shift of women’s roles in leadership. Women have always had the capacity and desire for leadership; however, due to political, economical and societal restrictions, they were unable to advance in leadership positions. In 1972, women held 18% of administrative positions in the United States; and by 2002, these positions increased to 46% (US Bureau of Labour Statistics, 1982, 2002). Recent results show that traditional gender gaps in competitiveness have sharply decreased. Recently, a gender comparison of emotional intelligence revealed a significant difference in favour of females by (p〈.05). Changes will continue in leadership regardless of gender and societal stereotypes. Future interest will undoubtedly follow the journey in which women advance in leadership roles.
Effective management of cultural diversity in a classroom setting
Authors: Sturz Dominick L. , Kleiner Brian H. , Fernandez Aja
Published: June 2007

Cultural diversity has become a major issue in the United States. Issues of cultural diversity are more focused, especially in the classroom setting. There are several techniques that may be applied to teaching to accommodate students of diverse backgrounds. Teachers must first be aware of stereo types, ethnocentrism, and prejudice. They should apply management
techniques to the physical space as well as students’ behaviour. Multiple intelligence theory, active learning, technology and multicultural education are among some of the techniques that may be applied to teaching in the classroom. In addition to teaching modifications, teachers must include the parents in the classroom activities. Teachers should be familiar with the obstacles they may face when implementing the techniques. These methods also have future implications in the higher education setting. Professors may utilise these techniques in their lectures. Students who have had these practices integrated into their learning will also be better prepared for higher education and for the workforce.
Analysing jobs to determine exempt or non‐exempt status
Authors: Ko Hsiao‐Ying , Kleiner Brian H.
Published: June 2007

Although it is more than 60 years old, the Fair Labour Standards Act (FLSA) is showing a new vitality. During the 12‐month period ending June 30, 2002, the number of law suits filed in federal district courts under the FLSA increased dramatically by 75% from 2,009 to 3,529. Current and former employees often file law suits under the FLSA as class actions for unpaid overtime. Frequently, the employees claiming overtime pay were salaried employees who were classified by their employers as exempt executive, professional or administrative personnel. Such law suits by employees or US Department of Labour (DOL) have resulted in multi‐million dollar judgements and settlements. The best way to avoid costly law suits is with careful review of employee classifications.
Reasonable accommodation of teachers with amputated legs in public schools
Authors: Hammond Greg , Kleiner Brian H.
Published: June 2007

The year is 1985. A man applies for a teaching position at the local high school. Despite his stellar educational credentials and his being the best qualified candidate for the position, he is denied the job. The reason is because he has no legs and is confined to a wheelchair. The high school is very old and is not wheelchair accessible. There are no elevators, and even if the disabled man were assigned to a classroom on the first floor, there are a series of steps to climb to enter each building on campus, and the doorways to the classrooms are too narrow for a wheelchair to fit through. These are just a few of the myriad physical obstacles on campus that would prevent him from doing his job. The school officials regretfully send him on his way.
Passing the buck: gender and management of research production in UK Higher Education
Authors: Fletcher Catherine
Published: June 2007

Purpose

The paper seeks to evaluate the views of manager‐academics on gender equity and research in one UK institution.

Design/methodology/approach

The paper draws on semi‐structured interviews with 22 manager‐academics in one UK institution, against a context of national data.

Findings

It was found that manager‐academics had little knowledge of the conceptual issues surrounding gender equity and used a discourse of choice and agency to explain continuing inequalities in the research careers of women academics.

Research limitations/implications

While the case study was carried out in one institution, it replicates many of the issues raised by national studies and data.

Practical implications

Good practice in encouraging gender equity for women academics engaged in research includes role models, confidence and support networks, gender awareness training for managers, mentoring and building networks.

Originality/value

The paper provides new empirical data on gender equity and research in one UK university and critically analyses the gap between theory on gender equity and practice of manager‐academics. It provides a link between a micro‐agentic viewpoint and a meso‐institutional viewpoint and suggests that both these as well as a macro national and supranational view will give a fuller analysis of the issue of gender equity and research careers for women academics.
How to investigate and prove discrimination based on race/colour
Authors: Takeyama Deidre , Kleiner Brian H.
Published: June 2007

Discusses employment discrimination in the USA, outlining protected categories of people and the redress available to them in cases where discrimination can be proved. Explores affirmative action with regard to race/colour discrimination. Focuses on how to pursue a claim of employment discrimination in the USA, explaining the processes involved in lawsuits and settlements. Observes that the number of employment discrimination cases are escalating and warns that society must move towards ensuring equality of opportunity for all.
Creating more time
Authors: Dobbins Richard , Pettman Barrie O.
Published: June 2007

Lists a number of points on how to manage activities to create more time – setting goals, believing that you manage your time well, setting good time management as a goal, being honest with yourself, setting priorities, continuing self‐development, making lists, making plans, identifying common time wasters, organizing workspace, delegating, taking risks with time, reading, identifying and focusing on key result areas, eradicating procrastination, holding effective meetings, reducing interruptions, developing blocks of time for specific tasks, batching tasks, finishing one job before starting another, and memorising the slogans supplied at the end of the article.
Equality of opportunity: the case of Guatemala
Authors: Gavillan Jorge R. , Hosni Djehane
Published: June 2007

Describes the current situation in Guatemala, now that the civil war is over. Provides brief demographic, geographic, economic, political and cultural information. Discusses the plight of the indigenous population and women. Presents the problems faced by the indigenous population – poverty, illiteracy, lack of sanitation, lack of electricity, lack of land ownership, lack of food, and alcoholism. Focuses then on the problems faced by women – same as above but with the added problem of high fertility rates and high maternal mortality rates. Signals some of the changes that are taking place, with women organizing themselves into a political force to be reckoned with. Acknowledges readily that there is much to do.
Supposed beneficiaries’ opinions of anti‐discrimination legislation in Hong Kong – Women’s and the physically handicapped’s viewpoint
Authors: Ng Catherine W. , Ng Macauly P.Y. , Tse Stephanie C.K.
Published: June 2007

Conducts two studies, one among working women and one among the employed physically handicapped, to assess their feelings about the recent introduction of equal opportunity legislation in Hong Kong. Provides some background statistics on Hong Kong and outlines the development of anti‐discrimination legislation. Asks 78 women and 10 physically handicapped people if they thought discrimination was serious in Hong Kong and if the anti‐discrimination legislation and the Equal Opportunities Commission were effective in combating discrimination. Describes the methodology used and discusses the results. Reveals that both groups surveyed were ambivalent about discrimination, stating that legislation enforces behavioural changes but that they are only skin deep. Points out also that it is difficult to quantify discriminatory practices. Notes similarities between east and west, particularly with research suggesting that the only way forward in promoting equality is to reduce status distinctions for everyone and to make organizations much more democratic.
HRM practice and the reality of the low‐skill workplace: excesses of the “new” industrial revolution
Authors: Winston Baker Eli , Wright Philip C.
Published: June 2007

Uses the term “McJob” to convey that working either full‐time or part‐time at McDonald’s is one of the most common occupations in the 1990s. Defines a McJob as a job requiring little training, usually in the service sector. Investigates the low‐skill workplace through six case studies and a survey consisting of personal interviews with the individuals in Fredericton, Canada. Reveals a large number of incompetent, morally bankrupt and illegal labour practices, particularly as low‐skill workers have minimal recourse to legal processes. Indicates that conventional employment law simply does not extend to low‐skill employment and that part‐time and minimum wage employees, as well as being denied legal rights, are completely at the whim of the employer. Proposes an Ombudsman should operate independently of government, ranking employers according to their treatment of employees, publicizing offences and unfair practices, to shame bad employers and act as an impetus for change.
Towards a new deal for women workers in Australia? growing employment share, enterprise bargaining and the “family friendly” workplace
Authors: Strachan Glenda , Burgess John
Published: June 2007

This paper reviews and investigates the relationship and intersection between three employment developments of the past decade. The restructuring of employment, notably the growth in non‐standard employment forms, the implementation of affirmative action and equal employment opportunity legislation, and the development of enterprise based decentralised bargaining. The central issue investigated is whether the employment conditions of women workers have been enhanced, unaffected or regressed by these developments. Of particular interest is whether enterprise bargaining and employment restructuring are compatible with the implementation of equal employment opportunity (EEO) based employment conditions for women workers. The paper argues that employment restructuring and enterprise bargaining are unlikely to realise the goals associated with EEO legislation, indeed, many women workers will find it difficult to retain existing employment conditions. The paper concludes by examining the likely impact of further individualisation of industrial relations systems on the employment conditions of women workers in Australia.
African Americans in business: contrasting the attitudes of African American and white college business students
Authors: Tomkiewcz Joseph , Adeyemi‐Bello Tope , Johnson Melvin
Published: June 2007

Rounds up the literature on the continuing discrimination of African Americans in US businesses, particularly with regard to salary and promotion into senior management levels, and suggests that years of anti‐discrimination legislation have led to a change from overt exclusion to “covert subrogation”; considers the changing demographics of the US labour force which should allow ample opportunities for African Americans to fulfil career aspirations and seeks to identify the artificial barriers which could prevent this, through a study of attitudes to African Americans as managers undertaken among graduating business majors at two US business schools (one historically attended by African Americans, the other predominantly white). Presents the results in brief, which suggest that, although attitudes to African Americans in management held by whites have improved, they still are not as favourable as those held by African Americans themselves; touches on the business case for organizations becoming more accepting of minority managers.
How to investigate sexual harassment in the workplace
Authors: Tsai Maggie , Kleiner Brian H.
Published: June 2007

Sexual harassment are situations where the unwelcome sexual conduct of co‐workers or supervisors interferes with an individual’s ability to work or creates an intimidating or offensive atmosphere. It involves situations where a workplace superior or co‐worker demands some degree of sexual favour and threatens to or actually does retaliate in a way that has a tangible effect on the working conditions of the harassment victim if he or she refuses to acquiesce.