Sie sind auf Seite 1von 5



+ Increase Security
 loss prevention mgmt.
WORK ETHICS  Networks/Helplines
 threats of prosecution
- A group of moral principles, standards of + Increase Employee Loyalty
behavior, or set of values regarding proper  fair wages & benefits
conduct in the workplace  fair/consistent treatment
RELATIONSHIP AT WORK  recognition for good wk
 foster family climate
 Management/owner toward client/customer D. AS EMPLOYEES, WHAT ARE OUR CHOICES?
 Management/owner toward employees  Ignore Business Abuse
 Employee toward Employer, Co-workers,  Rationalize it away
Customers  Speak Up
 Discuss to Clarify Issues
BUSINESS ABUSE … is any:  Blow the Whistle!
 Unethical  Is this legal?
 Is it against co. policy?
 irresponsible Act done against an Employer
 Could the action cause loss or harm to
 If everyone I knew saw me, would I feel
 Higher prices uncomfortable?
 Business Failure
 Unpleasant Working Conditions In today’s increasingly litigious and highly
competetive workplace, confidentiality is
A. EXAMPLES OF BUSINESS ABUSE: important for the following reasons:
+ Stealing A. Loss of business/clients. It can destroy
+ Merchandise business relationships.
+ Money B. b. It can lead to criminal act (e.g., fraud or
* Shoplift *Kickback discrimination),
* Conflict of Interest C. The disclosure of sensitive employee and
* Unauthorized Discounts management information can lead to a loss
+ Time of employee trust, confidence and loyalty.
+ Vandalism This will almost always result in a loss of
+ Falsify Records productivity.
+ Break Confidentiality
+ Misrepresent Merchandise SHOULD BE PROTECTED?
+ Poor Client Service
+ Irresponsible Behavior A. EMPLOYEE INFORMATION
+ Addictions  Personal (social security number, address,
+ Gossip
date of birth, marital status)
* Causes poor work environment (morale)
* Lowers Productivity  Hiring (job application, resume, interview
+ Harassment of Co-wks or Clients notes, employment history, employment
assessments, background checks, reference
*Unwelcome sexual advances checks, I-9 forms)
* Compliance as condition of employment  New-hire paperwork (offer letters,
employment contracts, handbook and
* Interferes w/ wk performance through policy acknowledgements)
 Performance (performance reviews,
B. HOW DO WE RATIONALIZE BUSINESS ABUSE? performance documentation, documented,
recognition, warnings and disciplinary
+ Everybody does it
notices, job descriptions, documented job
+ The co. won’t miss it
+ The co. overcharges changes/promotions)
+ I’m not paid enough  Compensation and benefits (salary or
+ The co. doesn’t deserve my loyalty hourly pay rates, merit increases and
bonuses, other forms of pay, pay changes,
benefits information)
 Payroll (time cards/sheets, work schedules,  Acids and Alkalis
pay stubs, direct deposit forms,  Lead (organic & inorganic)
authorization for deducting or withholding  Dust (Silica, asbestos)
pay, tax forms, status change forms) (Routes of entry)
 Termination (termination or layoff records,  Inhalation
resignation letter, unemployment insurance  Ingestion
claims)  Absorption
 Attendance (dates and reasons for absence, time  Injection
off, and leaves)  Eye contamination
 Health and medical information ⬗ STANDARD OPERATING PROCEDURE (SOP)
B. MANAGEMENT INFORMATION  Control of hazardous
⬗ Employee relations issues substance
a. Complaints of harassment, discrimination,  Risk assessment
retaliation, and threats  Health and safety info relevant
b. Performance issues to handling specimen
c. Workplace injuries and illnesses  BIOLOGICAL HAZARDS
d. Safety and security issues - common problem among health workers
⬗ Disciplinary Action and laboratory personnel handling biologic
⬗ Impending lay-offs/reduction-in-workforce specimen..
⬗ Workplace investigations of employee  Bacteria
misconduct  Viruses
 Fungi
⬗ “Proprietary Information” or “Trade Secrets”  Tuberculosis
- This refer to information that’s not  HIV - AIDS
generally known to the public and would  Hepatitis A, B, C, D, E
not ordinarily be available to competitors  Chicken pox
except via illegal or improper means.  Sore eyes
Ex. Manufacturing process and methods,  STD
financial data, budgets and forecasts,  ERGONOMIC HAZARDS
computer programs and data compilation, ERGONOMICS – adjusting your work
client/customer lists, ingredient formulas station to fit your body.
and recipes, membership or employee list,  Improper Tools &
suppliers, etc.
 Equipment Design
 Unnecessary/ Unusual Lifting or
1. Social media Policy
 Repetitive Motions
2. Mobile phone Policy
 Stress at Work
3. Documentation
ERGO – “work” , NOMICS – “rules/laws”
“Law of Work”
…. Designing the job to fit the worker,
instead of forcing the worker to fit the
- Promotion and maintenance of the highest
degree of physical, mental, and social well
 Office work can be hazardous
being of workers in all occupation.
just like the factory
 Lack of knowledge on
ergonomics exposes workers to
 Noise
unknown hazards brought
 Vibration
about by the workplace
 Hot & Cold Temperature
 Illumination
 Pressure
(Exposure setting)
 Oil and fuel
 Solvents
 Metal welding fumes
-Potentially challenging for employees who
TEAM prefer working alone or are not comfortable
- a group of people with complementary working with people with widely divergent skills
skills, who work together to achieve a and backgrounds.
shared purpose and hold themselves -Allows some team members to do less work
mutually accountable for performance than others and not participate as much.
TEAMWORK 1. Make sure that all the group members are
- the process of people actively working pursuing a common goal.
together to accomplish common goals 2. Motivate and encourage group members.
3. Keep the channels of communication open.
TEAM BUILDING 4. Let everyone participate in making
- a sequence of planned activities used to decisions.
gather and analyze data on the functioning 5. Meet on a regular basis.
of a team and to implement constructive 6. Provide information and aids.
changes to increase its operating 7. Review the group’s progress regularly.
THE BASIC RIGHTS and responsibilities OF
+ Permanent Team  What is/are employees’ rights?
- Team performs on a permanent basis (not • -These are conditions and obligations that the
dissolved once the task is accomplished). employer must cover by law.
+ Temporary Team Basic rights are:
- Team forms for a shorter duration (lose 1. To ensure employees are not discriminated
their importance once the task is against
accomplished). 2. To provide a contract of employment
+ Task Force 3. To keep employees safe as possible
- Team forms for a special purpose or any  What is/are employees’ responsibilities?
specific project (finds a solution to critical • -The employee has many responsibilities, the
problems). basic ones are:
+ Committee 1. To keep themselves and others safe as possible
- Team works for a particular assignment 2. To ensure they work as per their contract of
(permanent or temporary). employment (e.g. turn up on time, etc.)
+ Organization / Work Force  EQUAL WORK OPPORTUNITIES FOR ALL
- Team members work together under the • -The state shall protect labor, promote full
expert guidance of a leader. employment, provide equal work opportunity
+ Self-Managed Team regardless of gender, race, or creed; and
- Team members work together without the regulate employee-employer relations.
supervision of a leader. (One is accountable  SECURITY OF TENURE
for his own performance.) • -Every employee shall be assured security of
+ Cross Functional Team tenure. No employee can be dismissed from
- Team member from one department can be work except for a just or authorized cause, and
joined to another department in case of only after due process.
non – accomplishment of a task (avoid  Safe working conditions
hassles and delays). • -Employers must provide workers with every
+ Virtual Team kind of on-the-job protection against injury,
- Team consists of members who are sickness or death through safe and healthful
separated by distances but connected working conditions.
through media technology (especially
• Work Day refers to any day during which an
-Generates multiple ideas for solving problems,
employee is regularly required to work. Hours
making it easier to resolve issues.
of work refer to all the time an employee
-Provides wide pool of talents, letting members
renders an actual work, or is required to be on
work together to complete tasks.
duty or to be at a prescribed workplace.
-Strengthens bonds between employees and
improves their job satisfaction. • The normal hours of work in a day is 8 hours.
 DISADVANTAGES OF BEING IN A TEAM This includes breaks or rest periods of less than
-Slows down the problem-solving process one hour, but excludes meal periods, which
because of discussion and disagreements. This shall not be less than one hour.
is particularly true when teams grow larger. As
a result, deadlines may be compromised. • An employee must be paid his or her wages for
all hours worked.
application. The SSS shall immediately
reimburse the employer 100 percent of the
WEEKLY REST DAY amount of maternity benefits advanced to
• A day-off of 24 consecutive hours after 6 days the employee upon receipt of satisfactory
of work should be scheduled by the employer proof of such payment and legality thereof.
upon consultation with the workers.
WORK HOURS AND OVERTIME -Paternity Leave Paternity leave benefit is granted to
-The normal hours of work should not exceed eight all married male employees, regardless of employment
hours a day. Unless there is a valid compressed status. It applies to the first four deliveries of the
work week arrangement, an employee who renders employee’s lawful wife with whom he is cohabiting.
work in excess of eight hours a day is entitled to The leave shall be for seven days, with full pay,
overtime pay equivalent to the applicable wage rate consisting of his basic salary, provided that his pay
plus at least 25 percent thereof. shall not be less than the mandated minimum wage. In
the event the paternity leave benefit is not availed of,
• Night Shift Differential -- This refers to said leave is not convertible to cash.
additional compensation of at least 10 percent
of an employee’s applicable wage rate, payable PARENTAL LEAVE
to employees (except exempt employees) who -- In addition to leave privileges under existing laws,
perform work between 10 p.m. and 6 a.m. of parental leave of not more than seven working days
the following day. every year shall be granted to any solo parent
• Rest Days -- An employer may require its employee as defined in the law who has rendered
employees to work six days per week. For work service of at least one year. A change in the status or
done on rest days, the employer should pay circumstance of the parent claiming parental leave
compensation equivalent to the applicable benefit, such that he or she is no longer left alone
wage rate plus at least 30 percent thereof. The with the responsibility of parenthood, shall terminate
rate for work on a rest day will vary if the rest his or her eligibility for this benefit.
day is also a regular holiday or a special day or
the work is during the period between 10 p.m. LEAVE DUE TO DOMESTIC VIOLENCE
and 6 a.m. of the following day. -A victim of violence against women and their
children who is employed is entitled to paid leaves of
Wage is the amount paid to an employee in up to 10 days in addition to paid leaves under other
exchange for a task, piece of work, or service laws, extendible when the necessity arises as
rendered to an employer. specified in a protection order issued by an
appropriate authority. The availment of the 10-day
SERVICE INCENTIVE LEAVE leave is at the option of the female employee, and
-every employee who has rendered at least one such leave shall cover the days that the employee has
year of service is entitled to a yearly service to attend to medical and legal concerns. Unused
incentive leave (which is commonly replaced by leaves are not cumulative and not convertible to cash.
vacation leave) of five days with pay. The service
incentive leave should be converted to its money LEAVE DUE TO GYNECOLOGICAL DISORDERS
equivalent and paid to the nonexempt employee by -Women employees who have rendered continuous
the employer if not used or exhausted by the said aggregate employment service of at least six months
employee at the end of the year. As a general rule, for the last 12 months are entitled to the special leave
an employer can regulate the schedule of the benefit of up to two months with full pay following
service incentive leave of its employees. surgery caused by gynecological disorders.


- -Every qualified pregnant woman in the • Minimum employable age is 15 years. A worker
private sector is entitled to maternity leave below 15 years of age should be directly under he
of 60 days in case of normal delivery, sole responsibility if parents or guardians; work does
abortion or miscarriage, or 78 days in case not interfere with child’s schooling/normal
of caesarean delivery. During such leave, development.
the pregnant woman shall receive daily • No person below 18 years of age can be employed in
maternity benefit equivalent to 100 percent a hazardous or deleterious undertaking.
of her average salary credit, computed 13TH MONTH PAY
based on the formula of the Social Security • All “rank-and-file” employees of employers covered
System (SSS), for 60 or 78 days, as the case by the Revised Guidelines on the Implementation of
may be. The maternity benefits shall be the 13th Month Pay Law are entitled to a bonus called
paid only for the first four deliveries or “13th month pay,” regardless of the amount of their
miscarriages. The employer is required to monthly basic salary, their designation or
advance to the pregnant female employee employment status, and the method by which their
the full maternity benefit within 30 days salary is paid, provided they have worked for at least
from the filing of the maternity leave one month during a calendar year. The 13th month
pay of a rank-and-file employee should be equivalent
to at least 1/12 of the total basic salary that the
employee earned within a calendar year. The required
13th month pay should be paid not later than 24
December of each year. Nonetheless, an employer
may give its rank-and-file employees half of the
required 13th month pay before the opening of the
regular school year in June and the other half on or
before 24 December. The frequency of payment of
the 13th month pay may also be the subject of an
agreement between the employer and the collective
bargaining agent of its rank-and-file employees.


- a system of dyadic communication consisting of
an interchange of ideas and opinions through
questions and answers in order to achieve a

-A structured interviewing style based on
questions designed to probe past behavior in
specific situations.
-traditional interview questions are more
hypothetical rather than focusing on past

PRE-INTERVIEW: What to do before the interview; up to

the time you reach the front door.
INTERVIEW: What to do during the interview; from the
moment you walk into the building to the end of the
actual interview.
POST-INTERVIEW: What to do after the interview; from
the moment you walk out of the interview room and

- Studies show that the interviewer forms
judgements within four minutes of meeting
- Much of the impact you create in an
interview is based on your visual and non-
verbal presentation.
- On body Language…. Your words will
explain your background, but at the same
time, your body language will give out a lot
more information.
- Greet the interviewer with comfortably firm
handshake, eager smile and direct eye