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We learned about methods to aid with conflict in the workplace. What I took most from this image is more of a gauge that reads from left to right. If every member of your team, including yourself follows these arrows, the workplace will have much less conflict to deal with. My favorite point in this image is to avoid gossip. A mentor once told me to always "honor the absent" and not speak about them when they are not around. It carries a level of respect that you would want if anybody was talking about you also.

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Discrimination against a pregnant person is sex discrimination. This Act is affiliated with Title VII of the Civil Rights Act of 1964. Women or those who can bear children should never have to choose a having a job or having a family. They can have both and there are laws to enforce that fact. While a woman is pregnant at work, their pregnancy is considered a temporary disability. Changes and modifications to their work environment may be necessary and the employer is required to do so.

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This image was particularly interesting. After learning what we can and cannot ask our prospective employees, I find that this image can be rather tricky in understanding. We cannot ask people about their age, race, religion, sex or sexual orientation during an interview. We can however ask quality questions that can filter candidates based on their skill level.

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The Fair Standards Labor Act (FSLA) was enacted to provide fair pay wages to workers so they can provide for their families. The FSLA also governs overtime pay which we learned can be a slippery slope. It is important to remember that you must always pay your employees their fair wage and pay them 1.5 times their pay after 40 clocked hours.

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The clear message I have taken from this course is that as a manager, you will do so much more than manage "things" . A manager must leverage their experience to grow their employees through training, coaching, mentoring  to help them improve. These things are also paramount in times of evaluating our employees. Most times, the skill of the player is a result of the skill of the coach!

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Employee Rights- Title VII of Civil Rights Act 

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Employee Rights- Title VII of Civil Rights Act 

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Everybody is equal. A working mother has the same rights and equality as an eager recent college graduate. As a manager, you cannot offer different wages, promotions, or treatment based from someones skin color, religion or stage in their family-life cycle. Title VII of the Civil Right Act outlines laws against employment discrimination. Managers must provide paths to compensation and career advancement that offers a 100% level playing field where all employees have the opportunity for further advancement.

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Employee evaluations may seem like a daunting and time consuming task as a manager. Always remember that your team needs forward direction. The employee evaluation provides them the direction employees need. When employees know they will be measured and it will be talked about, their human nature will want them do to better, faster.

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Equal Opportunity Employment Commission (EEOC) 

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Equal Opportunity Employment Commission (EEOC) 

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The EEOC has enforced equal opportunity employment with females. The statistic taken from the US Census shows that female employment has grown by 42.4 million more females employed versus 30 years ago.  This statistic shows the change in our workforce by promoting equal opportunity employment to all by enacting laws that govern this fact.

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This is my final artifact, I found this quote so accurate now after the past few weeks. I used to think that a Human Resources Manager or the HR Department was responsible for on-boarding employees, making workers compensation claims and handling payroll-related tasks. I never realized that their whole mission is to satisfy every need for people in an organization! People are needed to run companies, if we don't have a driving force to employ and retain them, a company has nothing.

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The learning module on termination was another lesson that I took a lot from. We will spend more time with our employees than we will with our loved ones. With that notion, we cannot allow our emotions take action on employees. Just because you don't like someone, you cannot let your personality indifference get in the way of your managerial responsibilities. Your employee should never be surprised at the time of their termination. It is your responsibility to document their violations and offer methods of improvement. Verbal and written warnings are key in providing legal support in the event an employee seeks legal action for a potential wrongful termination.

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Treating every person equally cannot be spoken enough. In 1990, act Act was passed to ensure that Americans with disabilities such as mobility, hearing and speech the enforcement for equality in the workplace as the same as those who had no impairments. This included Braille for vision-impaired Americans in public places and ramps for those Americans who were restricted to using a wheel chair. This Act also required employers to strip away what may be seen on the outside and require the prospective employee to be judged on their skill related to the position.