The Experts below are selected from a list of 60 Experts worldwide ranked by ideXlab platform
Nancy L. Roth - One of the best experts on this subject based on the ideXlab platform.
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Legalistic organizational responses to catastrophic illness: The effect of stigmatization on reactions to HIV/AIDS
Employee Responsibilities and Rights Journal, 1993Co-Authors: Sim B. Sitkin, Nancy L. RothAbstract:The HIV/AIDS epidemic has focused increased attention on catastrophic illnesses in the workplace, and because of the stigmas associated with HIV/AIDS, it raises three primary concerns for organizations: (1) organizational avoidance of legal sanctions and litigation; (2) the maintenance of organizational legitimacy; and (3) organizational Protection of Employee rights. Although many organizations adopt legalistic responses to cope with these concerns, the analysis presented in this article suggests that while legalistic approaches function well to Protect organizational interests in terms of both legal liability and legitimacy, the are only partially able to Protect Employee rights. Drawing upon the limited literature on HIV/AIDS in the workplace, this article presents an agenda for future research on organizational responses to HIV/AIDS.
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legalistic organizational responses to catastrophic illness the effect of stigmatization on reactions to hiv aids
Employee Responsibilities and Rights Journal, 1993Co-Authors: Sim B. Sitkin, Nancy L. RothAbstract:The HIV/AIDS epidemic has focused increased attention on catastrophic illnesses in the workplace, and because of the stigmas associated with HIV/AIDS, it raises three primary concerns for organizations: (1) organizational avoidance of legal sanctions and litigation; (2) the maintenance of organizational legitimacy; and (3) organizational Protection of Employee rights. Although many organizations adopt legalistic responses to cope with these concerns, the analysis presented in this article suggests that while legalistic approaches function well to Protect organizational interests in terms of both legal liability and legitimacy, the are only partially able to Protect Employee rights. Drawing upon the limited literature on HIV/AIDS in the workplace, this article presents an agenda for future research on organizational responses to HIV/AIDS.
Sim B. Sitkin - One of the best experts on this subject based on the ideXlab platform.
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Legalistic organizational responses to catastrophic illness: The effect of stigmatization on reactions to HIV/AIDS
Employee Responsibilities and Rights Journal, 1993Co-Authors: Sim B. Sitkin, Nancy L. RothAbstract:The HIV/AIDS epidemic has focused increased attention on catastrophic illnesses in the workplace, and because of the stigmas associated with HIV/AIDS, it raises three primary concerns for organizations: (1) organizational avoidance of legal sanctions and litigation; (2) the maintenance of organizational legitimacy; and (3) organizational Protection of Employee rights. Although many organizations adopt legalistic responses to cope with these concerns, the analysis presented in this article suggests that while legalistic approaches function well to Protect organizational interests in terms of both legal liability and legitimacy, the are only partially able to Protect Employee rights. Drawing upon the limited literature on HIV/AIDS in the workplace, this article presents an agenda for future research on organizational responses to HIV/AIDS.
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legalistic organizational responses to catastrophic illness the effect of stigmatization on reactions to hiv aids
Employee Responsibilities and Rights Journal, 1993Co-Authors: Sim B. Sitkin, Nancy L. RothAbstract:The HIV/AIDS epidemic has focused increased attention on catastrophic illnesses in the workplace, and because of the stigmas associated with HIV/AIDS, it raises three primary concerns for organizations: (1) organizational avoidance of legal sanctions and litigation; (2) the maintenance of organizational legitimacy; and (3) organizational Protection of Employee rights. Although many organizations adopt legalistic responses to cope with these concerns, the analysis presented in this article suggests that while legalistic approaches function well to Protect organizational interests in terms of both legal liability and legitimacy, the are only partially able to Protect Employee rights. Drawing upon the limited literature on HIV/AIDS in the workplace, this article presents an agenda for future research on organizational responses to HIV/AIDS.
Eigen, Zev J. - One of the best experts on this subject based on the ideXlab platform.
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WHEN TIMEKEEPING SOFTWARE UNDERMINES COMPLIANCE
Yale Law School Legal Scholarship Repository, 2018Co-Authors: Tippe Elizabeth, Alexander, Charlotte S., Eigen, Zev J.Abstract:Electronic timekeeping is a ubiquitous feature of the modern workplace. Time and attendance software enables employers to record Employees\u27 hours worked, breaks taken, and related data to determine compensation. Sometimes this software also undermines wage and hour law, allowing bad actor employers more readily to manipulate Employee time cards, set up automatic default rules that shave hours from Employees\u27 paychecks, and disguise edits to records of wages and hours. Software could enable transparency, but when it serves to obfuscate instead, it misses an opportunity to reduce costly legal risk for employers and Protect Employee rights. This article examines thirteen commonly used timekeeping programs to expose the ways in which software innovation can erode compliance. Drawing on insights from the field of behavioral compliance, we explain how the software presents subtle situational cues that can encourage and legitimize wage theft
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When Timekeeping Software Undermines Compliance
Reading Room, 2017Co-Authors: Tippe Elizabeth, Alexander, Charlotte S., Eigen, Zev J.Abstract:Electronic timekeeping is a ubiquitous feature of the modern workplace. Time and attendance software enables employers to record Employees\u27 hours worked, breaks taken, and related data to determine compensation. Sometimes this software also undermines wage and hour law, allowing bad actor employers more readily to manipulate Employee time cards, set up automatic default rules that shave hours from Employees\u27 paychecks, and disguise edits to records of wages and hours. Software could enable transparency, but when it serves to obfuscate instead, it misses an opportunity to reduce costly legal risk for employers and Protect Employee rights. This article examines thirteen commonly used timekeeping programs to expose the ways in which software innovation can erode compliance. Drawing on insights from the field of behavioral compliance, we explain how the software presents subtle situational cues that can encourage and legitimize wage theft. We also examine gaps in the Fair Labor Standards Act\u27s recordkeeping rules - unchanged since the 1980s - that have created a regulatory vacuum in which timekeeping software has developed. Finally, we propose a series of reforms to those recordkeeping requirements that would better regulate timekeeping data and software systems and encourage wage and hour law compliance across workplaces
Fang Zhou - One of the best experts on this subject based on the ideXlab platform.
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Safety Assessment of Casting Workshop by Cloud Model and Cause and Effect-LOPA to Protect Employee Health.
International journal of environmental research and public health, 2020Co-Authors: Fang ZhouAbstract:Safety assessment of a casting workshop will provide a clearer understanding of the important safety level required for a foundry. The main purpose of this study was to construct a composite safety assessment method to Protect Employee health using the cloud model and cause and effect-Layer of Protection Analysis (LOPA). In this study, the weights of evaluation indicators were determined using the subjective analytic hierarchy process and objective entropy weight method respectively. Then, to obtain the preference coefficient of the integrated weight more precisely, a new algorithm was proposed based on the least square method. Next, the safety level of the casting workshop was presented based on the qualitative and quantitative analysis of the cloud model, which realized the uncertainty conversion between qualitative concepts and their corresponding quantitative values, as well as taking the fuzziness and randomness into account; the validity of cloud model evaluation was validated by grey relational analysis. In addition, cause and effect was used to proactively identify factors that may lead to accidents. LOPA was used to correlate corresponding safety measures to the identified risk factors. 6 causes and 19 sub-causes that may contribute to accidents were identified, and 18 potential remedies, or independent Protection layers (IPLs), were described as ways to Protect Employee health in foundry operations. A mechanical manufacturing business in Hunan, China was considered as a case study to demonstrate the applicability and benefits of the proposed safety assessment approach.
Tippe Elizabeth - One of the best experts on this subject based on the ideXlab platform.
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WHEN TIMEKEEPING SOFTWARE UNDERMINES COMPLIANCE
Yale Law School Legal Scholarship Repository, 2018Co-Authors: Tippe Elizabeth, Alexander, Charlotte S., Eigen, Zev J.Abstract:Electronic timekeeping is a ubiquitous feature of the modern workplace. Time and attendance software enables employers to record Employees\u27 hours worked, breaks taken, and related data to determine compensation. Sometimes this software also undermines wage and hour law, allowing bad actor employers more readily to manipulate Employee time cards, set up automatic default rules that shave hours from Employees\u27 paychecks, and disguise edits to records of wages and hours. Software could enable transparency, but when it serves to obfuscate instead, it misses an opportunity to reduce costly legal risk for employers and Protect Employee rights. This article examines thirteen commonly used timekeeping programs to expose the ways in which software innovation can erode compliance. Drawing on insights from the field of behavioral compliance, we explain how the software presents subtle situational cues that can encourage and legitimize wage theft
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When Timekeeping Software Undermines Compliance
Reading Room, 2017Co-Authors: Tippe Elizabeth, Alexander, Charlotte S., Eigen, Zev J.Abstract:Electronic timekeeping is a ubiquitous feature of the modern workplace. Time and attendance software enables employers to record Employees\u27 hours worked, breaks taken, and related data to determine compensation. Sometimes this software also undermines wage and hour law, allowing bad actor employers more readily to manipulate Employee time cards, set up automatic default rules that shave hours from Employees\u27 paychecks, and disguise edits to records of wages and hours. Software could enable transparency, but when it serves to obfuscate instead, it misses an opportunity to reduce costly legal risk for employers and Protect Employee rights. This article examines thirteen commonly used timekeeping programs to expose the ways in which software innovation can erode compliance. Drawing on insights from the field of behavioral compliance, we explain how the software presents subtle situational cues that can encourage and legitimize wage theft. We also examine gaps in the Fair Labor Standards Act\u27s recordkeeping rules - unchanged since the 1980s - that have created a regulatory vacuum in which timekeeping software has developed. Finally, we propose a series of reforms to those recordkeeping requirements that would better regulate timekeeping data and software systems and encourage wage and hour law compliance across workplaces
