Scenario Three: Cost Club - Research Paper Example

While on the other hand, the laws do create a bond directly between the Cost Club and government. Employee Privacy: “The Privacy Act of 1974 protects certain federal government records pertaining to individuals. In particular, the Act covers systems of records that an agency maintains and retrieves by an individual's name or other personal identifier” (Privacy Act of 1974, As Amended, 2010). Regulates freedom of information relating to federal staff with the help of federal agencies. No federal agency can provide information on the subject of a worker without his or her written consent.

Employee records and files cannot fall into the wrong hands. They must always be kept safe and their confidentiality should be maintained in all circumstances. The information provided by the employee must be reliable and precise. It should only be used for the right reasons. Personnel Records. 1) Workers should have access to personal files. 2) If records require correction, the employee should be allowed to make the amendments. 3) Workers must be alert enough in order to prevent information from being improperly used or revealed without his or her consent, unless the law requires such a revelation.

Criminal records of all the employees. Information regarding credit. Employers can gather genetic information if any kind of genetic or health services are offered. Certain information is required to be supplied with certification provisos of FMLA or by way of state family and medical leave bylaw. Information is learned in the course of public documentation or where it is essential to examine the outcomes of toxic substances in the workplaces. Alcohol and drug testing. Mandated random way of testing employees of federal government.

“The Privacy Act of 1974 does not protect the privacy of your records that are not maintained by the federal government (e.g., credit report, bank account and medical records). Nonetheless, your non-governmental records may be protected by other federal and state laws, including statutes enforced by the FTC” (Privacy Act of 1974, As Amended, 2010). Monitoring and Surveillance.         1) Only business calls can be scrutinized. 2) Security facilities for workers. 3) Electronic email. Employee Unions: The National Labor Relations Act (NLRA) promotes collective bargaining, defends the rights of workers to join, form, decertify, or help a labor organization, and to join collectively to improve the various terms and conditions of employment in the course of concerted activity.

Employers cannot obstruct workers from joining, forming or helping a labor organization for collective bargaining or from concentrated activity. Leading assertions in complaints issued consist of lack of bargaining skills of the employer and unlawful actions that create problems for workers regarding protection activity. Penalties cannot be evaluated; on the other hand, reinstatement and making payments to discharged workers and information remedies may be imposed. Occupational Safety and Health Administration (OSHA): Private sector employees and employers in every state, the District of Columbia, etc.

come under OSHA's rules and regulations. Federal agencies have to assemble the same values as the private sector and as they cannot be fined, the employee complaints are first checked and then responded to.