Article Abstract:
The plight of migrant workers have been improved due to some farmers' increased interest in their welfare. One example is the A. DUDA & Sons Inc which has improved the housing and benefits of their migrant workers. They consider this an investment, since it results into improved quality and productivity. Hardships experienced by migrant laborers are also due to unscrupulous practices of farm labor contractors or crew leaders, responsible for hiring workers. They deprive workers of adequate pay and even pocket workers' Social Security contributions. Most farmers are aware of this practice but tend to look the other way. DUDA has solved this problem by eliminating crew leaders, thus, making the immigrant workers direct employees of the company and not the contractor. Day-care, education, paid vacations, social security and insurance are the other services provided by DUDA to its migrant workers.
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Article Abstract:
The considerable growth in workplace killings is attributed to the worsening economy and the increase in the number of workers being laid off. Most of the work-related murders reported between 1986 and 1991 were committed by laid-off or disgruntled employees, and members of management were often their victims. Such traumatic events in the work environment pose a great challenge for human resources (HR) professionals. It is their job to help employees overcome the emotional damage that can result from being witnesses to violence or being associated with the company. HR personnel should also be on the look out for potential workplace murderers. According Tom Harpley of the National Trauma Services, the typical workplace killer is male, Caucasian, middle-aged, a religious or political proselyte, and uses unusual weapons. Harpley suggests counseling for employees showing signs of distress.
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Article Abstract:
The publicity generated by the Clarence Thomas and Anita Hill case has made many companies review, revise and re-establish their sexual harassment policies. Human resources professionals are working towards educating employees on the issue of sexual harassment in the workplace to deal with the confusion and concern, especially among male employees, created by the Thomas-Hill hearings . New sexual harassment policies or procedures that firms plan to implement should have input from employees, be immediately communicated to organizational members, and be implemented by trained personnel.
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