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2. Learning Objectives Describe different categories of workers. Differentiate between regular employees and contingent workers. Define full-time, part-time, short-hour, and casual employees. Discuss the advantages of job sharing. Differentiate between exempt and nonexempt employment status.

3. © 2006 Thomson-Wadsworth Learning Objectives Describe differences in the payment of hourly workers and salaried workers. Describe compensatory time. State when and how differential wages are calculated. Perform calculations about full-time equivalents (FTEs). Define diversity in the workplace.

4. © 2006 Thomson-Wadsworth Learning Objectives Differentiate between affirmative action and equal opportunity. Discuss the advantages and disadvantages of workplace diversity.

5. © 2006 Thomson-Wadsworth Types of Workers Professional staff –Professionals - Individuals who have extensive formal education in a field and have acquired the knowledge and skills to make independent judgments and to function in that field with minimum supervision. –Entry Level - A beginning position in a profession. ex: an entry-level dietitian

6. © 2006 Thomson-Wadsworth Types of Workers Professional staff –Specialization - The process of acquiring in-depth knowledge and skills in a narrow area of a profession. –Generally, professionals are assumed to prefer participative management.

7. © 2006 Thomson-Wadsworth Types of Workers Supervisory personnel –Supervisors - Individuals with authority to oversee and direct the work of subordinates as well as having responsibility for their own work.

8. © 2006 Thomson-Wadsworth Types of Workers Skilled Workers –Individuals who have special training or skills to perform a specific job. –ex: cooks, secretaries, exterminators –Usually do not need micromanagement. Micromanagement - The act of providing intensive supervision to subordinates by constantly checking and verifying their progress.

9. © 2006 Thomson-Wadsworth Types of Workers Unskilled Workers –Employees who bring no marketable skills to the job and are trained in the workplace to perform the required tasks. –ex: receptionists, cashiers, foodservice workers –Not always appropriate to use participative management

10. © 2006 Thomson-Wadsworth Full and Partial Employment Status Full-time –Full-Time Employee - An individual who is designated to work a certain number of hours a week that is considered “full time” by the employer (typically 40 hours/week). Part-time –Part-Time Employee - An individual who works a certain number of hours a week that is less than what is considered “full time” by the employer (usually less than 40 hours/week).

11. © 2006 Thomson-Wadsworth Full and Partial Employment Status Short-hour –Short-Hour Employee - An individual who works a predetermined number of hours a week that is less than half time (typically less than 20 hours a week). Casual –Casual Employee - A worker who is not guaranteed any set number of hours each week but who is scheduled for work as needed.

12. © 2006 Thomson-Wadsworth Full and Partial Employment Status Job Sharing –The concept of having two employees share one full-time job. Probation –Probationary Employee - A newly hired employee who has not yet demonstrated that he can successfully perform the job for which he was hired. –The employee is given a set period of time, often 60 or 90 days, to learn the job.

13. © 2006 Thomson-Wadsworth Full and Partial Employment Status Probation –Without Cause - The case in which a probationary employee may be dismissed for whatever reason the manager feels is appropriate. –Cause - A documented, legitimate reason for terminating a nonprobationary employee.

14. © 2006 Thomson-Wadsworth Full and Partial Employment Status Temporary –Temporary Workers - Employees who are hired for a finite period of time, as for a project, to cover a leave of absence, or when there is a transient need for more employees.

15. © 2006 Thomson-Wadsworth Full and Partial Employment Status Contract –Contract Employee - A worker who is usually hired to complete a project and who is typically not on the employer’s payroll. –Consultant Fee - A designated amount of remuneration for a contract employee; the fee may be established for the project or as a monthly or hourly rate for the duration of the project.

16. © 2006 Thomson-Wadsworth Full and Partial Employment Status Contingent Workers –Employees, such as temporary and contract employees, who know that their work positions are short term or temporary. –Career Employees - Workers who expect to continue working in a job as long as their work performance is adequate.

17. © 2006 Thomson-Wadsworth Salaried and Hourly Compensation Workers may be: –Hourly (nonexempt) –Salaried (exempt)

18. © 2006 Thomson-Wadsworth Salaried and Hourly Compensation The hourly worker –Hourly Worker - An employee who is paid a set rate for each hour worked, which is at least the minimum wage set by the government. –Base Rate - The hourly rate of pay for workers who are paid by the hour.

19. © 2006 Thomson-Wadsworth Salaried and Hourly Compensation Differential wages –Differential Wage Rates - Changes in the rate of pay, such as additional pay for working overtime, for performing exceptionally difficult work, or for working in a different job, or the additional payment made to employees who do not receive benefits.

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22. Salaried and Hourly Compensation Differential wages –ex: time-and-a-half for overtime hours $8.00 x 40 hours = $320.00 (base salary for week) $8.00 x 150% = $12.00 per hour (overtime rate) $12.00 x 8 hours = $96.00 (overtime pay) $320.00 + $96.00 = $416.00 (gross pay for week)

23. © 2006 Thomson-Wadsworth ex: time card for employee receiving differential wages for different tasks

24. © 2006 Thomson-Wadsworth Salaried and Hourly Compensation The salaried employee –Salaried Worker - An employee who has a set (usually annual) salary and who is expected to work until the job is completed. –Burnout - A physical consequence of stress in the workplace that can result from working long hours, or being tired, dissatisfied, or angry with the work or work setting. –Attrition - Loss of employees because the employees voluntarily choose to leave their jobs.

25. © 2006 Thomson-Wadsworth Salaried and Hourly Compensation Compensatory time –Compensatory Time Off - A method used to give salaried employees who work long hours some extra time off to compensate them for unpaid overtime worked. On Call –A position that requires the employee to be available to come to work on short notice during unscheduled hours, if needed.

26. © 2006 Thomson-Wadsworth Calculating Full-Time Equivalents Full-Time Equivalent (FTE) - A standard term used to describe the number of full-time positions worked by all employees, including full-time, part- time, short-hour, and casual. One FTE is usually equal to 40 hours per week or 2,080 hours per year.

27. © 2006 Thomson-Wadsworth Calculating Full-Time Equivalents ex: 38 employees working different shifts = 28.2 FTEs –20 employees x 40 hours = 800 hours –10 employees x 20 hours = 200 hours –8 employees x 16 hours = 128 hours –800 + 200 + 128 = 1,128 hours per week –1,128/40 = 28.2 FTEs

28. © 2006 Thomson-Wadsworth Calculating Full-Time Equivalents FTEs can be used to –Determine number of workers needed –Monitor productivity –Monitor effects of changes

29. © 2006 Thomson-Wadsworth Calculating Full-Time Equivalents ex: productivity = FTEs compared to work output –Diet clerks: two 8-hour shifts and one 4- hour shift per day –20 hours x 7 days/40 hours = 3.5 FTEs –300 patients x 7 days = 2,100 patient days –2,100/3.5 = 600 patient days per FTE

30. © 2006 Thomson-Wadsworth Calculating Full-Time Equivalents ex: staffing needs for increased caseload (1,200 to 1,440) –1,200 clients/2.5 FTEs = 480 clients per FTE –1,440 clients – 1,200 clients = 240 new clients –240 new clients/480 clients = ½ FTE (0.5)

31. © 2006 Thomson-Wadsworth Diversity in the Workplace Diversity –In the workplace, this refers to ethnic, racial, gender, age, and other differences among workers.

32. © 2006 Thomson-Wadsworth Diversity in the Workplace Diversity defined –Culturally Diverse Organization - An organization that has a workforce representative of many different cultural groups. –Multicultural Organization - An organization that values, encourages, and affirms diverse cultural modes, in which each point of view is valid and different cultures contribute to decision making.

33. © 2006 Thomson-Wadsworth Diversity in the Workplace Changing demographics and legislative initiatives –Gender –Age Workforce data is available through: U.S. Department of Labor at www.dol.gov and Bureau of Labor Statistics at www.bls.govwww.dol.govwww.bls.gov –Culture

34. © 2006 Thomson-Wadsworth Diversity in the Workplace – Changing Demographics Differences in physical ability –Americans with Disabilities Act - A federal law that enables people with different physical abilities to enter the mainstream with greater ease by mandating that organizations and businesses provide the appropriate accommodation (for example, accessible lavatories, parking, and so on) for all. –www.ada.govwww.ada.gov

35. © 2006 Thomson-Wadsworth Diversity in the Workplace – Changing Demographics Equal opportunity/affirmative action –Equal Opportunity - A federal law that prohibits discrimination against certain groups, such as women or minorities, in the workforce. –U.S. Equal Employment Opportunity Commission at www.eeoc.govwww.eeoc.gov –Affirmative Action - A federal law that requires giving hiring preference to previously disenfranchised workers.

36. © 2006 Thomson-Wadsworth Diversity in the Workplace Benefits of diversity –Larger worker pool with diverse experiences –Increases diversity of customers –Creates beneficial environment for workers –Increased ability to satisfy diverse customers

37. © 2006 Thomson-Wadsworth Diversity in the Workplace Drawbacks of diversity –Xenophobia –Sabotage by employees –Loss of employees Goals of diversity in the workplace –The goal of diversity in the workplace is to provide a work environment in which everyone is a contributing member of the organization.

38. © 2006 Thomson-Wadsworth Diversity in the Workplace Compliance versus commitment Diversity training

39. © 2006 Thomson-Wadsworth Conclusions Dietetic practitioners manage several types of workers, including professionals (who range from entry level to specialists), supervisory personnel, skilled workers, and unskilled workers. Employees may work full-time or may be partially employed in a number of different categories, with or without guaranteed numbers of hours.

40. © 2006 Thomson-Wadsworth Conclusions Employees may work directly for an organization as a career employee, expecting to hold a position there for a long period of time, or they may be contingent workers. Compensation will be on either an hourly or a salaried basis; hourly workers may be entitled to differential wages at some times. One FTE is equal to one full-time workweek, usually 40 hours.

41. © 2006 Thomson-Wadsworth Conclusions Diversity in the workplace includes embracing differences among workers, which include, but are not limited to, race, culture, gender, age, and differences in physical abilities. As society moves toward achieving the goal of a truly diverse workforce, the problems encountered will be overshadowed by the enrichment of the workplace that diversity brings.

42. © 2006 Thomson-Wadsworth Pregnant Women in the Workplace Facts about pregnancy discrimination –Hiring –Pregnancy and maternity leave –Health insurance –Fringe benefits –http://wwwl.eeoc.gov/facts/fs- preg.htmlhttp://wwwl.eeoc.gov/facts/fs- preg.html