1. Unit 3: Work and the Workplace Presented By: Ryan Akers, Christopher Hulen, Jonathon Rhoad, Troy McLaughlin, Kristen Vogan, and Katy Crouch

2. Methods employers gather information on the web : Google or Yahoo Facebook or MySpace Online Databases Survey Results : By (SHRM) Society for Human Resource Management Nearly half of HR professionals run candidate’s names through a search engine before making an offer. 15% check social networking sites of candidates. 40% of those who don’t go to those sites now, are “somewhat likely” to “very likely” to visit in the next 12 months. HOW DEEP CAN YOU PROBE?

3. Potential Risks : Violating the FCRA (Fair Credit Reporting Act) it requires employers to get consent before getting a background check Discrimination claims Being suspected of rejecting a candidate based on race, religion, or marital status Some states protect candidates by limiting the extent employers can consider off-duty conduct. Violating networking sites terms of usage Some online information just isn’t true

4. HOW DEEP CAN YOU PROBE? Online Databases : (Do-it-yourself screeners) Many databases rely on incomplete data sources or on information that is out of date Some don’t provide a distinction between arrest records and convictions. Continuing Developments : Some system designers are partnering with screening companies to ensure data flows smoothly from an HR department to the screening company. Some data brokers are marketing all-in-one applicant tracking and background checking systems.

5. QUESTIONS 1. What percent of HR professionals check social networking sites of candidates? A. 30%B. 15% C. 50% B. 15% 2. Many online databases rely on complete data sources and up-to-date information. True or False? False

6. National ID Biometrics Pinned to Social Security Cards

7. Congress is lobbying for RFID chips to be placed in Social Security Cards – Will allow employers to check their applicants’ citizenship by a simple scan Possible biometrics for the card: – Photo – Fingerprint – Iris Scan National ID

8. Many problems with this idea: – Many children’s parents apply for SS card before they are old enough for a decent finger print – Would have to think of new way to send the cards – Many immigrants work jobs where the employer wouldn’t have the equipment to scan the card – Employers already have a range of documents they can accept to prove citizenship – Government data bases do occasionally have flaws This could keep someone from getting hired through no fault of their own National ID

9. Strive Act – There are 17.8 million records in the government’s employee databases that contain inaccuracies. – Allows an applicant to correct any errors if their file comes up “ineligible for employment” National ID

10. T/F: Congress is proposing biometrics in our SS cards as a form of Immigration Regulation – True A possible biometric for the card is: – A) Photo – B) Fingerprint – C) Iris Scan – D) All of the above D) All of the above Questions

11. Computer Software Engineers

12. Computer Software Engineers are projected to be one of the fastest growing occupations over the next 5 years. Very good opportunities are expected for college graduates with at least a bachelor’s degree in computer engineering or computer science with practical work experience.

13. Computer software engineers must continually strive to acquire new skills in conjunction with the rapid changes that are occurring in computer technology. Average annual earnings of a computer software engineer $46,520 – $113,830

14. Questions What was the average earnings of a computer software engineer? A.Up to $1,000,000 B.$50,000 - $75,000 C.$46,520 - $113, 830 Answer: C T/F: Once a computer software engineer is finished with their education, there is no need for new skills to be acquired. Answer: False

15. Dilberts of the World, Unite White Collar Uprising in the US

16. White Collar Workers Between 1977 and 2004 the number of professional and high-skilled US workers more than doubled. Microsoft had white collar employees that were called “Permatemps.” Basically this classification means employers don’t have to pay regular benefits.

17. Government and High Tech Companies Overtime In 1997 the Seattle Times published a front page story about how Microsoft used its connections in state government to secure a regulatory change exempting high-tech companies from paying overtime. Permatemps The Times also noted that the local labor movement hung the permatemps out to dry. Two unions supported the rule change after it was revised to make sure their members were protected.

18. Questions “Permatemps” get paid overtime in Seattle? True False ______ used its connections to secure a regulatory overtime pay change in Seattle? A. Apple B. Dell C. Toshiba D.Ford

19. Privacy, Legislation, and Surveillance Software Protecting the corporation while respecting employee privacy-an old puzzle made more complex with new software.

20. Using Company Time Productively Employer’s want to make sure their employees are using company time productively and not creating a legal liability for their business as a result of harassing or offensive communications. According to the annual survey conducted by the American Management Association, more than three-quarters of all major US firms record their employees while they are at work.

21. Work Place Privacy Workplace monitoring has existed for a long time in one form or another and will undoubtedly continue to proliferate and become increasingly sophisticated as technology advances. A recent study revealed that 10% of U.S. companies have received subpoenas resulting from employee email.

22. Questions Companies monitor their employee’s emails even if they are not work related? True False According the annual survey conducted by the American Management Association more than _____ all major US firms record their employees while at work? A. One-quarter B One-half C. Three-quarters D. 100%