Week 7 EOC: Minimum Wage

What is your position on minimum wage? Should there be one? Should employers just make less profit? Use 3 quotes.

I am opposed to the minimum wage and instead think there should be a living wage. Since the economy took a downturn in 2008, jobs that used to be considered a starter job are now becoming careers and minimum wage does not sustain a person in a lot of cities. This is especially for a family of more than one person. "In 2008, the take-home pay for a full-time federal minimum wage worker supporting one child was less than the federal poverty level" (Hayes and Ninemeier 104). This does not make sense now for someone who considers the job full time and is their main source of income. A living wage can be adjusted for each city and is calculated by the average living conditions like rent, transportation, etc. I believe this is the way to go now.

"The astounding growth of the living wage movement has been a response to the predicament of Americans who work but are unable to make ends meet, as well as to the public policies contributing to the problem" (Thompson and Chapman). The government sets the minimum wage and it does not change for decades which is unrealistic because of inflation. Little is done to set a rate that people can live on unless there is striking and other means by workers and unions. I believe that employers should take a cut in profit to be able to afford their workers with the means to live. Considering the size of the employer, this can be a substantial cut but it will result in an increase in employee retention and output because they can focus on their tasks rather than on how to pay their rent. "A study of the Los Angeles ordinance found that absenteeism declined, and the decrease in turnover offset 16% of the total cost of the living wage ordinance" (Thompson and Chapman). Benefits for the employer include lower turnover, increased productivity, and overall greater sense of security of their workers with a living wage as opposed to minimum wage.

Thompson, Jeff and Jeff Chapman. "The Economic Impact of Local Living Wages". Economic Policy Institute. February 15, 2006. http://www.epi.org/publication/bp170/. Accessed 9/4/2014.

Week 6 EOC: Perform Job Analysis, Write Job Descriptions, and Job Specifications

Marketing Associate

The Women’s Marketing Coordinator is responsible for executing all marketing activities to support our Lauren Footwear, Handbags, Small Leather Goods, Belts wholesale business.  This includes coordinating all details related to the execution of catalog placements, in-store collateral, special events, etc. and ensuring that our elevated brand position is maintained throughout.

What experience, skills, knowledge, educational, and/or other personal requirements are judged necessary for an incumbent in the position to be successful? job specifications provide this information.) (Pg. 428).

Responsibilities:

• Manage the development and execution of in-store collateral.
• Manage catalog participation process.
• Coordinate and execute all aspects of in-store events, including invitations, catering, models, floral, décor, samples, and incentives.
• Partner with Wholesale Online Strategy & Marketing team to execute all online marketing programs.
• Partner with Lauren Sportswear and Dresses to ensure the Footwear and Accessories categories are represented as part of a larger brand statement.  
• Partner with Men’s, Children’s and Home wholesale marketing counterparts on cross-marketing initiatives.
• Participate in seasonal style out process – support advertising team with information on wholesale buy and communicate wholesale marketing needs.
• Manage Lauren Ralph Lauren Footwear and Handbag marketing sample set, including pulling and sending samples for national advertising, online marketing shoots, catalog shoots, and editorial for PR.

The increased role, if any, of technology and other means to increase productivity of those working in the positions, and to fulfill the communication needs of the organization, should also be considered as the number of future position incumbents is addressed. (Pg. 428).

Requirements:

• College degree, with a major in Communications or Marketing preferred.
• 1-2 years in a marketing role with experience handling communications with both internal and external parties.
• Ability to understand the balance between art and commerce and effectively communicate both business and brand requirements.
• Experience executing in-store events.
• Appreciation for the Ralph Lauren brand and its sensibility.
• Excellent communication skills, both verbal and written.
• Collegial, collaborative work style

Week 5 EOC: Marijuana in the Workplace

I think it is such a confusing regulation as to whether allow current employees to smoke marijuana or to uphold the current federal law. There are pros and cons to either side but in general, I think it should be treated like alcohol. According to federal law, "It is permissible to ask applicants if they use illegal drugs or smoke, because either of these traits can be legally used to disqualify applicants. It is also allowable to ask candidates if they are willing to submit to a voluntary drug test as a condition of employment" (Hayes and Ninemeier 120). Despite the fact there are 23 states that have legalized medical marijuana, companies in many of these states still adhere to drug testing as allowed in federal law.

I agree that Brandon Coats being fired from his job at DISH was unfair because he upheld the legal parameters of medical marijuana usage in Colorado, a state that has legalized marijuana. "In a 2011 survey of major employers by the Society for Human Resource Management, more than half of the companies responding said they conduct drug tests on all job candidates." (Noguchi). By the looks of this survey, companies still want to drug test for marijuana despite that fact that it is legal in some states. I believe unless all states legalize marijuana, companies will continue to test for THC because there would be to many different regulations which could lead to a headache setting up a standard rule. At this point I think it would be a great idea to find another way to test for drugs in a way that specifically relates to being high or intoxicated during work hours. "There may eventually be intoxication tests for pot that are more like the Breathalyzer's detection of recent alcohol use." (Noguchi). Until this actually happens though, companies will have to tread lightly and expect more litigation because of the difference between state and federal laws contradicting themselves.

Noguchi, Yuki. "Colorado Case Puts Workplace Drug Policies To The Test". 12 August 2014. Health         News from NPR. http://www.npr.org/blogs/health/2014/08/12/339822911/colorado-case-puts-           workplace-drug-policies-to-the-test?utm_campaign=storyshare&utm_source=twitter.com&utm_medium=social. Accessed 8/14/14.

Week 4 EOC: Physical Attractiveness

Using physical appearance as a determining factor in a job interview is quite the fine line in legality not to mention, appropriateness. While physical appearance is covered under the EEOC laws including uncontrollable factors like race/color, hiring on the basis of physical appearance can and does frequently happen in hiring. "An employer can no longer seek out preferred individuals based on non-job-related factors such as age, gender, or physical attractiveness" (Hayes and Ninemeier 104). However, take the hospitality industry here in Las Vegas for example, it is included in many job specifications that certain positions require a model's appearance. I agree that a company is within their rights to hire someone who fits the brand image. If someone with tattoos wants to work at Chanel, then they would probably get denied if the tattoos were visible because it is not the brand look. I can take my current job for example as well. I work for a company that describes itself as joyful, upbeat, and colorful. If someone were to come to us looking for a position and they only wore black, had green hair and tattoos on their face, we would not hire them because that is not our brand image.

Uncontrollable factors in appearance is another matter and one that has more grey area. Personal hygiene can be a written requirement for the  job position and making it a requirement can require the candidate or employee to adhere to those standards. For someone who has a scar on their face due to an accident or birth defect, it becomes harder to determine from an HR standpoint whether they are right for a front of the house job position. I understand that appearance can perhaps add to a great experience or a negative one for a customer, but other factors can greatly influence that as well such as attitude. "One of the best ways to directly address the constraints on recruiting imposed by the hospitality and tourism industry is to focus on its varied and positive characteristics" (Hayes and Ninemeier 104). Focusing on the other great attributes of a candidate will help curtail some of the prejudices HR can have on certain factors such as appearance which can lead them to legal trouble. However, I don't believe biases will end especially in a market such as Vegas where looks are a huge factor in attracting customers to a business. But looks are not everything even in hospitality industries. "What the best of new employees can bring to the operation is a sincere commitment to serve guests, a willingness to learn, and the work ethic needed to perform as a valued employee" (Hayes and Ninemeier 105).