Ancillary consequences of employee theft

The majority of research on employee theft considered the characteristics and predictors of workplace misconduct. When consequences were considered, research centered on the economic losses arising out of workplace offending. This article addresses the ancillary consequences of employee theft. Interviews were conducted with 457 business owners, managers, supervisors, and other employees to assess their experiences with employee theft. By fully understanding the costs, businesses can be prepared to carry out strategies that would offset many of the negative consequences resulting from workplace misconduct.     

Attitudinal correlates of employee integrity

Employee theft, violence, and drug abuse account for enormous losses in business and industry. The major purpose of the present research was to determine the relationship of the attitudes of prospective employees in these three key areas and the admissions of such acts by the applicant in a preemployment polygraph examination. Four hundred seventy job applicants for positions of trust involving access to money merchandise, and other company property completed the Personnel Selection Inventory (PSI) prior to taking the preemployment polygraphe examination. The results showed strong relationships between attitudes and behavior in the area of theft (r=.56, p<.01), violence (r=.51. p<.05). and drug abuse (r=.46 for marijuana use, p<.05 and r=.40 for other drug abuse. p<.05). The results also showed that the PSI had no adverse impact against protected race or sex groups. Implications of these findings are discussed.     

Genetic testing and employee protection

Given advances in the science of genetics it is increasingly possible for individuals to acquire an increased understanding about their DNA. Employers may wish to access such information or may request that employees participate in genetic testing. An examination of the UK legislative framework to accommodate or to prevent such demands raises concern about the need to balance the employer's economic interests and the autonomy of the employee.     

Recent developments in employee benefits

The latter part of 1996 and the first part of 1997 produced continuing changes to the laws concerning employee benefits, as both Congress and the courts continued to focus on this area of the law. This article highlights some of the more important developments during the period with particular focus upon those of concern to the insurance industry.     

Workplace justice and employee worth

Distributive and procedural justice gain new meaning in light of other distinctions about how organizations value employees (the employees' “worth”). Fair compensation gives employees worth as achieved status: how the employee is like some employees (similarly rewarded) and not like others (dissimilarly rewarded). But employees also want to be treated uniquely as individuals and in other ways to be treated like all other employees, both reflecting worth as ascribed status. Such worth need not involve the distribution of outcomes; it can be gained if procedures function as ends in themselves. Different types of worth thus become the source of different criteria for justice. Based on a paper entitled “Justice as Worth,” which was prepared for the Third International Conference on Social Justice research (held in the Netherlands during July 1991).     

Recent developments in employee benefits law

The first part of this article highlights important judicial developments involving employee benefits and the Employee Retirement Income Security Act of 1974 ("ERISA"), as amended, during the latter part of 2003 and the first part of 2004, including the most significant U.S. Supreme Court and federal circuit court decisions. The second part covers recent legislative and regulatory developments in employee benefits law. This article is not meant to be exhaustive, but discusses the more important developments during 2003-2004, with particular focus on issues of concern to the insurance industry.     

Legal implications of employee assistance programs.

Employers who offer EAPs should be aware of their rights as well as the rights of employees. Appropriate steps should be taken to assure that employees are fully informed of the conditions of participating in a program prior to volunteering for treatment. An issue that must be considered is the confidentiality of information arising during the course of treatment. Several court cases involving the physician-patient relationship offer guidelines in this area.     

The dimensions of dangerousness

Law and Human Behavior - Treatment of dangerousness in both sociolegal research and clinical practice has neglected to consider the multidimensional nature of the construct. An attempt was made to...     

The annual employee earnings and benefits letter

Considering the investment that companies make in establishing and improving fringe benefits, it appears that many of these same companies do very little to translate benefits into a value dimension that employees will understand and appreciate. One answer to the problem is a simple, easily customized form letter that can be given to employees along with their W-2 forms.