1) The employees in Avondale Industries’ sites were extremely anxious about the status of their jobs because of a recent downturn in the airline industry

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1) The employees in Avondale Industries’ sites were extremely anxious about the status of their jobs because of a recent downturn in the airline industry. The company reassured everyone that they did not intend to lay anyone off because the company had diversified their portfolio when they had expanded into the unmanned vehicles and systems industry as well when they acquired an adhesives and sealants company two years ago. In addition, the company had excellent government contracts that were scheduled to last for ten years. Avondale’s CEO sent a company-wide letter to all employees reassuring them that the company was not planning to dismiss any employees. Why is it of benefit to the company to help its employees feel secure in their jobs?

Job security is important so that employees stop worrying about what might happen to them and their dependents if they lose their job. Employees who feel secure in their jobs are often less stressed, more productive, and more loyal to the company. Employees who are worried about losing their jobs tend to be more anxious, more prone to confrontation, and more apt to blow problems out of proportion. Feeling secure in a position allows an employee to focus on what is important in life, both at home and at work 2) A nationwide movement that increased the awareness of sexual harassment in the workplace sensitized Avondale Industries to the need for increased sexual harassment prevention training. The training and development office provides at least two hours of sexual harassment training to all employees with supervisor duties and at least one hour of training to all employees without supervisor duties. The training must be repeated every year. Which of the following statements best explains why it is necessary for supervisors to receive training on a regular basis and how the training will protect the company? Without training, supervisors are more likely to commit sexual harassment offenses, which can result in increased discrimination claims. Training will help the supervisors understand the complaint process and what steps need to be taken should a complaint be filed. Supervisors will be better able to identify candidates during the hiring process who may be more likely to harass other employees and avoid hiring them. Regular training will allow the supervisors the opportunity to ask questions and learn of any new policy changes. 3) Within a month of transferring from Avondale Industries’ wheel and brake division in Atlanta, GA, to the Long Beach, CA, wheel and brake site, a supervisor encountered an issue with an employee that required disciplinary action and contacted the HR department to document the start of the process. He was surprised to learn that he could not just set a meeting with the employee to talk about the issue because in California, unlike Georgia, the employees were represented by a union. What is the best reason for the supervisor to involve HR in this disciplinary issue?   HR can help the supervisor understand that because it is expensive to hire new employees the goal is to retain the employee and provide constructive criticism. Because the supervisor had never worked in a union shop, the HR office can provide expertise and training on the steps to take as outlined in the collective bargaining agreement. As the supervisor was new to the area, it is a good idea for him to let other people take care of a situation that might get out of hand. The supervisor should involve HR in the disciplinary action so that responsibility for the discipline does not rest on his shoulders. Thus, he is protected should there be problems.