SCHOOL OF BUSINESS ADMINISTRATION

Department of Management

School of Business Administration

The University of Mississippi

Summer 2009

To have a right to do a thing is not at all the same as to be right in doing it.

G. K. Chesterton

Management 582: Employee Relations

Professor: Robert K. Robinson, PhD, SPHR Office Hours: 2:00-3:00 am M-Th

Michael S. Starnes Professor of Management or by appointment

Office: 372 Holman Hall E-mail: brobinson@bus.olemiss. edu

Phone: 915‑7635

Web Page: http://faculty.bus.olemiss.edu/brobinson

I. COURSE DESCRIPTION:

This course focuses on the study of human resource management for professional preparation. This course will focus on manpower planning, recruiting, selection, placement, and performance evaluation with particular emphasis on the impact of federal regulation on these key HR functions.

II. CLASS MEETINGS:

This class will meet in Holman Hall, Room 138 from 08:00 to 9:50 a.m. Monday thru Friday. Please see the tentative schedule for the exact meeting dates, topics, assignments, and material to be covered.

III. OBJECTIVES:

A. To introduce the manager's (both HR and line) legal responsibilities in the procurement of human resources.

B. To develop a basic understanding of the challenges confronting HR managers in formulating and implementing strategies and policies to enable the organization to attain a sustained competitive advantage.

C. To acquaint the student with the growing body of legislation, federal regulation, and case law which govern personnel practices.

D. To improve the student's critical reasoning abilities to interpret and understand the legal requirements that HR managers must meet in order to comply with equal employment opportunity, wage & hour, safety, and other statutes and regulations governing workplace behavior.

E. To develop a framework of analysis to enable the student to identify central issues and problems in personnel activities.

F. To develop the student's sense of punctuality and personal accountability in meeting deadlines.

G. The material in this course will be analyzed and presented from the perspective that the Human Resource professional is the employer’s representative and is , therefore, responsible for protecting the employer’s interests and reducing the employer’s exposure to litigation through monitoring activities and policies.

IV. TEACHING METHODS:

Course objectives will be accomplished through the discussion of the text, assigned readings, lecture, video tapes, case analysis, presentations, and examinations.

V. PREREQUISITES:

Students who have not successfully completed the below listed prerequisites will NOT be permitted to enroll in, or complete for credit, MGMT 582:

A. A grade of "C" or better in MGMT 383, Human Resource Management.

B. Senior standing (> 87 semester hours).

VI. IMPLEMENTATION:

A. TEXTS:

1. Robinson, R. K., Franklin, G. M., and Wayland, R. F. (pending). Draft of Employment Regulation in the Workplace: Basic Compliance for Managers. Under contract with M. E. Sharpe Publishers. Available as a course packet at Printing & Graphic Services, Sam Hall, University of Mississippi.

B. Examinations:

1. There will be two (2) examinations and a comprehensive final examination which will cover the text, lecture, and class discussion.

2. The instructor reserves the right to conduct "pop tests" when deemed necessary. When used, pop quiz scores will be used in assessing participation grades and will be taken from the 25 points allocated for participation.

C. Grading (Undergraduates):

1. The following demonstrates the weight given to each course requirement)(s):

Percentage of

Course Requirements Possible Points Total Grade

a. Examinations (100 pts ea) 200 54.1%

b. Final Examination 150 40.5%

c. Individual participation 20 5.4%

370 100.0%

2. There are no provisions for "extra credit" assignments in this course. Additionally, no partial credit is given for incorrect answers on examinations. A business decision based on erroneous information is always wrong.

3. Participation: It is the quality and not the quantity of a student's comments that determines his or her participation grade--merely opening ones mouth in class is not, of and by itself, sufficient. The professor is the final judge as to what is deemed a meaningful contribution and what is not. The following are examples of comments which could be considered to be meaningful (this list is by no means exhaustive):

a. Identifying a key factor affecting a case.

b. Providing an example which clarifies some point or concept offered in the text or reading.

c. Offering a viable alternative strategy.

d. Providing an update of the status of the subject under study.

Factors which adversely affect participation grades are as follows:

a. Avoiding discussion.

b. Excessive unexcused absences.

c. Not accurately answering questions posed by the instructor.

d. Failure to demonstrate adequate knowledge of course material (questions on pop quizzes).

e. Failure to read the assigned material.

f. Arriving to class late, departing class early.

4. Exam Administration:

a. All exams are closed book, students are expected to do their own work.

b. Students will not be allowed to wear hats, caps, or visors during exams.

c. The only materials that a student must bring for an exam are two blues books (82= x 11") and a pen or pencil.

d. Once the examination begins, students will not be permitted to leave the room until the examination is completed.

e. Handwriting must be legible if the student is to receive credit for his or her answer.

f. Make‑up Examinations: Students who miss a regularly scheduled exam or assignment for a VALID reason (as determined by the professor) will be allowed to make‑up the exam. Make‑up exams will be scheduled on the same date as the last examination.

5. Final course grades will be computed based upon the following ranges of cumulative points out of 450 possible points:

Course Grade Point Range

A 333-370

B 296-332

C 259-295

D 222-258

F < 221

D. Graduate Student Requirements: In addition to the aforementioned course requirements, graduate students will also write a research paper (approved by the professor) related to strategic human resource planning. The written assignment will not be less than 15 pages in length, not including title page and bibliography.

1. Research papers will be type written (letter quality) and double‑spaced. All assignments will be stapled (no binders) in the upper left hand corner.

2. As potential college graduates, you are expected to convey written information in a clear and understandable manner. If the professor can not understand any portion of a written assignment, the student will not receive any credit for that portion.

3. Additionally, 50% of any written assignment's grade will be dependent upon proper grammar usage and compliance with prescribed formats. Margaret Shertzer's Elements of Grammar will be used as the arbiter in all decisions on this subject. Examples of some of the more common errors are as follows:

a. Verb-subject agreement.

b. Verb-tense agreement.

c. Noun-pronoun agreement.

d. The improper use of commas.

e. The omission of articles.

f. Improper punctuation.

g. The use of slang in formal writing.

h. Misspelled words.

4. All references will be annotated in APA style. Legal references must conform to A Uniform System of Citation.

5. The following demonstrates the weight given to each course requirement)(s):

Percentage of

Course Requirements Possible Points Total Grade

a. Examinations (100 pts ea) 200 42.5%

b. Final Examination 150 31.9%

c. Report (Individual) 100 21.3%

d. Individual participation 20 4.3%

470 100.0%

6. Final course grades will be computed based upon the following ranges of cumulative points out of 450 possible points:

Course Grade Point Range

A 423-470

B 376-422

C 329-375

D 282-328

F < 281

VII. COURSE POLICIES:

A. ATTENDANCE ‑ attendance will be taken at all schedule class meetings; your attendance is expected.

1. You, the student, are absolutely responsible for our attendance‑‑especially on dates when examinations or other course requirements are scheduled.

2. ATTENDANCE ON EXAM DATES: If a student is absent without a valid excuse (as determined by the professor) he, or she, will not be permitted to make up any missed material (to include examinations and cases). Simply stated, if a student is absent for unexcused reason on the date that an examination, a presentation, or a pop quiz is given, that student will receive a grade of zero (0) for that work.

3. You should notify your professor before any scheduled requirement when you can not be present for a valid reason.

4. ABSENCE DOCUMENTATION: It is the student's responsibility to provide documentation to verify the legitimacy of an excuse for absence. In the case of illness or injury, the student is expected to provide a copy of a physician's sick slip, hospital admissions record, or similar document upon the student's return to class. Verification of nonillness-related reasons will be determined by the instructor.

B. LATE PAPERS: Assignments are given well in advance of the due date to allow sufficient time for their preparation. NO PAPER WILL BE ACCEPTED AFTER THE TIME AND DATE ON WHICH IT IS DUE! Please note that ALL papers are due at the BEGINNING of class on the date specified in the tentative schedule (unless that date has been changed by the professor). Students are strongly encouraged to plan their time wisely and not wait to the last minute.

C. Other Polices:

1. MAKE UPS: All make up examinations (for approved excused absences) will be scheduled during the last examination (June 27). Again, there are no make ups for unexcused absences.

2. EXTRA CREDIT: There are no provisions for extra credit in this course.

3. PARTIAL CREDIT: In business, a wrong answer, regardless of how proper its calculation, will result in a poor/wrong decision. Therefore, no credit is given for wrong answers.

4. APPEALS: Students who miss questions on exams may appeal any question they miss. An appeal must take the form of a written explanation as to why the student should receive credit for his or her answer. Two criteria are used in considering appeals: (1) The explanation/argument must be logical and consistent, and (2) accurate knowledge of course material must be demonstrated. All appeals are due no later than the class period following the return of the examination in question. No appeals will be accepted after the beginning of that class period. For example, if exam I was returned to the student on Monday (June 13), no appeal would be accepted after the beginning of the Tuesday (June 14) class. Appeals are graded individually, only those students whose appeals are accepted will receive credit for missed answers.

5. Children in the Classroom: In recent years there has arisen the problem of parents bringing their children to lectures, and even to examinations. This has resulted in distractions to other students and ensuing complaints. I do not wish to sound mean-spirited, but parents are requested to please make accommodations for child care else where and not bring children to class.

6. ACADEMIC DISHONESTY AND CHEATING: Academic dishonesty refers to the use of unauthorized books, notes, or otherwise securing help on a test, copying tests, assignments, reports, or term papers. Any student caught engaging in any form of academic dishonesty will receive a failing grade for the semester in this course‑‑NO EXCEPTIONS! The following are considered serious breaches of academic dishonesty for which severe penalties may be imposed:

a. Obtaining unauthorized information.

(1). Copying part or all of a graded homework assignment from another student.

(2). Working together on a take‑home test or an assignment when not specifically permitted to do so by the instructor.

(3). Looking on another student's paper during an exam.

(4). Looking at your notes, or anyone else's notes, during an examination when not specifically permitted to do so.

b. Tendering of information.

(1). Giving your work to another student to be copied.

(2). Giving someone answers to exam questions while the exam is being given.

(3). After having taken an exam, informing another person in a later section of the questions that appear on the exam.

(4). Giving or selling exams to other students.

(5). Giving or selling term papers, cases, or other assignments to another student.

c. Plagiarism‑‑representing someone else's work as your own.

(1). Handing in a paper purchased from a term paper service.

(2). Retyping part or all of a friend's paper and handing it in as your own.

(3). Taking a paper from any file and handing it in as your own.

(4). Quoting form another source on a term paper or an assignment without citing the source.

d. Collusion.

(1). Acting in concert with one or more fellow students to commit any form of academic dishonesty together.

(2). Giving your term paper, homework, case, or other assignment to any other student.

(3). Making unauthorized grade changes or tampering with grades in any way.

(4). Encouraging or recruiting any other person to commit any form of academic dishonesty.

(5). Giving or receiving information when not specifically authorized to do so.

e. Misrepresentation.

(1). Having another student do your class work.

(2). Having someone else take an exam for you.

(3). Lying to a professor to increase your grade.

f. Bribery‑‑Offering money or any item or any service to any other person so as to gain academic advantage for yourself or any other student.

Academic honesty is an important standard of every academic institution and is expected of every student in this class. As academic dishonesty is also a crime against the university, violators will be referred to the Associate Dean for Faculty and Research for additional disciplinary measures as deemed appropriate. Should you have any doubt as to whether or not an action of yours constitutes academic dishonesty, consult your professor before engaging in it.

7. WEATHER CONDITIONS: If Ole Miss is closed down for weather, any assignment scheduled for that date will be due at the beginning of the next class meeting thereafter. If an examination is scheduled on a date in which the University is closed, then that examination will be given on the next class meeting thereafter.

8. STUDENTS WITH DISABILITIES: Any student who feels that he or she needs an accommodation due to any disability, please make an appointment to discuss this matter with me during the first week of the Summer semester.

IX. APPENDICES:

A. Tentative Class Schedule.

B. Appeals Form

SHOULD YOU HAVE ANY QUESTIONS CONCERNING ANY OF THE POLICIES CONTAINED IN THIS SYLLABUS, PLEASE ASK THE PROFESSOR FOR CLARIFICATION WITHIN THE FIRST WEEK OF CLASS.

APPENDIX A

TENTATIVE CLASS SCHEDULE

MGMT 582.01

DATE ASSIGNMENT PURPOSE/ACTIVITY

05/26 Chapter 1 Impact of Regulation on Human Resource Practices History of government regulation of employment practices, regulatory agencies.

05/27 Chapters 1&2 History of government regulation of employment practices

05/28 Chapter 2 Regulation of Equal Employment Opportunity: Introduction to Title VII, the federal model of employment discrimination, protected classes, covered entities.

05/29 Chapter 3 Intentional Discrimination: disparate treatment, evidence, and proof

06/01 Chapter 3 Intentional Discrimination: disparate treatment, evidence, and proof

06/02 Exam I Instructors Notes, Chapters 1-3.

06/03 Chapter 4 Unintentional Discrimination: Disparate impact, the Uniform

Uniform Guidelines Guidelines on Employee Selection, prima facie cases.

06/04 Chapters 4&15 Unintentional Discrimination: Disparate impact, the Uniform Guidelines on Employee Selection, employer’s rebuttals and bottom line statistics. Establishing Job-Relatedness: Statistical proofs of unlawful discrimination and job relatedness, flow and stock analysis.

06/05 Chapter 15 Establishing Job-Relatedness: Conducting validation using the Pearson’s product-moment correlation.

06/08 Chapter 5 Discrimination based on Sex: Sex-plus, equal pay, mixed motive, pregnancy discrimination. quid pro quo sexual harassment.

06/09 Chapter 5 Discrimination based on Sex: Hostile environment sexual harassment, employer liability, direct and vicarious liability. Faragher/Ellerth affirmative defense, the Kolstad good faith defense; sexual orientation.

06/10 Chapters 6 Discrimination based on Sex. Discrimination Based on Religion, Age and Disability.

06/11 EXAM II Chapters 4-6 and Chapter 15.

06/12 Chapter 7 National Origin and Immigration Issues: Religious accommodation Nationality discrimination. Immigration Reform and Control Act, and age discrimination