Week 7 EOC: Minimum Wage

The minimum wage? Or is it the living wage? In a time where there are a number of progressive changes, the standard of living as well as the cost of living. Over the years our people and government have fought to raise the minimum wage, but I believe there are too many who rely on the minimum wage to live on. "The least amount of wages that employees covered by the FLSA or state law may be paid by their employers." (Hayes 271) In this quote the words, "the least amount..." are used to describe the minimum wage, under that note I don't think there should be an expectation from people to use minimum wage jobs as a way of living.

I believe those that wish to have higher wages should go the route of seeking a job that is related to their skill set or seek out a company that allows for growth. "Wage and salary increases are often based on performance and thus are discussed during performance review sessions." Traditionally we earn raises if we receive a good performance appraisal. Instead of expecting jobs to give us higher wages based upon our expectation of living, we should expect to grow and advance in our jobs.

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

 Marketing Coordinator

The Marketing Coordinator will be responsible for performing a variety of marketing tasks including research, preparing reports, handling information requests, working with other departments to understand their marketing requests, and interacting with partners to coordinate joint marketing efforts. In addition, the Marketing Coordinator will work with all members of the marketing team to provide the tools, cooperation, and cohesiveness that are needed to maintain a productive working environment. 

"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."

Responsibilities

• Assist in preparing marketing, public relations, and advertising materials
• Compile and scrub pre- and post-event contact lists, newsletter distribution lists, customer lists, etc.
• Traffic all incoming submissions via our website to various departments (Support, Accounting, Sales) for proper follow-up
• Support event activities, including messaging and lead-generating activities; assist in event planning and tradeshow coordination/participation (e.g., booth materials, travel, registration, etc.)
• Coordinate marketing initiatives that promote Shift4 and our product offerings
• Monitor email campaigns, events, advertising, and other marketing efforts; report on them regularly
• Provide research support for events/campaigns, nominations/awards, and other company-related projects such as maintaining up-to-date address information online, competitor news, and industry legislation/regulations, etc.
• Create communication vehicles that clearly explain our positioning and product offerings/benefits
• Analyze trends in customer/prospect feedback collected from the Web site, and suggest marketing projects/programs to address it
• Prepare reports, presentations, memos, letters, financial statements, and other documents, using Microsoft Office applications such as Word, Excel, and PowerPoint
• Communicate professionally in person, in writing, and by telephone or e-mail with people inside and outside of the organization; positively represent the organization and the marketing department

"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."  
Requirements

• B.A. in Marketing or a related field (or equivalent experience)
• Experience in a corporate setting, preferably in a technology company/B2B environment
• Having an interest and/or background in technology and/or the payment processing industry is recommended

Week 5 EOC: Marijuana in the Workplace

This week, we are presented a touchy subject, marijuana in the workplace. Brandon Coats, a former Dish Network employee was released from his job after testing positive for marijuana during a random drug test. Coats suffers from upper spinal injury due to a car accident he was in at the age of 16; this event has left him unable to walk. "Many managers feel a drug-free environment tends to attract better-quality employment candidates, with the resulting impact of a higher-quality workforce." Many companies follow the Drug-free Workplace Act, but in this quote itself it speaks of better quality employment candidates. Dish Netowrk may have let go one of its best employees.

In the audio tape there are several points brought up, the first is that usage of marijuana is a protected constitutional amendment. On the other hand, there is also the Drug-free Workplace Act. "If you elect to implement either a pre-employment or post-employment drug-testing program, it is best to first seek advice from an attorney who specializes in labor employment law in your state." Possibly given this information, Coats may have been protected earlier. "In some cases, applicants whose erroneous test results have cost them a job have successfully sued the employer." Coats case has been taken to the Colorado Supreme court.

Today there are two states that have legalized the usage of marijuana and approved for medical use many companies still follow old policy. There has been enough medical study to prove that it is safe for patients to use as a prescribed medication. Just like with any other medications there are precautions they should follow. As long as the precautions are followed then I believe that companies can still be in compliance with the Drug-free Workplace Act, but there should be a revision for those who use for verified medical purposes. There should be a revision in the way drug tests are performed to protect those who are entitled to their privacy and comfort.

Week 4 EOC: Physical Attractiveness

"An employer can no longer seek out preferred individuals based on non-job-related factors such as age, gender, or physical attractiveness." Although law prevents us from being hired based off of physical appearance, it is still common for employers to underhandedly hire based off of physical attractiveness. For instance, those with tattoos. I believe that companies have the right to include this as a reason not to hire.
Let's say this person is applying for a job at a high-end boutique or 9-5 office job. They're both environments that require a sense of professional appearance and dressing appropriate to the brand. "In many hospitality organizations, physical attractiveness is unquestionably a factor used to select employees in such positions as front-of-the-house food servers and hotel front desk agents."
For an employer to hire someone based off of appearance can only mean losing potentially good employees. It will be difficult for companies to rid of their biases in hiring, but I think there should be more of an open mind during the hiring process. "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"