Running head: ANNOTATED 1
Annotated Bibliography: HRPP
Maisie Nolin
Liberty University
ANNOTATED 2
Annotated Bibliography: HRPP
Bazin, Y., & Aubert-Tarby, C. (2013). Dressing professional, an aesthetic experience of
professions. Society and Business Review, 8(3), 251-268. doi:10.1108/SBR-04-2013-
0031
This article seeks to understand the role of dress codes within organizations such as
aesthetics of professions and the concept of dress codes themselves. The authors also
discuss a study regarding dress code in the finance industry. The definition of a
professional is the first focus of the paper as well as the possibility of identity within
one’s profession. Dress codes within a profession are determined to be a means to
observe who is a member of the group and who is not. An organization can require
employees to dress the same, not have a code at all, or have employees that dress
similarly. The authors also discuss the relationship between social identities and dress
codes finding that an individual’s personality evolves within their profession which also
affects their dress. The importance of this work is that companies have formal policies
but also informal norms which affect dress codes. How employees dress sends a message;
therefore, an organization finds that employees should align their message closely with
the company while at work.
Gilani, S. R., Shah, Cavico, F. J., & Mujtaba, B. G. (2014). Harassment at the workplace: A
practical review of the laws in the united kingdom and the united states of america.
Public Organization Review, 14(1), 1-18.
doi:http://dx.doi.org.ezproxy.liberty.edu/10.1007/s11115-012-0202-y
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This article begins with an in-depth explanation of different forms of harassment in the
workplace. The authors describe workplace harassment legislation in both the United
Kingdom and the United States. Within the United States, the authors conclude that
harassment enters into illegal territory when the conduct is continued in employment or
the behavior is so severe that a reasonable person would find the ensuing work
environment abusive or hostile. The Equal Employment Opportunity Commission
(EEOC) stresses that non-serious backhanded comment, teasing, and remote
incidents do not equate to illegal actions. It is important for employees to understand that
harassment can occur to either a man or a woman. The authors describe that both tort and civil
law can apply to workplace harassment cases. In some cases, vicarious liability can be present
which means that an employer can be held responsible for its’ employee’s harassment
behavior even if the employer acted legally and ethically with policies in place.
Godfrey, G., Newcomb, D., Burke, B., Chen, G., Schmidt, N., Stadler, E., . . . Boss, W. H.
(2016). Bank confidentiality – A dying duty but not dead yet? Business Law
International, 17(3), 173. Retrieved from http://ezproxy.liberty.edu/login?url=https://se-
arch-proquest-com.ezproxy.liberty.edu/docview/2066610532?accountid=12085
This article focuses on a specific industry’s confidentiality. Banking consists of very
personal and private information of customers. If employees of the bank do not maintain
confidentiality of its customers, major fines and legal repercussions can ensue. The
authors find that not only is the bank and its officers responsible for confidentiality, but
employees are as well. An important aspect the authors express is that even suppliers that
banks use must adhere to confidentiality. It is the responsibility of the bank to ensure
their suppliers adhere to confidentiality of customer’s information. There are exceptions
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to confidentiality such as consent of the customer, regulations, and criminal charges.
Employees within a financial institution must be aware of any regulations they must
adhere to regarding confidentiality. The authors proceed to describe the manners in which
a customer may take legal action against a bank if they are found to breach confidence of
the customer.
Hannah, D. R., & Robertson, K. (2015). Why and how do employees break and bend
confidential information protection rules? Journal of Management Studies, 52(3), 381-
413. https://doi-org.ezproxy.liberty.edu/10.1111/joms.12120
Rules are an important part of every organization; however, they are not always followed.
This article uses the example of confidential information protection as it is a critical
aspect of companies but it is frequently broken. When employees violate confidentiality,
important information can be leaked which causes a loss in revenue to an organization.
To combat this, some organizations have gone to great lengths to secure confidential
information; however, this also can negatively impact the employee’s ability to do their
job. The authors describe an example of Apple Inc. in which the organization was so
worried about the compliance of employees with confidential information protection that
employees were severely limited in their ability to take products off campus for testing.
This example expresses that enforcing strict confidential information protection can cause
contradictions for employees. Based upon these findings, the authors seek to discover
what causes employees to break the confidential information protection and what causes
them to follow it.
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King, E. (2016). EEOC v. abercrombie & fitch stores, inc.: Religious accomodation in the
workplace. Berkeley Journal of Employment and Labor Law, 37(2), 327. Retrieved from
http://ezproxy.liberty.edu/login?url=http://search.ebscohost.com/login.aspx?direct=true&
db=lgh&AN=118961154&site=ehost-live&scope=site
This article focuses on the case of EEOC v. Abercrombie & Fitch Stores, Inc. A female
young adult, Samantha Elauf, applied for a position with an Abercrombie and Fitch Store;
however, concern was found with the fact that she wore a hijab. As a practicing Muslim,
Samantha wore the hijab for religious reasons, not as a fashion statement. After being
denied employment at the organization, the EEOC sued Abercrombie on Samantha’s
behalf. The individual conducting the interview with Elauf was concerned regarding the
“Look Policy,” or dress code, for Abercrombie and the headscarf. The policy states that
no black clothing or hats may be worn. The court case found that employers do not need
to have complete knowledge of an individual’s religious need. This is an important case
as organizations can have a dress code in place; however, they cannot infringe upon an
individual’s religious rights such as wearing the hijab.
Koh, K. (2018). The great recession and workers’ health benefits. Journal of Health Economics,
58, 18-28. doi:10.1016/j.jhealeco.2018.01.003
This article expresses the impact recessions can have on employee health benefits.
Generally, one expects wages to be cut and workers to be laid off during recessions or
periods of economic hardship; however, non-wage benefits are just as likely to be
reduced. Benefits are a relatively simple way for an organization to cut costs without
cutting employees. The author conducts a study to determine if employer-sponsored
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health care benefits increase during times of recession. The findings suggest that
employers did find ways to increase rates for the employees to relieve costs upon
themselves during the Great Recession. The author states that organizations with 50 or
more full-time employees must offer or provide insurance to employees or they could
face penalties. Organizations that are required to offer insurance may wish to save costs
and offer low quality health care plans. While this may appear to be a cost-saving
method, it could lead to increased employee sickness and less productivity.
Pastorek, S., Contacos-Sawyer, J., & Thomas, B. (2015). Creating a no-tolerance policy for
workplace bullying and harassment. Competition Forum, 13(2), 232-240. Retrieved from
http://ezproxy.liberty.edu/login?url=https://search-proquest-
com.ezproxy.liberty.edu/docview/1755485890?accountid=12085
This article discusses the importance of having a strong, strategic policy for workplace
harassment and bullying. The authors express that people are often confused about the
differences between harassment and bullying which leads to increased issues in the
workplace. Polls regarding workplace harassment express that employers do not address
it properly or even deny it altogether. The article continues to describe the legal steps
necessary for an individual to take legal action against a company or individual for
workplace harassment. The authors provide court case examples of workplace
harassment, including their outcomes. One such case describes the instance of a
supervisor committing sexual harassment against three female employees and then firing
them once they reported the harassment. This article expresses that organizations must
have clear and enforceable rules regarding harassment to protect the workplace and its
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employees. Workplace harassment and bullying can negatively impact the company
outside of legal issues.
Robst, J., Rost, K., & Marshall, D. (2013). Do employers know the quality of health care benefits
they provide? use of HEDIS depression scores for health plans. Psychiatric Services,
64(11), 1134-1139. doi:10.1176/appi.ps.201200534
This article describes issues found within employer based health care offerings. The
authors conducted a study regarding a common mental issue, depression. This
debilitating disease can greatly affect an employee’s ability to complete their work
effectively and successfully. The findings of this study express that employers are not
very knowledgeable in their health plans regarding mental health. One finding of the
study did express that larger employers are more involved in the management of health
plans while smaller organizations were less involved. Companies that offer multiple
health plans find that it is the employee’s responsibility to view the different plan options
and determine its quality. The authors also find that employers place blame on health care
providers while health care providers place blame on companies regarding improvement
of care for health care plans. This article expresses the need for mid to smaller sized
organizations to be more knowledgeable and involved in health plans.
Smedley, D., & Rayment, A. (2018). Time for change - HR's role in eradicating workplace
sexual harassment. Strategic HR Review, 17(2), 85. Retrieved from https://www-
emeraldinsight-com.ezproxy.liberty.edu/doi/full/10.1108/SHR-01-2018-0004
This article seeks to address the handling of workplace harassment allegations amidst the
recent me too movement. The authors express that surveys support the finding that due to
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the recent movement individuals are beginning to feel empowered and speak out about
harassment they have experienced. This article also highlights that many people are
unaware of the exact definition of harassment and deem ignorance when they have been
accused of harassment. The authors express that HR professionals must be aware of the
legal rights of individuals in which legally the test focuses on the impact on the
individual rather than what the general population might view the behavior or speech as.
Most importantly, this article expresses that evidence-based methods must be used to
investigate harassment claims. If an individual is expressing concern or filing a
complaint, it is important for HR to not brush them off. All claims must be investigated
and taken seriously until evidence-based methods prove otherwise.
Tianyuan, L., & Escalante, C. (2017). Employer-provided health benefits and employment
decisions of US farm workers. Agricultural Finance Review, 77(3), 358-375.
doi:http://dx.doi.org.ezproxy.liberty.edu/10.1108/AFR-12-2016-0092
This article describes the importance of employer-provided health benefits (EPHB),
specifically in the agriculture industry. This industry is plagued with dangerous
conditions and a shortage of labor due to minimal compensation and the hazardous work
environment. One issue in this industry is that farm workers have the ability to earn
higher pay in a different industry that is less physically demanding. The authors
conducted a study determining farm workers likelihood to remain in the agriculture
industry given increased EPHB. The authors concluded that with an increase in coverage
in EPHB, workers on farms had an increased likelihood of remaining with their
employment. This expresses that if agriculture businesses were to increase their coverage
of EPHB, the labor shortage in this industry could have some alleviation. If fringe
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benefits are increased for farm workers, it is less likely that they will leave for a different
industry, with less risk, in the near future.
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