Annotated Bibliography
Cumming-Potvin, W. (2023). The politics of school dress codes and uniform policies: Towards
gender diversity and gender equity in schools.International Journal of Educational
Research,122, 102239.4https://doi.org/10.1016/j.ijer.2023.102239
This article discusses that typical dress codes can be discriminatory towards the LGBTQ
community and discusses the importance of gender equity and inclusion when developing
dress code policies. This article discusses that dress codes were developed to reduce
distractions in the classroom and improve performance. Although this article is applied in
the school setting, I believe this information can be applied in the workplace setting as
well. This article discusses the importance of accepting all genders and identities
regardless of personal beliefs to minimize the negative impact it has on the student’s
experience.
de Jong, A., Donelle, L., & Kerr, M. (2020). Nurses' use of personal smartphone technology in
the workplace: Scoping review.JMIR mHealth and uHealth,8(11), e18774-
e18774.4https://doi.org/10.2196/18774
This article will be helpful in my paper as it discusses how nurses and other healthcare
providers use their personal cell phones in the workplace. Although there are many
applications that healthcare providers use on their personal phones for communication
and data, there are concerns that use of personal cell phones in the workplace can lead to
distractions, negative patient perceptions, and impact on patient privacy and
confidentiality. It is important that organizations provide the resources needed to
communicate or research evidence-based practices if they want to limit using personal
cell phones for these reasons.
Heymann, J., Moreno, G., Raub, A., & Sprague, A. (2023). Progress towards ending sexual
harassment at work? A comparison of sexual harassment policy in 192 countries.Journal
of Comparative Policy Analysis,25(2), 172-
193. https://doi.org/10.1080/13876988.2022.2100698
This article will be helpful in addressing the impact of sexual harassment in the
workplace. There are many negative impacts on an individual who has experienced
sexual harassment in their workplace. Some of these impacts can be depression, anxiety,
PTSD, absenteeism, and withdrawal from work. Employers have a legal obligation to
prevent sexual harassment before it occurs in their workplace. In many countries, there
are laws that prevent sexual harassment but do not protect the employee from retaliation
when they speak up on their experiences. It is important to have policymakers and laws
that address the prevention, prohibition, and protection of sexual harassment in the
workplace.
Janssen, D., & Carradini, S. (2021). Generation Z workplace communication habits and
expectations.IEEE Transactions on Professional Communication,64(2), 137-
153. https://doi.org/10.1109/TPC.2021.3069288
This article will be helpful in discussing how generation Z relies heavily on smartphones
for communication. Rather that phone calls, generation Z relies on texting and other
communication applications. This article also discusses how use of cellphones among
different generations can be perceived. For example, a baby boomer may have negative
feelings towards a generation Z individual who is on their cellphone during a meeting,
even though it may be work related. It is important that companies address what is
acceptable as far as use of cellphones in the workplace for non-work related activities.
Noe, R. A., Hollenbeck, J. R., Gerhart, B., & Wright, P. M. (2019).4Human Resource
Management: Gaining a Competitive Advantage (11th ed.).4McGraw-Hill.
I will use the textbook to discuss Title VII of the Civil Rights Act and how an individual
is protected from retaliation from an employer for speaking up on illegal actions that
occurred in the workplace. Google is an example of a company who experienced lawsuits
for sexual harassment and had to let go of many employees for such allegations.
Therefore, they created five principles that include commitment, care, transparency,
fairness, and accountability in response to these allegations to prevent any future events
and create a positive working environment.
Oosterom, M., & Nazneen, S. (2023). Introduction to special section: Workplace sexual
harassment.Development Policy Review,41(4), n/a.4https://doi.org/10.1111/dpr.12690
This article discusses that young, migrant, and female workers are more susceptible for
experiencing sexual harassment in the workplace. The Decent Jobs for Youth is an
initiative that was spearheaded by the International Labor Organization that focuses on
earning fair incomes for the youth while creating environments that are free from
discrimination and harassment and protect their dignity and well-being. This article
discusses the importance of international governments adopting the ILO Convention on
Eliminating Violence and Harassment to protect and enhance workplace safety. This
article will be specifically helpful in addressing the opportunities that countries have in
addressing workplace safety.
Porter, N. B. (2023).4The workplace reimagined: Accommodating our bodies and our lives.
Cambridge University Press.4https://doi.org/10.1017/9781009347440
This book discusses that there is not a one size fits all solution for certain policies in the
workplace. It discusses that everyone has their own personal circumstances that may
prohibit them from the typical Monday through Friday 9-5 schedule. Therefore, some
employees may need to arrange working the night shift or working four 10 hours days to
fit their schedule. In the attendance section of this book, Porter discusses that historically
organizations create attendance policies that result in penalties for sick days or
unexpected days off. However, Porter addresses creative ways to set attendance
expectations but also meet the needs of employees when unexpected illnesses or days off
are needed without taking advantage of the system. This article will be helpful in
discussing creative policies I could develop for my employee handbook.
Pullam, T. (2024). Nursing dress code: Explaining varying policies.Nursing Management,55(5),
48-50.4https://doi.org/10.1097/nmg.0000000000000116
This article discusses that there is typically no standardization in policies for dress code
for nurses. However, patients like to easily identify their nursing staff so this can be done
with wearing a specific color. Professional attire creates a higher sense of confidence for
the patient in their nursing staff. It is important to recognize how patients may perceive
their nursing staff when developing dress code policies. However, with a growing
number of Generation Z entering the workforce, it is important to recognize that
employees should have the opportunity for self-expression and diversity while still
honoring dress codes. For example, wearing a specific color uniform but allowing tattoos
to be visible.
Title 40.1. Labor and Employment. § 40.1-27.1. Discharge of employee for absence due to work-
related injury prohibited. (n.d.).
https://law.lis.virginia.gov/vacode/title40.1/chapter3/section40.1-27.1/
This Virginia Code will be helpful in discussing that although it is important to have
policies on attendance in the workplace, employers are unable to terminate an associate
due to a work-related injury. I will use this Virginia code in developing the policies in my
employee handbook. This Virginia code does state that an employer is not in violation of
this code if the absence is longer than six months or circumstances within the
organization have changed that make it impossible to terminate the associate.
Venkatesh, V., Cheung, C., Davis, F., Lee, Z., Virginia Tech, Texas Tech University, Hong
Kong Baptist University, & Durham University. (2023). Cyberslacking in the workplace:
Antecedents and effects on job performance.MIS Quarterly,47(1), 281-
316. https://doi.org/10.25300/MISQ/2022/14985
While most Americans have a cell phone and carry it to work, it is important to
implement policies that address the use of personal cell phones in the workplace.
Typically, these policies are specific to each organization. Cyberslacking includes
shopping online, sending personal messages, playing online games, or visiting social
media websites. Many organizations have IT policies that monitor any deviant behavior
and holds employees accountable for violating such policies. It is important to develop
policies and procedures that address cyberslacking because it has a significant impact on
job performance which ultimately impacts the company.
Wages and the Fair Labor Standards Act. DOL. (n.d.). https://www.dol.gov/agencies/whd/flsa
The Fair Labor Standards Act establishes minimum wage standards and requires employers
to have accurate record keeping, pay for overtime, and implement child labor standards. I
will use the FLSA to discuss record keeping and its impact on tracking attendance and
hours worked. All employees are protected under the FLSA when it comes to wage
standards, record keeping, child labor and overtime. Any violation of the FLSA or
discrimination of an individual a lawsuit can be filed to reinstate their job or reimbursed for
lost wages.
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