CIHRM ANNOTATED BIBLIOGRAPHY
Contemporary Issues in HR Management: Annotated Bibliography
Ashley Strong
Liberty University
Annotated Bibliography
Attendance policy. (n.d.). Copyright Texas Workforce Commission, 2023 - All Rights
Reserved.4https://efte.twc.texas.gov/attendance_policy.html
This paper will discuss the attendance and tardy policies. It will address tardiness and
how that impacts employee performance. It will describe the hours and how breaks
should be taken if there are options for employees to choose from, for example, if a
compressed work schedule or a flexible work schedule is offered. The training will be
provided for understanding and execution for putting absences and lost work hours into
the appropriate system for HR to track. Ensure to contact your immediate supervisor in
case of an emergency tardy or absence so they know of that break in your work duty
CIHRM ANNOTATED BIBLIOGRAPHY 2
function for the day. Communication is critical to ensuring success in all facets of the
business. Communicating that you have employees reaching out to say they will be
absent or tardy will provide a smoother day when you can prepare for those absent for
more than a day or so.
Discrimination by type. (n.d.). US EEOC.4https://www.eeoc.gov/discrimination-type
This paper will list the types of discrimination. The Age Discrimination Employment
Act (ADEA) keeps employers from discriminating against those aged 40 and older. The
Equal Employment Opportunity Commission (EEOC) supports those with disabilities and keeps
employers from discriminating against those with disabilities. There is an Equal Pay Act (EPA)
that ensures men and women must be paid equally. There are policies in place to keep from
discrimination and harassment against race and color. There are laws against religious
discrimination. The EEO also has laws that protect employees from retaliation in case they turn
the employer in for something. Sex-based discrimination is covered under Title VII, including
harassment. This is illegal, too. It is unlawful to discriminate against someone because of their
national origin. Under Title II of GINA, it is unlawful to discriminate against someone because of
their genetic information. Sexual orientation and gender identity discrimination are forbidden by
law regarding any condition of employment.
Etzion, D. (2019). Work, vacation and well-being. In4Routledge
eBooks.4https://doi.org/10.4324/9781315890029
Each employee will earn annual leave, and this policy will be explained to them upon
hire. Four days will be earned each pay period for the first three years. Employees will
earn six hours per pay period from three to five years. After six years, employees will
earn eight hours per pay period throughout their employment tenure. Additionally,
employees will earn four hours of sick leave each pay period. Sick leave does not grow in
CIHRM ANNOTATED BIBLIOGRAPHY 3
increments with tenure. Employees will only be allowed to carry 240 hours from one year
to the next. If there are remaining overage hours, they shall be considered “use or lose”
hours and must be used before the calendar year is complete, or they lose the earned
hours. There will be a policy in place to donate leave for those who need leave for
extended sickness or emergencies. Information will be disseminated for these occasions.
Janson, S. (2024).4Working efficiently in the home office: Organize stress-free digital
communication successful together in a network, agile project management, team spirit
motivation psychology. (2nd edition). Best of HR. Berufebilder.
This paper will give communication and collaboration instructions for teleworking
success. It will assist in helping employees prioritize the home office and separating
home and work activities from one another. It will offer insight for setting up your home
office to be manageable, organized, efficient, and effective. It will express how to
structure your home office environment to be the most beneficial for the time you are
working. You will have to be diligent in protecting the time working, ensuring not to
have visitors during your work hours, for example. Working from home can be
challenging. This paper will show ways to maximize your telework or remote experience.
Make sure that you separate living at home and working there. You don’t want the two to
become synonymous, and in turn, want to find ways to leave home because you work
there and spend most of your time there. Ensure you carve out time for yourself every
day.
Özbilgin, M. F. (2023). The management of diversity. In4Routledge eBooks4(pp. 79–
90).4https://doi.org/10.4324/9780367824044-7
CIHRM ANNOTATED BIBLIOGRAPHY 4
This paper will discuss the management of diversity in the workplace. It will describe
how the practices keep small businesses and large corporations running smoothly with
diverse employees. It will define diversity for the sake of writing policy. Specific needs
of management change on a massive level when dealing with so many diverse groups.
Often, international companies must alter their policies to manage diverse populations
with laws or customs across the globe instead of keeping one group of static policies
across the board. For example, as noted in this reference, in some countries, collecting
data for monitoring purposes is unlawful in other countries. Often, people overlook
diversity because it has become so commonplace. Still, when it is to be managed and
integrated with every facet of the workplace, the policy must be thoroughly thought out.
Knowing and understanding the cultures of those within the workforce is critical when
writing these policies.
Paggi, R., & Clowes, K. (2021).4Managing Generation Z: how to recruit, onboard, develop, and
retain the newest generation in the workplace. Quill Driver Books.
This paper will address generational gaps. Many times, generations struggle to
communicate with one another. This usually ends up in some extreme misunderstanding
that brings conflict within the workplace. Today’s generation is technologically advanced
and uses technology as a way to communicate instead of face-to-face actions. In fact,
they choose to avoid conflict by refusing to voice their opinion or ideas in meetings, even
if they have the correct idea or direction in which to go. This policy will look at
developing and retaining the new generation and blending that workforce with the older
generations that comprise the current workforce. The policy will look carefully at the use
of cell phones at work and social media when using them is not part of the job description
CIHRM ANNOTATED BIBLIOGRAPHY 5
for an individual. This is when pushback will happen. Addressing professional
communication forms in training is part of the training since email needs to be done
professionally and without emojis.
Porter, N. B. (2023).4The workplace reimagined: accommodating our bodies and our lives.
Cambridge University Press.?4https://doi.org/10.1017/9781009347440
Teleworking and remote work will be defined in this paper, and policy will be given for
it. Telework options will include being given equipment to work on from home,
including software needed to work for the company. Any specific hardware required will
be provided to the employee. Telework policy will be written in detail stating specifics,
such as distance for where employees may work from mileage from the business location,
login procedures, meeting etiquette for online platforms, and accountability measures.
Remote work policy will be identified as an alternative to telework for employees who
work that option. Report days in the office will be placed on a calendar in advance for
planning purposes and should be considered a priority. These days should not be missed
for any reason. Before beginning work, all telework and remote work agreements must be
signed and submitted. These agreements indicate employees have been through training.
Proposed enforcement guidance on harassment in the workplace. (n.d.). US
EEOC.4https://www.eeoc.gov/proposed-enforcement-guidance-harassment-workplace
This is an unsigned draft, proposed for public input for guidance on harassment in the
workplace under EEOC-enforced laws. Five major topics are covered, with each topic
drilled down and specific guidance and input given for each section. In the introduction,
background information is offered, and the structure of this guidance is provided. The
first topic discussed is covered bases and causation. Secondly, it breaks down harassment
CIHRM ANNOTATED BIBLIOGRAPHY 6
resulting in discrimination concerning a term, condition, or privilege of employment.
Next, it breaks down liability in specific detail. Then, it looks at systemic harassment and
how it affects multiple complainants. Afterward, it views those as pattern-or-practice
claims. Finally, it offers selected EEOC harassment resources. This is an excellent
resource because it provides examples of differing types of harassment. When writing an
HR policy, many writers do not cover associational discrimination. This resource notates
references for protected classes, too. Often, people do not recognize cultural stereotyping
because of joking. This resource notates examples of that, too.
Sexual harassment. (n.d.). US EEOC.4https://www.eeoc.gov/proposed-enforcement-guidance-
harassment-workplace
This paper discusses sexual harassment practices. It defines and details what sexual
harassment is and who can be impacted, stating that it is unlawful to harass someone
because of their sex. It will provide links to references on policy and guidance. It will
discuss Title VII of the Civil Rights Act of 1964. It will offer a fact sheet for sexual
harassment discrimination. The paper will inform employees of the 180-day time limit on
filing a harassment charge, which individual state laws may extend. It also states that
federal employees have 45 days to contact an EEO counselor. It will fully define that
harassment does not always have to be sexual in nature. It will explain that harassment
may be offensive remarks that create hostile work environments. People of all genders
can fall victim to harassment, male to female, female to male, male to male, and female
to female.
What should I wear? The ultimate guide to workplace dress codes. (Jun 2, 2023). What Should I
Wear? The Ultimate Guide to Workplace Dress
Codes.4https://resources.twc.edu/articles/what-should-i-wear-to-work
CIHRM ANNOTATED BIBLIOGRAPHY 7
This paper will discuss the dress code and variants that are allowed. It will detail what is
expected for daily work wear for individuals. It will notate what is expected for Teams or
Zoom calls when teleworking. The policy will clearly define whether employers expect
business professional, business casual, smart casual, or casual dress. Employees can often
determine the dress by a bit of research or observation through the interview process, but
directly asking does not hurt either. The lines between business professional and business
casual become clouded when employees choose to relax their dress, causing them to be
noticed, but not in the way they desire. Employees should prioritize the way they dress
since it is the front line of their presentation. The exterior appearance is what everyone
sees first and will be the first impression for others, especially if someone does not work
directly with them to see them in action.
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