Nightmare at Nordstrom

Article Abstract:

The management of Nordstrom Inc has been accused of unfair pay practices and an unfair attempt to decertify a union at its Seattle, WA stores. On February 15, 1990, the Washington State Department of Labor and Industries (DLI) issued an order against Nordstrom directing it to alter its pay and record keeping procedures and to retroactively pay current and former Washington sales employees. Other related actions include a lawsuit filed on behalf of those stockholders who bought stock between February 1, 1989 and February 15, 1990, alleging the store should have known that unpaid work and overtime claims would adversely affect stock prices, and a class-action suit filed on behalf of employees seeking damages for unpaid overtime pay. The directives of the DLI order cover many areas, including employee overtime compensation, and the record keeping procedures for employee compensation.

Cases, Laws, regulations and rules, Human resource management, Washington, Nordstrom Inc., Washington (State), NOBE

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The LA riots: an HR diary

Article Abstract:

The Los Angeles, CA, riots of 1992 were marked by massive looting and destruction of various businesses, thus posing as a challenge for human resources (HR) professionals to display their ability to assist employees in coping with disaster. The LA riots called for the the swift and efficient implementation of emergency assitance programs by the HR departments of all affected organizations. Daniel Freeman Hospital's emergency services declared a state of internal disaster to cope with an overflow of riot victims awaiting medical attention, Thrifty Corp began implementation of evacuation plans for each of its 21 stores, ARCO employed a communications tree to facilitate the closing of all its gas stations so as to ensure the safety of all its employees and to secure all its underground gasoline storage areas, and McDonnel Douglas Aircraft set up its own community outreach effort.

Management, Services, Cover Story, Employee assistance programs, Los Angeles, California, Riots, 1992, Assistance in emergencies, Emergency assistance

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How to treat disabled employees with respect

Article Abstract:

Nondisabled employees may not be aware of what constitutes courteous and appropriate behavior when dealing with their disabled co-workers. There are several important points that these employees should consider to ensure that they treat individuals with disabilities with respect. During interviews, for instance, the nondisabled should be especially mindful of the greetings, eye level and eye contact, proximity and attention, orientation and assistance given to the disabled interviewee. To facilitate communication, the nondisabled are advised to make special provisions for people who suffer from speech or hearing impairments, and those who have mental illnesses, head injuries, learning disabilities or mental disabilties. Likewise, careful thought should be given to the accomodation of the disabled when providing information and arranging physical space for them.

Disabled persons

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