Tuesday, February 22, 2005

Eleven tips … part deux

I asked my Daughter Unit, Code Name: SweetieOne, what specifically was illegal, 62 years later, about the 1943 Eleven Tips on Getting More Efficiency Out of Women Employees.

Herewith is her professional reply:
Fraternal Parental Unit: See my comments in red italics. Remember that although I am your little girl, I am also certified by the Society for Human Resources Management as a Senior Human Resources Professional (SPHR) – doesn’t that sound fancy and credible?

1. Pick young married women. They usually have more of a sense of responsibility than their unmarried sisters, they're less likely to be flirtatious, they need the work or they wouldn't be doing it, they still have the pep and interest to work hard and to deal with the public efficiently.
Today, this violates Title VII of the Civil Rights Act of 1964, which protects workers against discrimination based on race, religion, national origin, gender, color, etc. It is a gender discrimination issue.

2. When you have to use older women, try to get ones who have worked outside the home at some time in their lives. Older women who have never contacted the public have a hard time adapting themselves and are inclined to be cantankerous and fussy. It's always well to impress upon older women the importance of friendliness and courtesy.
Violation of the ADEA (Age Discrimination in Employment Act) which protects workers over 40.

3. General experience indicates that "husky" girls - those who are just a little on the heavy side - are more even-tempered and efficient than their underweight sisters.
Being overweight is typically not considered a ‘protected class.’ However, there has been much litigation on the subject under the ADA (Americans with Disabilities Act) since obesity is sometimes related to a physical condition.

4. Retain a physician to give each woman you hire a special physical examination - one covering female conditions. This step not only protects the property against the possibilities of lawsuit, but also reveals whether the employee-to-be has any female weaknesses which would make her mentally or physically unfit for the job.
More than likely another Title VII violation based on gender.  Could also violate the ADA and HIPAA (Health Insurance Portability and Accountability Act) because of the privacy issue.

5. Stress at the outset the importance of time, the fact that a minute or two lost here and there makes serious inroads on schedules. Until this point is gotten across, service is likely to be slowed up.
Giving special instruction to one particular group of people (i.e. women, Hispanics, etc.) and not another could be a Title VII violation.

6. Give the female employee a definite day-long schedule of duties so that they'll keep busy without bothering the management for instructions every few minutes. Numerous properties say that women make excellent workers when they have their jobs cut out for them, but that they lack initiative in finding work themselves.
See above

7. Whenever possible, let the inside employee change from one job to another at some time during the day. Women are inclined to be less nervous and happier with change.
See above

8. Give every girl an adequate number of rest periods during the day. You have to make some allowances for feminine psychology. A girl has more confidence and is more efficient if she can keep her hair tidied, apply fresh lipstick and wash her hands several times a day.
Blatant Title VII gender violation

9. Be tactful when issuing instructions or in making criticisms. Women are often sensitive; they can't shrug off harsh words the way men do. Never ridicule a woman - it breaks her spirit and cuts off her efficiency.
Blatant Title VII gender violation.

10. Be reasonably considerate about using strong language around women. Even though a girl's husband or father may swear vociferously, she'll grow to dislike a place of business where she hears too much of this.
Actually on the mark here and in line with Title VII with regard to sexual harassment and hostile work environment. Ironically enough, this is the piece of advice that was probably laughed about more at the time, but has developed into modern day sexual harassment policies. However, the policy should apply to all employees, not just women.

11. Get enough size variety in operator's uniforms so that each girl can have a proper fit. This point can't be stressed too much in keeping women happy.
This one is just plain funny!