Viacom's Human Resource System

Viacom Inc. together with its subsidiaries and divisions, according to its 1996 10-K, is a diversified entertainment and publishing company with operations in four segments: 1) Television Networks and Broadcasting; 2) Entertainment; 3) Video and Music/Theme Parks; and 4) Publishing (10K, 1996, 1).

Through the Networks and Broadcasting segment, the company owns and operates MTV, Showtime, Nickelodeon/Nick at Nite, VH1 and 11 broadcast television stations. Through the entertainment segment, which includes Paramount pictures and Spelling Entertainment Group Inc., the company produces and distributes theatrical motion pictures and television programming.

Through the Video and Music/Theme Parks segment, which includes the Blockbuster family of businesses and Paramount Parks the company owns, operates, and franchises videocassette rental and sales stores worldwide and owns and operates music stores in the U.S. In addition, Paramount Parks owns and operates five theme parks and one water park in the U.S. and Canada (10-K, 1996, 1).

Through the Publishing segment that includes Simon & Schuster, Macmillan Publishing USA, and Prentice Hall, the company publishes and distributes educational, consumer, business, technical and professional books, and audio-video software products in 300 countries. Viacom and its affiliated companies -- some 3,000 in number -- employ approximately 83,500 people, of which approximately

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Rights Act of 1964; The Civil Rights Act of 1991; The Americans with Disabilities Act (ADA); The Rehabilitation Act; The Vietnam Era Veterans' Readjustment Assistance Act of 1974; The Equal Pay Act of 1963; The Age Discrimination in Employment Act (ADEA); and harassment law. Section 2 deals with enforcement agencies, of particular concern to Viacom because, as a $29-billion company with annual sales of $3 billion, it is considered a "deep pockets" target. In other words, when word gets out that a company has been bought by Viacom, word quickly spreads among the regulatory agencies. The agencies explained in this section are the Equal Employment Opportunity Commission (EEOC); The Office of Federal Contract Compliance Programs (OFCCP); and the State Human Rights Commission. This section is filled with cautions and suggestions about dealing with employees. The following expert demonstrates type of overall content in this section: Counsel the employee who complained on things he/she can do differently (e.g. complete your degree to qualify for the next promotion). Above all, document every step of the process as a defense against a possible lawsuit. If you receive a formal complaint from a government enforcement agency, co
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