Federal Employees And Userra Essay

Federal Employees and Userra Essay
Executive Summary: Employer Support of the Guard and Reserve (ESGR) regularly fields inquiries regarding the Uniformed Services Employment
and Reemployment Rights Act (USERRA) from service members employed by the Federal Government and from the Federal Government about a
service member employee. A vast majority of these questions relate to the application of certain USERRA requirements at the Federal workplace. To
add to the complexity of USERRA's application in the Federal workplace, the Office of Personnel Management (OPM) regulation provides additional,
non–USERRA required benefits to service member employees when performing certain types of military service. Discussion: Primarily six (concerns
/issues) are regularly raised by... Show more content on Helpwriting.net ...
In order to receive paid leave, the agency must have documentation of service and the service must be for the purpose of active duty or active duty
training * Service members do not always receive documentation in advance, or have been advised that documentation cannot be required from an
employer in advance of service by law * Employers assume that since documentation is required to receive paid military leave, it should be required at
all times for consistency * Recommended training focus: * Highlight 20 CFR 1002.85, 1002.121–123 * Coordinate with OPM regarding paid time off
and requirements to take advantage of benefit * Understand LWOP and LWOP US requirements and that penalty cannot come to SM with advanced
verbal/written notice in any formatIssue 3: Service members feel discriminated against due to past, present or future military service * Service
members report that with knowledge of upcoming service, they are harassed, denied opportunities (i.e. training, consideration for advancement), and
treated differently from their peers * Federal agencies must instill in managers and supervisors that discrimination is unlawful *
... Get more on HelpWriting.net ...

Quiz 2 Wk 6 Essay
Question 1
1.
Companies can choose from which four classes of health insurance programs?
Fee–for–service, managed care, point–of–service, consumer–driven health care
Indemnity, health savings accounts, managed care, fee–for–service
Point–of–service, fee–for–service, indemnity, managed care
Self–funded, managed care, fee–for–service, point–of–service
0.2 points
Question 2
1.
Companies must offer HMOs if they are subject to the minimum wage provisions of FSLA.
True
False
0.2 points
Question 3
1.
What are the three common forms of managed care plans?
Individual practice organizations, point–of–service plans, health maintenance organizations
Health maintenance organizations, preferred provider organizations, ... Show more content on Helpwriting.net ...
Employees, of covered employers, qualify for FMLA leave when they meet the following qualifications.

Worked 1025 hours in a 12 month time span
0.2 points
Question 18
1.
Under FMLA, if an employer requires a second medical opinion on a request for leave, the employer must pay the expense.
True
False
0.2 points
Question 19
1.
This Act gives individuals the right to employment by the company they worked for prior to military service.
Fair Labor Standards Act
Uniformed Services Employment and Reemployment Rights Act
Military Reemployment Act
Military Services Reemployment Act
0.2 points
Question 20
1.
Wellness benefits can be offered as part of employee assistance programs or as separate benefits.
True
False
0.2 points
Question 21
1.
How much can companies save by investing in preventative health care programs?

For every $1 invested, they can expect to save as much as $16 in medical insurance costs
For every $1 invested, they can expect to save as much as $6 in medical insurance costs p. 256
0.2 points
Question 22
1.
These three objectives were cited as contributing the most to reducing

Kraft Annual Report
KRAFT FOODS INC (KFT)
10–K
Annual report pursuant to section 13 and 15(d) Filed on 02/28/2011 Filed Period 12/31/2010
UNITED STATES SECURITIES AND EXCHANGE COMMISSION WASHINGTON, D.C. 20549 (Mark one) FORM 10
–K [X] ANNUAL REPORT
PURSUANT TO SECTION 13 OR 15(d) OF THE SECURITIES EXCHANGE ACT OF 1934 For the fiscal year ended December 31, 2010 OR [ ]
TRANSITION REPORT PURSUANT TO SECTION 13 OR 15(d) OF THE SECURITIES EXCHANGE ACT OF 1934 COMMISSION FILE
NUMBER 1–16483
Kraft Foods Inc. (Exact name of registrant as specified in its charter) 52–2284372 Virginia (State or other jurisdiction of incorporation or organization)
(I.R.S. Employer Identification No.) Three Lakes Drive, Northfield, Illinois 60093–2753 (Address of principal ... Show more content on Helpwriting.net
...
ity Securities Selected Financial Data Management 's Discussion and Analysis of Financial Condition and Results of Operations Discussion and
Analysis Critical Accounting Policies Commodity Trends Liquidity Off–Balance Sheet Arrangements and Aggregate Contractual Obligations Equity
and Dividends Quantitative and Qualitative Disclosures about Market Risk Financial Statements and Supplementary Data Consolidated Statements of
Earnings for the years ended December 31, 2009, 2008 and 2007 Consolidated Balance Sheets at December 31, 2009 and 2008 Consolidated Statements
of Equity for the years ended December 31, 2009, 2008 and 2007 Consolidated Statements of Cash Flows for the years ended December 31, 2009, 2008
and 2007 Notes to Consolidated Financial Statements Changes in and Disagreements with Accountants on Accounting and Financial Disclosure
Controls and Procedures Report of Management on Internal Control over Financial Reporting Report of Independent Registered Public Accounting
Firm Other Information Directors, Executive Officers and Corporate Governance Executive Compensation Security Ownership of Certain Beneficial
Owners and Management and Related Stockholder Matters Certain Relationships and Related Transactions, and Director Independence Principal
Accountant Fees and Services Exhibits and Financial Statement Schedules Signatures Report of Independent Registered Public Accounting Firm
Valuation and Qualifying Accounts
1 10 15 15 16 17 19 20 21 39 45 46 48 50 53 55 56

What Is Bfoq And List To Which Characteristics It Applies
Leslie Lopez Employment Law–HRM320 Week 3 Homework 9/15/2015 1. Define BFOQ and list to which characteristics it applies Bona fide
occupational qualification (BFOQ) requires a person of specific race, gender, national origin, religion or color to be hired for certain positions or
roles. These qualifications are considered when employers are making decisions for hiring for a "certain role in theatre, motion picture, and
television" (Moran, 2014). To not be considered discriminatory, the BFOQ must be reasonably necessary to the operation of the business. For
example an airplane pilot must have good eye sight since it is integral to carry out the duties of a pilot's job, a religious school might seek out
employees who are of that certain

Abc Technology As A Human Resource Director
With projected growth within the next two years for ABC technology being 50% it 's important to bring in a strong human resource director who
can handle the changes that will need to take place for ABC technology to be successful. Change is inevitable and n eeds to be placed within
trustworthy hands. This is where I as a human resource director step in to bring the organizations goals to fruition. Currently ABC technology is
experiencing staffing, high turnover rates, and retention issues. These issues are costing the company financially and taking ABC technology
further from reaching its organizational goals. As human resource director, it is my job to identify the causes of these issues as well as develop a
plan to combat these issues. With a plan in place the company can get back on track to reaching its organi zational goals. The plan will involve
designing policies to address issues as well as prevent issues. In order to be effective, t hese policies need to be clearly communicated to ensure
alignment of e very employee towards the same goal (Conation, 2014) . As the human resources director I act as a strategic partner with the company
by overseeing many facets of the organization and by essentially bei ng the oil that keeps the gears of the organization sl ick and moving smoothly.
The human resource director always has the company 's best interest in mind. This includes all the employees as well, because without happy
employees the company will not thrive. Human

Human Resource Management: A Strategic Function
Part One Introduction and Background of Human Resources
1. Human Resource Management: A Strategic Function 2. Equal Employment Opportunity: The Legal Environment 3. Implementing Equal
Employment Opportunity 4. Job Analysis and Job Design
Image Source/PunchStock
Chapter One Human Resource Management: A Strategic Function
Chapter Learning Objectives
After studying this chapter, you should be able to: 1. Deп¬Ѓne human resource management. 2. Describe the functions of human resource management.
3. Summarize the types of assistance the human resource department provides. 4. Explain the desired relationship between human resource managers
and operating managers. 5. Identify several challenges today's human resource managers currently ... Show more content on Helpwriting.net ...
2. 3. 4. 5. 6. Human resource planning, recruitment, and selection. Human resource development. Compensation and beneп¬Ѓts. Safety and health.
Employee and labor relations. Human resource research.
Table 1.1 identiп¬Ѓes many of the activities that comprise each major human resource function. Ensuring that the organization fulп¬Ѓlls all of its equal
employment opportunity and other government obligations is an activity that overlays all six of the major human resource functions. TABLE 1.1
Activities of the Major Human Resource Functions
Human Resource Planning, Recruitment, and Selection Conducting job analyses to establish the speciп¬Ѓc requirements of individual jobs within the
organization. Forecasting the human resource requirements the organization needs to achieve its objectives. Developing and implementing a plan to
meet these requirements. Recruiting the human resources the organization requires to achieve its objectives. Selecting and hiring human resources to
п¬Ѓll speciп¬Ѓc jobs within the organization. Human Resource Development Orienting and training employees. Designing and implementing
management and organizational development programs. Building effective teams within the organizational structure. Designing systems for appraising
the performance of individual employees. Assisting employees in developing career plans.
Compensation and

Why You Should Join the National Guard
Why You Should Join The National Guard True soldiers of hope do not do what they do for glory, fame, or to be superior over others, they do what
they do because of the love in their heart and soul and for the greater good of mankind. Any real soldier can tell you this awe inspiring statement, as it
is a reflection of their motivation, the element which compels them to push on and do what they are called on to do. More so, this motivation retains to
members of the Army National Guard, citizen–soldiers who can, at any instance, put all aspects of their lives on hold in order to serve for the greater
good of their country. And while it is true that people who join the National Guard gain access to substantialmilitary and educational ... Show more
content on Helpwriting.net ...
The benefits are a main reason why some people join, but others are motivated for the title and thought of being a part of being something bigger.
You will be challenged but you will overcome it and succeed to be a better person. As soon as you join and are enlisted by the oath you will start
to go to drill once a month for a weekend. While you 're at drill you will learn skills you will need at Basic Training and take your practice PT tests.
While you 're here the practice PT test are rather easy coming from a personal experience. Every time you take one you will get better and better and
constantly push yourself to heights further unexplored.
Also at drill you will be taught Drill and Ceremony which is how to march and positions. Your sergeants and Recruiters will be right along the way
helping you and correcting your mistakes you make. During this time after your drill you will receive a check in the mail 2 weeks later with you
pay for that drill. Depending on your rank in the army depends on your pay; the higher the rank, the higher the pay. This thus is a large incentive to
get promoted fast so you can get a better pay check. When you join there are several ways to get promoted up to a Private First
Class. You can have a Associates Degree and be promoted all the way up to a specialist which is an E–4. If you have taken 4

Separation-Uniformed Service
Did you know that the Uniformed Services Employment and Reemployment Rights Act (USERRA) provides employment protection of individuals
performing uniformed/military services, whether voluntary or involuntary? Federal employees are obligated to employment protection as long as
military service lasts no longer than a cumulative total of five (5) years except for service in support of Contingency Operations or otherwise exempt.
Additionally, Federal Employees entering military service, whether in support of a Contingency or Non Contingency Operations are approved for
absence otherwise known as Absent–Uniformed Service (A–US) or Separation–Uniformed Service (Sep–US), without concern for loss of employment
or employer retribution. Furthermore, a

Title Vii
There are many employment laws out there but ill discuss about three of them and what are the consequences if the company did not comply. The
employment laws I will discuss are the Title VII of the Civil Rights Act 1964, Americans with Disabilities Act 1990, and the Uniformed Services
Employment and Reemployment Rights Act. My next topic would be how an organization might structure their policies, practices and culture to
ensure compliance.
The first law I will discuss is the Title VII of the Civil Rights Act 1964. This law is the most important anti–discrimination law. It was initially intended
to end the discrimination in the workplace against African Americans which has been brought to national attention by the civil rights movement... Show
more content on Helpwriting.net ...
This law is really good to me especially when I was in the US Navy reserved. The Uniformed Services Employment and Reemployment Rights Act
is to protect the civilian employment of active and reserve military personnel in the United States when called to active duty. These law applies to
all services in the military including reserved components. The USERRA clarifies that when a service member of the armed forces was called to
active duty, he or she will retain their current job in the civilian sector and furthermore the position will be on hold until the service member is back
from their active duty (USERRA, 2016). I can personally say that this law is good for service members who got activated especially for reservist
personnel who were activated. When I was activated for two months active duty while in the reservist, my employer assured me that I will still get that
position when I return from service. I felt reassured that I will keep my old job when I return from my detachment.
The consequences for not complying with the Uniformed Services Employment and Reemployment Rights Act will be dealt with the Department of
Labor (USERRA, 2016). If found guilty, the company would compensate the victim with court fees and compensate for any loss wages and benefits.
Once again, the company would also loss income and revenue and the trust of their employee for unfair treatment.

Target Diversity Case Study
Reputation Target has done an exemplary job at incorporating diversity within their organization and it has not gone unnoticed. Though they were not
always one of the best companies in terms of diversity and acceptance of diversity. Target has worked very hard to change the publics, the industry's,
and the stakeholder's view on their reputation over the past couple years. Public In 2010, Target received backlash when the company sent corporate
donations to an anti–gay candidate (la times). Protests and boycotts were made and Target was put on the offensive to meet with gay activists. They
promoted their diversity inclusiveness intensely and eventually the backlash was diminished (la times). From the events in 2010, Target has reached
number 25 on DiversityInc's Top 50 Companies in Diversity (DiversityInc, 2015). Target has also reached a score of 100 on the Human Rights
Campaign's 2015 Corporate Equality Index (Target, 2015). While most consumers will still shop at Target whether another event like the anti
–gay
contributions, Target has really changed how the public perceives them as a whole. Industry... Show more content on Helpwriting.net ...
Target is the only discount retailer on DiversityInc's Top 50 (DiversityInc, 2015). Worried about what about the disparate laws around marriage equality
and the impact it would have on business, in August 2014, Target signed an amicus brief, along with several other organizations, in support of marriage
equality (marriage equality). Before marriage equality was passed in 2015, Target had a difficult time attracting top talent, providing meaningful
benefits to employees, and effectively conducting business all across the United

Military Status Protection Covers The Employment Rights Of...
Military status protection covers the employment rights of military veterans and reservists. The two most important laws that protect the rights of
veterans and reservists are the Vietnam Era Readjustment Assistance Act (VERA) of 1974 and the Uniformed Service Employment and
Reemployment Rights Act (USERRA) of 1994 (Mathis, Jackson, Valentine, & Meglich, 2017). In this paper we are going to focus on the most recent
law that effect employers the USERRA.
Part One The Uniformed Services Employment and Reemployment Rights Act of 1994 is a Federal law that establishes rights and responsibilities for
uniformed service members and their civilian employers. USERRA prohibits employers from making unfavorable action which would deny initial
employment, re–employment, advancements, or benefits against individuals from the uniformed services on account of their military service. USERRA
also prohibits employers from discriminating against past and current members of the uniformed services and applicants to the uniformed Services
(EGSR, n.d.). USERRA is a Federal law intended to ensure that upon their return from service, individuals who serve or have served in the Armed
Forces, National Guard, or other uniformed Services will be free from discrimination in their place of employment as well as be able to retain their
prior employment and benefits. Typically to qualify for reemployment, the total length of the present and past nonattendances from the position with
that business must

Genetic Testing In The Workplace
Introduction Instead of seeing the relationship on equal footing, courts and senates gradually began to identify that employers regularly have
fundamental and monetary advantages when negotiating with potential or current employees (EAW, n.d.). Provisions are put in place to protect and
educate employees and employers. Laws are set to enable organizations to manage in the fairest manner possible. This paper will provide background
on Employment at Will and the Uniformed Services Employment and Reemployment Rights Act. Secondly, it will examine what act has the greatest
and the least impact on employees in the private–sector U.S. workplace. Lastly it will provide a brief summary. Employment at Will The recognition of
employment as being central... Show more content on Helpwriting.net ...
Employees maintain a display that showcases a picture and small biography of each fellow worker on active duty (Reed, 2008). There have been cases
documented for unfair treatment. For instance, United Airlines provided mobilized reservists with retirement pension contributions that were too
small, calculating the amount based on a minimum wage for union employees rather than the employees' actual salaries preceding deployment,
according to a lawsuit filed by the employees (Tightman, 2014. para 5). United Airlines ended up paying a $6 million settlement to Reserve
component service members (Tightman, 2014.para 1).When discriminating action are practiced, they are usually easy to identify; enabling employees
to react quickly and get the assistance needed. Currently, those forces comprise more than 35 percent of all U.S. military forces actively serving in the
region (USERRA, n.d.). Employers usually try to treat returning veterans fairly but lack clear guidance from state and federal governments regarding
USERRA requirements (Gorman, 2004). This is particularly the case with smaller to mid–size business

Compensation
Executive Summary Now day's compensation strategies are charged with supporting the company's mission and objectives through the development
and implementation of strategies, which ensure that valuable workers feel secured at their work place and rewarded for their accomplishment. A
successful company focused compensation strategy including tuition reimbursement, bonus and paid time off. They are valuable programs and
creating attraction process for most common compensation programs. These strategies are useful tool to improve employee satisfaction and work
ethics. But, used incorrectly, it can cause some financial damages and relation disconnect between company and work forces. Bonus, tuition
reimbursement and paid time off can be... Show more content on Helpwriting.net ...
2. Compensation strategies lead employees' efforts to successfully achieving the company's short term and long term goals. 3. Any compensation
strategies need to be cost effective and affordable for the company. As a member of the human resources department in an organization with over 100
employees at a variety of salary levels, I have been asked to evaluate different compensation strategies to possibly implement within my organization.
Compensation strategy is attracting lots of attention from new hire employees or current employees. Employees know that, properly engaged and
managed compensation program can expand the reach of organization goal and the future career of individual's goal. Compensation strategy provides
an opportunity to reward eligible employees based on company and individual performance. They are designed to support the company's total
compensational goal and assist in attraction, motivating and retaining talented employees. Also, it provides eligible employees with a competitive
variable benefit earning opportunity based on mission and goal achievement. Management has responsibility to develop and implement the processes
and programs required to administer the compensation system at the same time. Management is also responsible for ensuring that compensation
strategy is consistent with the policy and guidelines. Main purpose this report is to understand of compensation strategy

Overview of American Heroes Cost of Living Allowance Act
American Heroes Cola Act American Heroes Cola Act Introduction A House subcommittee had made the moved Wednesday April 18, 2012 to remove
a small bit of doubt regarding the cost–of–living adjustments in veterans' disability and survivor aids by passing a bill that would deliver automatic
yearly increases that would actually start the beginning of next year. This paper will provide a comprehensive overview of f HR 4142: The American
Heroes Cost of Living Allowance (COLA) Act. Part A: Legislation and Political Context: What is the "Elevator Speech" Overview? The American
Heroes COLA Act came into fruition on Wednesday April 19th, 2012. The House Veterans Affairs Subcommittee on Disability Assistance and
Memorial Affairs (DAMA) agreed to pass two bills that affect veterans benefits. There is slight doubt that under present law, veterans are getting the
same COLA that is going to Social Security recipients. Once a year since 1983, Legislature has voted for, and the sitting president has authorized, a bill
that guarantees that veterans' disability payment and survivors' dependency and security reimbursement increases on Dec. 1 by the same percentage as
Social Security. American Heroes Cola Act would requires the Secretary of the Department of Veterans Affairs to automatically increase the rates of
veterans' disability income, compensation for dependents, clothing allowance, and reimbursement for veterans surviving next of kin and children at the
same rate that Social

Pros And Cons Of Contracting At Will
During this paper we will discuss the implication of contracting at will, the immigration Reform and Control Act (IRCA), and the Uniformed
Services Employment and Reemployment Rights Act (USERRA). Its cons and pros as well as the possible legal action for wrongful termination and
any violations to the law. We will analyze some real cases where the law has been challenge and discuss the proper procedures to apply the law and
avoid violations. Contracting at will Most companies use contracting at will as the most convenient way to hire employees because it give them the
freedom to finish the contract at any point without any particular reason. Therefore it benefit both parts (employee and employer), employees can quit
at any giving time if they... Show more content on Helpwriting.net ...
The Uniformed Services Employment and Reemployment Rights Act (USERRA), was created to minimize the disruptions for military members,
however it create limitations and higher cost for employers because "limits employers ability to adjust to the absent, require employers to maintain
certain benefits during employee absent, and opens up employers to the risk and the cost of litigation" (CBO.gov). Without USERRA employers will
not hire military service to avoid the hazard of fulfilling the position in their absent or incurring in higher cost due to the fulfillment of benefits while
they are absent, however if the duty call is for more than 30 days the employee can decide to continue with the employer's health program or not,
therefore if they choose to continue the employee has to pay the total premium including the employer's share. A big disadvantage for an employer is
the reemployment, because the employee is not obligated to inform whether he/she want to reapply for the position, therefore if the employer make
arrangements to maintain the position available in order to comply with the law, however the employee decide not to return

Workers Compensation Insurance Case Study
Worker's Compensation Insurance
Mr. Shine provides a comprehensive worker's compensation insurance program at no cost to employees. This program covers any injury or illness
sustained in the course of employment that requires medical, surgical, or hospital treatment. Subject to applicable legal requirements, workers'
compensation insurance provides benefits after a short waiting period or,if the employee is hospitalized, immediately.
Social Security
Mr. Shine makes a matching contribution to the Social Security fund on the employee's behalf as State Laws requires.
Unemployment Insurance
Unemployment compensation insurance is paid for by Mr. Shine and provides temporary income for employees who have lost their job. To be eligible
for unemployment, ... Show more content on Helpwriting.net ...
EMployee qualifies for the leave and leave is granted with an effective date of June 1.
Employees requesting family leave related to the serious health condition of a child, spouse, parent or self may be required to submit a health care
provider's statement verifying the need for leave, its beginning and expected ending dates, and the estimated time required. If requested, medical
certification must be submitted no later than 15 days upon request to the Office Manager.
Eligible employees may request up to a maximum of 12 weeks of family leave within any 12–month rolling period. (The 12–month period is measured
backward from the date an employee uses FMLA leave.) Any combination of family leave and medical leave may not exceed this maximum limit.
Employees will be required to first use any accrued paid leave time before taking unpaid family leave.
Married employee couples who are both employed with Mr. Shine may be restricted to a combined total of 12 weeks leave within any 12–month period
for childbirth, adoption, or placement of foster child, or to care for a parent with a serious health

History of Common Law
HISTORY OF COMMON LAW| STATUTORY FRAMEWORK * Great Britain (E/W/S) * United Kingdom (GB + NI) * British Islands (UK + Isle of
Man + Channel Isles) ENGLISH LAW = The legal system of England and Wales ("the laws of England and Wales" from 1967). These laws mainly
deal with issues of property, theft, inheritance, money... The legal system of England and Wales is the basis of most legal systems in the
Commonwealth and the US (except Louisiana). THREE MAJOR LEGAL SYSTEMS IN THE WORLD * Religious law It refers to the notion of a
religious system or document being used as a legal source. * Civil law It derives from Roman law traditions. It's also known as Continental European
law. Laws recognized as authoritative are... Show more content on Helpwriting.net ...
According to historians, English law is the offspring (daughter) of Frankish law (= early text in French + private law + technical terms) *
Domesday Book = a great land survey commissioned by William I to assess (value) the extent of the land and resources being owned in England,
and the extent of the taxes he could raise. This book also relates the importance of a uniform legal system among people within the territory. Local
courts came under the administration of Norman rules. * Laws of Henry I or "Leges Henrici Primi" (в‰€ 1115) = a legal treatise in England. It
lists and explains the laws (how to conduct legal proceedings). Laws were actually issued by earlier monarchs that were still in force in Henry's
reign. It covers a diverse range of subjects: ecclesiastical cases; treason; murder; theft; feud; amounts of judicial fines... * Ranulf de Glanvill >
reputed author of a book on English law. It was with his assistance that Henry II completed his famous judicial reforms. HENRY II (1154–89):
Separation of the power of church * Changes implemented: Henry II began to send judges from central court (Supreme Court) into local courts in
order to limit the jury's movements at Westminster (kings are dependent of the goodwill of law to maintain power). Henry wanted to diminish the
power of the church, so he

Employment Law Compliance Essay
Employment Law Compliance Plan HRM/531 July 29, 2013 Facilitator: Jennifer McNeil MEMORANDUM TO: Traci Goldman FROM: Tonya
Starks DATE: 07/29/2013 Subject: Employment Laws Regarding your request, I will formulate an employment law compliance plan for Mr. Bradley
Stonefield. I understand that Mr. Stonefield is planning to open Landslide limousine service in Austin, Texas. Landslide limousine service will employ
25 employees within the first year. This memo will examine employment laws as well as how these laws are applied. I will also explain the penalties
of noncompliance for each employment law. Organizations... Show more content on Helpwriting.net ...
The main objective of the ADEA is to prevent companies from singling out their older employees when going through layoffs or restructuring.
Employers who are found guilty by the commission shall be punished by a fine of not more than $500 or by imprisonment for not more than one
year or by both. The Equal Pay Act of 1963 The EPA requires employers to provide men and women with equal pay for equal work in the same
organization. Employers may not pay unequal wages to men and women who perform jobs that require substantially equal skill, effort, and
responsibility within the same organization. In the event that an employer is found guilty will be subject to a fine of $10,000, or sentenced to
imprisonment six months, or both. The Immigration Reform and Control Act of 1986 (IRCA) The IRCA applies to employers in the United States,
even if the employer only employs one employee. The IRCA applies to every fulltime part time, temporary or seasonal employees. The IRCA
enforces the national immigration policy. While its provisions are complex, three basic features of the law are particularly relevant to employers
(Cascio, 2013, p. 88): 1. Employers may not hire or continue to employ "unauthorized aliens" (i.e., those not legally authorized to work in this country).
2.

USERRA And IRCA: A Case Study
Employment at will, USERRA and IRCA This paper examines selected employment laws– namely exceptions to employment at will, The Uniformed
Services Employment and Reemployment Rights Act (USERRA) and Immigration Reform and Control Act (IRCA)– and how they impact the
functions of human resources. Employment at will and exceptions In all states with the exception of Montana which protects employers who have
completed a probationary period, employers can discharge their employees without cause or change the terms of employment as they deem fit (Nyce
and Bodenner, 2016). Employees can also leave employment at their own discretion. This is known as employment at will. Terms of employment that
can be changed when the employer has the right to exercise employment at will include reduction of salaries or wages, altering employee benefits,
changing working hours and schedule or changing the job content and responsibilities. Therefore, most companies state that they employ "at–will"....
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Exceptions to employment at will include federal and state laws, collective bargaining agreements through unions and associations, employment
contracts in certain industries and organizations, implied contracts usually derived from employer handbook, public policy of most states, statutory
protections against discrimination and covenant of good faith and fair dealing (Nyce and Bodenner, 2016). There is also recourse for employees who
feel that their employers have treated them unjustly even in situations where the employer has the right to exercise employment at will. This recourse
may be within the company itself or through the state and federal justice

The Law And Saudi Arabia Employment Law
Employees continue to be a driving force of any nation and have the capability of crystallizing success or hastening the demise of organizations given
the laws surrounding their engagement (Goldman, Corrada & Goldman, 2011). More so, the law influences employee commitment or withdrawal from
any organization in addition to affecting the areas of managerial action. The law, therefore, gives employers and employees wide latitude to act
potentially in their best interest. In both the United States and Saudi Arabia, there are vital laws that guide employment. Such laws encompass the
significant remedies that focus on addressing grievances and cases of discrimination that may occur in workplace environments. The foundation of
such systems is the constitution that provides the laws and regulations (Goldman, Corrada & Goldman, 2011). The research, therefore, focuses on
comparing the United States employment law and Saudi Arabia employment law.
Employment in the US Employment is the United States remains a vital factor driving the economy of the nation. Every industry depends on
employment to progress and meets set objectives, including the transportation, wholesale and retail, information, government, manufacturing,
healthcare, and entertainment and construction sector (Goldman, Corrada & Goldman, 2011). Furthermore, the employment sector has a workforce
from different backgrounds with various skills, knowledge and expertise. Every industry can absorb the employees depending on

Civil Rights Identification Report
I worked as a Civil Rights Investigator for the last eight years in two separate agencies. During that time I received extensive training on the various
laws, rules, and regulations that pertain to civil rights, namely Title VI and VII of the Civil Rights Act (federal), the Americans with Disabilities Act
(federal), and the Fair Employment and Housing Act (California State) and the protected classes identified by those laws that form our policies (i.e.
gender, race, national origin, genetic information, disability, etc...). I also gained practical experience in applying the theories that surround equal
employment opportunity. I have conducted many consultations (complaints lacking prima facie), management inquiries, and investigations (complaints
... Show more content on Helpwriting.net ...
My department includes a branch of sworn peace officers, so I am also familiar with the Peace Officer's Bill of Rights, which mandates the rights peace
officers who are under investigation gives the guidelines for how those investigations may be conducted, such as the peace officer being notified prior
to questioning of who will be conducting the questioning, their right to representation, their right to be notified about the investigation before they are

The Causes Of Veteran Homelessness
The United States of America rests on the shoulders of our brave men and women. It is unfortunate that once a soldier returns home, he or she has
the strong likelihood that a roof, four walls, and a job will not be waiting. It is the responsibility of the people of this great nation to provide the
support that these veterans need to survive in this world; they would help us survive in theirs. If goals are put in place and there is enough effort and
power backing up the motor of these goals, then accomplishing an end to veteran homelessness will occur. This paper will examine the causes of
veteran homelessness and how to cease and prevent veteran homelessness from happening and reoccurring. According to the National Student
Campaign Against Hunger and Homelessness, as of 2014, 13.2% of the American population was homeless. Additionally, it was found that another
3.5 million people were strained to finding shelter in parks, under bridges, or sleeping in cars. Of this 13.2%, 23% of those suffering were United
States veterans. The reason as to why veterans become homeless is due to war–related disabilities, such as physical disabilities, mental detriment,
posttraumatic stress disorder, and an inability to reorganize themselves back into civilian life, noted in "Homeless Veterans: Perspectives on Social
Services Use." In April of 2008, the U.S. Department of Labor released the unemployment rates of those who served in Iraq and Afghanistan since
2001 and the percentage of

Legal, Safety, and Regulatory Issues Essay
Legal, Safety, and Regulatory Issues
HCS 341
April 4, 2011
Abstract
Legal, Safety, and regulatory issues all have a large impact on the human resources process as they relate to the statement "Common sense and
compassion in the workplace has been replaced by litigation." In today's society litigations seem to be an increasing greatly, and administrators do their
best to create human resources processes that avoid any possible litigations on them and or their organization.
I completely agree with the statement "common sense and compassion in the workplace has been replaced by litigation." There has been an extremely
large increase in the number of employees who either sue or attempt to sue an organization and often out ... Show more content on Helpwriting.net ...
For this reason there are many employee–related regulations that have been created including but not limited to workers' compensation laws, the social
security act, Wagner Act, Fair Labor
Standards Act, Taft–Hartley Act, Landrum–Griffin Act, Equal Pay Act, Title VII of Civil Rights Act, Executive Order 11246, Age Discrimination in
Employment Act, Employee
Retirement Income Security Act, Vietnam–Era Veterans Readjustment Act, Pregnancy Discrimination Act, Job Training Partnership Act, Consolidated
Omnibus Budget Reconciliation Amendment and Reemployment, Immigration Reform and Control Act,
Worker Adjustment and Retraining Act, Drug
–free Workplace Act, Americans with Disabilities Act, Civil Rights Act, Family and Medical Leave Act,
Uniformed Services Employment and Reemployment Rights Act, Health Insurance Portability and Accountability Act, Pension Protection Act, Brynes
Antistrike breaking Act, Coral mine health and Safety Act, Employee Polygraph Protection Act, Immigration Act of 1990, Norris
–La Guardia Act,
Older Workers Protection Act of 1990, Railway Labor Act, in addition to many other employee related regulations that I have not listed. The
Department of Labor, the United States Equal Employment Opportunity Commission, the Americans with Disability Act of 1990, and the Department
of Homeland Security are a few of the best known employee–related regulations that were created to ensure that the employees are treated

Discrimination In Military
Alex,
Being a United States Army wife, I can validate the regulatory methods in which the Army enforces to ensure fair and equitable treatment for all service
members. As a government agency, compliance is heavily monitored and resources are readily available for those who encounter discrimination.
Gender, especially of women, is one of the most common forms of discrimination when determining promotional rank, participating in combat
missions, and employment opportunities with salaries comparable to men (Rogers, 1990). The Uniformed Services Employment and Reemployment
Rights Act (USERRA) is designed to assist those who serve in the military, an opportunity to reintegrate back into civilian work and remain attached to
the workforce (Karin, 2016). This law also provides protection from discrimination due to serving the military, and dismissing service members without
a justifiable cause within a predetermined period of time, in which is typically 180 days (Karin, 2016). Returning to civility in itself can be traumatic
for service members, and adding the barrier of discrimination causes even more harm. There are also laws that allow preference to veterans for
admission to college and employment opportunities, to assist with the transition. These laws are an effort to ensure that veterans do not encounter
discrimination when returning to civility. Also, due to limitations on utilizing education benefits within a specified timeframe, veterans risk losing
benefits earned while sacrificing their lives for our country.
References ... Show more content on Helpwriting.net ...
(1990). A Proposal for Combatting Sexual Discrimination in the Military: Amendment of Title VII. California Law Review, 78(1), 165.
Karin, M. L. (2016). "OTHER THAN HONORABLE" DISCRIMINATION. Case Western Reserve Law Review, 67(1),

The Challenges Of Veterans With Disabilities
This research paper will discuss the challenges and opportunities that veterans with disabilities encounter when transitioning from the Military into the
civilian workplace. Currently, there are more than 6 million veterans in the United States with a disability. A veteran is defined as a person who has
served or is serving in the United States Armed Forces. While reintegrating the veterans back into the workplace, veterans withPosttraumatic Stress
Disorder (PTSD), and Physical Disabilities will be one of the greatest challenges that any agency will encounter. This will require that organizations
prepare and implement procedures to make special accommodations to assist the Veteranwhile following the federally mandated guidelines.
Moreover, this will allow organizations to employee and empower America's bravest men and women; hiring a veteran brings valuable skills and
knowledge into the workplace. Posttraumatic Stress Disorder is defined as a debilitating psychological condition triggered by a major event such as
war, a terrorist act, or a catastrophic event. According to the Department of Veterans Affairs there are over 2.3 million American Veterans of the Irag
and Afghanistan wars, with at least 20 % of them having a documented case of PTSD. Additionally, it is presumed that about 50% of the Veterans who
actually have PTSD do not seek treatment. Statistics show that of the 61% of men who experience trauma only 8% actually develop PTSD, versus the
51% of woman who

Vandalay Case
4.Issue: Barry was working at Vandalay as a machine operator prior to serving 16 months in Afghanistan in the National Guard. Upon his return to
Vandalay HR told him he was being reassigned to custodial duties at a 25% pay cut. The issue is whether Vandalay can reassign his job to a lesser
paying one upon his return. Rule: "The Uniformed Services Employment and Reemployment Rights Act of 1994 (USERRA) seeks to ensure that those
who serve their country can retain their civilian employment and benefits, and can seek employment free from discrimination because of their service,
by expanding the cumulative length of time that an individual may be absent from work for uniformed services duty and retain reemployment rights"
(Workplace Fairness). "When you return... Show more content on Helpwriting.net ...
It is unclear how Hugo made his statement, besides for that it was spoken. If it was publically stated then all of the employees at Vandalay Industries
could file suit for deformation of character. Because the spoken word often fades more quickly from memory, slander is often considered less harmful
than libel (Defamation Law). Conclusion: The employees at Vandalay Industries at the time of Hugo's statement can look to file suit against Hugo for
deformation of character. However because the statement was spoken and not written they will have a harder time winning the lawsuit. 6.Issue: VP of
Vandalay Industries, Hugo notifies all employees they are now subject to 24 hour monitoring. The issue is whether Hugo has justification to start
monitoring his employee's actions 24 hours. Rule: "Employee privacy has become a greater concern as more and more employees have turned to the
Internet and other electronic media to communicate both on and off the job. ... Employers can generally search through anything that happens on
company computers" (Employee

Civil Rights Act Of 1964 Essay
In case study 4, we were asked to identify and research three different laws that has help us or our colleagues. Three different laws stood out to me
as being an African American man and a Uniformed Service Member were Civil Rights Act 1964, Affirmative Action Plan and the Uniformed
Service Employment and Reemployment Rights Act (USERRA). Each one of these laws have tried to even the playing fields for African Americans
and Service members. As you read through this case, I will go in to detail of each law and relate these laws to my life experiences
The Civil Right act of 1964 and 1991
The Civil Rights act of 1964 was one the most important pieces of legislation enacted since the Emancipation Proclamation was issued on January 1,
1863 declaring all black slaves held in ... Show more content on Helpwriting.net ...
In 1866 the House of Representatives and the Senate enacted a Civil Rights bill that was similar to the 1964 version. The 1866 version made all
citizens born in the United States, citizens of the United States regard less of race and color, without regard of any previous condition of slavery.
There were also fines in this bill that prevented discrimination from blacks. This bill was passed 100 years before the 1964 version but the reason
why we still had widespread discrimination because it was no oversight and that's why the EEOC was created. The United States realized if they were
going to be successful in Civil Rights, oversight was needed. The Equal Employment Opportunity Commission was created in 1964 immediately after
the Civil rights act to end discrimination based on race, color, religion, sex, or national origin in employment programs and make equal opportunity
and reality for all citizens. The Commission job is the receive charges of discrimination, investigate and attempt to resolve them, however if the
complaint is true and the issue isn't resolved, they have the power to bring a law suit to through the federal

Are People Always An Organization's Most Valuable...
Daniels_ Mary_ ASSIGNMENT 1
CHAPTER 1
1. Are people always an organization's most valuable resource? Why or why not? 4 points The human capital is always the most valuable and import
asset of any organization. It takes a person to create the vision for any business or non–profit enterprise and people to execute that vision and make it a
reality. There are other significant assets within an organization, and all other assets have to be allocated to or managed by people. Organizations that
value people or can make people feel validated, have the advantage and control of their most important resource, and go farther in ensuring the short
and long term success of their particular organizations.
2.Suppose your boss asked you to ... Show more content on Helpwriting.net ...
Pros:
Better understanding of the different cultures
Better utilization of talent
Increased quality of team problem solving
Increased marketplace understanding
Enhanced creativity
Learning different experiences, perspectives, and strengths of each individual Cons: Lack of growth Language barriers (not being able to understand,
to communicate efficiently or effectively)
Misunderstanding, resentment, and tension could happen.
Yes, United States is in a better position to compete globally based on its diverse population. 7. Why do HR managers need to stay abreast of the
educational levels and work expectations of the people in the workforce? 4 points A Human Resource Manager constantly will work in different areas
of the business, and technology has impacted human resources departments and will continue to do so as new technology is developed. Therefore, in
order to be a successful Human Resource Manager professional and personal skills are needed. One of the principal elements of a successful
manager or human resource manager (HRM) is a skill set to deal with a variety of situations. Simply is not enough to have knowledge of HR, such as
knowing which forms need to be filled out and complete. It takes numerous skills to create and manage people as well as a cutting–edge human
resources department. Roles of HRM play in organizations:

Staffing
Development of Workplace Policies
Compensation and Benefits

The Human Resource ( Hr ) Department
The Human Resource (HR) department manages the tangible indirect reward to employees. The Benefits that an employer provides to their employees
are ones needed to provide the motivation to retain their employment and provide a positive return on investment. With the rising cost of health care,
companies are relying on their HR department to provide benefits that will help in lowering the cost associated with older workers. Employers have
found one benefit that has provided the greatest return on their investment as it addresses the rising cost of health care, absenteeism, and turnover rate
of employees. This paper will analyze HR's management of the benefit package and identify the benefit that has provided a substantial gain for the
employee and employer. Employers have software and computer systems that have life cycles and equipment such as machinery, trucks, tools, and
other accessories that have maintenance schedules. These programs are used to help prolong and ensure that equipment is functioning and operating
properly for the work that they are tasked to perform. Employers need a benefit that will provide the same for their employees. Analyzing the
Organizational Cost of a Longer Working Life With the rising cost of health care, companies are relying on their Human Resources (HR) department to
provide benefits that will help in lowering the cost associated with older workers. The Human Resources Management (HRM) is part of the
organizational functions that

Equal Employment Opportunity: the Case of Hy-Vee
Table of Contents
I. Executive Summary .......................................................................................... 3
II. Theoretical Aspect (Literature Review) ............................................................. 6 3.1. Definition of Equal Employment
Opportunities............................................... 6 3.2. Definition of Discrimination............................................................................. 6 3.3. Definition of
other laws regarding equal employment..............................7 III. Practical Aspect ..................................................................................................... 10 4.4.
Background and description of Hy–Vee Inc............................................. 10... Show more content on Helpwriting.net ...
This shows how effective the corporate ethics were implemented into the Hy–Vee stores that have great organizational culture. Although from my
personal experience at Hy–Vee and my interview with Rachel does not imply that there has not been any circumstances where discrimination was
involved between employees or with customers.
My recommendations to Hy–Vee Inc. would be to have managers reiterate the aspects of diversity to their departments because I have seen firsthand
that it is an effective approach. Also, to have annual store meetings to just keep everyone up to date on the policies including discrimination amongst
other aspects of company policy. From the response of Rachel it seems that herself and management staff are taking appropriate and effective
approaches to prevent discrimination in the workplace. It's also very important for Hy–Vee Inc. and their store managers to understand that it only
takes one person to discriminate and that can ruin the image of the store and company.
II. Theoretical Aspect (Literature Review) 2.1 Definition of Equal Employment Opportunity
Equal employment opportunity is a policy statement that all individuals should be equally considered for a job and not be discriminated against for
reasons such as their race, color, marital status,

Social Media Discrimination In The Workplace
* Social media popularity is growing in today's society, from the spectrum of young age groups to older generations. In response to this, a number of
employers are searching through the Internet to look future employees on their different social media accounts. Employers are required to follow
certain rules when using social media to help prevent discrimination. Discrimination can be committed consciously or unconsciously, but regardless
of which one, it can create major legal issues in the workplace. Employers are faced with developing a method to hire someone with an unbiased
point of view. In many cases what the employer finds on social media can be false. There are a few steps that an employer could consider to avoid any
discrimination lawsuits. *
POLICY
In order to reduce/eliminate the risk of a claim of discrimination while in the hiring process, this policy is set for the use of screening social media
platforms of potential employees. This company is committed to attracting, finding and hiring the best–qualified candidates for its job openings. To
achieve this goal, we have developed the following policy concerning using social media in recruitment as an enhancement to traditional recruitment
methods.
All staff involved in screening and hiring are to be trained on applicable laws such as Title VII, the ADEA, the ADA, GINA, the FCRA and any other
similar or related state or federal laws.
All recruitment, whether traditional or incorporating social media, will

Ethics, Sexual Harassment, And Bullying
I felt very connected to this week's discussions, not because I've personally been involved in discrimination, sexual harassment, or bullying but
because I spent a lot of time managing through these issues when I worked as an Operations Manager for Borders, Inc. At any given time I had
~250 employees and managers in a distribution center reporting to me on three shifts, six days a week. It was rare that I didn't have some pending
issue that required a Human Resources perspective and these issues were very common themes. I've never understood why someone would
choose to expend energy on any of these actions but always considered my role as one that could protect others when it did occur. As we've
discussed, having established policies that are frequently communicated allows employers to react swiftly to correct any issues that arise. This was
the case when I worked at Borders and it is today at HCA so I feel comfortable everything possible is being done to discourage and prevent these
actions from occurring. Privacy is a very touchy subject these days and the knife seems to cut both ways when it comes to who should know what, and
when they should know it. On one hand, the privacy of consumer information becomes a bigger concern every day as companies are hacked and
information is stolen. There are laws that mandate what companies must to in order to protect this information but I also feel that organizations have
their own internal obligation to do what's right for

Addressing Employment Law Civil Rights Act Of 1964 Essay
Addressing Employment Law
Civil Rights Act of 1964
The National Archives gives back ground on the (Civil Rights Act of 1964). National Archives website, www.archives.gov is full of archives
regarding the United States. There is a session for teacher, that allows the site to be used as a resource. The (Civil Rights Act of 1964) was a response
to a question presented, is the 14th Amendment being upheld. Society question the government, are certain groups of people being denied social
justice? Are certain groups being denied social benefits? Public Law 88–352 (78 Stat. 241) included sex to ensure women rights were included in the
law as well. It was from this act Equal Employment Opportunity Commission (EEOC) to implement the law. "Today, according to the U. S.
Government Manual of 1998–99, the EEOC enforces laws that prohibit discrimination based on race, color, religion, sex, national origin, disability, or
age in hiring, promoting, firing, setting wages, testing, training, apprenticeship, and all other terms and conditions of employment. Race, color, sex,
creed, and age are now protected classes", reports www.archives.gov. The EEOC investigates charges of discrimination against employers. The
EEOC will file a lawsuit if the charges are proven and they are unable to settle with the employer. To be covered by the EEOC laws, you must have at
least 15 employees, for age discrimination, you must have at least 20 employees. The EEOC defines sexual harassment

Hrm 500 Midterm Exam ( All Possible Questions with Solution )
HRM 500 Midterm Exam ( All Possible Questions With Solution )
Follow Link Below To Get Tutorial https://homeworklance.com/downloads/hrm–500–midterm–exam–possible–questions–solution/ Description:
The policies, practices, and systems that influence employees' behavior, attitudes, and performance constitute: materials management. labor laws.
human resource management. equal employment opportunity. supply chain management. As a type of resource, human capital refers to the:
tax–deferred value of an employee's 401(k) plan. total budget allocated to the HR department in an organization. wages, benefits, and other costs
incurred in support of HR functions in an organization. employee characteristics that add economic ... Show more content on Helpwriting.net ...
_____ refers to the use of quantitative tools and scientific methods to analyze data from human resource databases and other sources to make
evidence–based decisions that support business goals. Workforce analytics Career development Task analysis Conjoint analysis Performance
management Under the principle of "employment at will", the employer may terminate employment: immediately after written notice. after two weeks'
notice. only if the employee voluntarily resigns. at any time without notice. only if he cannot show just cause. The process that helps the human
resource department to forecast the organization's needs for hiring, training, reassigning employees along with handling or avoiding layoffs is known
as _____. evidence–based HR supply chain management corporate social responsibility human resource planning job development
An organization's ability to profit without depleting its resources, including employees, natural resources, and the support of the surrounding
community is called _____. social media optimization high–performance management sustainability substitutability supply chain management The
parties with an interest in the company's success–typically, shareholders, the community, customers, and employees–constitute the _____ of a company.
management market personnel stakeholders strategic partners Which of the following is true of sustainable

How Technology Has Changed The Business Environment
CHAPTER 1: Key Issues: oThe Impact of Technology: Technology as a whole has changed the business environment, and how it functions
drastically over the past 25 years. The Internet was on CNN's top 25 innovations in the past 20 years ad being named the most influential
innovations in the last quarter century. This innovation in technology has lead to an increase in globalization and changes how we communicate,
transport and do business with each other in a more efficient way. oInvasion of Privacy: Technology advances in modern day society have made
operating a business much easier, but these steps forward have also provided employers with the ability of sophisticated employee monitoring. This
advance system is put in place to enhance worker productivity, however it has become a source of concern over a worker's privacy. This has also
lead to other questions such as how far can a employer go in controlling employee behavior. oWorkforce Diversity: In the past, companies took a
"melting pot" approach to diversity assuming that people would somehow automatically assimilate into the existing culture. But today's managers have
found out that employees di not set aside their cultural values and lifestyle preferences when they come to work. The challenge, therefore, is to make
organizations more accommodating to diverse groups of people by addressing multiple different variables. oWork Process Engineering: Also referred
to as work process reengineering, goes above and

Human Resource Management : A Positive Impact On The...
Human Resource Management Final Project
Human Resource Management function is to provide a positive impact on the success of an organization strategic business plan. Human Resource
Management plays an essential role in an organization's human asset known as its workforce. Though effective analysis and review this management
system ensures the workforce implements the organization 's vision, mission and goals. The Human Resource Management supplies support for all
functional areas accounting and finance, production, inventory, sales, and marketing to assure objectives are met. Input from each area manager and
key personnel will help the Human Resource personnel determine a needs analysis and job description so not to overlap when setting up ... Show more
content on Helpwriting.net ...
Analyzing information for both the current and future workforce requires the ability to maintain and secure employee data. Prior to complying
potential employee bank a need list and analysis of the job description and position that need to be filled is required.
Training and Development Program
When developing and maintaining an effective workforce the Human Resource department 's role is to evaluate and implement employee training
programs for current and advancing positions. Key executive need to be trained in the area that they know about the jobs they are supervising.
E–learning programs as well as on hand and shadow training will be the most effective. Evaluating and analyzing results from the training programs
will help keep information updated and current. Training Human Resource managers need to be trained in the laws regarding background checks,
interview question and application and ID verification will need to be reviewed and acknowledged training prior to selection of employees.
Human Resource Information System and software training is needed to track and help this department maintain and secure information training.
When developing training the Human Resource department needs to consider job description, safety issues, and policies that include Federal and State
Laws, and International Laws if applicable.
Once the

Human Resource Management and Regulations
HR Management and Regulations 1. Employment at Will Employment at Will law is highly relevant to the Personnel Planning functions of Human
Resources Management. Personnel Planning sometimes involves the termination of competent and otherwise desirable employees due to financial or
organizational challenges coming from the employer's side. In at–will employment relationship, the employer and employee agree at the outset that the
employer may terminate the employment relationship for any time at any reason. In the case of at–will employees, employers are not required to show
"good cause" for termination, meaning that they do not necessarily have to prove that the employee did anything to deserve termination. Although
at–will employment seems to put tremendous security and leverage in the hands of the employer, the termination of an at–will employee can invite a
tremendous amount of legal trouble, particularly when the personal relationship and communication between the employee and employer is not good.
An at–will employee who has demonstrated competent performance on the job before being terminated could develop the belief that employer made
the termination decision based on something other than job performance or organizational issues. Although at–will employment law actually permits
termination due to simple personal dislike, it does not permit termination due to dislike based on the employee's gender, race, color, religion, national
origin, age, disability, status

Employment Law Compliance Plan
This memorandum is in response to the request sent to Allen and woods consultancy company from Bradley Stonefield the founder of Landslide
Limousines in Austin, Texas. The company is expected to employ around 25 employees during the first year of service. The memorandum will list
different employment laws that apply locally, state wise and on federal level. These laws should be applied when hiring and employing employees in
order to prevent any misconduct leading to lawsuits. The memorandum will incorporate the fines and penalties that are applied when violating
employment laws. Landslide Limousines must adhere to all federal laws at all time.
Equal employment opportunity ... Show more content on Helpwriting.net ...
6. National security. Landslide Limousines must never hire anyone who belongs to a group that pause a threat to the national security.
In case an employee decides to sue Landslide Limousines, he or she has to collect evidences and submit them to the court. When the court accepts
prima facie evidence, Landslide Limousines has to present its evidences that will defend its position.
Monetary Damages and Jury Trials
The company should ensure compliance with the civil laws or else employees who feel they were discriminated against can ask for compensatory
damages for being mistreated. The company can lose a lot of money in case proven to have violated the employment laws.
Adverse Impact (Unintentional Discrimination) Cases
Similar to what was mentioned above both the company and employees have to have substantial evidence supporting their cases. In case the company
was not compliant with the employments laws, legal actions would be taken against the company.
Protection in Foreign Countries Since Landslide Limousines is planning to operate for the time being inside the U.S., this section does not apply to it.
In case later on the company decides to operate outside the country this section will be amended.
Racial Harassment
Landslide Limousines has to make sure its employees are protected form intentional discrimination in all aspects

Moore Beer, Inc. Case Study
Here at Moore Beer, Inc., we are faced with some unsettling decisions that has impact our organizational dynamic structure. Due to some recent
changes within our organization process and organization directions, the opportunity to exploring the technology world has trumped our business
needs to more ways than one, which leads to our more recent decision to benefit our organization needs. At Moore Beer, Inc., we have determined
our sources for the technology industry is yet to overcome a few propositions to extend our business via internet. In addition, to the technology
world, we at Moore Beer, Inc. have determined a restructuring layout that will affect several of our members. Now, as we moved forward into our
future endeavors, we will now have to reduce our workforce. Here at Moore Beer, Inc. this is something that we all hate to do, but... Show more content
on Helpwriting.net ...
Phillip is an average employee. All of his stats are average. He alone had been responsible for the quality programming of the system that will soon be
obsolete. Since Phillip had been employed with us, Phillip received no special honors in the company or holds any prefer degrees; however, he has
Navy that can be used within our organization. Throughout Phillip's tenure with our organization, Phillip faced hardship with his attendance that may
too be a result from his neurology ailment. My suggestion to terminate Phillip may impose the "Uniformed Services Employment and Reemployment
Act of 1994, USERRA." This act expresses "an employer's right to terminate a reemployed serviceperson for cause, employers may be excused from
reemploying or continuing employment of persons under 4312(d) (1) of the Act when the employer's circumstances have so changed as to make
reemployment impossible, unreasonable, or an undue hardship (D.P. Twomey pg. 590)." With this being said, along with his absenteeism rate,
terminating him should not create a problem, but other issues

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