Employment Law Compliance Plan

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
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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.
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How Technology Has Changed The Business Environment
CHAPTER 1: Key Issues: o The 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. o
Invasion 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. o Workforce 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. o Work Process Engineering: Also referred to as work
process reengineering, goes above and

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

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

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

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

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

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

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
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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

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
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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

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

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

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 ...
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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" (≈ 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

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

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
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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

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

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),

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

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
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

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 format
Issue 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 *

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

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

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 substantial military 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

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.

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

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,

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 COLAAct 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

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
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

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. Define 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 benefits. Safety and health. Employee and labor relations. Human resource
research.
Table 1.1 identifies many of the activities that comprise each major human resource function.
Ensuring that the organization fulfills 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
specific 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 fill specific 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

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

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 with Posttraumatic 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
Veteran while 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

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

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

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

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
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

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

USERRAAnd 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". ... Show more content on Helpwriting.net ...
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

Employment Law Compliance Plan

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