Supportive Employment

Supportive Employment
The Rehabilitation Act Amendments of 1986 was a revision and extension of the Rehabilitation Act
of 1973 that was then further revised in 1992. The main purpose of this revision was to define and
establish supportive employment as a replacement for the previous practice of sheltered workshops.
Supportive employment is competitive work in an integrated setting that aligns with the strengths,
priorities, abilities, and interests of individuals being employed. This type of employment enacted
the service of assisting people with disabilities finding, obtaining, and maintaining employment
(King and Olson, 2014). The three main elements of supportive employment are (1) paid work of
more than 20 hours per week; (2) placement in employment where no more than eight other
employees with disabilities; (3) twice monthly follow–along assessment of the employee in their
place of employment (Shafer, Tait, Keen, and Jeisolowski, 1989). The amendment provided grants
to fund supportive employment special projects and programs to help state agencies establish and
implement supportive employment (Shafer et al. 1989). The increase in ... Show more content on
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This contributed to the increase of vocational education with the goal of being incorporated into the
workforce (NLIHC 2014). Occupational therapy played a vital role in the preparation of clients for
work based rehabilitation due to the focus of occupational therapy. According to the Occupational
Therapists in mental health, school setting, and rehabilitation settings all promote work as an
important goal in the occupational intervention plan (King & Olson, 2014). An additional outcome,
and possibly one of the most significant, is the fact that the Rehabilitation Act Amendments of 1986
initiated the ideas and practices that developed into Occupational therapists becoming a advocates
for policy development to assist clients with disabilities (King & Olson,
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At Will Employment Law
At Will law was situated into place to safeguard both the employee and the employer. By creating
the employment at will law; both the employer and employee are able to cancel the contract at any
time without consequence. "Employment at–will means that employers are able to terminate ones
employment at any time, for any cause – with or without notice", Rogers, S. 2012. By the late 1800's
the doctrine "At Will Employment" was established in the United States. The principle was valued
at first by the employers because it allowed the employers to have exclusive freedom as to how they
could operate their companies. The principle of this doctrine also gave the employers protections in
the legal system if they needed to go to court. Since the employers were not afraid of any legal
issues coming to play over how they treated their employees many situation resulted in abuse. With
the abuse on the up–rise this started the employees rethinking away to protect themselves from
abusive employers with too much power and freedom. The employees started joining unions to help
protect them and go to bat for them over legal issues. With this happening the movement for Civil
Rights Laws became affect in the 60's. The business had to start recording their company policies
pertaining to the steps that outlined an employee's termination. This made it seem easier for the legal
system to have a grip at making sure the companies were following their own company employee
manuals. When the

Employment Law
Introduction: The purpose of this paper is to analyze the USA employment regulation after a merge
has occurred globally. This position paper is going to brief the audience globally on the USA
employment laws and regulations but not limited to Sexual harassment, Wage and Salary
Legislation, Recruitment, Interviewing, Affirmative Action, Equal Employment and the ADA. This
paper will go over the history of a few of the important acts that have been passed over the years to
protect employees in the United States. It will also discuss the major protections that these acts
provide and who are eligible for that protection. Now that the Pomodoro, Inc. is now a global
business environment, the working individual overseas are relying on paid ... Show more content on
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It is also illegal to discriminate against a person because the person complained about
discrimination, filed a charge of discrimination, or participated in an employment discrimination
investigation or lawsuit. Sexual harassment is a form of sex discrimination that violates Title VII of
the Civil Rights Act of 1964.Unwelcome sexual advances, requests for sexual favors, and other
verbal or physical conduct of a sexual nature constitutes sexual harassment when submission to or
rejection of this conduct explicitly or implicitly affects an individual's employment, unreasonably
interferes with an individual's work performance or creates an intimidating, hostile or offensive
work environment. As an HR manager, creating a Harassment–Free Workplace is very important.
An employer's obligations with regard to sexual harassment arise before any act of sexual
harassment occurs. The EEOC requires that employers take reasonable steps to prevent harassment
before it occurs. Most states have discrimination prohibition enforcement agencies, which generally
impose similar requirements. Many states (including California) require an employer to post a
sexual harassment prevention notice advising employees of their right to a harassment–free
workplace; this is different from, and over and above, an employer's obligation under Title VII to
post a general discrimination prevention poster.( Mark I.

Employment Issues : Employment Contracts
Employment Issues Employment contracts Awards Awards are law–enforceable documents outlining
the minimum terms and conditions of employment for a particular industry. Awards in the workplace
cover two main forms: Modern awards Award–based transitional instruments The modern award
system covers entire industries, which provides a safety net including ensured minimum pay wage
and employment conditions. The Fair Work Commission (FWC) has the responsibility of creating
awards in the workplace relations system. Some common clauses in modern awards include wage
rates, holidays, sick leave, overtime and other minimum conditions for a whole industry or type of
job. Award based transitional instruments refers to the industrial instruments that include pre–reform
federal and state awards. These only apply if one is calculating the balance of leave of an employee
whose employment began prior to the beginning of 2010. Enterprise agreements An enterprise
agreement is a negotiated deal regarding the conditions of employment between an employer and
employee. The FWA regulates enterprise agreements to ensure fair terms and conditions for
employees. There are 3 forms of enterprise agreements: Single enterprise agreements– one or more
employer in a single enterprise (single interest employers) Multi–enterprise agreements– two or
more employers (not single interest) Greenfields agreements– new enterprise with one or more
employers who have no current employees (can be either

Transition Into Employment
In this week's material , we discuss the process of building a resume and how to effectively apply
and interview for employment. This week's chapters emphasized the importance of structure, key
words, and audience when it comes to writing a resume or application letter. It is crucial to know
one's audience and be able to present themselves on their resume and in the interview . The material
this week also touches upon how to find opportunities in the job market and tips to help understand
the transition into employment. Among the chapters , specifically in Chapter 19, the textbook
discusses the interview process, different types of interviews , and the preparation for a job
interview. As stated in the chapter, most employers request multiple

Employment And Unjustified Dismissal : Employment Essay
Employment and unjustified dismissal I. Introduction There is a legal relationship among an
employers and employee in the New Zealand's workforce and stated in the Employment Relations
Act 2000. However, an employee and an independent contractor have a particularly different
relationship to an employer–employee relationship due to legal significance with the relationship of
employer and employee. Since, an employer is legally responsible for the negligence of their worker
's activities, but not for the negligence of an independent contractor. This essay concentrates on the
employment law and how it affects employment agreement in New Zealand by the legal frameworks
in which it develops employment relationship in relation to the Employment Relations Act 2000. As
highlighted 'the use of such triangular relationships creates complexities in the rights and
responsibilities of each party' . Means that the power of New Zealand's employment law defines
employers and employees across the statutes. The courts use the employment statues for their
decision–making. Furthermore, the protection that is available to protect the interest of employees
and independent contractors and its effectiveness. II. Employment agreement and its terms An
employment agreement is an official agreement that identifies the conditions of the relationship
involving the employer and an employee together with reimbursements and compromises at the
workplace. Furthermore is mentioned as an employment

Employment Of A Vital Labor And Employment Law
A vital labor and employment law is the Age Discrimination in Employment Act, also known as the
ADEA. The law was enacted in 1967 and later amended. On the Unites States EEOC website, they
write, "ADEA protects individuals who are 40 years of age or older from employment
discrimination based on age." (The U.S. Equal Employment Opportunity Commission, 2008) The
law is meant to safeguard workers from being discriminated against due to their age. The law is
especially important now with workers staying on the job longer and retirees returning to the
workforce after retirement. The EEOC states, "The law applies to employers with 20 or more
employees, including state and local governments. It also applies to employment agencies and labor
organizations, as well as to the federal government." (The U.S. Equal Employment Opportunity
Commission, 2008) Age discrimination can come in many forms in the business world. First,
employment advertisements brings the attention of work seeking people. An employer can use
certain words in their employment advertisements that can keep older workers from applying to the
job, as an example: young, recent college graduate, youthful, and etc. An employer using these
words can open them to discrimination lawsuits. Similarly, in an article from the Seattle Times
which list five of the biggest legal missteps Human Resources can make, they write, "The hiring
process: Mistakes in this area often start right at the beginning, with discriminatory

Employment Discrimination And The Employment Essay
Abstract
This report examines the implications of employment discrimination and the correlation to
employment inequality. The unemployment rate for women and minorities is significantly higher
than that of the caucasian male majority. Women are faced with obstacles that men are not. Women
have to overcome gender stereotypes, child care responsibilities, and sexual harassment as obstacles,
Minorities face negative stereotypes and generalizations that make them less desirable to employers.
Employment discrimination is responsible for segregation by concentrating negroes in the lowest
skilled, lowest wage jobs. Women represent three–fifths of the minimum wage labor force. This
study shows wage disparity between men and women, and between caucasians and minorities.
White privilege and male dominance award the highest wages in the workforce. These findings
conclude that employment discrimination puts women and minorities at a disadvantage in every
aspect of the labor market. Affirmative action, equal opportunity employment, equal pay legislation,
and child care reform are all crucial to desegregating the workforce and promoting workplace
equality.
Keywords: unemployment, underemployment, disparity, stereotypes, harassment
Introduction
Employment discrimination can be defined as, "Treating someone unfavorably because of race, skin
color, national origin, gender, disability, religion, or age" ( "Discrimination | Laws, Regulations, and
Guidance", n.d.). Inequality

Employment at Will Essay
Employment at Will When we are dealing with the employment relationship between employers and
employees, ethical issues are most likely to emerge. Especially, if a manager fires a worker without
a proper reason, critics will follow this employer's behavior. In Patricia Werhane's paper,
"Employment at Will and Due Process", discusses two doctrines which are Employment at Will
(EAW) and Due Process. It also addresses some justifications and objections for EAW, and shows
Werhane's supportive view to Due Process. In contrast, EAW is defended by Richard Epstein in his
article "In Defense of the Contract at Will". In my paper, I will attempt to develop my argument in
favor of Employment at Will that could improve flexibility and efficiency of ... Show more content
on Helpwriting.net ...
On the contrary, employment at will is defended by Richard Epstein in his article "In Defense of the
Contract at Will". He is trying to show that the contract at will "is adopted not because it allows the
employer to exploit the employee, but rather because over a very broad range of circumstances it
works to the mutual benefit of both parties." Then I will summarize the benefits of EAW that
Epstein provides. The first benefit is the fairness of the contract at will. Epstein concludes that the
freedom of contract is an end in itself and so an aspect of individual liberty. While employers own
capital, employees own labor. Therefore, they are free to exchange their properties when they see
appropriate. Moreover, Epstein criticizes the excess government intervention undermines the
freedom of both parties. Thus, EAW can reduce the use of force or fraud in taking advantages during
negotiations since either party can cease the relation. Second benefit is utility of the contract at will.
In order to rebut banning on the contract at will, Epstein argues individuals know how to govern
their own lives. They enter into an "at–will" contract voluntarily according to their self–interest.
Then Epstein develops four arguments to show why "at–will" contracts are mutually beneficial. (⮠)
Monitoring Behavior. It indicates that it

Employment Practices : Equal Employment Essay
Employment Practices Equal Employment Burgos Family Medicine is an equal opportunity
employer. We are committed to all our staff and applicants receiving fair treatment in all
employment matters regardless of race, color, religion, sex, national origin, age and disability. In
addition to federal law requirements, our office also complies with state and local laws governing
nondiscrimination in employment. We want to maintain a work environment that is free of coercion,
harassment, and intimidation. Any violation of the policy should be immediately reported to a
supervisor or the company EEO Officer. Conduct As an employee of Burgos Family Medicine you
are expected to be kind, courteous, and considerate with patients, the visiting public, and your
fellow co–workers at all times. You will find that professional behavior will accomplish more and
you will get more satisfaction out of your work. Our patients must be treated with the utmost
courtesy and understanding. Additionally, thoughtfulness and cheerfulness are important at all times.
Employees should not be caring on personal conversations in the presents of patients. Your personal
conduct often determines the reputation of the health center. Harassment Our practice will not
tolerate verbal or physical conduct by any employee which harasses or interferes with another's
work performance or which creates an intimidating, offensive, or hostile environment. Our policy
covers all forms of harassment like sexual,

The Employment Laws
Introduction The purpose of this research is to prove that the employment at will doctrine does not
protect the employee population in the United States. The fact that if you look at the way the
doctrine is written it protects the employers and firms, and this as a result creates discrimination.
This in itself creates an unsafe and sometime unstable work environment because of the potential for
high turnover, costly training, and low morale amongst employees. There are certain factors that
must be considered within the employee at will doctrine such as union protection, the economy,
contracting verses employment, discrimination and the economic stance on the United States is
currently in. Employment laws The employment laws that ... Show more content on Helpwriting.net
...
Insurance rates are constantly growing in cost and companies both large and small try to minimize
risks as much as possible in order to avoid being dropped from a policy or the expense becoming so
large that it is unreasonable. If this is to occur, a company would be forced to shut their doors and
fold. Health and safety management systems are implemented with stringent enforcement in result
of these possibilities. Health and safety training Health and safety training includes the review of
responsibilities, the knowledge of policy settings, videos, interaction with OSHA, and review of the
surroundings in the workplace. Many factories and organizations in general have gone to great
lengths to make employees aware of their surroundings and what they are dealing with every day.
The government organization OSHA has implemented rules in posting of all dangerous or non
dangerous chemicals and materials in the organization's workplace. The MSDS books and charts
have helped instruct employees in the dangers of certain chemicals and how to deal with the
handling and cleanup of these dangerous chemicals and materials. The MSDS charts and books let
the employees find certain numbers to call to assist them in case of an accident. The training of
employees in the use and understanding of where to find these charts and books have been very
advantageous. Other standards are also very useful. The ANSI/ASQC have

Employment Law
––––––––––––––––––––––––––––––––––––––––––––––––– Employment Law Assignment 1 June
22, 2016 June 22, 2016 Employment Law: Assignment 1: Question 1: (A)(i) Maternity Leave
Employee's that become pregnant, are entitled to take maternity leave. This entitlement, extends to
all female employees, regardless of how long they've worked in the organisation, or number of
hours worked each week. It is possible to avail of further unpaid maternity leave. The Maternity
Protection Act 1994, provides statutory minimum entitlements in relation to maternity at work,
including maternity leave. Pregnant female employees, are entitled to 26 weeks' maternity leave,
with 16 further unpaid maternity leave. Entitlement to ... Show more content on Helpwriting.net ...
Question 2: (i) Part–time Work The Protection of Employees (Part–Time Work) Act 2001, is the
legislation that protects part–time employees in Ireland. This act protects part–time workers,
because of the following: 1, Part–time employees cannot be treated less favourably than a
comparable full–time employee regarding conditions of employment 2, All employee protection
legislation applies to a part–time employee in the same manner as it already applies to a full–time
employee. Any qualifying conditions that apply to a full–time employee in any of that legislation
also apply to a part–time employee. 3, This Act abolishes the requirement that a part–time worker
should be in the continuous hourly employment of the employer for not less than 13 weeks and
should normally be expected to work not less than 8 hours per week. The calculation of continuous
service for the purposes of entitlement under the unfair dismissals and redundancy legislation still
applies. Therefore, a part–time employee will still be required to have 12 months' continuous service
with their employer from the start of the employee's employment. (ii) Fixed–term work The Terms
of Employment (Information) Act 1994 requires that employees with a fixed–term contract get
written notice of the expiry date. The Protection of Employees (Fixed–Term Work) Act 2003 applies
to most employees on fixed–term contracts. Employees on fixed–term contracts have broadly
similar rights to those on

Employment Statement : Employment Status Of Employees
It is observed from the table 4.8 that out of the total sample 63.25 per cent respondents are said that
they belong to the nuclear family and 36.75 per cent are belong to the joint family. Further the table
shows that majority of the respondents, 63.25 per cent are belonging to the nuclear family.
Table4.1.9. Employment Status of respondents Table 4.9 Employment Status of the Respondents Sr.
No. Variables Frequency Percent 1. Self Employed 82 20.5 2. Full time employee 28 7.0 3.
Unemployed 114 28.5 4. Part time employee 121 30.25 5. Any other 55 13.75 Total 400 100.0
Source: Field Survey Note: Figures in the parentheses are percentages to the row totals. The
employment status of the respondents is presented in the table 4.9. From the ... Show more content
below 1 lakh 142 35.75 2. 100000 to 200000 158 39.5 3. 200,000–300,000 71 17.75 4. 300000 &
above 29 7.0 Total 400 100.0 Source: Field Survey Note: Figures in the parentheses are percentages
to the row totals. Table 4.11 depicts that the income wise distribution of respondents after business
and the range of annul income after entry into business. From the table it is observed that the
majority of respondents were 39.5 per cent fit in between 1 lakh –2 lakh, followed by 35.75 per cent
less than 1 lakh, 17.75 per cent were 2 – 3 lakhs, and the remaining 7.0 per cent were 3 lakhs and
above. It can be observed that majority of the respondents have 1 lakh–2 lakh, per annum after entry
into business. Table 4.12 Problems faced by respondents in construct the enterprises. You have to
(√') tick one of the alternative which you find most suitable. Strongly agree – 5; Agree – 4; Neutral –
3; Disagree – 2; Strongly disagree – I. Table no. 4.12 Sr. No. S.A. A. N. D. S.D Total Mean S. D.
Skw Kurtosis Chi–square P–value D.F 1 43(10.75%) 57 (14.25%) 122(30.5%) 131 (32.75%) 47
(11.75%) 400 (100.0) 2.80 1.15 .368 –.615 91.90 .000 4 2 103 (25.75%) 32 (8.0%) 58 (14.5%) 102
(25.5%) 105 (26.25%) 400 (100.0) 2.81 1.54 .304 –1.417 55.32 .000 4 3 89 (22.25%) 29(7.25%) 58
(14.5%) 105 (26.25%) 119 (29.75%) 400 (100.0) 2.66 1.51 .459 –1.258 55.33 .000 4 4 121
(30.25%) 75 (18.75%) 48 (12.0%) 102 (25.5%) 54 (13.5%) 400 (100.0) 3.26 1.45 –.146 –1.445
48.62 .000 4 5 71 (17.75%) 160

Employment Law
Employment law. S230 (1) of the ERA an Ee as 'an individual who has entered into work or works
under a contract of employment.' How the court decide: 1) they use control test–Yewens V Noakes
[1880] 'A servant is a person subject to the command of his master as to the manner in which he
does his work.' 2) Walker V Crystal Palace Football Club [1910] Emphasis changes– court looks at
does the Er control the background arrangement; where and when work done; holiday arrangements.
Held; footballer was employee. 3) Stevenson Jordan & Harrison V Macdonald & Evans
[1952] Denning LJ posed– is their work integral; are they part of the business or an accessory to it.
Are they part and parcel f the business? 4) Economic reality test, court look ... Show more content
Cable& Wireless V Muscat [2006]The claimant is responsible for his own tax and NICS. In
2002 the company was take over by Cable & Wireless and treated him as Ee. But later
C&W decided he was a contractor. Then M enter contract of service with an agency. The CA
were accused of 'judicial creatively' which they seen to extend the law to agency workers. They said
claimant is employee of C&W. Tripartite relationship, agency worker may not be an Ee of the
agency or client. Discrimination. Protected characteristics: Age, disability, race, religion, sex, sexual
orientation, marriage and civil partnership, pregnancy and maternity. ACAS Guide. The Equity Act
is a mixture of rights and responsibilities that the: 1) Stay the same 'someone is treated less
favourable than another person because of a protected characteristic.2) Change Ee can complain of
harassment if it creates an offensive environment for them. 3) Been extended, associated
discrimination against protected characteristics. 4) Been introduced for the first time. E.g. in
disability a disable person is treated unfavourable because of their condition. Forms of
discrimination: Direct discrimination, associative discrimination, indirect discrimination, e.g. policy
applies to everyone but against people with protected characteristics. Art 119 of the Treaty of Rome
provides 'the principle that men and women should receive equal pay for equal work.' In Marshall

Employment Reflection
Persons discussed in the following are: Marissa Newman – Petique Manager, Lisa Buck – Petique
Supervisor, Caroline Tade – Petique Supervisor, Jill Santa – VP Human Resources (H.R.) and
myself Sara Lambeth– Petique Coordinator Length of employment: April 11th, 2015 – December
22nd, 2015 Schedule: Wednesday – Sunday 6. Back in mid November, I had a meeting with Jill
Santa of H.R. regarding issues with Lisa Buck. Jill Santa went to Marissa Newman about what was
discussed in our meeting. This changed the dynamics of my relationship with Lisa Buck and
Marissa Newman. Since my meeting with Jill Santa, any and all ideas or holiday promotional
displays I put up in the store Lisa Buck would take down the next time she worked. A little over a
week ... Show more content on Helpwriting.net ...
Marissa Newman stated that I was bad for business because the days I missed were potentially busy
days. She refused to listen to my side of the story and claims that I was aware of a schedule change.
I referred to the employee hand book 3 consecutive missed days resulting in termination and it was
refuded. I asked her to reconsider considering how she had always said what a great job I was doing,
and she said her decision was final. Since being terminated Lisa Buck has unfriended me on

Employment Between Employment And Employment
TASK ONE Employment Differences Casual employment normally means that one works when
required mostly because the employer cannot always predict when that work needs to be done. If an
individual is employed to do casual work, this must be made clear in their employment agreement.
With fixed employment according to Section 66 of The Employment Relations Act 2000. Fixed
employment has special rules such as, an individual can only be employed on a fixed term if there is
a genuine reason such as, seasonal work like fruit picking, doing short term projects till they are
complete or filling in for a permanent employee. The employee must be informant on how and when
the employment will end before they start the job. This must be recorded in the employment
agreement whereas permanent employment mean an employee is hired for a position without a pre–
determined limit. They often receive benefits like subsidized health care, paid vacations, holidays,
sick time or contributions to a retirement plan. Permanent employment are often able to switch job
positions within their companies and are eligible to join a union, and may enjoy both social and
financial benefits of their employment. Casual and fixed term employees do not have as much
benefits as permanent employees have. Good Faith Good faith means employers and employees
need to build relationships based on mutual trust and confidence in all aspects of the employment
environment. Both the employers and employees are expected not to do

Essay On Employment
Despite the fact that there are several Federal, State, and Local laws regarding hiring or firing
somebody from a business, I truly believe that without the required interference from the
government in this matter, business owners would not only take advantage from their employees,
but they will also be able to incur in many violations of their employees' rights.
Furthermore, according to the U.S Equal Employment Opportunity Commission, "Discriminatory
treatment based on: race, color, sex, religion, national origin, age, disability, genetic information, or
the employee's opposition job discrimination or participation in an investigation or complaint
proceeding, violates federal laws and has become an increasingly problematic source of ... Show
more content on Helpwriting.net ...
Therefore, the real question in this matter is how could the government enhance its interference with
business in order to ensure the image of our society? Rather than asking why should we let the
government interfere with the decisions taken by an employer since it is more than clear that without
letting the government stands in the business owner's decisions, this country would definitely not be
what it is or stands for nowadays.
Additionally, if we take a look at some of the third world countries, which are still in the process of
an economic development, we find that due to the lack of proper government interference, there are
still having several impediments that could help them substantially in order to achieve greater
employment opportunities for each and every of their citizens such as, for example; the lack of
women's economic opportunities in the Middle East, as well as the barriers and restrictions that
women encounter on gender–based job in Asia, in which are frequently confining them to low–
paying activities, more often than not in the informal sector (Gonzalez, 2015). As a result, due to the
improper interference of their governments in the subject matter, certainly, a nation's success is left
behind and will eventually lack proper growth.
Nonetheless, in the process of firing employees, I absolutely agree that thanks to the government's
regulations and its intervention, a business

Employment Violations
In working company, there might arise many situations where the sometimes employer needs to
adjust and sometimes employee. If a company is not run by the just machine, but also with the
humans then definitely physical and mental accommodation needs can arise. An employee may have
the situation like illness, disability or other different situation that makes them take off or vacation.
These circumstances fall under the ground for discrimination, civil rights and or other human rights.
Hence Employers are obligated to accommodate such facilities and make a workplace more
accessible ad suitable for the employee to work. i) What employment violations has the employer
committed, if any? In the given case, it is clear that Sally is a hardworking ... Show more content on
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Wrongful Demotion/Termination. Wrongful termination is defined as the legal phrase where an
employer terminate employer without a proper cause and a reason (MyLegalAnswers, 2010). In this
case, Sally was not told that she will be replaced, and also she was handed two weeks of notice so it
violated. ii) Can Sally sue for damages? If Sally can sue for damages, what might the court consider
when assessing damages? Yes, Sally can sue for damages. Sally is nonunion employee, been
working for five years, Case study mentioned that she signed the new contract with new benefits,
termination clauses by employer and employee and most importantly it says that Sally took this
short–term leave funded through her benefits as outlined on the contract paper. If even written
benefits from contracts have not given to sally Court will go against Employee. The court will
Check Sally's merit and work ethic. If civil right the investigate committee will be assign and take
serious action against the employer. File an employment standards claim. While the decision of
hiring the new employee and demoting sally from the given position and termination letter was the
wrongful act. If it proved at court "Wrongful Termination"

Supported Employment
General Description of Activity Program Aside from an income, employment provides social,
professional, and developmental skills. According to the American Foundation for the Blind,
Supported Employment (year and page#) "provides people with severe mental disabilities the
appropriate, ongoing support that is necessary for success in a competitive work environment."
More specifically, "it is for individuals with severe disabilities who need lifelong, ongoing support."
It is a form of positive mental health for persons with severe mental disabilities. Employment is an
essential factor in the rehabilitation process for persons with mental disabilities. Supported
Employment allows individuals with severe mental ... Show more content on Helpwriting.net ...
The role of Occupational therapy practitioners in facilitating work skills is to promote safety and
health in the workplace, including minimizing the risk of work–related musculoskeletal disorders.
During the evaluation process of the work environment, Occupational therapists are able to assess
job tasks and find a suitable match according to individual's skills. As a result, this will ensure that
potential barriers are identified before hand and successful job performance. The ultimate goal is to
find the best match and placement according to the demands of the

Precarious Employment
Sociology Essay
Young people and the difficulties faced in negotiating a precarious and exploitative labour market
The operational definition of youth varies widely from country to country but the UN defines youth
as the age group between 15 and 24 years old.
Essay Question
Young people are confronted with the difficulties of negotiating a labour market that is precarious
and exploitative. There are major difficulties of entry, especially into full–time work in the formal
and informal waged economic spheres.
Introduction
This essay will discuss why young people are two to three times more likely than adults to find
themselves unemployed and why the problem is rapidly growing in almost every region of the ...
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Traditionally young people with little working experience have filled unskilled jobs and due to
technical and organisational changes in the workforce these positions have disappeared. There have
been substantial declines in the construction, manufacturing and transport industries over the last
decade. The total proportion of the workforce employed in the three industry divisions has declined
from 28.7 per cent to 24.8 per cent in the ten years (Stevenson).
Despite initiatives by government to tackle the problem, youth unemployment has remained at a
high level. The teenage labour market has been in long term decline since 1965 when teenage
unemployment stood at 2.6 per cent. By 1975 teenage unemployment has risen almost fivefold to
12.9 per cent, and, although volatile, it has risen ever since(Stevenson, Brian).
Given the differences young people have they still face common barriers – lack of experience,
disparity between their skills and the demands of labour markets and insufficient information and
advice. Youth experience business barriers because they usually have less access to resources and
credit. It can also be typical to experience some level of discrimination in regard to age, sex,
ethnicity, race, culture, health, family status and other factors (Global Employment

The Importance Of Employment At Will
Employment at will gives employers the freedom to fire employees who have gone contrary to the
company policies, rules and regulations regarding the companies operations without a due cause to
showcase why their employment should not be terminated. This means that once an employee is
caught in the wrong and the management feels that their cause of action was illegal and contrary to
employment rules and guidelines then they can fire them without any formal notice leading to that
action. The employees are usually at the mercy of the company's administration unless they have a
contract which defines their rights and the limits that an employer should take in any disciplinary
proceedings. Every state in the United States has got the power to ... Show more content on
Helpwriting.net ...
Under such exceptions, the COO can fire John for gross misconduct to avoid losing the primary
client who may be an important factor in the IPO. This will limit the liability and impact on the
operations because the organization will have acted firmly to the interest of the client and the
general public by restoring the faith and commitment of the new administration. Further to firing
John, the company should use any legal means available to compel John to delete that post from his
Facebook wall to mitigate any further damage it may have caused. The COO would have acted on
the deontology ethic which guides a decision maker to do what is good and right in accordance with
the obligations and duties which they are engaged in.
The second incidence the COO involves an employee who after being disciplined for criticizing a
customer in an email (sent from his email account on a company computer), Joe threatens to sue the
company for invasion of privacy.
The COO when faced with this incidence should first summon the employee and look at the email
responses which took place between the client and the employee. This is because the company can
not be viewed as ignoring the views of the employees which may be right and the decisions which
they made would have been for the good of the company. Under such an incidence the

Employment At Will Doctrine : Employment
Employment at Will Doctrine Assignment 2 Strayed University LEG500 Professor Aryka Nycole
Moore Julia Washington May 7, 2016 Employment at Will Doctrine At will employment is a policy
of American law that describes an employment relationship in which either party can end the
relationship with no legal responsibility, given there was no express contract for a certain term
regulating the employment relationship and that the employer does not belong to a union. Under this
legal policy, any hiring is assumed to be "at will", meaning the employer is at liberty to terminate
individuals for good cause or bad cause or no cause at all. The employee is also permitted to
terminate a position or job, at any time, with no adverse legal consequences. Although the
employment at will doctrine explicitly expresses an employer can fire a worker without just cause
there are some exclusions to this statute. An organization cannot terminate an employee for illegal
discrimination reasons that are based on race, sex, age, religion, nationality, or disability. Nor can an
employee be fired for reporting violations of workplace safety, exercising the right to file a
workman's compensation or sexual harassment claim. Moreover, certain states have established
boundaries by means of contract law to the employment at will statue. "There are two main
approaches: 1) to imply a promise of "good faith and fair dealing" in the contract employment, or
(2) to imply contractual terms

Employment Issues, Employment Relations, and Employment...
Employment Issues Terms and Conditions of Employment/Enterprise Bargaining Employment
terms are typically individual between employers and employees, however collective bargaining can
lead to collective contracts Enterprise bargaining consists of bargaining with all employees at a
given organization, or all employees of a certain occupation or type in that organization, in one large
contract binding on both employer and employees Productivity Gains and increased Wages There is
often a basic assumption that productivity will increase when wages increase, as employees will be
more motivated to work faster/harder While this is true up to an extent, research has shown that
increased compensation is only a motivating factor up to a certain point, and then it loses effect
Employees need more than money to motivate them Probation and Under–Performance
Compensation and other benefits can be seen as positive motivating factors, but there are also
negative motivating factors that can increase performance Probation and other sanctions in response
to under–performance have been shown to be effective in correcting specific behaviors or
performance problems Probation and other sanctions are not effective at creating long–term
productivity gains Employment Relations Employment relations can cover a broad range of specific
issues and features of any organization with employees relevant to establishing and maintaining
positive employer/employee relationship The overall

The Employment at Will Doctrine
Doctrine liability employer based actions responses employee's behavior actions Introduction The
employment at will doctrine has always been a difficult matter to comprehend and America is the
only country that practices it. Other countries such as Japan, Great Britain, Italy, Canada, Sweden
and France all have mandatory provisions that make it a requirement that employers must have a
good reason for any termination of an employee. In the United States from the beginning of 1980s,
the doctrine came under immense challenge as the employees felt dissatisfied with the doctrine. This
is because they felt that they were more often discharged unfairly despite years of hard work in a
company. This led to three exceptions being made to the doctrine that saw the number of
employment fall between 2% to 5% that year. These exceptions are; 1. Where there is a breach of
contract by an employer, 2. Where there is a breach of a covenant of Good faith and fair dealing, 3.
Where the employer violates a public policy, which is part of a government policy (Sentell &
Robbins 2008). Body Describe what steps you would take to address the following scenario
involving skills, competence, and abilities: The employee seems to be unable to learn the computer
applications that are basic to her job responsibilities, but, consistently "tells" her boss that she is "a
good worker and a genius" and that he does not "appreciate her". Even after a few months of
training and support, she is

The Nature Of The Employment
Nature of the Employment
By nature employment is classified into part time and full time. The study of the nature of
employment helps in assessing the magnitude of workforce fully reliant on earning from the IMS.
This is discussed with Table 1 given below. More than 80% of workers are found to be engaged as
full time workers (FTW) at the national level. However a trend of sinking part of FTW is observed
with a increasing share of the part time workers (PTW). Dominance of male employment over the
female employment is observed both for the category of PTW as well as the FTW. Gender wise
distribution of employment shows that the share of both the full time male workers (FTMW) and
full time female workers (FTFW) have decreased in 1994–95 and then continuously increased in
2005–06. Part time male workers (PTMW) shows declining share over the entire period, whereas
the part time female workers (PTFW) shows an increasing share during the same period. A
discussion on the growth of employment by nature and gender revealed the fact that growth rate of
the FTW as well as PTW was higher during early reform period as compared to the later reform
period, at the national level. The FTW suffered a negative growth during the later period, which
causes the overall growth of the FTW to be lower. The growth of the PTW at all India level is
higher. The category of PTW, PTFW is growing at a slower rate, but is higher than the growth rate
of PTMW at the

Employment Relations
How would you characterise employee representation in the UK workplace? To what extent do you
agree with the argument that the UK is 'lightly regulated' in this regard? Introduction This paper
seeks to analyse the characteristics of employee representation in the UK and concerns about is the
UK 'lightly regulated' in regard of the employee representation. Employee representation can be
known as the right of workers to seek a union or an individual to represent them to negotiate with
their organizations with a wide range of management issues, such as wage rate, working hours,
working conditions, health and safety and also their benefits. It is vital to have a formal system of
employee representation in a business. This can give an ... Show more content on Helpwriting.net ...
As we know that, there are still some workplaces are lack of employee representations, for example,
smaller firms. According to the British Trades Union Congress, there were types of vulnerable
workers, such as agency workers, atypical workers, young workers, industrial home workers, etc.
Vulnerable workers can be defined as 'someone working in an environment where the risk of being
denied employment rights is high and who does not have the capacity or means to protect
themselves from that abuse. Both factors need to be present. A worker may be susceptible to
vulnerability, but that is only significant if an employer exploits that vulnerability' (DTI, 2006: 25).
They are lack of employment protection (Pollert and Charlwood, 2009) and no union
representations. They have no opportunity to express their opinion and no right to negotiate with
their employers about their working conditions and terms. The UK government should set up unions
for these vulnerable workers, in order to help them to receive better treat from their employers.
Moreover, there is a significant decline in trade union recognition and representation and the nature
of negotiation shifts to consultation (Terry, 2010). As it mentioned above, there is no absolute right
to representation in the UK at the moment. The most common way to negotiate with firms is
through the trade union. However, trade union

Employment at Will Essay
Employment at will is a law that is present in all fifty states in the US; although, in Montana there
requires a stated cause for termination. Employment at will creates dissent among employees when
they have been terminated for a cause that is thought to be unsubstantial or when no cause is given.
There are pros and cons to the presumption, and employees and employers have different views.
Employment at will means that the employer can terminate an employee at any time, for any cause
without warning. However, even an at–will employee cannot be terminated because of
discriminatory reasons. Employment at will also means that an employee can leave a job at any time
without the fear of facing any legal consequences. An employer can also ... Show more content on
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Although his boss stated that Stone's tie was a detriment to the company and could cause a monetary
loss, there was no record of customers complaining about the tie or not purchasing cars because of
the tie. In another employment at will case, fourteen employees from a Florida law firm were fired
for wearing orange. The employees were told that management had taken the color of their shirts to
mean, "that they were staging some sort of protest." However, many of the group says that they wear
orange shirts on paydays to "promote a feeling of togetherness when they would go out as a group
for drinks" . An executive brought the orange wearing employees into a conference room and told
"anyone wearing orange for an innocent reason should speak up", an employee immediately
explained the happy hour color. After this, the executive left the room to confer with other
executives. When they returned, it was stated that all people wearing orange were fired although
someone had said they were wearing the color for innocent reasons . Additionally, if the employees
truly had been protesting by wearing the color orange, it would have been illegal to fire them for
protesting . The employees reported feeling as though their rights had been infringed upon after
being fired for wearing the color orange. These employees were fired without any warning, without
being asked to even change

Employment
A Zero Wage Increase Again? Montclair State University Summary The owner of large furniture and
building center, Mark Coglin was trying to figure out how to manage the next upcoming wage
review process. For two consecutive years, his store's staff has had to settle with a zero wage
increase. Mark knows that if his staff were to settle for a third year without a raise, moral issues
amongst his employee's would arise leading to an exponential growth of problems; aside from the
ones he already faces from a day to day basis. It was impossible to pump savings from upcoming
process improvement initiatives into wage increases; however Mark had limited motivation to
channel hard–won funds to underperforming employees. With the zero wage ... Show more content
Although there are other actions managers can do in terms of rewards for events such as "employee
of the month" in which a particular employee is rewarded; this can help keep employee motivation
and morale up. Therefore, Kyle as a new hire is experiencing high levels of motivation and
productivity throughout his first months of being hired and does not understand what it is like to not
be acknowledged for their hard work. Another concern management should be worried about is if
they are hiring the right employees for the job. It seems as though they are hiring individuals who do
not have the knowledge, skills, and abilities to perform the task they are being asked to perform.
Some employee's do not seem to be bothered by the fact that there is not a pay increase because they
still maintain high productivity. While other employee's struggle to establish the flow of the work
environment; which can be causing a decrease in work satisfaction. This can be a question of their
knowledge, skills, and abilities to perform the job at hand. Wesley, a backyard foremen for eight
years, is highly respect by the store manager, Mark, and he has not seen a pay raise for the same
amount of time that others have not but still maintains high productivity. While there are other
workers who have been

Employment Equity
EMPLOYMENT EQUITY
Contents
PAGE
EXECUTIVE SUMMARY 2
INTRODUCTION 2
WHAT IS EMPLOYMENT EQUITY 3
HOW DOES IT WORK 3 – 4
WHAT IS AFFIRMATIVE ACTION 5
IMPLEMENATION OF AFFIRMITIVE
& EMPLOYMENT EQUITY 6 – 7
OBSTACLES & CHALLENGES 7
ACKNOWLEDGEMENTS 8
CONCLUSION 8
BIBLIOGRAPHY 9
EXECUTIVE SUMMARY
This assignment deals with the Employment Equity Act of 19 October 1998. It covers the workings
of the act in terms of equity and affirmative action and how it was implemented in Defy Appliances
Ltd in 1999. It also covers some of the obstacles and challenges that were experienced by the
company; as well as its success in other companies in South Africa ... Show more content on
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Inspectors may inspect businesses and obtain undertakings from employers to comply with their
duties in terms of the Act. Failing that, they may issue compliance orders, to which or against which
an employer may object or appeal. Any party assessing compliance with the Act has discretion to
consider a variety of factors amounting to whether the employer has made reasonable attempts, in
his/her particular circumstances, to comply. The Director–General may conduct a review of whether
an employer has complied with the Act and followed it with recommendations on methods of
compliance. If that fails, the Director–General may refer the matter to the Labour Court, which is
the ultimate Court which may enforce the provisions of the Act. Chapter II of the Act came into
operation during 1998. Since the passing of the Act, the President, in terms of Section 65,
determined that Chapter III and Sections 35 to 46, 58 and 65, and Schedules 1 and 4 would come

into operation on 1 December 1999.
WHAT IS AFFIRMATIVE ACTION
Section 15(1) of the Labour Relations Act defines 'affirmative action measures' as 'measures
designed to ensure that suitably qualified people from designated groups have equal employment
opportunities and are equitably represented in all occupational categories and levels in the
workplace of a designated employer' (Section 15(1)). In short, affirmative

Employment At-Will Doctrine
1. Define the common law employment at–will doctrine. (3 pts.) a. The common law employment at
will doctrine provides that employment is at the will of either the employer or the employee. II.
Public Policy Issues 2. What is the public policy as it relates to the employment at–will doctrine? (3
pts.) a. The public policy exception to the employment at will doctrine provides that employees may
not be terminated for reasons that are contrary to public policy. A. Whistle–Blowing 3. Define
whistle blower. (3 pts.) a. A whistle blower is a person who reports corruption and criminal and
unethical business practices in the workplace to appropriate government authorities. B. Retaliatory
Discharge 4 a) If an employee ... Show more content on Helpwriting.net ...
Effective Hiring Practices 9. There are thirteen (13) effective hiring practices. Briefly list each one.
(26 pts.) a. Develop clear policies and procedures on hiring, discipline and terminating employees.
b. Include appropriate language in the organization's policies and procedures reserving the right to
add, delete, and/or revise the same. c. Develop an application that realistically determines an
applicant's qualifications before hiring. d. Take appropriate precautions to prevent the hiring of those
who might be a hazard to others. e. Review each applicant's background and past work behavior f.
Become familiar with any state laws that might be applicable when hiring and individual with a past
criminal record. g. Develop a two–tiered interview system for screening applicants. h. Solicit
references with the applicant's permission using a release form, and follow up with a telephone call
for further information. i. Provide an employee handbook and present a job description to each new
employee. j. Develop constructive performance evaluations that reinforce good behavior and
provide instruction in those areas needing improvement. k. Develop a progressive disciplinary
action

Employment Law
EMPLOYMENT LAW Introduction The aim of this Assessment is to demonstrate an understanding
of employment regulation and how it is enforced. Other areas covered include; how to manage
recruitment, manage issues relating to pay and working time lawfully and how to ensure that staff
are treated lawfully when they at work. Finally it will cover managing performance and disciplinary
matters lawfully. Activity 1 The purpose of Employment Law is to provide legal protection to
employees and employers. Employment Law is set up to ensure legal guidelines and standards are
met with recruiting, working standards, pay and allowances and the disciplinary process. It is also
aimed at protecting a person's Equality and Human Rights such as ... Show more content on
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They will review the case using their experience and the evidence brought before them (descriptive
documents, witness statements) followed by both parties Submissions. Once the Tribunal has come
to its decision, it becomes legally binding to both parties and can only be appealed if the Tribunal
has made mistake in the application of the law or the judgement was one which no reasonable
tribunal could have reached. In order to avoid an Employment Tribunal, which can prove expensive
to the complainant and the respondent, cases may be settled before and during formal legal
proceedings. This is often arranged by a mediator. Employers and employees should always seek to
resolve disciplinary and grievance issues in the workplace. Where this is not possible employers and
employees should consider using an independent third party to help resolve the problem. This
person maybe from within the organisation, or use an external mediator should that be deemed more
appropriate (ACAS Code of Practice1, Apr 2009) If both parties fail to reach a resolution internally,
a settlement can still be reached prior to the case reaching a tribunal. ACAS can play a significant
role in this. A new set of arrangements was introduced in 2014 that gives ACAS conciliation officers
a much more pertinent role. In a bid to encourage the parties reach out–of–court settlements and so
reduce the costs of running the tribunal system, from 1 Apr 2014 new pre–claim

Supported Employment
Supported Employment Research When it comes to working, a lot of people look at employment as
something they have to do to make money to pay bills, or as a stepping stone into a job where they
can work less but make more. At the end of the day, very rarely does someone look at employment
as something that is therapeutic, and actually proves to be good for self esteem and quality of life.
Additionally, today work is used as a therapeutic process of getting individuals with severe mental
illness (SMI) and/or substance abuse to recovery. Many Colleges, Federal agencies, and
Practitioners are now conducting studies on just how an individual with mental illness and substance
abuse, with a little bit of support, can find and keep a job that results ... Show more content on
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The method being used in the study is to use participants from different demographics, on four very
different vocational programs to see exactly what program is a better fit for individuals with all
different types of vocational challenges. The "Who Benefits From Supported Employment Study
(2011) describes the sample size as, "4 Randomized Control Trials of IPS vs usual services. All 4
studies compared a newly established IPS program with one or more well–established vocational
programs. In all 4 studies, participants were recruited from mental health centers (or a psychiatric
rehabilitation agency in the Chicago Study). Participants were adults who met each state's criteria
for SMI, typically a Diagnostic and Statistical Manual of Mental Disorders (Fourth Edition) (DSM–
IV) Axis I or II diagnosis plus severe and persistent impairment in psychosocial functioning. All
participants were unemployed at the time of study admission. Other common eligibility criteria
included desire for competitive work, ability and willingness to give informed consent, and absence
of significant medical conditions that would preclude working or participating in assessment
interviews. In addition, all participants were required to attend multiple research information
meetings in which the project was explained, after which they gave written informed consent to
participate in the study. All 4 studies used a similar protocol to track employment outcomes and
psychiatric symptoms. Importantly, none of the studies excluded clients on the basis of illness
severity, lack of readiness, poor job history, or other clinical factors.("Who Benefits From Supported
Employment", 2011)." Again, the problem is being identified as employment while battling with
substance abuse and SMI, and the Method is data analysis by

Employment at Will
The employment at will doctrine is such that, an employer can terminate an employee, at any time
and for any cause, or no cause at all. Employment at will employees do not have an agreement and
surety of continued employment, which is an issue of employee rights. There are several employee's
right issues at workplaces; among which, one of the biggest issue of employees is their uncertainty
towards their length of work employment. This leads to a lack of job security and an unsafe, and an
unfair working environment for the employee. An employee should be able to enjoy basic employee
rights. They should be able to participate and be informed about what is happening, in the
workplace. Moreover, they should have the right to privacy, which ... Show more content on
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If both can enjoy the freedom of contract then both deserve the freedom of speech as well. At the
end, it is not fair upon the employee because he/she does not have the bargaining power and
ultimately has to deal with the employer's decisions, even if it is fired for reasons unknown.
Employees should have the right to freedom of speech and right to privacy outside the workplace.
Under Employment at will doctrine, an employer can terminate an employee any time for any
reason or for no reason. In the case of the company at Fargo, the business owner made a decision to
fire the employee because the employee was setting a bad reputation for the company by leaving
negative comments about the company on his Facebook page. If we look at it from a utilitarian
approach, then firing an employee at–will is, however, reasoned to be needed for better productivity
and efficiency. To get rid of unproductive employees it is best that they are at will employees
because only, then they can ensure efficiency by having productive workers and better outcome.
Since employers have the right to hire and fire whenever they please, in this situation it is reasonable
for the employer to fire the employee for discovering that she had left negative comments about
their business on the Facebook page. In the utilitarian approach it is best to abide by those that
provide greatest benefits for greater number of people. On the other hand, employees should not

Employment Issues And Employment Contracts
Employment Issues Employment Contracts: Awards: An award is a legal document that specifies the
basic set of entitlements[1] and minimum employment standards that an employee will be provided
with. They also can include the terms and conditions of employment. Most awards in public sectors
refer to the National Employment Standards as well as some other basic entitlements. Awards are
generally common for all companies in a particular sector However the private sector, managers and
high income workers (113800+)[2] can have different awards but they must still include the
National Employment Standards. Not all employees have awards as it may have been replaced by an
Enterprise Agreement or by a common law contract after the passing of 100k ... Show more content
All the terms and conditions in the contract must be favourable to the employee otherwise it can not
be passed. Does not have to be formal to pass, can be verbal or written Can not have if there is
already an enterprise agreement in place, but can switch a common law contract with an award to
renegotiate their terms and conditions of employment. However after it has been passed, the
employee will not be award protected. Employment Contracts Advantages Disadvantages Awards
Awards are an advantage for most employees as it legally protects them from any malpractices and
provides them with entitlements which all employers must adhere by. It also means that employers
can not alter anything that can disadvantage a particular employee. An employer can also specify the
terms and conditions by which his employee has to work. It allows for negotiation of terms and
conditions after wage exceeds 100 000 and employee wishes to opt out, as they can now get a
common law contract. It means that even if an employee is not working hard enough or the
employer wants them to work harder by doing something negative to them, eg. wage reduction, they
are legally not allowed to. It also restricts employers in what they can do with their employees. They
can not be negotiated between employer and employee as they are common in between all
companies in certain industries. The Enterprise Agreements They legally protect the employee
against most

At-Will Employment
At Will Employment The term "at will" applies both to the person hired and to the person who does
the hiring. As the term suggests, both parties have the ability to end the employment whenever they
wish because there are no "strings" attached to it (Employee Issues, 2012). In a normal contract
situation, a person is employed for a specified amount of time and the individual knows that as long
as a contract is in force what is expected and the remuneration that comes with the employment.
This type of contract comes with a guarantee of employment as long as the individual meets the
requirements of the contract. A contract also guarantees the employer that the employee has to fulfill
certain obligations by law. In the case of "at will" employment, there is no contract signed by either
party. Even though the employee may interview and have to fill out certain paperwork to obtain the
job, they are not contracted for the work. The employee is hired with the understanding that they can
leave employment at any time and that the employer can do the same. This also means that the
employer is free to change the specifications of the job any time they will (Employee Issues, 2012).
Another facet of this type of employment is that the employer is free to choose the type of employee
they want. Even if a policy seems discriminatory, the employer is able to apply it if it does not in
some way violate the law. As a final note on the definition of such employment, employers will
generally

Employment Law
In every country there are many federal, state and local laws that influence workplaces, and it is
important for employers to follow these laws in order to understanding their responsibilities, and
create a harmonious workplace. These laws guarantee rights in the workplace such as hours of work
and overtime pay, minimum wage, pay, safe workplace, vacation time and vacation pay, public
holidays, coffee and meal breaks, pregnancy leave and parental leave, personal emergency leave,
family medical leave, termination notice and termination pay.
Us employment laws
In the United States of America the Fair Labor Standards Act (FLSA) establishes minimum wage,
overtime pay, recordkeeping, and youth employment standards. These laws have to be abbey ...
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Safety and Health
All workers have the right to work in a safe and healthy environment in Canada. The purpose of
workplace health and safety legislation is to protect workers against unhealthy and unsafet situations
in the workplace. However, each province and territory, as well as the federal government, has its
own legislation.
Discrimination
In Canada employers cannot refuse to hire workers because of their race, religion, ethnic origin, skin
color, sex, age, marital status, disability or sexual orientation. If employers or other workers
discriminate or make racist or offensive comments it is considered breaking the law.
Sources: http://www.servicecanada.gc.ca http://canadaonline.about.com/od/labourstandards/
http://www.welcometousa.gov/Employment/Employment_standards.htm

Employment Relations
Employee relations may be defined as those policies and practices which are concerned with the
management and regulation of relationships between the organisation, the individual staff member,
and groups of staff within the working environment. The objective of the policies and practices are
to create An effective mechanism for communication and participation A safe and secure work
environment Commitment for the employer and motivation for the employees Employment
relationships are built on trust and the rights of both employee and employer. Each day, employees
and employers work together to complete tasks and projects for businesses. Both employees and
employers have very specific rights and responsibilities that are standard ... Show more content on
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Act in good faith and to show loyalty to the organization that they are employed with and have the
best interests of the employer at heart at all times Display good behaviour in the work place and to
comply with company policies, follow work place rules and procedures and adhere to disciplinary
codes and dress codes if there are any. Strive honestly toward the company 's vision, mission , work
objectives and performance standards. Behave in the workplace in a manner acceptable to the
company and to the norms of the society of the country. Report any dishonest or unlawful practices
in the workplace, including any breaches of company policies and procedures Employee relations is
the manner in which management addresses and interacts with the staff. Maintaining good employee
relations helps reduce workplace conflict, raise staff morale and increase overall productivity. The
main objectives of a trade unions are to protect the interest of its members and regulate the
relationship between employees and their employers. The Trade Union Act 1959 regulates the
activities of unions and matters relating to union disputes, the usage and provision of funds, the
formation of unions, the formation of Federation Trade Unions. Trade unions conduct collective
bargaining with

Employment Contract
The above arbitration clause extracted from the Google Inc. Employment Contract can be used in
the relationship between a university and a student athlete in the terms of the forms of conflicts and
disputes that, if occurring, would be settled by arbitration.
The clause lists examples of such conflicts, and states that "[Any and all claims] for breach of
contract, both express and implied; breach of the covenant of good faith and fair dealing, both
express and implied" are conflicts that would be settled by the arbitration process. This specific part
could apply to universities and student athletes in the occasion that the student athlete is paid for
their athletic participation with organizations such as the NCAA. In the case that a student ... Show
more content on Helpwriting.net ...
in the determination of how much each individual athlete will be paid. Performance should be the
ultimate deciding factor in this situation. However on the account of disabilities, it is very rare for
someone with a disability to participate in the NCAA or professional athleticism, but in the case that
a disabled student does, there should still be absolutely no discrimination. In a case that there is, this
student would be able to engage the arbitration process, as stated by the arbitration clause in the
contract.
Lastly, in order to ensure that there is no conflict in terms of unfair pay between student athletes
with greater performance than those with lesser performance, there must be a clause that states that
the salary will be based on the performance and popularity of the athlete. However, there should
also be a minimum and maximum amount that an athlete can receive.
All in all, most of the provisions in the Google Inc. Employment Contract arbitration clause can be
applicable in the case of a paid student athlete and university, although some modifications would
need to be

Employment Act
Table of content Content | Page | 1. Question 2......................................................................... 2.
Question 3 ........................................................................ 3. Question 5
........................................................................ 4. Question 6
........................................................................ | 24912 |
Question 1
In Malaysia the governing law that addresses partnership matters is provided in the Partnership Act
1961. a) The general rule for the extent of a partner's liability is that every partner in a firm is liable
jointly with the other partners for all debts and obligations of the firm incurred while he is a partner.
Discuss.
b) What are the ways in which a partnership may be dissolved?
Question 2
Fact of case: a. Mr. Pity bought a BMW (reg. no. KK 8888) from Mr. Kaya at purchase price of RM
32,000.00. b. ... Show more content on Helpwriting.net ...
Section 14 Sale of Goods Act 1957 – In a contract of sale, unless the circumstances of the contract
are such as to show a different intention, there is: (a) an implied condition on the part of the seller,
that, in the case of a sale, he has a right to sell the goods, and that, in the case of an agreement to
sell, he will have a right to sell the goods at the time when the property is to pass; (b) an implied
warranty that the buyer shall have and enjoy quiet possession of the goods; (c) an implied warranty
that the goods shall be free from any charge or encumbrance in favor of any third party not declared
or known to the buyer before or at the time when the contract is made.
Question 3(a)
In the case of Mr. Pokok being terminated by his employer due the reason of not coming to work for
4 days consecutive without any notice, the judgment is not correct even though the action seems
valid according to Section 15(2) Employment Act 1955 – "An employee shall be deemed to have
broken his contract of service with the employer if he has been continuously absent from work for
more than

Supportive Employment

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