HRM 510 – Assignments and RubricsCOURSE DESCRIPTIONThis co.docx

HRM 510 – Assignments and Rubrics
COURSE DESCRIPTION
This course analyzes the foundation of employment law and
how it impacts the employer-employee relationship. Topics
covered include the selection, development, and termination of
employees; maintaining policies that support diversity; and
avoiding wrongful terminations. Students will develop an
appreciation for the legal process and how organizations can
manage risk.
INSTRUCTIONAL MATERIALS
Required Resources
Walsh, D. J. (2019). Employment Law for Human Resource
Practice (6th ed.). Mason, OH: South-Western Cengage
Learning.
Supplemental Resources
Bagenstos, S. R. (2013). Employment law and social equality.
Michigan Law Review, 112(2), 225-273.
http://libdatab.strayer.edu/login?url=https://search.ebscohost.co
m/login.aspx?direct=true&db=bth&AN=91793381&site=eds-
live&scope=site
Brill, E. A., Fant, L. M., & Baddish, N. M. (2013). 2012-2013
U.S. Supreme Court wrap-up: Hot topics in labor and
employment law. Employee Relations Law Journal, 39(3), 3-8.
live&scope=site
Burkhauser, R. V., Schmeiser, M. D., & Weathers II, R. R.
(2012). The importance of anti-discrimination and workers’
compensation laws on the provision of workplace
accommodations following the onset of a disability. Industrial
& Labor Relations Review, 65(1), 161-180.

live&scope=site
Langan, K., & Schafer, K. R. (2012). Labor & employment law.
Syracuse Law Review, 62(4), 709-737.
m/login.aspx?direct=true&db=a9h&AN=87855245&site=eds-
live&scope=site
Outten, A. E. (2013). Labor and employment law certification.
Florida Bar Journal, 87(6), 63.
m/login.aspx?direct=true&db=a9h&AN=87855245&site=eds-
live&scope=site
Society for Human Resource Management [SHRM]. (2018).
Various employment law articles. Retrieved at
https://www.shrm.org/search/pages/default.aspx?k=EMPLOYM
ENT%20LAW
COURSE LEARNING OUTCOMES
1. Assess and understand employment laws, the rights they
confer on employees, and the processes involved in enforcing
these laws.
2. Examine the legal significance of determining whether an
employment relationship exists.
3. Describe the concept of employment discrimination, the
various types of discrimination, and the methods used in
deciding discrimination cases.
4. Evaluate discrimination as a fundamental legal concern
surrounding recruiting activities.
5. Determine employment laws that apply to the selection,
development, and management of employees.
6. Assess various discrimination and harassment violations to
aid in maintaining a diverse workforce.
7. Develop policies that are compliant with employment laws.
8. Examine methods to assist in avoiding wrongful terminations.
9. Use technology and information resources to research issues
in employment law.
10. Write clearly and concisely about employment law using

proper writing mechanics.
WEEKLY COURSE SCHEDULE
The standard requirement for a 4.5 credit hour course is for
students to spend 13.5 hours in weekly work. This includes
preparation, activities, and evaluation regardless of delivery
mode.
Week
Preparation, Activities, and Evaluation
Points
1
Preparation
· Reading(s)
· Chapter 1: Overview of Employment Law
· e-Activity
· Go to the United States Department of Labor’s website to
review the “Summary of the Major Laws of the Department of
Labor,” located at
http://www.dol.gov/opa/aboutdol/lawsprog.htm. Be prepared to
discuss.
Activities
· Course Expectations and Introductions
· View Lectures 1 & 2
· Discussion
Evaluation
· None

20
2
Preparation
· Reading(s)
· Chapter 2: The Employment Relationship
· Chapter 3: Overview of Employment Discrimination
· e-Activity
· Go to the United States Equal Employment Opportunity
Commission’s website to review discrimination types, located at
http://www.eeoc.gov/laws/types. Be prepared to discuss.
Activities
· Discussion
Evaluation
· None
20
3
Preparation
· Reading(s)

· Chapter 4: Recruitment
· Chapter 5: Background Checks, References, and Verifying
Employment Eligibility
· e-Activities
· Go to the United States Equal Employment Opportunity
Commission, and review the section titled “Prohibited
Employment Policies / Practices,” located at
http://www.eeoc.gov/laws/practices/. Be prepared to discuss.
· Go to the Privacy Rights Clearinghouse website, and read the
article titled “Facts Sheet 16: Employment Background Checks:
A Job Seeker’s Guide,” located at
https://www.privacyrights.org/employment-background-checks-
jobseekers-guide. Next, review the document titled “State Laws
and Their Impact on Use of Criminal Records for Employment,”
located in the online course shell. Be prepared to discuss.
Activities
· Discussion
Evaluation
· Assignment 1: Management Team Briefing on Employment
Laws

20
200
4
Preparation
· Reading(s)
· Chapter 6: Employment Tests
· Chapter 7: Hiring and Promotion Decisions
· e-Activity
· Use the Internet or the Strayer Library at
http://research.strayer.edu to research employment tests (i.e.,
drug tests, medical examinations, polygraphs or honesty tests,
and scored tests of ability). Be prepared to discuss.
Activities
· Discussion
Evaluation
· None

20
5
Preparation
· Reading(s)
· Chapter 8: Harassment
· Chapter 9: Reasonably Accommodating Disability and
Religion
· e-Activity
· Go to The Leadership Conference’s website to read the article
titled “Affirmative Action,” located at
http://www.civilrights.org/resources/civilrights101/affirmaction
.html. Be prepared to discuss.
Activities
· Discussion
Evaluation
· None
20
6
Preparation
· Reading(s)

· Chapter 10: Work-Life Conflicts and Other Diversity Issues
· e-Activity
Go to the Life Coach Directory website at
https://www.lifecoach-directory.org.uk/lifecoach-articles/the-7-
challenge-areas-for-work-life-balance to review challenge areas
for work-life balance. You may also choose to review other
research of your choosing instead of the Life Coach Directory
website. Be prepared to discuss.
Activities
· Discussion
Evaluation
· Assignment 2: Employment Law and the Hiring Process
20
190
7
Preparation
· Reading(s)

· Chapter 11: Wages, Hours, and Pay Equity
· Chapter 12: Benefits
· e-Activity
http://research.strayer.edu to research the Employee Retirement
Income Security Act (ERISA) and how it affects employers and
employees. Be prepared to discuss.
Activities
· Discussion
Evaluation
· None
20
8
Preparation
· Reading(s)
· Chapter 13: Unions and Collective Bargaining
· Chapter 14: Occupational Safety and Health
· e-Activities
· Go to the “Board Decisions” section of the National Labor

Relations Board’s website, located at
http://www.nlrb.gov/cases-decisions/board-decisions, and use
the search option to find and then review one (1) case
concerning unions and / or collective bargaining. Be prepared to
discuss.
· Go to the United States Department of Labor’s website, and
review one (1) article from the Occupational Safety & Health
Administration’s (OSHA) “Latest News” section, located at
https://www.osha.gov/. Be prepared to discuss.
Activities
· View Lectures 1, 2, and 3
· Discussion
Evaluation
· Assignment 3: Managing a Compliant and Diverse Workplace
20
190

9
· Reading(s)
· Chapter 15: Privacy on the Job
· Chapter 16: Specifically pages 689-691: Performance
Appraisals
· e-Activities
· Review the document on Discretion and Bias in Performance
Evaluations found at
http://faculty.chicagobooth.edu/canice.prendergast/research/Dis
cretionAndBiasInPerformanceEvaluation.pdf
https://research.strayer.edu to research privacy protection for
email and Internet communication. Be prepared to discuss.
Activities
· Discussion
Evaluation
· None
20
10

Preparation
· Reading(s)
· Chapter 16: Terminating Individual Employees
· Chapter 17: Downsizing and Post-Termination Issues
Activities
· Discussion
Evaluation
· Assignment 4: Avoiding Wrongful Employee Terminations
20
200
11
Preparation
· Reading(s): None
Activities
· Discussion
Evaluation
· None
20

GRADING SCALE – GRADUATE
Assignment
Total Points
% of
Grade
Assignment 1: Management Team Briefing on Employment
Laws
200
20%
Assignment 2: Employment Law and the Hiring Process
190
19%
Assignment 3: Managing a Compliant and Diverse Workplace
190
19%
Assignment 4: Avoiding Wrongful Employee Terminations
200
20%
Participation (11 discussions worth 20 points apiece)
220
22%
Total
1,000
100%
Points
Percentage
Grade
900 – 1,000
90% – 100%
A
800 – 899
80% – 89%

B
700 – 799
70% – 79%
C
Below 700
Below 70%
F
HRM 510 – Business Employment Law
© 2019 Strayer University. All Rights Reserved. This document
contains Strayer University Confidential and Proprietary
information and may not be copied, further distributed, or
otherwise disclosed in whole or in part, without the expressed
written permission of Strayer University.
HRM 510 STUDENT GUIDE 1192 (12-03-2018) Page 7 of 21
Laws
Due Week 3 and worth 200 points
In your new role as Chief Human Resources Officer (CHRO) for
a major retail organization, you have been tasked within the
first 30 days by the CEO to conduct a presentation to the
management team on employment law awareness. The CEO
informed you that under the previous CHRO the company
experienced lack of employment law understanding, resulting in
a few lawsuits that were not in the company’s favor. Avoiding
similar experiences is a high priority and your thorough
presentation to the management team is the first big step to
success.
Prepare a fifteen to twenty (15-20) slide PowerPoint
presentation in which you:
1. Include cover, agenda, conclusion, and reference list slides,

all of which may count toward total slide count.
2. Provide a 1-2 slide overview of employment law based off
information found in Chapter 1 of Employment Law for Human
Resource Practice. NOTE: You may use your discretion to
decide what information needs to be addressed as long as your
overview is descriptive and relevant.
3. Include in the remaining slides the following required
presentation information:
· Provide a three (3) slide minimum covering at least 6 strong
bullet points highlighting a discussion on who employees and
employers are in determining employment relationships
bullet points highlighting a discussion on the concept of
employment discrimination
bullet points highlighting a discussion on the types of
discrimination
bullet points highlighting a discussion on retaliation
4. Go to https://research.strayer.edu to locate at least three (3)
quality academic resources in this assignment. Note:You may
only use the resources listed in the course syllabus and those
that are specifically provided by the instructor.
Important Notes: (1) Total number of words in the bullet points
are not more important than the quality of the information. (2)
More detailed information should be included in the footnotes
of the presentation. (3) Presentations must have a business-like
professional look.
Your assignment must follow these formatting requirements:
· Text font size for headings and titles in the presentation must
not exceed 36 pt. For all other text, the font ideally should not
exceed 24 pt. Check with your professor for additional details.
· Presentation text must be properly aligned throughout the

presentation and maintain the same line spacing and font size.
· Professional presentation templates will be used. Check with
the professor on possible examples.
· If images found at websites or other sources are placed in the
presentation, credit must be given to the sources with citations
and references
The specific course learning outcomes associated with this
assignment are:
· Assess and understand employment laws, the rights they
confer on employees, and the processes involved in enforcing
these laws.
· Examine the legal significance of determining whether an
employment relationship exists.
· Use technology and information resources to research issues in
employment law.
· Write clearly and concisely about employment law using
Grading for this assignment will be based on answer quality,
logic / organization of the paper, and language and writing
skills, using the following rubric.
Points: 200
Laws
Criteria
Unacceptable
Below 70% F
Fair
70-79% C
Proficient
80-89% B
Exemplary
90-100% A

1. Include cover, agenda, conclusion, and reference list slides,
all of which may count toward total slide count.
Weight: 10%
Did not submit or incompletely included cover, agenda,
conclusion, and reference list slides for the presentation.
Partially included cover, agenda, conclusion, and reference list
slides for the presentation.
Satisfactorily included cover, agenda, conclusion, and reference
list slides for the presentation.
Thoroughly included cover, agenda, conclusion, and reference
list slides for the presentation.
2. Provide a 1-2 slide overview of employment law based off
information found in Chapter 1 of Employment Law for Human
Resource Practice. NOTE: You may use your discretion to
decide what information needs to be addressed as long as your
overview is descriptive and relevant.
Weight: 15%
Did not submit or incompletely provided a 1-2 slide overview of
employment law based off information found in Chapter 1 of
Employment Law for Human Resource Practice and did not
ensure that overview was descriptive and relevant.
Partially provided a 1-2 slide overview of employment law
based off information found in Chapter 1 of Employment Law
for Human Resource Practice and partially ensured that
overview was descriptive and relevant.

Satisfactorily provided a 1-2 slide overview of employment law
for Human Resource Practice and satisfactorily ensured that
Thoroughly provided a 1-2 slide overview of employment law
for Human Resource Practice and thoroughly ensured that
3. Include in remaining slides all other required presentation
information.
Note: See criteria 3 list in the course guide.
Weight: 50%
Did not submit or incompletely included in remaining slides all
other required presentation information.
Partially included in remaining slides all other required
presentation information.
Satisfactorily included in remaining slides all other required

Thoroughly included in remaining slides all other required
4. 3 references
Weight: 5%
No references provided.
Does not meet the required number of references; some or all
references poor quality choices.
Meets number of required references; all references high quality
choices.
Exceeds number of required references; all references high
quality choices.
5. Writing Mechanics, Grammar, and Formatting
Weight: 5%
Serious and persistent errors in grammar, spelling, punctuation,
or formatting.
Partially free of errors in grammar, spelling, punctuation, or
formatting.
Mostly free of errors in grammar, spelling, punctuation, or
formatting.

Error free or almost error free grammar, spelling, punctuation,
or formatting.
6. Appropriate use of APA in-text citations and reference
Weight: 5%
Lack of in-text citations and / or lack of reference section.
In-text citations and references are provided, but they are only
partially formatted correctly in APA style.
Most in-text citations and references are provided, and they are
generally formatted correctly in APA style.
In-text citations and references are error free or almost error
free and consistently formatted correctly in APA style.
7. Information Literacy / Integration of Sources
Weight: 5%
Serious errors in the integration of sources, such as intentional
or accidental plagiarism, or failure to use in-text citations.
Sources are partially integrated using effective techniques of
quoting, paraphrasing, and summarizing.
Sources are mostly integrated using effective techniques of
Sources are consistently integrated using effective techniques of

8. Clarity and Coherence of Writing
Weight: 5%
Information is confusing to the reader and fails to include
reasons and evidence that logically support ideas.
Information is partially clear with minimal reasons and
evidence that logically support ideas.
Information is mostly clear and generally supported with
Information is provided in a clear, coherent, and consistent
manner with reasons and evidence that logically support ideas.
Assignment 2: Employment Law and the Hiring Process
After briefing the management team on employment law from
Assignment 1, it is time to apply the knowledge to internal
processes. There exist many fundamental legal concerns
surrounding recruiting and the overall hiring processes within
organizations. A current review of the company’s HR policies
and procedures centered on employment law reveals some
possible opportunities to improve the overall recruitment and
hiring process. More pinpointed opportunities exist in
background checks, employment tests, and hiring and
promotions. If not properly administered, these areas may cause
employment law issues within the company.
Write a six to eight (6-8) page paper in which you:

1. Briefly explain your overall understanding of conducting
employee background checks. Why are they done? Why are they
important? Be clear with your discussion.
2. Identify and discuss at least two (2) types of background
checks you believe most organizations conduct and explain how
you will ensure the types you select are properly administered
in the company.
3. List and describe at least five (5) employee drug testing
procedures you should ensure in order to comply with state drug
testing laws. How would you ensure adherence to the
procedures?
4. Briefly discuss your understanding of bona fide occupational
qualification (BFOQ), affirmative action preferences, and
promotions. Then, identify at least three (3) actions you would
take to avoid employment law issues with these topics. Be
specific.
5. Go to https://research.strayer.edu at least three (3) quality
academic resources in this assignment. Note: Wikipedia and
other websites do not qualify as academic resources.
· Be typed, double spaced, using Times New Roman font (size
12), with one-inch margins on all sides; citations and references
must follow APA or school-specific format. Check with your
professor for any additional instructions.
· Include a cover page containing the title of the assignment, the
student’s name, the professor’s name, the course title, and the
date. The cover page and the reference page are not included in
the required assignment page length.
assignment are:
· Evaluate discrimination as a fundamental legal concern
surrounding recruiting activities.
· Determine employment laws that apply to the selection,
development, and management of employees.

· Evaluate policies and processes that promote a diverse
workforce.
employment law.
skills, using the following rubric:
Points: 190
Assignment 2: Employment Law and The Hiring Process
Criteria
Unacceptable
Below 70% F
Fair
70-79% C
Proficient
80-89% B
Exemplary
90-100% A
1. Briefly explain your overall understanding of conducting
employee background checks. Why are they done? Why are they
important? Be clear with your discussion.
Weight: 10%
Did not submit or incompletely briefly explained your overall
understanding of conducting employee background checks to
include why they are done and why they are important.

Partially briefly explained your overall understanding of
conducting employee background checks to include why they
are done and why they are important.
Satisfactorily briefly explained your overall understanding of
Thoroughly briefly explained your overall understanding of
2. Identify and discuss at least two (2) types of background
checks you believe most organizations conduct and explain how
you will ensure the types you select are properly administered
in the company.
Weight: 10%
Did not submit or incompletely identified and discussed at least
two (2) types of background checks you believe most
organizations conduct and explained how you will ensure the
types you selected are properly administered in the company.
Partially identified and discussed at least two (2) types of
background checks you believe most organizations conduct and
explained how you will ensure the types you selected are
properly administered in the company.
Satisfactorily identified and discussed at least two (2) types of

Thoroughly identified and discussed at least two (2) types of
3. List and describe at least five (5) employee drug testing
procedures you should ensure in order to comply with state drug
testing laws and how you would ensure adherence to the
procedures.
Weight: 10%
Did not submit or incompletely listed and described at least five
(5) employee drug testing procedures you should ensure in order
to comply with state drug testing laws and how you would
ensure adherence to the procedures.
Partially listed and described at least five (5) employee drug
testing procedures you should ensure in order to comply with
state drug testing laws and how you would ensure adherence to
the procedures.
Satisfactorily listed and described at least five (5) employee
drug testing procedures you should ensure in order to comply
with state drug testing laws and how you would ensure
adherence to the procedures.
Thoroughly listed and described at least five (5) employee drug

testing procedures you should ensure in order to comply with
state drug testing laws and how you would ensure adherence to
the procedures.
4. Briefly discuss your understanding of bona fide occupational
qualification (BFOQ), affirmative action preferences, and
promotions. Then, identify at least three (3) actions you would
take to avoid employment law issues with these topics. Be
specific.
Weight: 5%
Did not submit or incompletely briefly discussed your
understanding of bona fide occupational qualification (BFOQ),
affirmative action preferences, and promotions and identified at
least three (3) actions you would take to avoid employment law
issues with these topics.
Partially briefly discussed your understanding of bona fide
occupational qualification (BFOQ), affirmative action
preferences, and promotions and identified at least three (3)
actions you would take to avoid employment law issues with
these topics.
Satisfactorily briefly discussed your understanding of bona fide
these topics.
Thoroughly briefly discussed your understanding of bona fide

these topics.
5. 3 references
Weight: 5%
choices.
quality choices.
Weight: 5%
or formatting.
formatting.
formatting.
or formatting.

Weight: 5%
Weight: 5%
Weight: 5%

Recall from Assignment 1 the company had a few HR-related
lawsuits that were not in the company’s favor. To be more
specific, claims of harassment, not reasonably accommodating
disabilities, and work-life balance concerns were all issues
brought by employees forcing the company to answer to, and
defend itself. As the new CHRO you want to enact stronger
policies and guidelines to avoid these types of situations in the
future.
Write a five to six (5-6) page paper in which you:
1. Briefly note how harassment in the workplace affects equal
employment opportunity and describe at least 4 elements a
plaintiff must show to go forward with a harassment claim. How
might an organization avoid these elements from occurring?
HINT:
https://i-sight.com/resources/6-tips-to-avoid-harassment-and-

discrimination-claims/
2. Explain your overall understanding on reasonable
accommodation of disability (consider reviewing ADA rules).
Then, discuss a minimum of 3 things a plaintiff filing a failure
to accommodate claim must show that helps to prove they are
qualified for the job in question.
3. Make a connection between religious advocacy/harassment
and bona fide occupational qualification. Can churches
promoting a certain religion refuse to hire those who have a
different religion? If so or if not, why?
4. Discuss your overall understanding of FMLA and the
pregnancy discrimination act as it relates to organizations
granting leave for each. Then, identify 2-3 common FMLA
mistakes managers make and what you would do to avoid the
mistakes. HINT:
http://www.kansastag.gov/AdvHTML_Upload/files/FMLA-5-
Slip-Ups-White-Paper.pdf
quality academic resources in this assignment. Note: Wikipedia
and other websites do not qualify as academic resources.
assignment are:
· Assess and avoid various discrimination and harassment
violations to aid in maintaining a diverse workforce.
· Develop policies that are compliant with employment laws.

employment law.
proper writing mechanic.
Points: 190
Criteria
Unacceptable
Below 70% F
Fair
70-79% C
Proficient
80-89% B
Exemplary
90-100% A
1. Briefly note how harassment in the workplace affects equal
employment opportunity and describe at least 4 elements a
plaintiff must show to go forward with a harassment claim. How
might an organization avoid these elements from occurring?
Weight: 10%
Did not submit or incompletely briefly noted how harassment in
the workplace affects equal employment opportunity and
described at least 4 elements a plaintiff must show to go

forward with a harassment claim and how might an organization
avoid these elements from occurring.
Partially briefly noted how harassment in the workplace affects
equal employment opportunity and described at least 4 elements
a plaintiff must show to go forward with a harassment claim and
how might an organization avoid these elements from occurring.
Satisfactorily briefly noted how harassment in the workplace
affects equal employment opportunity and described at least 4
elements a plaintiff must show to go forward with a harassment
claim and how might an organization avoid these elements from
occurring.
Thoroughly briefly noted how harassment in the workplace
affects equal employment opportunity and described at least 4
elements a plaintiff must show to go forward with a harassment
claim and how might an organization avoid these elements from
occurring.
2. Explain your overall understanding on reasonable
accommodation of disability (consider reviewing ADA rules).
Then, discuss a minimum of 3 things a plaintiff filing a failure
Weight: 10%
Did not submit or incompletely explained your overall
understanding on reasonable accommodation of disability
(consider reviewing ADA rules) and discussed a minimum of 3
things a plaintiff filing a failure to accommodate claim must
show that helps to prove they are qualified for the job in
question.

Partially explained your overall understanding on reasonable
accommodation of disability (consider reviewing ADA rules)
and discussed a minimum of 3 things a plaintiff filing a failure
Satisfactorily explained your overall understanding on
reasonable accommodation of disability (consider reviewing
ADA rules) and discussed a minimum of 3 things a plaintiff
filing a failure to accommodate claim must show that helps to
prove they are qualified for the job in question.
Thoroughly explained your overall understanding on reasonable
accommodation of disability (consider reviewing ADA rules)
and discussed a minimum of 3 things a plaintiff filing a failure
3. Make a connection between religious advocacy/harassment
and bona fide occupational qualification. Can churches
promoting a certain religion refuse to hire those who have a
different religion? If so or if not, why?
Weight: 15%
Did not submit or incompletely made a connection between
religious advocacy/harassment and bona fide occupational
qualification and did not answer if churches promoting a certain
religion can refuse to hire those who have a different religion.
If so or if not, why?

Partially made a connection between religious
advocacy/harassment and bona fide occupational qualification
and partially answered if churches promoting a certain religion
can refuse to hire those who have a different religion. If so or if
not, why?
Satisfactorily made a connection between religious
and satisfactorily answered if churches promoting a certain
Thoroughly made a connection between religious
and thoroughly answered if churches promoting a certain
4. Discuss your overall understanding of FMLA and the
granting leave for each. Then, identify 2-3 common FMLA
mistakes.
Weight: 10%
Did not submit or incompletely discussed your overall
understanding of FMLA and the pregnancy discrimination act as
it relates to organizations granting leave for each and
identifying 2-3 common FMLA mistakes managers make and

what you would do to avoid the mistakes.
Partially discussed your overall understanding of FMLA and the
granting leave for each and identifying 2-3 common FMLA
mistakes.
Satisfactorily discussed your overall understanding of FMLA
and the pregnancy discrimination act as it relates to
organizations granting leave for each and identifying 2-3
common FMLA mistakes managers make and what you would
do to avoid the mistakes.
Thoroughly discussed your overall understanding of FMLA and
the pregnancy discrimination act as it relates to organizations
granting leave for each and identifying 2-3 common FMLA
mistakes.
5. 3 references
Weight: 5%
No references provided
Does not meet the required number of references; some
choices.
quality choices.

Weight: 5%
or formatting.
formatting.
formatting.
or formatting.
7. Appropriate use of APA in-text citations and references
Weight: 5%
Lack of in-text citations and / or lack of references section.

Weight: 5%
Weight: 5%

To be wrongfully terminated is to be fired for an illegal reason,
which may involve violation of federal anti-discrimination laws
or a contractual breach. The legal standards governing
termination differ substantially depending on whether private-
sector and nonunion employees or public-sector and unionized
employees are being considered. As the company HR leader,
you are accountable to the organization to ensure that all
employee terminations are initiated and completed while
maintaining strict adherence to current employment laws and
EEOC guidelines.
Write a five to six (5-6) page paper in which you:
1. Address your understanding of the term constructive
discharge (What is it?). Then, identify factors courts might
focus on to determine if a claim of constructive discharge
exists. How might the organization avoid claims of constructive
discharge? HINT: https://employment.findlaw.com/losing-a-
job/constructive-dismissal-and-wrongful-termination.html
2. Discuss the differences between “pure employment at-will”
and “employment at-will with exceptions.” Do you believe
employment at-will is fair? If not, what is an alternative?
3. Briefly describe what is the Montana Wrongful Discharge
from Employment Act (WDEA). What do you see as benefits of
this act to employees? Employers?
4. Identify and discuss a minimum of three (3) actions
organizations may want to consider as they seek to handle
employee terminations legally.
quality academic resources in this assignment. Note: Wikipedia
and other websites do not qualify as academic resources.

assignment are:
· Develop policies that are compliant with employment laws.
· Examine methods to assist in avoiding wrongful terminations.
employment law.
Points: 200
Criteria
Unacceptable
Below 70% F
Fair
70-79% C
Proficient
80-89% B
Exemplary

90-100% A
1. Address your understanding of the term constructive
discharge (What is it?). Then, identify factors courts might
focus on to determine if a claim of constructive discharge
exists. How might the organization avoid claims of constructive
discharge?
Weight: 15%
Did not submit or incompletely addressed your understanding of
the term constructive discharge (What is it?), and identified
factors courts might focus on to determine if a claim of
constructive discharge exists to include stating how might the
organization avoid claims of constructive discharge.
Partially addressed your understanding of the term constructive
discharge (What is it?), and identified factors courts might
focus on to determine if a claim of constructive discharge exists
to include stating how might the organization avoid claims of
constructive discharge.
Satisfactorily addressed your understanding of the term
constructive discharge (What is it?), and identified factors
courts might focus on to determine if a claim of constructive
discharge exists to include stating how might the organization
avoid claims of constructive discharge.
Thoroughly addressed your understanding of the term
constructive discharge (What is it?), and identified factors
courts might focus on to determine if a claim of constructive
discharge exists to include stating how might the organization
avoid claims of constructive discharge.

2. Discuss the differences between “pure employment at-will”
and “employment at-will with exceptions.” Do you believe
employment at-will is fair? If not, what is an alternative?
Weight: 20%
Did not submit or incompletely discussed the differences
between “pure employment at-will” and “employment at-will
with exceptions” and offered your belief on whether
employment at-will is fair. If not, did not submit or
incompletely discussed an alternative.
Partially discussed the differences between “pure employment
at-will” and “employment at-will with exceptions” and offered
your belief on whether employment at-will is fair? If not,
partially discussed an alternative.
Satisfactorily discussed the differences between “pure
employment at-will” and “employment at-will with exceptions”
and offered your belief on whether employment at-will is fair?
If not, satisfactorily discussed an alternative.
Thoroughly discussed the differences between “pure
employment at-will” and “employment at-will with exceptions”
and offered your belief on whether employment at-will is fair?
If not, thoroughly discussed an alternative.
3. Briefly describe what is the Montana Wrongful Discharge
from Employment Act (WDEA). What do you see as benefits of
this act to employees? Employers?

Weight: 20%
Did not submit or incompletely briefly described what is the
Montana Wrongful Discharge from Employment Act (WDEA)
and what you see as benefits of this act to employees and
employers.
Partially described what is the Montana Wrongful Discharge
from Employment Act (WDEA) and what you see as benefits of
this act to employees and employers.
Satisfactorily described what is the Montana Wrongful
Discharge from Employment Act (WDEA) and what you see as
benefits of this act to employees and employers.
Thoroughly described what is the Montana Wrongful Discharge
from Employment Act (WDEA) and what you see as benefits of
this act to employees and employers.
4. Identify and discuss a minimum of three (3) actions
organizations may want to consider as they seek to handle
employee terminations legally.
Weight: 20%
Did not submit or incompletely identified and discussed a
minimum of three (3) actions organizations may want to
consider as they seek to handle employee terminations legally.

Partially identified and discussed a minimum of three (3)
actions organizations may want to consider as they seek to
handle employee terminations legally.
Satisfactorily identified and discussed a minimum of three (3)
Thoroughly identified and discussed a minimum of three (3)
5. 3 references
Weight: 5%
choices.
quality choices.
Weight: 5%

or formatting.
formatting.
formatting.
or formatting.
Weight: 5%
Weight: 5%

Weight: 5%
HRM 510 – Business Employment Law
© 2019 Strayer University. All Rights Reserved. This document
contains Strayer University Confidential and Proprietary
information and may not be copied, further distributed, or
otherwise disclosed in whole or in part, without the expressed

written permission of Strayer University.
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