HRM 546 Entire Course NEW

UOP HRM 546 All Assignments (2 Set) NEW
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This Tutorial contains 2 Set of Papers/PPT for each
Assignment NEW
HRM 546 Assignment Collective Bargaining (2 PPT) NEW
HRM 546 Week 1 The Pharmmedix Human Resource Dilemma
(2 Papers) NEW
HRM 546 Week 2 Human Resource Dilemmas, Timothy
Reverson (2 Papers) NEW
HRM 546 Week 3 National Origin Discrimination (Jose
Martinez) (2 PPT) NEW
HRM 546 Week 3 Religious Discrimination and Racial
Harassment MarshawnDeMur (1 Paper and 1 PPT) NEW
HRM 546 Week 4 Assignment Affirmative Action (2
Papers) NEW

HRM 546 Week 5 Gyro, Inc. Chemical Plant Human Resource
Dilemma (WhistleBlower) (2 Papers) NEW
HRM 546 Week 6 Application of Legal and Ethical Obligations in
the Employment Relationship (2 Papers) NEW

UOP HRM 546 Assignment Collective Bargaining (2 PPT) NEW
546-assignment-collective-bargaining-2-ppt-recent
This Tutorial contains 2 Presentations
HRM 546 collective bargaining
The Human Resources department has been tasked by the CEO
to develop a training workshop on collective bargaining for
upper management. Your department must analyze the
obligations arising out of collective bargaining.
Design a training workshop to teach upper management about
collective bargaining.
Research the Internet and University Library for information
on the role of HR in collective bargaining and the topic of
collective bargaining.
Create a 10-to 15-slide presentation with speaker notes, not
including the title page, Q&A page, or References page and
address the following:
• Review applicable laws affecting collective bargaining.
• Discuss the role a Human Resource manager plays in labor
contract negotiations.

• Explain the requirements of collective bargaining being sure
to cover good faithbargaining and negotiation skills. Include a
discussion on mandatory and non-mandatory issues.
• Compare strikes, boycotts and work stoppages.
• Discuss one legal case concerning collective bargaining to use
as an example of a point you want to emphasize in your
presentation.
Format your presentation consistent with APA guidelines.
Use headings to appropriately signal the topics and keep your
document organized.
Use a minimum of two in-text citation sources within the
presentation, in addition to the one legal case required above,
and identify them in your APA correctly formatted References
page.

UOP HRM 546 Week 1 Advisory Memo
Employment Issues
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uop/hrm-546-week-1-advisory-memo-
employment-issues-2-papers-recent
HRM 546 Week 1 Advisory Memo Employment
Issues
As a first-year Human Resource Specialist at “State
of Estates” estate planning firm, your boss (Will N.
Trusts) presents you with the following two
scenarios:
Scenario 1
Gary, an estate planner, works on a contract basis
for our clients at “State of Estates”. On occasion, we
contract Gary to handle a specific client for a
specific estate planning job. Per our contract with
Gary for these specific clients, he is paid
commission on a weekly basis based on the overall
fee received by the firm. When working for these
specific clients, Gary is able to use our office space,

equipment, and any supplies necessary to
complete the job. To ensure consistent work
product and regulatory compliance, Gary submits
his work to a supervisor, who approves it and send
it to the client on behalf of our firm. Recently, we
had to lay Gary off in the middle of a job and he
filed for unemployment compensation.
 What legal tests could be employed to
determine whether Gary is an independent
contractor or employee?
 Based on these tests, what is your conclusion
as to Gary’s status: independent contractor or
employee?
Scenario 2
Susan, a financial products representative in our
Nebraska office, landed a major Mutual Fund client
just six weeks before planning to retire. In the
interim, and before her commission was paid, she
was let go by our firm. We did not have a contract
for employment with Susan. She is now suing us
for wrongful termination.
 Would any exceptions to Susan’s at-will
employment apply under these circumstances?
 Does it make a difference if Susan was
employed in our Florida office?
Apply the concept of employment at-will and its
various exceptions, including differences in

approach to at-will among the states.
Write two 175-word memorandums based on the
scenarios in one document. The memos should be
written in third-person voice, and include citation
of references (both in-text and at the end of the
memo) in APA format.
Click the Assignment Files tab to submit your
assignment.

UOP HRM 546 Week 1 The Pharmmedix Human Resource
Dilemma (2 Papers) NEW
546-week-1-the-pharmmedix-human-resource-dilemma-
2-papers-recent
This Tutorial contains 2 Papers
HRM 546 Week 1The Pharmmedix Human Resource Dilemma
at the end of Ch. 1 of Employment Law.
Resource: The Pharmmedix Human Resource Dilemma at the
end of Ch. 1 of Employment Law.
Research legal cases on employment-at-will employees
(regular employees) and independent contractors using online
law libraries of your choice.
Write a 700- to 1,050-word paper, written in the third person
voice, and address the following questions:
• How would you characterize the employment relationship of
the salespeople and Pharmmedix?
• Identify and describe the specific issues the salespeople
believe make them companyemployees in the workplace. What
elements of law are important for the salespeople to consider
in advancing their case?

• Evaluate the actions of Pharmmedix in this situation. What
could have Pharmmedix done to prevent the situation and what
more could the company do to ensure that this type of situation
would not occur in the future?
• What are the broader implications of this situation for
Pharmmedix? What consequences can occur to Pharmmedix?
• What resolution to this situation might the Human Resource
Director suggest?
Include justification for your responses by citing a minimum of
two laws and a minimum of two legal cases in your discussion.
Relate the legal cases you select to the issues presented in the
case scenario.
Consider issues such as corporate culture, traditional ways of
employing pharmaceutical representatives in the industry, the
IRS 20 Factor Test, employment contracts, and any strategic
steps that should be addressed in your responses.
Format your paper consistent with APA guidelines.
document organized.
Include a minimum of two in-text citation sources within the
paper, in addition to the two laws and two legal cases required
above, and identify them in your APA correctly formatted
References page.

UOP HRM 546 Week 2 Affirmative Action and Title
VII Presentation (2 PPT) NEW
uop/hrm-546-week-2-affirmative-action-and-
title-vii-presentation-2-ppt-recent
HRM 546 Week 2 Affirmative Action and Title VII
Presentation (2 PPT) NEW
“State of Estates” is a national estate planning firm
with 2,500 employees in eight states.
Prepare a 10- to 15-slide Microsoft® PowerPoint®
presentation with speaker notes for upper
management at “State of Estates” to address the
following areas:
 An overview of Title VII as applied to race and
national origin discrimination
 Ways “State of Estates” can minimize liability
for race and national origin discrimination in its
employment practices
 The three types of affirmative action
 Whether any type of affirmative action is

required or recommended for the firm
Include visual interest in the form of relevant
photos, clip art, and/or graphics.
Format your presentation consistent with APA
guidelines and include both an introduction slide
and reference slide,
assignment

UOP HRM 546 Week 2 Human Resource Dilemmas, Timothy
Reverson NEW
546-week-2-human-resource-dilemmas,-timothy-
reverson-2-papers-recent
HRM 546 wk 2 Human Resource Dilemmas, Timothy Reverson,
in Ch. 6 of Employment Law.
Resource: Human Resource Dilemmas, Timothy Reverson, in
Ch. 6 of Employment Law.
Research legal cases on employment discrimination and
alternative dispute resolution using online law libraries of your
choice.
Write a 700- to 1,050-word paper, written in the third person
• How would you characterize the employment practices in this
case scenario? Was it legal and ethical for the company to
terminate Timothy Reverson over his pay raise argument?
• What elements of law are important for Timothy Reverson to
consider in advancing his case?

• What elements of law are important for the company to
consider in defending its position, including that of forced
arbitration?
• Evaluate the actions of the company in this situation. What
could have the company done to prevent the situation and what
more could the company do to ensure that this type of situation
would not occur in the future?
• What are the broader implications of this situation for the
company? What consequences can occur to the company?
• What resolution to this situation might a Human Resource
Director suggest other than forced arbitration and the company
lawyer's motion to dismiss?
Relate the legal cases you select to the issues presented in the
case scenario.
Consider issues such as corporate culture, progressive
discipline, other types of alternative dispute resolution,
company brand and reputation, and any strategic steps that
should be addressed in your responses.
Format your paper consistent with APA guidelines,
Use a minimum of two in-text citation sources within the paper,
in addition to the two laws and two legal cases required above,
page.

UOP HRM 546 Week 3 Case Scenario Employment
Discrimination Based on Race and Religion
uop/hrm-546-week-3-case-scenario-
employment-discrimination-based-on-race-
and-religion-2-papers-recent
HRM 546 Week 3 Case Scenario Employment
Discrimination Based on Race and Religion
Resources: Employment Law for Business, Ch. 2, 3,
6, & 7, and case scenario provided by the Society
for Human Resource Management (SHRM)
Review the case scenario materials for “Religious
Discrimination and Racial Harassment: What Ever
Happened to MarShawn DeMur?”
Discuss, as a team, the inherent employment
discrimination issues and include the following in
your report:
 Identify and describe the specific issues Maalick
encountered in the workplace. Do the actions of
other workers at Treton represent discrimination

and harassment? What elements of law are
important for Treton to consider?
 Evaluate the actions of the HR director, Marta
Ford, in response to Maalick’s situation. What
could she have done to prevent the situation and
what more could she do to ensure that this type of
situation would not occur in the future?
 How would you characterize Clive Jenkins’
behavior and response to this situation?
 What resolution to this situation might Judith
Dixon suggest?
 What are the broader implications of this
situation for Treton? What type of organizational
review might Dixon initiate or suggest from a
corporate perspective?
Write a 700- to 1,050-word report.
Format your report consistent with APA
guidelines.
assignment.

UOP HRM 546 Week 3 Gender Discrimination and
Sexual Harassment Chart
uop/hrm-546-week-3-gender-discrimination-
and-sexual-harassment-chart-2-papers-recent
HRM 546 Week 3 Gender Discrimination and
Sexual Harassment Chart
Create a chart with rows and columns to establish
the following requirements of discrimination
under the law in the following areas at the top:
 Title VII Gender Discrimination in Employment
Practices
 Sexual Harassment Based on Hostile Work
Environment
 Quid-Pro-Quo Sexual Harassment
 Sexual Orientation in the Workplace
Along the left-hand side of the chart, create the
following rows:
 Requirements to Prove Under the Law

 Ways Employers can Minimize Liability
 Recent Case Example
Complete the chart for each section.
Explain in 350 to 525 words the requirements of
each type of potential gender discrimination.
Explain in 350 to 525 words the specific ways
employers can minimize liability for each type of
gender discrimination.
Research and include a relevant case to illustrate
each type of gender discrimination.
Format your citations and references consistent
with APA guidelines.
assignment.

UOP HRM 546 Week 3 National Origin Discrimination (Jose
Martinez) (2 PPT) NEW
546-week-3-national-origin-discrimination-jose-martinez-
2-ppt-recent
This Tutorial contains 2 Presentations
Resource: Human Resource Dilemmas, Jose Martinez, in Ch. 15
of Employment Law
José Martinez applies for a job with American Heartland
Corporation. Sparky Foster, personnel director, asks Martinez
if he is a U.S. citizen. Martinez replies in the negative but then
produces a green card signifying his status as a resident alien
with working privileges. Foster silences Martinez and then tells
him, “At American Heartland, we hire only U.S. citizens.”
Martinez is considering suing under Title VII. How would you
advise him?

Research legal cases on national origin employment
discrimination, the Immigration Reform and Control Act, and
Form I-9 using online law libraries of your choice.
Create a 10- to 15-slide presentation with speaker notes, not
including the title page, Q&A page, or References page and
address the following:
• Explain the components of the Immigration Reform and
Control Act and describe how it works.
• What elements of law are important for Jose Martinez to
• Evaluate the actions of the personnel director in this
situation. Did Sparky Foster discriminate or not? Defend your
position.
• What are the broader legal and ethical implications of this
situation for the company? What consequences can occur to the
company?
• What resolution to this situation might an effective Human
Resource Director suggest?
two laws and a minimum of one legal case in your discussion.
Relate the legal case you select to the issues presented in the
case scenario.
Consider issues such as corporate culture, HR training, and any
strategic steps that should be addressed in your responses.
Format your presentation consistent with APA guidelines.
Use a minimum of two in-text citation sources within the
presentation, in addition to the two laws and one legal case
required above, and identify them in your APA correctly
formatted References page.

UOP HRM 546 Week 3 Religious Discrimination and Racial
Harassment MarshawnDeMur (1 Paper and 1 PPT) NEW
546-week-3-religious-discrimination-and-racial-
harassment-marshawndemur-1-paper-and-1-ppt-recent
This Tutorial contains 1 Paper and 1 Presentation
HRM 546 Week 3 Religious Discrimination and Racial
Harassment MarshawnDeMur
Reference: Religious Discrimination and Racial Harassment:
What Ever Happened to MarShawnDeMur?
Discuss the MarShawnDeMur case as a team.
Research legal cases on religious discrimination and racial
harassment using online law libraries of your choice.
Write a 750- to 1000-word paper, written in the third person
Or

Create a 10-to 15-slide presentation with speaker notes, not
including the title page or References page and address the
following:
• Identify and describe the specific issues Maalick encountered
in the workplace. Do the actions of other workers at Treton
represent discrimination and harassment? What elements of
law are important for Treton to consider?
• Evaluate the actions of the HR director, Marta Ford, in
response to Maalick's situation. What could she have done to
prevent the situation and what more could she do to ensure
that this type of situation would not occur in the future?
• How would you characterize Clive Jenkins' behavior and
response to this situation?
• What resolution to this situation might Judith Dixon suggest?
• What are the broader implications of this situation for
Treton? What type of organizational review might Dixon
initiate or suggest from a corporate perspective?
Relate the legal cases you select to the issues presented in
MarShawnDeMur's case scenario.
Consider issues such as corporate culture, diversity, and any
issues arising out of Title VII of the Civil Rights Act of 1964, as
amended, and any strategic steps that should be addressed in
your responses.
Use a minimum of three citation sources, in addition to the two
laws and two legal cases required above, within the slides and
identify them on your references slide.

UOP HRM 546 Week 4 Advisory Memo Reasonable
Accommodation and Undue Hardship
uop/hrm-546-week-4-advisory-memo-
reasonable-accommodation-and-undue-
hardship-2-papers-recent
HRM 546 Week 4 Advisory Memo Reasonable
Accommodation and Undue Hardship
Resources: Employment Law for Business, Ch. 2,
11, & 13
As a first-year Human Resource Specialist at “State
of Estates” estate planning firm, your boss (Will N.
Trusts) presents you with the following two
scenarios:
Scenario 1
Ned was hired six weeks ago by “State of Estates”
to supervise the call center on weekends. At the
time of hire, Ned did not disclose that he is a
follower of the “Weekend Warriors” religion. In
observance of his religious practices, Ned may not

work Saturday mornings before noon. Ned called
out of work three Saturday mornings in a row,
costing the company extra overtime costs. The
company looked to re-arrange the schedule, but to
pull in a more senior supervisor on the weekend
would require time-and-a-half pay. In addition,
call-center statistics indicate a drop in
productivity when there is a change of supervisor
mid-day. The company would like to terminate
Ned’s employment.
 Would Ned have an argument for religious
discrimination against “State of Estates?” Why or
why not?
 If yes, would the company be able to assert any
defenses under these circumstances?
Scenario 2
Ella works in the accounting department in the
northern satellite office of the company. She has
been employed for four years, and performed her
job well until recently, when she was caught
sleeping on the job numerous times. Ella explained
to her supervisor that she suffers from sleep apnea
and has not been sleeping well at night. She
requested a special caffeine supplement, at $200
daily, to keep her focused on the spreadsheets.
 What factors would a court consider in
determining whether Ella’s sleep apnea qualifies

her for protection under the ADA?
 Would “State of Estates” have to provide the
requested accommodation of the caffeine pills in
this instance? Why or why not?
Create two 350-word memos in one document
based on these two scenarios.
Format your memos, including citations and
references consistent with APA guidelines.
assignment.

UOP HRM 546 Week 4 Assignment Affirmative Action (2
Papers) NEW
546-week-4-assignment-affirmative-action-2-papers-
recent
Research legal cases on affirmative action for the most current
legal cases not included in your text, using online law libraries
of your choice.
Write a 1,050- to 1,400-word paper, written in the third person
• Discuss a brief history of affirmative action in the workplace.
• Describe the pros and cons of affirmative action.
• Argue one way or another the concept of “reverse
discrimination” making sure to note what protection is
afforded all classes by Title VII and to whom it applies.
• Discuss the ethical implications of affirmative action such as
those discussed in various legal cases. Identify those cases.
• What might a Human Resource Director explain to an
employee if confronted with allegations that an alleged
“unqualified” disabled female minority was hired to a highly

desirous position over the objections of an employee that
believed he or she should have been awarded the position
instead?
one law and a minimum of two legal cases in your discussion.
Consider issues such as institutional culture, diversity, and any
strategic steps that should be addressed in your responses.
in addition to the one law and two legal cases required above,
page.
Click the Assignment Files tab to submit your assignment.

UOP HRM 546 Week 4 Ways to Prevent Age
Discrimination in Employment
uop/hrm-546-week-4-ways-to-prevent-age-
discrimination-in-employment-2-ppt-recent
HRM 546 Week 4 Ways to Prevent Age
Discrimination in Employment
“State of Estates” is a national estate planning firm
with 2,500 employees in eight states.
Research, as a team, three relevant court cases on
age discrimination.
Design a 10- to 15-slide Microsoft® PowerPoint®
presentation with speaker notes for the senior
management team at “State of Estates” to train
them on the following topics:
 An overview of the ADEA
 The concept of “BFOQ” and how it applies to
age
 Ways “State of Estates” can minimize liability

for age discrimination in its employment practices
 Include a short description of the case, legal
issue, and court ruling in your presentation.
Give examples of how this concept has been
applied to employment situations involving age of
employee.
Include visual interest in the form of relevant
photos, clip art, and/or graphics.
guidelines and include both an introduction slide
and reference slide,
assignment.

UOP HRM 546 Week 5 FMLA, Labor Laws, and
OSHA
uop/hrm-546-week-5-fmla-labor-laws-and-
osha-2-ppt-recent
HRM 546 Week 5 FMLA, Labor Laws, and OSHA
You are a first-year Human Resource Specialist at
“State of Estates” estate planning firm. Norman is
the mid-level manager responsible for the
southern regional office. The following events
have recently occurred in Norman’s office:
 Ken, an estate planner in Norman’s office,
recently adopted a baby with his wife. He applied
for 12-week family leave, but was denied by
Norman because his wife did not physically give
birth. The corporate human resource department
(where you work) was not given notice of this
decision.
 June, part of the full-time housekeeping staff,
has been asking other employees if they would like
to join a union. There are currently no unions

within the organization.
 Maria is concerned about ladders that are
placed around the office for remodeling. Norman
said not to worry, and that there are no official
policies for safety in an office setting.
Prepare a 3- to 5-minute video or 15- to 20-slide
Microsoft® PowerPoint® presentation with
speaker notes responding to Norman from a
Human Resource standpoint. The video or
presentation should address the following topics:
 An overview of the FMLA and its key provisions
relating to Ken.
 Recommended resolution for Ken’s situation
(both for Ken as an employee and as a company
handling these requests moving forward).
 An overview of key labor laws to briefly
educate Norman on employee rights in unionizing.
 A brief discussion of OSHA and possible
application to Norman’s office setting.
guidelines.
assignment

UOP HRM 546 Week 5 Gyro, Inc. Chemical Plant Human
Resource Dilemma (WhistleBlower) (2 Papers) NEW
546-week-5-gyro-inc-chemical-plant-human-resource-
dilemma-whistleblower-recent
Resource: Human Resource Dilemmas, Gyro, in Ch. 4 of
Employment Law
Research legal cases on the Whistleblower Protection Act, False
Claims Act, and Sarbanes-Oxley Act using online law libraries of
your choice.
Write a 750- to 1000-word paper, written in the third person
• Explain the components of the Whistleblower Protection Act
and describe how it works.
• What elements of law are important for Luke Sheldon to

• Explain the components of the False Claims Act and whether
Luke Sheldon can benefit from this act.
• What are the broader legal and ethical implications of this
situation for the company under the Sarbanes-Oxley Act? What
consequences can occur to the company?
• What resolution to this situation might an effective Human
Resource Director suggest?
three laws and a minimum of one legal cases in your discussion.
Relate the legal case you select to the issues presented in the
case scenario.
Consider any strategic steps the company should take that
should be addressed in your responses.
in addition to the three laws and one legal case required above,
page.
Click the Assignment Files tab to submit your assignment.

UOP HRM 546 Week 6 Application of Legal and Ethical
Obligations in the Employment Relationship (2 Papers) NEW
546-week-6-application-of-legal-and-ethical-obligations-
in-the-employment-relationship-recent
Application of Legal and Ethical Obligations in the Employment
Relationship
Resource: Application of Legal and Ethical Obligations in the
Employment Relationship, and the SHRM articles in the
readings
Research the Internet and University Library for information
on medical marijuana laws and drug testing in the workplace.
Design a company policy and procedure for how drug and
alcohol testing will be handled by the company being sure to
include all measures and steps that will be taken.

Include information related to pre-employment testing and
what happens in the event of adverse results.
Explain whether or not the company follows federal law or
respects state law in requiring any such testing. There is no
word count restriction for this policy and procedure.
Discuss the case scenario in a written report and all its
applicable topics being sure to include the following:
• Whether or not the woman has a valid claim. Support your
position using laws or statutes, including any legal cases on the
matter.
• Whether or not the company has a valid defense. Support
your position using law or statutes, including any legal cases on
the matter.
• The legal and ethical merits of a company allegedly having a
zero-tolerance policy, but not giving it to an employee in
writing. What legal issues does this present?
• The significance of an employee handbook and whether or
not it can be construed as a legal contract between employer
and employee.
• Whether or not the employment-at-will doctrine takes
precedence despite other laws in effect.
• Cite a minimum of two federal laws and one state law, in
addition to other sources required for this assignment that
apply to this case scenario being sure to cite them correctly in
the body of your paper as well as the References page.
• Recommend and describe a conflict resolution process as a
solution to handle the matter, hoping to avoid a lawsuit.
Write a 1,350-1,500 word report in the third person voice,
exclusive of the policy.
document organized.

UOP HRM 546 Week 6 Employee Handbook
uop/hrm-546-week-6-employee-handbook-2-
papers-recent
HRM 546 Week 6 Employee Handbook
You are a first-year Human Resource Specialist at
“State of Estates” estate planning firm. The firm is
devising a new employee handbook. You have
been asked to create two sections:
1.The Company Policy regarding Alcohol/Drug
Testing
2.The Company Policy regarding Employer
Monitoring of Employees
Formulate these policies in a single document,
reflecting an understanding of course materials
and credible outside research.
Include and cite applicable laws for each topic as
the basis for the policy. You may use federal, state,
or case law as the foundation for your work.

Following is a list of topics you may want to
consider in your policies:
 Pre-employment drug/alcohol testing
 Random drug/alcohol testing
 Procedure for employees who disagree with
results of drug/alcohol Testing
 Drug/alcohol procedure for contracted
government employees who work in satellite
offices
 Drug testing in states with legal marijuana use
 Monitoring of employee desktop computers
 Monitoring of employee personal social media
use
 Monitoring of employee cell phone and
company car

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