Griggs V. Duke Energy Co.
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Sheet1Phase of Business/ Financal Management needsDebt FinancingEquity FinancingGift FinancingFinancing for StartupsConsumer Banks, Commercial Banks, SBA insured loans, Economic development agencies, Incubators, Accelerators, Leasing companies, Personal credit cardsFriends, family, Angels, Venture capital, direct public offering, CrowdfundingPersonal: Cash, pick up the tab, free use, free work, unpaid labor, overpayment, favored status/sweetheart deal forgiveness, deferralFinancing for GrowthCommercial banks, SBA, Private placement loans, Economic development agency, supplliers, leasing company, personal credit cardself generated funds, venture capital, direct public offering, merger, acquisitionInstitutional: SBIR, STTR grant, state grant, incubator, accelerator, dontated capital, tax abatement
Personal: Cash, pick up the tab, free use, free work, unpaid labor, overpayment, favored status/sweetheart deal forgiveness, deferralFinancing for Operationsfactor receivables, business cc, commercial bank, sba, private placement loans, suppliers, leasing companiesself generated funds, venture capital, direct public offeringInstitutional: SBIR, STTR grant, state grant, incubator, accelerator, dontated capital, tax abatement
Personal: Cash, pick up the tab, free use, free work, unpaid labor, overpayment, favored status/sweetheart deal forgiveness, deferralFinancing for Exitconsumer banks, Commercial Banks, SBA, private placement loans, economic development agencies, sba investment companies, suppliers, leasing companies, lines of creditself generate funds, venture capital, direct public offeringInstitutional: SBIR, STTR grant, state grant, incubator, accelerator, dontated capital, tax abatement
Personal: Cash, pick up the tab, free use, free work, unpaid labor, overpayment, favored status/sweetheart deal forgiveness, deferral
1
Email Communication Responses – No. 1 Employment Law Compliance Plan
Email Communication Responses – No. 1 Employment Law Compliance Plan
From:
To: “CEO Smith” [email protected][email protected]
Date: November 28, 2016
Re: Employment Law Compliance Plan
Mr. Smith:
With reference to the email sent to Nov.1, these are and will be the measures to take regarding your request
With the purpose of improving the operation of the company, it is necessary to review and update the policies of the company, as well as everything related to labor laws. This will provide the necessary means to comply with what is established by law and in turn with the company staff. If everything related to these issues is kept up to date, errors are less likely to be made when corrective measures are taken, just as it is of the utmost importance that all the members of the directive know in depth the laws that protect the workforce in all aspects. It is necessary to carry out the appropriate training as soon as possible. Remember that as a team, meeting these requirements is completely necessary.
Every decision taken, entails a res.
ABS Harrasment_Final_Paper1
This document proposes a comprehensive sexual harassment policy for Arbor Building Services to comply with legal requirements and prevent costly lawsuits. It outlines the need for a policy due to a recent sexual harassment lawsuit filed against the company. The policy aims to clearly define harassment, establish procedures for reporting incidents and investigating complaints, ensure confidentiality, provide training to promote prevention, and designate an employee to coordinate compliance. Research cited shows sexual harassment claims and related costs to companies have sharply increased in recent years, emphasizing the importance of a strong policy.
Risk Assessment Of Social Networking Utilize V3.01
A standardized, structured assessment enabling a provider to methodically review empirically support...
2015 Human Resources Updates
There were major forces at work this past year that have made the labor and employment landscape in 2015 more dynamic and unpredictable than in recent years. A volatile political climate, still-sluggish economy, historic swing in the mid-term elections and aggressive federal initiatives have left many employers wondering what 2015 holds in store. In this report, we cover some of the hottest employment and health care trends, plus new payroll, tax and benefits information.
AMU Management Adverse Impact Exercise Questions.docx
The document provides statistics on hiring at Symco Industries for engineering jobs in 2016. It asks questions about potential adverse impact in the hiring process based on these statistics. Specifically, it asks (a) if there is overall indication of discrimination based on the numbers, (b) if discrimination could be occurring at any stage of the process based on who, and (c) what argument the company could make in response to charges of discrimination. It then provides background on adverse impact analysis and different statistical tests that can be used to identify potential discrimination.
AMU Management Adverse Impact Exercise Questions.docx
The document provides statistics on applications, interviews, tests, and job offers for men, women, minorities, and non-minorities for an engineering job at Symco Industries. It asks three questions: 1) Is there overall discrimination indicated by the statistics? 2) Is there potential discrimination at any stage of the process, and if so for whom? 3) What argument could the company make in response to charges of discrimination based on the analysis? It also provides background on how adverse impact analyses are used in evaluating equal employment opportunity considerations.
Running head ERISA AND EEOC1ERISA AND EEOC6.docx
Running head: ERISA AND EEOC 1
ERISA AND EEOC 6
Comparing and Contrasting ERISA and EEOC
Keri King
Module 5
Comparing and Contrasting ERISA and EEOC
Employee Retirement Income Security Act (ERISA) protects Americans’ retirement assets through the implementation of procedures that qualified plans must adhere to. In the context, the intention is ensuring that fiduciaries do not misuse plan assets. Moreover, it formulates minimum standards for participation, vesting, benefit accrual, and funding of retirement plans. In this case, participants in the retirement plan are entitled to sue either for benefits or breaches of fiduciary duty.
The Equal Employment Opportunity Commission, on the other hand, enforces federal laws regarding discrimination or harassment of job applicants or other employees in the United States of America. In the context, it investigates discrimination charges that are leveled against employers, companies being subject to the law if they have at least 15 employees. Unlike ERISA, EEOC highlights acceptable practices that employers should engage in as well as those that should be shunned. As an illustration, it provides that an employer should not publish a job advertisement that exhibits some preference for a group of people based on sex, color, age, and the like.
Although some similarities exist between ERISA and EEOC, it is worth noting that the functionality and provisions therein involve a great deal of differences. In my view, the appropriate methodology for the presentation of the differences would be the discussion of individual provisions of both ERISA and EEOC.
ERISA cover involves a myriad of benefits, one of which is medical, surgical, or hospital care. Under it, a participant who is admitted to medical facilities either for basic medical care or comprehensive check-up enjoys ERISA cover. The other benefit is that of sickness, accident, disability, or death. The implication in the case is that a participant who is admitted to the hospital enjoys full medical cover. Moreover, a beneficiary who suffers an accident and sustains an injury of whichever magnitude would receive some benefits to enable them to push on with a decent life. In case of death, however, the participant’s beneficiaries receive compensation for the avoidance of interruption of their lives due to the loss of the breadwinner. The cover also entails unemployment benefits for the extension of a stipend on a regular basis during the period of loss of employment (Anderson, 2015). In this case, the stipend may be extended on a monthly basis to enable the participant to cater to the needs of his family members. The cover also entails vacation benefits, whereby the participants who are on leave continue to enjoy the compensation benefits they would have if they were working. The benefits therein encourage participants to proceed on vacation, where they gain the opportunity to refresh and plan for future endeavors. Notably, the .
2017 employment landmines general
This document provides a summary of an HR safety training presentation on labor law issues and risks ("labor landmines") in 2017. It covers several topics:
1. Harassment/discrimination training requirements for California employers with 50+ employees.
2. Recent changes to the Fair Employment and Housing Act regulations in California regarding written policies, protected classifications, and anti-bullying training.
3. Considerations for employers regarding transgender employees' access to facilities, California law on harassment protections for unpaid interns/volunteers, and EEOC guidance on questioning prospective employees about HIV/AIDS.
"Trends in Pre-employment Screening in 2017"
Locator Service has an article published in HR News -IPMA-HR. The Magazine of the International Public Management Association for Human Resources
HRM UNIT II Lesson 1 EQUAL EMPLOYMENT OPPORTUNITY (EEO)_58f235c213585377c241c...
Equal employment opportunity (EEO) laws prohibit discrimination in hiring and employment decisions based on certain protected characteristics. Under EEO, all qualified candidates should have an equal chance of being hired or promoted based solely on job-related merits regardless of their race, gender, religion, or other protected attributes. EEO regulations require employers to make employment decisions only based on factors like qualifications, performance, and conduct, rather than personal characteristics. Employers who violate EEO laws can face lawsuits and penalties.
Employment Practices Liability Insurance (EPLI) and Workers Compensation
Please join us for a discussion with Cleve Daigle, Vice President of Hartwig Moss Insurance Agency (HMIA). Below are some of the topics Cleve will be discussing.
Employment Practices Liability Insurance (EPLI):
- What types of employee-related lawsuits are covered?
- Facts about Employment Practices Lawsuits
- Best Defenses against Employment Practices Lawsuits
Worker's Compensation Insurance:
- History of Worker’s Compensation Insurance
- 4 Types of Benefits Provided by Worker’s Comp Insurance
- Employers Liability Coverage
- What’s Best for Business Owners - Worker’s Comp or Medical Insurance?
- Best Defenses against Employment Practices Lawsuits
Eeoc Oper Mgt 345 Presentation
This document summarizes the history and role of the Equal Employment Opportunity Commission (EEOC) and provides an overview of key US employment discrimination laws. It discusses the EEOC's establishment in 1965 to enforce antidiscrimination laws and its responsibilities to coordinate regulations, interpret laws, and support local agencies. The document also outlines various discriminatory practices prohibited by laws covering race, color, religion, sex, national origin, age, disability status and more. Finally, it provides helpful hints for employers to promote diversity and inclusion in the workplace.
R2P Community Impact Guide 2013 8 22 (2)
This document summarizes guidance from the Equal Employment Opportunity Commission (EEOC) on how employers can safely limit the use of criminal records in hiring. It discusses how overuse of criminal records disproportionately impacts minority communities and can violate anti-discrimination laws. The EEOC guidance encourages individualized assessments of criminal histories that consider the nature of the offense, time since conviction, and relevance to the job. It recommends against blanket bans and considering arrests without convictions. The document provides best practices for employers, such as not asking about convictions initially, only using conviction records, limiting how far back convictions are considered, and giving applicants a chance to challenge reports. It encourages community members to educate employers on these issues.
OFCCP Gets Tough Presentation
How the Obama Administration has re-shaped the OFCCP into an aggressive enforcement arm of affirmative action and nondiscrimination compliance, and what it all means for your organization.
Be Alert for these Federal Labor Law Enforcement Hot Buttons
Even if you run a tight ship with respect to federal labor laws, it's wise to stay current on what the government considers hot-button issues. Doing so can be helpful as you monitor your company's practices and policies -- looking for areas that could create problems and push some of the hot buttons. Here's the latest summary of where the government is turning its spotlight of enforcement.
10 Trending Employee Relations Issues for 2016
This document discusses several trending employee relations issues for 2016, including same-sex marriage benefits, social media policies, tattoo policies, transgender employee policies, performance reviews, medical marijuana, "ban the box" policies, reverse mentoring, the Affordable Care Act employer mandate, and confidentiality in workplace investigations. Key issues around each topic center on balancing employee rights and privacy with business interests.
Chapter 18
The document discusses key concepts in US employment law, including the employment-at-will doctrine and its exceptions, major federal statutes governing wages/hours and workplace safety/health, leave laws like FMLA, and protections against discrimination based on characteristics like race, gender, age, and disability under laws such as Title VII, EPA, ADEA, and ADA. Defenses to discrimination claims include business necessity, BFOQ, seniority systems, and after-acquired evidence of employee misconduct.
FINAL Employers Guide to Best Practices 2013 (1)
The document provides guidance to employers on safely limiting the use of criminal records in hiring. It advises that the Equal Employment Opportunity Commission (EEOC) has issued guidelines for employers related to adverse hiring actions based on criminal history. The EEOC's guidelines reflect disparities in incarceration rates among different racial groups. The employer should consider the nature of any offenses, time passed since conviction, and relevance to the job. Failure to comply with these and other federal laws like the Fair Credit Reporting Act (FCRA) could result in legal liability for employers.
Connecticut Mandatory Training Kit
The document provides information about Connecticut's mandatory training law for preventing sexual harassment. It summarizes that Connecticut law requires organizations with 50 or more employees to provide two hours of sexual harassment prevention training to supervisors and managers located in Connecticut. It must cover federal and state harassment laws, remedies, types of conduct, and strategies for prevention. Training can be delivered in-person, online, or through webinars, and documentation of training content and attendance is encouraged.
Similar to Griggs V. Duke Energy Co. (20)
Sheet1Phase of Business Financal Management needsDebt FinancingEq.docx
Sheet1Phase of Business Financal Management needsDebt FinancingEq.docx
Risk Assessment Of Social Networking Utilize V3.01
Risk Assessment Of Social Networking Utilize V3.01
AMU Management Adverse Impact Exercise Questions.docx
AMU Management Adverse Impact Exercise Questions.docx
AMU Management Adverse Impact Exercise Questions.docx
AMU Management Adverse Impact Exercise Questions.docx
HRM UNIT II Lesson 1 EQUAL EMPLOYMENT OPPORTUNITY (EEO)_58f235c213585377c241c...
HRM UNIT II Lesson 1 EQUAL EMPLOYMENT OPPORTUNITY (EEO)_58f235c213585377c241c...
Employment Practices Liability Insurance (EPLI) and Workers Compensation
Employment Practices Liability Insurance (EPLI) and Workers Compensation
Be Alert for these Federal Labor Law Enforcement Hot Buttons
Be Alert for these Federal Labor Law Enforcement Hot Buttons
Griggs V. Duke Energy Co.
- 1. Griggs V. Duke Energy Co. On September 17, 2014, the Equal Employment chance Commission (EEOCâ€) issued a press launch announcing it really is suing BNV Home Care Agency, Inc. (BNVâ€) for techniques which are prohibited by the Genetic Information Nondiscrimination Act (GINAâ€). Anyone believing that their employment legal rights were violated because of the forms of discrimination covered by the national laws and regulations, or because of retaliation for opposing job discrimination, processing a charge, or taking part in procedures under those regulations, may lodge a charge of discrimination because of the EEOC. In many says, the charge should be recorded within 300 days of the date associated with alleged discrimination. The EEOC will inform the company within 10 days of obtaining a charge. the product range of discriminatory methods prohibited by EEOC-enforced guidelines is much broader than simply employing and firing. If a prohibited discriminatory motive could be the root cause associated with the choice or action taken, an employer are held liable such places as compensation, projects, transfers, promotions, layoffs and recalls, assessment, and fringe advantages. The reach of the regulations can also be extended by catchall language prohibiting discrimination in most conditions and terms†of work. tips and reality sheets posted by the Department of Labor and on the EEOC's website are particularly helpful. One of the most helpful information recently offered may be the EEOC's 2006 Compliance guide, available at Published in April 2006, the manual describes common issues and best methods for businesses striving in order to prevent discriminatory practices. The most significant recent improvement in civil-rights enforcement is reflected in EEOC's admonition that supervisor training is a best training. Actually, the prevalence of supervisory learning the office is paid utilizing the decrease in the number of instances of intimate harassment recently. Ca happens to be a leader of this type using its state law mandate that companies offer sexual harassment training to supervisors every 2 yrs.
- 2. It is unlawful for an employer to create work ad that presents a preference for or discourages someone from applying for employment as a result of his or her race, color, faith, intercourse (including pregnancy), nationwide beginning, age (40 or older), disability or genetic information. Homepage If work applicant with a disability needs an accommodation (such as for example an indicator language interpreter) to try to get a job, the people finder background check employer must give you the accommodation, provided that the accommodation cannot cause the company significant