HRM 546 Week 1 Advisory Memo Employment Issues (2 Papers) HRM 546 Week 2 Affirmative Action and Title VII Presentation (2 Papers) HRM 546 Week 3 Case Scenario Employment Discrimination Based on Race and Religion (2 Papers) HRM 546 Week 3 Gender Discrimination and Sexual Harassment Chart (2 Papers)

1. HRM 546 All Assignments (2 Set of Papers)
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HRM 546 Week 1 Advisory Memo Employment Issues (2 Papers)
HRM 546 Week 2 Affirmative Action and Title VII Presentation (2
Papers)
HRM 546 Week 3 Case Scenario Employment Discrimination Based on
Race and Religion (2 Papers)
HRM 546 Week 3 Gender Discrimination and Sexual Harassment Chart
(2 Papers)
HRM 546 Week 4 Advisory Memo Reasonable Accommodation and
Undue Hardship (2 Papers)
HRM 546 Week 4 Ways to Prevent Age Discrimination in Employment
(2 Papers)
HRM 546 Week 5 FMLA, Labor Laws, and OSHA (2 Papers)
HRM 546 Week 6 Employee Handbook (2 Papers)

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HRM 546 Week 1 Advisory Memo Employment
Issues (2 Papers)
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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.

3.  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.
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HRM 546 Week 2 Affirmative Action and Title
VII Presentation (2 PPT)

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HRM 546 Week 2 Affirmative Action and Title VII Presentation
“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,
Click the Assignment Files tab to submit your assignment.
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5. HRM 546 Week 3 Case Scenario Employment
Discrimination Based on Race and Religion (2
Papers)
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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 MarShawnDeMur?”
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?

6.  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.
Click the Assignment Files tab to submit your assignment.
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HRM 546 Week 3 Gender Discrimination and
Sexual Harassment Chart (2 Papers)
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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

7.  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.
Click the Assignment Files tab to submit your assignment.
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HRM 546 Week 4 Advisory Memo Reasonable
Accommodation and Undue Hardship (2 Papers)
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8. 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?

9. Create two 350-word memos in one document based on these two
scenarios.
Format your memos, including citations and references consistent with
APA guidelines.
Click the Assignment Files tab to submit your assignment.
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HRM 546 Week 4 Ways to Prevent Age
Discrimination in Employment (2 PPT)
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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:

10.  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.
Format your presentation consistent with APA guidelines and include
both an introduction slide and reference slide,
Click the Assignment Files tab to submit your assignment.
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HRM 546 Week 5 FMLA, Labor Laws, and
OSHA (2 PPT)
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11. 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.
Format your presentation consistent with APA guidelines.
Click the Assignment Files tab to submit your assignment.
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12. HRM 546 Week 6 Employee Handbook (2
Papers)
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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

13.  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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