Required readings:
·
· From Managing human resources: Productivity, quality of work life, profits (9th ed.), read the following chapters:
· The legal context of employment decisions
· Procedural justice and ethics in employee relations
· Safety, health, and employee assistance programs
Unit 3: Module 3 (Sep 12 - Sep 18)
Module 3 Overview
This module focuses on specific civil rights and labor laws that govern HR policies and practices. You will also explore legal and ethical issues based on a scenario.
In Module 1, we discussed the four forces that shape HR strategies:
· Social
· Technological
· Economic
· Political
Federal, state, and local laws affect all of these domains, and your understanding of legal and governmental mandates and standards is vital to formulating a viable HR strategy.
Many legislative and legal constraints affect business policies and HR planning. Understanding these issues can help avoid financial and legal issues in the future. For example, is an employee with diabetes who takes daily insulin protected by the Americans with Disabilities Act (ADA)? The answer is yes (The U.S. Equal Employment Opportunity Commission, 2008). If your managers fail to understand the ramifications of this detail, they could (even inadvertently) harass or otherwise discriminate against an employee who may file a complaint with the Equal Employment Opportunity Commission (EEOC). Your organization then may incur legal expenses to defend or settle the dispute, all of which could be very expensive.
We will examine some of the major federal laws that impact HR on the following pages. You may also wish to explore the resources provided by SHRM and ASTD for best practices and benchmarks in civil rights and labor laws. HR professionals could refer to these sources for talent management as well.
Strategic HR addresses legal and regulatory issues in terms of planning and policy. It helps guide businesses and organizations through red tape and encumbrances.
In the first assignment in this module, you will discuss the federal, state, and local laws that drive HR policies, procedures, and practices. The second assignment will be your first Required Assignment of this course. You will identify ethical and legal issues involved in a merger and develop a plan to resolve these issues.
The U.S. Equal Employment Opportunity Commission. (2008). The ADA: Your responsibilities as an employer. Retrieved fromhttp://www.eeoc.gov/facts/ada17.html
Using the navigation on the left, please proceed to the next page.
· Incorporate strategic human resource management principles in the development of programs that meet organizational needs and enable the organization to maintain a competitive advantage.
· Distinguish between ethical and unethical behavior given certain organizational circumstances (both domestic and international) based on knowledge of basic employment law and ethical principles.
· Recommend talent management strategies that support the HR strategi ...
Sheet1Phase of Business Financal Management needsDebt FinancingEq.docxbjohn46
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.
Under the employment at will doctrine, employers can terminate employees at any time for any reason. This leads to a lack of job security for employees. While employers have significant freedom to hire and fire, employees should still have some basic rights in the workplace such as freedom of speech, right to privacy, and protection from discrimination. When terminating an employee, employers must ensure they are not violating any anti-discrimination or other employment laws.
The document discusses supportive employment as established by the Rehabilitation Act Amendments of 1986 as a replacement for sheltered workshops. Supportive employment provides competitive work in integrated settings aligned with individual strengths, priorities, abilities, and interests. The three main elements are paid work of over 20 hours per week, placement with no more than eight other employees with disabilities, and follow-along assessments. The amendments provided grants to establish supportive employment programs to help state agencies implement these services. Occupational therapy played an important role in work-based rehabilitation due to its focus on work as an intervention goal.
Some Basic Labor Laws that Benefit Employees and EmployersAmelia Figueroa
Labor laws are important for employees as well as employers. Labor laws ensure safe workplace practices and an equitable relationship between employees and employers. There are certain basic labor laws that are in force in the United States and we'll discuss them briefly in this article.
Sheet1Phase of Business Financal Management needsDebt FinancingEq.docxbjohn46
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.
Under the employment at will doctrine, employers can terminate employees at any time for any reason. This leads to a lack of job security for employees. While employers have significant freedom to hire and fire, employees should still have some basic rights in the workplace such as freedom of speech, right to privacy, and protection from discrimination. When terminating an employee, employers must ensure they are not violating any anti-discrimination or other employment laws.
The document discusses supportive employment as established by the Rehabilitation Act Amendments of 1986 as a replacement for sheltered workshops. Supportive employment provides competitive work in integrated settings aligned with individual strengths, priorities, abilities, and interests. The three main elements are paid work of over 20 hours per week, placement with no more than eight other employees with disabilities, and follow-along assessments. The amendments provided grants to establish supportive employment programs to help state agencies implement these services. Occupational therapy played an important role in work-based rehabilitation due to its focus on work as an intervention goal.
Some Basic Labor Laws that Benefit Employees and EmployersAmelia Figueroa
Labor laws are important for employees as well as employers. Labor laws ensure safe workplace practices and an equitable relationship between employees and employers. There are certain basic labor laws that are in force in the United States and we'll discuss them briefly in this article.
This document discusses several pieces of legislation that can affect business operations in Australia, including anti-discrimination laws, privacy laws, occupational health and safety laws, and environmental protection laws. Anti-discrimination laws prohibit discrimination based on attributes such as age, gender, and disability. Privacy laws regulate how businesses can collect and use personal employee information. Occupational health and safety laws require businesses to protect worker safety. Environmental laws aim to prevent pollution and protect land, water, and air quality. Following all applicable legislation helps businesses operate responsibly and avoid legal issues.
The document discusses the moral and ethical issues involved in terminating an employee's employment, noting that employers must ensure all legal and ethical precautions have been taken before making the final decision to terminate in order to avoid potential consequences. It provides an example of an ethical dilemma regarding terminating an employee named John Sample and the issues he began experiencing in his personal life and work performance after two years on the job. Finally, it stresses that the decision to terminate an employee can impact current employee morale, so all alternatives should be exhausted before making the choice to terminate.
Running Head EMPLOYMENT LAW REPORT .docxsusanschei
Running Head: EMPLOYMENT LAW REPORT
EMPLOYMENT LAW REPORT 8
Employment Law Report
Lourde Owens
HRM/531
Mar. 16, 2017
Richards Sims
Employment Law Report
The employment law governs the legal relationship between employer and employee. These laws aim at protecting workers’ rights by promoting health and safety, providing social security and protecting workers from discrimination. Labor laws are based on federal and state constitution law . There are two categories of labor law: individual labor law that cover the employees’ rights in workplaces and collective labor law that cover union, employer and employee relationship. Good overview note edit—pay attention to details.
Human capital is a combination of an individuals' attributes, experiences, skills, and knowledge that enables one to perform labor for the production of economic value. It is sometimes referred to as intellectual capital as it reflects the creativity, skills, and knowledge that individuals contribute to organizational success. Human capital being an asset in any business or organization requires being protected by laws. The laws which are related to human resource employment laws are enforced by the Department of Labor (DOL).
The Toyota group organization is one of the world's leading automobile manufactures with its headquarters in Japan. Toyota organizational structure provides a degree of flexibility that empowers to respond to issues and promote quality production. Among the eight regional divisions is North America which has over ten thousand employees and like all other organizations in America, it is under the Federal laws and regulation and is well aware of the employment laws.
-- what about citation reference for source of this information
Human Capital Management (HCM) refers to the process of upgrading the prevailing skills of an employee through training and extracting the best out of him or her to contribute to the growth of the organization. HCM plays a role in attracting, developing and rewarding an organization’s greatest asset. The initial step for effective? human capital management is to recognize employees as the most valuable asset and biggest investment in the organization (Sadiq, 2017).
Human capital management in Toyota organization is based on certain applications that include core administration support such as personnel administration, payroll and service center. The organization's HRM is responsible for all aspects of developing and rewarding the employees and promoting innovation to encourage high-performing platform where all workers can thrive. It also provides educational training to boost professional growth and performance of its workers. Technology has played a key role in making HRM simpler as it has automated onboard procedures whereby employers can easily create, organize and monitor n ...
The document discusses several major laws affecting healthcare in the United States, including HIPAA and the Affordable Care Act. It explains that HIPAA regulates patient privacy and a citizen can file a complaint with the Department of Health and Human Services for violations. The Affordable Care Act requires large employers to provide affordable healthcare to full-time employees or pay a penalty. For healthcare human resource managers, properly addressing the legal and ethical implications of these laws is important.
This presentation provides an overview of key employment laws and regulations that managerial employees at the Walt Disney Company must understand and follow. It discusses laws around safety, privacy, discrimination, leave, benefits, unions, wages, and more. Managerial employees are responsible for ensuring compliance with these laws and applying human resource practices that adhere to both California law and company policy. Understanding and implementing these legal guidelines is important for protecting employees and avoiding penalties against the employer.
Law and Ethics in Information Security.pptxEdFeranil
This document discusses laws and ethics related to information security. It begins by defining laws and ethics, noting that laws carry sanctions while ethics do not. It discusses how ethics are based on cultural norms and provides examples of universally accepted ethics. It then discusses organizational liability if an organization does not encourage or model strong ethical behavior. It notes that liability extends beyond criminal law and includes obligations to compensate for wrongs. It emphasizes the need for due care, due diligence, and counsel. The document also discusses policy versus law, types of law, general computer crime laws, privacy laws, identity theft laws, export/espionage laws, copyright law, codes of ethics, and why ethics are significant for information security. It poses ethical questions
Darlene Berliner explains some of the most important legislation that has developed to protect employees, as well as the many HRM practices that human resources must uphold in order to be a successful company.
What Is Bfoq And List To Which Characteristics It AppliesSheena Crouch
1. Military status protection covers the employment rights of military veterans and reservists under laws like VERA and USERRA.
2. VERA prohibits employment discrimination against Vietnam veterans. USERRA protects the reemployment rights of those serving in the uniformed services.
3. USERRA seeks to ensure those serving their country can retain civilian employment and benefits, and seek employment free from discrimination due to their service. It expands the time absent from work for military duty while retaining reemployment rights.
Employees have basic rights in the workplace including privacy, fair compensation, and freedom from discrimination. Applicants cannot be discriminated against based on attributes like age, gender, race, or religion. Employers cannot access an individual's credit, medical, or background information without permission. Employees are protected from harassment and have rights to a safe workplace, fair wages, and freedom from retaliation. Privacy rights around personal information, email, internet usage, communications, and medical records are balanced with employers' interests but regulated by laws like HIPAA. Individuals with disabilities are protected from discrimination under acts like the ADA.
Careers Australia Question 2 activity one good one ca Bluecare
It is necessary for an individual with a medical condition that could become life-threatening to notify their supervisor if they work alone or after hours. This is because the Work Health and Safety Act 2011 requires employers to manage risks to health and safety, including eliminating or minimizing risks. Notifying a supervisor of a medical condition allows risks to be properly managed in case of an emergency when the individual is working alone.
A brief description of your employment historyYour career .docxsodhi3
A brief description of your employment history
Your career goals (both short and long term)
Tell me about a leader you look up to. This can be someone you know or don't know, famous or familiar to you, and can even be a TV/Movie character and does not need to real. Describe what this person does makes them your role model.
(My name is Danny Z. i'm a full time student )
.
A budget is a plan expressed in dollar amounts that acts as a ro.docxsodhi3
A budget is a plan expressed in dollar amounts that acts as a road map to carry out an organization’s objectives, strategies and assumptions. There are different types of budgets that healthcare organization use to manage its financial and managerial goals and obligations.
Discuss the difference between an operating budget and a capital budget. What are the steps in creating each budget?
At least 150 words; APA Format
.
A 72-year-old male with a past medical history for hypertension, con.docxsodhi3
A 72-year-old male with a past medical history for hypertension, congestive heart failure, chronic back pain, and diabetes is admitted to the hospital for hypotension suspected from a possible accidental overdose. What are the criteria for discharge? Explain the importance of utilizating hospital recommendations and teachings. List some meaningful community resources in the response.
.
a able aboutaccomplishaccomplishmentachieveachieving.docxsodhi3
a
able
about
accomplish
accomplishment
achieve
achieving
action
affect
affects
against
all
always
and
any
are
around
as
backs
be
because
become
becoming
being
believe
big
bring
broke
by
can
challenges
chance
change
choice
come
consistent
could
day
deal
desperate
desperation.
determination
did
didn’t
disciplining
do
does
doesn’t
don’t
dreams
each
easy
end
enough
even
every
everyone
everything
fail
failing
failure
far
feel
financial
first
fitness
from
fulfilled
full
get
go
goal
goals
had
have
help
how
hundreds
if
importantly
in
inspiration.
inspire
into
is
it’s
just
kind
knees
learn
Learning
life
lives
living
lucky
many
massive
matter
may
miss
more
most
motivated
No
not
Now
of
one
or
other
others
our
over
own
people
people’s
possibility
possibly
poverty
power
problem
pursue
putting
quitting
realize
reason
regret
regrets
said
same
second
see
setbacks
should
sick
small
so
someone
something
spring
start
stories
success
successful
take
taking
than
that
The
their
themselves
there
these
they
things
think
thought
to
too
towards
trouble
trying
two
up
wall
wanted
was
we
Well
went
what
when
Whether
who
Why
will
with
with
won’t
words
you
your
yourself
Code of Ethics: This is a synopsis of some of the most important ethical
considerations you need to be aware of as a professional in the real estate
industry.
Terminology:
Agency: The fiduciary relationship created between a principal and an agent whereby the agent
can act on behalf of the principle for certain transactions. Agency is usually created when the
principal signs a listing agreement to list their property for sale or a management contract to rent
a property for instance.
Agent: The broker or sales associate acting on behalf of the principal (see Agency)
Client: The person with whom the broker or sales associate has a legal contract to represent.
Customer: Is not contractually bound to the industry professional
Principal: Person who hires an agent to act on his or behalf.
Code of Ethics:
#1: The agent has a responsibility to promote the interests of their client(s) and treat all involved
in any real estate transaction in an honest and fair manner. They must disclose if they are a
dual agent (representing both buyer and seller in a transaction) or a designated agent
(represent either the buyer or seller depending on state law), or they are a limited representative
(will provide only certain duties in the transaction per state law).
#2: Agents must openly acknowledge to clients any personal interest they might have in any
transaction prior to showing a property; they must acknowledge any personal relationships
involved. Ex: Agent says, “I want to disclose to you before we look at it, that this property
belongs to is my brother and my sister in-law is his agent.”
#3: The Agent will not allow anyone that is not pre-authorized by the owner, to access the
property of the client.
#4: Never overstate benefits or attributes of a property or opportun.
a brief explanation of the effect of Apartheid in South Africa. Prov.docxsodhi3
a brief explanation of the effect of Apartheid in South Africa. Provide two specific examples that demonstrate how people adapted. Finally explain the impact and implications of the changes we have seen in recent years. Cite specific cases. Your original post must be no less than 600 words.
.
A 32-year-old female presents to the ED with a chief complaint of fe.docxsodhi3
A 32-year-old female presents to the ED with a chief complaint of fever, chills, nausea, vomiting, and vaginal discharge. She states these symptoms started about 3 days ago, but she thought she had the flu. She has begun to have LLQ pain and notes bilateral lower back pain. She denies dysuria, foul-smelling urine, or frequency. States she is married and has sexual intercourse with her husband. PMH negative.
Labs: CBC-WBC 18, Hgb 16, Hct 44, Plat 325, Neuts & Lymphs, sed rate 46 mm/hr, C-reactive protein 67 mg/L CMP wnl
Vital signs T 103.2 F Pulse 120 Resp 22 and PaO2
99% on room air. Cardio-respiratory exam WNL with the exception of tachycardia but no murmurs, rubs, clicks, or gallops. Abdominal exam + for LLQ pain on deep palpation but no rebound or rigidity. Pelvic exam demonstrates copious foul-smelling green drainage with reddened cervix and + bilateral adenexal tenderness. + chandelier sign. Wet prep in ER + clue cells and gram stain in ER + gram negative diplococci.
Develop a 1- to 2-page case study analysis, examining the patient symptoms presented in the case study. Be sure to address the following as it relates to the case you were assigned (omit section that does not pertain to your case, faculty will give full points for that section).
The sections that you are to omit are for the above case study are: 1. Explain why prostatitis and infection happen. Also explain the causes of systemic reaction, 2. Explain why a patient would need a splenectomy after a diagnosis of ITP, and 3. Explain anemia and the different kinds of anemia (i.e., micro and macrocytic).
In your Case Study Analysis related to the scenario provided, explain the following:
The factors that affect fertility (STDs).
Why inflammatory markers rise in STD/PID.
Why prostatitis and infection happens. Also explain the causes of systemic reaction.
Why a patient would need a splenectomy after a diagnosis of ITP.
Anemia and the different kinds of anemia (i.e., micro and macrocytic).
PLEASE ANSWER IN DETAIL ALL OF THE ABOVE
.
A 4 years old is brought to the clinic by his parents with abdominal.docxsodhi3
A 4 years old is brought to the clinic by his parents with abdominal pain and a poor appetite. His mother states, “He cries when I put him on the toilet.”
1. What other assessment information would you obtain?
2. What interventions may be necessary for this child?
3. What education may be necessary for this child and family?
Your responses must be at least 150 words total.
.
A 19-year-old male complains of burning sometimes, when I pee.”.docxsodhi3
A 19-year-old male complains of “burning sometimes, when I pee.” He is sexually active and denies using any contraceptive method. He denies other symptoms, significant history, or allergies.
From the information provided, list your differential diagnoses in the order of “most likely” to “possible but unlikely.”
.
A 34-year-old trauma victim, the Victor, is unconscious and on a.docxsodhi3
A 34-year-old trauma victim, the Victor, is unconscious and on a ventilator. He was admitted yesterday, and his condition remains critical. His religious affiliation is unknown; however, he has a tattoo of a crucifix.
What can the nurse do to assess and integrate spirituality into Victor’s care? If the family is in another state what can the nurse do to integrate the family into the care?
Your initial post must include a minimum of 300 words and include proper grammar, punctuation, and reference(s).
.
A 27-year-old Vietnamese woman in the delivery room with very st.docxsodhi3
A 27-year-old Vietnamese woman in the delivery room with very strong and closely spaced contractions. The baby was positioned a little high and there was some discussion of a possible c- section. Despite her difficulties, she cooperates with the doctor's instructions and labors in silence. The only signs of pain or discomfort were her look of concentration and her white knuckles.
· Should she be offered pain medication when she is not showing a high level of pain? Why or why not?
350 words
APA
.
A 25 year old male presents with chronic sinusitis and allergic .docxsodhi3
A 25 year old male presents with chronic sinusitis and allergic rhinitis.
Define adaptive vs. acquired immunity.
Discuss the genetic predisposition of allergens.
Describe the antigen-antibody response.
What is the pathology of sinusitis?
Expectations
Initial Post of Case Study:
Due: Saturday, 11:59 pm PT
Length: A minimum of 250 words, not including references
Citations: At least one high-level scholarly reference in APA from within the last 5 years
Peer Responses:
Due: Monday, 11:59 pm PT
Number: A Minimum of 2 to Peer Posts, at least one on a different day than the main post
Length: A minimum of 150 words per post, not including references
Citations: At least one high-level scholarly reference in APA per post from within the last 5 years
Discussion: Respond to Posts in Your Own Thread
.
More Related Content
Similar to Required readings· · From Managing human resources Productiv.docx
This document discusses several pieces of legislation that can affect business operations in Australia, including anti-discrimination laws, privacy laws, occupational health and safety laws, and environmental protection laws. Anti-discrimination laws prohibit discrimination based on attributes such as age, gender, and disability. Privacy laws regulate how businesses can collect and use personal employee information. Occupational health and safety laws require businesses to protect worker safety. Environmental laws aim to prevent pollution and protect land, water, and air quality. Following all applicable legislation helps businesses operate responsibly and avoid legal issues.
The document discusses the moral and ethical issues involved in terminating an employee's employment, noting that employers must ensure all legal and ethical precautions have been taken before making the final decision to terminate in order to avoid potential consequences. It provides an example of an ethical dilemma regarding terminating an employee named John Sample and the issues he began experiencing in his personal life and work performance after two years on the job. Finally, it stresses that the decision to terminate an employee can impact current employee morale, so all alternatives should be exhausted before making the choice to terminate.
Running Head EMPLOYMENT LAW REPORT .docxsusanschei
Running Head: EMPLOYMENT LAW REPORT
EMPLOYMENT LAW REPORT 8
Employment Law Report
Lourde Owens
HRM/531
Mar. 16, 2017
Richards Sims
Employment Law Report
The employment law governs the legal relationship between employer and employee. These laws aim at protecting workers’ rights by promoting health and safety, providing social security and protecting workers from discrimination. Labor laws are based on federal and state constitution law . There are two categories of labor law: individual labor law that cover the employees’ rights in workplaces and collective labor law that cover union, employer and employee relationship. Good overview note edit—pay attention to details.
Human capital is a combination of an individuals' attributes, experiences, skills, and knowledge that enables one to perform labor for the production of economic value. It is sometimes referred to as intellectual capital as it reflects the creativity, skills, and knowledge that individuals contribute to organizational success. Human capital being an asset in any business or organization requires being protected by laws. The laws which are related to human resource employment laws are enforced by the Department of Labor (DOL).
The Toyota group organization is one of the world's leading automobile manufactures with its headquarters in Japan. Toyota organizational structure provides a degree of flexibility that empowers to respond to issues and promote quality production. Among the eight regional divisions is North America which has over ten thousand employees and like all other organizations in America, it is under the Federal laws and regulation and is well aware of the employment laws.
-- what about citation reference for source of this information
Human Capital Management (HCM) refers to the process of upgrading the prevailing skills of an employee through training and extracting the best out of him or her to contribute to the growth of the organization. HCM plays a role in attracting, developing and rewarding an organization’s greatest asset. The initial step for effective? human capital management is to recognize employees as the most valuable asset and biggest investment in the organization (Sadiq, 2017).
Human capital management in Toyota organization is based on certain applications that include core administration support such as personnel administration, payroll and service center. The organization's HRM is responsible for all aspects of developing and rewarding the employees and promoting innovation to encourage high-performing platform where all workers can thrive. It also provides educational training to boost professional growth and performance of its workers. Technology has played a key role in making HRM simpler as it has automated onboard procedures whereby employers can easily create, organize and monitor n ...
The document discusses several major laws affecting healthcare in the United States, including HIPAA and the Affordable Care Act. It explains that HIPAA regulates patient privacy and a citizen can file a complaint with the Department of Health and Human Services for violations. The Affordable Care Act requires large employers to provide affordable healthcare to full-time employees or pay a penalty. For healthcare human resource managers, properly addressing the legal and ethical implications of these laws is important.
This presentation provides an overview of key employment laws and regulations that managerial employees at the Walt Disney Company must understand and follow. It discusses laws around safety, privacy, discrimination, leave, benefits, unions, wages, and more. Managerial employees are responsible for ensuring compliance with these laws and applying human resource practices that adhere to both California law and company policy. Understanding and implementing these legal guidelines is important for protecting employees and avoiding penalties against the employer.
Law and Ethics in Information Security.pptxEdFeranil
This document discusses laws and ethics related to information security. It begins by defining laws and ethics, noting that laws carry sanctions while ethics do not. It discusses how ethics are based on cultural norms and provides examples of universally accepted ethics. It then discusses organizational liability if an organization does not encourage or model strong ethical behavior. It notes that liability extends beyond criminal law and includes obligations to compensate for wrongs. It emphasizes the need for due care, due diligence, and counsel. The document also discusses policy versus law, types of law, general computer crime laws, privacy laws, identity theft laws, export/espionage laws, copyright law, codes of ethics, and why ethics are significant for information security. It poses ethical questions
Darlene Berliner explains some of the most important legislation that has developed to protect employees, as well as the many HRM practices that human resources must uphold in order to be a successful company.
What Is Bfoq And List To Which Characteristics It AppliesSheena Crouch
1. Military status protection covers the employment rights of military veterans and reservists under laws like VERA and USERRA.
2. VERA prohibits employment discrimination against Vietnam veterans. USERRA protects the reemployment rights of those serving in the uniformed services.
3. USERRA seeks to ensure those serving their country can retain civilian employment and benefits, and seek employment free from discrimination due to their service. It expands the time absent from work for military duty while retaining reemployment rights.
Employees have basic rights in the workplace including privacy, fair compensation, and freedom from discrimination. Applicants cannot be discriminated against based on attributes like age, gender, race, or religion. Employers cannot access an individual's credit, medical, or background information without permission. Employees are protected from harassment and have rights to a safe workplace, fair wages, and freedom from retaliation. Privacy rights around personal information, email, internet usage, communications, and medical records are balanced with employers' interests but regulated by laws like HIPAA. Individuals with disabilities are protected from discrimination under acts like the ADA.
Careers Australia Question 2 activity one good one ca Bluecare
It is necessary for an individual with a medical condition that could become life-threatening to notify their supervisor if they work alone or after hours. This is because the Work Health and Safety Act 2011 requires employers to manage risks to health and safety, including eliminating or minimizing risks. Notifying a supervisor of a medical condition allows risks to be properly managed in case of an emergency when the individual is working alone.
Similar to Required readings· · From Managing human resources Productiv.docx (11)
A brief description of your employment historyYour career .docxsodhi3
A brief description of your employment history
Your career goals (both short and long term)
Tell me about a leader you look up to. This can be someone you know or don't know, famous or familiar to you, and can even be a TV/Movie character and does not need to real. Describe what this person does makes them your role model.
(My name is Danny Z. i'm a full time student )
.
A budget is a plan expressed in dollar amounts that acts as a ro.docxsodhi3
A budget is a plan expressed in dollar amounts that acts as a road map to carry out an organization’s objectives, strategies and assumptions. There are different types of budgets that healthcare organization use to manage its financial and managerial goals and obligations.
Discuss the difference between an operating budget and a capital budget. What are the steps in creating each budget?
At least 150 words; APA Format
.
A 72-year-old male with a past medical history for hypertension, con.docxsodhi3
A 72-year-old male with a past medical history for hypertension, congestive heart failure, chronic back pain, and diabetes is admitted to the hospital for hypotension suspected from a possible accidental overdose. What are the criteria for discharge? Explain the importance of utilizating hospital recommendations and teachings. List some meaningful community resources in the response.
.
a able aboutaccomplishaccomplishmentachieveachieving.docxsodhi3
a
able
about
accomplish
accomplishment
achieve
achieving
action
affect
affects
against
all
always
and
any
are
around
as
backs
be
because
become
becoming
being
believe
big
bring
broke
by
can
challenges
chance
change
choice
come
consistent
could
day
deal
desperate
desperation.
determination
did
didn’t
disciplining
do
does
doesn’t
don’t
dreams
each
easy
end
enough
even
every
everyone
everything
fail
failing
failure
far
feel
financial
first
fitness
from
fulfilled
full
get
go
goal
goals
had
have
help
how
hundreds
if
importantly
in
inspiration.
inspire
into
is
it’s
just
kind
knees
learn
Learning
life
lives
living
lucky
many
massive
matter
may
miss
more
most
motivated
No
not
Now
of
one
or
other
others
our
over
own
people
people’s
possibility
possibly
poverty
power
problem
pursue
putting
quitting
realize
reason
regret
regrets
said
same
second
see
setbacks
should
sick
small
so
someone
something
spring
start
stories
success
successful
take
taking
than
that
The
their
themselves
there
these
they
things
think
thought
to
too
towards
trouble
trying
two
up
wall
wanted
was
we
Well
went
what
when
Whether
who
Why
will
with
with
won’t
words
you
your
yourself
Code of Ethics: This is a synopsis of some of the most important ethical
considerations you need to be aware of as a professional in the real estate
industry.
Terminology:
Agency: The fiduciary relationship created between a principal and an agent whereby the agent
can act on behalf of the principle for certain transactions. Agency is usually created when the
principal signs a listing agreement to list their property for sale or a management contract to rent
a property for instance.
Agent: The broker or sales associate acting on behalf of the principal (see Agency)
Client: The person with whom the broker or sales associate has a legal contract to represent.
Customer: Is not contractually bound to the industry professional
Principal: Person who hires an agent to act on his or behalf.
Code of Ethics:
#1: The agent has a responsibility to promote the interests of their client(s) and treat all involved
in any real estate transaction in an honest and fair manner. They must disclose if they are a
dual agent (representing both buyer and seller in a transaction) or a designated agent
(represent either the buyer or seller depending on state law), or they are a limited representative
(will provide only certain duties in the transaction per state law).
#2: Agents must openly acknowledge to clients any personal interest they might have in any
transaction prior to showing a property; they must acknowledge any personal relationships
involved. Ex: Agent says, “I want to disclose to you before we look at it, that this property
belongs to is my brother and my sister in-law is his agent.”
#3: The Agent will not allow anyone that is not pre-authorized by the owner, to access the
property of the client.
#4: Never overstate benefits or attributes of a property or opportun.
a brief explanation of the effect of Apartheid in South Africa. Prov.docxsodhi3
a brief explanation of the effect of Apartheid in South Africa. Provide two specific examples that demonstrate how people adapted. Finally explain the impact and implications of the changes we have seen in recent years. Cite specific cases. Your original post must be no less than 600 words.
.
A 32-year-old female presents to the ED with a chief complaint of fe.docxsodhi3
A 32-year-old female presents to the ED with a chief complaint of fever, chills, nausea, vomiting, and vaginal discharge. She states these symptoms started about 3 days ago, but she thought she had the flu. She has begun to have LLQ pain and notes bilateral lower back pain. She denies dysuria, foul-smelling urine, or frequency. States she is married and has sexual intercourse with her husband. PMH negative.
Labs: CBC-WBC 18, Hgb 16, Hct 44, Plat 325, Neuts & Lymphs, sed rate 46 mm/hr, C-reactive protein 67 mg/L CMP wnl
Vital signs T 103.2 F Pulse 120 Resp 22 and PaO2
99% on room air. Cardio-respiratory exam WNL with the exception of tachycardia but no murmurs, rubs, clicks, or gallops. Abdominal exam + for LLQ pain on deep palpation but no rebound or rigidity. Pelvic exam demonstrates copious foul-smelling green drainage with reddened cervix and + bilateral adenexal tenderness. + chandelier sign. Wet prep in ER + clue cells and gram stain in ER + gram negative diplococci.
Develop a 1- to 2-page case study analysis, examining the patient symptoms presented in the case study. Be sure to address the following as it relates to the case you were assigned (omit section that does not pertain to your case, faculty will give full points for that section).
The sections that you are to omit are for the above case study are: 1. Explain why prostatitis and infection happen. Also explain the causes of systemic reaction, 2. Explain why a patient would need a splenectomy after a diagnosis of ITP, and 3. Explain anemia and the different kinds of anemia (i.e., micro and macrocytic).
In your Case Study Analysis related to the scenario provided, explain the following:
The factors that affect fertility (STDs).
Why inflammatory markers rise in STD/PID.
Why prostatitis and infection happens. Also explain the causes of systemic reaction.
Why a patient would need a splenectomy after a diagnosis of ITP.
Anemia and the different kinds of anemia (i.e., micro and macrocytic).
PLEASE ANSWER IN DETAIL ALL OF THE ABOVE
.
A 4 years old is brought to the clinic by his parents with abdominal.docxsodhi3
A 4 years old is brought to the clinic by his parents with abdominal pain and a poor appetite. His mother states, “He cries when I put him on the toilet.”
1. What other assessment information would you obtain?
2. What interventions may be necessary for this child?
3. What education may be necessary for this child and family?
Your responses must be at least 150 words total.
.
A 19-year-old male complains of burning sometimes, when I pee.”.docxsodhi3
A 19-year-old male complains of “burning sometimes, when I pee.” He is sexually active and denies using any contraceptive method. He denies other symptoms, significant history, or allergies.
From the information provided, list your differential diagnoses in the order of “most likely” to “possible but unlikely.”
.
A 34-year-old trauma victim, the Victor, is unconscious and on a.docxsodhi3
A 34-year-old trauma victim, the Victor, is unconscious and on a ventilator. He was admitted yesterday, and his condition remains critical. His religious affiliation is unknown; however, he has a tattoo of a crucifix.
What can the nurse do to assess and integrate spirituality into Victor’s care? If the family is in another state what can the nurse do to integrate the family into the care?
Your initial post must include a minimum of 300 words and include proper grammar, punctuation, and reference(s).
.
A 27-year-old Vietnamese woman in the delivery room with very st.docxsodhi3
A 27-year-old Vietnamese woman in the delivery room with very strong and closely spaced contractions. The baby was positioned a little high and there was some discussion of a possible c- section. Despite her difficulties, she cooperates with the doctor's instructions and labors in silence. The only signs of pain or discomfort were her look of concentration and her white knuckles.
· Should she be offered pain medication when she is not showing a high level of pain? Why or why not?
350 words
APA
.
A 25 year old male presents with chronic sinusitis and allergic .docxsodhi3
A 25 year old male presents with chronic sinusitis and allergic rhinitis.
Define adaptive vs. acquired immunity.
Discuss the genetic predisposition of allergens.
Describe the antigen-antibody response.
What is the pathology of sinusitis?
Expectations
Initial Post of Case Study:
Due: Saturday, 11:59 pm PT
Length: A minimum of 250 words, not including references
Citations: At least one high-level scholarly reference in APA from within the last 5 years
Peer Responses:
Due: Monday, 11:59 pm PT
Number: A Minimum of 2 to Peer Posts, at least one on a different day than the main post
Length: A minimum of 150 words per post, not including references
Citations: At least one high-level scholarly reference in APA per post from within the last 5 years
Discussion: Respond to Posts in Your Own Thread
.
A 500-700 word APA formatted PaperInclude 2 sources on your re.docxsodhi3
A 500-700 word APA formatted Paper
Include 2 sources on your reference page in addition to your textbook "
We the People
."
Select one issue area: CIVIL RIGHTS
Research which interest groups represent your issue area
Examine the membership and benefits of groups
Provide data on how much groups contribute to politicians
Discuss legislation the groups helped influence
Include reference page
Submit
your summary in APA format clicking on the assignment in Canvas and uploading your document. Be sure whichever assignment version you choose has an introduction, clear focus, conclusion, and references. Include a reference page for the video clip if that’s what you decide to prepare.
.
A 65-year-old obese African American male patient presents to his HC.docxsodhi3
A 65-year-old obese African American male patient presents to his HCP with crampy left lower quadrant pain, constipation, and fevers to 101˚ F. He has had multiple episodes like this one over the past 15 years and they always responded to bowel rest and oral antibiotics. He has refused to have the recommended colonoscopy even with his history of chronic inflammatory bowel disease (diverticulitis), sedentary lifestyle, and diet lacking in fiber. His paternal grandfather died of colon cancer back in the 1950s as well. He finally underwent colonoscopy after his acute diverticulitis resolved. Colonoscopy revealed multiple polyps that were retrieved, and the pathology was positive for adenocarcinoma of the colon.
Develop a 1- to 2-page case study analysis in which you:
Explain why you think the patient presented the symptoms described.
Identify the genes that may be associated with the development of the disease.
Explain the process of immunosuppression and the effect it has on body systems.
.
A 5-year-old male is brought to the primary care clinic by his m.docxsodhi3
A 5-year-old male is brought to the primary care clinic by his mother with a chief complaint of bilateral ear pain with acute onset that began “yesterday.” The mother states that the child has been crying frequently due to the pain. Ibuprofen has provided minimal relief. This morning, the child refused breakfast and appeared to be “getting worse.”
Vital signs at the clinic reveal HR 110 bpm, 28 respiratory rate, and tympanic temperature of 103.2 degrees F. Weight is 40.5 lbs. The mother reports no known allergies. The child has not been on antibiotics for the last year. The child does not have history of OM. The child is otherwise healthy without any other known health problems.
Physical examination reveals: Vital signsl HR 110 bpm, 28 respiratory rate, and tympanic temperature of 103.2 degrees F. Weight is 40.5 lbs. Bilateral TMs are bulging with severe erythematous. Pneumatic otoscopy reveals absent mobility. Ear canals are nomal.
After your questioning and examination, you diagnose this child with bilateral Acute Otitis Media.
.
92 S C I E N T I F I C A M E R I C A N R e p r i n t e d f r.docxsodhi3
92 S C I E N T I F I C A M E R I C A N R e p r i n t e d f r o m t h e O c t o b e r 1 9 9 4 i s s u e
ome creators announce their inventions with grand
éclat. God proclaimed, “Fiat lux,” and then flooded
his new universe with brightness. Others bring forth
great discoveries in a modest guise, as did Charles
Darwin in defining his new mechanism of evolu-
tionary causality in 1859: “I have called this principle, by which
each slight variation, if useful, is preserved, by the term Natur-
al Selection.”
Natural selection is an immensely powerful yet beautifully
simple theory that has held up remarkably well, under intense
and unrelenting scrutiny and testing, for 135 years. In essence,
natural selection locates the mechanism of evolutionary change
in a “struggle” among organisms for reproductive success, lead-
ing to improved fit of populations to changing environments.
(Struggle is often a metaphorical description and need not be
viewed as overt combat, guns blazing. Tactics for reproductive
success include a variety of nonmartial activities such as earlier
and more frequent mating or better cooperation with partners
in raising offspring.) Natural selection is therefore a principle of
local adaptation, not of general advance or progress.
Yet powerful though the principle may be, natural selection
is not the only cause of evolutionary change (and may, in many
cases, be overshadowed by other forces). This point needs em-
phasis because the standard misapplication of evolutionary the-
ory assumes that biological explanation may be equated with
devising accounts, often speculative and conjectural in practice,
about the adaptive value of any given feature in its original en-
vironment (human aggression as good for hunting, music and
religion as good for tribal cohesion, for example). Darwin him-
self strongly emphasized the multifactorial nature of evolu-
tionary change and warned against too exclusive a reliance on
natural selection, by placing the following statement in a max-
imally conspicuous place at the very end of his introduction: “I
am convinced that Natural Selection has been the most impor-
tant, but not the exclusive, means of modification.”
Reality versus Conceit
N A T U R A L S E L E C T I O N is not fully sufficient to explain evo-
lutionary change for two major reasons. First, many other caus-
es are powerful, particularly at levels of biological organization
both above and below the traditional Darwinian focus on or-
ganisms and their struggles for reproductive success. At the low-
est level of substitution in individual base pairs of DNA, change
is often effectively neutral and therefore random. At higher lev-
els, involving entire species or faunas, punctuated equilibrium
can produce evolutionary trends by selection of species based
on their rates of origin and extirpation, whereas mass extinc-
tions wipe out substantial parts of biotas for reasons unrelat-
ed to adaptive struggles of constituent species in “normal”
t.
a 100 words to respond to each question. Please be sure to add a que.docxsodhi3
a 100 words to respond to each question. Please be sure to add a question and answer a fellow student's question.
Q1. Mead argues that most human understanding of the "self" of animals is fallacious. What is his argument, please explain.
Q2. What does Lacan mean by the subject's assumption of the imago in the short excerpt from the Mirror Stage?
.
A 12,000 word final dissertation for Masters in Education project. .docxsodhi3
A 12,000 word final dissertation for Master's in Education project. A UK L7 writing.
Submitting the dissertation
The dissertation will be submitted online via
blackboard.
Presentation Style
Your research project needs to be clearly presented:
·
The front page should include your
name, project title (around 15 words), your supervisor’s name, the date it
was completed;
·
Work should be presented single
sided, in Arial, minimum font size 11 and be one and a half spaced;
·
A contents page detailing the section
and any tables/charts should be included;
·
Any quotes of less than 12 words
should be identified by quotation marks and kept as part of the paragraph text;
·
Quotes of 12 words and above should
be separated out from the text, indented on the left and right and be displayed
in italics (no quotation marks required);
·
All tables and charts should be
numbered appropriately and have a title;
·
Each section of your project should
be started on a new page;
·
All pages should be numbered;
·
Each section should be numbered (e.g.
1. Introduction) and any charts/graphs within the section should be numbered
accordingly. For example if you are writing about something in section 4.1 (the
first sub-section) then the first chart or graph would be 4.11. So charts and
graphs (if included) are numbered according to the section/sub-section.
Word limit
The project should be written up in
no more than 12,000
words
. This includes everything except the reference list, any appendices
and acknowledgements.
A
final checklist:
1.
Does
your abstract say succinctly what the project set out to do and what has been
found?
2.
Does
your contents page signpost chapter subheadings as well as chapter headings?
3.
Has
your introduction made clear the sub questions/objectives you are addressing in
this enquiry
4.
Is
a framework presented in your lit review chapter and a methodological approach
presented in your methodology chapter, and is it clear how this framework and
methodology inform your data collection, presentation of findings and
discussion and reflections? Have you discussed your positionality?
5.
Does
your discussion chapter relate closely to the data in your results chapter and
tie back to the literature in your literature review?
6.
Have
you answered your research questions?
7.
Have
you carefully considered any ethical implications of your research?
8.
Have
you included a signed, anonymised ethics form in the appendix?
9.
Does
your conclusion summarise what has been found out about the questions you set
yourself in your introduction?
10.
Have you kept to the 12,000 word
limit?
11.
Have you met
all
the assessment criteria?
M
odule
Bibliogr
a
p
h
y
Compulsory
reading:
B
r
y
m
an
,
A
.
(
20
1
6
)
.
S
o
ci
a
l
r
e
s
ea
r
ch
m
e
t
h
o
d
s
(
5
t
h
e
d
.
)
.O
x
f
o
rd
:
O
x
f
o
r
d
U
n
i
v
e
r
sity
P
r
e
ss.
Further optional reading
:
A
l
de
r
s
o
n
,
P
.
&
M
o
rr
o
w
,
V
.
(2
011
)
.
T
h
.
9/18/19
1
ISMM1-UC 752:
SYSTEMS ANALYSIS
Fall 2019 – Lecture 3
Instructor: Dr. Antonios Saravanos
Incremental Model
• Development and delivery of
functionality occurs in increments
• Works well when requirements are
known beforehand
• Projects are broken down into sub-
projects
Source: Project Management for IT-Related Projects (p.
18)
2
9/18/19
2
Incremental Cycle
Incremental Model
9/18/19
3
Iterative Model
• Ideal for situations where not all requirements are
known up front
• Need for development to begin as soon as possible
Source: Project Management for IT-Related Projects (p. 19)
5
Iterative Cycle
9/18/19
4
Iterative Model
Incremental vs. Iterative
• Incremental fundamentally means
add onto. Incremental development
helps you improve your process.
• Iterative fundamentally means re-
do. Iterative development helps you
improve your product.
9/18/19
5
• Is iterative and incremental the
same thing?
Incremental vs. Iterative
Source: http://www.applitude.se/images/inc_vs_ite.png
10
9/18/19
6
Iterative and Incremental Combined
A Simple Software Development Method
• Initial Planning
• Design
• Implementation
• Testing
Source: Making Things Happen: Mastering Project Management (p. 30)
12
n
9/18/19
7
Alistair Cockburn
• What’s Alistair’s take on Iterative vs. Incremental?
Incremental vs. Iterative
• in incremental development, you do each of those
activities multiple times … that is, you go around the
requirements – design – programming – testing –
integration – delivery cycle multiple times. You
“iterate” through that cycle multiple times. (“iterate” –
get it? sigh…)
• in iterative development, you also do each of those
activities multiple times … you go around the
requirements – design – programming – testing –
integration – delivery cycle multiple times. You
“iterate” through that cycle multiple times. By Gummy!
Both of those are “iterative” development! WOW!
9/18/19
8
Incremental vs. Iterative (cont’d)
• Of course, the $200,000 question is,
do you repeat the cycle “on the same
part of the system you just got done
with” or “on a new part of the
system”? How you answer that
question yields very different results
on what happens next on your
project.
Roles
• Product Owner (Business)
– Represents the customer
– Controls the product backlog
– Signs off on deliverables
• The Scrum Master
– Ensures scrum values are understood and kept
– Tracks progress and finds ways to overcome obstacles
• The Development Team
– The people actually responsible for delivering the system
– Self-organizing unit
– Members of the team are generalists not specialists
• Cross functional (Each member of the team knows all aspects of the
product that is being developed)
16
9/18/19
9
The Agile System Development Methodology
17
Manifesto for Agile Software Development
18
9/18/19
10
Manifesto for Agile Software Development
Source: http://www.applitude.se/images/inc_vs_i.
96 Young Scholars in WritingFeminist Figures or Damsel.docxsodhi3
96 | Young Scholars in Writing
Feminist Figures or Damsels in Distress?
The Media’s Gendered Misrepresentation
of Disney Princesses
Isabelle Gill | University of Central Florida
A gender bias seems to exist when discussing Disney princesses in entertainment media that could have
significant consequences for girls who admire these heroines. Prior research and my own extensions have
shown that modern princesses display almost equal amounts of masculine and feminine qualities; how-
ever, my research on film reviews shows an inaccurate representation of these qualities. These media
perpetuate sexist ideals for women in society by including traditionally feminine vocabulary, degrading
physical descriptions, and inaccuracies about the films, as well as syntax and critiques that trivialize the
heroines’ accomplishments and suggest the characters are not empowered enough. The reviews also
encourage unhealthy competition between the princesses and devote significantly more words to these
negative trends than to positive discussions. These patterns result in the depiction of the princesses as
more stereotypically feminine and weak than is indicated by the films themselves, which hinders the cre-
ation of role models for girls.
Despite significant strides women have made
toward combatting sexism in American
society, news and entertainment media rep-
resentations of women continue to be one of
the many obstacles left before reaching
equality. Numerous studies have identified
gender bias in the ways media represent
women (Fink and Kensicki; Niven and
Zilber; Shacar; Wood). Media tend to favor
representations of women who are “tradi-
tionally feminine” as well as not “too able,
too powerful, or too confident,” over more
complex representations (Wood 33). For
example, research by Janet Fink and Linda
Jean Kensicki shows that when media aimed
at both men and women discuss female ath-
letes, their focus is on sex appeal, fashion,
and family rather than athletic accomplish-
ment. Female scientists as well as female
members of Congress also fall victim to this
trend. Interviews with male scientists often
portray them as primarily professionals
while interviews with female scientists tend
to reference their professionalism while high-
lighting domesticity and family life (Shacar).
Similarly, media descriptions of the female
members of Congress focus on domestic
issues even though the congresswomen por-
tray themselves as having diverse interests
(Niven and Zilber). In sum, biased, gendered
representations of women are common in
various forms of media.
Media misrepresentation of women in
these ways can lead to significant social
consequences, such as reinforcing anti-
quated gender roles and diminishing the
perception of women’s impact on society
(England, Descartes, and Collier-Meek;
Fink and Kensicki; Graves; Niven and
Zilber; Shacar; Wood). Since media are
Gill | 97
Gill | 97
likely one of the most p.
Walmart Business+ and Spark Good for Nonprofits.pdfTechSoup
"Learn about all the ways Walmart supports nonprofit organizations.
You will hear from Liz Willett, the Head of Nonprofits, and hear about what Walmart is doing to help nonprofits, including Walmart Business and Spark Good. Walmart Business+ is a new offer for nonprofits that offers discounts and also streamlines nonprofits order and expense tracking, saving time and money.
The webinar may also give some examples on how nonprofits can best leverage Walmart Business+.
The event will cover the following::
Walmart Business + (https://business.walmart.com/plus) is a new shopping experience for nonprofits, schools, and local business customers that connects an exclusive online shopping experience to stores. Benefits include free delivery and shipping, a 'Spend Analytics” feature, special discounts, deals and tax-exempt shopping.
Special TechSoup offer for a free 180 days membership, and up to $150 in discounts on eligible orders.
Spark Good (walmart.com/sparkgood) is a charitable platform that enables nonprofits to receive donations directly from customers and associates.
Answers about how you can do more with Walmart!"
This document provides an overview of wound healing, its functions, stages, mechanisms, factors affecting it, and complications.
A wound is a break in the integrity of the skin or tissues, which may be associated with disruption of the structure and function.
Healing is the body’s response to injury in an attempt to restore normal structure and functions.
Healing can occur in two ways: Regeneration and Repair
There are 4 phases of wound healing: hemostasis, inflammation, proliferation, and remodeling. This document also describes the mechanism of wound healing. Factors that affect healing include infection, uncontrolled diabetes, poor nutrition, age, anemia, the presence of foreign bodies, etc.
Complications of wound healing like infection, hyperpigmentation of scar, contractures, and keloid formation.
Chapter wise All Notes of First year Basic Civil Engineering.pptxDenish Jangid
Chapter wise All Notes of First year Basic Civil Engineering
Syllabus
Chapter-1
Introduction to objective, scope and outcome the subject
Chapter 2
Introduction: Scope and Specialization of Civil Engineering, Role of civil Engineer in Society, Impact of infrastructural development on economy of country.
Chapter 3
Surveying: Object Principles & Types of Surveying; Site Plans, Plans & Maps; Scales & Unit of different Measurements.
Linear Measurements: Instruments used. Linear Measurement by Tape, Ranging out Survey Lines and overcoming Obstructions; Measurements on sloping ground; Tape corrections, conventional symbols. Angular Measurements: Instruments used; Introduction to Compass Surveying, Bearings and Longitude & Latitude of a Line, Introduction to total station.
Levelling: Instrument used Object of levelling, Methods of levelling in brief, and Contour maps.
Chapter 4
Buildings: Selection of site for Buildings, Layout of Building Plan, Types of buildings, Plinth area, carpet area, floor space index, Introduction to building byelaws, concept of sun light & ventilation. Components of Buildings & their functions, Basic concept of R.C.C., Introduction to types of foundation
Chapter 5
Transportation: Introduction to Transportation Engineering; Traffic and Road Safety: Types and Characteristics of Various Modes of Transportation; Various Road Traffic Signs, Causes of Accidents and Road Safety Measures.
Chapter 6
Environmental Engineering: Environmental Pollution, Environmental Acts and Regulations, Functional Concepts of Ecology, Basics of Species, Biodiversity, Ecosystem, Hydrological Cycle; Chemical Cycles: Carbon, Nitrogen & Phosphorus; Energy Flow in Ecosystems.
Water Pollution: Water Quality standards, Introduction to Treatment & Disposal of Waste Water. Reuse and Saving of Water, Rain Water Harvesting. Solid Waste Management: Classification of Solid Waste, Collection, Transportation and Disposal of Solid. Recycling of Solid Waste: Energy Recovery, Sanitary Landfill, On-Site Sanitation. Air & Noise Pollution: Primary and Secondary air pollutants, Harmful effects of Air Pollution, Control of Air Pollution. . Noise Pollution Harmful Effects of noise pollution, control of noise pollution, Global warming & Climate Change, Ozone depletion, Greenhouse effect
Text Books:
1. Palancharmy, Basic Civil Engineering, McGraw Hill publishers.
2. Satheesh Gopi, Basic Civil Engineering, Pearson Publishers.
3. Ketki Rangwala Dalal, Essentials of Civil Engineering, Charotar Publishing House.
4. BCP, Surveying volume 1
How to Manage Your Lost Opportunities in Odoo 17 CRMCeline George
Odoo 17 CRM allows us to track why we lose sales opportunities with "Lost Reasons." This helps analyze our sales process and identify areas for improvement. Here's how to configure lost reasons in Odoo 17 CRM
This presentation was provided by Steph Pollock of The American Psychological Association’s Journals Program, and Damita Snow, of The American Society of Civil Engineers (ASCE), for the initial session of NISO's 2024 Training Series "DEIA in the Scholarly Landscape." Session One: 'Setting Expectations: a DEIA Primer,' was held June 6, 2024.
A review of the growth of the Israel Genealogy Research Association Database Collection for the last 12 months. Our collection is now passed the 3 million mark and still growing. See which archives have contributed the most. See the different types of records we have, and which years have had records added. You can also see what we have for the future.
it describes the bony anatomy including the femoral head , acetabulum, labrum . also discusses the capsule , ligaments . muscle that act on the hip joint and the range of motion are outlined. factors affecting hip joint stability and weight transmission through the joint are summarized.
This presentation includes basic of PCOS their pathology and treatment and also Ayurveda correlation of PCOS and Ayurvedic line of treatment mentioned in classics.
Required readings· · From Managing human resources Productiv.docx
1. Required readings:
·
· From Managing human resources: Productivity, quality of
work life, profits (9th ed.), read the following chapters:
· The legal context of employment decisions
· Procedural justice and ethics in employee relations
· Safety, health, and employee assistance programs
Unit 3: Module 3 (Sep 12 - Sep 18)
Module 3 Overview
This module focuses on specific civil rights and labor laws that
govern HR policies and practices. You will also explore legal
and ethical issues based on a scenario.
In Module 1, we discussed the four forces that shape HR
strategies:
· Social
· Technological
· Economic
· Political
Federal, state, and local laws affect all of these domains, and
your understanding of legal and governmental mandates and
standards is vital to formulating a viable HR strategy.
Many legislative and legal constraints affect business policies
and HR planning. Understanding these issues can help avoid
financial and legal issues in the future. For example, is an
employee with diabetes who takes daily insulin protected by the
Americans with Disabilities Act (ADA)? The answer is yes (The
U.S. Equal Employment Opportunity Commission, 2008). If
2. your managers fail to understand the ramifications of this detail,
they could (even inadvertently) harass or otherwise discriminate
against an employee who may file a complaint with the Equal
Employment Opportunity Commission (EEOC). Your
organization then may incur legal expenses to defend or settle
the dispute, all of which could be very expensive.
We will examine some of the major federal laws that impact HR
on the following pages. You may also wish to explore the
resources provided by SHRM and ASTD for best practices and
benchmarks in civil rights and labor laws. HR professionals
could refer to these sources for talent management as well.
Strategic HR addresses legal and regulatory issues in terms of
planning and policy. It helps guide businesses and organizations
through red tape and encumbrances.
In the first assignment in this module, you will discuss the
federal, state, and local laws that drive HR policies, procedures,
and practices. The second assignment will be your first
Required Assignment of this course. You will identify ethical
and legal issues involved in a merger and develop a plan to
resolve these issues.
The U.S. Equal Employment Opportunity Commission.
(2008). The ADA: Your responsibilities as an employer.
Retrieved fromhttp://www.eeoc.gov/facts/ada17.html
Using the navigation on the left, please proceed to the next
page.
· Incorporate strategic human resource management principles
in the development of programs that meet organizational needs
and enable the organization to maintain a competitive
advantage.
· Distinguish between ethical and unethical behavior given
certain organizational circumstances (both domestic and
international) based on knowledge of basic employment law and
ethical principles.
· Recommend talent management strategies that support the HR
3. strategic plan and the competitive strategy of the organization.
Unit 3: Module 3 - Civil Rights Laws
Civil Rights Laws
Civil rights laws are federal statutes designed to protect races
and/or classes from behaviors (such as discrimination or
harassment) or barriers (such as systemic roadblocks to
advancement or physical access limitations) defined in the
statutes and acts. HR managers should be knowledgeable about
such statutes and acts and should consider the myriad provisions
of these laws while designing the HR strategy. Here are some
highlights.
Title VII of the Civil Rights Act of 1964
Title VII of the 1964 Civil Rights Act prohibits discrimination
against employees on the basis of “race, color, religion, sex, or
national origin” and applies to virtually all businesses in the
U.S. except for those with fewer than 15 employees. This act
established the Equal Employment Opportunity Commission
(EEOC), which is responsible for enforcing anti-discrimination
laws for employees as well as job applicants.
While violations can often be resolved through mediation
overseen by an EEOC representative, unresolved cases can go to
litigation and become extremely costly. Proper treatment of
4. candidates and employees, complete documentation of the
hiring process, and ongoing maintenance of personnel records
can be significant factors in the prevention of violations, which
can cost organizations time, money, and their reputation.
You can learn more about this act and the EEOC
athttp://www.eeoc.gov/laws/statutes/titlevii.cfm.
http://www.eeoc.gov/federal/training/index.cfm
Age Discrimination in Employment Act of 1967
The Age Discrimination in Employment Act of 1967 (ADEA)
protects workers over 40 from discrimination in terms of hiring,
firing, pay, promotions, or layoffs, and applies to businesses
with 20 or more employees. Those who feel they have
experienced such discrimination must file an EEOC claim
within 180 days. You can find more information about this act
athttp://www.eeoc.gov/laws/types/age.cfm.
Title II of the Genetic Information Nondiscrimination Act of
2008
Title II of the Genetic Information Nondiscrimination Act of
2008 (GINA) prohibits employers from using genetic
information to discriminate against employees or job applicants.
While it may seem that genetic information would be protected
under certain privacy laws, there are legitimate ways that an
employer may become aware of such information (overhearing a
conversation or acquiring DNA data due to the nature of certain
law enforcement jobs). Even if an employer possesses such
genetic information, the company cannot use it in making
employment decisions. You can learn more about GINA
at http://www.eeoc.gov/laws/types/genetic.cfm.
Americans with Disabilities Act of 1990
The Americans with Disability Act of 1990 (ADA) is enforced
by the EEOC and prohibits discrimination of employees or job
applicants with disabilities in the workplace. The law prohibits
harassment of those with disabilities and requires employers to
provide reasonable accommodation to help a disabled person
perform job duties unless such accommodation provides undue
5. hardship to the employer.
While the ADA does provide definitions for “reasonable” and
“undue hardship,” what is reasonable varies among different
employers. Undue hardship for a small employer is likely
different from undue hardship for a large employer. This leaves
plenty of room for various interpretations, resulting in
complications in practice.
You can find more information about the ADA
athttp://www.eeoc.gov/laws/types/disability.cfm.
Title VII of the Civil Rights Act of 1964, 42 U.S.C. § 2000e et
seq.
Using the navigation on the left, please proceed to the next
page.
Unit 3: Module 3 - Health and Safety (OSHA)
Health and Safety (OSHA)
The Occupation Safety and Health Act of 1970 established the
Occupational Safety & Health Administration (OSHA) within
the Department of Labor. OSHA’s mission is to “assure safe and
healthful working conditions for working men and women by
setting and enforcing standards and providing training,
outreach, education and assistance” (U.S. Department of Labor,
OSHA, n.d.). OSHA has legal authority through the government
6. legislative process to promote employee health and safety in the
workplace and also provide “whistleblower” protections for
workers who report unsafe working conditions.
It is easy to envision safety issues in heavy industry where
workers can be exposed to molten steel, toxic chemicals, lasers,
asbestos, under-ventilated mines or hot rivets at a skyscraper
construction site. But, office workers can also be exposed to
safety issues such as unsecured file cabinets, computer cables
taped across thresholds, wet floors, or icy sidewalks. There are
also physical health risks associated with repetitive stress
injuries, back strain, and air quality that many offices regularly
face.
HR strategy should consider and HR managers must be
knowledgeable about such safety regulations since these statutes
and acts may have a bearing on HR policy and procedures.
Employee injuries and even death are undesirable outcomes to
say the least. Aside from moral and ethical concerns and the
impact to morale, there are significant fines and legal
ramifications for ignoring safety issues.
You can learn more about OSHA at http://www.osha.gov/.
U.S. Department of Labor, Occupational Safety & Health
Administration (OSHA). (n.d.).About OSHA. Retrieved
from http://www.osha.gov/about.html
Using the navigation on the left, please proceed to the next
page.
Unit 3: Module 3 - Equal Pay Laws (Fair Labor Standards Act)
7. Equal Pay Laws (Fair Labor Standards Act)
Equal pay laws include federal statutes designed to provide
protection from illegal pay practices defined in the statutes and
acts. Here are some highlights:
· The Fair Labor Standards Act of 1938 (FLSA) initially
established the maximum number of hours in a workweek and a
minimum hourly wage as well as established overtime pay for
certain jobs and limits on child labor. The act has been amended
over the years to increase the minimum wage, lower the
maximum number of hours in a workweek, and establish equal
pay provisions for women.
· The Equal Pay Act of 1963 makes it illegal to pay women less
than men for the same job.
· The Migrant and Seasonal Agricultural Worker Protection Act
of 1983 includes provisions about wages and working
conditions for migrant farm workers.
HR strategy should consider and HR managers must be
knowledgeable about such statutes and acts since they have
bearing on HR policy and procedures.
These acts are administered by the Department of Labor. Just as
with other federal statues we have discussed so far, failure to
comply with these regulations can often result in legal action
which can involve back pay from the time of the infraction. You
can learn more about the fair labor regulations
athttp://www.dol.gov/whd/flsa/.
Equal Pay for Women
There is an ongoing debate over the issues of equal pay for
women. Advocates for additional legislation argue that a pay
gap exists between what men and women can earn over their
working lifetimes. Opponents argue that the lifetime disparity
has more to do with women taking time off (sometimes for
many years) to raise families, care for elderly parents, or pursue
other interests. A recent development was the passage of the
8. Lilly Ledbetter Fair Pay Act of 2009 which addresses the 180-
day filing limit of a complaint. The new law amends the 1964
Civil Rights Act and other related statutes to state that the 180-
day filing limit resets with each paycheck that has been subject
to unequal pay discrimination. As such, women, such as Lilly
Ledbetter, who discover that they have been unfairly paid for
years, can still find a remedy even though they did not file a
complaint within the 180-day filing limit of the initial unequal
paycheck.
In the specific lawsuit initiated by Lilly Ledbetter under the
1964 Civil Rights Act, she claimed that she only discovered her
pay inequity shortly before her retirement, which is why she did
not file a complaint within the initial 180-day period following
the first paycheck in question, some 20 years earlier. The
Supreme Court eventually ruled against her in 2007 because the
statute clearly stated the 180-day limitation. The new law
establishes a revised time limitation indicating that the 180-day
limitation is not limited to the initial unfair paycheck, but
essentially to the most recent one. In other words, if a woman
discovers that she has been unfairly paid over a long period of
time, she can still file a complaint within 180 days of her most
recent “unfair” paycheck. It may be worth pointing out that Ms.
Ledbetter was never able to obtain back pay or damages because
of the Supreme Court ruling in 2007. But, her continuing efforts
on this issue resulted in Congress changing this single provision
which removes a barrier to women seeking equal pay. You can
access the statute
at http://www.govtrack.us/congress/bills/111/s181/text.
Using the navigation on the left, please proceed to the next
page.
9. Unit 3: Module 3 - FMLA
FMLA
Another act administered by the Department of Labor is the
Family and Medical Leave Act of 1993 (FMLA), which entitles
eligible employees defined in the law to unpaid job-protected
leave for specific reasons including the following
circumstances:
· The birth or adoption of a child
· The care of a family member with a serious health condition
· The care of oneself due to a serious health condition
· A qualifying emergency
Employees covered under this law and approved for such unpaid
leave cannot be removed from their jobs during the leave. The
FMLA also includes other provisions such as break time for
nursing mothers and special rules for returning military
reservists.
HR strategy should consider and HR managers must be
knowledgeable about FMLA provisions in order to fairly
administer the law and comply with its detailed provisions.
· You can access news and information about compliance
athttp://www.dol.gov/whd/regs/compliance/ca_main.htm.
· You can access the text of the law
athttp://www.dol.gov/whd/regs/statutes/fmla.htm.
Using the navigation on the left, please proceed to the next
page.
10. Unit 3: Module 3 - Labor Relations Laws
Labor Relations Laws
The National Labor Relations Act of 1935 (also known as the
Wagner Act) protects private sector workers as they engage in
collective bargaining or engage in work stoppages such as
strikes. The act also established the National Labor Relations
Board (NLRB) as an independent agency responsible for
conducting labor union elections and investigating claims of
unfair labor practices. The NLRB also facilitates settlements,
adjudicates specific cases, and enforces its orders through the
US Court of Appeals when voluntary compliance does not
occur.
Labor unions have a long history in the U.S. and were initially
focused on large industries such as steel, mining, railways,
automotive and other manufacturing, and longshoremen. There
are also unions for communications workers, teachers,
musicians, professional athletes, health workers, electricians,
carpenters, actors, and public employees. Union negotiated
contracts not only focus on wages and benefits, but also on
working conditions and practices. In most cases, negotiated
improvements in benefits and other working conditions are
extended to non-unionized employees as well.
HR managers in organizations that include union members must
be fully aware of fair labor laws and all aspects of the
negotiated contracts especially as they apply to HR policy and
procedures. But, even those organizations that do not include
union members must be aware of both employer and employee
11. rights and responsibilities if there is an attempt to organize
employees.
You can learn more about the National Labor Relations Act and
the NLRB athttp://www.nlrb.gov/.
Using the navigation on the left, please proceed to the next
page.
Unit 3: Module 3 - SOX (Whistle Blowers)
SOX (Whistle Blowers)
The Sarbanes-Oxley Act of 2002, typically referred to as SOX,
is enforced by the Securities and Exchange Commission (SEC).
The law requires all publicly traded companies in the U.S., as
well as management and accounting firms, to certify the
accuracy of their financial information. The law also provides
extensive protection for employee whistleblowers and includes
the following key provisions:
· The law requires publicly traded companies to create internal
and independent audit committees as well as establish
confidential whistleblower complaint procedures.
· The law established ethical standards for attorneys who appear
before the SEC.
· The law criminalizes retaliation against whistleblowers for all
employers, not just those employed by publicly traded
companies.
12. · The law establishes the authority of the SEC to enforce every
part of the statute.
You can access the text of the law
at http://www.sec.gov/about/laws/soa2002.pdf.
HR strategy should consider and HR managers must be
knowledgeable about such the Sarbanes-Oxley law, particularly
the whistleblower provisions as they apply to HR policy and
procedures.
Using the navigation on the left, please proceed to the next
page.
Unit 3: Module 3 - Health Reform
Health Reform
One of the most sweeping pieces of legislation that addresses
the financing and delivery of healthcare is the Patient Protection
and Affordable Care Act of 2010 (United States Government,
2010). This law, frequently referred to as the ACA or health
reform, is designed to increase access to health coverage for
uninsured Americans, as well as provide new protections for
people who have insurance but were unable to obtain coverage
for a preexisting condition such as cancer. Some of the law’s
provisions became immediately effective while others have
effective dates up to and including 2015. You can see a timeline
showing “what changes when”
athttp://www.healthcare.gov/law/timeline/index.html.
13. The ACA addresses a broad scope of issues including healthcare
access and affordability, the financing of government healthcare
programs, preventative care and public health, medical
technology, and the reauthorization of the Indian Health Care
Improvement Act. There are significant provisions applicable to
both small and large businesses as they meet the requirement to
provide employee access to health insurance. There are also tax
implications for all businesses as well as a requirement for
employers to report the cost of coverage under an employer-
sponsored group health plan on each employee’s W-2 form
beginning in 2012. Reporting the cost, however, does not mean
that the coverage is taxable.
The ACA poses challenges to HR managers as they seek to
explore its full impact on policies and procedures. This is
further complicated by the fact that rules and regulations
continue to be formulated by the Department of Health and
Human Services (HSS).
· The government Web site HealthCare.gov (maintained by
HSS) provides extensive information including specific pages
for employers athttp://www.healthcare.gov/using-
insurance/employers/index.html.
· You can access the complete text of the law
athttp://www.gpo.gov/fdsys/pkg/BILLS-
111hr3590enr/pdf/BILLS-111hr3590enr.pdf.
· The Department of Labor Web site also provides extensive
information useful for businesses to comply with the law and its
myriad provisions:http://www.dol.gov/ebsa/healthreform/.
· The Henry J. Kaiser Family Foundation Web site also provides
extensive information, research, and
analysis: http://healthreform.kff.org/.
United States Government (2010, March 23). Public Law 111–
148 111th Congress: An Act Entitled The Patient Protection and
Affordable Care Act. Retrieved
fromhttp://www.gpo.gov/fdsys/pkg/PLAW-
111publ148/pdf/PLAW-111publ148.pdf
Using the navigation on the left, please proceed to the next
14. page.
Unit 3: Module 3 - State and Local Laws
State and Local Laws
So far, we have examined important federal employment laws.
However, each state and many municipalities also have
employment laws. State and local regulations cannot supersede
federal law, but they can clarify or further constrain the
resolution of a case or complaint. Additionally, state and local
laws can vary widely, which adds additional complications to
those employers with locations in multiple cities or states.
Consider these examples:
· Some states and local municipalities impose income taxes,
which require employers to maintain careful records so that
taxes are deducted from applicable income.
· Some states have a “right to work” law, which means that
employees are not required to join a union in order to be hired.
· Some states have unique safety and labor laws that add
conditions to federal employment laws.
· Some states have alternative dispute resolution choices for
labor negotiations that add to federal employment laws.
The Department of Labor provides links to state labor offices as
well as to a variety of state fair labor practices
at http://www.dol.gov/whd/state/state.htm. For example, you
can display summaries as to how various states regulate child
15. entertainment occupations or door-to-door sales by minors.
International laws may also have a bearing on the HR strategy
with an increasing number of employers choosing to operate
internationally as well as nationally. Laws in various countries
can differ drastically and present additional challenges and
responsibilities to those charged with compliance. Because of
these layers of complexity, employers often find compliance
difficult. A lack of awareness, constant changes, variability in
interpretation, and lack of clarity can all contribute to
noncompliance, subjecting employers to penalties.
The first step in avoiding these issues is to develop an
awareness of relevant federal, state, local, and even
international laws to determine how such laws affect your HR
policies and procedures. This is followed by the process of
identifying resources and maintaining current knowledge of the
laws and their interpretation.
Using the navigation on the left, please proceed to the next
page.