Title VII prohibits claims of unintentional discrimination. True.pdf
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Title VII prohibits claims of unintentional discrimination. True or False? why Solution True, Job requirements must be uniformly and consistently applied to persons of all races and colors. Even if a job requirement is applied consistently, if it is not important for job performance or business needs, the requirement may be found unlawful if it excludes persons of a certain racial group or color significantly more than others. Examples of potentially unlawful practices include: (1) soliciting applications only from sources in which all or most potential workers are of the same race or color; (2) requiring applicants to have a certain educational background that is not important for job performance or business needs; (3) testing applicants for knowledge, skills or abilities that are not important for job performance or business needs. Employers may legitimately need information about their employees or applicants race for affirmative action purposes and/or to track applicant flow. One way to obtain racial information and simultaneously guard against discriminatory selection is for employers to use separate forms or otherwise keep the information about an applicant\'s race separate from the application. In that way, the employer can capture the information it needs but ensure that it is not used in the selection decision. Unless the information is for such a legitimate purpose, pre-employment questions about race can suggest that race will be used as a basis for making selection decisions. If the information is used in the selection decision and members of particular racial groups are excluded from employment, the inquiries can constitute evidence of discrimination Source: U.S. Equal Employment Opportunity Commission.
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1. Which of the following is a concerted effort by the organizatio.docx
1. Which of the following is a concerted effort by the organization to actively expand the pool of applicants so that no one is excluded because of past or present discrimination?
·
Pure diversity-based recruitment
·
Diversity-based recruitment with preferential hiring
·
Hard quotas
·
Passive nondiscrimination
2. A soft-quota system
·
is a commitment to treat all races and sexes equally in all decisions about hiring, promotion, and pay
·
fails to recognize that discriminatory practices in the past may block prospective applicants from seeking present job opportunities
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represents a mandate to hire specific numbers of women or minority group members
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systematically favors women and minorities in hiring and promotion decisions
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·
Equal Educational Opportunities Act (1974)
·
Family Educational Rights and Privacy Act (1974)
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Freedom of Information and Protection of Privacy Act (1990)
·
Protection of Pupil Rights Amendment (1978)
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affirmative action candidates
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pay grades
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human resource requirements
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strategic imperatives
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current employees
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foreign subsidiaries
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minority groups
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women workforce
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education and employment history
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character and interpersonal competence
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·
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outstanding progression and other privileges in punishment and preservation; Initial change of
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stay away from lawsuits introduced by workers whose lawful privileges were desecrated. The
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Background Checks
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1.Which of the following is a concerted effort by the organizati.docx
1.
Which of the following is a concerted effort by the organization to actively expand the pool of applicants so that no one is excluded because of past or present discrimination?
[removed]
Pure diversity-based recruitment
[removed]
Diversity-based recruitment with preferential hiring
[removed]
Hard quotas
[removed]
Passive nondiscrimination
2.
A soft-quota system
[removed]
is a commitment to treat all races and sexes equally in all decisions about hiring, promotion, and pay
[removed]
fails to recognize that discriminatory practices in the past may block prospective applicants from seeking present job opportunities
[removed]
represents a mandate to hire specific numbers of women or minority group members
[removed]
systematically favors women and minorities in hiring and promotion decisions
3.
Which law gives students the legal right to see all letters of recommendation written about them and also permits release of information about a student only to people approved by the student at the time of the request?
[removed]
Equal Educational Opportunities Act (1974)
[removed]
Family Educational Rights and Privacy Act (1974)
[removed]
Freedom of Information and Protection of Privacy Act (1990)
[removed]
Protection of Pupil Rights Amendment (1978)
4.
Recruitment begins by specifying __________, which are the typical result of job analysis and workforce planning activities.
[removed]
affirmative action candidates
[removed]
pay grades
[removed]
human resource requirements
[removed]
strategic imperatives
5.
When implementing recruitment activities, initial consideration should be given to a company's __________, especially for filling jobs above the entry level.
[removed]
current employees
[removed]
foreign subsidiaries
[removed]
minority groups
[removed]
women workforce
6.
The information least likely to be obtained in reference checks and recommendations is
[removed]
willingness of a previous employer to rehire the applicant
[removed]
a description of the applicant’s physical attractiveness
[removed]
education and employment history
[removed]
character and interpersonal competence
7.
Which of the following statements about an aging organization is true?
[removed]
It demands extreme cost control through consistency and centralized procedures.
[removed]
It is concerned with building excellence in the management teams.
[removed]
It is characterized by a heavy emphasis on product engineering.
[removed]
It emphasizes the generation of cash to develop new product lines.
8.
_________ affect recruitment policies because firms often give preference to current employees in promotions, transfers, and other career-enhancing opportunities.
[removed]
Internal labor markets
[removed]
EEOC guidelines
[removed]
Labor market characteristics
[removed]
Union employee percentages
9.
Typically, the first step in an employee's introduction to company policies, practices, and benefits is a(n) _________ program.
[removed]
orientation
[removed]
initial scre.
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132 1 Explain the significance of employee selection
132
1 Explain the significance of employee
selection.
2 Describe the selection process.
3 Explain the importance of preliminary
screening.
4 Describe reviewing applications and
résumés.
5 Describe the use of tests in the selection
process.
6 Explain the use of the employment
interview.
Learn It
If your professor has chosen to assign this, go to mymanagementlab.com to see what
you should particularly focus on and to take the Chapter 6 Warm-Up.
MyManagementLab®
Improve Your Grade!
Over 10 million students improved their results using the Pearson MyLabs. Visit
mymanagementlab.com for simulations, tutorials, and end-of-chapter problems.
7 Explain pre-employment screening and
background checks.
8 Describe the selection decision.
9 Describe the metrics for evaluating
recruitment/selection effectiveness.
10 Identify environmental factors that affect
the selection process.
11 Discuss selection in a global environment.
6 Selection
Chapter ObjeCtives After completing this chapter, students should be able to:
133
significance of employee selection
selection is the process of choosing from a group of applicants the individual best suited for a
particular position and the organization (optimal types and levels of human capital). Properly
matching people with jobs and the organization is the goal of the selection process. If individuals
are overqualified, underqualified, or for any reason do not fit either the job or the organization’s
culture, they will be ineffective and probably leave the firm, voluntarily or otherwise. There
are many ways to improve productivity, but none is more powerful than making the right hir-
ing decision. A firm that selects high-quality employees reaps substantial benefits, which recur
every year the employee is on the payroll. On the other hand, poor selection decisions can cause
irreparable damage. A bad hire can negatively affect the morale of the entire staff, especially in a
position where teamwork is critical.
Many companies would rather go short and work overtime than hire one bad apple. If a firm
hires many bad apples, it cannot be successful for long even if it has perfect plans, a sound orga-
nizational structure, and finely tuned control systems. Competent people must be available to
ensure the attainment of organizational goals. Today, with many firms having access to the same
technology, people make the real difference.
selection process
Companies make selection decisions to determine whether individuals who were identified
through the selection process will be offered employment. Figure 6-1 illustrates a generalized
selection process, but it may vary from company to company and also according to the type
of job being filled. This process typically begins with preliminary screening. Next, applicants
complete the firm’s application for employment or provide a résumé. Then they progress through
a series of selection tests, one or more employment int ...
132 1 Explain the significance of employee selection
132
1 Explain the significance of employee
selection.
2 Describe the selection process.
3 Explain the importance of preliminary
screening.
4 Describe reviewing applications and
résumés.
5 Describe the use of tests in the selection
process.
6 Explain the use of the employment
interview.
Learn It
If your professor has chosen to assign this, go to mymanagementlab.com to see what
you should particularly focus on and to take the Chapter 6 Warm-Up.
MyManagementLab®
Improve Your Grade!
Over 10 million students improved their results using the Pearson MyLabs. Visit
mymanagementlab.com for simulations, tutorials, and end-of-chapter problems.
7 Explain pre-employment screening and
background checks.
8 Describe the selection decision.
9 Describe the metrics for evaluating
recruitment/selection effectiveness.
10 Identify environmental factors that affect
the selection process.
11 Discuss selection in a global environment.
6 Selection
Chapter ObjeCtives After completing this chapter, students should be able to:
133
significance of employee selection
selection is the process of choosing from a group of applicants the individual best suited for a
particular position and the organization (optimal types and levels of human capital). Properly
matching people with jobs and the organization is the goal of the selection process. If individuals
are overqualified, underqualified, or for any reason do not fit either the job or the organization’s
culture, they will be ineffective and probably leave the firm, voluntarily or otherwise. There
are many ways to improve productivity, but none is more powerful than making the right hir-
ing decision. A firm that selects high-quality employees reaps substantial benefits, which recur
every year the employee is on the payroll. On the other hand, poor selection decisions can cause
irreparable damage. A bad hire can negatively affect the morale of the entire staff, especially in a
position where teamwork is critical.
Many companies would rather go short and work overtime than hire one bad apple. If a firm
hires many bad apples, it cannot be successful for long even if it has perfect plans, a sound orga-
nizational structure, and finely tuned control systems. Competent people must be available to
ensure the attainment of organizational goals. Today, with many firms having access to the same
technology, people make the real difference.
selection process
Companies make selection decisions to determine whether individuals who were identified
through the selection process will be offered employment. Figure 6-1 illustrates a generalized
selection process, but it may vary from company to company and also according to the type
of job being filled. This process typically begins with preliminary screening. Next, applicants
complete the firm’s application for employment or provide a résumé. Then they progress through
a series of selection tests, one or more employment int ...
Running head ERISA AND EEOC1ERISA AND EEOC6.docx
Running head: ERISA AND EEOC 1
ERISA AND EEOC 6
Comparing and Contrasting ERISA and EEOC
Keri King
Module 5
Comparing and Contrasting ERISA and EEOC
Employee Retirement Income Security Act (ERISA) protects Americans’ retirement assets through the implementation of procedures that qualified plans must adhere to. In the context, the intention is ensuring that fiduciaries do not misuse plan assets. Moreover, it formulates minimum standards for participation, vesting, benefit accrual, and funding of retirement plans. In this case, participants in the retirement plan are entitled to sue either for benefits or breaches of fiduciary duty.
The Equal Employment Opportunity Commission, on the other hand, enforces federal laws regarding discrimination or harassment of job applicants or other employees in the United States of America. In the context, it investigates discrimination charges that are leveled against employers, companies being subject to the law if they have at least 15 employees. Unlike ERISA, EEOC highlights acceptable practices that employers should engage in as well as those that should be shunned. As an illustration, it provides that an employer should not publish a job advertisement that exhibits some preference for a group of people based on sex, color, age, and the like.
Although some similarities exist between ERISA and EEOC, it is worth noting that the functionality and provisions therein involve a great deal of differences. In my view, the appropriate methodology for the presentation of the differences would be the discussion of individual provisions of both ERISA and EEOC.
ERISA cover involves a myriad of benefits, one of which is medical, surgical, or hospital care. Under it, a participant who is admitted to medical facilities either for basic medical care or comprehensive check-up enjoys ERISA cover. The other benefit is that of sickness, accident, disability, or death. The implication in the case is that a participant who is admitted to the hospital enjoys full medical cover. Moreover, a beneficiary who suffers an accident and sustains an injury of whichever magnitude would receive some benefits to enable them to push on with a decent life. In case of death, however, the participant’s beneficiaries receive compensation for the avoidance of interruption of their lives due to the loss of the breadwinner. The cover also entails unemployment benefits for the extension of a stipend on a regular basis during the period of loss of employment (Anderson, 2015). In this case, the stipend may be extended on a monthly basis to enable the participant to cater to the needs of his family members. The cover also entails vacation benefits, whereby the participants who are on leave continue to enjoy the compensation benefits they would have if they were working. The benefits therein encourage participants to proceed on vacation, where they gain the opportunity to refresh and plan for future endeavors. Notably, the .
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5. Do you think there will ever be equal employment in the workforce?
6. How far can employers stretch the “green jobs” label before it loses legitimacy? Does Starbucks or McDonald’s policy of rewarding their coffee suppliers who use sustainable growing practices mean that they are green employers? How “green” do they need to be? Is the Society of Human Resource Management adequate by defining “green jobs” as those that meet the need for environmentally responsible production and work processes and the development of green goods and services? This includes “reducing pollution or waste, reducing energy usage, and reducing use of limited natural resources.
7. Employment branding makes the company name stand out when applicants are researching employers. Essentially, it’s about marketing the company as an attractive employer in the same way that consumer products and services such as cars, beverages, and hotels have distinctive brand images. Identify other employers in your area that seem to have an “employment brand.” Does that image help to recruit workers?
8. Should companies use stress interviews? Should interviewers be permitted to assess professionalism, confidence, and how one reacts to the everyday nuisances of work by putting applicants into a confrontational scenario? Does becoming angry in an interview indicate a propensity toward outbursts or violence under work stress? Should HRM advocate the use of an activity that could possibly slip out of control?
9. Few states lost more jobs in the great recession than Michigan where nearly one in every ten jobs disappeared. The country needs a new plan to attack unemployment. It needs to reinvent how to put those unemployed workers to work. Whose responsibility is it to deal with that problem; is it the governments, the businesses or the unemployed person?
10. What are your thoughts and opinions on employers ...
When should we use partial derivativesPlease explain.Solution.pdf
When should we use partial derivatives and when should we use ordinary derivatives?
Please explain in 1 or 2 paragraph
Thank you.
Solution
From a particular point of view total derivative and partial derivatives are the same.
The dependencies of the variables and the nature of derivatives should be clearly stated, but it is
often they are not. One may make the convention that when the total notation is used, variables
are dependent unless otherwise stated; and when partial notation is used they are independent
unless otherwise stated. The dy/dx = 0 assumption is not incorrect. The user that does not adust
for it is incorrect. If a calculator given 3*4+3 returns 15 but the user intended 3*(4+3) which
returns 21 the user was in error..
When should stimulus programs be appliedSolutionStimulus prog.pdf
When should descriptive statistics and inferential statistics be used in 250 words or less?
Solution
Descriptive statistics are used to reveal patterns through the analysis of numeric
data. Inferential statistics are used to draw conclusions and make predictions based on the
analysis of numeric data..
More Related Content
Similar to Title VII prohibits claims of unintentional discrimination. True.pdf
i9to5 employee right charter
i9to5 Employee Rights Charter focusses on the problems faced by the Working class in India.We strive to resolves all such issues by btaining your digital signatures and helping out our colleagues that face similar discrimination at Workplace.
Kindly share this Charter with as many people as possible.
Recruitment 101 Project
This is one of two culminating projects I worked on for my Human Resources internship with Chattanooga City Hall. The purpose of this project was to create singularity in the hiring process used across City managers by outlining recruiting best practices from job requisition requests to the job offer.
This project was presented to the HR department and hiring managers within various City departments.
Presentation Time: 2 hours
Essential Tips for Avoiding Discrimination Claims
Utah SHRM Crossroads Conference | Davis Convention Center in Layton, Utah - Derek Langton - September 24 and 25, 2019
Background checks employer beware!
Discusses federal law and employers' use of criminal background checks in the hiring process.
Employer Risk of Social Media Recruiting
A light touch on some of the Legal ramifications of Social Media Recruiting and ways an Employer can mitigate some of said Risk.
· Welcome to Week 4This week will cover material about Backgroun.docx
· Welcome to Week 4
This week will cover material about Background Checks.
In this lesson, we will discuss:
· What are communication strategies that can be used to communicate the regulatory changes to hiring leaders within an organization?
· Background Checks
· Education History
· Employment History
· Financial History
· Medical History
· Criminal History
· Social Media History
· Driving History
· Recordkeeping and Maintenance
Course Learning Objectives:
By the end of this lesson, you will be able to:
· Apply theory and concept to real world of HR policy and situations in the workplace
· Examine employee relations and discuss laws and policies related to employment opportunities, allegations of discrimination, employment practices, diversity, and affirmative action programs
· LESSON
Background Checks
LESSON TOPICS
· Background Checks
· Education History
· Employment History
· Financial History
· Medical History
· Criminal History
· Ban the Box
· Social Media History
· Driving History
· Background Check Summary
· Additional Resources on Background Checks
· Recordkeeping and Maintenance
· Communicating Policy
INTRODUCTION
This lesson will focus on two main areas. The first will be on background checks and the second will be on communicating policy changes to hiring managers within an organization. Although the two topics may seem unrelated, we will explore how they are connected. Anytime a policy is added, changed, or updated, the appropriate personnel must be informed. Communicating the new information in an effective way can be just as important as the policy itself.
Background Checks
Before we jump into our discussion on employment background checks, we need to understand what it means. Essentially, it means to verify or authenticate the information provided by an applicant or employee. This could include checking the information provided on an application, in a resume, or from an interview. The employer wants to ensure the employee or candidate has the background and experience they are claiming.
If it is determined that an applicant was untruthful about their experience, credentials, education, qualifications and so forth, then the employer can release, or fire that person provided the person signed or attested to the truthfulness of the information.
Information an employer might want to gather about an applicant could include some or all of the following; education history, work history, financial history, medical history with some exceptions), criminal history, and their use of social media. It is not against the law for an employer to ask questions about the applicant or employees background or to require a background check.
There are many reasons an employer would want to conduct a background check. The most common reason is to avoid negligent hiring. If an employee kills or injures someone, the company could be held liable. Some positions require it by law such as those that work with children, elderly, or the disabled. Recen ...
1.Which of the following is a concerted effort by the organizati.docx
1.
Which of the following is a concerted effort by the organization to actively expand the pool of applicants so that no one is excluded because of past or present discrimination?
[removed]
Pure diversity-based recruitment
[removed]
Diversity-based recruitment with preferential hiring
[removed]
Hard quotas
[removed]
Passive nondiscrimination
2.
A soft-quota system
[removed]
is a commitment to treat all races and sexes equally in all decisions about hiring, promotion, and pay
[removed]
fails to recognize that discriminatory practices in the past may block prospective applicants from seeking present job opportunities
[removed]
represents a mandate to hire specific numbers of women or minority group members
[removed]
systematically favors women and minorities in hiring and promotion decisions
3.
Which law gives students the legal right to see all letters of recommendation written about them and also permits release of information about a student only to people approved by the student at the time of the request?
[removed]
Equal Educational Opportunities Act (1974)
[removed]
Family Educational Rights and Privacy Act (1974)
[removed]
Freedom of Information and Protection of Privacy Act (1990)
[removed]
Protection of Pupil Rights Amendment (1978)
4.
Recruitment begins by specifying __________, which are the typical result of job analysis and workforce planning activities.
[removed]
affirmative action candidates
[removed]
pay grades
[removed]
human resource requirements
[removed]
strategic imperatives
5.
When implementing recruitment activities, initial consideration should be given to a company's __________, especially for filling jobs above the entry level.
[removed]
current employees
[removed]
foreign subsidiaries
[removed]
minority groups
[removed]
women workforce
6.
The information least likely to be obtained in reference checks and recommendations is
[removed]
willingness of a previous employer to rehire the applicant
[removed]
a description of the applicant’s physical attractiveness
[removed]
education and employment history
[removed]
character and interpersonal competence
7.
Which of the following statements about an aging organization is true?
[removed]
It demands extreme cost control through consistency and centralized procedures.
[removed]
It is concerned with building excellence in the management teams.
[removed]
It is characterized by a heavy emphasis on product engineering.
[removed]
It emphasizes the generation of cash to develop new product lines.
8.
_________ affect recruitment policies because firms often give preference to current employees in promotions, transfers, and other career-enhancing opportunities.
[removed]
Internal labor markets
[removed]
EEOC guidelines
[removed]
Labor market characteristics
[removed]
Union employee percentages
9.
Typically, the first step in an employee's introduction to company policies, practices, and benefits is a(n) _________ program.
[removed]
orientation
[removed]
initial scre.
Diversity and Inclusion in the Workplace
Presented on May 22, 2018 at the Parsons Behle & Latimer 30th Annual Employment Law Seminar - Christina Jepson
132 1 Explain the significance of employee selection
132
1 Explain the significance of employee
selection.
2 Describe the selection process.
3 Explain the importance of preliminary
screening.
4 Describe reviewing applications and
résumés.
5 Describe the use of tests in the selection
process.
6 Explain the use of the employment
interview.
Learn It
If your professor has chosen to assign this, go to mymanagementlab.com to see what
you should particularly focus on and to take the Chapter 6 Warm-Up.
MyManagementLab®
Improve Your Grade!
Over 10 million students improved their results using the Pearson MyLabs. Visit
mymanagementlab.com for simulations, tutorials, and end-of-chapter problems.
7 Explain pre-employment screening and
background checks.
8 Describe the selection decision.
9 Describe the metrics for evaluating
recruitment/selection effectiveness.
10 Identify environmental factors that affect
the selection process.
11 Discuss selection in a global environment.
6 Selection
Chapter ObjeCtives After completing this chapter, students should be able to:
133
significance of employee selection
selection is the process of choosing from a group of applicants the individual best suited for a
particular position and the organization (optimal types and levels of human capital). Properly
matching people with jobs and the organization is the goal of the selection process. If individuals
are overqualified, underqualified, or for any reason do not fit either the job or the organization’s
culture, they will be ineffective and probably leave the firm, voluntarily or otherwise. There
are many ways to improve productivity, but none is more powerful than making the right hir-
ing decision. A firm that selects high-quality employees reaps substantial benefits, which recur
every year the employee is on the payroll. On the other hand, poor selection decisions can cause
irreparable damage. A bad hire can negatively affect the morale of the entire staff, especially in a
position where teamwork is critical.
Many companies would rather go short and work overtime than hire one bad apple. If a firm
hires many bad apples, it cannot be successful for long even if it has perfect plans, a sound orga-
nizational structure, and finely tuned control systems. Competent people must be available to
ensure the attainment of organizational goals. Today, with many firms having access to the same
technology, people make the real difference.
selection process
Companies make selection decisions to determine whether individuals who were identified
through the selection process will be offered employment. Figure 6-1 illustrates a generalized
selection process, but it may vary from company to company and also according to the type
of job being filled. This process typically begins with preliminary screening. Next, applicants
complete the firm’s application for employment or provide a résumé. Then they progress through
a series of selection tests, one or more employment int ...
132 1 Explain the significance of employee selection
132
1 Explain the significance of employee
selection.
2 Describe the selection process.
3 Explain the importance of preliminary
screening.
4 Describe reviewing applications and
résumés.
5 Describe the use of tests in the selection
process.
6 Explain the use of the employment
interview.
Learn It
If your professor has chosen to assign this, go to mymanagementlab.com to see what
you should particularly focus on and to take the Chapter 6 Warm-Up.
MyManagementLab®
Improve Your Grade!
Over 10 million students improved their results using the Pearson MyLabs. Visit
mymanagementlab.com for simulations, tutorials, and end-of-chapter problems.
7 Explain pre-employment screening and
background checks.
8 Describe the selection decision.
9 Describe the metrics for evaluating
recruitment/selection effectiveness.
10 Identify environmental factors that affect
the selection process.
11 Discuss selection in a global environment.
6 Selection
Chapter ObjeCtives After completing this chapter, students should be able to:
133
significance of employee selection
selection is the process of choosing from a group of applicants the individual best suited for a
particular position and the organization (optimal types and levels of human capital). Properly
matching people with jobs and the organization is the goal of the selection process. If individuals
are overqualified, underqualified, or for any reason do not fit either the job or the organization’s
culture, they will be ineffective and probably leave the firm, voluntarily or otherwise. There
are many ways to improve productivity, but none is more powerful than making the right hir-
ing decision. A firm that selects high-quality employees reaps substantial benefits, which recur
every year the employee is on the payroll. On the other hand, poor selection decisions can cause
irreparable damage. A bad hire can negatively affect the morale of the entire staff, especially in a
position where teamwork is critical.
Many companies would rather go short and work overtime than hire one bad apple. If a firm
hires many bad apples, it cannot be successful for long even if it has perfect plans, a sound orga-
nizational structure, and finely tuned control systems. Competent people must be available to
ensure the attainment of organizational goals. Today, with many firms having access to the same
technology, people make the real difference.
selection process
Companies make selection decisions to determine whether individuals who were identified
through the selection process will be offered employment. Figure 6-1 illustrates a generalized
selection process, but it may vary from company to company and also according to the type
of job being filled. This process typically begins with preliminary screening. Next, applicants
complete the firm’s application for employment or provide a résumé. Then they progress through
a series of selection tests, one or more employment int ...
Running head ERISA AND EEOC1ERISA AND EEOC6.docx
Running head: ERISA AND EEOC 1
ERISA AND EEOC 6
Comparing and Contrasting ERISA and EEOC
Keri King
Module 5
Comparing and Contrasting ERISA and EEOC
Employee Retirement Income Security Act (ERISA) protects Americans’ retirement assets through the implementation of procedures that qualified plans must adhere to. In the context, the intention is ensuring that fiduciaries do not misuse plan assets. Moreover, it formulates minimum standards for participation, vesting, benefit accrual, and funding of retirement plans. In this case, participants in the retirement plan are entitled to sue either for benefits or breaches of fiduciary duty.
The Equal Employment Opportunity Commission, on the other hand, enforces federal laws regarding discrimination or harassment of job applicants or other employees in the United States of America. In the context, it investigates discrimination charges that are leveled against employers, companies being subject to the law if they have at least 15 employees. Unlike ERISA, EEOC highlights acceptable practices that employers should engage in as well as those that should be shunned. As an illustration, it provides that an employer should not publish a job advertisement that exhibits some preference for a group of people based on sex, color, age, and the like.
Although some similarities exist between ERISA and EEOC, it is worth noting that the functionality and provisions therein involve a great deal of differences. In my view, the appropriate methodology for the presentation of the differences would be the discussion of individual provisions of both ERISA and EEOC.
ERISA cover involves a myriad of benefits, one of which is medical, surgical, or hospital care. Under it, a participant who is admitted to medical facilities either for basic medical care or comprehensive check-up enjoys ERISA cover. The other benefit is that of sickness, accident, disability, or death. The implication in the case is that a participant who is admitted to the hospital enjoys full medical cover. Moreover, a beneficiary who suffers an accident and sustains an injury of whichever magnitude would receive some benefits to enable them to push on with a decent life. In case of death, however, the participant’s beneficiaries receive compensation for the avoidance of interruption of their lives due to the loss of the breadwinner. The cover also entails unemployment benefits for the extension of a stipend on a regular basis during the period of loss of employment (Anderson, 2015). In this case, the stipend may be extended on a monthly basis to enable the participant to cater to the needs of his family members. The cover also entails vacation benefits, whereby the participants who are on leave continue to enjoy the compensation benefits they would have if they were working. The benefits therein encourage participants to proceed on vacation, where they gain the opportunity to refresh and plan for future endeavors. Notably, the .
Essential Tips for Avoiding Discrimination Claims
7th Annual Idaho Employment Law Seminar - Boise, Idaho - October 10, 2019
Hr terminology 3
Educaterer India is an unique combination of passion driven into a hobby which makes an awesome profession. We carve the lives of enthusiastic candidates to a perfect professional who can impress upon the mindsets of the industry, while following the established traditions, can dare to set new standards to follow. We don't want you to be the part of the crowd, rather we like to make you the reason of the crowd.
Today's Effort For A Better Tomorrow
Responses to first 15 question should be in your own words and be .docx
Responses to first 15 question should be in your own words and be 75 words or more
1. What are your own limits concerning questionable language, jokes, or forwarding e-mails? Do you have the same standards in the workplace? What are your views of those whose standards are either more or less tolerant of questionable language or jokes? How might these differences in perspective cause problems?
2. Workplace security focuses on protecting the employer’s property, inventory, data, and productivity. Employee theft, excessive time spent surfing the Internet, revealing trade secrets to competition, online gambling, viewing online pornography, sending offensive or harassing e-mails, or using the company’s customer database for personal gain could damage the company. But how far can this protection extend? Shouldn’t we consider employees’ rights, too? How do we create a balance?
3. What is your opinion of labor unions?
4. What can organizations do to make sure their hiring officials are not using data collection to discriminate against applicant’s, but rather hiring them based on skills?
5. Do you think there will ever be equal employment in the workforce?
6. How far can employers stretch the “green jobs” label before it loses legitimacy? Does Starbucks or McDonald’s policy of rewarding their coffee suppliers who use sustainable growing practices mean that they are green employers? How “green” do they need to be? Is the Society of Human Resource Management adequate by defining “green jobs” as those that meet the need for environmentally responsible production and work processes and the development of green goods and services? This includes “reducing pollution or waste, reducing energy usage, and reducing use of limited natural resources.
7. Employment branding makes the company name stand out when applicants are researching employers. Essentially, it’s about marketing the company as an attractive employer in the same way that consumer products and services such as cars, beverages, and hotels have distinctive brand images. Identify other employers in your area that seem to have an “employment brand.” Does that image help to recruit workers?
8. Should companies use stress interviews? Should interviewers be permitted to assess professionalism, confidence, and how one reacts to the everyday nuisances of work by putting applicants into a confrontational scenario? Does becoming angry in an interview indicate a propensity toward outbursts or violence under work stress? Should HRM advocate the use of an activity that could possibly slip out of control?
9. Few states lost more jobs in the great recession than Michigan where nearly one in every ten jobs disappeared. The country needs a new plan to attack unemployment. It needs to reinvent how to put those unemployed workers to work. Whose responsibility is it to deal with that problem; is it the governments, the businesses or the unemployed person?
10. What are your thoughts and opinions on employers ...
Similar to Title VII prohibits claims of unintentional discrimination. True.pdf (20)
· Welcome to Week 4This week will cover material about Backgroun.docx
· Welcome to Week 4This week will cover material about Backgroun.docx
1.Which of the following is a concerted effort by the organizati.docx
1.Which of the following is a concerted effort by the organizati.docx
Using social media for faculty and staff recruitment
Using social media for faculty and staff recruitment
132 1 Explain the significance of employee selection
132 1 Explain the significance of employee selection
132 1 Explain the significance of employee selection
132 1 Explain the significance of employee selection
Responses to first 15 question should be in your own words and be .docx
Responses to first 15 question should be in your own words and be .docx
More from anasbaghouse
When should we use partial derivativesPlease explain.Solution.pdf
When should we use partial derivatives and when should we use ordinary derivatives?
Please explain in 1 or 2 paragraph
Thank you.
Solution
From a particular point of view total derivative and partial derivatives are the same.
The dependencies of the variables and the nature of derivatives should be clearly stated, but it is
often they are not. One may make the convention that when the total notation is used, variables
are dependent unless otherwise stated; and when partial notation is used they are independent
unless otherwise stated. The dy/dx = 0 assumption is not incorrect. The user that does not adust
for it is incorrect. If a calculator given 3*4+3 returns 15 but the user intended 3*(4+3) which
returns 21 the user was in error..
When should stimulus programs be appliedSolutionStimulus prog.pdf
When should descriptive statistics and inferential statistics be used in 250 words or less?
Solution
Descriptive statistics are used to reveal patterns through the analysis of numeric
data. Inferential statistics are used to draw conclusions and make predictions based on the
analysis of numeric data..
When performing a hypothesis test for the ratio of two population va.pdf
When performing a hypothesis test for the ratio of two population variances, the upper critical F
value is denoted FR. The lower critical F value, FL , can be found as follows: interchange the
degrees of freedom, and then take the reciprocal of the resulting F value found in table A-5. FR
can be denoted F?/2 and FL can be denoted F1-?/2.
Find the critical values FL and FR for a two-tailed hypothesis test based on the following
values:
n1 = 9, n2 = 7, ? = 0.05
a. 0.2411, 4.1468
b. 0.3931, 4.1468
c. 0.2150, 4.8232
d. 0.2150, 5.5996
Solution
c. 0.2150, 4.8232.
To make a map of EarthSolutionIf shapes are accurate then,1.pdf
To make a map of Earth
Solution
If shapes are accurate: then,
1. Areas of various shapes will be contracted or elongated in a similar ration.
2. Use of calibration tool with help measure area with respect to each other.
3. There will be no conclusion about the type of surface owned by a particular shape or
geography.
4. Map can also give idea about the distances between two shapes..
To estimate the losses likely to occur when a threat is realized or .pdf
To estimate the losses likely to occur when a threat is realized or a vulnerability is exploited,
which of the following loss categories allow management the best means to estimate their
potential losses?
a) Single occurrence loss, actual loss
b) Expected loss, catastrophic loss
c) Catastrophic loss, actual loss
d) Expected loss, single occurrence loss
Solution
d. Two loss categories are usually identified, including (i) losses caused by threats with
reasonably predictable occurrence rates, referred to as expected losses expressed as dollars per
year and are computed as the product of occurrence rate, loss potential, and vulnerability factor,
and (ii) losses caused by threats with a very low rate of occurrence (low-probability) that is
difficult to estimate but the threat would cause a very high loss if it were to occur (high-
consequence risk), referred to as a single occurrence loss and is expressed as the product of loss
potential, vulnerability factor, and asset value..
To estimate the health risks of obesity, we might compare how long o.pdf
To estimate the health risks of obesity, we might compare how long obese and nonobese people
live. Smoking is a lurking variable that may reduce the gap between the two groups, because
smoking tends to both reduce weight and lead to earlier death. So if we ignore smoking, we may
underestimate the health risks of obesity. Illustrate Simpson\'s paradox by a simplified version of
this situation: make up two
Solution
yes.
To diagnose an organization, the OD practitioner carefully examines .pdf
To diagnose an organization, the OD practitioner carefully examines the management team to
discover the cause its problems.
True
False
Solution
True.
While diagnosing an organization, the OD practioner examines Strategy, culture, structure,
technology and people. The examination of people starts with a careful investigation of
management team to discover the cause its problems..
to analyze the risk, or volatility associated with investing in chev.pdf
to analyze the risk, or volatility associated with investing in chevron Corporation common stock,
a sample of the monthly total percentage return for 12 months was taken. The returns for the 12
months of 2005 are shown here. Total return is price appreciated plus any dividend paid.
Solution
nothing is shown.
Time inconsistency is the problem of policy makers having a strong b.pdf
Time inconsistency is the problem of policy makers having a strong bias towards------ priorities
over the-------
A. long run, short run
B. monetary policy, fiscal policy
C. fiscal policy, monetary policy
D. short-run, long run
Solution
D.
time inconsistency: that sooner-occurring future intervals are valued more highly than later-
occurring future intervals, so the policy makers have strong bias towards short run over the long
run priorities..
Tim, a member of a virtual team, has been unable to complete his ass.pdf
Tim, a member of a virtual team, has been unable to complete his assigned tasks for a project in
the specified time frame. He meets Connie, the virtual team leader, to discuss the issues. Connie
expresses an understanding of the issue and indicates it would not be a problem and that she
would adjust the project dates to give Tim more time to complete his assigned tasks. Later that
week, Tim overhears Connie discussing with the project sponsor that Tim has been unable to
complete his assignments on time and that she feels Tim is incompetent uses his high workload
continuously as an excuse for not getting this project done on time. Connie also says that she
would recommend Tim be replaced by a more competent team member.
Based on the scenario, answer the following questions:
Solution
Rebuilding trust is not as straightforward as building trust in the first place.
Reconciliation occurs when both parties exert effort to rebuild a damaged relationship, and strive
to settle the issues that led to the disruption of that relationship. Reconciliation is a behavioral
manifestation of forgiveness, defined as a deliberate decision by the victim to surrender feelings
of resentment and grant amnesty to the offender. In this case the victim that is Tim has to
reconcile and forgive Connie to take the working relationship forward..
Throw an unfair coin. The chance of getting a head is twice of getti.pdf
Throw an unfair coin. The chance of getting a head is twice of getting a tail. Let X be the
Bernoulli random variable and X(H)=1 , X(T)=0. Write the pmf of X and find the expectation of
X
Solution
pmf of X is p(X) = 1 if heads = 0 if Tails Expectation of X = 1*(2/3) + 0*(1/3) =
2/3.
Throughout many organizations, communications serve four major funct.pdf
Throughout many organizations, communications serve four major functions. List and describe
in detail each of the four functions and share an example of each.
Solution
Any organisation to run itself to acheive the desired objective requires to have effective
communication. Communication serves many function. The function of communication in an
organisation are to inform, persuade and motivate. here are four function of communication to
serve an organization.
1. Inform - communication helps to inform essential information to the right person at right time
so that work can be done efficently. for example - marketing department inform to the strategic
level about the demand of product at right time
2. persuade - persuation is the abiltiy of changing the behaviour of employee. for ex- if an
unknown person tells any information of any concern matter to employee they will not trust but
when any higher authority of company tell, employee beleives
3. intereaction - communication allows employees to interect with customer and eachother.
employee may intereact socially both at work and outside the workplace
4 providing feedback - communication allows for personnel of organisation to give nad recieve
feedback on changes that are being considered or have been implemented . for ex- if a small
business owner is considering the purchase of new machinery, he may first consult with
employees to detrmine what features should it consists to work smoothly.
Three siblings, Susie, Tommy and Roland are 42 years old together no.pdf
Three siblings, Susie, Tommy and Roland are 42 years old together now. When Susie was of
Tommy\'s age, Roland was one year older than the triple of Tommy\'s age (at that time).
When Tommy will be of Susie\'s age, then Roland will be 10 years younger than the double of
Susie\'s age(at that time). How old will Roland be, when Tommy\'s age will be the 3/4 of Susie\'s
age (of that time)?
Solution
let age of susie be s, tommy be t and roland be r. s+t+r = 42...eqn1 susie would be
tommy\'s age s-t yrs back age of tommy then would be t - (s-t) = 2t-s yrs rolands age s-t yrs back
= r-(s-t) = r+t-s now r+t-s = 1+3(2t-s) =>5t - 2s -r = -1 ....eqn2 tommy will be susie\'s age (s-t)
yrs later age of susie would be s+(s-t) = 2s-t age of roland would be r+(s-t) = r+s-t r+s-t = 2(2s-t)
-10 =>3s-r -t = 10...eqn3 solving eqn1, 2, 3 we get r = 20 s = 13 t = 9. 3 yrs later tommy\'s age
would be 3/4 times that of susie. roland\'s age = 20+3 = 23yrs.
Three office workers take a coffee break. They chose one of their nu.pdf
Three office workers take a coffee break. They chose one of their numbers at random to pay for
the coffee as follows. All three flip a coin simultaneously and the one having a different outcome
pays for the coffee. If all coins come up the same, they flip the coins again. How long does it
take to determine who pays for the coffee?
Solution
\"When I was young, people called me a gambler. As the scale of my operations
increased I became known as a speculator. Now I am called a banker. But I have been doing the
same thing all the time\" -- Sir Ernest Cassel I\'m an Investment Wanker. I used to be a banker
but more than a decade in the Orc Race, tens of millions earned and lost for the bank, having to
survive several boom & bust cycles, thousands of days and nights spent working hard -and
playing hard- and a total burn out have contributed to turn me into a wanker. Literally. Well...
almost literally, let\'s say that today I could wank all day at the bank but I prefer to spend my
time on matters as futile as blogging, kung fu, History, finding out how I can become Superman,
learning new skills and Speculation. My transformation that began in early 2008 was at first kind
of forced. But since I\'ve understood the way the Orc Race really works and today for nothing on
Earth would I willingly run it back again. Running the Orc Race is like monkeys climbing on a
coconut tree. You shit on the monkeys below and when you look above all you can see is
assholes. At the very very top of the tree you can see IT, the Coconut. IT looks delicious, so
tasty, you want IT so much. From time to time you can see a senior monkey has a bite at it, he
seems so happy. So you work harder and harder to get to the Coconut. As you climb on the
hierarchy tree, pushing other monkeys off on the way, you get closer and closer. Sometimes they
even let you touch IT. In some very rare cases, when you really have outperformed and killed a
lot of other monkeys, you even can have a tiny tiny piece of IT. The only thing you want then is
the whole Coconut, so you work harder and harder, kill more and more monkeys until the day
you\'re the one who falls from the tree pushed off by a younger and stronger monkey. But here\'s
the sad truth: no monkey can have the whole Coconut, because it belongs to the owner of the
tree. The irony is, except for the case of a few billionaires who have been both ultra competent
and extremely lucky in their career, most of the time the Coconut tree belongs to millions of
shareholders, that\'s other monkeys climbing on a tree. In other words, nobody gets the Coconut..
Three independent events have probabilities 14,13 and 12. What is.pdf
Three independent events have probabilities 1/4,1/3 and 1/2. What is the probability that exactly
1 event will occur?
Solution
We will need to multiply the probability of the event occurring times the probability
of the events not occurring. For this we will need the complement of the probability of an event
occurring which is simply P(not occurring) = 1 - P(occurring) Probability of the only the first
event occurring: (1/4)(2/3)(1/2) = 1/12 Probability of the only the second event occurring:
(3/4)(1/3)(1/2) = 1/8 Probability of the only the third event occurring: (3/4)(2/3)(1/2) = 1/4
Probability of only one event occurring = 1/12 + 1/8 + 1/4 = 11/24.
Three points X,Y,Z are selected at random on a line segment L. What .pdf
Three points X,Y,Z are selected at random on a line segment L. What is the probability that Y
lies between X and Z?
Please show all steps of proof or work. THANKS!
Solution
sample space =xyz,xzy,yxz,yzx,zxy,zyx probability that Y lies between X and
Z=2/6=1/3.
Three points X1, X2, and X3 are selected at random from an interva.pdf
Three points X1, X2, and X3 are selected at
random from an interval of length L. Find the probability that none of the
three points are within a distance a of the left end where a < L.
Solution
P(a point lies within a distance \'a\' from the left end) = a/L
P(a point doesn\'t within a distance \'a\' from the left end) = (L-a)/L
P(none)= [(L-a)/L]^3.
Three Phase Circuits Why are we multiplying by 5 to the rms voltage.pdf
Three Phase Circuits: Why are we multiplying by 5 to the rms voltage source value?
Solution
APPLY MESH ANALYSIS IN LOOPS ,
THEN FIND CURRENTS
SO THE CURRENT IN THE CIRCUIT IS 5 A .
SO WE ARE MULTIPLYING WITH 5 A TO FIND POWER .
the magnitude of current in the circuit is 5 A , so to find.
Three office workers take a coffee break. They choose one of their n.pdf
Three office workers take a coffee break. They choose one of their numbers at random to pay for
the coffee as follows. All three flip a coin simultaneously and the one having the different
outcome pays for the coffee. If all coins come up the same, then they will flip the coins again.
How long does it take to determine who will pay for the coffee?
Solution
\"When I was young, people called me a gambler. As the scale of my operations
increased I became known as a speculator. Now I am called a banker. But I have been doing the
same thing all the time\" -- Sir Ernest Cassel I\'m an Investment Wanker. I used to be a banker
but more than a decade in the Orc Race, tens of millions earned and lost for the bank, having to
survive several boom & bust cycles, thousands of days and nights spent working hard -and
playing hard- and a total burn out have contributed to turn me into a wanker. Literally. Well...
almost literally, let\'s say that today I could wank all day at the bank but I prefer to spend my
time on matters as futile as blogging, kung fu, History, finding out how I can become Superman,
learning new skills and Speculation. My transformation that began in early 2008 was at first kind
of forced. But since I\'ve understood the way the Orc Race really works and today for nothing on
Earth would I willingly run it back again. Running the Orc Race is like monkeys climbing on a
coconut tree. You shit on the monkeys below and when you look above all you can see is
assholes. At the very very top of the tree you can see IT, the Coconut. IT looks delicious, so
tasty, you want IT so much. From time to time you can see a senior monkey has a bite at it, he
seems so happy. So you work harder and harder to get to the Coconut. As you climb on the
hierarchy tree, pushing other monkeys off on the way, you get closer and closer. Sometimes they
even let you touch IT. In some very rare cases, when you really have outperformed and killed a
lot of other monkeys, you even can have a tiny tiny piece of IT. The only thing you want then is
the whole Coconut, so you work harder and harder, kill more and more monkeys until the day
you\'re the one who falls from the tree pushed off by a younger and stronger monkey. But here\'s
the sad truth: no monkey can have the whole Coconut, because it belongs to the owner of the
tree. The irony is, except for the case of a few billionaires who have been both ultra competent
and extremely lucky in their career, most of the time the Coconut tree belongs to millions of
shareholders, that\'s other monkeys climbing on a tree. In other words, nobody gets the Coconut..
Three people who do not know each other are standing in line at a mo.pdf
Three people who do not know each other are standing in line at a movie theatre waiting for the
box office to open. What is the probability that they were all born in the same month?
Solution
[1/(12*12*12)] *12 =1/144.
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