Week 8 Assignment 3 - Submit Here Students, please view the "Submit a Clickable Rubric Assignment" in the Student Center. Instructors, training on how to grade is within the Instructor Center. Assignment 3: Pay, Benefits, and Terms and Conditions of Employment Due Week 8 and worth 300 points It is your responsibility as the HR Director of the same organization from Assignment 2 to a) create policies regarding pay and benefits for the selected job opportunity, and b) develop methods for both addressing unionization and implementing OSHA regulations. You will present your findings to the Vice President of Human Resources for approval. In preparation for this assignment, review the following articles on contractors vs. employees and temp workers: · Bier, Ellin & Tucker: Distinguishing Between Independent Contractors and Employees · Murray: Difference Between Independent Contractors and Employees · “ The Expendables: How the Temps Who Power Corporate Giants Are Getting Crushed ” Create a PowerPoint presentation with fifteen to twenty (15-20) slides in which you: 1. Create a Wage and Hour standard for the job opportunity that you had selected in Assignment 2, and support your standard by using the Fair Labor Standards Act (FLSA) and Equal Pay Act to prevent any potential discriminatory impact. 2. Decide on three (3) benefits required for the job opportunity using ERISA. Propose two (2) methods that the employer can use in order to manage the fiduciary duties wisely and with the employees’ best interests in mind. Provide a rationale for your response. 3. Elaborate on two (2) rights regarding unionization that Section 7 of the NLRA guarantees. Next, examine two (2) unfair labor practices, and argue the importance of your organization refraining from using such practices during any self-organization and collective bargaining activities. Explore two (2) potential repercussions of an organization’s interference with self-organization and collective bargaining practices. 4. Propose three (3) ways to discourage employees from considering unionization. Then, compose one (1) strategy for championing a supportive and satisfying work environment within the organization. 5. Select one (1) OSHA violation case, and determine whether the resulting penalties were sufficient to deter the organization in question from repeating the same violative action. Justify your response. 6. Outline a plan for investigating workplace injuries, and formulate a policy that explains the process for filing a worker’s compensation claim within the selected organization. 7. Narrate each slide, using a microphone, and indicate what you would say if you were actually presenting in front of an audience. 8. Use at least three (3) quality academic resources in this assignment. Note : Wikipedia and other Websites do not qualify as academic resources. Your assignment must follow these formatting requirements: · Format the PowerPoint presentation with headings on e ...

1. Week 8 Assignment 3 - Submit Here
Students, please view the "Submit a Clickable Rubric
Assignment" in the Student Center.
Instructors, training on how to grade is within the Instructor
Center.
Assignment 3: Pay, Benefits, and Terms and Conditions of
Employment
Due Week 8 and worth 300 points
It is your responsibility as the HR Director of the same
organization from Assignment 2 to a) create policies regarding
pay and benefits for the selected job opportunity, and b)
develop methods for both addressing unionization and
implementing OSHA regulations. You will present your findings
to the Vice President of Human Resources for approval.
In preparation for this assignment, review the following articles
on contractors vs. employees and temp workers:
·
Bier, Ellin & Tucker: Distinguishing Between Independent
Contractors and Employees
·
Murray: Difference Between Independent Contractors and
Employees

2. · “
The Expendables: How the Temps Who Power Corporate Giants
Are Getting Crushed
”
Create a PowerPoint presentation with fifteen to twenty (15-20)
slides in which you:
1. Create a Wage and Hour standard for the job opportunity that
you had selected in Assignment 2, and support your standard by
using the Fair Labor Standards Act (FLSA) and Equal Pay Act
to prevent any potential discriminatory impact.
2. Decide on three (3) benefits required for the job opportunity
using ERISA. Propose two (2) methods that the employer can
use in order to manage the fiduciary duties wisely and with the
employees’ best interests in mind. Provide a rationale for your
response.
3. Elaborate on two (2) rights regarding unionization that
Section 7 of the NLRA guarantees. Next, examine two (2) unfair
labor practices, and argue the importance of your organization
refraining from using such practices during any self-
organization and collective bargaining activities. Explore two
(2) potential repercussions of an organization’s interference
with self-organization and collective bargaining practices.
4. Propose three (3) ways to discourage employees from
considering unionization. Then, compose one (1) strategy for
championing a supportive and satisfying work environment
within the organization.
5. Select one (1) OSHA violation case, and determine whether
the resulting penalties were sufficient to deter the organization
in question from repeating the same violative action. Justify

3. your response.
6. Outline a plan for investigating workplace injuries, and
formulate a policy that explains the process for filing a
worker’s compensation claim within the selected organization.
7. Narrate each slide, using a microphone, and indicate what
you would say if you were actually presenting in front of an
audience.
8. Use at least three (3) quality academic resources in this
assignment.
Note
: Wikipedia and other Websites do not qualify as academic
resources.
Your assignment must follow these formatting requirements:
· Format the PowerPoint presentation with headings on each
slide and relevant graphics (photographs, graphs, clip art, etc.),
ensuring that the presentation is visually appealing and readable
from eighteen (18) feet away. Check with your professor for any
additional instructions.
· Include a title slide containing the title of the assignment, the
student’s name, the professor’s name, the course title, and the
date. The title slide is not included in the required slide length.
The specific course learning outcomes associated with this
assignment are:
· Develop policies that are compliant with employment laws.
· Evaluate an organization’s physical environment and
determine criteria that ensure occupational safety.

4. · Use technology and information resources to research issues in
employment law.
· Write clearly and concisely about employment law using
proper writing mechanic.
Reference: This Assignment
Strayer University - Online
HRM-510: Business Employment Law
August 12, 2018
The Hiring Process and Managing a Diverse Workforce
As the HR Director of my association, I must utilize an
assortment of business laws to build arrangements and
techniques that help the advancement of a decent variety in the
work environment. My present association is looking for an
Executive Administrative Assistant who will work intimately
with an answer to the Chief Legal Officer. My organization
obviously, empowers everybody who is keen on the situation to
apply as we are at last looking to enlist the best individual for
the position. As the HR Director, I have seen a few episodes
that finished with legitimate activity because specific business
laws were not utilized while making the association’s
enrollment strategies and application process. I must guarantee
that I shield the association from lawful repercussions, as well
as devise compelling strategies and plans that secure potential
and existing representatives. The Civil Rights Act of 1964 and
the Americans Disabilities Acts are just a couple of the

5. fundamental laws that add to the work laws that are expected of
bosses to use amid all phases of the enlisting procedure.
Enrollment or Employment Methods
Conveying the accessibility of business chances to work
searchers is the initial phase in the enrollment procedure. It is
critical that business laws are remembered when creating
enrollment techniques for an association. As the HR Director, I
have chosen that the best and best enrollment strategies for my
association are 1) Social Media 2) Job Advertisements and 3)
Employment/Recruitment Agencies.
Online networking has assumed control over this age and is
associating individuals in more routes than one. Numerous
associations are bouncing on the online networking fleeting
trend and have begun their own Instagram, Facebook, and
Twitter accounts. More professionally, there are internet-based
life organizing locales particularly for job seekers like
LinkedIn, Monster, Indeed, among others. These can be utilized
as incredible selecting apparatuses because they are not that
costly, and they can achieve an awesome measure of individuals
in a short measure of time. Notwithstanding publicizing work
openings, web-based life gives the association another approach
to check data given by the candidate. Being dynamic via web-
based networking media administrations like Twitter enables
you to 'meet' potential competitors from multiple points of
view: through shared associations, through shared talk subjects,
and because it's simple for work searchers to get in touch with
you. A fourth of UK organizations are enlisting using expert
systems administration locales like LinkedIn.
Your internet-based life movement likewise extends your boss
image, indicating hopefuls what your authoritative culture
resembles. That is incredible for drawing in top ability,

6. accepting your way of life is great. It works the other much as
well. Organizations can utilize internet-based life to screen
competitors, surveying their reasonableness considering the
substance of their online posts (Simpson et al. 2006).
Another employment technique my association would use is put
work ads, essentially in print, in places that our non-innovative
group would have the capacity to get to effortlessly. For
instance, daily papers, announcements, radio ads, release load
up postings and flyers would be an extraordinary method to
convey work chances to people in general. As required by most
separation laws, the wording of need promotions and different
kinds of occupation declarations must be nonpartisan. Its
development demonstrates the quality of Internet promoting —
it's anticipated to surpass TV as the greatest advertisement
medium by 2019. Publicizing on enlistment sites guarantees a
possibly broad reach with ease. Employment searchers can
utilize Google to discover sorts of occupation at a scope of the
most common enrollment sites. Furthermore, it takes just a
couple of minutes to set up a promotion. You can likewise
promote opportunities all alone corporate sites, even though
advertisements might be less obvious than those on real locales
(Simpson et al. 2006).
Ability look is another technique for selecting new
representatives or laborers. The notoriety of online enlistment
has influenced the ability to look through a doable contrasting
option to work publicizing. Prevalent enlistment destinations
hold databases of thousands of CVs, which you can seek
utilizing catchphrases to discover potential hopefuls. There are
entanglements: the procedure can be tedious and put away CVs
may not generally be breakthrough. Numerous enlistment
offices additionally offer ability look administrations utilizing
their database of employment searchers. An ever-increasing
number of organizations are utilizing center abilities

7. evaluations that identify with the organization's needs and to
the individual expected a set of responsibilities. Many center
capabilities are general, for example, respectability and
reliability, yet are essential for any individual who works inside
a group (Simpson et al. 2006). Different capabilities, for
example, aggressiveness and critical thinking, might be more
significant to occupations, for example, deals with staff or
directors who are continually given due dates, objectives,
resistance or industry changes. Utilize open-finished inquiries
and pretending to assess a select's level of skill. For instance,
request that a list clarified an occurrence when they needed to
manage a steamed client and afterward to talk about the result
of that circumstance. Another thought is to give a theoretical
situation, for example, “Envision that you strolled into the store
and discovered somebody’s wallet left on the counter.”
Avoiding Discrimination during Hiring Process
When utilizing every one of the above enrollment techniques,
there are various routes for staying away from segregation while
enlisting representatives. One of them is to dissect and detail
the aptitude and abilities required. For this situation, it is
imperative to be when
posting these prerequisites and distinguishes whether the ability
and aptitudes will be used promptly after employing, or if they
will be found out at work or through gave preparing. For
example, a sales representative ought to have what it takes to
advertise your item or administration and close arrangements
adequately; in any case, the points of interest of your specific
offering conceivably can be learned at work (Simpson et al.
2006).
Furthermore, while enlisting on the web, to keep away from
separation, it is imperative to solicit similar inquiries from all
applicants – and maintain a strategic distance from unlawful

8. ones. It is basic to build up a rundown of inquiries considering
your examination of the position and be steady when asking
them. Given the hopeful's answers, your subsequent inquiries
may change. Make sure to incorporate inquiries concerning past
work involvement, at work situations, and inquiries that survey
the hopeful's capacities as a rule territory, for example, self-
inspiration or relational aptitudes. It is vital that all candidates
have risen to a chance to take an interest in their meeting and
clarify why they are the correct decision for the activity.
At long last, production of a point by point portrayal of the
activity obligations and duties of the position is vital in
dispensing with segregation cases. In such manner, it is critical
to list fundamental occupation capacities and other “significant”
obligations required by the activity, starting with errands that
should be performed first, and lesser assignments toward the
end.
Five Steps for Maintaining All Applicants' Records
For a recently made position or while deciding if another
position is required, it is vital to:
i) Understand and mull over key objectives for the University as
well as the office. Are there any up and coming changes that
may affect this part?
ii) Conduct a speedy examination of UC Core Competencies.
Are there any holes? What center aptitudes are absent from the
division? Assess the center aptitudes required now and those
who might be required later on.
iii) Conduct a Job Analysis if this position will be new to your
specialty. This will likewise recognize holes.
Something else, when whittling down happens; supplanting the

9. part is ordinarily the coherent advance to take. Before acquiring
endorsement to promote the position, think about the
accompanying:
iv) As with a recently made position, it might be useful to direct
a Job Analysis to tailor the situation to what is as of now
required and to guarantee appropriate characterization. Your HR
Classification Analyst can help with auditing and finishing
(Simpson et al. 2006).
v) Review the part and choose if there are any progressions
required for specific errands and obligations performed by the
past individual may not or ought not to be performed by the new
individual
Business Tests
Various business tests are typically done and utilized by
organizations. Some of them include:
a) Personality tests
Identity appraisals can offer to understand into hopefuls’ social
fit and whether their identity can convert into work
achievement. Identity tests are winding up progressively
mainstream among HR experts, yet there are still significant
number misguided judgments about what identity tests are and
how they ought to be utilized. Identity tests try to answer the
inquiries: Will the competitor be agreeable in this part? Does
the competitor have the social characteristics that are connected
to accomplishment in this position? Not at all like with
inclination tests, there
are no rights or wrong answers on identity tests. Rather, these
tests measure the degree to which individuals have moderately
lasting conduct attributes. Estimating these qualities can enable

10. managers to foresee work fit by deciding whether an applicant’s
social propensities are a decent counterpart for both the position
and the organization culture.
Identity attributes have been appeared to relate to work
execution in various parts. For instance, sales representatives
who score high on extraversion and decisiveness tend to
improve the situation. The Big Five model is prominent.
Inspiration tests are likewise identity appraisal tests, utilized
more every now and again via vocation direction advocates in
schools (Simpson et al. 2006). In any case, this test additionally
has a few restrictions. Social, attractive quality predisposition
assumes an important part in self-detailed tests. Individuals
tend to answer given what they think you need to hear and wind
up distorting themselves. Ensure the test you pick is intended to
get deceptions. A few hopefuls may likewise discover identity
surveys intrusive, which could hurt the applicant encounter.
Along these lines, be watchful how and when you utilize them.
b) Skills appraisal tests
Abilities appraisals don't center on learning or dynamic identity
characteristics. They measure real aptitudes, either delicate
abilities (e.g., tender loving care) or hard abilities (e.g., PC
education). For instance, a secretarial hopeful may take a
writing test to indicate how quickly and precisely they can type.
Different illustrations incorporate information checking tests,
and initiative capacity tests, introductions or composing
assignments (De, 2011). This test has its impediments as well.
Aptitudes appraisal tests are tedious. Applicants require time to
submit work or give introductions. Procuring chiefs likewise
require time to assess comes about. You can utilize abilities
evaluations amid later phases of your enlisting procedure when
you have a
little competitor pool. Aptitudes tests measure work-related

11. abilities; wide ones like verbal, math, and relational abilities, or
restricted ones like writing and PC aptitudes (De, 2011). These
are abilities that hopefuls have grabbed through their instruction
and vocation accounts – these aptitudes don't reflect
fundamental inclination however rather reflect obtained
learning – what the candidate knows how to do considering past
understanding.
c) Physical capacity tests
Physical capacities tests measure quality and stamina. These
characteristics are basic for some, callings (like firefighting).
So, they ought to never be disregarded when significant. By
augmentation, they'll help decrease work environment mishaps
and specialist's remuneration claims. Furthermore, hopefuls
won't have the capacity to counterfeit outcomes as effectively
similarly with different tests. Occasionally, physical capacity
tests may take after therapeutic examinations that are ensured
under the Americans with Disabilities Act. In case you're not
cautious, you could confront suit. You ought to likewise take
into consideration contrasts in sexual orientation, age, and
ethnicity when deciphering your hopefuls' outcomes, for a
similar reason.
Employment and Promotion Policies for Executive
Administrative Assistant
Indistinct advancement approaches can make clashes and high
turnover rates among representatives who don't comprehend
why collaborators got an advancement rather than them. Issues
may not end there if ambiguous advancement strategies
additionally seem unfair.
Bosses can maintain a strategic distance from such troubles by
making a straightforward advancement arrangement and reliably
apply that approach's models to every representative looking for

12. progression.
1. A powerful advancement arrangement centers around
propelling representatives given their aptitudes and execution,
not bias (Powell, 2011). Organizations hazard placing
individuals in occupations they can't deal with when
advancements aren't founded on laborers' capacities. Also,
bosses who don't construct representative progression
considering employment execution could confront claims if
specialists attest that the advancement procedure is oppressive.
In such cases, laborers would need to demonstrate that a
business damaged Title VII of the Civil Rights Act. The
enactment disallows organizations from denying work
advancements because of specialists' age, sexual orientation,
race or different qualities.
2. It is vital to decide the base criteria for headway and make
representatives mindful of the benchmarks they must meet to
win advancements. For instance, representatives may need to
work with an organization for no less than two years previously
they're qualified for advancement or meet certain standards to
progress inside an organization (De, 2011).
3. Make posting all employment opportunities in the work
environment part of your advancement strategy, so headway
open doors are available to every single qualified applicant. In
2007, the sixth U.S. Circuit Court of Appeals established that a
representative could sue a business for not posting employment
opportunities. The choice came about because of a case
including a 50-year-old Tractor Supply Company worker who
affirmed he wasn't considered for advancement to a not publicly
broadcast position due to his age. The court decided the
organization wasn't liable of age separation.
Assess every single qualified representative for advancement in
a similar way to keep away from the presence of partiality or

13. segregation. For instance, guarantee a contracting director looks
at execution evaluations and utilizations them to choose the best
contender
for advancement. Keep the application survey process
predictable by deciding the significance of different capabilities
and judging all competitors on those components (Paludi, 2012).
Difficulties and Potential Adverse Impact of utilizing
Subjective Criteria
The significant difficulties and potential unfavorable effect of
utilizing subjective criteria for surveying delicate aptitudes are
various. This is because most contracting choices are predicated
on some part on subjective criteria (Paludi, 2012). How about
we take for instance, “Demeanor and relational abilities” which
are on the best the enlisting criteria and without a doubt, the
test is that at least one individual surveyed these attributes from
the Phil's employing group given how the applicants introduced
themselves at the meeting. This employing approach is
generally polished by organizations the nation over and
despised by government requirement offices. Besides, courts
inspecting subjective contracting criteria have not inside and
out precluded their utilization, but rather have advised against
their progression since they are “effortlessly manufactured”
(Paludi, 2012). As of late in Wingate v. Gage County School
District, the Eighth Circuit Court of Appeals decided that a
business' utilization of subjective criteria did not make an
induction of age segregation when target criteria were likewise
used to settle on the word of choice.
These difficulties can be moderated by using the
accompanying:
- Make the state of mind and relational abilities an express
criterion in sets of responsibilities and rundowns of least

14. occupation necessities
- Describe its activity relatedness and business legitimization
- Assess whether the criteria are making an unfriendly effect
- Implement "shields" in the enlisting procedure depict in
OFCCP Guidance
Work-Life Conflicts
The successful administration of work/life adjust (WLB) is an
issue progressively perceived as of key significance to
associations and of criticalness to representatives. We contend
that associations must draw in and hold esteemed workers in an
exceptionally aggressive work showcase is a solid spurring
factor for expanded hierarchical mindfulness and activity as to
usage and administration of WLB techniques. The primary
work-life strife is monetary and scene and the social weights of
the advanced world, which have drastically changed how work
influences individuals around the world. The other work-life
struggle is the authoritative culture of a dominant part of
American managers (Paludi, 2012).
It doesn't make a difference what industry or calling, regardless
of whether the business is a pipes supply house or the best
flight New York law office, the "supervisor" does not just can
influence work-life approaches and workloads, they likewise set
the tone at the workplace for how every worker adjusts function
and life. Usually for human asset officials to find that the CEO
does not bolster work-life activities because the CEO sees these
projects as “delicate issues” of faculty administration. Human
asset officials regularly find that work-life programs are an
extreme pitch to CEO and other corporate officers in light of the
brain research of the official and the humanism or culture of the
working environment (Paludi, 2012).

15. A few organizations find that work-life programs increment
their incentive to potential representatives, in this way pulling
in and holding astounding applicants. A recent report directed
by Work and Family Connection, Inc. overview 153 U.S.
associations to explore the profundity and the impression of the
accomplishment of introduced work-life programs. A case of a
"work-life" adjust being connected to a control-based
association is a private manager (with no less than 50
representatives) sticking to government law (Family Medical
Leave Act) and holding a
pregnant worker's activity amid her unpaid maternity leave, if
she has been utilized for no less than multi-year before her
maternity clear out. The business, in this case, is utilizing the
representative's status with the association, and additionally the
FMLA statute, as measures in deciding if her maternity leave
will end her activity. The business isn't considering the
representative when settling on her choice and is rather
depending on outside powers to spare cash and to escape social
duty (Powell, 2011).
Reference
De, B. S. (2011).
Managing cultural diversity
. Maidenhead: Meyer & Meyer.
Hardina, D., Middleton, J., Montana, S., & Simpson, R. (2006).
Empowering Approach to Managing Social Service
Organizations
. New York: Springer Publishing Company.
Paludi, M. A. (2012).
Managing diversity in today’s workplace: Strategies for
employees and employers

16. . Santa Barbara, Calif: ABC-CLIO.
Powell, G. N. (2011).
Managing a diverse workforce: Learning activities
. Thousand Oaks, Calif: SAGE.
Grading for this assignment will be based on answer quality,
logic / organization of the paper, and language and writing
skills, using the following rubric found here.