An Analysis Of Employee Rights Vs. Employer Rights

An Analysis of Employee Rights vs. Employer Rights
An Analysis of Employee Rights vs. Employer Rights BSAD 319 – Professional Ethics 4/29/2012
When comparing the granted rights of employees versus employers, it does not truly seem that
either party has the advantage. These factors can often vary depending on state laws and regulations,
and it appears when consulting these laws, that there are many loopholes due to the gray areas that
accompany behavioral legal situations. There are many occurrences of foul play, stereotyping and
opinionated biases that seem to have caused and shaped these existing laws. Very much like the
medical field now, it seems that many employers have taken tedious extra precautions in order to
avoid legislation with what may be disgruntled past employees. ... Show more content on
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This can be interpreted unfairly, due to the fact that many things ingested by the human body can
appear to be harmful on a urine test. This inaccuracy paired with human lab errors in the analysis
stage can lead to problems for an employee, for no legitimate reason. As stated in an article
published by the American Civil Liberties Union, "The lab procedure is a second invasion of
privacy. Urinalysis reveals not only the presence of illegal drugs, but also the existence of many
other physical and medical conditions, including genetic predisposition to disease – or pregnancy. In
1988, the Washington, D.C. Police Department admitted it used urine samples collected for drug
tests to screen female employees for pregnancy – without their knowledge or consent. Furthermore,
human error in the lab, or the test's failure to distinguish between legal and illegal substances, can
make even a small margin of error add up to a huge potential for false positive results." (American
Civil Liberties Union, 1997.) The disclosure of pregnancy is a very difficult topic for women in the
workplace. It is one of the reasons that women have been unable to attain the same status of men in
a professional setting, and it is still one of the reasons why women are not making the same salary
amounts statistically, as most men. The fact that this information is available to the employer
without permission, is not only a side product of drug
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Analysis Of The Employee Rights Act
Many consider ads to be most influential type of rhetoric. City dwellers in the United States view
nearly 5000 ads per day and these highly impact the processes of purchase, decision making, and
even voting (Johnson). A well constructed ad has the ability to change laws. An example of an
attempt to amend established legislature is The Employee Rights Act ("The Bill"). Through the uses
of proper circulation in response to exigency, the built credentials, and form of the ad, viewers may
be persuaded to vote in favor of the bill. Through correct circulation, the ad will be able to
accomplish the majority vote for the proposed bill. The Employee Right Act was sponsored by
Tennessee Republican Representative David Roe, from the Education and ... Show more content on
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The ad, when placed in a general support area, even with the fallacy, will create a broader support
network. This ad appeals to readers and by being placed in a weekly published magazine, it will
impact voter turnout. This ad, out of several researched, has built the most credentials. The right half
of the ad has listed co–sponsors of the bill, of whom include 75% of Idaho congressmen: Senator
James Risch (an original sponsor of the bill), Senator Mike Crapo, and Representative Raul
Labrador, and 2016 Conservative Presidential Candidates: Senator Ted Cruz and Senator Marco
Rubio. Out of the 149 sponsors, all are of the Republican party ("S.1774 – Employee Rights Act").
Humans tend to be obedient to fault, especially in representative democracy, where citizens elect
and trust the politically elite. Often Americans vote based solely on partisan politics. Party labels
grant the expected way for the representatives to act ("Political Parties"). These ways are implied
and people tend to vote primarily for the label and in magazines, which are quick reads and not
research databases, these biases are important. With these credentials, the act may be passed within
the near future. This ad has a unique look compared to the majority of magazine prints. This ad upon
first glance may deceive readers into thinking it's an article, which may draw more attention. The
majority of information is textual rather than visual pictures. The

The Formula For The Inverted Pyramid
The author's employs the formula for the inverted pyramid in several scenarios as they emphasize
the importance of maintaining the employee's attention and focus with attention grabbing headlines
and subject lines. (The email headliner will generally dictate whether someone opens it or deletes
it). With the examples given from the book the most important part of the information your giving to
the receiver needs to be the first thing that they are seeing it or else it won't work. Employees are
just like the general population as humans, we process information, and data according to what we
deem is important. With the Inverted pyramid, we see how media, movie posters, and movie
previews draw your attention and summarize their pitch in a matter of seconds, as time is the
essence now more than ever. (Davis and Shannon, 2011)
Comparing Davis's (2011) concepts to academic journal of Karen Mishra (2014) "Driving Employee
Engagement: The Expanded Role of Internal Communications," (p. 183–202) there are similarities
and proof of validity of our classroom book. Engagement, defined as "the degree to which an
individual is attentive & absorbed in the performance of their roles." Mishra (2014) states that face–
to–face communication for some employees is still a key and prevalent concept; it should not be
dismissed to convey messages when needed. Even in this case, the inverted pyramid concept of
talking would be best. Always stating your most important information first to make sure,

Selecting The Right Employee For The Workplace
Selecting the Right Employee for the Workplace In today's competitive healthcare industry,
employers must ensure the employees chosen to work within the organization are going to support
the mission, vision and values it sets forth. Selecting an appropriate employee can be a challenging
task for Human Resources (HR) and nurse managers and, therefore, an organization must have a
reliable selection process in place to ensure the best individual is chosen. The purpose of this paper
is to outline the employee selection process at Sunnybrook Health Sciences Centre and how it was
used to recently fill a Nurse Clinician position. The Selection Process Sunnybrook Health Sciences
Centre cares for over 1.2 million patients each year and employees over 10,000 people in a wide
variety of positions (Sunnybrook Health Sciences Centre, 2015). Comprised of a long–term care
facility dedicated to looking after Canada's war veterans, called the Veterans Centre (VC) and an
acute care hospital, Sunnybrook attracts and employs some of the most talented people in
healthcare. Nurse managers are responsible for determining when they need to fill a position. When
a need is identified, the manager fills out an employee request form outlining the reasons behind the
request, such as retirement or maternity leave. The nurse manager submits that form to the Director
of Operations for approval. Once approved, the nurse manager submits the form to HR to start the
selection process. Sunnybrook posts

Employee Benefits Programs And Pay Structure
Employee Benefits Program and Pay Structure
Basic Salary The pay structure of the District Sales Leader (DSL) at Nestle has traditionally been
between $67,000 and $70,000 (Glassdoor, 2016). This salary range is quite competitive in the
industry, and it does not include the potential cash bonuses, profit sharing, stock bonuses,
commission sharing and other tips associated with the profession. Compensation for the DSL will be
a function of the market conditions, and equity will be highly considered. This paper highlights an
employee benefit program and pay structure of a DSL at Nestle.
Basic Direct Benefits
Health and Dental Private health care services are restricted for many people by the high cost, which
compels organizations to look into helping their employees to access the services alongside their
insurers. Nestle will provide specific health benefits for the DSL as highlighted hereafter:
Accommodation in private rooms in hospitals in excess of the standard accommodation charges
(Mattke et al., 2013).
Emergency health care services for the DSL when working outside the country.
All prescription drugs, vaccines, and any required medication.
Private nursing care if required.
Any appliances required by the DSL during the provision of medication, such as wheel chairs.
Ambulance services during emergencies.
Dental checkups and treatment that do not need hospitalization of the DSL.
Professional services required by the DSL, including psychiatric, speech

The Human Resources Department Is Doing A Lot Of Things Right
Introduction and Purpose The Human Resources Department exists to provide value to the
organization. The HR department is doing a lot of things right but there is a need for a robust HR
Transformation in order to help the business achieve its strategic objectives for performance and
growth and increase employee engagement. The transformation must have the support of all
employees in order to ensure continued success of OUR Company now and in the future. This paper
will highlight the findings of the SWOT assessment that were utilized to identify HR gaps, and
develop proposed recommendations of change within the HR domains. The recommendations will
consist of the Who, What, and Why there is a need for change as well as a So That ... Show more
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Listed below is a summary of the SWOT findings that were key in developing the proposed
transformation recommendations: Strengths Products made is the U.S.A Specialty component
patents Company has grown exponentially Weaknesses Employee uncertainty Unethical labor
practices Performance management system Opportunities Expand current customer base Cost
savings allocation plan Threats Possible unionization Poor economy Possible litigation in the future
PAC Resources currently faces organizational challenges that will be improved by implementing
necessary changes in the HR department. Listed below are some of these challenges: reduce labor
costs by 10% without imposing layoffs employee benefits program misrepresented sales numbers
(due to employee uncertainty) pending litigation for various complaints Recommendations & Action
Plan After analyzing the SWOT assessment and organizational challenges we have developed three
proposed recommendations for change. The recommendations positively affect performance,
people, information and workflow. Listed below are the proposed recommendations as well as the
Who, What, Why and strategic metric and timeline: Change # 1 Who: HR staffing section (strategic
positioner) What: Encourage retirement, cut all overtime, freeze all wage increases. Offer retirement
to those employees with over 20 years. The goal

Summary: The Benefits Of Workers Compensation Insurance
All of us, at least once in a lifetime had tried to find a job that meets our requirement because jobs
are the main source of income, and no one can live without income and money in this world.
However, is a good salary only benefit that a company should offer us? According to the law of the
United States, companies are required to provide some benefits to their employees. Thus, if they do
not provide these type of benefit, their companies might get closed. The type of benefits that we all
as an employee are required to have are Workers Compensation, Disability Insurance (some states),
Leave Benefit, Family and Medical leave, Social Security Tax paid by the employer, and the right to
get time off to do civic duties. (Entrepreneur) Also there ... Show more content on Helpwriting.net ...
The Compensation insurance is a type of protection giving compensation substitution and health
benefits to the workers that got harmed or injured during the job in the return of neglecting
employees' rights to sue the companies. (Required Employee Benefits). Anyone living in the states
of California, Hawaii, New Jersey, New York, Rhode Island have the right to get a disability
insurance from their employers under the law. This law states that the companies that are hiring
employees are required to "provide partial wage replacement insurance coverage to their eligible
employees for non–work related sickness or injury." (United States Department of Labor). One of
the only leave benefit that is required by law is the right to leave for a jury duty. However, because
of the competition between the companies, all the employees are expected to have the right to have
holiday or vacation leave, or getting 1.5 times more than a normal day, personal leave, sick leave,
and bereavement leave (Required Employee Benefits). However, under the law, employers must
provide leave under the Family and Medical Leave Act or in short

Employee Privacy Rights In The Workplace Essay
The issue of privacy is a big concern in the workplace. With the expanding of new technology, many
employees are concern about his or, her privacy in the workplace. Employees have the right to go to
work knowing that his or, her employer will not invade their privacy. The rights to privacy in the
workplace only provide limited protection for workers against monitoring and breach of
confidentiality. The National Work Rights Institute states, under the federal law, "the limited
protection the Electronic Communication Privacy Act of 1986 provides to employees' has been
reduced because the statue has been outdated." Electronic monitoring has seen a tremendous growth
in the workplace, in the past 10 years. The National Work Rights Institute ... Show more content on
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So, employers are using a strategy, such as monitoring to ensure productivity in the workplace.
According to the Electronic Communication Privacy Act of 1986, "an employer can monitor their
employee to ensure adequate job performance and supervise customer contacts." The most common
form of an invasion, to employee privacy rights is email. With the massive use of computers, email
has become the biggest communication tool of choice in the workplace. The concern of employers
has grown tremendously with the use of email in the workplace. Employers' concern is that,
employees can waste time by sending and receiving email for personal use, and they may provide
easy access for hackers to entry their computer system. Employers can monitor an employee
computer activity to ensure productivity in the workplace. Privacy Rights Clearinghouse (2006)
states, "Unfortunately, if an employee uses a company computer for email use, the employee
employer has the right to review the contents of his or her email."
Employers are discovering that employee emails and telephone uses are starting to have an impact
on its business. Therefore, employers are trying to protect the company's investment, by monitoring
employees email without being invasive. Employers can use, computer software, which gives the
employer the ability to record how much time the employees' spend on his or, her email account,
without having to read the employees email

An Evaluation Of A Case For A Company Without Violating...
sanctions collected. In the year following the implementation of the incentive provisions, a
whistleblower fund of $452 million dollars was put in place. The possibility of qualifying for a
significant whistleblowing award has been incentivizing some employees to bypass internal
reporting controls in favor of reporting directly to the SEC. Corporate attorneys have to deal with
employees that choose to bypass internal reporting and compliance and must also adapt with the
changing landscape of whistleblower law to make sure they are protecting the company without
violating employee rights. In–house attorneys face a dynamic workplace environment as protections
for whistleblowers continue to expand. One way courts may expand these protections is by relaxing
the requisite specificity of whistleblower claims. In Sylvester v. Parexel Int'l, Inc., the
Administrative Review Board (ARB) reversed a line of decisions requiring the allegation in a SOX
whistleblower claim to "definitively and specifically" relate to shareholder fraud. The ARB noted
that the heightened pleading standards for complaints filed in federal court, as established by the
Supreme Court's holdings in Bell Atlantic Corp. v. Twombly and Ashcroft v. Iqbal, do not apply to
SOX whistleblowing complaints. Instead, SOX complaints begin with the Occupational Safety and
Health Administration (OSHA) and are not subject to the Federal Rules of Civil Procedure. The
board determined that the implementing regulations of SOX

Employee Rights
Abstract The issue of employers' and employees' rights has always brought controversy in most
companies. Some rights are expressly known like the right of employees to get paid after working
for the agreed period of time among others. However, there are those things done by the employers
that most employees feel are too private. Employees feel that some things done by the employers are
an intrusion to their privacy. This paper will discuss issues on whether the employer has a right to
review the employees' email. It will look at both the employers and the employees' perspective and
what the law says about the issue. Introduction Employees and employers have reciprocated
obligations towards each other. These duties are usually expressed ... Show more content on
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The law supports the claim that employees have a right to access employees' emails, although most
employees are of the opinion that their employers should not access their emails. The courts have
not found any reasonable expectation for the employees to have privacy in the same and therefore,
they have always granted permission to the employers to keep an eye on the employees' activities as
well as reviewing it. In a case of Smith v. Pillsbury Co., the plaintiff had sued the employer on the
ground that he had wrongfully discharged him after the employer intercepted an email message he
considered inappropriate (Jennings, 2005). Smith being an at–will kind of employee, his suit
centered on whether by being discharged, it went against Pennsylvania's public policy thereby
falling into the exemption under the general rule which indicate that employees who are employed
on the at–will basis can have their employment terminated any time. The defendant was given
motion from dismissal of the case since it failed to state a claim. The employer was therefore found
not guilty of either invading the employees' privacy or violating public policy when he terminated
smith (Wolkinson & Block, 1996). The employer had created email communication system but had
told the employees that it was privileged and confidential. The employer also informed the
workforce that their emails would not be intercepted

Analysis Of Adp As A System For Federal Mogul
Analysis of ADP as a HRIS System for Federal–Mogul
Now that we have taken a look at the minimum required hardware and software of the ADP system,
let's examine ADP as a Human Resource Information System, or HRIS for short. A great HRIS
system provides critical data about the human resource function of the business as well as helping to
create a follow through on the business's mission and goals. HRIS systems help to reduce
organizational costs by contributing to the efficiency of the human resource management function.
HRIS systems help to automate critical human resource management functions (Chauhan, Sharma,
& Tyagi, 2011, p. 58). HRIS systems contain information on employees, job and work conditions,
positions, payroll and benefits, and HR events such as recruitment, training, development,
performance appraisals, and terminations (Chauhan, Sharma, & Tyagi, 2011, p. 59). Although ADP
offers all of these features, Federal–Mogul utilizes ADP specifically for the payroll and benefits
function.
APD's payroll system is a very complete system that works in conjunction with Federal–Mogul's
timekeeping systems. Many Federal–Mogul facilities utilize Kronos for attendance and timekeeping,
including the Sparta, MI location where I work. In order for Kronos and ADP to work together, there
is a custom interface as mentioned earlier that extracts the data from Kronos, and then it is converted
into an EPIP file which can ultimately be loaded into ADP to create the payroll record for each

Best Buy Corporation, Inc
Best Buy Corporation, INC. An Assessment of their Benefits Program
Samantha Thomas
DeVry University – Keller School of Management
Professor Michael Ross September 5, 2010
Abstract
This paper explores Best Buy Corporation, INC., Employee Benefits program for their employees. I
chose this company because I enjoy shopping at Best Buy stores as a consumer and I find that the
employees always exemplify excellent customer service. From an outsider looking in I think the
company must have an excellent working environment, great culture, diversity in the work place,
and excellent benefits package. My experience as a consumer I find Best Buy employees are always
friendly, smiling, willing to help, and very ... Show more content on Helpwriting.net ...
The Wealth benefits include 401(k) and the Employee Stock Purchase Plan. Best Buy also offers an
array of Other Rewards including time–off programs, employee discount, tuition assistance, vendor
accommodation programs and more. (Best Buy Corporation)
Working for Best Buy has it rewards. What employees' get from working at Best Buy is based on the
comprehensive Rewards strategy, which includes the combination of pay, benefits, work/life
options, and professional–development opportunities. Eligibility for rewards depends on the
employment status (full–time or part–time), length of service, and position within the company. In
addition to the benefits mentioned above Best Buy offers excellent employee discount program,
along with generous time–off programs, adoption assistance, vacation time, absence time, personal
holidays, company holidays, leaves of absence, gift of time (vacation donation), employee
assistance program, employee business networks, diverse workforce, deferred compensation,
community involvement, and a variety of contests where employees can win cool prizes. (Best Buy
Coporation)
It is important that Best Buy Human Resoruce Department communicates important information
invovling all of the company's benefits programs and options. The area of benefits covers the
companies ability to

Training And Career Development : Training
Training and Career Development Training is "any attempt to improve employee performance on a
currently held job or one related to it", (Bernardin & Russell, 2013). They further explain that "for
training to be effective, it should involve a learning experience, be a planned organizational activity
and be designed in response to identified needs". He defines development as "a learning opportunity
designed to help employees grow". Training and career development is important for employees in
an organization that wants to progress. Sandy Lake offers its employees training through orientation,
in–service training and an online forum. The new employees are given a one day classroom
orientation and three days training on the floor. After the first day of orientation, the new employees
are trained according to their respective departments. Every new employee is given a probation
period for 90 days, after which they are able to get insurance. The employees are also trained
through an online forum called Relias where they are given special topics every month to enhance
their knowledge and skills. The survey results show that 80 percent of the employees agreed that
Sandy Lake has a training and career development policy applicable to everyone, 70 percent of the
employees were satisfied with the level of training, and 83.3 percent confirmed that the training and
career development is linked to the business strategy of Sandy Lake. Performance Management and
Appraisal The

Benefits And Benefits Of Employee Benefits Essay
Believe it or not, when the phrase employee benefits is mentioned there are many different
perspectives from various angles as to what exactly employee benefits entail. Some perspectives are,
but not limited to, what is deemed an employee benefit, what benefits are required by law to be
given to employees, benefits that employees might feel are superior, and whether or not benefits
provide value to the employer. For clarification purposes Alison Doyle offers this, "Employee
benefits are non–salary compensation that can vary from company to company. Benefits are indirect
and non–cash payments within a compensation package. They are provided by organizations in
addition to salary to create a competitive package for the potential employee." (Doyle, 2016, para.
3). Essentially, this can be taken to mean that employee benefits may be in the form of monetary
compensation or still compensation, but without monetary payment to the employee. Examples of
employee benefits include, competitive compensation plans, pay for performance packages, flexible
work hours policies, and medical leave, which is illustrated in the following scenarios. As an
illustration of what some individuals might deem one of the most important components of
employee benefits, surround the need to revamp a compensation plan for a franchised restaurant
establishment. Paying employees fairly for the service provided is very important in a business's
ability to remain competitive. To yield this result a business

The Benefits Of Google Pays
Google B–13. The benefits that Google pays obviously represent an enormous expense. Based on
what you know about Google and on what you read in this text, how would you defend all these
benefits if you're making a presentation to the security analysts who were analyzing Google's
performance? Benefit Advantage High salaries Google salaries are highly competitive which allows
the company to keep employees satisfied in this area. Stock options Stock options provide a
financial incentive to employees. If the company does well, then the employees benefit financially.
Providing this benefit has the effect of the employee having a vested interest in how the company
performs; therefore, the employee will work hard, do their best work, and stay ... Show more content
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Google employees list this benefit as the most valued. Free shuttles, laundry facilities, oil changes,
car washes All benefits to help employees deal with less stress for their outside work requirements.
These amenities assist in reducing an employee's stress and help in the employee feeling valued.
Unlimited sick leave Keeps employees from coming into the office sick. This reduces the possibility
of other employees getting sick. The company no longer has to track sick leave so it saves resources.
TGIF parties and paid trips Google's way to reward the team after working so hard to achieve their
goals. A great way destress and team build. The long list of employee benefits assists Google in
keeping employee's engaged, retained, satisfied, motivated, and productive to be able to reach their
individual, departmental, divisional, and company–wide goals. All of the above mentioned benefits
makes the employees feel valued and respected; therefore, they are more likely to be retained. B–14.
If you wanted to hire the brightest people around, how would you go about recruiting and selecting
them? According to the Entrepreneur article Recruiting and hiring top–quality employees (n.d.), to
recruit top talent a company must have a "well–structured recruiting and selection program" (para.
1). The process should include the following steps which I have tweaked slightly: 1. Develop
accurate job descriptions 2. Develop a success profile based on your best performers. 3. Post

Equal Employment Opportunity and Employee Rights Review Paper
Equal Employment Opportunity and Employee Rights Review Paper
Klista Odgers
HRM/300
University of Phoenix
Online
October 29, 2012
Dwight Walker
Introduction
In the face of rising ... Show more content on Helpwriting.net ...
S. Circuit Court of Appeals saying states could not be sued under the FMLA (the Huffington post).
Drug Testing
Currently, in the state of Florida the Federal Appeals court is battling arguments of a judge ruling
against the idea that the government would violate the rights of the citizen of Tallahassee, by
requiring any individual wham applies for public assistance benefits would have to adhere to drug
test prior receiving any public assistance.
The district judge thinks that individual whom receive assistance already provide a wide range of
information in order to participate in the program, and by asking them to submit to a drug screen in
order to receive benefits in an invasion of privacy and violates the constitution's reasonable search
ban.
This case is currently being heard in Atlanta, Georgia, all because of a Navy Veteran, former college
student, whom is a single parent applied for benefits back in 2011, meet the requirements of the
program but felt it would be an result to be asked to participate in random drug screens in lure of
help. The following media publicity of this case has implemented the state if Florida employees to

be required to do drug testing.
What are the implications for HR department in managing the employer–employee relationship in
the contest of the law or

Essay On Employment Contract
Employment Contract
The agreement of this employment contract is made as of this 14th day of November, 2017, by and
between Morrison and James, LLC, a law firm incorporated under the laws of Colorado with main
office at 1234 Jones Street, Westminster, Colorado, hereinafter referred to as "Employer", and Laura
Berry, residing at 1234 Smith Way, Brighton, Colorado, hereinafter referred to as "Employee".
WHEREAS the Employee wishes to provide such services and has significant expertise and
experience and is willing to complete services for the Employer, the Employer wishes to acquire the
benefit of the services of the Employee all in agreement with the terms and conditions set forth.
NOW THEREFORE In consideration of the promises and other ... Show more content on
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Thirty (30) days written notice prior to the Termination Date must be given by either party if the
intention of either party is not to negotiate a new Agreement. At time of termination, Employee
agrees to return any property obtain through employment back to Employer.
3. Compensation
As full compensation for all the services rendered hereunder, the Employer shall pay the Employee
a total of Fifty Thousand Dollars ($50,000) annually, payable in equal monthly installments
beginning at the first (1st) of the month. Payments as such shall be subject to normal mandatory
deductions by Employer (i.e. Social Security, Medicaid, and federal and state taxes).
4. Benefits
The Employee shall be entitled to participate in bonuses and other employee benefit plans provided
by the Employer for its employees. The Employer currently offers the follow, medical, dental, and
vision plans. The Employer also currently offers life insurance, education assistance and individual
retirement account (IRA) benefits. The Employee is eligible for benefits thirty (30) days after start
date. More details on these benefits will be provided separately at time of hire.
5. Probationary Period
As agreed upon and understood, by both the Employer and the Employee, the first thirty (30) days
of employment shall be established as a probationary period. During probationary period the
Employee is ineligible for both benefits and paid time off offered by Employer.

Basic Rights of an Employee
Your basic rights as an employee There are minimum rights and entitlements set out in law, which
apply to ALL employees, whether it is written in your employment agreement or not. Your
employment agreement cannot trade off or provide for less than these minimums. The law protects
you at work by setting the minimum rights you have as an employee with paid time off work the
minimum you can get paid public holidays sick leave bereavement leave giving you the right to
refuse to do work that would likely harm you making sure that all workers, including young people,
are safe at work and not unlawfully discriminated against. Your employer must: * Pay you at least
the minimum wage * Provide you with annual leave * Provide or ... Show more content on
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For example, a prospective employer cannot ask a job applicant certain family–related questions
during the hiring process. In most states, employees have a right to privacy in the workplace. This
right to privacy applies to the employee's personal possessions, including handbags or briefcases,
storage lockers accessible only by the employee, and private mail addressed only to employee.
Employees may also have a right to privacy in their telephone conversations or voicemail messages.
However, employees have very limited rights to privacy in their e–mail messages and Internet usage
while using the employer's computer system. There are certain pieces of information that an
employer may not seek out concerning a potential job applicant or employee. An employer may not
conduct a credit or background check of an employee or prospective employee unless the employer
notifies the individual in writing and receives permission to do so. Other important employee rights
include: * Right to be free from discrimination and harassment of all types; * Right to a safe
workplace free of dangerous conditions, toxic substances, and other potential safety hazards; * Right
to be free from retaliation for filing a claim or complaint against an employer (these are sometimes
called "whistleblower" rights); * Right to fair wages for work performed. Federal Regulations on
Employment Relationships Following is a quick summary of key federal laws related to
employment. *

Hr at Dell
Dell's benefit programs are key to Dell's Winning Culture and Rewards Strategy. Dell's benefit plans
are designed to maintain and enhance employee productivity and further Dell's operational goals by
assisting employees as they plan for major life events, such as illness, disability, retirement and
death. Dell ties benefit program design and costs to market median; however, "Employee Perceived
Value" may be above market. Benefits are appropriate rather than cash compensation when:
Required from a legislative or competitive standpoint; More efficient from a tax and risk standpoint
to maximize the economic value of the employee's total compensation; Leveraged buying offers a
significant advantage to employees.
Taking Time For Yourself – Home ... Show more content on Helpwriting.net ...
Casual Leave balance reflecting on March 31st cannot be carried forward or encashed
Sick Leave:
Sick Leave can be availed in case of employee's medical requirements.
All employees who are confirmed and who are on probation are eligible for 8 days of Sick Leave
per annum. This leave will be credited in advance on 01st April (4 days) and 01st October every
year (4 days).
Employees joining after 01st April will be eligible for Sick Leave on pro–rata basis @ 0.67 days
leave per month.
Sick Leave for more than 2 days will have to be supported by a medical certificate provided by a
registered medical practitioner.
Dell's Ethics and Code of Conduct require supporting documents to be provided in case of an
investigation. Failure to provide documents could lead to disciplinary action including and up to
termination.
Sick Leave balance can be carried forward and accumulated up to 90 days.
Encashment of sick leave is not an option under any circumstance.
Maternity Leave:
All female employees who are confirmed and who are on probation are eligible for 12 weeks of
maternity leave.

Maternity leave would need to be a mix of pre and postnatal leave but not exceeding 12 weeks in all.
Weekly offs falling in between maternity leave would also be considered as leave.
A female employee will be eligible for maternity benefit if she

Employee HIPAA Rights
HIPAA, which is the Health Insurance Portability and Accountability Act of 1996 give Blue Cross
Blue Shield of Tennessee members' rights to protected personal health information (PHI). The way
HIPAA works is that it creates national standards to protect a person's medical records as well as
their personal health information (https://www.hhs.gov/hipaa/for–professionals/privacy/). Members
are given more control over their health information and holds violators accountable with civil and
criminal penalties that can be imposed if the member's rights are violated. When employees are
hired into Blue Cross Blue Shield of Tennessee, they are required to sign a confidentiality agreement
adhering to the HIPAA laws making them accountable if any violations ... Show more content on
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Blue Cross Blue Shield of Tennessee follows these procedures because they are federally mandated
and required because their main source of business is with those who have coverage through
BCBST under one or more of the following types of plans; health, dental, vision, and prescription
drug insurers, health maintenance organizations ("HMOs"), Medicare, Medicaid, Medicare+ Choice
and Medicare supplement, and these all involve personal health information that is to be protected
(https://www.hhs.gov/hipaa/for–professionals/privacy/laws–regulations/). Consequences for
violating the HIPAA laws are based on the level of negligence and can range from $100 to $50,000
per violation with a maximum penalty of $1.5 million per year for violations of an identical
provision and can also result in jail time and the fines and the charges are broken down into two
major classes: reasonable cause and willful neglect (https://www.truevault.com/blog/what–is–the–
penalty–for–a–hipaa–violation.html). Reasonable cause includes fines but does not consist of jail
time where willful neglect can result in not just fines but also criminal charges. If Blue Cross Blue
Shield of Tennessee and/or their employees disregard the company's codes of conducts, they can
face more fines than they already have for past violations that could cause the company

Effective Compensation Paper
Compensation is defined as all forms of financial returns and tangible benefits that employees
receive as part of an employment relationship. Thus, in order to achieve, create, and maintain an
effective compensation program you must explore greater professional expertise, organizational
understanding, creativity, and vision (Bernardin & Russell, 2013). Moreover, there are many factors
of compensation in which an employee gets against his or her work. It could be base wages &
salaries and group life insurance. Furthermore, there are other factors such as employee leave,
maternity and paternity benefits, and pension and retirement plans (Liza, 2014). Furthermore, there
are various areas that influence an effective compensation strategy. ... Show more content on
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Moreover, the compensation strategy is highly influenced to keep the organization competitive and
successful. All the more, the compensation strategy is critically important to keep the personnel
budget under control and to manage the jobs in the right salary/pay grade. Hence, even though many
individuals think of compensation as purely salary, however the actual cost of total compensation
includes every aspect of employee benefits. So essentially, the cost of health benefits, retirement
benefits, tuition reimbursement, bonuses or other incentives are real costs that need to be considered
part of total

Benefit Programs and Compensation Administration
Benefit Programs and Compensation Administration
By: Janelle Bartlett
Professor Rhonda Hess
October 28th, 2012
Benefits and Compensation
Introduction
Employee benefits are one of the most driving measures for obtaining qualified employees. It is
important for organizations to provide employees with not only hourly or salary wage but also other
benefits that can make them more desirable to well qualified individuals. Organizations must be able
to communicate all of the benefits to current and prospective employees clearly enough for them to
understand exactly what is offered.
Government Regulated Benefits The government is there to help protect employees for many
reasons, things such as worker's compensation, unemployment, and ... Show more content on
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While I did say that only the doctors are awarded fringe benefits, this is not necessarily true.
Hygienists, dental assistants, and even the front desk staff that hold certificates are awarded the
added benefit of free renewals for licenses and so forth. They are also awarded free seminars that are
necessary for updating licenses and certificates. These seminars not only provide the necessary
credits for yearly or by–yearly updates, but also new means of how tasks should be carried out. As
healthcare professionals, we are responsible for obtaining current methods of practice for carrying
out tasks.
Items such as infection control and patient confidentiality are an ongoing task. With
patients/people's concerns with what infectious diseases can conjure it is only natural that people
would be concerned about. Patient confidentiality is another on going concern.
Communication Process of Compensation Benefits The current communication of benefits provided
to our practices employees is a bit vague, but still understood by all. They do not hold yearly
meetings or anything of the sort, but old postings are around the office justifying the initial benefits
provided. These are still upheld , with the added benefit that they are "old", all employees realize it
up to the treating doctor to determine whether employee family members are to receive treatment at
no cost or a discounted cost.
Assigned Industry

There Are Several Practices That Uber Can Adopt In Order
There are several practices that Uber can adopt in order to manage employee performance. Some
practices include social recognition and related positive reinforcement. Social recognition and
positive reinforcement consists of challenging employees and providing ample encouragement to
motivate those employees to continue to learn and to improve in the workplace. In order for Uber to
encourage employee engagement and employee performance they must express appreciation to their
employees in front of others. I believe positive reinforcement to be one of the most crucial steps in
achieving an environment that fosters employee engagement and in turn higher performance. Uber
could also use benefit packages to encourage employee performance ... Show more content on
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In order to accomplish a better understanding of what compensation policy will align with the
company's strategic aim, Uber must have a good understanding of the basic factors that determine
pay rates such as productivity and union influence. Uber must also use job evaluation methods such
as using a market–based approach, market–competitive pay plan, point method, wage curves, wage
structure and rate ranges, job classification, and even computerized job evaluations. Uber could also
use ranking as a job evaluation method which revolves around obtaining job information, selecting
and grouping jobs, then rank those jobs, and combine the ratings. A grade level example of job
evaluation "evaluates completed work for conformance to policy; guidelines, such as regulations,
precedent cases, and policy statements that require considerable interpretation and adaptation."
(Gary Dessler) I believe that in order to achieve a compensation policy that aligns with the strategic
aim of the company, the best practices for Uber would be to adopt a competency–based pay model
that evaluates employees based on their productivity. I believe that this will also increase employee
engagement overall, which leads the company as a whole to support the strategic aim. Benefits are
an extremely crucial part of an employees contract with a company. If Uber wants to be successful
in their expansion across the world, they must be able to provide the

Employee Rights For Pregnant Women
Employee rights are some of the most controversial topics among healthcare right now. Institutions
that provide employment to citizens must now abide by relatively intense discrimination laws that
seek to prevent discrimination of prospective employees based on race, sex, religion, national origin,
physical disability, and age by employers. In addition, the Supreme Court of the United States that
supported the right for people to define and express their identity, implemented a law that seeks to
prevent employment discrimination based on sexual orientation. Once an employee is hired, there
are further discriminatory laws that prevent bias in hiring, promotion, job assignment, termination,
compensation, retaliation, and various types of harassment. Now more than ever are laws and
constitutions being edited to meet the standards of the evolving evolution. In my research paper, I
will discuss five controversial topics in employee rights which include: Employee Rights for
Pregnant Women; Employee Rights and Responsibilities in Sexual Harassment; Employee Privacy
Rights and Drug and/or Alcohol Testing; The Rights of the Employee as Patient; Employee e–mail
privacy rights in the private sector workplace. According to the United States Department of Labor,
which has evolved tremendously to complement the ever evolving century, discusses major points
that have effected the rights of employees. "Limits on drug testing; freedom from discrimination
when an employee is part of a

Employee Privacy Rights in the Workplace Essay
Employee Privacy Rights in the Workplace
Employee privacy rights have been the topic of great debate in recent years. This essay will
examine: the definition of privacy, employers rights to access activities done in the workplace, to
whom the resources such as time and equipment belong, and employee monitoring as an invasion of
privacy or a performance evaluation tool. These are the core issues of the employee privacy rights
controversy. Employee privacy rights should only be applicable to the personal activities that must
take place during working hours. Activities occurring on company time are the property of the
employer, and therefore, are not the private property of the employee. Employee privacy rights in
the workplace should be ... Show more content on Helpwriting.net ...
If concerned about levels of privacy, employees should leave personal matters at home. The
employer may or may not choose to disregard material discovered if they know it to be of a private
nature. There is no obligation for the employer to do so (Quinn, 2005).
What activities that are job related would necessitate keeping them secret from an employer? No
actions done for or on behalf of an employer would require the employer to have no knowledge of
these actions. The personal or private activities that take place during work hours are the property of
the employer. If privacy is protected as a citizens right, then the need for additional laws to protect
the employee are unnecessary. Any infringement on privacy rights by an employer would be
governed under the Invasion of Privacy Act. The controversy arises from the expectations of privacy
of the employee. There is very little to support the expectations of privacy by employees. When
monitoring employee activity, the law places very few boundaries on an employer. As stated earlier
there are no Federal laws to preserve employee privacy rights (Canoni, Summer 2004).
The employer has purchased the time and resources of the employee. The standard methods of
payment for persons employed by another party are hourly wages and salaried employment. In both
of these cases the employer normally

HR and the Competiton for Talent Essay
In today's competitive workforce, talent is not only incremental, but also scarce. War for talent, a
term coined by Steven Hankin of McKinsey & Company, refers to the competitive landscape of
talent management of skilled and valuable employees. Talent management is defined as "the
implementation of integrated strategies or systems designed to increase workplace productivity by
developing improved processes for attracting, developing, retaining and utilizing people with the
required skills and aptitude to meet current and future business needs" (Lockwood, 2006). This
paper talks about the challenges faced by organizations and how organizations use strategic HR to
overcome concerns regarding attraction, recruitment and retention of talented ... Show more content
on Helpwriting.net ...
Telecommuting programs are also aided with the arrangement of appropriate technology, which
makes working from home easier. As one of the large–scaled companies Deloitte and the Westpac
Group understand the challenges associated with employee satisfaction. Both of these companies
improved their IT and Information and Communication Technology structure respectively by
providing their staff with the appropriate technology to carry out tasks from the comfort of their
homes. Westpac allows applicable employees the option to work from home and telecommute, this
is mutually sustainable with the company philosophy that acts a vital contributor to attract lateral
hires (Deloitte, 2013). Not only did Deloitte and Westpac recognize that in order for their
telecommuting program to work they needed to provide the staff with the right tools to do the job
efficiently and compliantly, they were also able to connect to a wider range of their staff. Empirical
research conducted by Deloitte shows that to "Only 62% of employees without access to flexible IT
policies report feeling satisfied at work. Up to 83% of employees with access to flexible IT policies
(such as social media access) report feeling satisfied at work" (Deloitte, 2013). Telecommuting
plays a substantially large role in the strategic HR department, which includes employee
satisfaction. A categorical and strategic plan that leaves no room for

Job Analysis : The Best Employee For The Right Position
In today's fast paced, highly competitive global workplace it is essential a company have a highly
qualified and productive workforce. Companies large and small can utilize several different methods
to recruit and hire the best employee for the right position. Successful businesses will begin the
hiring process by first conducting a job analysis, followed by either an internal or external
recruitment. The decision on whether internal or external is best for the company can be made by
weighing the factors that will result in hiring the best employee. Job analysis is a necessary first step
for a successful hiring process because to find the perfect candidate, the business must first know
what is to be expected of the candidate. A ... Show more content on Helpwriting.net ...
The employee is already familiar with the business model and goals, the culture of the business
setting, and history of personnel within the business. Typically less time is needed to search,
interview, and hire the employee, which can be an advantage if a quick turnaround time is needed. A
new employee will take time to learn the new job but also coworkers, customers, and procedures of
the day to day operations. Promoting from within also avoids issues such as moving for new
employees which could take even longer and put the new employee under additional stress. In a fast
paced business world, this amount of down time could result in lost profit making internal
recruitment the best option. Internal recruitment has also been shown to increase the morale and
motivation of workers within the business. It gives employees that are promoted a sense of
satisfaction that their work record is recognized and appreciated. Other employees may have more
motivation to keep a high standard of work to remain in good standings to have the opportunity to
advance in the future. It may keep valuable long term employees interested and encouraged to keep
up with new and current information and technology as a result.
A disadvantage of internal recruitment would be a lack of fresh ideas if the company is looking to
update their current methodology. Some businesses may benefit by promoting an individual that is
already familiar with the practices

Employee Rights Protected From Employer Discrimination
According to Walsh (2013) it is acknowledged that, employee rights protected from employer
discrimination in Section 7 of the NLRA included the right to form or join a union, bargain
collectively, or engage in other concerted activity for mutual aid and protection. Furthermore, the
U.S. Constitution permits Congress whose operations have the capability to vitally affect interstate
commerce. Therefore, since Drake and Keeler's employer meets the criterion for coverage under the
LMRA by engaging in interstate commerce, thus, the particular employee right protected by section
7 of the LMRA is that they have been wrongfully discharged because of their protected, concerted
activities.
As stated by the National Labor Relations Board (n.d.) ... Show more content on Helpwriting.net ...
Essentially, Drake and Keeler both had openly stated that it was way too cold and the air was quite
drafty at their workstations near the open overhead door however, the supervisor refused and was
not willing to close the overhead door because the majority of the other employees wanted to leave
it open. Therefore, Drake and Keeler discussed their problem and acted in a concerted manner and
walked off the job for the remainder of the day to contend the cold temperature at their workstations.
This action fully discussed with their supervisor in hopes some action would have been taken to
remedy the situation in regards to their working conditions and is thereby protected by Section 7.
Furthermore, Sec. 8. [§ 158.] (a) acknowledges that, It is an unfair labor practice for an employer to
interfere with, restrain, or coerce employees in the exercise of the rights guaranteed in section 7
[section 157]. All the more this section of the LMRA precisely prohibits the discharge, constructive
discharge, suspension, layoff, fail to recall from layoff, demote, discipline, or take any adverse
action against the employee because of their protected concerted activities. Since the action of
Drake and Keeler is a protected concerted activity, it is protected under Section 7 and the action of
the employer is prohibited under Section 8. Section 7 of NLRA assures the employees the rights and
Section 8 makes the

Employee Rights in the Workplace
Abstract Our world of technological advances is growing day by day. So much so, in fact, that new
laws are created to help determine the legal responsibilities and actions to be taken if an incident
occurs. The advantages and disadvantages of monitoring and being monitored will be discussed.
Some of the laws that represent the employer and employee as well as why an employer would want
to monitor an employee will also are discussed. Although employee monitoring is beneficial to an
employer for a variety of reasons, it is better for an employer to leave an employees' private life
away from the workplace private.
Employee Privacy Rights in the Workplace
The Eye That Is Watching Employee monitoring ... Show more content on Helpwriting.net ...
(¶6) A second reason would be to track the amount of time an employee spends away from the
computer or how long the employees' computer is idle. (¶6).
If we, as employees put ourselves in the employer's shoes, we would want to know if our employees
were being productive for the job that they were hired to do. If someone were to perform a search on
the Internet for employee monitoring tools, he or she would find that the market is flooded with
these types of tools. In 1993, there were an estimated 27 million worldwide employees being
monitoring in the workplace and that number is still growing (¶8).
Advantages and Disadvantages of Monitoring Some of the advantages of employee monitoring are
that email use can be limited, viruses can be prevented from corrupting company computer systems,
inappropriate acts and uses of language can be intercepted before any harm is done, and companies
can stop leaks of proprietary information. Some of the disadvantages of employee monitoring are, as
stated earlier, an employees' feeling of lack of trust, a feeling of no privacy at work, and the
possibility of employers being sued by employees for fear that their privacy has been violated. One
type of violation that can occur happened to a Massachusetts college secretary while she was
changing clothes in a place she thought was safe. (Kitchen, 2006). She felt violated because her boss
never informed her that she was being videotaped.

Importance Of Employee The Right Advice
Employ the right advice
The relationship between employers and employees are often harmonious and mutually beneficial.
However, when disputes arise, they can attract unwanted public attention which can be damaging to
a reputation or brand. Companies need to be able to anticipate workplace disputes, as well as have
decisive strategies in the face of any incidents.
Whether an employer is looking for assistance structuring new employment agreements, or needs
assistance settling personal grievance claims, our team is there to provide all the employment–
related services they require.
We also offer clients services in health and safety, compliance and litigation and are experts in
industrial relations.
Employment
We ... Show more content on Helpwriting.net ...
The employment consequences associated with the sale, purchase or outsourcing of a business,
including redundancy issues, drafting relevant sections in agreements for sale and purchase and
advising on the transfer of undertakings regime in New Zealand.
Restructuring and negotiation of severance arrangements with departing employees.
Drafting employment agreements, workplace policies and other associated documentation.
Employee benefits, including share schemes, bonuses, superannuation and KiwiSaver issues.
Issues relating to human rights, privacy, harassment and personal injury/accident compensation.
Show less 
Health and safety
Health and safety issues can often arise quickly and unexpectedly, demanding fast and decisive
action or a highly sensitive approach. We offer complete case management of any health and safety
related prosecutions and liaise with all stakeholders in a fatal accident inquiry, including working
with our clients to develop media strategies.
The most effective way to manage health and safety incidents is to avoid them in the first place so
we are also experienced in drafting company policies and health and safety compliance advice. With

a deep knowledge of the issues around health and safety, our practice interacts with other aspects of
our clients' businesses including drug and alcohol policies and issues in relation to drug testing in
the workplace.
Should the worst occur, we liaise with

Should Paternity Leave Be A Mandatory Employee Benefit?
It Takes Two
A brand–new family has just brought home a screaming and crying baby, the best part is that they
both have a month off work to love, care, and nurture this newborn into the world while getting
paid. Sweden was the first country to introduce paid paternity leave as a mandatory employee
benefit, followed closely by the other Nordic countries: Finland, Denmark, Iceland, and Norway.
Since its introduction, paid paternity leave continues to make gains, making the Nordics the eye of
focus when discussing implementation of such policies in other countries. Due to the 'Father Quota'
the Nordic Countries have been successful in economically supporting paid paternity leave as an
employee benefit, which has led to benefits seen in the economy, family health, and newborn
development.
Summary
When a mother holds a job and then becomes pregnant she is presented with two options. The first
of which would be to quit, or if lucky the company many offer an employee benefit leave. The basis
of leave, as an employee benefit, is maternity leave. This offers a certain amount of time paid or
unpaid to the mother after the birth of the child. The next step up would be paternity leave or
paternal leave. This is leave that not only is offered to the mother but also the father so that both
parents may spend the first few weeks at home with the newborn. Not all countries have the basic
guarantee to the maternity leave. Let alone the idea of paternity leave, which is still considered

Application Of Capital Gain Taxation ( Cgt ) Provisions...
INTRODUCTION:
For the application of Capital Gain Taxation (CGT) provisions under the Australian taxation system,
the happening of a CGT event is must. The most common capital gain tax event is a sale of assets.
These assets may be generally the either the real estate or the shares. However, there are other
events also which are considered as CGT events.
TO WHOM APPLICABLE:
The provisions of the capital gains or losses are applicable on the following three kinds of legal
personalities: Individuals. Companies. Trusts.
The CGT is applicable only on the residents of Australia. It may be applicable on the foreign
nationals only if they hold an Australian property.
PROPERTIES THAT CAN BE TAXED:
The provisions of the CGT are available only on the properties which are acquired by any individual
company or trust after 20th September, 1987. The CGT provisions were introduced on the above
mentioned date and it was applied prospectively. Thus, the properties acquired before 20th
September 1987 are not meant to be taxable under CGT.
The capital assets under CGT may be defined as either of the following: Property of any kind. Legal
or equitable rights.
Some exemptions are also been provided under the legislation. Most of the personal assets like
residential homes, vehicles and other personal assets have been exempted from the provision.
DETERMINATION OF THE HAPPENING OF THE CGT EVENTS:
Capital gain taxes are only triggered by the CGT Events. Although there are many

employee and employer rights and responsibilities
Employers Right Employer responsibilities The Employer has the responsibilities of provide public
liability insurance, safe workplace, appropriate training, observe employees contract and procedures
to protect relationship with employees. Observe employment law and codes of practice and duty of
care to employees. Adhere to EU directives. The employers have the responsibility to meet all the
terms of the contracts and notify employees of any changes within one month of these being made,
allow employees to join a trade union or staff association and allow employees access to
confidential records kept about them. The employer have the responsibilities to give them the ...
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Employees must not accept any bribe or indulge in any corrupt or improper practice. Employees
must not inappropriately and without the headteacher's authority, release any information concerned
with school's Council's affairs to the press and/or public, or by way of books and articles or to any
organisation including one that is funded by the school/Council's communication Service.
Employees must not bully any person with whom they come into contact in carrying out their work.
Employees unable to report duty because of sickness must comply with the requirement for
notification of sickness absence and the submission of medical certificates (as appropriate) scheme
of conditions of service of school rules. Employees must notice 2 months before when they want to
terminate contract. Employees must not undertake any acts within or outside the workplace that are
in conflict with their specific job role/purpose, bring the school/Council such as destroying trust and
confidence between them and the school/Council (e.g. domestic violence). Employees must not
falsity, destroy or otherwise alter any document, timesheet, etc. to gain benefit or financial
advantage for her/himself or others. Employees who are under investigation by the police in relation
to an allegation that they have committed a criminal act, or who have accepted a caution or have
been charged in a criminal case, must disclose this

Hr Manager Interview Paper
Background
My interview was with Ashley Grupp, who is a HR Generalist and HR Consultant at Crawford
Advisors, LLC. She obtained her bachelor's degree in business marketing at Indiana University of
Pennsylvania and graduated in 2002. She went out into the workforce to an insurance brokerage
firm for three years and worked herself up to a benefits account manager. She found out that the job
wasn't the right fit for her, so she went back to college to obtain her master's degree. York College of
Pennsylvania is where she obtained her master's degree in the field of human resource management.
From the experiences at her previous job, helping people and working with employees and small
companies, is what she was passionate about. That is what led to her to getting a human resources
degree. She found a job at another brokerage firm, but in the human resources department. ... Show
more content on Helpwriting.net ...
She was with workforcetactix for 4 years, then changed names to Crawford Advisors. Crawford was
then bought out by a company called assured partners. The company has been renamed three times
and bought out since she was hired. She has been with this company for 10 years through all these
changes. Crawford Advisors is one of the leading benefits–only brokerage and consulting firms in
the United States. They offer services to companies such as: benefits consulting, benefits
administration, flexible spending accounts, COBRA, compliance, employee communications, and
employee health improvement. The combine technology and resources to manage employee benefits
programs like employer benefits reporting, benefits data analysis, predictive insurance modeling,
and electronic benefits billing. Crawford Advisors does a wide range of consulting for some of the
biggest companies around the

Performance Appraisal Notes Essay
A. Explain the benefits of performance appraisal systems within an organization in which you
address the following: A1. Present the optimal results of a well prepared and well–delivered
performance appraisal. *If the company establishes a well prepared and well delivered performance
appraisal, what are the best results the company can expect? (employee prospective and company
perspective are good here) Performance appraisals are a tool that most companies use when
assessing their employees. A well prepared and well delivered performance appraisal can be
beneficial to both the employee and the company. The company benefits in many different ways
when they deliver this type of performance appraisal. The performance appraisal process ... Show
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(suggestion: ongoing activities and in the time proximal to the performance review) It is important
to make time for pre–appraisal activities to make sure that the benefits are at max potential. It will
hurt the chances of maximizing gains for both the company and the employee if the following
activities are not done beforehand. The most important thing when it comes to being ready for the
performance appraisal is being well prepared. The manager needs to make sure that he sets aside
enough time to perform the pre–appraisal activities. These activities include establishing a time for
the appraisal and relating it to the employee, making sure to lay out all new and old goals for the
employee, giving the employee an advance copy of the review, collecting the employee's review of
themselves, and collecting all notes taken that may validate your points and emphasize your
decisions as well as the last performance appraisal. It is important to make sure that the employee
has enough time to prepare for the appraisal. This allows for quality feedback from them and will
also lead to quality questions. In order to make it the most beneficial appraisal possible, then both
sides need to be well prepared. Goals and expectations will be completely understood if both parties
have an idea of what's expected of them. The employee can have questions ready for things that they
may not understand. There may be instances where they can ask for additional training in areas

Equal Employment Opportunity And Employee Rights
Equal Employment Opportunity and Employee Rights Review Many laws have been put into place
to protect employees and employers. The Americans with Disabilities Act of 1990 (ADA) and the
Equal Employment Opportunity Act of 1972 (EEOA) are two such acts. These laws protect workers
from termination for causes outlined in the acts. Drug testing has become popular for many
businesses in today's society. It upsets many employees because they think that what they do in their
own time does not affect what they do at work. Summary ADA prohibits discrimination against
those with disabilities (DeCenzo, Robbins, & Verhulst, 2013). Part of their definition of someone
with a disability is one who has a physical or mental impairment that limits one or more major life
activity (DeCenzo, Robbins, & Verhulst, 2013). To be protected a person with a disability must be
capable of performing the essential functions of the job with or without reasonable accommodations
(DeCenzo, Robbins, & Verhulst, 2013). The qualified person must meet the necessary requirements
for the position (DeCenzo, Robbins, & Verhulst, 2013). For example, an employee for Pizza Hut
must have a food handler 's card. Essential job functions need to be specific in the job descriptions
(DeCenzo, Robbins, & Verhulst, 2013). Reasonable accommodations include activities or
modifications to the work environment that allow the qualified person to perform the work
(DeCenzo, Robbins, & Verhulst, 2013). For example, the installation of

Human Resource Management
Putting Together a Competitive Benefits Package That Will Attract and Keep Quality Talent Within
An Organization Abstract In today's economy it is vital that society as a whole carefully consider
every dollar spent. In both the small and large business environment one of the most important ways
to do that is to analyze money spent on a company's greatest asset – its employees. Although
unemployment is still relatively high and many people are willing to work for much less than they
would have three or four years ago, the savvy applicant knows the value of employment benefits.
When given a choice of the same salary, most applicants will choose the position that offers
benefits. In some cases, applicants will choose a position ... Show more content on Helpwriting.net
...
In general, there are 5 health care options: Health Maintenance Organizations, or HMOs, are the
most common option, although they are fast being replaced by Medical Savings Option or Health
Savings Option plans. Employees choose a primary care physician, who helps manage their overall
health care (and the related costs) by acting as gatekeeper for referrals to other doctors within the
HMO network. The worker pays a copayment for each doctor 's visit, and the insurance company
covers the rest. The overriding principal with an HMO is that a company and its workers give up a
bit of freedom in regard to choosing doctors, in return for lower costs; HMOs today tend to carry a
large networks of doctors, but costs associated with these plans are not nearly as efficient as they
once were. Preferred Provider Organizations, or PPOs, are typically the most expensive option
offered to an employee. They are seen more in the large corporate spectrum than in small
businesses. These plans offer employees several choices of doctors and hospitals. Additionally, they
allow workers to see specialists outside of the network, although that typically comes with
additional fees out of the individual employee's pocket. Point–of–Service Plans are a compromise
option. As in the HMO option, employees choose a primary care

Total Compensation Methods Paper
Total Compensation Methods Paper The purpose of this paper is to provide an analytical overview
of compensation strategies within organizations. First, an analysis of the impact of various
compensation methods and benefit programs on employees and organizations will be discussed
followed by how salary and benefit administration strategies relate to organizational culture and
performance. What are compensation and benefit strategies? Compensation and benefit strategies
are ways that organizations can use pay and benefits to recognize and reward employees'
contributions to the organization's success. (Noe, Hollenbeck, Gerhart, and Wright, 2004) Some
examples are wage and salary administration, incentive pay, insurance, vacation leave ... Show more
content on Helpwriting.net ...
Although an employee does not need to show proof of an employer being negligent, the employee
will lose workers compensation benefits if the injury is self–inflected.
The Family Medical Leave Act (FMLA) is a federal law requiring organizations with 50 or more
employees to provide up to 12 weeks of unpaid leave after childbirth or adoption, to care for
seriously ill family members, or for an employee's own serious illness. (Noe, Hollenbeck, Gerhart,
and Wright, 2004) FMLA protects the employee from losing their job because of one of the listed
criteria above. Although some compensation and benefit methods are required by law, there are
benefits that employees have come to expect like medical benefits, retirement plans, and paid leave.
A company that offers such benefits is more appealing to a potential employee when searching for a
job. In most companies, medical, dental, and vision plans are a shared cost and the most important
benefit to an employee. Most companies that offer these types of benefits will receive a break in cost
due to the number of employees that they are covering. (Noe, Hollenbeck, Gerhart, and Wright,
2004) This benefits the employee by taking some of the financial burden off of expensive premiums.
Medical benefits also ensure the wellness of employees allowing them to continue his or her job
with a company so that the company continues to

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