...Assignment #1 Davis V. The Board of County Commissioners of Dona Ana Country Keidra Dailey Dr. Edward Sherbert HRM 510 April 28, 2013 What was the legal issue in this case? The legal issue pertaining to the case of Davis v. The Board of County Commissioners of Dona Ana County which could have been prevented through the act of ill will. Joseph Herrera was a detention officer at the Dona Ana County Detention Center in which he was accused of inappropriate sexual behavior with a female prisoner and in exchange for sexual favors. Knowing that Joseph Herrera had the potential of committing a crime but not stopping the act is just as guilty as the person that has committed the crime, with this case an employer owes prospective employers and foreseeable third persons a duty of reasonable care not to misrepresent material facts in the course of making an employment about Joseph Herrera. After resigning from the Dona Ana County Detention Center the director Frank Steele and Assistant director Al Mochen which were Joseph Herrera supervisors gave a positive recognition to the Mesilla Valley Hospital, in which he was hired as a mental health technician. Mariah C. Davis (plaintiff) was convinced that due to untruthful information provided by Steele and Mochen he was able to get employed at the hospital. In my opinion this case is very interesting and brought forth valid points with the case. It also raises the question of us being citizens of the United States are we responsible...
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...R. Williams Construction v OSHRC Rachel R. Taylor Strayer University Business Law -510 Dr. Laqua Perkins June 1, 2014 On September 19, 2002, a trench collapse at a sewer-construction project at the Chumash Casino Project in Santa Ynez, California, killed Jose Aguiniga, a Williams employee, and seriously injured Adam Palomar, another Williams employee. On the day of the collapse, the trench was ten to twelve feet deep and between three and four feet wide at the bottom. The trench was about thirteen feet wide at the top and more than forty feet long. The sides of the trench rose vertically from the bottom for approximately five feet, after which they sloped backwards at about a forty-five degree angle. An earthen slope at the west end of the trench provided the workers' only access to and egress from the bottom. Ground water seeped into the soil continuously. Williams used a number of submersible pumps to remove the ground water that seeped into the trench. Although the pumps could be pulled up and cleaned from the top of the trench, it was the practice to do so from inside the trench. Adam Palomar and Jose Aguiniga, two Williams’s employees, were generally responsible for cleaning the pumps and did so as needed throughout any given workday without receiving specific instructions. On the day before the accident, a hydraulic jack shoring system, which supported the trench wall, had been removed. On the day of the accident, Palomar and Aguiniga entered the...
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...Petty v. Metropolitan Gov’t of Nashville & Davidson County Business Employment Law-HRM 510 May 11, 2014 Abstract This paper addresses issues brought before the court in which Brian Petty, former police officer brought suit against the Metropolitan Government of Nashville and Davidson County for violations under the Uniformed Services Employment and Reemployment Rights Act (USERRA). 1. What were the legal issues in this case? The legal issues in Petty v. Metropolitan Gov’t of Nashville & Davidson County are that whether or not Brian Petty, the plaintiff and former police officer in this case, was truthful about the reason why he was discharged from the Army and why Metro delayed his re-employment after he returned from his mobilization with the Army, which were in violation of USERRA. First, Petty contends that Metro failed to restore him to his previous position of a patrol sergeant, which was in violation of the reemployment provisions of USERRA § 4312 and 4313. Second, Petty asserts that Metro discriminated against him because of his service with the Army, which was in violation of the discrimination provision of USERRA § 4311. In the first issue, § 4313 states the following in part: “in the case of a person whose period of service in the uniformed services was for more than 90 days - (A) in the position of employment in which the person would have been employed if the continuous employment of such person with the employer had not been interrupted...
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...HRM 510 WEEK 8 ASSIGNMENT 4 To purchase this visit here: http://www.activitymode.com/product/hrm-510-week-8-assignment-4/ Contact us at: SUPPORT@ACTIVITYMODE.COM HRM 510 WEEK 8 ASSIGNMENT 4 Assignment #4 - R. Williams Construction Co. v. OSHRC Read the R. Williams Construction Co. v. OSHRC case. You are to write a 3-4 page report that answers the following questions: What was the legal issue in this case? Explain what the employer did or failed to do that violated the OSH Act. Explain why it was "unavailing for Williams to argue that employees must take greater care to avoid placing themselves in harm's way." Explain what role, if any, employees' actions should have in determining liability under the OSH Act. Activity mode aims to provide quality study notes and tutorials to the students of HRM 510 Week 8 Assignment 4 in order to ace their studies. HRM 510 WEEK 8 ASSIGNMENT 4 To purchase this visit here: http://www.activitymode.com/product/hrm-510-week-8-assignment-4/ Contact us at: SUPPORT@ACTIVITYMODE.COM HRM 510 WEEK 8 ASSIGNMENT 4 Assignment #4 - R. Williams Construction Co. v. OSHRC Read the R. Williams Construction Co. v. OSHRC case. You are to write a 3-4 page report that answers the following questions: What was the legal issue in this case? Explain what the employer did or failed to do that violated the OSH Act. Explain why it was "unavailing for Williams to argue that employees must take greater care to avoid placing...
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...Systems Consideration in HRIS In today’s knowledge economy, organizational success depends almost disproportionally on the performance of Human Resources (HR). To increase the effectiveness of Human Resource Management (HRM) organizations are becoming more dependent on human Resource Information Systems (HRIS). A HRIS organizes employee applicant and qualifications, organizational demographics, recruiting, professional development, performance appraisals, payroll, retention, and attrition. Organizations that implement HRIS’s improve the organizations administrative efficiency with faster information processing, improved employee communications, greater information accuracy, lover costs and overall HR productivity improvements (Beadles, 2005). When selecting a HRIS, Human Resources (HR) should consider the efficiencies of using software as a service, the inefficiencies of various Microsoft Access based database software, the risks involved with integrating and combining multiple products into one system, and the consequences of improper database maintenance. In analyzing HRIS’s that would be beneficial in my current organization I chose to focus on HRIS Pro by Micro Systems, and MyHRIS by Nuview Systems. Commercial Database Systems HRIS-Pro information management software allows organizations greater effectiveness in managing HR functions and responsibilities. The advantages of HRIS-Pro are the information systems cost, modular flexibility, expansion capabilities,...
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...Human resource (HR) database systems are in vast abundance throughout the business world today. HR database systems help HR professionals manage and carry out basic functions needed to achieve organizational goals and objectives. Column Case Management HR and HR Quick are two commercial HR database systems. Column Case HR is an easy to implement, web-based HR Services delivery solution addressing collaboration, content management, workflow automation, and integration features to improve organizational performance. Column Case HR advantages include multi-language support, 24-hour access, security features, it capitalizes on HR talent productivity and organizational performance, computerizes and regulates organizational practices and communication, and improves information distribution with extremely versatile, case-specific workspaces. Column Case HR only disadvantage would be its price; smaller businesses might not have the resources to afford its services. HR Quik is a Human Resource Management System that simplifies the processes and procedures of tracking employee information and generating forms that are critical to the employment process. HR Quik advantages include affordability, user-friendly; can easily track history of job, salary, and manager changes, track benefits plans by employee, employment forms are easily generated and ready to print, and running reports are hassle free. HR Quick also doesn’t have any management features that would allow the company to manage...
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...Running head: ADP Functionalities ADP Functionality Kenya Clark DeVry University Introduction My introduction needs no introduction because ADP Vantage Human Capital Management (HCM) does it all. In detail, this software does everything but the employee’s work duties. Its functionality software extends beyond a basic logging system and equips businesses with the tools to improve the company-employee relationship on multiple fronts. A valuable HCM solution may also assist with increasing employee satisfaction and motivation, as well as automate many of the tedious administrative tasks involved in managing human capital. When reviewing software options, it’s important to look for a solution that is customizable to address your company’s specific business needs, easily integrates with your existing payroll and HR software and collects data to produce valuable insights into retention patterns and workforce strengths and weaknesses. ADP Functionality ADP vantage HCM, is one of the most widely used software for HRIS (Human Resource Information Systems) in the United States. With the right training from management, employees would remain motivated and begin to enjoy the company while increasing their absenteeism, and their respect for their company while making the employee’s feel like they are a part of a family outside of home. The employees would start feeling a sense of appreciation. A happy employee causes a happier work environment. Business Assessment The ADP Vantage...
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...Running head: Human Resource System Executive Summary In 1992, Riordan Manufacturing Inc., implemented and established human resource information system (HRIS), which was included as part of a financial package. The HRIS package included functions such as maintaining personnel information, pay rate and tax information, hire and seniority dates, vacation leave for non-exempt employees, and organizational information. However, certain areas of the HRIS could be improved upon and developed. One area that needs improvement is the network communications between headquarters and all the Riordan plants. Improvements are also needed in central repository, resume storage, maintaining training and knowledge skills information, online employee user interface, and a central location for updating and maintaining employee personal and professional information. Improving the current HRIS activities would be advantageous to Riordan leadership and their employees. Hugh McMCauley, the COO for Riordan Manufacturing requested that the human resources (HR) system be analyzed to integrate the existing variety of tools in use in the present day to a single integrated application. The request will take advantage of a more sophisticated look for information systems technology in the HR department at Riordan Manufacturing. After the project is to be completed, Riordan Manufacturing will then be left with a detailed project plan that will provide a list of tasks, resources, schedule and budget required...
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...Lawson.com | Industries of all types and sizes, with a particular emphasis on the healthcare and US public sectors | UltiPro HR | UltiPro Workforce Portal, eEmployee Self-Service, eManager Self-Service, eAdministration, eHuman Resources, ePayroll Processing, eRecruitment, eBenefits Enrollment, eReporting and UltiPro Business Intelligence, Position Management | SAAS, cloud | Customer videos, whitepapers, video casts, company documents, podcasts. | Ultimate has a comprehensive and well structure website. It is very informative with all kinds of introductive videos and descriptions. Attractive website. | Ultimatesoftware.com | Industries of all types and sizes (ranging from 200 – 1000+ employees) | Oracle | Human Resources, HCM Warehouse, HRMS Portal Pack, Employee Benefits and Compensation Modules, Recruiting Modules, Payroll Modules, eDevelopment, Learning Management, ePerformance, Workforce Planning, Absence Management, Directory Interface, eProfile, Time and Labor. | SAAS | Oracle Premier Support, Oracle Advanced Customer Support Services, My Oracle Support, Training. | The website is well categorized, and the interface is very fancy. It is informative as well, and it will attract many potential...
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...Executive Summary Castle’s Family Restaurant has been a highly successful restaurant operating in the northern California area for the last thirteen (13) years. As a family-owned chain, the restaurant as proven success by operating eight (8) restaurants under the family name. In an effort to continue achieving the high levels of success that it has experienced over the years and possibly expand further, certain aspects of the operation of the company will have to be controlled by technology. One such area is the HR process that has become a manual, time consuming, daunting process. Castle’s can improve their HR operations and support their growing company overall, by implementing a web-based HRIS. After much research and evaluating the needs of the organization my recommendation to help with automating the HR process would be Asentis. This web-based software would be an asset to the restaurant chain. It would assist the operations manager, Jay Morgan is carrying out his duties in a more time effective manner rather than driving from store to store to deal with HR issues. Asentis is secure, comprehensive, caters to the needs of a growing business and is very easy to use. Asentis will assist with the payroll process and other aspects of the business including scheduling, benefits management etc. Additionally, with a staff of 340 plus, having this system will allow for better scheduling which can also be tied into the payroll system once implemented that way. The software...
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...E/MBA Course Allocation Fall 2015 Term Course Code Course Detail MBA 101 Area Remedial English (non credit course) Remedial Math (non credit course) MBA 301 Financial Accounting MBA 302 Foundation Courses MBA 102 Management & Organization MBA 303 Analytical Techniques MBA 304 Micro Economics MBA 305 Macro Economics MBA 306 Management Accounting MBA 307 Legal Issues in Business Information Technology MBA 312 Career Planning MBA 501 Human Resource Management MBA 502 Marketing Management MBA 503 Business in the Global Environment MBA 504 Financial Management MBA 505 Major Courses Caps tone Marketing HRM Finance Business Communication MBA 311 Core Courses MBA 310 Operations Management FIN 502 Section Sec 1 Sec 2 Sec 1 Sec 2 Sec 1 Sec 2 Initial KFZ MAG Md. Abdul Gani SA Shajedul Alam MHH Sec 2 KA Sec 2 Prerequisite Khozaima Fatehali Ziauddin Sec 1 Sec 1 Faculty AZMSA Muhammad Hasibul Hasan Kamrul Arefin A. Z. M Shafiqul Alam MBA 102 Sec 1 PS Pinki Shah Sec 2 MM Md. Moniruzzaman SHC Shish Haider Chowdhury MBA 304 MKB Milan Kumar Bhattacharjee MBA 301 Sec 1 Sec 2 Sec 1 Sec 2 Sec 1 TBA Sec 2 MKa Mohammed Kawsar Sec 1 SSM Syed Shahnawaz Mohsin Sec 2 NAI Nafees Ahmed Imtiazuddin KZ Kazi Zahidul Huq Sec 1 Sec 2 Sec 1 HAA ...
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...http://mindsblow.us/question_des/Week10Assignment4EmploymentLawCaseBrief/2782 Contact us at: help@mindblows.us HRM 510 Week 10 Assignment 4: Employment Law Case Brief Due Week 10 and worth 200 points Using the Internet, select and research an employment law case no greater than five (5) years old. Write a three to four (3-4) page brief in which you: 1.Summarize the issue of the case, and then explain the employment law that was violated.. 2.Evaluate the type of impact the violation had on the organization then determine two (2) ways the organization could mitigate the issue. Justify your response.. 3.Based on your research, determine if a policy was or was not in place during the violation. Then, recommend a communication for all employees to enhance the knowledge of the policy. Support your response.. 4.As a HR Manager, explore an organization you worked for or familiar with, then suggest three (3) ways you could make the organization violation free from employment law issues. Justify your response.. 5.Use at least three (3) quality academic resources in this assignment. Note: Wikipedia and other Websites do not qualify as academic resources.. Week 10 Assignment 4: Employment Law Case Brief To purchase this visit here: http://mindsblow.us/question_des/Week10Assignment4EmploymentLawCaseBrief/2782 Contact us at: help@mindblows.us HRM 510 Week 10 Assignment 4: Employment Law Case Brief Due Week 10 and worth 200 points Using the Internet, select and...
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...| MAT-401 | Mathematics for BusinessDecision Making | | 4 | ACT-401 | Basic Accounting/Financial Accounting | | 5 | MGT-401 | Fundamentals of Management | | 6 | ECO-401 | Economics for Managers | | 7 | FIN-401 | Fundamentals of Finance/Introduction to Finance | | 8 | MKT-401 | Principles of Marketing | | 9 | HRM -501 | Human Resource Management | | 10 | BUS-403 | Legal Environment in Business | | 11 | MGT-402 | Organizational Behavior and Leadership Development | | 12 | MAT-402 | Quantitative Methods and Techniques in Business(A) | | 13 | MAT-402 | Quantitative Methods and Techniques in Business(B) | | 14 | BUS-404 | Research Methods in Business (Section-A) | | 15 | BUS-404 | Research Methods in Business (Section-B) | | | | Functional Courses | | | | Major in Finance | | 16 | FIN-501 | Financial Management | | | | | | 17 | FIN-502 | Financial Institutions and Market | | | | | | | | Major in Marketing | | 18 | MKT-501 | Marketing Management | | 19 | MKT-502 | Consumer Behavior | | | | Major in Human Resource Management | | 20 | HRM-502 | Comparative Human Resource Management | | | | Major in Accounting | | | | | | | | Capstone Courses (Compulsory for all) | | 21 | MGT-501 | Strategic Management (A) | | 22 | MGT-501 | Strategic Management (B) | | Major Courses | | Major in Finance | | 23 | FIN-503 | Corporate...
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...Assignment 1: Application and Technology Architectures CIS 510 – Adv Sys Analysis & Design 4\20\2014 1. Create an application architecture plan for RPS to follow for the next five (5) years. The Application architecture plan for RPS to follow for the next five years will be: A. Supply Chain Management (SCM): Implement a system that will organize how orders are processed and distributed with anticipation for growth. Custom development with support of consultants. B. Customer Support System (CSS): Integrate SCM with CSS to form a seamlessly easy ordering system for product fulfillments and processing via web, phone and mail. Custom in house development. C. Business Intelligence System (BIS): Implement a system that provides real time reporting and data to make better business decisions. Customized purchased solution. D. Accounting and Financial Management (AFM) – Implement a web base system so employees can access and see financial data. Purchase a packaged solution. E. Human Resources Management (HRM): Implement a system for easy on boarding and roll off of employees. Allows employees and ex-employees to view benefits and compensations data, including policies and procedures. Purchase a packaged solution. 2. Create a technology architecture plan and graphic rendering using Visio or its open source alternative software for RPS to follow for the next five (5) years. 3. Write a two to three (2-3) page narrative with graphic depictions describing...
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...Castle’s Family Restaurant Business Plan: Stage III DeVry University December 11, 2011 Table of Contents Table of Contents --------------------------------------------------------------------------------- 2 Executive Summary ------------------------------------------------------------------------------- 3 Introduction ----------------------------------------------------------------------------------------- 4 Company Review ---------------------------------------------------------------------------------- 5 Business Analysis -------------------------------------------------------------------------------- - 6 HRIS Type/Comparison -------------------------------------------------------------------------- 7 HRIS Recommendation -------------------------------------------------------------------------- - 8 Conclusion ------------------------------------------------------------------------------------------ 9 Reference -------------------------------------------------------------------------------------------- 10 Executive Summary This restaurant business plan is for Castle’s Family Restaurant, eight medium-sized restaurants located in small unique cities throughout Northern California. One of the primary business characteristics of Castle’s is to project a food business which can easily provide the best products and services to its customers. Castle’s offers two distinctive dining rooms and menus: the Castle Room, an elegant dining...
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