...HRM 531 WEEK 2 EMPLOYMENT LAW COMPLIANCE PLAN To purchase this, Click here http://www.activitymode.com/product/hrm-531-week-2-employment-law-compliance-plan/ Contact us at: SUPPORT@ACTIVITYMODE.COM HRM 531 WEEK 2 EMPLOYMENT LAW COMPLIANCE PLAN HRM/531 Human Capital Management Complete the Employment Law Compliance Plan task as described in the message from Traci on the Atwood and Allen Consulting Page. Individual Assignment: Employment Law Compliance Plan Purpose of Assignment For this task, Traci has asked you to develop an employment law compliance plan for your chosen client. This task will help you gain a better understanding of employment laws at the city, state, or national level. It is also important for you to understand how to be compliant with the applicable laws, and what the consequences are of noncompliance. Knowing laws that are applicable to employment in various business situations is essential starting and maintaining a successful business. Lists at least 3 employment laws the client must be concerned about Includes brief summary of each law Includes consequences of noncompliance with laws Includes recommendations for compliance with identified laws The paper is no more than 1,400 words in length. Format your paper consistent with APA guidelines. Use at least two (4) references from the reading assignment, Internet articles, Electronic Reserve Readings articles, or HR journal articles to support your paper. At least one(1) in-text citation must...
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...the Gelato Cheese Company. It has 100 employees at its principal processing plant. The plant crew is primarily young with 85% between the ages of 25 and 35. It is located in Heartland Corners U.S.A. which is comprised of 50% white and 25% African American with the remaining 25% Hispanic American, Asian American and others. The company requires a high school diploma for employment on its cleaning crew and the entire crew is white. Statistically, 75% of Heartlands Corners white population has completed high school while 25% of those in minority groups have completed high school. We will look to see if the company is in in compliance with Title VII of the Civil Rights Act (CRA) of 1964 and the Age Discrimination Employment Act (ADEA) and if the company should make any changes to their policies and why those changes are necessary along with recommendations. We will also discuss how Title VII of the CRA of 1964 and the ADEA may or may not apply and how disparate treatment and adverse impact may or may not apply. There is also a reference page at the end of the paper quoting references and a grading rubric. Compliance to CRA 1964 The CRA barred racial discrimination in businesses, voter registration, and in any program that received support from the federal government. It also gave the Justice Department legal power to desegregate public facilities, including swimming pools, parks and libraries and is comprised of 21 titles. It prohibits discrimination on the basis of race, color...
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...WHITEPAPER ON GLOBAL WORKFORCE COMPLIANCE. -Under the guidance of Faculty -Dr.Prof.Savita G.R (Asst.Prof.HR -Prin Welingkar Institute Of Management and Research, Bangalore) By: Ankita Shrivastava Student Of E-business We School,bangalore WHITEPAPER ON GLOBAL WORKFORCE COMPLIANCE- EXECUTIVE SUMMARY: Organizations are expanding at a great pace today. Mergers and Acquisitions have also increased many folds. With this there is the need for organizations to maintain a checklist of statutory, legal, business and domain specific compliances. Statutory compliances mainly includes compliance to minimum wages, ESI Act, PF Act, Apprentices Act, Contract labour Regulation and Abolition act, Industrial disputes Act, Payment of gratuity act, Equal Remuneration Act, Employee State remuneration act etc. At the organizational level, domain based compliances are also important. With organizations looking into more of mergers and acquisitions, the role of human resources is very vital to manage the cultural and language barriers. With this the objective of this paper is to throw light on various compliances to be ensured at the statutory level, role based and domain based level. OUTCOME: The outcome of this project is a recommended framework for Global HR Compliance with respect to legal, statutory regulations, employee leave management systems, role based compliance , organizational compliance and domain based compliances for any business during global expansions...
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...HRMT215-1401B-07 Colorado technical university April Bridges February 19, 2014 Professor Christopher Leigh It is imperative as Human Resource employees to understand the role The Equal Employment Opportunity Commission (EEOC) has on how business is conducted and to ensure that their laws and regulations are met. The human resource department is responsible for maintaining compliance of employment and work place related laws. The human resource department also trains personnel to ensure that the laws are understood and upheld. The Federal Equal Employment Opportunity laws prevent companies and supervisors from discriminating against employees on the basis of many different factors. These factors include race, color, and religion. The human resource department is responsible for investigating claims brought against the company by employees regarding discrimination. Human resource personnel must have policies and procedures in place that follow the equal employment opportunity laws. The human resource department is responsible for protecting the rights of employees and for preventing lawsuits against the company based on noncompliance to equal employment opportunity laws. (hr-issues-facing-business.html) The human resource department must maintain documentation that the equal employment opportunity laws are being upheld and that that discrimination is not taking place. The human resources department has had to change policy and implement new guidelines for hiring of employees...
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...Term Paper On ETHICAL AND LEGAL CONTEXT OF HRM Course No: 222 Prepared for Imrana Yasmin Assistant Professor Dept. of Marketing University of Dhaka Prepared by BRAINTRUST Section-B BBA 15th Batch Department of Marketing University of Dhaka Submission date: October 30, 2010 GROUP PROFILE |SL No |Name |Roll | |01 |Asif Mohammad Shakil | 28 | |02 |G. M. Riazuddin | 30 | |03 |Zinat Shahana |102 | |04 |Rifat Jahan |136 | |05 |Shayala Yesmin |160 | LETTER OF TRANSMITTAL October 30, 2010 IMRANA YASMIN Assistant Professor Dept. of Marketing University of Dhaka Subject: Letter regarding submission of Term Paper on HRM Dear Madam, It’s a great pleasure for us to have the opportunity to submit a report on ‘HUMAN RESOURE MANAGEMENT’ which had been a great experience for us to work with such a practical issue & to...
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...| 3.1 List account titles and transfer from the balance | √ | | 3.2 Summarize trial balance | √ | | 4. Prepare Financial Reports | 4.1 Prepare financial statements | √ | | 4.2 Analyze financial statements | √ | | 5. Review internal control system | 5.1 Check policy compliance | √ | | 5.2 Prepare policy compliance report | √ | | Evidences/Proof of Current Competencies Evidences of Current Competencies acquired related Job/Occupation Current Competencies | Proof/Evidence | Means of Validating | 1. Journalize Transactions | * Demonstration * Certificate of Employment | * Assessment * Authenticity | 1.1 Prepare chart of accounts | | | 1.2 Analyze documents | | | 1.3 Prepare journal entries | | | 3. Prepare trial balance | * Demonstration * Certificate of Employment | * Assessment * Authenticity | 1. List account titles and transfer from the balance | | | 2. Summarize trial balance | | | 4. Prepare Financial Reports | * Demonstration * Certificate of Employment | * Assessment * Authenticity | 4.1 Prepare financial statements | | | 4.2...
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...Employment Law Compliance Plan Employment Law Compliance Plan Michelle Houston HRM/531 November 26, 2013 Joann Spurlock Employment Law Compliance Plan Michelle Houston HRM/531 November 26, 2013 Joann Spurlock Memorandum To: Traci Goldman From: Michelle Houston Date: November 26, 2013 Subject: Employment Laws Regarding your request, my task is to design an employment law compliance plan for Mr. Bradley Stonefield. To the best of my knowledge Mr. Stonefield is planning to open a LimousineCompany located in Austin Texas. The company will consist of 25 employees during the first year. The memo will discuss employment laws and explain how each of the laws will be applied to the company. This memo will also discuss the penalties of noncompliance of the different laws. There are certain laws a company should abide by to remain in compliance. If at any time these laws are not followed by the company this can lead to several consequences. In this memo four employment laws will be discussed in detail. They are as follows American with Disabilities act of 1990, the age discrimination in Employment act of 1967, Family Medical Leave Act, and Texas Payday Law. The Americans with Disabilities act of 1990 The Americans with Disabilities Act excludes any company from discriminating qualified people who have a disability. This law protects people with many disabilities. The disabilities could...
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...Employment Law Reflection at DISA 1. The Defense Information Systems Agency (DISA) was previously called the Defense Communications agency (DCA) until 1991. DISA is a combat support agency, provides, operates, and assures command and control, information sharing capabilities, and a globally accessible enterprise information infrastructure in direct support to joint warfighters, national level leaders, and other mission and coalition partners across the full spectrum of operations (DISA, 2014.). It is also a Battle Support Agency Composite of Military, National Civilians, and Contractors. It provides security information to the president, the vice president, secretary of state defense, the military services and any individual or systems contributing to the defence of the USA. The key employment-related policies and compliance requirements that have the greatest impact on employees and to DISA are as discussed below. Office of Personnel Management (OPM) works in several broad categories to recruit, retain and honor a world-class workforce for the American people (OPM, 2014). OPM act as the liaison for between Federal government employees and their Federal government employer. OPM managers Federal job announcements, back ground checks, uphold and defend the merit systems, manage pension benefits for retired Federal employees to include their families and provide training and development programs (OPM, 2014). The Privacy Act regulates the information that can be shared...
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...is the act of promoting equal opportunities for al ("Diversity & Inclusion", n.d.). This paper will examine the components of Affirmative action as it relates to the public and private sector employers, and the many ways that it interacts with Title VII requirements of Equal Employment Opportunity. This paper will address the following questions: (1) what employers are subject to affirmative action plans and why? (2) What do the plans require employers to do? (3) What happens if employers do not meet the goals of the affirmative action plan? In 1941, the federal government tried to remove any and all forms of discrimination in the hiring process within the defense industry and ultimately within the whole federal employment. After President John F. Kennedy signed the 1961 Executive Order number 10925, it required federal contractors to take affirmative action to certify that applicants are employed and that employees are taken care of, without regard to one’s race, faith, color, or national origins. While Lyndon B. Johnson’s was the president back in 1967, 1965 Executive Order 11246 was lengthened to include women. Title VII of the 1964 Civil Rights Act does not permit discrimination in any way based on color, faith, race, sex, or gender in employment, relocation, or advancement decisions but did not comprise employers compliance with affirmative action plans. Law court may order an employer to obey with an affirmative...
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...Louisiana is located on the gulf coast of the United States. The gulf coast is subject to severe storms including hurricanes. On August 29, 2005, Louisiana was struck by Hurricane Katrina. The flooding from Katrina destroyed most of the patient files stored in the basement of the facility. Measures were put into place prior to the catastrophic event that allowed patients to obtain their medical records to be treated at another facility and to help with the identification process of those who lost their lives. These measures will be discussed in detail in this paper. Management Plan Plans should be in place to make sure that patient records are secure in case of catastrophic events. A way to address this is to institute using an electronic medical record (EMR) and scan all paper-based medical records into an online system that will be maintained at an offsite area ("Paper-plagued to paperless", 2003). Paper charts, after the conversion to an online system should be stored until the time in which disposal can take place either by shredding or burning to make them “rendered essentially unreadable, indecipherable, and otherwise” reconstructed (U. S. Department of Health and Human Services [U. S. DHHS], n.d., p. 1). GCH, in response to the possibility of this type of catastrophic event, began moving to EMR in 2000. Staff training began immediately on EMR use. As an administrator of a hospital located in an area prone to hurricanes, priority is placed on preparing the...
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...Employment Law Compliance Plan HRM/531 June 6th, 2015 Employment Law Compliance Plan Memorandum To: Traci Goldman From: Date: 06/06/2015 Subject: Employment Laws Regarding your request, I am to prepare an employment law compliance plan for Ms. Mary Lee Luther, HR Director for Clapton Commercial Construction. I understand that the company is based in Detroit, Michigan but would like to expand their business in Arizona. The company currently employs 650 employees and would be adding 20% personnel in the new state. Although there are common federal employment laws that are applicable to both states, there are a number of employment laws that vary from state to state. I will first delve into discerning the laws in Michigan and Arizona: State Child Labor Laws Under the Fair Labor Standards Act, the federal government has set a minimum age requirement for a youth seeking to work as well as employment limitations on individuals under the age of 18 (Federal Child Labor Laws, 2013). The law further distinguishes between agriculture and non-agriculture employers. Children or youth under the age of 14 are not allowed to work for non-agricultural employers unless they are employed: 1. by their parents in non-hazardous jobs 2. as actors or performers 3. Delivering news paper 4. Home workers making wreaths from natural materials Children ages 14-15 may work but with limited hours. Children 16-17 may work but cannot be employed in hazardous industries as deemed...
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...Trident University International XXXXXXXXXX Management 516 Module1 Case Study: Gelato EEO and HRM 2013 Professor: INTRODUCTION Companies operating in the United States need to be in compliant with Equal Employment Opportunity Commission (EEOC) regulations. There are many laws that are governed by EEOC regulations but in this paper, I will review Title VII of the Civil Rights Act of 1964 and the Age Discrimination in Employment Act (ADEA). I will apply these two laws to the Gelato company hiring practice operating out of Heartland Corners, U.S.A. With the data I have, I will evaluate if Gelato is in compliant with the Title VII of the Civil Rights Act of 1964 for hiring black and other minority groups in the local area. I will also explore their practices of hiring younger employees to determine if they are violation of the ADEA. Lastly, I will make recommendations for compliance with the Title VII of the Civil Rights Act of 1964 and ADEA if any or needed. THE ISSUE WITH GELATO Gelato is a larger cheese maker that distributes throughout the United States. Gelato is located in Heartland Corners, U.S.A. and employs approximately 200 hundred workers. Currently their employees’ racial make-up is 85 percent white and 15 percent other races. The population of Heartland Corners is 50 percent white and 25 percent African American with the other 25 percent mixed with Hispanic, Asians and other races. The question here is whether or not Gelato is...
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...Ethics and Compliance Paper Joe Williams (Team “A") FIN/370 Version 7 January 15, 2014 Ms. Nicolla Tebao Ethics and Compliance Paper Walmart is obligated and committed to following the rules and regulation of U.S. Securities and Exchange Commission (SEC). To understand Walmart’s compliance process, we must first examine the company's three basic beliefs. These beliefs have allowed them to become a valued-based and ethically led company. These three beliefs are “Respect for Individuals, Service to our Customers, and Striving for Excellence”. Based on these beliefs Walmart has established guiding principles for its stores in many countries throughout the world to follow. The guiding principles that influences the process of this company used to comply with SEC regulations are; always act with integrity, follow the law at all times, be honest and fair, reveal and report all information truthfully, without manipulation or misrepresentation. Because Walmart is listed as a U.S. public company, and a global business it must consider the laws in other countries when implementing any form of compliance policy and procedures. Walmart has made improvements to its compliance programs around the world in reference to its processes, procedures, and people. Though Walmart is addressing only 14 compliance subject matters in every business, these areas are common everywhere Walmart does business. The 14 compliance subject matters are “anti-corruption, food security, anti-money laundering...
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...Code of Business Ethics Third Edition Reprint Third Edition tA B L E o F C o n t E n t S oUR EtHICAL FoUndAtIon, oUR CoRE VALUES And oUR KEy dRIVERS ........................1 Our Code of Business Ethics ..........................................2 We are passionately focused on business results and customer success. ........................................14 Fair Dealing .....................................................................14 SECtIon I EtHICAL BEHAVIoR We uphold the highest ethical standards and are accountable for all we do. .................................5 Antitrust and Competition .............................................5 Anti-corruption and Bribery ..........................................6 Gifts .....................................................................................7 Integrity of Commercial Transactions ..........................7 International Trade Laws ................................................7 We are good citizens, protect employee health and safety, and manage natural resources responsibly. .......................................................8 Our Expectations in Doing Business ...........................14 Competitive Information ..............................................14 SECtIon III oUR CULtURE We treat each other with dignity and respect, and believe in diversity of thought, culture and background. ...............................................16 Our Responsibilities...
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...Running head: STATE VS. FEDERAL REGULATIONS PAPER State vs. Federal Regulations Paper XXXXXXXX University of Phoenix XXXXXXX MGT/434 State vs. Federal Regulations Paper Employees are protected by many federal and state laws that regulate what an employer cannot and can do. Therefore, figuring out which employment laws apply to the workforce can present a challenge because they can come from federal and state sources. The laws that are applicable to each workforce sector for employee protections depends on many factors; the number of employees, the type of business it conducts, and if it crosses state boundaries. The purpose of this paper is to examine how federal and state governments differ in their application of employments laws and will discuss an employment protection provided exclusively by a state government. State vs. Federal Wage, hour and employment laws governing employers and employees are set at the state level and the federal level. Often measurable differences between federal laws and state laws exist depending on the state the company is operating in. When this occurs, companies are supposed to comply and govern their policies to follow the laws that offer the best protection to the employee. On the federal level the agency over employment law is The US Department of Labor (DOL) this agency administers federal employment laws. In most states employment laws are administered by the states labor division. With many agencies under...
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