...our province, as well as allowing both employees and employers to be protected by these standards in the case of a dispute (bclaws.ca, 1980). The act includes regulations which outline employee’s rights with regards to such things as minimum wage; overtime and vacation pay. It is imperative for human resources professionals to understand this Act - as it not only protects organizations legally, but it helps to “attract, retain and engage diverse talent required to meet operational performance commitments…” (Dessler and Cole, 2, 2008). This act ensures employees are treated fairly and are offered opportunities to flourish in their place of work - the regulations on Vacation pay within the Act exist to promote an employee’s emotional health and happiness, as an example. Why are they needed? These regulations exist to ensure equality to all employees in our provinces and to protect against discrimination due to sex, sexual orientation, race, disability or religion. For example, every BC worker is entitled to receive $10.25 an hour (with the exception of liquor servers) under the minimum wage section of the act (labour.gov.bc.ca, 2012). This means that employees of British Columbia will receive this wage regardless of their sex, race, ethnic origin, etc. Furthermore, regulations such as minimum wage ensure that all BC residents can earn enough to maintain a healthy quality of life while inflation and economic shifts affect the cost of living in British Columbia. Finally, these...
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...Introduction Minimum wage refers to the lowest hourly, daily or monthly wage an employee is legally entitled to when working. Minimum wage is in effect in a range of different jurisdictions with differences in the views on the advantages and disadvantages being disputed by people. Supporters claim minimum wage increases the standard of living for workers whilst reducing poverty. Opposite views are that if it is high enough to be effective then it increases unemployment, particularly among workers who are inexperienced or handicap, thus harming the lesser skilled workers to benefit the better skilled workers The effect on employment rates due to minimum wage rates is a highly contested policy within economics. The introduction of minimum wage into the market can lead to competitive employers cutting employment; this depends on the rate of the wage rises require to comply with the current minimum wage according to the “standard textbook model”. Other models have also been suggested in which a decline in the employment rate may not occur and in fact employment may increase. During my research I found a wide range of literature on minimum wages, particularly on the effects of a minimum wage policy in place. Though a lot of informative research was concluding I also found the argument between weather the effects and positive of negative on employment, both sides of the disagreement present a large amount of information supporting the theories. Research before the 1990’s mostly...
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...describe the major features of the US Department of Labor Website at http://www.dol.gov/dol/topic/health-plans/cobra.htm. The first feature is Wages Subtopics. Wages Subtopics provide additional information employees can use to help monitor their wage benefits. By choosing from the Wages subtopics list it will also help employees narrow their browsing. This information is useful so that employees and employers understand employee qualification for benefit programs. The Department of Labor enforces the Fair Labor Standard Act (FLSA), which sets basic minimum wage and overtime pay standards. These standards are enforced by the Department's Wage and Hour Division. This law was enacted in 1938. It protects workers by setting standards for minimum wage, overtime pay, record keeping and youth labor. FLSA covers full-time and part-time workers in the private sector and in federal, state, and local governments. The law may apply to you because of the type of company or organization for which you work, known as enterprise coverage, or the type of work you do, called individual coverage (Roseburg, 2013). Minimum Wage Non-exempt employees must be paid a national minimum wage established by the US Congress. As of July 24, 2009 that wage is $7.25 per hour. Some states have set their own minimum wage. The employer must pay federal or state wages-whichever is higher. Overtime Pay Employers must give overtime pay to non-exempt employees who work over 40 hours per week. They must pay these...
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...from the one that her parents dealt with, merely one generation before her own. Kamenetz outlines how her generations struggles with retrospect to that of her parents and shows the impending graveness of what the future has to hold for future generations. The author defines “generation” as, people within a defined population that during a given time period experience the same important events. Kamenetz compares “human life stages as natural demarcations of growth, like the rings on a tree” (Kamenetz 329). Kamenetz also writes that social and economic structures also decide the divisions between infancy and old age. The author intentionally goes through chronologically and outlines the birth of the term childhood and its effect on people, socially and economically through the centuries. With this timeline given Kamenetz brings the concept of a new life stage forming as a result of the birth of childhood. This new life stage has forced children to go to school longer and seek additional education in order to obtain a job that really does not need further schooling to do. The example that is given is that of a woman with $20,000 in student loan and $5,000 in credit card debt training to be a commodities broker which is a job she could have been trained for with merely a high school education. But due to the fact that only the higher educated are rewarded with jobs providing a livable wage and the chance for economic progression have these opportunities has left this...
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...QCF LEVEL 2 DIPLOMA IN CYPWF Unit Title: Understand employment responsibilities and rights in health, social care or children and young people’s settings Unit number: 201 Unit reference: R/602/2954 Produce an employee document/handbook that has information on Employee Rights And Responsibilities. Your document should consist the pointers outlined below. 1 statutory responsibilities and rights of employees and employers Rights at work Your rights at work will depend on:- Your contract of employment cannot take away rights you have by law. So if, for example, you have a contract which states you are only entitled to two weeks' paid holiday per year when, by law, all full-time employees are entitled to 28 days' paid holiday per year, this part of your contract is void and does not apply. The right you have under law (to 28 days' holiday in this case) applies instead. If your contract gives you greater rights than you have under law, for example, your contract gives you six weeks' paid holiday per year, then your contract applies. There are special rules about the employment of children and young people. Statutory rights Statutory rights are legal rights based on laws passed by Parliament. Nearly all workers, regardless of the number of hours per week they work, have certain legal rights. There are some workers who are not entitled to certain statutory rights Sometimes...
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...Shellie Cobbs subject: Employment Law compliance plan for Landslide Limousine date: March 15, 2015 cc: Bradley Stonefield I have researched several employment laws for Mr. Stonefield’s Landslide Limousine Company and there are four laws that I will outline for Mr. Stonefield to consider complying with in his new business venture. I will discuss in this memo the Civil Rights Act of 1964 regarding employment discrimination, The Americans with Disabilities Act of 1990 regarding people with disabilities, Equal Pay Act of 1963 regarding wage discrimination between men and women, and lastly the Texas Minimum Wage Act regarding the least amount of an hourly wage payable in the state of Texas. I will give a brief summary of each of the four Acts and consequences for noncompliance. Civil Rights Act of 1964 The Civil Rights Act of 1964 is regulated and enforced by the Equal Employment Opportunity Commission (EEOC). As a new business, if you receive any federally funded monies such as grants, assistance, or subsidies The Civil Rights Act of 1964 applies to you. The EEOC “enforces laws that prohibit discrimination based on race, color, religion, sex, national origin, disability, or age in hiring, promoting, firing, setting wages, testing, training, apprenticeship, and all other terms and conditions of employment” (The United States National Archives and Records Administration, n.d., para. 3). The Civil Rights Act of 1964 makes it unlawful for employers to “fail or refuse to hire...
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...explain the relevant explanatory factors based on Simeon's framework. Article: How the minimum wage hike is playing out politically? http://www.cbc.ca/news/canada/toronto/tim-hortons-minimum-wage-ontario-election-1.4485045 In Studying Public Policy, Richard Simeon outlines his framework for public policy in which policy is seen “as a consequence of the environment, of the distribution of power, of prevailing ideas, of institutional frameworks, and of the process of decision-making” (Simeon, 1976, p. 566). Also, Simeon’s explanations should be seen as complementary as each explanation contributes to another as “policy emerges from multiple...
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...Assignment 4: United States Department of Labor Case Study Robert S. Curry Dr. Lorna Thomas HRM 533 - Total Rewards August 23, 2015 Introduction The U.S. Department of Labor was established in 1913 and charged with administering and enforcing statutes that promote the welfare of U.S. wage earners, improve their working conditions, and advance their opportunities for profitable employment. Before gaining separate cabinet status in 1913, labor had been represented by various federal agencies according to the department of Labor. The U.S. Department of Labor administers federal labor laws covering workers' rights to safe and healthful working conditions, a minimum hourly wage and overtime pay, freedom from employment discrimination, unemployment insurance, and other income support. Altogether the department enforces more than 180 federal laws (Wiley, 2007). The department governs over several acts that were created to protect the employees from discrimination and misconduct. In addition, such acts include Davis-Beacon Act, Walsh-Healey Public Contract Act, Fair Labor Standards Act (FLSA), Service Contract Act (SCA), Americans with Disabilities Act (ADA), etc. The U.S. Department of Labor have to make sure employers are following the proper laws and regulations so that the labor laws are not being mistreated and also to make sure individuals are being paid for the labor they are performing. Moreover, to help employees make sure they are not being mistreated or even breaking...
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...Memorandum To: Bradley Stonefield From: Atwood and Allen Consulting Date: 6/14/2016 Re: Employment Laws Compliance Plan In the regards to an Employment Law Compliance Plan for the Landslide Limousine Company, this memo will outline the laws and give consequences that a company needs to comply with regards to employment laws. Complying with these laws will help you to stay out of trouble with the law. Below will be a list of employment laws that the company should comply to: * Title VII of the Civil Rights Act of 1964 * Fair Labor Standards Act * Equal Pay Act of 1963 * Age Discrimination in Employment Act of 1967, as amended in 1986 * Americans with Disabilities Act of 1990, as amended in 2008 * US Equal Employment Opportunity Regulations * Texas Payday Law These are some of the applicable employment laws for the United States. If the business does not comply with these laws it can face consequences like heavy fine and lawsuits leading to heavy settlements. Recommendations on how to stay in compliance with the employment laws are, to keep record of everything, pay not less than minimum wage, and rely on all rules and regulations of employment law. If you need any further help in understanding these laws in depth we will provide you with the resources needed for employment laws. Thank you for letting Atwood and Allen Consulting help with you needs for employment laws to get your business started. We are looking forward to helping you with...
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...main aspects of employment rights and trade union freedoms – reflected in the three sections of this booklet:• Part One outlines the new grievance and disciplinary procedures, the new ACAS Code of Practice and changes to Employment Tribunal procedures• Part Two outlines the main changes made to the National Minimum Wage (compensation, enforcement and powers of investigation) as well as new regulations aimed at better enforcing the NMW in relation to agency workers• Part Three considers the strengths and weaknesses of the so called “ASLEF Amendment” introduced in response to a European Court of Human Rights ruling that unions should be free to determine their own rules. http://www.ier.org.uk/publications/employment-act-2008 | Summary of the Employment Act 2008The Bill contains proposals to reform existing law covering industrial relations and employment protection. Key areas * Repeals the Employment Act 2002 (Dispute Resolution) Regulations 2004 which were intended to reduce employment litigation, but had unintended consequences in practice * The statutory dispute resolution procedures will be replaced by a new non-regulatory system; a package of measures to encourage early/informal resolution of employment disputes possibly with increased support for the involvement of Acas * Clarifies and strengthens the enforcement framework for the National Minimum Wage * Clarifies and strengthens employment agency standards to address some of the concerns about vulnerable workers ...
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................................................2 Structured Antagonism….............................................................................................................2 Government Intervention…..........................................................................................................3 Power…..........................................................................................................................................3 Unfair Dismissal….........................................................................................................................4 The Working Time Directive.........................................................................................................5 The National Minimum Wage Act.................................................................................................6 The Psychological Contract.........................................................................................................7 Conclusion.....................................................................................................................................8 References…..................................................................................................................................9 1 21169290 Introduction “One of the most distinctive features of employment relations…is that it is highly politicised…and cannot be understood without reference to politics” (Williams and Adam-Smith, 2010:82)...
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...Outline I. Introduction II. Minimum Wage Defined a. Past Minimum Wage Law b. Considerations III. Increased Minimum Wage and Employment c. Job Losses d. Unskilled Workers IV. Increased Minimum Wage and Poverty V. Increased Minimum Wage and Effects for Society e. Costs of Labor f. Higher Prices g. Individual Impacts VI. Constitutionalism h. Previous Court Rulings i. Free Contract VII. Demotivation Factors j. Education k. Promotions VIII. Minimum Wage Redundancy IX. Conclusion The issue of raising the minimum wage is a highly debated topic. This topic is one that appeals to people from all walks of life. During some time in an individual’s life, he has worked for minimum wage. There will always be the worker who feels he is not paid enough and the boss who feels that the worker’s pay is adequate for the work. “If there were only two economists left in the world, they would disagree about the minimum wage” (Mejeur 14). Minimum wage is basically the minimal amount that an employer can legally pay an employee for work on an hourly basis. Past laws governed that the minimum wage would increase every few years, with the last increase being in 2009 for $7.25 per hour (Funk & Wagnalls 1). Many people feel an increase is long overdue. Those people, however, are not looking at the entire picture. Increasing the minimum wage goes beyond simply giving people more money...
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...Outline the evidence that some age groups are disadvantaged in the contemporary UK> 20 marks In UK age groups like the elderly and the teenagers are mainly disadvantaged in many ways when it comes to areas like income, wealth, employment and even in crime situations. One of the main disadvantages faced by teenagers when it comes to income. The national minimum wage is based on what age you are. You may do the same work as any other aged person but are paid less simply because of the age. Minimum wage for age group under 18 is £3.72, for 18-20 year olds its £5.03 and for 21+ its £6.31. This is major and most obvious disadvantage as young people do not get paid enough or nearly the same as a 21 year old doing the same job. As well in general it is said that £7.45 according the government research is living wage for any individual. This again is bad for young people as their wages are half that. Also old people face poverty in later life once they retire said by Dr Matt Barnes in his research. Old people only get £110 per week if they live with a partner or less if they live alone. This leaves them to face multiple forms of poverty. Many elderly people have to also retire in public sector jobs as it is compulsory because of their age and according to the government they pass the age to be able to work anymore. Women now have to work at over the age of 60 according to the raise in retirement age the fiscal study shows. As well as this now most elderly people are working part time...
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...TERM PAPER IN SELECTION OF HUMAN RESOURCE MANAGEMENT PROGRAM FOR WAGE AND SALARY ADMINISTRATION Submitted By: Derson E. Dacillo Jr. BBA/HRDM 1-2 Submitted to: Prof. Angelita Nocon Subject Facilitator March 2015 Table of Contents Introduction…………………………………………………………………….3 Program for Wage and Salary Administration…………………………………4 Elements of a Formal Wage and Salary Program……………………………....8 Factors in Setting up a Program……………………………………………….10 Formulation of Company Wage Policy……………………………………….11 Wage and Salary Surveys……………………………………………………..13 Procedures in Conducting Wage And Salary Surveys……………………….14 Steps in Planning the Program………………………………………………...15 Job Analysis: Job description and Specification……………………………...20 INTRODUCTION A construction company’s compensation program should be designed to achieve three overall objectives. The program should assist in the attraction and hiring of the most qualified professionals available in the disciplines of engineering, construction technology, construction management, and business administration. Second, the compensation program should direct employee efforts toward achieving the company’s strategic objectives, such as business development, profitability, safety and work quality. Third the compensation program should insure the development and retention of aqualified workforce. Base pay, of course, is the core program to which benefits and variable pay must be coordinated. Base pay or “salary” is...
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...A study of Social Compliance policy activity and its impact “AARONG” “The fusion of Tradition and Innovation” 1 Submitted To Mr. Sumaon Paul Chowdhury Senior Lecturer, BRAC Business School BRAC University, Dhaka Submitted By Abu Fardous Md. Abdullaah Choudhury Id# 05304057 BRAC University, Dhaka May 18th , 2010 2 Letter of Transmittal May 18th 2010 Mr. Suman Paul Chowdhury Senior lecturer BRAC Business School BRAC University 66, Mohakhali C\A, Dhaka-1212 Dear Sir, This is the report is on study of Aarong’s social compliance policies activities and its impact, which I have been assigned to work on. I found my work experience quite interesting, beneficial & insightful. I have tried my level best to prepare an effective & creditable report. I honestly hope that my analysis will help you to give an idea of my work experience and knowledge. Sincerely Yours, Abu Fardous Md. Abdullah Choudhury……………….. 3 Acknowledgements I got the chance to work on Aarong and it is a very good learning experience for me. It was a lifetime opportunity for me to get real life experience in the field of social compliance through such a big company. We would like to take this opportunity to express sincere thanks to the following people for their contributions and assistance. Without their help and support my internship would have more obstacles. First of all, I would like to thank and express my gratitude to Naushaba chowdhury, senior manager social compliance and producer relations, Aarong...
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