The Obligations That Employers Have Under Current Legislation

Employment Law helps to govern the relationships between the employee and the employer with relations to guidelines.

Employment law encompasses remedies that address employee grievances and discrimination that occur in the workplace environment. The foundation of this system is the United States Constitution, which provides two sources of laws and regulations. These two sources are individual state constitutions and the national constitution. Under this system of federalism, there is also the Bill of Rights, which provides the origins of the majority of employment law. The most widely known document is Title VII of the Civil Rights Act of 1964 (42 U.S.C. Sec. 2000e et.seq.) The judicial, executive, and legislative branches of the government of the United States create and enforce rules and regulations as promulgated by the constitution. Individuals

Now the question is what is minimum wage. “An amount of money that is the least amount of money per hour that workers must be paid according to the law” (Merriam Webster’s learner’s dictionary). According to United States department of Labor “The federal minimum wage for covered nonexempt employees is $ 7.25 per hour effectively July 24, 2009” (Department of labor/ Minimum wage).

On the Fair Employment Law page, what is the time limit for filing a discrimination complaint in Wisconsin? (bottom of page)

Workers have the right to 11 hours rest between working days (eg if you finish work at 8pm, they shouldn’t start work again until 7am the next day).

Employers have legal obligations, when drawing up a job description. The law states that employers must not discriminate against a persons, age, race, sex, religion or disability.

The current legislation for welfare is the Ontario Works Act, 1997. There are two systems

The aim of this early conciliation is to encourage as many cases as possible to settle ‘compromising’ the claim through a settlement agreement (previously called a ‘compromise agreement’) an agreement achieved through Acas conciliation (a ‘COT3’). Appendix 3 is an early conciliation Flow Chart (ACAS)

Most EU law is also introduced into UK law via statutes. European Union directive can be interpreted into domestic law as it is less specific and most European Union influence on UK employment law has been through directives.

You will be expected to arrive at your designated hour and leave no earlier than that time approved by your supervisor. Staff are expected to work a full eight hours, with a required half-hour lunch break. All exceptions require prior permission from your supervisor.

After the abolition of slavery, the resentment which former slaves felt at their exploitation and the low wages plantation managers were prepared to pay, (which were below what a family could live on), turned the former plantation workers against work in agriculture. This refusal to continue to work on the plantations became, in an industrial relations context, the first "withdrawal of labour" or strike action. Eaton (2002) purports that the industrial relations response by the state, which was coeval with the mercantile class, co-operated in defeating the workers' protest action by

The American employment laws are designed to foster human dignity and in the process provide employees with various tangible benefits. It is therefore expected for employees to be on the forefront in supporting and adhering to them. Likewise if an organization applies effectively these laws, it can benefit massively from dynamic, healthy, motivated, and productive employees. It therefore goes without saying that managers, just like employees, should promote these laws and thus ensures the organization conforms to them. Generally these laws govern the workplace actions of employers and employees. It ensures a fruitful and legally conducive environment and relationship exists between these two parties, and within employees

This paper will outline an employee compensation and benefits package for a new hire for a secretary for the department. First, it will describe the organization I chose for designating a compensation package. Next, this paper will develop an employee compensation and benefits package for this new position. This paper will outline an employee compensation and benefits package for a new hire for a secretary for the department. First, it will describe the organization I chose for designating a compensation package. Next, this paper will develop an employee compensation and benefits package for this new position. Attached to this paper is a Powerpoint presentation that will detail this employee compensation and benefits package, as well as an the eligibility of exempt or non-exempt status, other benefits that might be considered, government regulations that influence the compensation, two other organizations with similar compensation, and how this package aligns with the HRM strategy.

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.

After doing extensive research and analyzing the data released by the bureau of labor statistics, the secretary will be paid a basic pay of $25.00 per hour (Deckop, 2006). The amount is based on comparative analysis of how secretaries are paid by other similar organizations and with the goal of offering a competitive package that attracts many qualified secretaries to compete for the position. The position will be non-exempt and is based on fixed working hours. Any overtime will not be implemented until approved by the company’s management (Armstrong, 2007). The overtime payment will be $35.00 per hour, but this may be adjusted depending on the amount of work involved in the overtime hours.