Equal Employment Opportunity Commission and Electronic Reserve Readings.

In analyzing the concepts discussed in Human Resource Management, I have found an interesting mix of education and forethought into the role of a human resource manager. Many of the aspect of human resource management such as HR planning, recruitment and selection, as well as, human resources development and labor relations all play a significant role in the success of any organization. There are many benefits to the learning that has taken place in this course that has helped me better understand HRM and its roll that will shape not only my position in business now but for future

The employment At-Will doctrine is in place to allow employment relationships to be restricted. It allows employers and employees to terminate a relationship at any time without cause. The doctrine will allow employees to quit without any fear of being held liable for any inconvenience or disruption to the business at the time of quitting. This doctrine also allows employers to make any changes towards an employee’s term of employment (N, 2017). However, some exceptions could prevent an employee to make those changes if the employee is covered in that particular area. Doyle A

In dealing with a person’s livelihood, and often, sense of self, it is of no surprise that ethical issues regarding employment practices are of great concern. The issues of employment at will and due process contracts in the workplace are among the most widely contentious in the realm of employment. Employment at will is the doctrine that employment may be ended, by either party, for good, bad or no cause at all.1 Due process, on the other hand, is the employment practice in which a person may appeal a decision as a means of receiving an explanation and the opportunity to argue against it.2 Employment at will is the standard in the majority of private corporations today and is argued for relentlessly by freedom of contract enthusiasts,

In this memo I will be providing employment law compliance plan for Marylee Luther, a human resources director who is preparing Clapton Commercial Construction for an expansion. Clapton Commercial Construction is currently located in Michigan with 650 employees and looking to expand to Arizona with an employee growth of 20% in the new location. This memo will provide a complete description about the employment laws and how they are applicable to Clapton Commercial Construction expansion. I will also briefly discuss the possible penalties and consequences for non-compliance with these laws. There are five laws in particular that I believe to be most applicable to Clapton Commercial Construction which I will be address in this memo. The five laws are:

I, Marion Forbes the recently appointed senior human resources manager at Hallington Utilities Services (HUS), am facing with a dilemma; work out HR strategies with the Organizations mission and handle employee’s issues and concerns. HUS has made changes due external and internal factors encountered in the market as well as the new regulations happening within the sector. All are very complicated and my main issues are privatizing, downsizing, unionization, motivation, training and compensation. With the information collected, I need to figure out

On a daily basis human Resource department deals with legal, safety and regulatory requirements. Understanding fundamental regulatory and regulations will help managers in dealing any organization into a lawsuit filed my employees. The Human Resource department works with managers to make sure that written policies are in place, communication of the policy are understood by the employee. Agreeing with the fact the current trend favors litigation.

When we are dealing with the employment relationship between employers and employees, ethical issues are most likely to emerge. Especially, if a manager fires a worker without a proper reason, critics will follow this employer’s behavior. In Patricia Werhane’s paper, “Employment at Will and Due Process”, discusses two doctrines which are Employment at Will (EAW) and Due Process. It also addresses some justifications and objections for EAW, and shows Werhane’s supportive view to Due Process. In contrast, EAW is defended by Richard Epstein in his article “In Defense of the Contract at Will”. In my paper, I will attempt to develop my argument in favor of Employment at Will that could improve flexibility and efficiency of

Byars, Lloyd L., and Leslie W. Rue. Human resource management. 10th ed. New York: McGraw-Hill Higher Education, 2010. Print.

At-will employment is when an employee can be fired during any point in time for

In an ever-changing world of Human Resources you have to be up to date with all legislation and have a pipeline of solution to each eventuality that can occur in your individual sectors along with the outside world.

There may be certain employees for whom a company are willing to give up its at-will rights. As an employer, using contract employment for an employee(s) has some competitive advantages in certain areas over at-will. For example:

Employment laws have been established not only to protect the employees but the companies in the same manner. Employment laws can be traced back as early as the 1800’s beginning with the abolishment of slavery. Since, there have been many laws that have been enacted by the government to ensure that people are treated fairly and have safe working conditions. In the U. S. the majority of employees and employers operate under what is considered to be a master servant relationship. With this concept the employee is the servant and is supposed to complete duties under the guidance and the benefit of the employer. Employment laws are important in order to keep a balance and limit unethical practices.

It is human nature to look out for one’s individual self-interests. This vested interest is what minimizes unjust treatment by other parties and ensures success. Leverage is priceless when presented with an unfair employment scenario. In the case of an employer and employee relationship, too much power on either side can quickly become detrimental. Balancing this power is no easy task and holds no single solution. In this essay, I will propose that the contract at will, or employment at will, is one viable solution that can legitimately benefit both the employer and the employee. My view on this issue is one that is often the minority, as there has been a significant amount of criticism over the contract at will. In a society that

Roeling in his article “The Employment At-Will Doctrine: Second Level Ethical Issues and Analysis.” To the author, it is important the at-will relationship be made known to a prospective employee at the soonest opportunity in order to provide informed consent to the employment relationship. To not do so, allows for misconceptions about the employment relationship to arise. But at the same time, hiring managers need to be trained not to avoid hiring people who have some legal protection under state, federal or income law from unlawful discharge. While it is not required, if an employee is to be terminated, it should be done in an ethical fashion under fair conditions without any personal bias as part of the decision.

In the world, it is hard to sometimes hard to balance life between things that don’t involve work and things that involve your work. At-Will Employment is a contractual relationship between an employee and an employer that allows dismissal for any reason without just cause. The idea of at-will employment originated in 1877 with Horace Gray Wood. Horace Gray Wood dealt with master and slave relations. The question with at-will employment becomes is it ethical to let an employee go based on non-work difficulties. The ethical decision that is being examined is “Is it ethical for a manager to terminate an employee whose performance has markedly declined non account of dealing with non-work personal difficulties?” The at-will doctrine is