Assignment2

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Which employee right should be the highest priority for employers A) the right to appeal a disciplinary action B) create a safe environment C) create quality on the job opportunities D) provide overtime hours to all employees

The HR department at Clearwater Electronics received notice that a grievance procedure was filed by an employee. A member of the HR department has met with the employee, a union representative, and the employee’s immediate supervisor to resolve the issue of concern. A resolution was reached, and the employee returned to work. Why is it important to have a grievance procedure?     The grievance procedure provides a way for an employee who misinterprets an agreement to dispute what was previously agreed between the company and the union.   The grievance procedure provides a method to handle employee complaints before they become serious issues.   The grievance procedure notifies the company that litigation is forthcoming.   The grievance procedure allows an employee to be protected from any retaliation from others who might not agree with their complaint.

Give some of the differences between legally required benefits an employer must give to employees and the discretionary benefits they may elect to provide.

How do I respond to this in 100 words? Mujtaba (2010; as cited in Muffler et al., 2010) states that disparate treatment involves an employer who intentionally treats applicants or employees less favorably than others based on one of the protected classes of color, race, sex, religion, or national origin. It is the core constitutional violation against which the U.S. Equal Protection Clause guards (Hellman, 2024, pg. 206). In light of disparate treatment cases, employers should be sure to document their reasoning for their employment decisions for a variety of reasons. One reason being to maintain legal compliance. There are laws in place that protect employees from employment discrimination, such as the Civil Rights Act of 1991, Age Discrimination in Employment Act of 1967, and Executive Orders 11246 and 11375 (Holley et al., 2017). Employers could face serious legal implications if an employee or candidate files a claim against them for discriminatory actions and their employment…

In today’s modern society, it is hard to believe that there is still an issue of discrepancy in wages between men and women. In 1963, The Equal Pay Act was created so that all employers awarded pay equally to men and women if it is determined that their jobs have equal responsibilities and require the same skills.   Please explain the current issues of unequal pay in healthcare.    Please add 3 peer-revied references in your response

Under the Americans with Disabilities Act (ADA), reasonable accommodations must be provided to allow a qualified employee to perform the essential functions of a job. These accommodations could range from reserved parking, to a specific software program, to allowing service animals in the workplace.   Consider a situation in which a person with a physical disability is hired in a car manufacturing company. As his manager, how would you determine a reasonable and appropriate accommodation for your new hire?    Consider if the new hire requested an inappropriate accommodation, how would you respond? What are 2 resources you could use to support your effort? Discuss your responses and provide links to the resources.

Many students are surprised to learn that employees may be fired for any reason not expressly prohibited by the law. As we have seen, the law requires employers to accommodate a fairly wide range of employee behaviors and conditions. However, there are still classes of employees and behaviors that are not protected by federal law, e.g., sexual orientation or political affiliation. Should the law be expanded to cover additional classes and behaviors? Why or why not?

After you have determined what sources to include in your literature review to assess employee contributions in the workplace, you must now compile your review and reflect on the implications of all that you have read in the extant literature and how that applies to your research. To what extent might the strengths, weakness, limitations, and delimitations of existing studies indicate strengths, weakness, limitations, and delimitations of your study? Explain. Note: Rather than providing insights into the topics of employee rewards/compensation or employee retention, focus your discussion post on the research methodology and design to resolve this applied research example

29) The, passed in 1938 and frequently amended, sets a minimum wage and requires overtime pay for work in excess of 40 hours per week. The Equal Pay Act of 1963 O The Fair Labor Standards Act The Sarbanes Oxley Act of 2002 Title VII of the Civil Rights Act of 1964 O The National Labor Relations Act

In addition to employment/labour standards, what other pieces of legislation might be used to establish the minimum age for an employee.

You are an employer who wants to reinstate an employee who left work with a back injury. However, it’s a small workplace and the only job that the employee can perform is one created out of all the “light duties” of the other six jobs. This would require the other employees to perform all of the heavier duties, which might lead to injury. What should you do to meet the requirements of the Ontario Human Rights Code?

Your employment contract does not stipulate whether you are an at-will employee or not. You are most likely: 18 An at-will employee anyway 21 OA contractual-term employee 24 A fully vested employee -- 27 O Without a classification, until you clarify with your supervisor --

☐ U An overview of part-3 (Employment of Women and Minors) not more pages: State that how Saudi labor law deal with the employment of women in the workplace. Explain the various benefits provided by Saudi labor law to women and minors in the workplace. Describe how Saudi labor law views the employment of minors in the workplace.

Federal law protects more classes in employment cases than any individual state law does. 18 True 21 False

Which of the following statutes listed below does not govern the private sector arbitration of disputes?   A. The Labor Management Relations Act (LMRA)   B. The Federal Arbitration Act (FAA)   C. The Fair Labor Standards Act (FLSA)   D. The Railway Labor Act (RLA) One public sector equivalent to profit sharing is the:   A. Variable Wage Formula   B. Cost of Living Adjustment   C. Deferred Wage Increase   D. Lump-Sum Payment An employer refuses to hire a “salt” when the applicant is not generally interested in getting the job. This is viewed as an unfair labor practice.   A. True   B. False Only management is involved in the selection of an arbitrator when a dispute arises under the collective bargaining agreement.   A. True   B. False