...Federal Requirements in Developing Employment Policies There are certain requirements that the federal government has put into place for organizations that employees must fully understand. There must be employee handbooks established and they must contain the organizations policies and procedures, which each employee should know and comprehend. The contents of the handbook should contain information about the rules, business regulations, and an explanation on how employees can address their concerns. There will also be information pertaining to the employees such as their pay, compensation for performance, benefits, and rewards. The handbook will provide the employee with information that is helpful and orients its employees, all the while keeping seasoned employees informed about the vision, mission, and history of the organization. Upper management will be responsible for making sure that organizations provide comprehensive system for updating its policies and procedures. There should be quarterly spot checks and updates to policies and procedures. The purpose will be to ensure that employees are fully aware of the policies and procedures, and leaders will make sure the policies are in fact working properly. When developing employment policies the organization must ensure its accuracy. The must be translucent and simple to decipher. If an organizations HR policies are well written it can serve as a tool that can assist the organization against lawsuits. If there are strict...
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...may be covered by state laws, local laws, or regulations. To evaluate your employment relationship, you should look at the following materials: (1) any letters that you got to apply for the job, (2) any letter you gotten that offered you the job, (3) any new employee adaptation materials or employee handbooks you got, (4) any contracts or agreements that you signed, (5) any union contracts or laws and regulations that assign to your employment, and (6) your personal file, which you can receive from a human resources representative at your employer. a) At-will Employment Most employers introduce their workplace rules and policies in an employee handbook. A common outline in those handbooks is a statement that employment with the employer is “at-will”. Generally speaking, at-will employment refers to an employment relationship under which an employer can terminate an employee’s employment at any time, for any reason (other than an illegal reason), and the employee can resign his or her employment at any time, for any reason. Employers generally include at-will employment converse in employee handbooks to analyze that, by setting forth the employer’s policies in writing in a handbook, no clear or hidden contractual claim arises to employment for any duration. These limitations also usually state that the at-will employment relationship can only be adjusted by a written contract of the employment, signed by a formal official of the employer, and the employee. b) Individual Employment...
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...organization, which will become a strategic main concern for the business. Senior management will be the lead for the accomplishment of a highly profile staffing system and hold every employee responsible for the outcome. A staffing system is simply a well thought-out staffing strategy that outlines the procedures in recruiting, screening, interviewing, and hiring new staff members. The new system must be accurately designed and executed for the hiring process to go smoothly and ensuring the system will provide guidance for the employees to follow through with the phases from start to finish. The efficient of the staffing system will consist of five steps for the organization to be successful: • 1- Describing the ideal candidate • 2- Developing a list of qualified candidates • 3- Screening the applicants • 4- Interviewing the applicants and checking their references • 5- Deciding on the qualified applicant or candidate Federal Requirements in Developing Employment Policies The federal government has put in place requirements that an organization must follow to ensure that the employees fully understands. The organization must have an establish employee handbook made available that covers specific guidelines the employee needs to know reference the organization policies and procedures. The handbook...
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...ELEMENTS OF A CONTRACT AND ENFORCEABILITY UNDER COMMON LAW AND UNIVERSAL COMMERCIAL CODE (UCC) Student Name: Michael Shepard Course Name and Number: Business 670: Legal Environment of Business Instructor: Dr. Leah Westerman Submission Date: April 20, 2015 Abstract This article will define the five elements needed to form an enforceable contract under common law and the Uniform Commercial Code (UCC). It will describe which types of contracts come under common law and under UCC. It examines one hypothetical, non-competitive agreement between a Chef and an employer (namely, Fabulous Hotel) in terms of enforceability and whether common law or UCC need to be applied to the specific case. The contract in question requires Chef to not become employed at any other dining establishment in the same metropolitan area for a period of two years after separation of employment with Fabulous Hotel. The article shows under four possible conditions in which the contract may become unenforceable. It concludes with reinforcement of contractual elemental requirements and suggests more appropriate contract formation provisions in serving best interest of both parties under common law and UCC. Five Elements of a Contract The five elements needed to form a viable contract are: offer by one party to another or many, acceptance by the offered party, consideration (usually in the form of remunerative compensation for accepted offer) in exchange for accepted offer, legal capacity...
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...Welcome to Riordan! On behalf of your colleagues, I welcome you and wish you every success here. We believe that each employee contributes directly to our growth and success, and we hope you will take pride in being a member of our team. This handbook outlines the policies, programs and benefits available to eligible employees. It also describes some of the expectations we have of our employees. The employee handbook will answer many questions about employment with Riordan, so you should familiarize yourself with the contents of the employee handbook as soon as possible. We hope that your experience here will be challenging, enjoyable and rewarding. Again, welcome! Sincerely, Dr. Michael Riordan President Riordan Manufacturing is a global plastics manufacturer employing more than 500 people. Our headquarters are in San Jose, California. Our products include plastic beverage containers produced at the plant in Albany, Georgia, custom plastic parts produced at the plant in Pontiac, Michigan, and plastic fan parts produced at our new facilities in Hangzhou, China. Our company's research and development is done at the corporate headquarters in San Jose. Riordan's major customers are automotive parts manufacturers, aircraft manufacturers, the Department of Defense, beverage makers and bottlers and appliance manufacturers. Mission Our Focus • • • Six Sigma, leading edge R&D and exceeding ISO 9000 standards define the attitude and abilities of Riordan Manufacturing. We...
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...Compliance Plan Law/531 July 23, 2012 Company Overview Riordan Manufacturing, a subsidiary of Riordan Industries, is an international corporation with hundreds of employees worldwide with $1billion in annual revenues, making it a Fortune 1000 business. Riordan Manufacturing is a leader in international business for its production and manufacturing of plastic and polymer injection molds. Some of their current customers and clients include the department of defense, the aircraft and automotive developers, healthcare companies, beverage, cosmetic and more. Products the company produces include but not limited to plastic bottles and containers, fans, medical stents and fans. With the corporate headquarters located in San Jose, CA, the company has several production facilities in Georgia, Michigan, and also a joint partnership within China. Today, we will present to the Officers and Directors of Riordan a Comprehensive Corporate Compliance plan to help assist Riordan continual mission and growth to which will be determined on how well the company can handle and manage compliance issues. We will cover how to manage the legal liability of officers and directors of the company, how to properly address situations when the law is violated, enterprise liability, protecting the company’s real and intellectual property, governance, and international laws that the company must follow. Management Responsibilities and Guidelines Riordan very own Employee Handbook states the internal...
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...Legal Risk and Opportunity in Employment Law 531 Charles Cook February 7, 2011 Legal Risk and Opportunity in Employment Legal Encounter 1 NewCorp violated a breach of contract with Pat in this case. While NewCorp is an “at-will” employer, they provided an employee handbook to Pat which outlined the procedure for disciplinary process involving the requirement of corrective action. NewCorp failed to follow their own process which supports the wrongful termination suit. Additionally, the case law which would be applicable to this case is Dillon v. Champion Jogbra, Inc. The case has many similarities which can support Pat's claim of wrongful discharge. For example, the implied contract relating to the action stated within the employee handbook to follow a procedure for discipline and/or corrective action prior to discharge. Because NewCorp did not imply that the employee handbook was not a contract at any point within the handbook. Therefore, Pat has grounds for action against NewCorp. Legal Encounter 2 NewCorp has two issues to face in this scenario. The first being the sexual harassment by Sam toward Paula. Sexual harassment is “defined by the Equal Employment Opportunity Commission (EEOC) as unwelcome sexual advances, requests for sexual favors, and other verbal or physical conduct of a sexual nature when: submission to the conduct is made either explicitly or implicitly a term or condition of an individual’s employment, or submission to or rejection of the conduct...
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...Compliance Plan Law/531 July 23, 2012 Company Overview Riordan Manufacturing, a subsidiary of Riordan Industries, is an international corporation with hundreds of employees worldwide with $1billion in annual revenues, making it a Fortune 1000 business. Riordan Manufacturing is a leader in international business for its production and manufacturing of plastic and polymer injection molds. Some of their current customers and clients include the department of defense, the aircraft and automotive developers, healthcare companies, beverage, cosmetic and more. Products the company produces include but not limited to plastic bottles and containers, fans, medical stents and fans. With the corporate headquarters located in San Jose, CA, the company has several production facilities in Georgia, Michigan, and also a joint partnership within China. Today, we will present to the Officers and Directors of Riordan a Comprehensive Corporate Compliance plan to help assist Riordan continual mission and growth to which will be determined on how well the company can handle and manage compliance issues. We will cover how to manage the legal liability of officers and directors of the company, how to properly address situations when the law is violated, enterprise liability, protecting the company’s real and intellectual property, governance, and international laws that the company must follow. Management Responsibilities and Guidelines Riordan very own Employee Handbook states the internal...
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... In lieu of obtaining legal advice, NewCorp has requested Team C to make the following assessments regarding the legal risks and opportunities involved in these three legal encounters. The assessments will include the liabilities from NewCorp’s perspective as well as the employee’s perspective along with the regulatory and compliance requirements. The assessments will also reference some of the legal principles in this week’s reading materials that support our decisions. Legal Risk and Opportunity in Employment Encounter 1 NewCorp hired Pat as a manager of real property, which includes responsibilities for the activities related to maintaining leased office space in Vermont. Upon employment, he signed an understanding that the company observed employment “at will” in respect to discharge. He was also given an employee handbook that outlined the company’s process for dealing with unsatisfactory employees, which stated that an employee would be notified of unsatisfactory performance and placed on a corrective action plan. If the employee’s performance did not improve to a satisfactory level within the specified time frame, the employee could be terminated. After three months of employment with NewCorp, Pat’s boss explained to him things were not working out and that he would be discharged with 30 days of severance pay. Pat was never informed of any problems or unsatisfactory performance, but believes that because his opinion differed from other NewCorp employees...
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...Corporate Compliance Plan Katrina Le`Vere University of Phoenix LAW 531 February 28, 2012 Riordan Manufacturing Legal Issues Riordan Manufacturing is a global plastic manufacturing company located in San Jose, California. The company employs more than 500 people producing plastic beverage containers, custom plastic parts, and plastic fans. Riordan’s major customers are the Department of Defense, beverage makers, manufacturers of automotive parts, aircraft, boilers, and appliances. Success has been a trademark of the company until a recent early termination of the vice president in the Sales and Marketing Department. The incident exposed legal issues the Riordan Board of Directors must immediately address to minimize the legal liabilities and ensure these situations never happen again. The legal issues began with the vice president of Sale and Marketing, Jill Baker, who received an employment termination effective immediately after working five years for the company. The company security guard escorted her off the premises. Jill gave documents to Jim Smith, a former Riordan employee who is currently an employee with a competitor. Jill had made sexual advances toward Jim and he decided to blackmail her unless she provided him with Riordan internal documents. Jill Baker is suing Riordan Manufacturing for wrongful termination. Prior to her termination she received an educational assistance payment of 50,000 dollars from the company that paid for her Master’s in Business...
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...POLICY DOCUMENT TEMPLATE FOR STAFF STAFF HAND BOOK Dear colleague, Welcome to Eye Foundation Hospital Group We are thrilled that you have decided to join the eye foundation healthcare team. For what I hope will be an exciting and rewarding career. We pride ourselves on being a Healthcare organization that offers, its patients, employees and customers alike effective service delivery and excellent patient care from the rest of our competitors. Making that difference to our patients, and customers is where you come in; because it is thanks to you that our patients will receive a service which is better than the rest. Eye Foundation Hospital is a world class eye specialist hospital with eye centers in major locations within the country including Lagos, Abuja and Ijebu with a total of 6 Centers namely Eye Foundation Ikeja , Deseret Eye Clinic Ikeja, Eye foundation Victoria Island, Eye foundation Abuja, Eye Foundation Ijebu and Deseret Community Vision Institute Ijebu, Eye foundation prides itself on efficient and effective service delivery to all patients and visitors alike. One of our principal objectives is to become an admired and best practice employer within the healthcare sector in Nigeria. To achieve this we commit ourselves to several core practices in how we recruit and manage our people. • Recruitment and promotion solely on merit • Remuneration that is clear , fair and performance-oriented • Communicating openly and honestly with our...
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...The Classifier’s Handbook TS-107 August 1991 THE CLASSIFIER'S HANDBOOK Table of Contents (Also See The Introduction to the Position Classification Standards.) PREFACE ..................................................................................................................................................... 3 CHAPTER 1, POSITION CLASSIFICATION STANDARDS........................................................................ 4 DEVELOPMENT OF STANDARDS ......................................................................................................... 5 FORMAT OF STANDARDS ..................................................................................................................... 5 CHAPTER 2, THE FACTOR EVALUATION SYSTEM ................................................................................ 7 THE STRUCTURE OF FES...................................................................................................................... 7 FES FACTORS......................................................................................................................................... 7 EVALUATING A POSITION USING FES ................................................................................................ 9 FES EVALUATION STATEMENT.......................................................................................................... 13 FACTOR LEVEL RELATIONSHIPS ............................................................................
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...Table of Contents * Introduction * Filling Vacancies * Appointment and probationary period for a new employee * Employee performance and development * Position Classification * Compensation * Insurance Benefits * Retirement Program * Additional Benefit Programs * Attendance and Leave * Indian Laws and State Policies * Safety and Health Programs * Employee Organisation * Prohibitions and Penalities * Employee Dispute Resolution * Seperations a. Resignations b. Layoff c. Discharge * Strikes against the company . INTRODUCTION Mapro Foods has a flat organisational structure where management and employees work hand-in-hand. The employee handbook provides a ready reference for new and experienced employees when questions arise relating to the Company’s policies, benefits and terms and conditions of employment.It is to make you familiarize with the with important information about the company, as well as provide guidelines for your employment experience with us in an effort to foster a safe and healthy work environment.It is intended o clarify that this handbook talks about Company’s Policies, practices , and benefits for your understanding and is not a legal document and is not subjected to act as a contract. It is obviously not possible to anticipate every situation that may arise in the workplace or to provide information that...
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...Riordan Corporate Compliance Plan Susan Holmes, Marcia Kelly, Peter Flores, Ronald Cox, Celeste Mellett, and Orlinda Watson, LAW/531 April 9, 2012 Instructor Name: Thane Messinger Understanding the position companies must take to protect the interests of investors and employees, the organization must have compliance plan in place. The compliance plan must address every possible liability that can bring financial and physical harm to the company. The organization must work with each department to understand the risks involved with each job. Knowing the risks and working to help the employees understand what those risks are and will help keep the employee minimizing risks of the organization. The compliance plan helps list the goals Riordan Manufacturing established to ensure the employees know the correct steps to comply with the laws and regulations. Legal Risk Exposure and Responses Traditionally, Riordan Manufacturing Company legal counsel interacts primarily with executive management and the board of directors to report on existing, pending, and probable litigation. Although this responsibility continues to be critical, it is imperative that there be an increased presence of legal counsel to the internal organization. It is important for counsel to act as an internal company consultant to help reduce legal risks. Activities include circulating existing legal risks status data, consulting internal management, acting as a sounding board for staff to...
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...practices of his supervisor, George knows that his supervisor has already filled the position with one of her closest friends and that George's completing an application and interviewing for the position is nothing more than an exercise in futility. George brings his concerns to you, the HR supervisor. He claims that his gender and sexual orientation has affected his nursing supervisor's decision and that any complaint from him to the nursing supervisor will result in retaliation or termination. In 4 to 5 pages respond to the following: 1. What would you say to George about the ideal legal and ethical hiring practices? 2. What can you do to ensure that the recruitment and selection process is fair and consistent with the requirements of federal and state laws on hiring practices? 3. How would you address this with George's nursing supervisor? 4. What steps can be taken in addressing George's concerns for retaliation or termination? 5. Where does the human resource department fit into this scenario? George brings his to complaint to the human resource department to inform me about this issue he currently views. He is applying for the morning opening but he thinks his supervisor has already chosen someone for the position. Before this position was available he spoke with his supervisor in regards to changing his schedule so he can have the opportunity to finish his classes for his...
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