...Employment Law Chart Employment Law | Description and Requirement of Law | Court Case Influential to Establishment of Law | Importance of Law | Workplace Application | Civil Rights Act of 1964 | Prohibits discrimination on the basis of race, color, religion, sex or national origin (Cornell University Law School., n.d., Heart of Atlanta Motel, Inc. v. United States). | Heart of Atlanta Motel, Inc. v. United States (1964) | Recognized that “separate is not equal”. | Employers are prohibited from retaliation against those who exercise this right. | Equal Employment Opportunity Act | Prohibits discrimination on the basis of race, color, religion, sex or national origin (United States Senate Committee on the Judiciary, n.d.). | Civil Rights Act of 1964 | Everyone has an equal chance to get hired. | Employers are prohibited from retaliation against those who exercise this right. | Equal Pay Act | This prevents men and women from being paid different wages who perform equal work in the same workplace (Leagle, Inc., 2010, Shultz v. Wheaton Glass Co.). | Schultz v. Wheaton Glass Co. (1970) | Both men and women are paid the same for the same work. | Women get the same pay as men for the same work, also the same chances for raises/promotions. | Age Discrimination in Employment Act of 1967 | This law protects people who are 40 or older from discrimination because of age (Cornell University Law School., n.d., Western Air Lines, Inc., petitioner, v. Charles G. Criswell et al). |...
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...University of Phoenix Material Employment Laws Chart Complete the chart below using information from the weekly readings and additional research if necessary. | | |Court Case Influential to | | | | |Description and Requirement of Law |Establishment of Law |Importance of Law |Workplace Application | |Employment Law | | | | | | |Title VII prohibits discrimination in |General Electric Co. v. Gilbert (1976)|To eliminate employment discrimination|This law was originally meant for | |Civil Rights Act of 1964 |hiring, compensation, terms, | |based on race, color, sex, national |employers with 25 or more employees | | |conditions, or privileges of | |origin. |but in 1972 it was reduced to 15. | | |employment based on race, religion, | | ...
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...University of Phoenix Material Employment Laws Chart Complete the chart below using information from the weekly readings and additional research if necessary. Employment Law | Description and Requirement of Law | Court Case Influential to Establishment of Law | Importance of Law | Workplace Application | Civil Rights Act of 1964 | The landmark legislation in the US that holds against discrimination against racial, ethnic, national, and religious minorities. | Heart of Atlanta Motel v. United States (1964) is a US case law the US Congress has power to use the Constitution’s Commerce Clause to force businesses to follow the Civil Rights Act of 1964. | This law ends the unequal application of racial segregation in the workplaces or public facilities. | Because the US Supreme Court ruled Congress did not have the power to prohibit discrimination in private facilities or workplaces, it holds businesses must allow customer business from all races. | Equal Employment Opportunity Act | It ensures the fair treatment without regard to race, religion, color, national origin, or gender. | In Trans World Airlines v. Thurston (1985), the court holds that airlines must give the same opportunity to retiring pilots as it had given to younger disabled pilots. | This law is to ensure discrimination in employment is illegal. | All employees and applicants for employment are covered under this legislation. This law is to eliminate discrimination practices in workplace. | Equal Pay...
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...Employment Law Description and Requirement of Law Court Case Influential to Establishment of Law Importance of Law Workplace Application Civil Rights Act of 1964 “Prohibits discrimination in all employment decisions on basis of race, religion, ethnicity, sex, and national origin.” (DeCenzo, Robbins, & Verhulst 2013). In Griggs v. Duke Power Co., the Supreme Court ruled that Title VII of the 1964 Civil Rights Act prohibits not only intentional job discrimination, but also employer practices that have a discriminatory effect on minorities and women. The Court held that tests and other employment practices that disproportionately screened out African American applicants for jobs at the Duke Power Company were prohibited when the tests were not shown to be job-related This law is important because it gives every person applying for a job equal rights. An employee cannot be discriminated against for being Catholic. An employee has the right to choose their religion and to not be discriminated against. Equal Employment Opportunity Act The Equal Employment Opportunity Act of 1972 is the act which gives the Equal Employment Opportunity Commission (EEOC) authority to sue in federal courts when it finds reasonable cause to believe that there has been employment discrimination based on race, color, religion, sex, or national origin. In the case of public employment, the EEOC refers the matter to the United States Attorney General to bring the lawsuit. McDonnell Douglas...
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...Compensation and Benefits Plan Our team has been asked to develop some compensation and benefit recommendations for our client based on their planned expansion to Arizona. The expansion in Arizona will increase the number of employees to 130. Annual revenue is expected to increase the first year to $10,300,000. Currently, there are 41 commercial construction projects in Arizona, and it is recommended the company pursue commercial retail. (Commercial Construction Projects in Arizona, 2013) . The team’s recommendation is based on; market evaluations of similar companies, Arizona pay and benefits laws, and a company structure to create a compensation and benefits strategy. Sundt Construction, a medium sized construction company headquartered in Tempe Arizona, was founded in 1890 by Mauritz Martinsen Sundt. Sundt offers their employees a somewhat generous compensation package which includes not only the basics of retirement and health care, but also added perks such as continuing education (The Sundt Exprience, 2013). Sundt offers a generous health care plan which includes vision care and prescription benefits. Sundt offers several different medical plans to include one plan that has no monthly premium charge (because of employee ownership) for employees and their dependents which is a Preferred Provider Organization (PPO) network. Sundt maintains a wellness where employees receive a $350 credit for health expenses related to improving or maintaining health. Sundt...
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...Running head: Labor and Employment Law Labor and Employment Law As a Human Resource Director for Company X, I come across situations every day that challenge my decision making. These situations need to be handled in a delicate matter to make sure that the company is following the guidelines that are setup and established by the federal government to make sure that companies and employees are treated fairly. I would like to discuss three situations that recently have challenged my leadership as a Human Resource Director and show the diversity of the laws and why they were created and how they work. Situation A – FMLA The first situation I am about to describe is an unfortunate set of circumstances, but the law is very clear and the company position is easily seen. Therefore, it was not hard for me to make this decision. The employee was presented with a difficult family situation his twin children were born premature. He made the decision to take leave from work to attend to his spouse and the needs of his family. This is ok and totally understood by the company. Here is where the unfortunate part comes, the department manager at the time agreed to the let the employee take a leave of absence, but the proper paperwork was not filed for Family Medical Leave Act. Now to complicate matters worse, the department manager that was in charge of this employee left during the employee’s leave. Eleven weeks have gone by and the employee wants to...
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...Causes a. Illiteracy and low level of education 1. ↓Level of education →↑risk of exploitation (Núnez & Livanos,2010) 2. Illiteracy →easier to accept exploitation (Chan,2004) 3. ↓Knowledge of laws→inability to protect themselves from exploitation (Lenard & Straehle, 2010) b. Poor labor legislation 1. Host countries restrict immigration →immigration laws unfavorable to immigrant workers (Misra, 2007) → ↑exploitation 2. Loopholes in law → being taken advantage of by employers (Gomberg-Munoz & Nussbaum-Barberena, 2011) 3. Flexible labor market → insufficient restriction (Miller, 2012) B. Solutions a. Education 1. ↑Educational level (e.g. Italy, Fullin & Reyneri ,2011) ↘ 2. ↑Practical skills → less exploitation of workers 3. ↑ Knowledge about labor laws (Zhang,2010) ↗ b. Developing labor laws and policies 1. Immigration laws and policies → more migrant-based (Misra ,2007) 2. Reasonable wages and working condition + more pressure on employers (Pines & Meyer, 2005). 3. ↓Loopholes of laws → protect workers’ rights III. Conclusion low education ↑level of education causes →↑exploitation + solutions →↓exploitation (future)...
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...Situation A – The Family and Medical Leave Act (FMLA) The Family Medical Act, Wage and Hour Division, under the United States Department of Labor that was enacted in 1993,necessitates that covered employers make available to employees leave that is related to work, and also unpaid for medical and family reasons that are considered fit. FMLA applies to employers with 50 or more employees, public agencies, and schools (Ford et al 2000). An employee is qualified for FMLA if they have reached 12 months of working for their employer, have worked for 1250 hours for him or her, and works where there at least 50 workers who are working for the same employer (The Family Medical Leave Act, 1993). It should be noted, however, that the leave period should not exceed 12 weeks for a period of 12 months. The conditions which enable one to benefit from FMLA are: * The delivery of a child, either a boy or girl or the placement of a girl or boy child with the employee for taking up or adoptive care (Ford et al 2000); * The care for an intimate such as a marital partner spouse, son, daughter, or parent who is very ill or injured; * If the employee has a serious health condition or injury that makes it almost impossible to do the tasks that they should do; or * For any eligible emergency that arises out of the point that an intimate such as a spouse, son, daughter, or parent is a member of the military on covered active duty or call to covered active duty status (Ford et al 2000)...
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...A Case Analysis of Nike: The Sweatshop Debate Mindi Merritt Class Fall 2014 Instructor’s Name Introduction Nike is a hugely successful global industry that designs and markets shoes and apparel (Coakley & Kates, 2013). Most of Nike’s products are subcontracted and manufactured overseas in countries such as China, India, Vietnam, Indonesia and Korea. For decades, Nike has been embroiled in controversy where critics claim its products are manufactured in foreign factories with substandard working conditions and disregard to labor laws (Powell & Zwolinski, 2012). As a result, Nike has initiated numerous policy changes in an effort to silence these criticisms. While Nike has definitely made great strides in turning around its image, it continues to struggle with allegations from critics. Nike’s Responsibility for Working Conditions Should Nike be held responsible for working conditions in foreign factories that it does not own, but where subcontractors make products for Nike? Nike should be held responsible for the working conditions in foreign factories where subcontractors make products the company sells. Although Nike does not actually own the foreign factories, the workers are employees of Nike and Nike is the beneficiary of the products they are making. Thus, Nike is responsible (at least in part) of the working conditions endured by those that work there. Labor Standards of Foreign Factories What labor standards regarding safety, working conditions...
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...6 The regulation issue for the labour market Labour law, and government policies 6 Responsive regulation, a solution to the deregulation policy problems ? 7 Conclusion 8 2 Introduction Globalisation represents a set of elements that have profoundly altered the world economy, the international trade, and the relations between each country. The globalisation has also changed the labour market and work in all countries, creating a "global work" market. The labour market is divided into two parts around the world: the labour force in developed post-industrial economies, which is a very expensive labour and less productive but provided high quality goods and a labour of works from developing countries, which offered low wage rates and few workers rights. In their search for economy and profits, multinationals have become increasingly interested in the potential offered by developing countries in terms of manpower often less expensive than in their countries of origin. Moreover, the deregulation policies pursued in United States during the '80s, have offered to the multinationals more freedom of action and more opportunities around the world. Asia was the cradle of the first movement led by multinationals offshoring, in their search for productive economy. However, this labour has often been misused, paid with low wages, often composed of children, and working conditions which violate international labour laws. It therefore...
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...Labor and Employment Law Western Governors University This report is in response for a request to analyze three situations to identify if any employment laws were violated. Situation A: An employee was granted an 11 week leave for the birth of his twins. The employee was able to return to his former position with the same rate of pay. The employee requested to be paid for his absence and that request was denied. This employee was granted leave based on the Family and Medical Leave Act (FMLA). This act allows employees, who meet the eligibility requirements, to take a specified time period off from work to meet family, medical or military obligations. An employer is obligated to provide leave if the company has 50 or more employees. (J.J. Keller & Associates, Inc., 2011) This company has 75 employees so is covered to provide employees with FMLA if needed. An employee is eligible for FMLA if he/she has worked for the employer for a minimum of 12 total months. The employee in question has worked for the company for 2 years, so is therefore eligible. The Family Leave and Medical Act allows for an eligible employee to take up to 12 weeks of leave for the birth and care of a newborn as one of the acceptable reasons. Some other reasons would be adoption, to care for an immediate family member...
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...Situation A - Family and Medical Leave Act of 1993 In this situation Employee A has taken 11 of his guaranteed 12 weeks of leave provided by the Family and Medical Leave Act of 1993 (FMLA). This leave is unpaid, however ensures that the employee’s medical coverage is maintained during the entire absence from work. “The FMLA entitles eligible employees of covered employers to take unpaid, job-protected leave for specified family and medical reasons with continuation of group health insurance coverage” (United States Department of Labor, 2015). To be eligible for family or medical leave, an employee must have worked for the employer for a minimum of 12 months, completed 1,250 hours of work in the last 12 months and work at a location with a minimum of 50 employees in a 75 mile radius (United States Department of Labor, 2015). Employee A has been with the company for the required time and the company has more than the required number of employees, it is never stated if he has achieved the minimum number of work hours requirement. There are a variety of reasons that a person can request leave and they include birth of a child, care for a newly adopted or fostered child, or serious health condition of an employee or immediate family member. Employee A is taking leave in part because his wife is delivering prematurely. This is covered under the FMLA since he is experiencing a family medical situation and caring for his newborn child. Employee A has only used 11 of...
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...Project Report on Expectations of Foreign Investors in terms of Labor Laws India, like other countries worldwide, is experiencing the effects of globalization. In order to make conditions friendlier for investors, there is a need for adaptability. Labor legislation, such as the Indian Disputes Act and Contract Labor (Regulation and Abolition) Act, are now under debate, along with issues concerning special economic zones. Submitted by: Introduction There has been a steady expansion of foreign investment in recent decades. The upward trend is particularly strong for less developed countries, signifying the increased importance for these countries of FDI, as well as the increased presence of multinational firms. Alongside the expansion of FDI have risen concerns regarding competition between countries or regions to attract FDI. After adopting new economic policy by government of India in July 1991 many foreign investors came in the Indian economic scene because the government of India gave many incentives to the foreign investors. So it is clear that government opened the doors of Indian market to foreign investors. With more companies operating internationally, the impact on various business functions and labour laws in India is becoming more pronounced. Globalization, and the need to attract...
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...Employment Law Paper BUS415 July 17, 2009 Employment Law Paper The history and evolution has changed considerably over the past century. Back in the early 1800’s, our country became industrialized. This meant that owners and shareholders became more powerful in making decisions on how employees will work and perform under their business. Becoming industrialized also meant that employees needed protection from being over worked, under paid and age limits needed to be set so that big corporate employers were not working minors. This protection by both “…federal and state legislation were enacted to protect workers’ rights.” (Cheeseman, 2007) These protections that were enacted by the legislative branch included, but not limited to, Title VII of the Civil Rights Act of 1964, the Pregnancy Discrimination Act, the Americans Disabilities Act, the Age Discrimination in Employment Act, and the Family Medical Leave Act. One employment situation that comes to mind is a situation where an employee had to take Family Medical Leave Act (FMLA) due to a pregnancy. Additionally, she also has Muscular Sclerosis. The employee was employed with the company for nineteen years and the company was well aware of her existing condition of muscular sclerosis when they had hired her. Her work performance was always spot on and she knew the job inside and out. Her proper employee title was Technical Writer. She drafted reports that only an expert could put together and she was the perfect...
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...Foxconn Suicides Abstract As globalization affected the whole world, the contradiction between leaders and labors has become a world-wide problem. In China, a series of employees’ suicides attracted the public and media’s concentration to consider this problem. A Taiwanese electronics corporation, is acting as the protagonist in this issue and now earning an internationally notorious reputation of running sweatshops. This paper analyze the cause of ongoing trend of exploitation of workers in China with the example of Foxconn, and examine the reasons behind those suicides from the perspective of management, workers and related laws. Based on the fundamental information of China, to illustrate my own analysis about this case from ethical and legal point, and to criticize Foxconn’s management strategy, industrial relations and the gaps of Chinese laws. Keywords: workers’ exploitation, China, Foxconn, suicides, inustrial relations 1. Introduction 1.1 Background and significance of the topic With the rapid development of Chinese economy and the increasing globalization of business competition, the various types of enterprises in China have been booming development, rapid increases in the number and size of foreign investment in China to hire to do business, and further reform of state-owned enterprises increase, the private sector, the number and the number of employees of private enterprises in recent years, is also rising, along with the development of enterprises...
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