...Support@homeworklance.com or lancehomework@gmail.com 1. The process of evaluating an employee’s current and/or past performance relative to his or her performance standards is called ________. • employee selection • recruitment • performance appraisal • organizational development 2. The “S” in the acronym for SMART goals stands for ________. • straightforward • specific • strategic • support 3. Who is the primary person responsible for doing the actual appraising of an employee’sperformance? • the EEO contact person • the company appraiser • the employee’s direct supervisor • None of the above. 4. Because in most organizations there is a hierarchy of goals, employee performance standardsshould ________. • make sense in terms of the broader organizational goals • be standard • be decided by the top executive • All of the above. 5. Besides the supervisor, which of the following is available to managers as an alternative sourceof performance appraisal information? • the employee • rating committees • peers • All of the above. 6. Suppose you have five employees to rate. You make a chart of all possible pairs of employees for each trait being evaluate Then, you indicate the better employee of the pair for each pair. Finally, you add up the number of positives for each employee. In this case, you have used the________ method of performance appraisal. • forced distribution • alternation ranking • paired comparison • graphic ranking scale ...
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..."Fair Labor Standards Act." Fair Labor Standards Act. N.p., n.d. Web. 25 Feb. 2016. (History Of Minimum Wage) President Franklin D. Roosevelt characterized the Fair Labor Standards Act of 1938 (FLSA), as “the most far-reaching, far-sighted program for the benefit of workers ever adopted in this or any other country.” A law drafted by Senator Hugo Black of Alabama and signed into law in June 1938, the FLSA was designed to “put a ceiling over hours and a floor under wages” by establishing an eventual maximum 40 weekly work hours. Henderson, David R. "Raising the Minimum Wage Will Not Reduce Poverty." Poverty. Ed. Viqi Wagner. Detroit: Greenhaven Press, 2007. Opposing Viewpoints. Rpt. from "The Negative Effects of the Minimum...
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...Running Head: BENEFITS OF FLEXIBLE SCHEDULES Prepared For Sandra Haynes, Accountant Manager Haynes Accounting and Tax Services Prepared By Victoria M. Foster, Accountant March 5, 2013 Contents i. Executive Summary………………………………………………………………..IV I. Introduction………………………………………….……….………………………5 II. Current Research……..…………………………………………...………………..6 III. Benefits and Challenges of a Flexible Work Schedule …... ……………...…....7 IV. Benefits of a Flexible Work Schedule……………………………………....….....8 V. Recommendations and Conclusion ………………………………...…….………8 VI. References……..………...…..………………………………………...………….10 EXECUTIVE SUMMARY Haynes Accounting and Tax Services is a mid-size accounting firm that specializes in accounting, bookkeeping, payroll services, business incorporation (S-corp & LLC), and tax preparation services in the Greater Baton Rouge Area. They have worked closely with their clients to understand their precise needs and support them in achieving their business goals. Their team has proficiency in tax preparation and tax planning, internal auditing, budgeting, financial planning in addition to other areas and with many years of experience serving the local community, they have developed a unique of record of truthfulness and expertise. Haynes Accounting and Tax Services employees will benefit from implementing a flexible work schedule in several ways, {a} employees with families may utilize their work...
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...Case Study 1 Exempt or Nonexempt Employees Shawnte Reed Liberty University Compensation Management BUSI 645-B01 Dr. Ed Sherbet Case Study 1 Exempt or Nonexempt Employees There are many benefits to having a management or leadership position. A manager is normally paid a salary, while lower level workers are paid an hourly wage. Some other benefits managers usually receive are sick leave and vacation time. However, there are drawbacks to having a management position such as overtime and working hours. Managers often are exempt from overtime pay even when they work extended hours during the work week. Consequently, managers are paid the same amount of money whether they work eight hours or twelve hours. This case study involves Jane, a shift leader at a department store. Jane does not receive overtime pay even though she works up to 50 hours per week because she is an exempt employee. Policy pertaining to overtime pay is set by the Fair Labor Standards Act (FLSA). According to the FLSA, “ employers are to pay overtime rates (one-and-a half times regular pay) for any hours worked in excess of forty hours in a work week with exemptions for employees acting in an executive, administrative, or professional capacity” (Dorris, 2009, p. 1253-1254). Exempt employees fill positions that are classified as executive, learned professional, administrative, computer, outside sales, and creative professional. Jane is classified as an exempt employee because she is part of...
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...References ………………………………………………………………...Page 9 Jake’s scope of employment The relationship between the employer and employees determines the success of a business to a great extent. The employee owes his loyalty and obedience to his employer. He has to be honest to his employer and must give his best in his work as he is bound by the contract he would have signed at the time of his appointment. The employee is supposed to be following all lawful and clearly given command of his employer and any deviation or dereliction of duty is punishable under law as well. So the employee is bound by rules and regulations at his work place and is liable for a penalty or punishment in case of violation of any kind. On the other hand the employer is also bound to abide by certain conditions at the work place to act with the employees, as he has to be very clear in giving instructions and commands to his employees, otherwise there is every possibility of the employee committing errors in their work. Thus both the employer and the employee should perform their part of the duty in the best interest of the business and attract more customers. The atmosphere at the...
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...Overview of the Federal Minimum Wage The Fair Labor Standards Act (FLSA), a law that guarantees employees and youth a fair minimum wage and overtime pay. It is regulated by the Wage and Hour Division (WHD) of the U.S. Department of Labor (DOL); it mandates employers to pay all nonexempt employees a federal minimum wage no less than the determine amount set by the government (U.S. DOL, 2011). Unfortunately, the federal minimum wage still sits at $7.25 per hour and has remained the same since George W. Bush signed a law to change it on July 24, 2009 (Risher, 2013; U.S. DOL, 2011). So, why did so many government officials decline the increase of the federal minimum wage and why do they fear the positive impact that the increase will have on America? This paper intends to briefly discuss six laws, all pertaining to federal minimum wage introduced to the House of Representatives within a year and highlight one member of the senate who disapproved the law for passing. In addition, this paper will briefly point out statements made about why some Senators chose to decline the bill; and finally, this paper intends to briefly explain any legal issues preventing the wage increase and implications for management. Start of Hope: Minimum Wage Fairness United States senators and representatives have introduced numerous federal minimum wage bills to the House of Representatives in order to amend the Fair Labor Standards Act (FLSA) during their term. These bills were designed to either...
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...will survey employment laws as well as how these laws are applied. I will also study the penalties of noncompliance of the different laws. There are different employment laws an institute must follow to stay in compliance. If these laws are not followed by the business, it can lead to various penalties. There will be three employment acts that I will give you some insight on in the memo. They are as follows: The Occupational Safety and Health Act, The Age Discrimination in Employment Act of 1967, and Fair Labor Standards Act (FLSA). Understanding the acts and how they how are important part to your business venture to keep you from being penalized for not being in compliances with then will hurt you and the company’s reputation. The Occupational Safety and Health Act is administered by the Occupational Safety and Health Administration (OSHA). The Occupational Safety and Health Act is ordered by the Occupational Safety and Health Administration (OSHA). The law was ratified to that businesses provides organizations with a harmless and vigorous work atmosphere. “Every employer covered by the Occupational Safety and Health Administration (OSHA) who has more than 10 employees, except for employers in certain low-hazard industries in the retail, finance, insurance, real estate, and service sectors, must maintain specific records of job related injuries and illnesses” (Department of Labor, 2013). The act prevents workers from being killed or seriously injured while in the workplace...
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...direct financial payments to employees: 1. Time-based pay 2. Performance-based pay Legal Considerations in Compensation Various laws specify things like minimum wages, overtime rates, and benefits. For example: 1. 1931 Davis-Bacon Act allows the secretary of labor to set wage rates for labourers and mechanics employed by contractors working for the federal government 2. 1936 Walsh-Healey Public Contract Act sets basic labor standards for employees working on any government contract that amounts to more than $ 10.000 3. Title VII of the 1964 Civil Rights Acts makes it unlawful for employers to discriminate against any individual with respect to hiring, compensation, terms, conditions, or privileges of employment because of race, color, religion, sex, or national origin. 4. 1938 Fair Labor Standards Act contains minimum wage, maximum hours, overtime pay, equal pay, record-keeping, and child labor provisions that are familiar to most working people. One familiar provision governs overtime pay. It says employers must pay overtime at a rate of at least one-and-a-half times normal pay for any hours worked over 40 in a workweek. The FLSA also sets a minimum wage, which sets a floor for employees covered by the act (and usually bumps up wages for practically all...
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...Child Labor: An Unrecognized Global Issue Abstract There is much knowledge that needs to be gained globally about child labor. Society needs to find ways to increase awareness in this matter. History has shown that child labor was almost necessary for the survival of families through hard economic times. The concept of children rights brought major change to the outlook of child labor. Children have the same large scale rights as adults do. Conventions have been established in place to protect the right of children here in the United States. Although our government has many laws in reference to child labor other nations do not recognize it as problematic and so it continues. In other countries children are being exploited by employers. These children are stripped of their right to have an education, a prosperous childhood, and of other rights. It can affect a child’s health and development. The objective of the following research paper is to raise awareness of the worldwide child labor issue and summarizes what is being done to help battle the issue. Introduction: Any issue that involves the abuse of young children is a sensitive matter. Images exist of children enduring maltreatment and abuse in different work settings. Child labor has been a long existing nationwide issue and although it is seen as a form of child abuse by many there are those that see it as a norm. Cultures in foreign nations believe that by placing a child in money paying work conditions...
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...duty is punishable under law as well. In other words, the employee is bound by rules and regulations at his workplace and it could be liable for a penalty or punishment in case of violation of any kind. The employer is also bound to provide certain workplace conditions to the employees and the employer needs to give clear instructions to his employees to avoid errors. Thus both employee and employer should perform their part of duty in the best interest of the business and attract more customers. In Longmeid v. Holliday, the distinction is recognized between an act of negligence imminently dangerous to the lives of others, and one that is not so. In the former case, the party guilty of the negligence is liable to the party injured, whether there be a contract between them or not; in the latter, the negligent party is liable only to the party with whom he contracted, and on the ground that negligence is a breach of the contract (6 Ex 761, 155 ER 752). Every man who, by his culpable negligence, causes the death of another, although without intent to kill, is guilty of manslaughter. (2 R. S. 662, § 19.) A chemist who negligently sells laudanum in a phial labeled as paregoric, and thereby causes the death of a person to whom it is administered, is guilty of manslaughter. (Tessymond’s case, 1 Lewin's Crown Cases, 169.) “So highly does the law value human life, which it admits of no justification...
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...Wal-Mart Case Study 22 Heather Rourk MBA 6301 October 30, 2012 Wal-Mart is a billion dollar company that has thousands of stores and millions of employees. Naturally issues are going to arise in any organization, but when there is a company as large as Wal-Mart, these issues will be public and become headline news. Wal-Mart has been the center of attention over the past decades regarding the ethical and unethical practices within the organization. Many lawsuits were filed by current and previous employees in regard to the unethical practices of Wal-Mart. Some of these unethical practices are making employees work-off-the-clock, sexual discrimination, health benefits, and the use of illegal aliens for employment, unions, and child labor laws. In the following paragraphs, this case study will be broken down into further explore these unethical issues with Wal-Mart and how Wal-Mart decided to handle each of these issues The major issue regarding Wal-Mart recently is the “off-the-clock work” that management enforces inside their stores. According to Stanwick and Stanwick (2009), between 2000 and 2001, 11 states had pending lawsuits against Wal-Mart for “refusing to pay overtime for workers and failing to compensate workers when they worked during their scheduled breaks.” The company settled many of these lawsuits, but the practices still continued throughout the years. One employee stated in his or her complaint against Wal-Mart...
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...Abstract In this paper will examine the use of underage labor by foreign companies and what relationships US companies have with these companies. I will discuss the laws concerning child labor in different countries and how they compare to the US laws. I will inspect the US corporations that use facilities in other countries and if these facilities utilize child labor in their production processes. I will also look at the benefits to using child labor and what if any benefits the children get from the companies who employee them. Finally I will observe whether or not US corporations violate any laws by having partnerships with these oversea companies that utilize child labor, and if they have an ethical responsibility to terminate these partnerships if child labor is used by their oversea partners. Child labor is defined as any employment that harms children’s health or stops children from attending school. The International Labor Organization believes that 215 million children between the ages of 5 and 17 works under conditions that is illegal, hazardous, or exploitative throughout the world (Child Labor Public Education Project, 2012). Children have been used throughout American history. American farmers, for example, have used their own children to help with jobs on the farms for many years. But as people moved away from the farmlands and into manufacturing areas, some of these companies began to hire children to work for them. Children worked in mines, glass...
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...was developed in the 19th century under the theory that it would be just as fair for an employer to terminate an employee for any reason, as it would be for an employee to resign from employment at any time. There have been a few exceptions to this doctrine, but because they are so broad, the conditions under which an employee can claim their termination is unlawful is difficult to prove. According to the Bureau of Labor Statistics, there are three exceptions to the employment-at-will doctrine. These address terminations that do not seem just although they technically comply with the doctrine requirements (Muhl, 2001). The first exception is a termination that undermines an action that would be beneficial for society, or is a violation of a State’s public policies. The next exception prohibits employee termination after an implied contract has been established from written assurances, a company handbook, policies or behavior. Finally, an implied covenant of “good faith and fair dealings” between employer and employee is an exception that is the least used among the 50 states. In certain cases, such as those protecting financial service sectors and federal employees, whistleblowing is not a legal ground for termination. A whistleblower is someone who seeks to protect the integrity of a company by disclosing unethical or illegal activities to supervisors, regulators or the media in some cases. The desired result, for a whistleblower, is corrective action by the organization...
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...Assignment 5-3: Case Analysis Chapter Problems Chapter 16 (7-9) 7. Q: Was this a workplace safety violation? A: Yes Q: Why or why not? A: Under the OSHA, employers who violate the federal and state law while employees are seriously injuries at work are supposed to be issued a citation. Since Jerry Lewis and Fred Lake were seriously burned and injured at the company barbecue, there was a safety workplace violation. The occupational Safety and Health Act is supposed to free employees from recognized hazards that are likely to cause death or serious physical harm. The propane tank caused harm to two Safeway employees. 8. Q: Is being a professional an exempt from the requirement to pay overtime under FLSA? A: Yes Q: Are pharmacists professionals? A: Yes Q: How do you think the court will rule? A: The court will rule in favor of Baxter pharmacy. Under the Fair Labor Standards Act, all professional employees are excluded from receiving overtime pay from their employers. Since pharmacists are perceived as professional employees they are excluded as well. I think only hourly wage employees can benefit from overtime pay. 9. Q: Did Antonucci have “good case” to quit her job? A: Yes Q: Should Antonucci be permitted to collect unemployment compensation? A: No Q: How do you think this matter was decided by the court? A: Even though Antonucci had a good reason, a safety reason to quit her job, she will...
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...Employer’s Duty of Care Jamie Martinez Law, Ethics, and Corporate Governance Professor Boneita Campbell August 7, 2011 Introduction As employees, we are held to the same standard to act in good faith in whatever position we hold. Employers also have that same duty to take care of the employees that perform the day to day tasks to make the company successful. Whether it is through extra time off, increase in pay, or better benefits employers have an obligation to their employees. Both the employer and employee have a common law duty of care to each other and to other employees. The relationship that employers have with their employee requires that duty of care is displayed by both parties. In addition the Health and Safety at Work Act 1974 requires employers and employees to take reasonable care for the health and safety of everyone at work, including visitors and other non-employees who use the premises. Explain whether Jake’s actions are in or out of his “scope of employment” Accepting a position in an organization means that you have signed an agreement to form a relationship with your employer. The employee is expected to be loyal, obedient, and carry out the duties that he has agreed to perform as stated a contract that would have been signed at the time of hiring. Employees are required to be honest to their employers and must work to the best of their abilities. The employee is supposed to be following all lawful and clearly given command of his employer...
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