...Issues, Solutions, Pros & Cons: Everything You Should Know About The Family and Medical Leave Act (FMLA) Traci Johnson ENG.215: Research and Writing Prof. D. Meadows What is FMLA? How does it work? These questions are very common when it comes to FMLA. Many people do not understand the fundamentals of this act, nor the effects that it can have on the employer as well as the employee, and fellow employees. Throughout this paper, you will learn what FMLA is, how it works, the issues, pros, and cons of this act, as well as solutions that could better this act, and help it to be more easily understood and beneficial to all parties involved. What is FMLA? FMLA is the abbreviation for the Family and Medical Leave Act; which is a bill that was passed in 1993. This bill states that federal law required companies and employers, who employ more than 50 employees, must provide their employees with 12 work weeks of job-protected and unpaid leave for qualified medical and family reasons. However, not all employees will qualify to receive leave under the Family and Medical Leave Act. There are several qualifying factors that determine whether or not the employee is eligible for leave under this act, and whether or not a company is even required to honor leave under this act. It is required by law that all public, state, local, federal, and educational agencies, and all private sector employers who employ 50 or more people for at least 20 workweeks in a 12 months year...
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...reflect intrinsic type of rewards. Extrinsic rewards are tangible and take both monetary and nonmonetary forms. * Role of the HR unit in compensation * Internal equity * External equity * Meet/lag/lead strategies * FLSA * Exempt / nonexempt * 5 categories of exempt employees * Overtime * Training & travel time * Independent contractors * How to classify * Tax implications for employers / employees * Market pricing and pros/cons * Pay grades * Red/green circle employees * Pay adjustments (e.g. seniority) Chapter 12 – Incentives * Variable pay philosophy * How variable pay motivates employees * 3 categories of variable pay * Types of individual incentives * Gainsharing and how different from profit sharing * 3 types of commission pay plans and which is the most common * Examples of performance incentives * Why incentives should be tied to organizational goals * Pros/cons of bonuses vs. merit pay Chapter 13 – Benefits * why employers offer benefits * flexible benefits * adverse selection * employee choice in benefits selection * personal statement of benefits * legally required benefits and discretionary benefits * workers’ compensation / unemployment / severance * recent trends in healthcare insurance * HMO / PPO / POS * Health savings...
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...on current laws, implementation processes, and effects of implementation one is able to weigh the pros with the cons. Is simply having FMLA in place enough? Is it a policy that is too easy abused? The FMLA entitles eligible employees to take up to 12 weeks of unpaid, job-protected leave each year for specified family and medical reasons. The FMLA applies to all government workers and private sector employers that employ 50 or more employees within a 75-mile radius (Barth, S. & Hayes, D. K. 2009). Having this particular benefit, allows for employees to take time off in order to care for loved ones. This also guarantees the employee will not lose their job. Besides sick time, having additional benefits such as FMLA can help the employee deal with any family emergency. To be eligible for these benefits, an employee must have worked for an employer for a total of 12 months (not necessarily consecutively) and must have worked for the organization at least 1,250 hours in the past 12 months. These employees are generally guaranteed their current job, or one equal to it, on their return. If, however, an organization can show that it will suffer significant economic damage by having a “key” employee out on FMLA leave, the organization may deny the leave (DeCenzo, D. A. & Robbins, S. P. 2007). There are some guidelines to taking FMLA, and for good reasons. In order to take the FMLA benefit, the...
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...Annotated Bibliography: Women’s Rights Introduction: This paper looks at maternity leave in the U.S. and discusses both pros and cons to leave policies and the difficulties women have in the workplace as it relates to maternity leave. Maternity leave is a big issue in this country. Many political aspects to this issue are being dealt with and the hope is that women will benefit from the awareness of changing maternity leave policies throughout the U.S. Eight articles were reviewed and summarized in the annotated bibliographies below. These articles were found using the databases that were discussed. We chose these sources because they had to do with the idea of women’s rights involving maternity leave. The sources are put into three subheadings. The first subheading is The Family and Medical Leave Act, which talks about what rights women have concerning maternity leave. The second subheading is the Effects of Childbirth, which discusses the problems with childbirth. The third subheading is Changing the System, which talks about why the system should be changed and the benefits that come with changing it. Annotations: The Family and Medical Leave Act Kaufman, Gayle, Clare Lyonette, and Rosemary Crompton. "POST-BIRTH EMPLOYMENT LEAVE AMONG FATHERS IN BRITAIN AND THE UNITED STATES." Fathering 8.3 (2010): 321-40. ProQuest. Web. 5 Oct. 2015. This study compares the policies of paternity leave in the United States and in Britain. Studies show a positive correlation with father...
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...all over America. This paper examines many contributing factors that determine the work life balance of families and they include ethnicity, social status, type of work, work leave policies, flexibility of employers, and what industry employees are employed in. There are few government regulations that help with the work-life balance of employees. Most of the work-life balance decisions are made by the employee’s family structure and employers policies. When there are work life imbalances stress, spillover, and burnout occur at work and also effect the family. This literature review aims at looking at all the factors that contribute to the growing issue of work-life balance in America. Currently only one law, the Family Medical Leave Act (FMLA) passed by the United States (US) government gives employees unpaid time off for certain situations. The review reveals a lack of US government and private companies’ involvement in creating better work-life balance policies for employees. Work-Life Balance People across the United States struggle with work-life balance. Married and un-married people are just trying to make ends meet and provide for family. The same people have to make sure the house stays maintained and children are taken care of. Finding time for stress relieving activities or something enjoyable can be tough. Companies can help with work-life balance by providing certain policies to increase the satisfaction of work and life. Studies have shown...
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...Table of Contents Cover page ………………………………………………………………………………………..1 Table of Contents …………………………………………………………………………………2 Abstract …………………………………………………………………………………..……….3 Background ……………………………………..………………………………………………4-5 Concept Definitions ……………………………………………...…………………….…….…5-6 The creation of Unions……………………………………………………………….…………6-7 Pros and Cons of Union Membership…………………………………………..…………….....7-9 Today’s need for Unions ……………..…………………………………………………..…...9-10 Conclusion ……………………………………………………………………………………....10 References ……………………………………………………………………………………….11 Abstract This paper will examine whether or not there exist a current need for labor unions. ? During the 1700’s to early 1800’s, men, women, and children were treated to unbearable working conditions, low wages, and long hours. Over time the workers became fed up of the abuse and decide to unite and make changes. This change resulted in the creation of labor unions. Through, the creation and use of these unions, workers have enjoyed perks such as 40 hour work days, certain benefits and better working conditions. Over the years, the labor force has undergone multiple changes. Laws were enacted to protect employees and hold employers accountable for their abuse of personnel. With the creation and passing of the multiply employment laws, one must ask, does the need for unions still exist? Do they still serve a function or have they out served their purpose? ...
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...PAD 530 Week 1-11 Discussion Questions Solved Follow www.hwmojo.com link below to purchase solution http://www.hwmojo.com/products/pad530-discussions We have all assignments for PAD 530. Email us support@hwmojo.com Week 1 DQ 1 "Public Human Resource Management" Please respond to the following: • Analyze the topics discussed in Chapter 1, with the exception of the laws. Select two topics and discuss two positive effects and two challenges the topic poses for human resource departments in the public sector. Follow this Format when responding: Positive Effect 1 Place your response here! Positive Effect 1 Place your response here! Challenges 1 Place your response here! Challenges 2 Place your response here! References: Cite your sources for information and data provided, just as you would in any written assignment. See the Citations.doc (Located in the Student Center) for more information. Week 1 DQ 2 "Public Human Resource Management in the News" Please respond to the following: • From the e-Activities, discuss the current event you reviewed from the selected agency and determine the cause of the issue, noting if the cause was due to neglected public bureaucracies from elected and appointed officials. Discuss at least two results of the issue. Follow this Format when responding: Current event and cause of the issue Place your response here! Was cause due to neglected public bureaucracies from elected and appointed officials...
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...BOOKKEEPING & ACCOUNTING SYSTEMS Why do bookkeeping? Bookkeeping has two primary functions: to provide you with information that will allow preparation of tax reports, and to provide information that will help you manage your business, see trends and implement changes. Satisfying the tax requirements is how many small businesses organize this function within their company. I would rather see you focus on the management information systems, and make sure they do the job for the taxman. The keeping of timely and accurate financial records is imperative if any business is to succeed. You want to set up a system that is as simple as possible, yet acquires the necessary information to help you better manage the business. Over time, you will learn to read your financial reports so that at a glance you can determine how you are doing, and look at making changes which will correct those things that you are not comfortable with. Should I hire an accountant? This depends on what your skills, time availability, and complexity of the business you are starting. In general, most all business should be using the services of a tax advisor or accountant for some matters. The tax codes change rapidly, and keeping up with all the changes and provisions make it difficult to be a do-it-yourselfer in this area. You can do much of the work yourself, and then have an accountant review and make recommendations. Another approach is to use the services of an accountant to begin, and...
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...Running head: RIORDAN MANUFACTURING Riordan Manufacturing BSA375 Ed Odjaghian July 16, 2012 Abstract Riordan Manufacturing Chief Operating Officer, Hugh McCauley, has hired Butner Consulting to integrate all existing Human Resource tools into a single integrated application for all Riordan Manufacturing locations. Riordan Manufacturing wants to take advantage of a more sophisticated, state-of-the art, information systems technology in their Human Resources department ("Service Request Riordan Manufacturing", 2011). Butner Consulting will be responsible for defining the business requirements for the development of the HR system to support the objective of this request. Butner consulting will create a detailed system design and project implementation plan required to complete this project. This project is expected to be completed within six months so the new system can be utilized in the second quarter of next year ("Service Request Riordan Manufacturing", 2011). Stakeholders During this System Development Life Cycle the first phase is “analysis.” Analysis involves detailing the business requirements for the project and what is expected. This stage places a great deal of emphasis upon stakeholder involvement in drafting, reviewing and approving the requirements. These requirements are prioritized in discussion amongst stakeholders so that critical success factors can be defined. Stakeholder involvement is essential to work towards success and satisfactory...
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...Does a Paid Parental Leave Policy Create an Organizational Culture that Contributes to the Advancement of Women in Government? April 23, 2015 Jessica Butherus, Amber Chaudhry, LeBrit Nickerson, Caty Rogers & Marcia Straut I. Introduction The 1993 Family and Medical Leave Act (FMLA) was a vital step toward improving workers’ access to leave, in order to help care for new children or ill family members. Unfortunately, the law does not require employees to be paid and does not cover organizations with less than 50 workers. Therefore, many workers still do not have access to leave, and those that do often find it financially difficult to take advantage of the benefits (Gault, Hartmann, Hegewisch, Millie, and Reichlin, p.4). With no legal requirements, only 11% of employees working in the private sector and only 16% of government employees have access to paid leave (Rosen). Discussion of paid parental leave has recently made it back in the spotlight. This January, President Barack Obama signed a presidential memorandum directing agencies to allow federal employees to take up to six weeks of advanced sick leave to care for a new child or ill family member (Mufson and Eilperin). City governments, including Boston and Seattle, recently announced paid parental leave policies of their own (O’Brien, Capitol Hills Time Staff). As aspiring female leaders in the federal government, we chose to explore: Does a Paid Parental Leave Policy Create an Organizational Culture that...
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...Human Resource Management, 12e (Dessler) Chapter 10 Coaching, Careers, and Talent Management 1) Which of the following terms refers to educating, instructing, and training subordinates? A) mentoring B) coaching C) appraising D) grading E) recruiting Answer: B Explanation: Coaching means educating, instructing, and training subordinates. Mentoring means advising, counseling, and guiding. Recruiting refers to searching for job candidates. Diff: 1 Page Ref: 344 Chapter: 10 Objective: 1 Skill: Concept 2) The process of advising, counseling, and guiding employees is known as ________. A) coaching B) appraising C) assessing D) mentoring E) training Answer: D Explanation: Mentoring means advising, counseling, and guiding. Coaching means educating, instructing, and training subordinates. Both coaching and mentoring skills are needed for appraising employees, but appraising and assessing refer to rating an employee. Diff: 1 Page Ref: 344 Chapter: 10 Objective: 1 Skill: Concept 3) ________ focuses on helping an employee make long-term career plans, while ________ addresses an employee's short-term job skills. A) Mentoring, coaching B) Coaching, mentoring C) Recruiting, coaching D) Recruiting, mentoring E) Mentoring, recruiting Answer: A Explanation: Mentoring means advising, counseling, and guiding an employee towards long-term career goals. Coaching means educating, instructing, and training subordinates in performing short-term job-related...
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...This week's graded topics relate to the following Terminal Course Objectives (TCOs): A | Given an organizational requirement to conform business practices to both the law and best ethical practices, apply appropriate ethical theories to shape a business decision. | I | Given specified circumstances of a business decision to expand to international markets, determine what international legal requirements or regulatory controls apply. | Topics for This Week's Discussion * Introduce yourself to your professor and the rest of the class. (not graded) * Thread over TCO A/I (graded) * Ethics and Patent Rights Post 9/11 (graded) * Q & A Forum for your questions and comments (not graded) | | There is a drop down arrow next to the "Select a Topic" box. Click on this arrow to select topics for discussion. | ------------------------------------------------- Top of Form Select a Topic: Bottom of Form The World Bank Situation (graded) | Class, please read Chapter 2, problem 5 from the Jennings text, p. 72. This week, we will discuss the Wolfowitz situation at the World Bank. Consider the questions at the end of the problem as you make comments in the threads this week. What are the ethics here? Was Wolfowitz trying to do the right thing? Does that make a difference ethically? Throughout the week, I will bring in further questions. Be sure to read the lecture and the international ethics article stated in your reading for the week as well. | ...
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...Comprehensive Business Process Review and Audit Final Report Prepared for Vermont Electric Cooperative, Inc. December 24, 2007 Proprietary & Confidential This document includes information that is proprietary and confidential to Stone & Webster Management Consultants, Inc. (Stone & Webster Consultants) and shall not be disclosed outside the Recipient’s organization. This document shall not be duplicated, used, or disclosed – in whole or in part – for any purpose other than evaluation of this document by the Recipient. This restriction does not limit the Recipient’s right to use information contained in this document, if it is obtained from another source without restriction. The information subject to this restriction is contained in pages of this document marked “Proprietary & Confidential”. This document shall be returned to Stone & Webster Consultants upon its request. Mr. David Hallquist CEO Vermont Electric Cooperative, Inc. 42 Wescom Road Johnson, Vermont 05656-9717 Subject: Final Report of the Comprehensive Business Process Review and Audit (BPRA) Efforts December 24, 2007 Dear Mr. Hallquist: Stone & Webster Management Consultants, Inc. (Stone & Webster Consultants) is pleased to submit our team’s report resulting from our efforts to provide a Comprehensive Business Process Review and Audit (BPRA) to the Vermont Electric Cooperative, Inc. (VEC). We have incorporated those comments that we felt were appropriate in this final version of the report...
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...IIBM Institute of Business Management HUMAN RESOURCE MANAGEMENT www.iibmindia.in Subject: HUMAN RESOURCE MANAGEMENT Credits: 4 SYLLABUS Introduction to Human Resource Management Introduction: Nature, Philosophy, Need, Objectives and Evolution of Human Resources Management; HRM Functions; HRD Concept; HRD Strategy; HR Responsibilities; Environmental Factors of HRM: Environmental Factors, Challenges to HRM. Concepts and Process of Human Resource Planning Human Resource Planning: Importance, Process, Barriers; Strategic Planning; Human Resource Information Systems (HRIS); Forecasting Demands: Forecasting Supply; Man Power Forecasting. Emerging Trends in HRM Outsourcing and its HR Dimensions; Human Resource Planning and Downsizing: Voluntary Redundancy and Ways of Downsizing Processing; Importance of Bench Marking; Case Study: Bench Marking VRS Practices and Compensation Management. Job Analysis: Recruitment and Selection Job Analysis: 6 Steps, Job Description vs. Job Specification, Methods of Collecting Job Analysis Information; Role of Recruitment and Selection: Situational Factors in Recruitment, Recruitment Policy, External and Internal Sources of Recruiting and its Merits and Demerits, Selection Process and its Types, Structured Interview Guide. Training and Development Orientation; Training and Development; the Steps in Training Process; Career and Succession Planning: Career Stages, Career Development, Career Management Succession Planning; Case Discussion...
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...Instructor’s Manual Jane Murtaugh College of DuPage BUSINESS IN ACTION 3rd Edition COURTLAND L. BOVEE JOHN V. THILL & BARBARA E. SCHATZMAN Introduction This Instructor’s Manual brings together a set of completely integrated support materials designed to save instructors the trouble of finding and assembling the resources available for each chapter of the text. 1. Course Planning Guide Included in the guide are suggestions for course design, classroom activities, and supplemental teaching aids. 2. Learning Objectives and Summary of Learning Objectives For each chapter, learning objectives and the summary of the learning objectives are listed. 3. Brief Chapter Outlines For each chapter, a brief chapter outline is provided. 4. Lecture Notes and Chapter Outlines For each chapter, a comprehensive outline is provided, as well as a variety of stimulating lecture enrichment materials. 5. Real-World Cases At least two real-world cases related to chapter material are included for each chapter. 6. Answers to End-of-Chapter Questions Answers to the end-of-chapter questions are provided, as well as suggested teaching tips when appropriate. 7. Answers to See It on the Web Exercises Following the end-of-chapter questions, answers to the See It on the Web Exercises can be found, along with tips for the instructor. Answers to Boxed Features In each chapter, students are presented with at least two supplemental “boxes,” both containing questions about the material discussed. Answers...
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