...Company Profile: The Levant Sweater LTD is a sweater manufacturing company. This company is a professional apparel manufacturer. We are engaged in all kinds of garment, such as men’s sweater, women’s sweater, children’s sweater etc. With the advanced technologies, rich management experience, exquisite production process and unique, creative design thoughts, our products enjoys good reputations both at home and abroad. All the products we provide are professionally designed and skillfully manufactured. We also accept customized orders to meet your specific requirements. If anyone interested in any of our series of products, or need any related items, please contact us with details of your specific orders. We warmly welcome domestic and foreign friends to cooperate with us based on mutual benefits. The Levant Sweat LTD has strongly believed in some truths which are: 1. Trustworthiness 2. Clear Dealings 3. Always Customers first 4. Quality 5. On time 6. Honesty, and 7. Eternal Relationship. The Levant Sweater LTD clearly follows the terms and condition of Bangladesh Government. The entire act and laws posted by the Government been strongly followed in our terms and condition of company. An agreement to this effect was signed between the Bangladesh Export Processing Zones Authority (BEPZA) and The Levant Sweater Ltd. Basic Information | | Company Name | The Levant Sweater LTD | Business type | Manufacturing | Product/Service...
Words: 29296 - Pages: 118
...Features of the Website The succeeding paragraphs will describe the major features of the US Department of Labor Website at http://www.dol.gov/dol/topic/health-plans/cobra.htm. The first feature is Wages Subtopics. Wages Subtopics provide additional information employees can use to help monitor their wage benefits. By choosing from the Wages subtopics list it will also help employees narrow their browsing. This information is useful so that employees and employers understand employee qualification for benefit programs. The Department of Labor enforces the Fair Labor Standard Act (FLSA), which sets basic minimum wage and overtime pay standards. These standards are enforced by the Department's Wage and Hour Division. This law was enacted in 1938. It protects workers by setting standards for minimum wage, overtime pay, record keeping and youth labor. FLSA covers full-time and part-time workers in the private sector and in federal, state, and local governments. The law may apply to you because of the type of company or organization for which you work, known as enterprise coverage, or the type of work you do, called individual coverage (Roseburg, 2013). Minimum Wage Non-exempt employees must be paid a national minimum wage established by the US Congress. As of July 24, 2009 that wage is $7.25 per hour. Some states have set their own minimum wage. The employer must pay federal or state wages-whichever is higher. Overtime Pay Employers must give overtime pay to non-exempt...
Words: 1793 - Pages: 8
...COMPENSATION ADMINISTRATION Compensation administration is a segment of management or human resource management focusing on planning, organizing, and controlling the direct and indirect payments employees receive for the work they perform. Compensation includes direct forms such as base, merit, and incentive pay and indirect forms such as vacation pay, deferred payment, and health insurance. Compensation does not refer, however, to other kinds of employee rewards such as recognition ceremonies and achievement parties. The ultimate objectives of compensation administration are: efficient maintenance of a productive workforce, equitable pay, and compliance with federal, state, and local regulations based on what companies can afford. The basic concept of compensation administration—compensation management—is rather simple: employees perform tasks for employers and so companies pay employees wages for the jobs they do. Consequently, compensation is an exchange or a transaction, from which both parties—employers and employees—benefit: both parties receive something for giving something. Compensation, however, involves much more than this simple transaction. From the employer's perspective, compensation is an issue of both affordability and employee motivation. Companies must consider what they can reasonably afford to pay their employees and the ramifications of their decisions: will they affect employee turnover and productivity? In addition, some employers and managers believe...
Words: 2277 - Pages: 10
...safety in the workplace. There are two basic levels of workplace safety laws that affect most workers. On a state level it is workers' compensation laws. On a federal level it is the Occupation Safety and Health Act of 1970 (Gomez-Mejia, Balkin, & Cardy, 2010). When it comes to the various objectives, policies, and operations of these two levels of law, one will notice how different they are. This paper will discuss the effects of legal, safety, and regulatory requirements in ensuring employee safety in the workplace. It will also discuss how the Department of Labor and the Occupation Safety and Health Act of 1970 play a vital role in workplace safety. Each state has its own workers' compensation laws, which means that the funding and enforcement of these laws differ by state. The main goal of workers' compensation is to provide compensation to workers who suffer job related injuries or illnesses. Workers' compensation was first established in the early twentieth century. Since 1948, all states have had workers' compensation programs, however it is mandatory in only 47 states(Gomez-Mejia, Balkin, & Cardy, 2010). Workers' compensation is a state administered and employer funded program. They are designed to provide financial and medical assistance to employees who are injured on the job. The goals of the workers' compensation laws are: * Provide prompt, sure and reasonable medical care to victims and to these victims and their dependents. * Provide a...
Words: 1008 - Pages: 5
...Module III: Financial Analysis Cost of Project, Means of Finance, Estimates of Sales and Production, Cost of Production, Working Capital Requirements and its Financing, Profitability Projections, Break Even Point, Projected Balance Sheets, Muti Year Projections, Basic Principles for Measuring Project Cash Flows, Components of the Cash Flow Stream, Biases in Cash Flow Estimation Module IV: Project Risk Types and Measures of Project Risk, Sensitivity Analysis, Scenario Analysis, Optimal Timing, Social Cost Benefit Anaysis, Net Benefit in terms of Economic Prices, Measurement of the Impact on Distribution, Savings Impact and its value, Income Distribution Impact, Little-Mirrlees Approach, Shadow Prices Examination Scheme Components CPA TP Q/S A ME EE Weightage (%) 5 5 5 5 10 70 References • Chandra P.(2002), Projects: Planning, Analysis, Financing, Implementation & Review, Tata McGraw-Hill Publishing. • Meredith J.R. & Mantel S.J., Jr.( 2000), Project Management: A Managerial Approach, Ed. John Wiley & Sons. • Machiraju H.R.(2001), Introduction to Project Finance: An Analytical Perspective, Vikas Publishing House Pvt. Ltd. • Patel B.M.(2000),Project Management: Strategic Financial Planning Examination & Control, Vikas Publishing House Pvt. Ltd. • Finnerty J. D.(1996), Project Financing: Asset-Based Financial Engineering, Wiley • Newbold C.R.,(1998), Project Management in the Fast Lane: Applying Theory & Constraints, St. Lucie Press • Anthony R.N. & Govindrajan...
Words: 1846 - Pages: 8
...are covered for workplace injury by the Workmen’s Compensation Bureau. The bureau was created in 1919 by the 16th North Dakota legislative assembly for the purpose to provide “sure and certain relief regardless of questions of fault to the exclusion of every other remedy, proceeding or compensation” (WSI). The intent was to provide relief to workers injured while on the job in the form of compensation for lost wages and payment of medical bill incurred for the injury. The trade-off for coverage is the agreement that workers forego suing their employers when injured on the job. Due to this trade-off, I believe workers’ compensation disadvantages workers from seeking damages brought on by the negligence of the employer. In the case of Zimmerman v. Valdak Corp., workman’s compensation fulfilled its promise of being the exclusive remedy for compensation by barring Zimmerman from suing his employer and in the process leaving him without adequate compensation for his...
Words: 997 - Pages: 4
...Congress of Industrial Organizations AFSCME American Federation of State, County and Municipal Employers AJB Americas Job Bank ALC Alien Labor Certification ALEX Automated Labor Exchange ALJ Administrative Law Judge ALM Asset Liability Management AM Asset Management AMA 1.) American Management Association 2.) American Medical Association AMPS Auction Market Preferred Stock ANSI American National Standards Institute AP Accounts Payable AR Accounts Receivable APB Accounting Principles Board APR Annual Percentage Rate APV Adjusted Present Value APY Annual Percentage Yield ASAE American Society of Association Executives ASB Accounting Standards Board ASHHRA American Society for Healthcare Human Resources Administration ASME American Society of Mechanical Engineers ASSE American Society of Safety Engineers ATB Accountants Trial Balance ASTD American Society for Training and Development ATB Across the Board ATO 1.) Administrative Time Off 2.) Asset Turnover ATOI After Tax Operating Income ATU Annual Tax Unit AWL Actual Wage Loss AWOL Absent Without Leave AWW Average Weekly Wage...
Words: 3803 - Pages: 16
...Management: An Overview 3 Chapter Objectives 2 HRM in Action: Not HR Branding, Employer Branding 3 Human Resource Management 4 Human Resource Management Functions 5 Staffing 5 • Trends if Innovations: Measuring Quality of Hire in Today's Environment 6 Human Resource Development 6 Compensation 7 / Safety and Health 7 Employee and Labor Relations 7 Human Resource Research 8 Interrelationships of HRM Functions 8 Dynamic Human Resource Management Environment 8 Legal Considerations 8 Labor Market 9 Society 9 Unions 10 Shareholders 10 Competition 10 Customers 10 Technology 10 Economy 11 Unanticipated Events 11 How Human Resource Management Is Practiced in the Real World 11 HR's Changing Strategic Role: Who Performs the Human Resource Management Tasks? 11 Human Resource Manager 12 HR Outsourcing 12 HR Shared Service Centers 13 Professional Employer Organizations (Employee Leasing) 13 Line Managers 14 HR as a Strategic Partner 14 A Strategic HR Example 16 A Strategic HR Audit 16 Human Capital Metrics 17 Human Resource Designations 18 Evolution of Human Resource Management: Moving into Strategic HR 18 Evolving HR Organizations 19 Scope of This Book 20 • A Global Perspective: Cultural Differences in Global HR 22 SUMMARY 23 KEY TERMS 24 QUESTIONS FOR REVIEW 24 HRM INCIDENT 1: HR AFTER A DISASTER 24 HRM INCIDENT 2: DOWNSIZING 25 NOTES 25 PART TWO: ETHICAL, SOCIAL, AND LEGAL CONSIDERATIONS 28 Business Ethics and Corporate Social Responsibility 29...
Words: 4146 - Pages: 17
...Productivity and Competitiveness Through HRM HRM Skills 12 Technical Skills 12 Human Relations Skills 13 Conceptual and Design Skills Business Skills 14 12 13 Line Managers' HRM Responsibilities 15 Line Versus Staff Management 15 Major HR Responsibilities of Line Management 15 HR Managers' Resonsibiiities: Disciplines Within HRW? 16 The Legal Environment: EEO and Diversity Management 17 Staffing 17 Training and Development 20 Employee Relations 20 Labor and Industrial Relations 20 Compensation and Benefits 20 Safety and Security 21 Ethics and Sustainability 21 HRM Careers 23 The Society for Human Resource Management Other HR Organizations 24 Professional liabiliy 24 23 The Practitioner's Model for HRM The Model 24 Sections of the Model 25 24 Trends and Issues in HRM 27 Technology and High-Performance Work Systems 27 Increasing Globalization 28 Ethical Issues—Reverse Discrimination Wrap-Up 28 29 Chapter Summary 30 Case 1.1 33 Chapter 2 Strategy-Driven Human Resource Management SHRM 38 39 Strategy and Strategic Planning in the 21 st Century The External Environment 41 41 Strategy 45 What Is...
Words: 2783 - Pages: 12
... | Name : NGUYEN VAN A Age : June 01, 1975 Gender : Male Marital Status : Married Citizen of : Vietnam Position Applied : Human Resources Manager |CAREER SUMMARY | Feb 2011 to Now A JOINT STOCK COMPANY Asst Human Resources and GA Manager Sep 2003 to Feb 2011 B CO., LTD General Affairs and Human Resources Manager 1995 to 2003 C VIETNAM CO., LTD Human Resources and Administration Executive |PROFESSIONAL EXPERIENCE | Feb 2011 to Now A JOINT STOCK COMPANY Asst Human Resources and GA Manager • Making recruitment planning and take care all recruitment activities, ensure that qualified candidates are recruited timely to meet the needs of department; • Setting up internal labor law and review it every year. • Setting up compensation and benefit policy and review it every year • Preparation of Human Resource reports and statistics; • Consulting to General Director about Human Resource Policies; • Controlling monthly salary...
Words: 862 - Pages: 4
...Microsoft Dynamics™ GP Human Resources Sample Reports Copyright Copyright © 2007 Microsoft Corporation. All rights reserved. Complying with all applicable copyright laws is the responsibility of the user. Without limiting the rights under copyright, no part of this document may be reproduced, stored in or introduced into a retrieval system, or transmitted in any form or by any means (electronic, mechanical, photocopying, recording, or otherwise), or for any purpose, without the express written permission of Microsoft Corporation. Notwithstanding the foregoing, the licensee of the software with which this document was provided may make a reasonable number of copies of this document solely for internal use. Trademarks Microsoft and Microsoft Dynamics are either registered trademarks or trademarks of Microsoft Corporation or its affiliates in the United States and/or other countries. FairCom and c-tree Plus are trademarks of FairCom Corporation and are registered in the United States and other countries. The names of actual companies and products mentioned herein may be trademarks or registered marks - in the United States and/or other countries - of their respective owners. The example companies, organizations, products, domain names, e-mail addresses, logos, people, places, and events depicted herein are fictitious. No association with any real company, organization, product, domain name, e-mail address, logo, person, place, or event is intended or should be inferred...
Words: 5235 - Pages: 21
...Pierre-Luc Dion | 2/3/2012 | Presented to Jonathan Forbes | Contents Executive Summary 3 Introduction 4 Design and Definition of Duties 5 Requirements: 6 Education: 6 Advancement and Certification: 7 Qualifications: 7 Earnings: 8 Conclusion: 8 Works Cited 10 Executive Summary In this paper, you will find different links and relations between the human resources course and specifically regarding financial managers. In the following pages, the investigation of this job will be provided; firstly, I will explain what a Financial Manger Is. In this first section, I will investigate what a Financial Manager (FM) does, and what duties and responsibilities have to be done and applied, I will also talk about where FM’s can work and which position they can occupy. The following section will overlook the skills, competencies, education and experience needed to become a prosperous Financial Manager. This section will investigate all the specific criteria required in order to precisely understand what is needed to become a Financial Manager. The third section of this paper, will examine the possibilities of development for a FM’s throughout their career, and also scrutinize, in order to know if there is a possibility of continuing education for a Financial Manager throughout his career. The last section of this term paper will be in relation to the compensation, where a brief explanation which will discuss what the average salary is for a FM in Canada,...
Words: 1786 - Pages: 8
... |School of Business | | |MGT/431 | | |Human Resource Management | Course Description This course focuses on the strategic role of human resource management, personnel planning and job analysis, personnel selection, performance appraisal, compensation, training, and development from the vantage point of the manager. Policies Faculty and students/learners will be held responsible for understanding and adhering to all policies contained within the following two documents: • University policies: You must be logged into the student website to view this document. • Instructor policies: This document is posted in the Course Materials forum. University policies are subject to change. Be sure to read the policies at the beginning of each class. Policies may be slightly different depending on the modality in which you attend class. If you have recently changed modalities, read the policies governing your current class modality. Course Materials Noe, R. A., Hollenbeck, J...
Words: 2432 - Pages: 10
...MG420 DLF Labor Relations Research Assignment Professor Stephen Fant 1. Define and discuss the term “collective bargaining.” Include and discuss [showing relevance or applicability] a current web-based news item/magazine article about a real life example of a collective bargaining action. Write a succinct and complete summary on the contents of the article you've provided along with your critical comments about that article. Support your findings with referenced research. (5 points) A. Collective bargaining is how an employer and its employees, either individually or through a union, reach an agreement on the terms and conditions of employment. These terms and conditions are based on such items as compensation, personnel policies, employee rights, employer rights, union rights, and dispute resolution. Compensation can include such issues as wages, benefits, and vacation packages. Personnel policies can include layoff policies, promotion policies, and transfer policies. Employee rights can include seniority rights, job standards, and workplace rules. Employer rights can include such issues as management rights, just cause discharge, and safety standards. Union rights can include recognition as sole bargaining agent, use of a bulletin board in the workplace, and shop stewards. Dispute resolution can include grievance procedures, committees, and renegotiation procedures (Budd 13). There are three categories of bargaining items: mandatory, permissive, and illegal...
Words: 3619 - Pages: 15
...Compensation and Reward Management UNIT 17 COMPENSATION STRATEGY, STRUCTURE, COMPOSITION Objectives After reading this unit, you should be able to: l appreciate compensation function and objectives; l analyse compensation issues and trends; l assess the characteristics of executive compensation and its determinants; l understand the principles and practices of compensation administration; and l identify the major components of wage structure in India. Structure 17.1 Introduction 17.2 Compensation Issues 17.3 Compensation Function 17.4 Compensation Policies and Objectives 17.5 Compensation Administration 17.6 Compensation Determinants 17.7 Compensation Survey 17.8 Compensation Structure 17.9 Job Evaluation System 17.10 Pay Equity 17.11 Executive Compensation 17.12 Compensation Trends 17.13 Wage Structure in India 17.14 Case Study 17.15 Summary 17.16 Self-Assessment Questions 17.17 Further Readings 17.1 22 INTRODUCTION One of the most difficult functions of human resource management is that of determining the rates of monetary compensation. It is not only complex, but significant both to the organisation and employees. Employee compensation decisions are crucial for the success of an organisation. From a cost perspective alone, effective management of employee compensation is critical because of the total operating costs. Another...
Words: 6295 - Pages: 26
